Descriptive Essay So Deceitful - 887 Words

Infinitely Deceitful I remember vividly. It was early morning, the 12th of September, Osan AFB, Korea. My grandmother called and told me to turn on the news. I watched the news for approximately 15 hours that day. I repeatedly watched reports about the Pentagon, New York City and the plane that was crashed by a group of heroic passengers on Flight (Flt) 93 in Pennsylvania. Throughout that day, I began to question the details of the reports. Later, I noticed that several reporters who questioned the events of the day were never replayed on any anniversary specials. In May 2005, I came across a movie called Loose Change: A 9/11 Truth Film. It was the movie that sent the most unsettling of chills down my spine and opened my eyes to the depths of deceit to which people are willing to sink. Initially, I was highly skeptical of the movie until the mention of World Trade Center Tower 7 (WTC 7). It was reported to have collapsed hours after Tower 1 and Tower 2 fell. The unexplained decimation of WTC 7 set me on a course to question the documented events of September 11, 2001. WTC 7 was never hit by a plane; however, it imploded on itself at free fall speeds, meaning there was zero resistance. WTC 7, a reinforced steel building, burned for roughly four hours before collapsing. Through research, I learned that structural steel requires a temperature of 2,750 degrees Fahrenheit (F) to melt steel, whereas office fires burn at a temperatures of only 1,100 degrees F. IShow MoreRelatedDescriptive Essay : So Deceitful 884 Words   |  4 PagesInfinitely Deceitful I remember vividly. It was early morning, the 12th of September, Osan AFB, Korea. My grandmother called and told me to turn on the news. I watched the news for approximately 15 hours that day. I repeatedly watched reports about the Pentagon, New York City and the plane that was crashed by a group of heroic passengers on Flight (Flt) 93 in Pennsylvania. Throughout that day, I began to question the details of the reports. Later, I noticed that several reporters who questionedRead MoreSeeing England For the First Time786 Words   |  4 Pagesconstrained. Jamaica Kincaid devotes her essay, Seeing England for the First Time, to her profound mysticism she has towards England as she grows up on the island of Antigua before it becomes an independent country. With descriptive language, Kincaid reveals her frustration for England within the classroom and at her home through use of imagery and satire. The earliest memories of England Kincaid has is when she was in school as a child. Kincaid opens her essay with sarcasm by saying that England looksRead MoreNarrative of the Life of Frederick Douglass Dialectical Journal1379 Words   |  6 Pagesbeyond plot to reflect on Douglass’s use of rhetoric to further his agenda. 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(John 3:6) Jesus preached a great deal about love ofRead MoreLogical Reasoning189930 Words   |  760 Pagesher interpretation of the sign, and she agrees with Emilio that the nearby stream might not even contain Giardia, so she decides to do whatever the majority wants. She adds that the three of you might get lucky while you are hiking out and meet someone who can help, maybe a hiker who knows more about Giardia or has extra watersterilization tablets. Then again, you might not be so lucky; you didnt pass anybody on the way in. Hiking out while you all have a bad case of Giardia might even be lifeRead MoreA Picatrix Miscellany52019 Words   |  209 Pagesunder such heavy contribution later in The Aim of the Sage. Chapter 4. Since the successful use of talismans depends upon their being used in conjunction with the correct constellations, this chapter is devoted to the latter. The author gives a descriptive list of the twenty-eight mansions of the moon, according to the â€Å"Indian† system, and assigns to each its correct talisman. Analysis of the passage shows that it is a compound of â€Å"Indian† doctrines, the tenets of Dorotheus of Sidon (both attestedRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesDilemma Is Social Loafing Shirking? 300 Case Incident 1 Negative Aspects of Collaboration? 300 Case Incident 2 Herd Behavior and the Housing Bubble (and Collapse) 301 CONTENTS xiii 10 Understanding Work Teams 307 Why Have Teams Become So Popular? 308 Differences Between Groups and Teams 309 Types of Teams 310 Problem-Solving Teams 310 †¢ Self-Managed Work Teams 310 †¢ Cross-Functional Teams 311 †¢ Virtual Teams 312 Creating Effective Teams 312 Context: What Factors Determine Whether Teams

Human Resource Accounting Free Essays

â€Å"Research Proposal† Topic : Human Resource Accounting as a Measurement Tool: Asian Perspective Submitted By: M. Rizwan Arshad. Lecturer Department of Management Sciences The Islamia University of Bahawalpur. We will write a custom essay sample on Human Resource Accounting or any similar topic only for you Order Now PhD Research Proposal of Mr Rizwan Arshad Human Resource Accounting as a Measurement Tool: An Asian Perspective Attempts to account the Human Resource are not new it was Rensis Likert (1963), who initiated research into HR accounting in the 60’s. He stressed the importance of long term planning of Human Resource qualitative variables that results in greater benefits in the long run. The resource theory considered that the competitive position of an organization depends on its specific asset, which is the HR. This explains why some firms are more productive and successful than others under almost similar conditions and similar industry. It is the HR that makes all the difference. Following a less fruitful research period (Grojer and Johanson, 1998: 495) one could have expected interest in the area to wane but on the contrary, it has experienced something of a revival. When anyone wants to know the history of HR accounting, most reviewers such as Grojer and Johanson (1998) agreed that during the first half of the 1970s it was one of the most researched subject within accounting, consuming a vast amount of academic Endeavour. Human Resource is not just the number of pairs of hands engaged in any organization. HR is above the simple number game. HR may be though of as the total knowledge, skills, creative abilities, talents and aptitudes of an organization’s work force. It is the sum total of inherent abilities, acquired knowledge and skills of the employees. Why HR accounting is considered as important and who is the focus of this research? HR accounting is a term that has both a narrow and more generic focus in the literature with respect to the understanding of the value of people in the contemporary workplace and the contribution of the HR function. Defined narrowly â€Å"It is the process of identifying and measuring data about HR and communicating this information to interested parties†(American Accounting Association, 1973, as cited in Flamholtz, 1999: xii). This definition suggests that HR accounting is a tool that can be used for reporting people as organizational resources in both financial and managerial accounting terms (Flamholtz, 1999) The objective is to quantify the economic value of people (Sackman et al, 1989:235). According to Sveiby (1997) attempts to convert people or competencies into financial figures, although theoretically interesting, have not proved entirely useful to managers. The use of both financial and non-financial approaches is now a more common theme when discussion focuses on the nature of HR accounting. The reason for this is that HR accounting should be thought of as a set of techniques that provide a more balanced perspective, encouraging as much concern about the long-term drivers of financial success as about current performance and value. Consequently, the literature has adopted a wider brief when describing its nature. Some writers (Lester, 1996; Sheedy-Gohil, 1996; Skittle, 1995) claim that the level of knowledge-based assets of an organisation gives a clearer indication of the potential for future profitability than do traditional historical accounting measures. Therefore, the rate of change in knowledge-based and other intangible assets must be included in any meaningful measure of profits. However, a review by Scarbrough and Elias (2002) suggests that, as an asset, human capital is precarious in terms of its potential mobility and difficult in terms of its measurement. So narrowly defining HR accounting has distinct limitations because the measurement of HR in whatever guise then becomes reliant on a purely financial metric that invariably involves debate about asset models and cost-benefit analysis. Here, we adopt this broader notion, embracing both a range of financial and non-financial measurements associated with Human Resource Management. MEASUREMENT PITFALLS AND THE ACCOUNTING IDEOLOGY Measuring human resources has been viewed as proceeding rather slowly because its advocates always seem to be in the minority (Turner, 1996). Despite this, research has, over the past decade, been substantially measurement-oriented (Johanson and Larsen, 2000). Numerous studies report advances in measurement approaches, case studies of developing practice and the growing support for techniques such as the balanced score-card (eg Boudreau, 1998; Fitz-enz, 2000; Flamholtz, 1999; Flamholtz and Main, 1999). These achievements may have been somewhat overshadowed by research that has, quite necessarily, been preoccupied with debating a range of measurement concerns including the old arguments that will continue to be debated long into the future. The first of these arguments concerns the capitalization of HR and the debate surrounding whether human resources qualify or can appropriately be labeled as assets notwithstanding the competing view that there may be little substantial difference between intangible and tangible assets with no reason to treat one differently from the other (Boudreau, 1998; Johanson and Larsen, 2000; Mirvis and Macy, 1976; Turner, 1996). There has also been the need to discuss what Human Resource measurement system should be designed to achieve, bearing in mind that measurement is not neutral and the choice of metrics conveys values, priorities and a strategic framework (Boudreau, 1998: 24). The dangerous liaison between human resources and accounting and the pitfalls of measurement requires a delicate balancing act juggling the multiplicity of often unlinked measures with the need to provide information that is oing to be effective in guiding and managing behavior (Pfeffer, 1997). Similarly there has also been a need to debate whether the accounting paradigm has been re-conceptualized (Mayo, 2000) to account for the new economic transformation (Flamholtz and Main, 1999: 11). This involves accounting requirements that move beyond the accepted role of custodial and financial accountability into the realms of fiscal, social and environmental accountability. (Turner, 1996: 71). This involves a shift in thinking from human asset to human worth (Roslender, 1997) emphasizing a more holistic approach which embraces a broader range of social scientists thinking (Roslender and Dyson, 1992: 312) and allows for exploration in the realms of soft accounting numbers (Roslender, 1997: 22). Complying with orthodox management accounting conventions runs the risk, argues Armstrong (1989, 1995), of not only challenging the role but having to justify all HR activity in cost-effectiveness terms, thereby handing to others outside the function the decision as to what initiatives be given priority. This strategy cedes too much to the dominant accounting culture and may also, in the end, achieve little security for the personnel function (Armstrong, 1989: 160). What is needed, suggests Armstrong (1989: 160), is for HR practitioners to master the accounting approach to the point where they can clearly identify its shortcomings, thereby putting themselves in a position to focus on the inadequacies of accounting projections as an exclusive basis for managerial decision-making, especially where HR are concerned. By exploiting such shortcomings, HR practitioners can, suggests Armstrong (1989), further their cause by offering alternative strategies that emphasis that traditional accounting valuations are only one of a number of ways of establishing the value of HR. It is the politics of measurement and its likely impact on the HR function that dwarfs all others argues Pfeffer (1997). Shrewd HR leaders are already training their people in a range of measurement strategies in order to prepare them to do battle on more favorable terms with the number of people in the firm. All of these debates, including the ethics of even attempting to measure the worth of HR have one goal in mind: to develop a means of valuing that captures the very nature of the worth of people and reports it in a way that not only allows for the development of the people themselves but the added value (worth) that they contribute to the organisation. Consequently, understanding why HR accounting is important, to whom it is important and its links with organizational and HR strategies will provide a context for benchmarking the level of support for measuring HR and how far that support has been integrated into the thinking of different managerial groups and organizational strategies. This is what we set out to achieve. Methodology Data Collection The sample will be drawn from the organizations in Pakistan from the top industries working in local economy. Questionnaires will sent to a random sample of 20 members from each organization. For the purpose of gathering data survey-questionnaire approach will be used. The research will carried out in three phases. Phase 1 involved item generation, for that section of the questionnaire concerned with the importance and measurement of HR. A focus group of 50 people from different organizations will ask to discuss a number of questions. The content analysis of this information is use in developing the important measure of the questionnaire. In the second phase the draft questionnaire will sent to a group of 20 HR managers organized through a network of one of the senior managers who was part of the original focus group. Each participant will asked to go through the questionnaire and write any comments relating to any particular question or questions in the right-hand margin available in the copy of the questionnaire. The emphasis in this phase will, as explained to participants, to find out whether they thought any of the questions are ambiguous or whether parts of the questionnaire could be improved. All the comments received related to the background information of the questions and a number of modifications will made to this section. In third phase the questionnaire will distributed to the sample groups described above. Research Questions †¢Why it is important to evaluate HR? †¢Why organizations are not measuring HR? †¢How HR can be measured? †¢How often are measures taken and reviewed? †¢Who develops and collects HR information? †¢Whether human resources qualify or can appropriately be labeled as assets? Does the level of Knowledge-based assets of an organization give a clearer indication of the potential for future profitability than do traditional accounting measures? †¢Does it is possible to develop a means of valuing that captures the very nature of the worth of people? †¢Does it can be used for the development of the peoples in the organization? †¢Does HR accounting add value (worth) that HR contributes to the organization? Pot ential Outcomes †¢If the firm can effectively calculate the value of HR and add their value to firm’s assets, it will increase the book value of the firm’s shares. An index can be prepared for different industries and firms can compare their HR value to the industry standard and with the other firms present in the same industry. †¢The budget for the Training and Development can be justified. †¢Firms can evaluate the results of Training and Development by comparing the value of HR before and after training and development session. REFERENCES Armstrong, P. (1989). Limits and possibilities for HRM in an age of management accounting’ in New perspectives on Human Resource Management. J. Storey (ed). London: Routledge. Dasgupta. N. â€Å"Human Resources Accounting† Sultan Chand Sons New Delhi 1980. Flamholtz, E. G. and Main, E. D. (1999). `Current issues, recent advancements and future directions in human resource accounting’. Journal of Human Resource Costing and Accounting, 4: 1, 11-20. Johanson, U. (1999). `Why the concept of human resource costing and accounting does not work’. Personnel Review, 28: 1/2, 91-107. Lester, T. (1996). `Measuring human capital’. Human Resources, 24, 54 . Mayo, A. (2000). The Human Value of the Enterprise, London: Nicholas Brealey Publishing. Mirvis, P. H. and Macy, B. A. (1976). `Human resource accounting: a measurement perspective’. Academy of Management Review, 1, 74-83. Pfeffer, J. (1997). `Pitfalls on the road to measurement: the dangerous liaison of human resources with the ideas of accounting and finance’. Human Resource Management, 36: 3, 357-365. Prabhakara Rao D, â€Å"Human Resources Accounting† Inter-India. Publications New Delhi. 1986 Sveiby, K. E. (1997). The New Organizational Wealth: Managing and Measuring Knowledge-based Assets, San Francisco: Berrett-Koehler Publishers Inc. Turner, G. (1996). `Human resource accounting wisdom? ’ Journal of Human Resource Costing and Accounting, 1, 63-73. How to cite Human Resource Accounting, Essay examples

Nascars Racing Team free essay sample

How does Trader Joes design jobs for increased job satisfaction and higher performance? Trader Joes give its appreciation for its employees to increase job satisfaction and higher performance. They puts its money where its mouth is. The starting benefits at Trader Joes include medical, dental, and vision insurance, company paid retirement, paid vacation and a 10% employee discount. â€Å"Trader Joes compensate workers well. The core of this allegiance is a wage and benefits package that is typically far more competitive than that of most companies in the supermarket industry. Wages may attract high-quality employees, but wages are not necessarily the reason they remain loyal, as any human resources expert can attest. Employees stay because Trader Joe’s has created a culture of success: an environment in which everyone does the same job at one time or another and a place where people’s opinions are respected and talents are nurtured. We will write a custom essay sample on Nascars Racing Team or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page â€Å"(Excerpted from Trader Joe’s Adventure, by Len Lewis) 1. How does Trader Joe’s design jobs for increased job satisfaction and higher performance? â€Å"Trader Joe’s has designed jobs to increase job satisfaction by showing appreciation in providing more benefits to their employees than other chain grocers. They provide starting benefits including medical, dental, and vision insurance, company-paid retirement, paid vacation, and a 10% employee discount, Pg. w-100. † Traders Joes also recruits people with certain personality traits that the company wants in their stores. They are able to enrich their employees with knowledge of their products that they are selling, as well as inducing customer involvements. As a result, they are able to have higher job performance because they are able to train and nurture their employees to have the same values and philosophy as the company, as well as granting supreme employee benefits. 2. In what ways does Trader Joes demonstrate the importance of each responsibility in the management process planning, organizing, leading, and controlling? There are several ways to demonstrate the importance of each responsibility. First, the buyers will travel all over the world to search the great foods and buying direct from the producer to lower the costs. Second, Trader Joes carry only 1500-2000 products so that the customer are easy to choose. Third, Trader Joes managers are hired only from within the company. The future leaders should be enroll in training programs such as Trader Joes university the foster in them the loyalty necessary to run stores. Fourth, when something happen, Trader Joes will quick to respond and post their action alerts on their web site. 2. In what ways does Trader Joe’s demonstrate the importance of each responsibility in the management processplanning, organizing, leading and controlling? For Trader Joe’s, they are able to demonstrate the importance of each responsibility in the management process by establishing a plan to serve quality products with natural ingredients, inspiring flavors, and buying direct from the producer whenever possible, pg. w-99. They also organize their stores to limit its stock, carrying about 1,500 to 2,000 products compared to retail mega-markets with 25,000 to 45,000 products. Through leading, Trader Joe’s support their future leaders by hiring managers only from within the company. Future leaders enroll in training programs called, Trader Joe’s University that foster in them the loyalty necessary to run stores according to both company and customer expectations, pg. w-100. Lastly, Trader Joe demonstrated the responsibility in controlling by placing standards to sell natural based ingredient products, as well as striving to offer the highest quality type foods. 3. Describe the methods that show Trader Joe’s knows the importance of human capital? Since Trader Joe’s makes such an effort to acquire qualified personnel they strive to retain their employees. Trader Joe’s is aware that retaining responsible, knowledgeable, and friendly employees will be significant to the customer service they provide. 4. Explain the value chain as it pertains to Trader Joe’s? In my opinion the value chain at Trader Joe’s begins with its employees and the methods utilized by Trader Joe’s to make them good at providing excellent customer service. â€Å"Employees are encourage to taste and learn about the product† this results in employees who are able to share their experience and expertise of the products they are selling to the consumer. Creating a helpful and customer service environment, which consumers appreciate. 5. 1. It has an extremely loyal following; it’s almost gone beyond being cult,† said Tod Marks, senior project editor for Consumer Reports. â€Å"Trader Joe’s is not conventional by any means, in terms of product mix. † With shelves stocked with unusual store brand items, like cookie butter, Thai lime and chili cashews and wasabi roasted seaweed snacks, Sue Forsyth, a 64-year-old from Brighton, said shopping at Trader Joe’s is â€Å"like an adventure. The food options are really unique,† said Brielle Berman, a 22-year-old Rochester resident. â€Å"I just picked up a bag of coconut chips. Where else are you going to find coconut chips? † Additionally, Marks, who conducted a survey last year of the leading 52 supermarket chains in the country, said Trader Joe’s is affordable and provides top-notch service. â€Å"They are very efficient operators and one of the best stores that offer the best prices,† he said. â€Å"They do a good job. Not many supermarkets are better. † 2. The magic is that Trader Joe’s focuses on Quality rather than Quantity. By carrying fewer items TJ tries to make sure that each of the product they do carry on their shelves is a Quality product and meets up to it’s standards. Also buy having fewer items it’s able to negotiate better prices from the suppliers and thus passes it on to the customer. On average I find TJ to be much cheaper than Whole Foods but the quality is the Benchmark for all to follow. One the things I love at the TJ is the bakery section, they have fresh bread baked in everyday from a local baker. This means the money goes back to the community, lesser transport costs, freshest bread for the customer and decent prices. Not to mention the bread is free from High fructose corn syrup!! 3. To remain competitive in the future, organizations will need to abandon their ideas of information hoarding and embrace knowledge sharing. Competitive success will be based less on how strategically physical and financial resources are allocated, and more on how strategically intellectual capital is managed from capturing, coding and disseminating information, to acquiring new competencies through training and development, and to re-engineering business processes. The move from an industrially-based economy to a knowledge or information-based one demands a top-notch knowledge management system to secure a competitive edge and a capacity for learning. An organizations ability to quickly tap into wisdom gives it a competitive edge in the marketplace. As a result, knowledge is displacing capital, natural resources, and labor as the basic economic resource.

Reflections over Body Ritual Among the Nacirema Essay Sample free essay sample

In the article. the writer introduces us avering that the anthropologist is familiar with so many different behaviours that it is difficult to believe he can be shocked by some alien civilization. However. he specifies subsequently that the piece is merely about how far worlds can make sing their demeanours and rites. Along the article. Miner describes the wonts – I might merely name them obsessional – of a group located in North America. which focuses their day-to-day rites peculiarly in the attention and cleansing of the human organic structure ( which. harmonizing to their political orientation. tends to disease and bonyness ) . From the 4th paragraph. the reader begins to surmise that the article is non enlightening. but a strong societal review alternatively – narrated as lampoon – about the ‘superficial. based-onappearance’ North American civilization. He builds metaphors. analogies and images founded on everything that involves hygienic rites of the American: from teeth brushing. to plastic surgery for decorative grounds. We will write a custom essay sample on Reflections over Body Ritual Among the Nacirema Essay Sample or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It is possible to do the relationship between the article and the first chapter based chiefly on the definition of frock. Harmonizing to the writers of the book. frock involves. in add-on to vesture and accoutrements. all those knowing alterations made to the human organic structure ; but it besides addresses civilization and its nonsubjective and subjective elements. Obviously. the ceremonials and cults that Miner describes throughout the reading are portion of the subjective elements – i. e. intangibles – of American civilization. In the first chapter of the book we are introduced to scientific theories about how dress affects and derives from interpersonal relationships. I might venture to state that American people – although non entirely – base their physical visual aspect criterions in symbolic interaction theory. Much of what we see in the mirror merely before go forthing our places is the wake of the responses and ratings received from 3rd parties. Furthermore. much of the sense of ego develops from societal interactions and. as a affair of fact. North America gives a great trade of importance to personal hygiene because it merely may be the most of import thing sing first feelings. In add-on to this. portion of cultural instruction focuses on the self-image we want to project to the audience. even though it is undeniable that this is merely a erudite behaviour. Although I am non American. I believe this societal review can use every bit good to the society in which I Cultural Positions of Dress Dr. Melinda K. Adams Marisol Garza Amparan Student ID. 937642 belong. Since I’ve ever lived in the northern portion of Mexico. while the cultural values differ. societal behaviour and much of the life style are similar to those in southern USA. I must squeal it was a spot unusual reading about psychopathology Sessionss. as I think it is a reasonably common pattern in our civilization. Even though the ordinary becomes normal in clip. seeing it from the point of position of the writer is slightly dismaying. It seems to me that his efforts are traveling directly to the fact that we neglect our mental wellness in such a manner. as we focus wholly in our wellness and physical visual aspect. that in our desperation the lone thing to make is go forth it to an expert. I think the construct that pervades the reading. and that practically forces the reader to reflect on his behaviour. is â€Å"dissatisfaction† . I don’t believe there’s anything incorrect with hygiene ; quite the contrary. as a affair of fact I consider it a really of import portion of our societal interactions ( but so once more. this is a erudite cultural impression ) . â€Å"It is difficult to understand how they have managed to be so long under the loads which they have imposed upon themselves† . provinces Miner in the penultimate paragraph. Indeed. I think to myself. I guess we’re now so used to this life style that we merely carry on with our lives. non taking even a minute to believe if this is true to ourselves or if it’s merely imposed by societal force per unit area. However. what Miner references about the ‘pervasive aversion’ we have towards our ain organic structures is a affair of deep contemplation. and possibly we should inquire ourselves whether this civilization of visual aspect makes us a better society.