Transracial Adoption

Transracial Adoption Transracial adoption is that white parents will not be able to give a black child a cultural identity and survival skills in a racially diverse society. â€Å"Adoption, defined as the legal act of taking a child into a family and raising the child as its own (Vianna, 1981). † Black children need to learn coping mechanisms to function in a society where racism is prevalent. Black families are capable of teaching these mechanisms in everyday life without having to seek out special projects or activities.They live their lives in a white-dominated society, and their children learn by daily interactions. Even when white adoptive families actively seek out interactions and activities with black families, they put an emphasis on the differences within their family. Cultural support can be especially difficult to give if there is limited understanding of the cultural differences of family members. White couples are ill equipped in their understanding of African Am erican culture to adequately prepare a child for life in an ethnic group other than that of the adoptive parents.Despite their best intentions, whites cannot fully understand life from a minority perspective. Over time, there has been a decline in the availability of white children to adopt. Adoption agencies cater to white middle-class prospective adoptive parents, and, because white children are not as available, the agencies try to persuade these families to adopt black children. The harm will come to transracial adoptees because of the obviousness of the adoption and the constant reminder of being adopted may be interpreted positively.A child who is of a different race will learn sooner that he or she is adopted, and being forced to recognize this will make the adoption easier to talk about, thus making for a more open relationship with the parents. It has been suggested that there are direct benefits to the child in learning early about the adoption. They include a greater open ness about the adoption, a positive self-identification with the adoptive status as well as racial identity, and recognition that there is no shared biology between the parents and child.Because the adopted child knows that he or she was wanted by the family, there is also recognition that race is not a factor in how much the child will be loved. This visible reminder that the child was chosen to be a part of the family can help to increase the child's self-esteem. The visible differences can also help to remind the child that he or she does not share biology with the parents. Simon and Alstein (1977) found that young black children, 3 to 8 years of age, saw themselves as black and did not attach any negative evaluation of themselves to their racial asked again to whom they would go if they needed help. † The results showed that the adopted children would still turn to their parents or siblings for help. The study's overall findings provided strong evidence that white parents are capable of raising children of another race to have high self-esteem, positive identities, and close family ties.There are several issues that families must consider before committing to transracial adoption. The most important thing to consider is the potential parents' own racial views. Another thing to consider is that the family will be in the minority after transracially adopting. The concern may be how the parent and other members of the family will deal with opinions expressed by those outside of the family. Prospective parents could think about adopting siblings so that each child will have a familiar face to help with the transition.Ignoring differences can cause hurt and resentment. Because race and culture are so closely linked, to be colorblind to someone's race is to ignore his or her culture. Children have a right to learn about their culture so that they can pass it down to the next generation. In conclusion, transracial adoption is not only a black and white issu e; children are also adopted from foreign countries. Places like Korean are popular when families decide to adopt, because the high birth rates and poor economic conditions in these places mean that there are often children readily available.There is not as much debate about the adoption of these children as there is over black children being adopted by white families, because adoption is seen as helping these children. The idea of saving a child is an idea that supporters of transracial adoption believe can happen right here in the United States by decreasing the numbers of children of all races awaiting placement with a permanent family. REFERENCES Shireman, J. F. ([995). Adoptions by Single Parents. In Single parent Families: Diversity, Myths and Realities (ed. Hanson). New York: Haworth Press, Inc.Simon, R. J. (1974). An assessment of racial awareness, preference, and self identity among white and adopted non-white children. Social Problems. 22. 43-57. Simon, R. J.. & Alstein, H . (1977). Transracial adoption. New York: Wiley. Simon, R. J. , & Alstein. H. (1987). Transracial adoptees and their families. New York: Praeger Publishers. Simon, R. J. & Alstein, H. ( 1991). Intercountry adoption. New York: Praeger Publishers. Vianna, F. M. (Ed). (1981). Tile American heritage desk dictionary. Boston, MA: Houghton Mifflin Company.

Discretionary Benefits

A company providing products and services needs its human resources for its operations and directions. This is why human resources practitioners are always looking for ways to make sure that employees are rewarded amply for their performance while at the same time ensuring that the status of the company finances is not jeopardized.The government protects the rights of employees for commensurate salary and compensation. This is why employees have the right to join a trade union and negotiate with employees about their salary and benefits. It is in the interest of businesses to deal with their employees in a fair and just manner. Otherwise, operations would be compromised. After all, an unhappy workforce would also lead to less productivity and efficiency. In addition to the government-sanctioned salary and compensation scheme, there are also discretionary benefits that the company will have to decide if they will provide to the employees.Employee BenefitsThe benefits of employees may vary from employer to employer. They are non-cash benefits that employees enjoy during their term with the company on top of their salaries or wages. The most common forms of benefits are group insurance for life, dental or health; disability income protection, daycare, sick leave, vacation leaves, retirement benefits, profit sharing, stock option, educational funding and tuition reimbursement among others. These benefits are either provided by the employer or they are paid for by the employer. Employers provide these benefits to make the employees more economically secure.There are also other benefits that are left to the discretion of the employers. This may include providing company car, leisure activities and outdoor meetings, food and transportation allowance, stationery and more. There are several determinants and factors that companies consider when providing discretionary benefits. If they decide that they will provide discretionary benefits, they also need to establish what types of benefits they can offer without compromising the financial situation of the company.In the United States, these employee benefits come in the form of relocation assistance, vision and dental plans, health care for dependents, pension plans, insurance, child care benefits, legal assistance, transportation benefits, discounts for shopping and resort accommodations, as well as wellness programs. There may also be fringe benefits offered to employees. If this is the case, such benefits may be excluded from the total annual income of the employee, which means greater savings on income tax. Fringe benefits also tend to be seen as a cost to the company for keeping their employees within the company.The Importance of Non-wage BenefitsIn the early twentieth century, employees were not given any benefits beyond their salaries. With the economic developments in the United States such as the Great Depression and the World War II, the government and labor unions worked together in brin ging about non-wage benefits for the workers. Non-wage benefits have grown in the past decades and now accounts for 30% of the total labor costs of This trend helped create a workplace and organizational culture that valued employees more and gave them what they needed (Marshall, 2003).Benefits given to employees are usually tax-deductible to the employer and are not taxable to employees. The exception would be the benefits for executives with access to benefits with very high amounts. In some cases, corporations in America may also offer the employee a set of benefits to choose from and the employee will choose which of the benefits will he avail of. This provides a flexible choice for the employee who may wish one type of benefit over another. The difficulty of implementing this, however, is that if employees chose different types of benefits, record-keeping would be more complicated.The benefits for employees may come in three forms (Martocchio, 2005).(1) One is the protection pr ograms, which helps employees be protected from any illness and ensure their physical and economic security.(2) Benefits may also fall under the pay for time not worked for, which includes vacation and sick leaves, as well as maternity and paternity leaves. Some companies even offer to pay the employees at the end of the year if they chose not to use up all of their leaves.(3) Lastly, there are also services, wherein the company offers to provide various services to the employees.Protection ProgramsThe income of employees is protected by the company in the form of disability insurance, life insurance and pension programs. Through this, the employees may feel economically secure and the assurance that part of the money provided by their employers is invested into their future. In case, they are declared as no longer fit to work, or that they may befall accidents directly or indirectly related to work and if they choose to retire, they are covered by the protection policies of the com pany.Health Protection is also an important aspect of protection programs. This may include health and dental insurance, enrolment into Health Maintenance Organizations or Preferred Provider Organizations, or self-funded plans. Pension plans are also important in ensuring the peace of mind of employees. This program is usually participated in by both employer and the employee. If and when the employee becomes unable to perform his or her job because of disability, the company cannot terminate his employment right away. Both short-term and long-term disabilities are considered by the employer (Martocchio, 2005).Health care programs for employees usually include fee-for-service, managed care, point of service and customer-driven health care. The cost of hospitalization is usually covered together with doctor’s fees, and other related expenses. If the employee pays own money, there is also a provision for reimbursement up to a certain amount. For some employers, HMOs may be a mo re or less costly approach because these are prepaid services. PPO’s are being used by other companies because there is no prepaid service and the company pays for the actual fees related to the health care of an employee. Furthermore, physicians, clinics and hospitals must meet quality standards for them to be recommended.The introduction of flexible benefits for the employees can lead to a higher level of job satisfaction, which can also help improve the productivity and efficiency of the company (Barber, Dunham & Formisano, 2006). When employees feel that they are cared for by the company they are serving, they tend to appreciate that and they will in turn do their best in performing their jobs (Belous, 1989).Paid Time OffAn important aspect of non-wage benefits now is providing paid time off to workers. This helps maintain work-life balance among employees because their domestic lives also have an impact to their performance of their jobs. If employees were too loyal to t heir jobs at the expense of their family, they might not be able to perform effectively. Stress would settle in and a previous high performer may crumble under the weight of such stress (Kossek & Lambert, 2005).The number of paid absences or leaves may be determined through the collective bargaining agreement between the labor union and management. When this has been settled, the employees then have to follow certain rules and procedures in the company to avail of this benefit. Pregnant women who want to give birth to their babies and nurse them are also given maternity leave of absence while a father whose wife is pregnant may also apply for a paternity leave. These schemes help communicate to the employee that their own personal lives are important too and that the company is not only after the services that they can render.Paid time off also helps the members of an organization to redefine themselves and their connection with the company and align their priorities and thoughts to the organization. Hence, it helps them take a break and think of what the work means to them (Ford & Locke, 2002). With a paid time off, the employees may have more time for themselves, for replenishing lost energies due to work and pause for a while and think about their jobs and how they can help contribute to the company for its growth and improvement.ServicesSome companies also realize that they need to provide services to employees so that they will not have to pay for such services outside of the company. As such, the company can choose to provide such services for the convenience of employees and minimal distractions to the way they perform their duties.These services may be in the form of family assistance programs, or the company can also assist in the education of an employee or the dependents of an employee. When moving and relocating, an organization may also bear the costs of moving, especially if such move is directly related to the job performed by the employee. Anot her popular service being offered by organizations is wellness program. The employees may enroll in a gym or a fitness class for free or for a discount courtesy of the organization.Such wellness programs can help ensure that the employees are physically fit. This can help prevent incidences of heart attacks, hypertension and stress-related sickness. In the long run, this can reduce the health care costs of an organization. What is needed, however, is strong implementation and encouragement for employees to participate in such wellness program (Gebhardt & Crump, 1990).The convenience that employees will experience through the services being offered by the company will contribute to efficiency and savings in time and resources. Employees will also generate a stronger appreciation for the company and will foster a stronger sense of company loyalty in employees.Laws and Legislations Concerning Employee BenefitsThere are three major legislations governing the benefits of employees and th e responsibilities of the employers: The Employee Retirement Income Security Act (ERISA) of 1974; Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1985; and Health Insurance Portability and Accountability Act (HIPAA).ERISA establishes the minimum standards and requirements of pension plans in the private sector. In addition to this, it also regulates the fringe benefits that employees receive such as disability insurance, medical and life insurance and most importantly, the pension of employees. The Act also monitors the reporting and disclosure of employers concerning such fringe benefits as well as the funding and fiduciary responsibilities of both employers and employees.COBRA, on the other hand, prescribes that health care coverage be extended to 36 months. However, the cost may be as high as 102% of the premium of the insurance. If employers do not comply with this, the law also prescribes the penalty. Companies with less 20 employees, however, are exempted from COBRA, together with the federal government and churches.Lastly, HIPAA guarantees the health coverage of all employees. Should there be pre-existing conditions, HIPAA prescribes appropriate action and handling. Health information and privacy are also important concerns; that is the reason why HIPAA regulates the transfer, the disclosure and the use of information given to health care practitioners for the purposes of health care delivery. HIPAA, however, has been a cause of contention regarding the responsible use of health care information (Wilson, 2006). Yet, it still helps ensure the protection of the rights of both employees and employers. These three legislations help define the rights of workers for their benefits and the responsibilities of employers to their employees. Non-compliance is punishable by the laws.ConclusionWith the increasing competition and globalization of the business environment, so will the needs and concerns of employees change. More and more demands and skills are needed. In addition to this, companies are hard put to retain their best employees because of the intense competition for excellent employees. As such, offering employee benefits will also change.Human resource personnel and the management need to device effective compensation and benefits scheme so as to attract the best and the brightest workers and retain the existing ones. The main concern, however, is making the employees secure physically and economically. If this were ensured, then they can perform their jobs better and they can contribute to the overall growth of the organization (Rosenbloom, 2001). By providing the three different types of benefits, employees can cultivate a deeper sense of company loyalty, which will redound to better employee retention and organizational performance. As the challenges of the workplace are addressed, the employers and the employee will enjoy better relationship and better organizational performance.

Deepwater Horizon Oil Spill

The Deepwater Horizon Oil Spill was a man-made disaster which had devastating effects on its surrounding environment, in particular the natural environment around the Deepwater Horizon Oil Rig. Recovery efforts made by the local governments utilized Information Communications Technology (ICT) such as remote sensors and satellite imagery to track and monitor the magnitude of the oil spill. Further detail on how recovery efforts used ICT's to track and monitor the oil spill as well as its uses in the prevention of future oil spills, including the positives and negatives of the use of ICT will be discussed. Referring to sources such as the scholarly journal ‘Tracking Oil Slicks and Predicting their Trajectories Using Remote Sensors and Models', the magazine article ‘Satellite use Growing to Monitor Facilities and Map Spills' and the national commission report ‘Deep Water: The Gulf Oil Disaster and the Future of Offshore Drilling National Commission'. The focus reading ‘Organisations Aiming to Reduce Risk – Worth Broader Exposure' will be used as a comparison and reference to what other industries have done to prevent disasters in their industry from occurring again. Background. Recovery efforts during the Deep Water Oil Spill used Information Communication Technologies (ICT) such as remote sensor technology and satellite imagery technology. Such technology were used in order to monitor the magnitude of the oil spill giving recovery efforts visual data that they could work with as well as a method of being able to obtain the trajectories of the oil spill in order to prevent further spread of the oil in the water. Use of ICT's to assist in Recovery. The use of ICT's such as remote sensor technology and satellite imagery was effectively used by the petroleum industry in previous years prior to the Deepwater Horizon Oil Spill for exploration purposes. In the event of the oil spill recovery effort teams utilized this same remote sensor technology in order to determine how much oil was spilled, where it reached the shore, and which beaches might be hit next (Pope 2010). This technology allowed recovery teams to effectively survey the spread of oil a lot faster than if it were done through surveillance aircraft such as drones, satellite technology. In the event of the oil spill BP and the federal government utilized two types of satellites. SAR imagery satellites in order to cover large areas and determine the scope of the damage caused. Once the scope of the damage was determined, high-resolution satellites were used to make thorough assessments of the damage. Although satellite imagery we're predominantly used as methods of surveying the wreckage and spill, aircraft drones also played important roles in that they allowed recovery teams to monitor the wreckage from different angles and views. Use of ICT's in the prevention of disasters. Information Communications Technology has multiple uses in that it was able to explore and locate possible petroleum production locations through remote operated vehicles (ROV) attached with thermal imaging cameras and sensors, as well as survey the structural damage of the BP Deepwater Horizon oil rig through the use of satellite imagery and drone aircraft. It now has the task of surveying and monitoring oil rigs on a frequent weekly or even daily basis. The oil production industry using satellites similarly to how they were used in the in recovery efforts through, obtaining a wide view of the area through SAR satellite imagery and using high-resolution imagery in order to gain a detailed perspective of specific locations and aspects of oil rigs. The National Commission recommended improvements be made by the petroleum production industry as well as the national government in order to effectively plan for a large scale containment plan if another event like this we're to happen again, including coordinating with other government bodies and obtaining relevant information in regards to response measures. Measures taken into account include things like and sufficient amount of technical experts on the within the staff of the oil rigs in order to develop and approve response plans as well as providing mandatory funding to the petroleum production industry for research and development as well as incentives to the industry to perform research and development. Â   Similarly in the nuclear tragedy of Chernobyl the government funded the Institute of Nuclear Power Operations (IPNO) programs to perform evaluations, training, assistance and peer reviews by experts. The uses of ICT such as computer programs and hardware are now used to analyse nuclear structures, making it easy to monitor and spot redundancies within the structure and prevent structural failure of the plants. Positives and Negatives of the uses of ICTs The use of ICT's during recovery efforts as well as use in the monitoring of oil rigging sites and prevention of structural failure. The use of ICT's over other methods such as aircraft surveillance has positive benefits which far out weight the negatives. Such satellite imagery can allow recovery teams to effectively and quickly survey the a large portion of the damage site through SAR satellites and gain detailed views of specific areas such as leaks, slicks and seeps through high-resolution satellites. With the use of satellites in combined with aircraft surveillance to gain views from different angles to view specific areas of the structure effectively allow recovery teams to survey and gather information in order to develop an effective containment and recovery plan. The use of ROVs also is a benefit as it allows recovery teams to survey the structure underwater and effectively gather information from places that would be too dangerous for humans to do to. Although ICT's do have their benefits, they also come with negatives as in that SAR satellites capture large views of the affected areas, this comes at a price of decreased resolution making it difficult to view smaller aspects of the image such as leaks in the oil pipe structure. This requires the use of high resolution imaging satellites which are rather costly and cannot be frequently called up due to its high cost. Conclusion The use of information communications technology in the petroleum production industry has had multiple uses before, during and after the Deepwater Horizon Oil spill. Before the disaster of the oil spill the industry used ICTs for exploration and location of possible drilling sites. With the use of satellite technology during the recovery efforts to survey the area and effectively develop a containment plan for preventing the oil from spreading and affecting the nearby beaches. Also in future prevention of possible oil spills through satellite monitoring of oil rigs and tankers. Along with the use of ICTs come the benefits which include allowing recovery teams to quickly and safely gather information which would have been difficult with old technology, but there were also costs in that it would cost large amounts of money in order to use high-end technology such as high-resolution satellites in order to gain clearer images of specific areas. Along with the uses of ICTs to help prevent future oil spills are the recommendations of the oil spill commission which recommended funding for research and development of oil spill prevention similarly to how the government funded the development of the INPO in the nuclear energy industry for training of nuclear engineers and evaluation of nuclear structures.

Career Development Programs Support Retention

This paper attempts to explain the human resource best practices in a fashion company known as Pearl collections by analyzing the six stages of the employee lifecycle. These six steps include; recruitment & selection, orientation & onboarding, employee services, talent development & retention, performance management and transition. This essay will then examine how these cycle stages contribute to Pearl collections and also the implementation process.   Human resource best practices are one of the human resource management models pioneered by Pfeffer who advised when put into practice would improve the performance of an organization  (Pfeffer, 1998). Best practice according to Boxall and Purcell's, emphasizes the vitality of empowering an employee's ability through right staffing and training, offering strong financial incentives and providing an open and engaging environment where the employees can share ideas and participate.  (Purcell, 2003) It is important to understand that applying a few human resource best practices in one company, industry or corporate culture may not necessarily yield the same results or be the right practice in another. The methods highly depend on the demographic makeup of a company, size, resources available, socioeconomic factors, location, regulatory and legal environment. Understanding employees and what might engage them to perform better should is vital before implementing any strategy. The HR Reporter shares the culture of Zappos to be crazy in that they believe in having fun at work to the extent of asking employees to dress up as superheroes. The employees who are disengaged are paid to leave the company which may be a huge number as not everyone might be comfortable with it (Kreissl, 2013). At Carswell, a favorite activity that makes the workplace more fun is their annual ice cream day and this according to management is a fun little program that drives employee engagement. The culture at Zappos and Carswell when compared are entirely different, and various people might share both positive and negative feedback on them. These examples prove that not every policy, practice or program will work at every company hence the importance of internal and external analysis of the organization.  Ã‚  Ã‚   Recruitment and selection are the first stages of the employee lifecycle and are, therefore,     the foundations for human resource management. Pearl Collections pride itself to be an attractive employer that recruits locally whenever a boutique opens, one that cares about gender inclusivity, diversity, employee growth, health, and safety. During this stage the human resource manager analyzes the job, its role, creates a person specification which consists of the skills and qualifications required, experience, and comes up with a remuneration package. This process follows advertising, shortlisting and then selection of the preferred candidate while taking into consideration passion, attitude and behavior as the essential characteristics. To aid in recruitment, Pearl uses a few agencies who prescreen the candidates on the level of position, education, and skills. This process gives the company an upper hand regarding maximized exposure and increases the number of applicants for va rious positions. According to PRADA Group, the information collected during the selection process strictly relates to the authentication of the professional profile being sort, while respecting candidate's personal opinions  (PRADA, 2007). This open dialogue gives the applicant room to be open minded and share his/her views openly enabling the human resource department to get a comprehensive analysis. The second stage of the employee lifecycle is orientation & onboarding. PeopleAdmin shares that Onboarding is a process and orientation is an event and that a sound onboarding process spans from one to two years  (PeopleAdmin, n.d.). Pearl collections believe in carrying out successful orientation and onboarding processes as the transition ensures success on the candidate’s part which impacts on the company. Pearl is aware of the importance of enabling a candidate to reach his/her full potential hence carries out the orientation process accurately and concisely. The HR department issues the candidate with information on the company, appropriate forms, takes the candidate around to meet other agencies and promotes communication. The onboarding process conveys the brand, values, professional culture, product knowledge and sales techniques and expectations to the candidate and provides tools to aid in his or her productivity. To ensure employees are well taken care of, Rag & Bo ne has an HR team of six individuals which is fundamental to its growth strategy and research shows that they excel at recruitment with high-profit margins (Pike, 2015). Employee services as an employee life cycle stage are benefits offered to employees by employers to instill their loyalty and prevent them from leaving for greener grass. The fashion industry is known to rotate employees and to keep them from jumping ship; Pearl collections complies with the legal departments of all states, offers medical insurance, a life insurance plan, disability insurance, offer paternity and maternity leaves, holidays and sick leaves. As the company is keen on being relevant, it is planning to open a child care area in one of the spare rooms to enhance productivity and to also introduce a wellness program by offering reimbursable gym membership costs which could reduce health care costs through promotion of healthier lifestyles. At HUGOBOSS, healthcare is a significant factor, the company cafeteria follows a balanced nutrition plan, and the company has a fitness studio offering courses in back training and aerobics which increase staff retention rates (HUGOBOSS, 2012). Talent development & retention is the fourth employee cycle stage, and it is crucial to both engagement and the output of the company. Key elements of talent and leadership, development, strategies and best practices are key under this stage. Pearl endeavors to involve itself in talent development by continuously grooming and upgrading the employees by attracting the right staff, providing the latest technology, sensitizing them on how to excel, use of rewards and incentives, motivation, empowerment and offering career advancement opportunities. The company understands that high employee turnover is a problem hence the strategies aid in developing a sense of loyalty by investing in the employees. Rag and Bone has an employee-led development scheme which enables the employees to take charge of their development by providing tools and resources to get their employees thinking ahead about their careers and not waiting for their managers to develop them  (Pike, 2015). Performance management as the fifth employee cycle stage is strategic with the aim of ensuring employees are contributing positively to the objectives of the business using a range of HR activities and processes. Pearl has customer care indicators that are used to gauge employee performance standards. These indicators have a collection of customer surveys, focus group discussions and customer complaints. Pearl recognizes it gets successful when the relationship between managers and employees is one of fairness, trust, good communication and contains an open door policy to enable generation and utilization of ideas. Pearl is keen on fostering good performance management because it helps every staff; understand the path of the business and what it wants to achieve. The standards of performance required, everyone's role in helping the company accomplish its goals. Understand how they can develop their performance and contribute to the growth of the organization and also where there are performance problems and how to handle them. The PRADA group encourages management and employees to take up responsibilities, to work, win challenges and achieve corporate objectives. This entrepreneurial culture recognizes, promotes and rewards the pro-activeness of the individual and teamwork. This cultural contribution aid in the achievement of the company's strategy and adopting consistency and responsibility traits  (PRADA, 2007). The sixth employee life cycle is transition which is the process when an employee leaves a company on retirement, better opportunity, getting fired, being laid off or due to personal reasons. It is, therefore, the work of the HR to manage the transition process by ensuring the following all procedures and processes. Pearl's HR department has an employee development plan in place to aid in the smooth transition. This plan contains a list of the employee's pending projects with a step by step process detailing actions this individual will take to finish the tasks. The HR follows up with the employee in the days following the day of departure. A form is shared with the employee for him/her to share honest opinions on their views about the company, reasons for leaving and areas for improvement. The HR delegates the tasks that cannot be completed before the employee's departure to other employees either do it or manage it until they hire a replacement. According to Forbes, Ron shares an e vent where a senior manager, unannounced and fired his employee and directed all his questions to the HR who at the time was ill prepared. This manager had for the last six months given the employee positive feedback and claimed his firing grounds on the lack of teamwork. This behavior as Ron further explains probably generated a major lawsuit and he calls it an extreme example (Ashkenas, 2013).  Ã‚   In conclusion, human resource best practices are one of the most dominant ways for a business to ensure the creation of value for the customers especially at Pearl collections and our profitability. The apparel industry is highly dominated and competitive, and by putting into place the six stages of the employee lifecycle, our relevance reinforces our strategic position. Pearl's measurement of success relies on low employee turnover, employee satisfaction, enhanced performance, career growth, increased responsibility, high levels of customer service, competency, high profits, improved morale, access to information, communication, self-improvement and existence of development programs just to name a few. In the future, Pearl collections are determined to continue offering fashionable items at quality prices and expand by opening more boutiques in various countries as our profitability and growth are on track. Boxall, P., & Purcell, J. (2003).  Strategy and human resource management  (1st ed.). London: Palgrave Macmillan Education. Code of Ethics  (1st ed.). Retrieved from https://www.pradagroup.com/documents/governance/code_of_ethics_en.pdf Fashion Companies Need to Rethink Their HR Function.  The Business of Fashion. , from https://www.businessoffashion.com/articles/intelligence/the-strategic-importance-of-hr Forbes Welcome. (2013).  Forbes.com. , from   https://www.forbes.com/sites/ronashkenas/2013/03/11/if-you-have-to-fire-an-employee-heres-how-to-do-it-right/#3c954ad0151f Gomez, M. (2014).  How Career Development Programs Support Employee Retention.  Td.org. from https://www.td.org/Publications/Blogs/Career-Development-Blog/2014/10/How-  Ã‚  Ã‚   Career-Development-Programs-Support-Employee-Retention Hennes & Mauritz (H&M), AN HRM CASE STUDY. (2009) (1st ed.). Retrieved from https://colbournecollege.weebly.com/uploads/2/3/7/9/23793496/5385hrm_case_study_0.p  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   df How to manage performance | Advisory booklet | Acas.  Acas.org.uk. Retrieved from https://www.acas.org.uk/index.aspx?articleid=2927 Kreissl, B. (2013).  What exactly are HR best practices? | Canadian HR Reporter.  Hrreporter.com. , from https://www.hrreporter.com/columnist/hr-policies-  Ã‚   practices/archive/2013/04/22/what-exactly-are-hr-best-practices/ MANAGEMENT REPORT. (2011) (1st ed.). Retrieved from https://group.hugoboss.com/files/HUGOBOSS_GB2011_Lagebericht_En_AGAbschluss.p  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   df Pfeffer, J. (1998).  Seven Practices of Successful Organizations  (2nd ed.). California. Retrieved from https://www.researchgate.net/profile/Jeffrey_Pfeffer/publication/265114424_Seven_Practices_of_Successful_Organizations/links/56cbb52b08aee3cee54192bc.pdf Thompson, S.  Human Resources Life Cycle.  Smallbusiness.chron.com. Retrieved from   https://smallbusiness.chron.com/human-resources-life-cycle-62078.html Types of Employee Services.  Smallbusiness.chron.com. Retrieved from https://smallbusiness.chron.com/types-employee-services-2802.html What is employee transition planning?.  Reference. Retrieved from   https://www.reference.com/business-finance/employee-transition-planning-  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   46898c77ac071e75 What is Onboarding Exactly? - PeopleAdmin.  PeopleAdmin. Retrieved from https://www.peopleadmin.com/2013/01/what-is-onboarding-exactly/

Limits to the Power of the Security Council Essay

Limits to the Power of the Security Council - Essay Example The UN’s principal goal is to build on the lessons of the past and create a peaceful and secure environment for the future. To better achieve this, the Security Council was established as one of the two principal political organs of the U.N. Controversies have arisen, described in the following section, on the use of the broad coercive powers of the Council. This paper examines whether limitations exist to the exercise of these powers, and if so, how they work to enable the Security Council to better achieve its objectives. 2. The Power of the Security Council The powers of the Security Council are far reaching, but they are generally confined to the maintenance of international peace and security.1 The powers of the Security Council are conferred upon it by the United Nations in Article 24 of the UN Charter, by virtue of which the Security Council acts on behalf of the Member States of the UN in the discharge of these duties. It is also in Article 24, in paragraph 2, where th e first mention is made of the limits to the exercise of its duties. ... â€Å"In any case, neither the text nor the spirit of the Charter conceives of the Security Council as legibus solutus (unbound by law).†2 This contains no assurances, however, that the Security Council’s actions at all times will be within the proper purview of the constitutional provisions; there may be times when questions arise as to whether certain actions exceed the limitations of these powers. The powers granted to the SC for the purpose of fulfilling its duties are explicitly stated in Chapters VI, VII, VIII, and XII.3 Chapter VII of the Charter empowers the Security Council to make decisions with far-reaching repercussions and which bind the Member States of the UN.4 And Member-States are bound to comply with its pronouncements: â€Å"Whether or not States have accepted the jurisdiction of the Court, they are required to fulfill their obligations under the Charter of the United Nations and other rules of international law†¦and they remain responsible for acts attributable to them which are contrary to international law.†5 This makes it all the more important for the Security Council to project itself through its actions as entirely credible and legitimate in its resolutions and decisions. 3. Definition and Composition of the Security Council The Security Council (SC) is a permanent council of the United Nations with the primary (but not exclusive) responsibility of ensuring that peace and security is maintained among the Member-Nations and, in effect, the nations of the world. Its principal task is to determine whether particular events or activities pose a threat to international peace and security. It has the power to

Ishikawa Research Paper Example | Topics and Well Written Essays - 750 words

Ishikawa - Research Paper Example He was given huge management responsibilities when he was very young, and this too, made him concentrate his mind on business improvement very early in his career. It is interesting that from the start Ishikawa was able to apply both his practical experience in the field of engineering management, and his academic abilities at the same time. He noticed that the Japanese economy immediately after the second World War was suffering from various hindrances including a lack of understanding of statistics on the part of individuals who had to make decisions based on those figures, a nationwide over-reliance on imports, and an irrational tendency to use outmoded approaches (Ishikawa, 1991, p.3). This ability to see both the tiny details and the bigger picture was to prove one of his greatest strengths. He saw Total Quality Control as the key to addressing all of these issues and this was the start of his major lifetime achievements. Milakovish, (1995 p. 61) points out that Ishikawa acknowledged debts to Deming, Feigenbaum and Juran in his innovations, but that his major contribution to the field of quality management is his creation of the Quality Control Circle, which encouraged contributions from workers in small groups at the production level. It was introduced in the Nippon Telegraph and Cable Company for the first time in 1962 and from there it spread across the whole of Japan. This recognition of the valuable contribution of every worker at every part of the process of production, sales and after sales service revolutionised the way that managers saw their own roles, and the roles of their colleagues and subordinates. Through working with Deming and others, Ishikawa was able to appreciate the benefits of Western ways of doing, but he could also see that Japanese traditional ways had much value if applied in the right way. Japanese cultural traditions such

Human security in the UAE Essay Example | Topics and Well Written Essays - 1000 words

Human security in the UAE - Essay Example The United Arab Emirates, a fast growing region economically, has been designated as a prospective target for extremists and several human security issues. Assessment and situations in the United Arab Emirates have made Western governments come to the conclusion that the region is a probable target for extremists. The Foreign and Commonwealth Office of Britain warns of the hazards of travel to the region based on its location in the Persian Gulf. It is central, the nearing the antagonisms of the Iraq war and regional anti-Western opinions. Apart from Britain, other Western nations have issued the same security warnings (Vallet, 2014). Various factors contribute to the rising human insecurity issue in the United Arab Emirates region. According to a novel report on global threats, growing extremism in the neighborhood, food insecurity, climate change, regional tension, and unemployment rates present security issues in the UAE. Additionally, the developments in the political arena in the UAE region in past years have also led to increased human insecurity. A publication by Control States, a security consultancy firm, has indicated various concerns. It reports that the increasing extremism in Yemen and the increase of al Qaeda in the Arabian Peninsula (AQAP) pose a security threat. Additionally, food insecurity in the Arabian countries, struggle over the nuclear program in Iran, and the pulls in Iraq contribute to the poor human security in the UAE (Vallet, 2014). The upsurge of Al Qaeda in the Arabian Peninsula (AQAP) poses a threat of radicalization among visitors coming into the UAE region. Immigrants coming to the UAE from Africa and passing through Yemen have high chances of being radicalized. Yemen stands as an open door to the UAE region and thus very many people travel to the UAE through the region. The security issues posed by the porous border spurred the