David Copperfield (Sparknotes) Free Essays

string(44) of the things that astounded him as a child. Synopsis †Preface In the prelude written to go with the principal single-volume distribution ofDavid Copperfield, Dickens discloses to us that the fulfillment of the novel is, for him, both a lament and a joy. He celebrates in the culmination of the novel on the grounds that the novel was quite a while in coming, and he is fulfilled that it is done following two years of difficult work. He grieves its finishing, in any case, since it denotes the finish of his relationship with a cast of characters to whom he has gotten strongly joined. We will compose a custom paper test on David Copperfield (Sparknotes) or on the other hand any comparable theme just for you Request Now Dickens comments that David Copperfield is his most loved of every one of his books and that, of the considerable number of characters he has created throughout the years, David Copperfield is dearest to him. Synopsis I am brought into the world A more seasoned David Copperfield portrays an incredible tale. He starts by saying that lone the composing that follows can tell who the legend of his story is. He recounts his basic birth, which happened at the stroke of 12 PM on a Friday night. An elderly person in the area has disclosed to him that the hour of his introduction to the world shows he will be unfortunate and will have the option to see phantoms and spirits. David’s father is as of now dead when David is conceived. David’s auntie, Miss Betsey Trotwood, shows up upon the arrival of David’s birth and talks with David’s mother, Clara. Miss Betsey advises Clara that she plans to take authority of the young lady Clara is going to hold up under. Miss Betsey wishes to raise the young lady so men never exploit her the way Miss Betsey has been exploited in her own life. At the point when David is conceived and Mr. Chillip, the specialist, advises Miss Betsey that Clara has had a kid, Miss Betsey storms out of the house and stays away for the indefinite future. Outline †Chapter II. I Observe. David’s most punctual recollections are of his mother’s hair and his medical caretaker, Clara Peggotty, who has dim eyes. He recalls the kitchen and the lawn, with the chickens that scared him and the churchyard behind the house, where his dad is covered. Both David and his mom submit themselves to Peggotty’s kind bearing. Specifically, David reviews one event when he sits up late perusing a book about crocodiles to Peggotty while trusting that his mom will get back from a night out. David’s delightful mother comes back with Mr. Murdstone, a huge man with dark hairs and a profound voice. David and Peggotty both aversion Mr. Murdstone, and Peggotty cautions David’s mother not to wed somebody her dead spouse would not have enjoyed. Mr. Murdstone returns later and takes David on a short excursion to meet two business associates, one of whom is named Mr. Quinion. Mr. Murdstone and Mr. Quinion joke about David’s abhorrence of Mr. Murdstone and Mr. Murdstone’s expectation to wed David’s mother. At the point when they return home, Peggotty recommends that she and David go to visit her sibling and his family in Yarmouth. Outline †Chapter III. I have a Change Peggotty takes David to Yarmouth, where her family lives in a pontoon they have changed over into a home. Peggotty’s sibling, Mr. Daniel Peggotty, embraced his nephew, Ham, and his niece, Little Em’ly, who are not kin, when their dads suffocated. Mrs. Gummidge, the bereaved spouse of Mr. Peggotty’s sibling, lives with them as well. Mr. Peggotty and Ham fish during the day, while David and Little Em’ly wander the sea shores, gather shells, and begin to look all starry eyed at. Everything considered, David muses that he has on occasion wanted that the ocean had shut over Little Em’ly at that point with the goal that she would not have endured all that she has endured since. At the point when David gets back, he sees that he has barely thought of his mom or his home since he left. At the point when he shows up, Peggotty reveals to him that his mom wedded Mr. Murdstone while they were away. David is brought together with his mom. Mr. Murdstone orders David’s mother to control herself in her conduct toward her child. David sees Mr. Murdstone once more, just because as his mother’s spouse. David believes that Mr. Murdsone, with his incredible dark facial hair, resembles a colossal and undermining hound. Investigation †Prefaceâ€Chapter III Dickens utilizes portending and develops an environment of puzzle so as to make his story sensational and catch our enthusiasm from the beginning. The dreamlike conditions under which David is conceived, including the presence of Miss Betsey, mark the main case of riddle in the novel. Despite the fact that Miss Betsey is missing for a significant part of the story, she returns when David is in his hour of most critical need. The dimness and suddenness built up around Miss Betsey in the initial part describe her all through the novel. Similarly, David’s remark that Little Em’ly may have been exceptional off over the long haul if the ocean had gobbled her up as a kid foretells excruciating occasions that come later. By suggesting these future troublesome conditions from the get-go in the novel, Dickens keeps us considering what will befall the different characters as the novel unfurls. All through David Copperfield, Dickens uses such anticipating not exclusively to make tension about future occasions yet additionally to set up an unfavorable tone. Dickens depicts David as a delicate, gullible kid so as to confine the novel’s point of view and set up the sensational incongruity of a significant number of the story’s scenes. We see numerous indications of David’s youth: his memory of Mr. Murdstone as doglike, his inability to comprehend that Mr. Quinion and Mr. Murdstone make jokes at his own cost, his memory of his mother’s hair and structure, etc. We likewise observe David’s guiltlessness in his story voice, which centers around other characters’ best angles and never alludes to unfaithfulness or selling out. Also, as a kid, David regularly fears and fears parts of characters that a grown-up would not. We may anticipate that the grown-up David should revamp the story utilizing his grown-up point of view to comprehend the things that perplexed him as a youngster. You read David Copperfield (Sparknotes) in class Article models But David doesn't reevaluate his youth through a grown-up point of view. Thus, we consider the to be and the story as the youthful David did at that point. David’s gullible voice saves a component of shock in the novel, as David over and again neglects to see portions of the story that, whenever appeared, would uncover up and coming occasions. By coordinating his characters’ physical characteristics to their passionate attributes, Dickens causes us sort the numerous individuals we meet in the novel. Mr. Murdstone, for instance, sports an enormous dark whiskers and malice looking face that cause him to seem like a beastâ€and to be sure, he ends up being a not exactly appetizing character. Along these lines, David Copperfield is commonly direct in its delineation of good and fiendishness characters. By and large, characters are pretty much what they show up, which makes it simple for us to recollect both their outward appearances and inside qualities. Additionally, on the grounds that Dickens will in general partner great with light and excellence and underhandedness with dim and offensiveness, the pictures in the novel come into sharp differentiation. Consequently, when David’s mother and Mr. Murdstone are together, the picture is as truly and tastefully repulsive as it is ethically unappealing. Despite the fact that there are special cases to this general principle, the coalition of good with magnificence and malevolence with offensiveness endures reasonably routinely all through David Copperfield. Sections IVâ€VI img src=https://phdessay.com/wp-content/transfers/2016/01/david_copperfield_large-33-300x131.jpg alt=David Copperfield width=632 height=276/ Synopsis †Chapter IV. I fall into Disgrace Having get back, David discovers his home a lot of changed. The change upsets him so much that he weeps well into the night in his new room. His mom comes up to comfort him, yet Mr. Murdstone discovers them there and censures David’s mother for not being steadfast with her child. Mr. Murdstone excuses David’s mother into another piece of the house and cautions David that he will get a beating on the off chance that he resists or disturbs his mom once more. That night, supper is quiet and formal, and David thinks that its totally different from the old meals he used to appreciate by the fire with Peggotty and his mom. After supper, Miss Jane Murdstone, Mr. Murdstone’s coldblooded sister, shows up to remain. She is dim and manly, with eyebrows that about meet over the scaffold of her nose. David sees that she is a metallic woman, with metal boxes and a metal handbag. Miss Murdstone assumes control over the family unit association, and when David’s mother fights that she can run her own home, Mr. Murdstone compromises her into accommodation. At whatever point David’s mother voices her anxiety or outrage about anything done in the house or to David, Mr. what's more, Miss Murdstone reveal to her that her â€Å"firmness† is coming up short. They frequently allude to David’s mother, who is a lot more youthful than they, as a guileless, unpracticed, and unstudied young lady who needs their preparation. David’s mother acknowledges the Murdstones’ trim of her, evidently in light of the fact that she fears them. David’s mother keeps on leading his exercises. Be that as it may, in light of the fact that Mr. furthermore, Miss Murdstone kill at David consistently all through his recitations, his memory bombs him during each exercise. His solitary solace is his father’s little assortment of experience books, which David peruses and over so as to bring a few companions and delight into his life. After one especially poor exercise, Mr. Murdstone beats David brutally, and David, in self-protection, nibbles Mr. Murdstone’s hand. As discipline, David is secured his room alone for five days. Toward the finish of the five days, Peggotty goes to his entryway and murmurs through the keyhole that he is to be sent away. Rundown †Chapter V. I

Profiling Passengers Pros and Cons

Profiling Passengers Pros and Cons The danger of fear mongering has made air terminal safety efforts an interesting issue since 9/11. While travelers face ever-longer arrangements of precluded things, security specialists progressively contend that it is travelers themselves, not the substance of their sacks, that should be investigated. Those noticeable all around movement business may concur, as the time and bother of overcoming air terminal security develops, making air make a trip ugly to clients. On the off chance that traveler profiling works, it would be a compelling method to keep psychological oppressors from assaulting and set aside time and cash for every other person. Profiling Provokes Concerns Over Civil Liberties Social equality specialists contend that traveler profiling abuses travelers social liberties. Any profiling framework requires making generalizations of their articles dependent on existing data. Thus, in light of the fact that the 9/11 assailants were all Arab Muslims, Arab Muslims are bound to be profiled than others, which disregards fundamental thoughts regarding Americans correspondence. The possibility that mistakes and bias will advance into the framework is acceptable. Profilings Effectiveness Remains to Be Proven Profiling may not really be viable. Profiling, when it replaces things screening, can negatively affect generally security, as per the American Civil Liberties Union: In 1972, the most recent year the United States utilized profiles to decide whose portable gear would be X-rayed to quit capturing, there were 28 hijackings of U.S. airplane in any case. Seizing dropped off when profiling was relinquished and each traveler lightweight gear was X-rayed. Most recent Developments The August 2006 capture of 24 men intending to explode airplane departing Heathrows air terminal utilizing a mix of harmless fluids re-opened the discussion about successful air terminal screening. Later in the week, the British government reported that it is thinking about a traveler profiling framework that would go past essentially distinguishing travelers with explicit racial or ethnic foundations. In the midst of additional safety efforts, delays and soaring danger levels for travelers, investigators inferred that present hand-things screening innovation is most likely not adequate to distinguish all potential bomb segments, particularly custom made ones. The issue with air terminal safety efforts is that a great deal of machines don't recognize a ton of explosives. It is as yet an instance of pooches and individuals taking their garments off, Andy Oppenheimer, a proofreader for Janes Nuclear Biological Chemical Defense, revealed to The Guardian. Foundation Carrier traveler profiling got its official beginning in 1994 when Northwest Airlines started building up a PC helped traveler prescreening framework (CAPPS). Following doubts that the July 1996 accident of a TWA flight may have included a bomb, the administration started making proposals that profiling through CAPPS ought to be made everyday practice. Common freedoms associations raised worries that such projects are unfair. Their utilization stayed boundless, in any case, and both a 1997 Justice Department report and 1998 Senate Subcommittee flight hearings reasoned that CAPPS was being executed in a reasonable manner. They suggested Federal Aviation Agency (FAA) oversight to ensure that profiling stayed reasonable. Worries about psychological warfare following 9/11 and advances in electronic data assortment and get-together have upped the ante. Following September 11, the Department of Homeland Security created two projects, CAPPS II and the Secure Flight Program, the two of which have been disputable on common freedoms grounds. CAPPS II, which expected travelers to give individual data when they reserved a spot, has been surrendered. Secure Flight expects aircrafts to impart the names of travelers to the administration for examination with an incorporated rundown of psychological militant names. The administration is likewise trying different things with low-tech types of traveler profiling dependent on standard of conduct acknowledgment. Security officials utilize the method to signal travelers who appear to be acting dubiously. While it is conduct, not race or ethnicity, that is being labeled, there are worries that standard of conduct acknowledgment can transform effectively into racial profiling, or subject honest individuals to illicit hunts without a decent appearance. The Screening Passengers by Observation Technique program, known as SPOT, has been being used in significant city air terminals since 2004. The Case for Profiling While standard of conduct acknowledgment hasnt yet halted any fear based oppressors, there is a ton of episodic proof recommending that it can. Officials utilizing personal conduct standard acknowledgment procedures at major U.S. air terminals have effectively halted individuals with counterfeit distinguishing proof, and others needed for sedate belonging or different wrongdoings. The danger of fear based oppression warrants adding these methods to existing stuff screening innovation. Traveler Profiling Is a Race-Neutral Technique Standard of conduct acknowledgment is a race-nonpartisan profiling procedure in which screeners search for how individuals act, instead of the shade of their skin. Truth be told, profilers are denied from depending on race or other unfair variables to recognize potential psychological militants. A program expert for the Transportation Security Administration considered SPOT a cure to racial profiling ... In the event that you search for a specific race or ethnicity, youre committing a major error. With respect to screening advances that utilize electronic databases, our chosen authorities and others can constrain the administration to advise the open that private data is being utilized, and hold fast to different necessities. Actually, requiring the administration to utilize advances and methods in a moral manner would be an extraordinary method to move past the all around discussed struggle among freedom and security. The legislature can give Americans both by fittingly utilizing profiling innovation and strategies. The Case Against Profiling Psychological militants may go undetected by standard of conduct acknowledgment profiling, in spite of the methods achievement in catching different crooks. Psychological militants might be prepared for significant stretches in how to control dubious practices. Furthermore, there are no current profile layouts for how psychological oppressors act, so it is hard to think of a profile that predicts their particular methods of acting. Profiling Can Amount to an Ethnic Witch Hunt There is such a high probability, that profiling will transform into an ethnic witch chase that it does not merit taking a chance with its utilization. The British execution of comparative profiling in August 2006 quickly incited a Muslim cop to consider it an outrageous type of generalizing. Such a move by American specialists is probably going to incite comparably advocated shock and in the process harm the United States previously pained relationship with Islamic people group, both locally and abroad. Profiling Technologies Violate Passengers Privacy Rights Northwest Airlines arrival of private residents data to NASA in 2001-2002 proposes that neither the open nor private part is keen on saving Americans right to protection. The accessibility of innovation that empowers the coordination and utilization of much progressively close to home data will make it progressively hard to uphold common freedoms, and despite the fact that infringement of rights might be found afterward, the harm will as of now have been finished. Halting fear mongers before they strike is critical to ensuring Americans security. Be that as it may, securing the nation likewise implies intending to ensure its standards. At any rate, it would be unexpected if the mission to secure the goals of American opportunity cost Americans their common freedoms.

Unit 028 Develop Positive Relationships with Children, Young People and Other Involved in their care Outcome 1 Be able to develop positive relationships with children and young people Essays

Unit 028 Develop Positive Relationships with Children, Young People and Other Involved in their consideration Outcome 1 Be ready to create constructive associations with youngsters and youngsters Essays Unit 028 Develop Positive Relationships with Children, Young People and Other Involved in their consideration Outcome 1 Be ready to create constructive associations with kids and youngsters Essay Unit 028 Develop Positive Relationships with Children, Young People and Other Involved in their consideration Outcome 1 Be ready to create constructive associations with kids and youngsters Essay Unit 028 Develop Positive Relationships with Children, Young People and Other Involved in their consideration Outcome 1 Be ready to create constructive associations with youngsters and youngsters By loup Positive connections are significant with kids and youngsters since I have to build up trust with them so we can cooperate day. In the event that I dont have that positive relationship with the kids, at that point they wont believe me enough to converse with me or hear me out. It requires some investment for connections to be fabricated, they dont Just create. So as to uild these connections I would get down to a similar level as the kids and converse with them and play with them and gradually urge them to Join in with me in the different exercises we are doing, should it draw an image or building squares and so forth. I would give the youngsters heaps of endorsement, consolation and support while working with them so as to give them more trust in letting me Join in with their play and to help them opening up to me more. I would likewise show the youngsters I work with deference and politeness so they thus can demonstrate the equivalent to me. I would guarantee I discuss obviously with the kids so they comprehend what I expect of them and thus I would guarantee that I hear them out to what they need to state as I feel that trust and positive connections can't be worked of I can't tune in to their requirements and needs. To complete this successfully I have to get down to the childs level and let them converse with me without surging them or attempting to think about what they are going to state and I would likewise attempt to keep a childs certainty on the off chance that it is suitable to do as such.

Discrimination in the workplace - Free Essay Example

Part 1 The laws enacted to protect people against discrimination in the workplace would protect the position of Mr Gruffin (Mr G) who probably has a valid argument that he has been discriminated against although more detail would be required in relation to establishing exactly why he has been discriminated against. The main spheres of law which protect his rights in these circumstances exist within the field of anti-discrimination legislation (Selwyn, N. (2006) 1-20). Because Mr G has not been employed for longer than 12 months he cannot sue for unfair dismissal, since the requirement of being employed for 12 months is a preliminary requirement, under the Employment Rights Act 1996, section 94, and this requirement must be satisfied before any action for unfair dismissal can be brought. Mr G may still bring proceedings relating to this dismissal but he must show that the motivation for it was discriminatory. The facts of the problem suggest that Mr G was dismissed f ollowing anti-racism protests. This suggests that he was discriminated against on the grounds of his political opinions. Because of the Employment Equality (Religion or Belief) Regulations 2003, Mr G has a right to hold political views without them forming the basis for his being dismissed. The protests of the anti-racist campaigners have definitely placed the employers of Mr G into a difficult position. However Mr G is entitled to carry out his duties at work without being discriminated against because of his political opinions. The European Council adopted Directive 2000/78/EC in November 2000. Most discrimination law in the UK in relation to employment has either been formulated on its basis, or has been reformulated following the coming into force of the Directive. While the FD envisaged a reverse onus in terms of proving infringements of the FD; in UK law there is a requirement to ‘prove’ facts of infringement on a prima facie basis. Therefore, if Mr G wishes to argue that he has been discriminated against by his employer he must make an application to an employment tribunal and state his case that he has been discriminated against as precisely as possible. If he did so he would be required to prove, on a prima facie basis that he was discriminated against, on the grounds of his political opinion. The fact that he held the views he states he held, and the facts that he was dismissed following anti-racism protests may not, however be enough of themselves to show these prima facie facts. This creates difficult evidential issues for Mr G, in particular if he wishes to advance more than one discrimination claim simultaneously. Because of this difficulty with establishing the facts of cases on a prima facie basis, the possibility of a flawed transposition of the Framework Directive, by the UK has been suggested. Article 226 of the EC Treaty put member states under an obligation to transpose directives into domestic law after seven years. Where a Directive has not been implemented properly by a member, after seven years, an individual is entitled to obtain a remedy against a member state government directly, for failure to implement the Directive (Francovich v Italian Republic (1995) ICR 722). It would be worthwhile for Mr G to be aware that he may have an alternative remedy against the UK government for failing to transpose the reverse onus of the Directive correctly. Given that Mr G could find it hard to prove discrimination on a prima facie basis, the existence of a possible alterative remedy against the UK government may also be open to Mr G. Although the facts of the problem suggest that Mr G’s sexual orientation is not in issue, in terms of anti-discrimination legislation, it may be that the dismissal occurred not just because of the political opinions, but also, or only because of the fact that Mr G is gay. Mr G is likely to have similar rights if he has been discriminated against on the grounds of h is being 64, or indeed if he has been discriminated against because he is a man or because he is white. The Employment Equality (Sexual Orientation) Regulations 2003, and The Sex Discrimination Act 1975 and the Employment Equality Sex Discrimination Regulations 2005 make harassment, victimisation and unlawful discrimination (direct and indirect) on the grounds of sexual orientation (including what a person’s sexual orientation is perceived as) (regulations, reg. 2(1)) (SDA section 1 (a and b) 4) and on the grounds of sex, unlawful. Equally, the Employment Equality Age Regulations which came into force in October 2006 prohibit discrimination and harassment on the grounds of a person’s age and the Race Relations Act 1976 protects Mr G’s position if he has been discriminated against because of his race. Under these pieces of legislation, or in relation to his political belief, Mr G may allege direct or indirect discrimination. Direct discrimination is where a person treats another person less favourably than he would treat, or treats other people, on the grounds of the feature of the employment which Mr G would allege he has been discriminated against in relation to. Less favourable treatment encompasses both acts and omissions (Gill and Coote v El Vinos Co. Ltd [1983] IRLR 206), and can take the form of words, and a failure to provide opportunities (Weathersfield Ltd (t/a Van and Truck Rentals) v Sargent [1998] ICR 198). Where less favourable treatment is alleged, detriment must be shown, and the test for detriment is whether the treatment was such that a reasonable worker would or might take the view that, in all the circumstances, it was to his detriment (Lord Hope, in Shamoon v Chief Constable of the RUC ([2003] IRLR 285)). Mr G can compare the treatment he receives with either a hypothetical or an actual person, as long as the comparison involves circumstances which are relevant and which are the same or not substantively differ ent. Indirect discrimination, occurs where a person applies a provision, criteria or practice which applies equally to a complaint under these pieces of legislation, and others but renders or would render persons of the same age/race/sex/sexual orientation as that complainant at a disadvantage. In general, in relation to these pieces of legislation, if a complainant proves facts from which a tribunal would be in a position to conclude (in the absence of a satisfactory explanation) that a respondent has acted unlawfully, or should be treated as such, a tribunal is obliged to uphold the complaint unless the respondent can prove, on the balance of probabilities that no unlawful act was done, or that the respondent should not be treated as if unlawful acts had been carried out. The rules relating to discrimination have changed because of the Equality Act 2006. As of April 2007, discrimination in the execution of public functions (EA, sections 51-52) has been prohibited. Because th e Health Authority are a public body they would be required to observe the regulations imposed by this legislation. A duty is imposed by the EA upon public authorities (EA, section 51) to promote equality of opportunity between men and women, and to eliminate unlawful discrimination and harassment. The issuing of instructions to discriminate is also prohibited by the EA. Before any issue of proceedings for discrimination against his employer, Mr G should contact his employer and participate in the statutory grievance procedure which is now a legal requirement before legal proceedings may be brought. If Mr G wants to make a complaint of discrimination to an employment tribunal he must also raise a grievance under the Statutory Grievance procedures, and a meeting between the two is required to discuss it (The Employment Act 2002 (Dispute Resolution) Regulations 2004, section 12). An employer or employee who does not co-operate with these procedures is subject to financial penalties (The Employment Act 2002 (Dispute Resolution) Regulations 2004, section 12). A claim must be brought before the end of a period of three months from the date of the act complained of was carried out, although an employment tribunal has the power to extend this period in certain circumstances (Employment Act 2002 (Dispute Resolution) Regulations 2004, section 15). Any act which forms the basis of a complaint and which extends over a certain period of time is treated as done at the end of that period. Mr G’s position is therefore protected by the anti-discrimination laws in the UK. More information would be required to decide exactly whether or not Mr G would have a good claim or even a claim with a reasonable prospect of success. The law of employment is very technical (Lewis, T. (2007) Ch. 1-2) and it is important to note that while ostensibly it may appear that Mr G has been treated unfairly, the law is an imperfect mechanism and its application may not always serve to r edress what is unfair or what is unjust. Mr G needs to consider his position carefully, however on the face of the facts it does appear that he would be able to ground a good claim for discrimination on the grounds of political opinion, and perhaps other forms of discrimination as well. Part 2 The Equal Pay Act 1970 has abjectly failed to bring about equality of pay for men and women and should be abolished This essay will outline the background to and the purpose of the Equal Pay Act 1970, and will explain how it works in practice. This will enable the writer to critique the legislation using an informed basis, and therefore this background will both inform and add credibility to the critique. Caselaw will be used throughout the essay to illustrate points made and to assist in developing theoretical ideas and concepts into a consolidated and contemporary critique of the legislation, how it works in practice and how successful it has been in bringing about equality for men an d women. This will enable the writer to evaluate the title proposition. The Equal Pay Act 1970 has been enacted to ensure equality of pay between men and women in a work environment. It in part transposed Article 141 EC which passed this legislation at EU level, and reflects the interventionist approach which has been taken in the EU towards socio-legal issues. The influence of EU law has influenced the development of this legislation in the UK and the Sex Discrimination Act and other anti-discrimination laws have evolved simultaneously to offer protections to employees in the workplace. Some critics of the Equal Pay Act 1970 are actually tacit criticisms of the amount of influence European actors have had upon the trajectory and evolution of the domestic law with regard to pay issues. It has also been argued that the influence of European legislation has simply added more complexity to the operation of legal rights without actually bolstering the rights of the individual employe e. Litigation to protect rights in a work environment is also often very costly. The powers of employment tribunals to order remedies on the behalf of the applicant are also often so narrow that, to litigate to protect one’s position in work may often be counterproductive, and this critique of employment law in general has also added fuel to the argument that the Equal Pay Act 1970 has abjectly failed and should be abolished. However, before the position is evaluated a look at the operation of the Act is necessary. The legislation works by impliedly including what is referred to as an equality clause into a contract (Bamford et al. 2003 157). This is governed by section 1 of the Act, which ensures that a women in employment has a right to be treated no less favourably than a male comparator, provided the work she is doing is similar to work undertaken by a man in the same employment, that the work is considered equivalent with that of a man in the same job and that the wor k undertaken by both the female and the male comparator is of equal value to that of a man in the same employment. The concept of the male comparator within this field of legislation is quite an important one. In order for a male comparator to be considered as a male comparator the female must be employed in a common workplace with him, or if the two are engaged in employment in different workplaces, the basic terms and conditions of employment must be the same. The case of British Coal Corporation v Smith and Others [1996] IRLR 404 sheds some light on what is meant by a common workplace. The concept has been given quite a broad and quite a liberal interpretation (Bamford et al. 2003 157). An employer may defend an equal pay claim by arguing that any disparity in pay arises from a genuine material factor which is not sex, according to the Equal Pay Act 1970, section 1(3) and these provisions ensure that an employer faced with a claim under the Equal Pay Act 1970 may rely upon cer tain statutory defences to assist them. A typical implementation of the Equal Pay Act 1970, and its process is demonstrated in the following passage: â€Å"Employees can bring an equal pay claim at any time during the course of their employment. This means a woman can bring a claim even if she ceased to do the particular job which forms the subject matter of the claim some considerable time ago†¦.For instance, a woman works part-time from 1988 to 1995 and then moves to a fulltime post with the same employer under a variation of the same contract. In 1997, she brings an equal pay claim alleging discrimination during the period that she worked part-time. The principle†¦Ã¢â‚¬ ¦permits the claim to be brought at any time during her employment and until six months after the termination of her contract†¦. (https://www.eoc-law.org.uk)†. Even employees who are employed illegally may still be allowed to bring an equal pay claim. In Hall v Woolston Hall Leisure [20 00] IRLR 578 this was held to be the case. The facts of this case were that the compliant knowingly defrauded the Inland Revenue but it was held by the Court of Appeal that this did not necessarily represent a bar to an claim under the equal pay legislation. The practical application of the legislation could also be regarded as a means by which to support an argument that the Equal Pay Act has abjectedly failed to bring about equality of pay for men and women. Legal Aid for most employment law matters has been abolished and now a person is only entitled to very limited assistance from the government at the start of their case. In some limited instances bodies such as the Equality Commission in Northern Ireland and trade unions, for example can provide representation free of charge to individuals who have a grievance at work. However the competition for this is fierce and it is often the case that deserving applications for assistance cannot be supported. The procedures in place t o assist employers apply for costs against vexatious, or disruptive litigants also may discourage people who feel they have a grievance from coming forward as these can often mean that a represented employer can take tactical advantage of the position of the employee and cause them to fall foul of the rules relating to these procedures. The law also has limited ability to regulate the position of parties in an employment field where personal tensions are high, and where the taking of legal proceedings can lead to acrimonious relationships and division between work colleagues and between employees and management, and it is usually the case that once a person decides to take legal action against an employer they must give up their job since to combine working and suing one’s employer is often a difficult situation. These arguments further support that view that the Equal Pay Act 1970 has failed to achieve its objective and should be abolished. The title proposition howeve r is flawed because of its lack of flexibility. Such a generalised statement fails to admit even the possibility that the Equal Pay Act 1970 has been effective in some respects. Even the harshest critics of the Equal Pay Act 1970 would find it difficult to support such a proposition. Perhaps the Equal Pay Act 1970 has, like all legal doctrines, become more effective as it has been tested in practice by various actors within the legal system, and this process of testing has arguably both highlighted and addressed flaws in the legislation by virtue of highlighting them. The difficulty lies, arguably, not with the legislation but with the problem it attempts to regulate. The problem of ensuring that men and women get equal pay for equal work is a difficult one to address. The imposition of legal regulation means that the conditions between men and women vis-à  -vis each other within a work environment have to be rigidly described and defined, since this process, by default identifies the ambit of the legislation and in what circumstances it may be enforced. This process can perhaps best be achieved pragmatically, and incrementally and the effectiveness of such an approach is built up, and not imposed from the start. This imputes that failures in the legislation can be identified, but because the doctrine is a flexible one, these failures can be addressed as they arise, and this usually safeguards against the same problem arising again. Perhaps the title proposition may be justified to an extent in that the Act probably has not brought about equality of pay for men and women. However, this does not ground an argument for it to be abolished. People in favour of the title proposition must acknowledge that while the Equal Pay Act 1970 is undoubtedly flawed it, like most legislative initiatives is designed to be tested and developed through the operation of case law, which evolves pragmatically. BIBLIOGRAPHY Books Selwyn, N. (2006) Selwyns Law of Employme nt. Oxford University Press. UK. Lewis, T. (2007) Employment Law: an advisers handbook: An Advisers Handbook. Legal Action Group. UK. Bamford et al. (2003) Employment Law. The College of Law. UK. Website https://www.eoc-law.org.uk/default.aspx?page=2672

Differences Between Muslims And Christians Essay - 1140 Words

When a Christian tries to start a conversation with a Muslim, he or she needs to have in minded all of what implies. That includes, a cultural-historical context that has shaped the mindset and worldview of Muslim from the seventh century to the present day. It is necessary to carry on with a lot of sensitivity and compassion to the feelings and prejudices between Muslim and Christians and Christian towards Muslins. The historical relationship between Muslims and Christians through the centuries has not been the best, in certain ways shameful. Christians have not complied with the duty to love their neighbor as themselves, whatever their philosophy or faith. For their part, Muslims had not always had in mind the words of his prophet: Among Christians man, ye shall find allies believers... (Qur an 5.85). Without taking any advantages or even looking for someone to blame, a true love will cover many mistakes. A forgiven mindset is essential to gain their trust; we must remember that we ourselves have been forgiven. Jesus Christ Himself, the supreme example of love, exhorted us: Love your enemies and pray for those who persecute you. For if you love those who love you, what reward may you have? (Matt. 5: 44,46) a God of love is what separates Christianity from the world s religions. Other religions that accept a personal God present the picture of a severe and distant god, too holy and mighty to inquire about the imperfect, weak and sinful man. The only way they can seeShow MoreRelated Comparing Islam and Christianity Essay735 Words   |  3 Pagesdiffer on countless key characteristics. The most prominent differences include atonement, the identity of God, heaven, view of Jesus, and the perception of the Christian Bible. It is these not-so-subtle contrasts of thoughts that separate the two most prevalent religions in the world. One of the most important differences in Christianity and Islam is the concept of atonement. In Christianity, Jesus’ death on the cross allows Christians to repent from their sins and gain forgiveness from God. ConverselyRead MoreThe Differences and Similarities Between Christianity and Islam657 Words   |  3 PagesThe Differences and Similarities Between Christianity and Islam Have you ever wondered about the differences and similarities between Christianity and Islam? Both Christianity and Islam are monotheistic, meaning they both believe in one God. In both religions God is the creator of everything and is loving and forgiving. He also has a special relationship with humans, and has made covenants with them. However, there is one major difference between the beliefs of Christians and Muslims regardingRead MoreChristianity and Islam763 Words   |  4 Pagesmany religions exist, but it is closely estimated to be over 4,200. Christianity and Islam are the two largest religions in the world and though they have many similarities, they also have vast differences. Unfortunately it is hard to say or believe if they will ever reconcile because of their differences. Inherited from Judaism, Islam and Christianity are beliefs that believe that God created the world and cares about the behavior and beliefs of human beings. There is no coincidence that the twoRead MoreSimilarities Between Christianity And Islam891 Words   |  4 Pagesbillion people. The name Christianity came from a Greek word ‘Christos’ meaning Jesus Christ and was founded between 4 B.C. and 30 A.D, and consist of the 3 major groups which are the Roman Catholic, Protestant and Orthodox. Islam on the other hand was founded about 1400 years ago by Muhammad in 600’s A.D. The word Islam is derived from an Arabic word for submission and was founded between 570 and 632 A.D, there exists two main groups of Islam: Sunni and Shia (Islamicbulletin.org). The teachingsRead MoreBlack Death Dbq1206 Words   |  5 PagesMuslim and Christian DBQ From the depths of the Middle East during the Post-Classical period, two of the most powerful world religions emerged. Islam and Christianity, although sharing many similarities, also had their fair share of disagreements, one being their responses to the Black Death. The religion, demography, and interactions all contributed to the differentiation of Muslim and Christian reactions. Christians thought that the Black Death was sent from God as a punishment and blamed theRead MoreAbrahamic Religions With Similar Rituals And Practices Essay1606 Words   |  7 Pagesslam and Christianity in Comparison; two religions with similar rituals and practices. Many historical events around the globe have put a wedge between Christians and Muslims. The Christian perspective is that Muslims are set to be dangerous and violent people. The Islamic community has a perspective of hatred from the Christian community. While Islam and Christianity are distinctively separate religions; they both stem from the same beginnings and are more alike than they may admit. Should theyRead MoreEssay on The Sister Religions580 Words   |  3 Pagesas sister religions because they are closely related. However, several pronounced differences tend to alienate the three over the course of history, inducing each to alternate between periods of persecution and tolerance, even to today. Age, founder, population of believers, culture of origin, documentation, and differing views on the Messiah all factor in determining the differences and similarities between these three world religions. To begin, Judaism is the oldest of the three, more of aRead MoreA Comparative Study of Christianity and Islam1702 Words   |  7 PagesHowever, their similar points are not nearly guarantee that their followers can get along, owing to numerous differences between them. And it has been proved that most of the religiously motivated conflicts, mass crimes against humanity and genocides in the 20th century were between Muslims and Christians. Thus, it should be of great value to probe into the similarities and differences between these two religions. II. Similarities Firstly, the origination for both religions has a lot to doRead MoreEssay on Usama, The Middle East, and The Crusades1518 Words   |  7 Pagesis able to get a Muslim account of the Crusades. It is largely a personal account so many details are left out and much background knowledge is assumed. It also is not the most unbiased source as supported by Usama’s frequent utterence that â€Å"Allah render them [The crusading Christians] helpless† (Ibn Munqidh 197) Usama also makes no attempt at analysis or understanding and just writes exactly what he observed without asking questions or delving deeper into the myriad differences he discribes. OnRead MoreIslam and the West in the Middle Ages838 Words   |  3 Pagesspreading their ideals globally. These are also the reasons why there were so many conflicts between the Muslins and the Christians throughout the middle ages in the Middle East and in Spain. Just as Huntington predicts that modern day war will be a result of the aforementioned reasons, Muslims and Christians fought against each other in the Middle Ages because of their unwillingness to compromise on the basic differences of their religion and culture, and because of the changing political and economical

Major League Baseball Salaries and the Economic Effect...

Major League Baseball Salaries and the Economic Effect Competition and the Consumer As long has there has been business, Management and Labor have warred against each other for a bigger piece of the pie. Major League Baseball is no different. In the early years of professional baseball the owners controlled the salaries of the players and decided where they could play and what they would be paid. The players were bound to their team by the Reserve Clause that stated, the services of a player will be reserved exclusively for that team for the next season. This resulted in keeping the player’s salaries artificially low because the players were not allowed to offer their services to any other team. The Reserve Clause was in effect for†¦show more content†¦In 1988 the New York Yankees hadShow MoreRelatedRelationship Between Players’ Salary and Racial Discrimination in Major League Baseball1335 Words   |  6 Pagesthe field. Major League Baseball is one of the professional sports leagues that has a long history about racial discrimination. Relati ng with this, it is questionable that if racial discrimination affects on players’ salary in MLB. If so, how does racial discrimination affects on the salary and what are the other factors related with racial discrimination that can affect on salary? This question will be discussed and examined throughout the report. First of all, Major League Baseball is one of theRead MoreMajor League Baseball: Industry Overview, Key Issues and Forecast3335 Words   |  14 PagesThe MLB: Major League Baseball is the highest level of baseball play in the United States. It is comprised of two leagues, the National League and the American League, and 30 separate teams who each play a 162 game season. The commissioner of the league is Bud Selig, as commissioner he oversees the logistics of organizing the umpiring employees, and all contracts dealing with labor, marketing and TV broadcasting. Mostly funded by private enterprises, with partial funding from public taxes; the MLBRead MoreEssay Public Subsidies for Sports Facilities3522 Words   |  15 Pagesor are under way in Baltimore, Charlotte, Chicago, Cincinnati, Cleveland, Milwaukee, Nashville, San Francisco, St. Louis, Seattle, Tampa, and Washington, D.C., and are in the planning stages in Boston, Dallas, Minneapolis, New York, and Pittsburgh. Major stadium renovations have been undertaken in Jacksonville and Oakland. Industry experts estimate that more than $7 billion will be spent on new facilities for profession al sports teams before 2006. Most of this $7 billion will come from public sourcesRead More sports stadium financing in the 1990s Essay2859 Words   |  12 Pagesincreasing cost of attending professional sporting events. Distain ranges from players salaries to cost of parking and concessions. One local newscaster, channel 5 in Chicago, Illinois – April, 2003, reports that for a family of four to attend a major league baseball game on opening day costs between $160 and $200 dollars. nbsp;nbsp;nbsp;nbsp;nbsp;The precursor to this cost was a decade of skyrocketing salaries and the trend to build huge public ally financed megaplexis to house these professionalRead MoreAmerican Needle vs. The National Football League Properties1937 Words   |  8 PagesThe teams of the NFL established the NFLP or National Football League Properties to â€Å"develop, license, and market† the teams intellectual property in 1963. The organization allowed a certain amount of nonexclusive licenses to a variety of licensees. American Needle was one of the licensees. They made a variety of headwear that displayed the various NFL team logos. The licensing agreement lasted until 2000. The NFL teams sanctioned the NFLP to give Reebok an exclusive license for headwear. With thisRead MoreWhy The National Hockey League3485 Words   |  14 Pagespurpose of this research study is to identify the reasons why the National Hockey League suffers from low television ratings while the National Football League thrives in television ratings. The NHL has a very avid fan base and attendance in most markets for the sport is consistently high. However, there seems to be a lack of ability to translate that success to the television viewers. The National Football League has been able to successfully bring its product to all fans through the televisionRead MoreWhat Are Cultural Factors That Promote Caribbean Integration6924 Words   |  28 PagesGlossary of selected terms deregulation removing government controls and supervision. economic restructuring the significant and enduring changes in the nature and structure of the economy brought about, primarily, by the emergence of the global economy. globalisation the integration of the world’s economy through the mass consumption of mainly Western culture, technology and trade. Globalisation affects economic, political, social, cultural and environmental decision-making. global village a termRead MoreCountry Notebook for South Korea7606 Words   |  31 Pagesactivities 21 Economic Analysis 23 Introduction 23 Economic Statics Activity 24 Gross National Product 24 Minerals and Resources 24 Communication Systems 25 Working Conditions 26 Principle Industries 27 Foreign Investments 28 International Trade Statistics 29 Trade Restrictions 30 Labor Force 30 Inflation Rates 31 Developments in Science and Technology 31 Market Audit and Competitive Analysis 32 Product 32 The Market and Advertising 32 Compare to Competition 33 WorksRead MoreCountry Notebook Essay12249 Words   |  49 PagesI. Cultural Analysis I. Introduction This research paper will be an in-depth analysis of South Korea and understanding effect on market. The paper will cover descriptions of the country and the financial conditions which are relevant for conducting this research. Concluding the paper we will have a recommendation as to whether or not it will be advisable for a Medical Products, Inc. to engage in South Korean Market. Medical Products, Inc. (MPI) is a U.S. firm founded in 1998 by a smallRead MoreA Critical Review of â€Å"the Ambiguities of Football, Politics, Culture, and Social Transformation in Latin America† by Tamir Bar-on.14147 Words   |  57 PagesIntroduction: In Latin America, soccer is not a game; it is a way of life. It is mixed in with politics and nationalism. It defines social classes. How politically influential is soccer in Latin America? It is used by â€Å"various Latin American socio-economic elites in order to retard the acceleration of working class and popular discontent† (Bar-On 1997:1.8). Is it then not intriguing that women play no part in the scheme of things? I can immediately off the top of my head name at least 5 male professional

Implementing a Strategic Human Resource Plan

Question: Describe about steps involved in implementing a Strategic Human resource plan, Developing HR strategies to support the strategies of the organization and Methods to review and monitor the implementation of HR strategic plans? Answer: Steps involved in implementing a Strategic Human resource plan: Important steps involved in the implementation of strategic human resource plan are Determining the present Human Resource capacity. Forecasting the requirement of human resources. GAP analysis Developing human resource strategies that would sustain the organizational policies and strategies. Evaluating the present human resource capacity: In the first step of strategic HR the present skills, knowledge and abilities of the staff is analysed. Forecasting the HR requirements: The next step is to forecast the need of human resource in the organization. This is the assessment of the number of employees needed at particular point of time. It also determines the present external challenges that the company is facing right now. For e.g. the impact of economy, technological and cultural swings, Changes in the labour market, changes expected in the near future. Gap analysis: A gap analysis is done to determine the gap between the present status of the company and the anticipated status of the company. Developing HR strategies to support the strategies of the organization: Recruitment strategies Restructuring strategies Outsourcing strategies Collaboration strategies Communication with employees for enhancing the strategic plans of the company: Communicating the strategic plans to the employees is very necessary. In the absence of proper communication, a very efficient Human resource plan will also fail to work (Armstrong and Armstrong, 2011). The employees will need to understand the objectives of the Strategic plans for their appropriate functioning. The employees can be communicated by the following ways: 1. Objectives: Employees need to learn the objectives of the strategic plans in order to deliver the best output. The objectives must be very clearly stated by the management and understood by the employees.2. Procedure: The procedures are the method by which the employees can attain the goals and make a successful strategic planning. The employees will have to made to understand the proper way to perform in order to attain this goals. If certain changes are made the organization should try to train the employees in certain fields if required (Dessler, 2013).3. Results: The employees will need to know the results of such strategic plans. If there lies any confusion regarding the success of the strategies implemented, then all the confusion will be vanished. Communication happens to be a very important part of an organization. Without proper communication and coordination, nothing is possible in an organization (Dowling, Festing and Engle, 2013). Human resources plan to be adopted to accommodate in changed circumstances: Environment has a great impact in business. A business environment is ever changing and needs to be handled carefully. Various types of environmental changes that can take place in a business environment. These are globalization, technological change, work force diversity, Legislation, rapid changes, evolving family roles. These changes affect the functions of a business greatly. The human resource management team has to implement its strategic human resource plans to make the organization sustain in the market. The two types of strategies that would probably help an organization during changes in the business environment are Recruiting strategies and collaboration strategy (Ivancevich and Konopaske, 2013). Recruitment Strategies: This process includes identifying the recruitment needs of an organization and fulfilling those needs. The organization policies will work better when the organization has right number of people at the right place and at the right time. Collaboration strategies in human resource management: In collaboration strategies, the strategic human resource planning looks beyond the organization and makes alliances with organization and deal with certain shortcomings of certain skills. This includes working together with other organizations to avail courses offered by them. Collaboration with other organizations, to train the employees and bring great insights and skills to the organization (Mello, 2011). Methods to review and monitor the implementation of HR strategic plans: Constantly monitoring the Human resource strategic planning is very essential. If it is not done properly and carried out continuously, then the organization may suffer a lot monetarily and a lot of time will be lost. The human resource strategic plans can be done by using reports against its annual operational plans to review the progress and meet the expected objectives of the company. Monitoring and reviewing the human resource strategic plans indicates the performance of the company and is very useful to the company. The processes by which the organization can review the strategic plans are as follows: 1. By ensuring that the activities are conducted within the norms of the strategic objectives of the organization.2. By ensuring that the activities are consistently complying with the organizational objectives, aims and plans, visions, mission.3. The review must be kept under internal, external changes and may also require to slightly change the organization`s goals to attain the strategic objectives of the plans.4. Checking the budget of the total strategic plan after some point of time will also help to understand the monetary expenses in carrying out the plans (Mello and Mello, n.d.) Types of environmental trends that impacts human resource management: Environmental trends have a great impact on the employees and their management. These types of regulations affect all the process of human resource department like recruitment, training, compensation etc. The four types of environmental trends that may affect the HRM in an organization are: 1. Government regulations: The HRM is always under a constant pressure to comply with the laws of the land and carryout all its process within the law and protecting the needs of human resources at any cost (Mondy and Mondy, 2012).2. Technological advancements: Technological advancement is a matter of daily affair. Every now and then there are technological up gradation and the HRM has the responsibility to train the employees at all point of time.3. Workforce Demographics: Workforce demographics refer to the levels of employee in an organization. Workforce impacts the functions of the organization as the various levels have their own demands. These demands have to be fulfilled by the HRM.4. Economic Conditions: The shape and the status of the current economic condition of a country is a huge factor affecting the HRM. Even if the company is well in the market its potential would slow down if the economic conditions are not good. Information needed to predict the future labour needs of an organization: Human resource is the main component of a strategic HR planning process and the future goals of an organization. The human resource management team will have to keep on estimating the present and future human resource needs of an organisation. The human resource management will have to conduct a gap analysis to understand the gap between the present and the anticipated human resource needs. The information of the various skills needed and the type of employees needed in an organization should be known. The information of the transition of the employees within the organization has to be checked all the time. The day-to-day functions of the organization may not leave much time for the planning and anticipation but this an important function to have all the information before predicting the future human needs of the organization. The annual planning for the forthcoming year is a quint essential part of strategic human resource planning. The importance of maintain a proper budget has to be kept in mind. Sourcing of Labour Supply: There are various sources of labour supply; the organization just needs to look around to find them out. These supply of labour can be divided into external and internal sources. External sources are those sources that are from outside the organization and internal sources are those sources which are found inside the organisation. Internal sources of labours: Through internal sources, the companies can get employees through promotions, transfers, confirming the temporary employees etc. This are very reliable sources and the HR executives do not have to do much hard work to find them. This sources are reliable because the employees are from within the organization. External sources: It is not always mandatory and necessary for the organizations to get employees within the organization. A long search is needed to find out the best human resource in the market. External sources include the recruitment of labours from outside like from educational institutes, training institutes, placements portals, human resource consultancies, private agencies, employment exchanges, unsolicited application, advertising, intermediaries etc. In external sources, the company incurs expenses and a lot of time is lost to find the employees, if the search is conducted by the organization itself. Legislation that an HR manager should be familiar with are: The role of an HR manager is very tough; he has to look after the whole human resource around which revolves all the laws of a nation. Various laws are there which an HR manager should be aware of in order to carry out the process of human resource management calmly. Few of them are as follows: 1. Minimum wages: In every country, there is a law of minimum and fair wages that protects the interest of the employees working in an organization. It ensures that all the employees are getting the right amount of remuneration as per mandated by the law. The organization have to follow this and provide the employees the wages that are required to carry out their lives peacefully and maintain a good quality of life. The law mandates this; hence, on deprivation on any law the employee can go to the court and file a lawsuit against the organization.2. Workplace safety: The maintenance of safety of the workplace is the foremost preference of the law. Protecting the employees from any sort of accident and occupational hazard is the duty of an HR manager and mandated by the law (York, 2009).9. The evolving role of a HR practitioner has tended to place more emphasis on strategic activities and less on operational service industry. In light of this shift, complete the following sentences th at describe the shift towards more strategic focused HR function.a) Strategic HR is characterized by being goal oriented. They are driven by the mission and the vision of the company, the success of the company as well as to meet the needs of the needs of the employees rather than input focusedb) Strategic HR is focused on the alignment of HR systems and performance criteria with business activities and performance and strategies.c) Production HR performance indicators and key result areas are shifting from the old concept of making production in the company with the utilization of resources and the output to be generated within the specific period of time and productivity being measured in terms of the labour hours worked, to the newer concept of competence, where the employees are sought to be competent thus making the company more competing in the market scenario and it leads to the productivity of the organization10. Fill in the blanks to complete the names of 4 strategic object ives for human resource services.a) Human resources information systemsb) Recruitment and selectionc) Staff retention and succession planningd) Job analysis and design 11. If an organization decided that in order to be effective it must develop high performing self managed teams. Name 2 human resource strategies that could be adopted to support this decision It must be noted that an effective high performing team is very necessary for the growth and the development of the organization. It is very necessary that the HR managers that they retain the talented employees of the organization and to motivate them so that high performing teams can be made and managed (Inc.com, 2015). The staff retention and the succession planning is for the development of the employees and for supporting the employees in developing the careers. The succession planning also helps the organization to retain the valuable and the talented employees and ultimately in the formation of a well performed team (Job Analysis Methods, 2015). If the teams in the organization are satisfied with the way the HR treats them, looks after their benefits, then the teams will automatically perform well in the organization and they will respond to the changes in the organization (Basic Philosophy of Human Resources, and Hiring and Employment Situation, 2015). Moreover the job analysis includes the process of reporting and determining the important information of the organization which are related to the nature of the job that the employees and the teams will perform. The process by which the works are structured in the organization, and are given to the employees and the work groups and teams, are important to the achievement of the organization. The HR manager must specify the various needs of the job that the team members must perform in order to manage the teams and to extract the best performance from the teams. Describe the benefits and disadvantages of using one of the following options for the provision of human resource services. b) Outsourcing the work to an external service provider Outsourcing is the process by which the certain business processes of the company are allocated to a specialist who is a service provider external to the company. Most of the time, the organization is not able to handle the various aspects of the business processes, which are internal to the company. When the task is outsourced to an external service provider, then that party has the responsibility to carry out the task as well as maintain the assets of the organizations. There are various advantages and disadvantages with the process of outsourcing that the company must keep in mind. The advantages are: Expertise and swiftness- the tasks are given to those people who are specialized in their fields. It is outsourced to those people or the third party since they have the capability and specialized techniques to perform the jobs. They are more efficient than the outsourcing organization and can complete the task faster than them. Risk sharing- the outsourcing of specific tasks to another company external to the company shifts the risk of the company. Since the company to which the job is outsourced are more specialized than the outsourcing company, the risk involving the time and the quality of the result shifts to them. If the recruitment of the company is outsourced to an external company then the all the works are borne by the company along with the risks (Outsourcing, 2015). Reduced recruitment and operational cost- the outsourcing of the specific jobs to a third party includes the reduced cost otherwise needed for the recruitment of specialized people needed for the job. Moreover the cost needed to perform the job and the time needed will not bother the company as it has been done by the outsourced company. The disadvantages are- Risk that the confidential data will be leaked- when the organization outsources the payroll, recruitment and the HRB services to another company the associates itself with the risk of exposing the data which are confidential to the company. Hidden costs- the outsourcing of the business processes are cost effective, though it must be kept in mind that there are sometimes hidden costs which are associated with the contract which the outsourcing company are sometime unaware of (Flatworldsolutions.com, 2015). Lack of focus for the customers- the company to which the jobs are outsourced, may simultaneously handle the tasks of several clients. Thus it may so happen that the company is not able to pay full attention to the task of a particular company. This may result in the detoriation of the work quality of the company which has outsourced. 13. Describe 2 strategies that could be used to agree on the human resource philosophies, values and policies with relevant managers. The human resource philosophies enable the managers to engage the employees of the organization energetically in rewarding work culture (Human Resources Philosophy, 2015). The employee needs to give their best to the organization and a diversified work culture must prevail in the organization. The company as well as the managers of the organization must hire the individuals on the basis of the performance of the employees and not on their age, gender, disability, nationality, or other factors of discrimination. It must be kept in the mind that the right kind of person must be hired for the company for the right kind of job, so that the most possible outcomes can be extracted from the employees. The HR managers must compensate the employees rightly so that the employees give their best to the work (Basic Philosophy of Human Resources, and Hiring and Employment Situation, 2015). The compensation and the benefits need to be according to the work performed by the employee in order to motivate the employees. The performance of the employees is greatly enhanced if the employees are appraised and they are given compensation by the employees. List 4 groups of stakeholders The 4 groups of stakeholders are: The users- the users are the people who will ultimately use the products and the services of the company. For example in case of a manufacturing company the users will be the business who will purchase the products from the company (Gormley, 2015). Governance- they are the people who have a particular interest in the processes of the business. The management board is an example of the governance. The board of directors has a keen interest on the processes by which the business is carried out in the organization. Moreover the health and safety executives, regulators, auditors, are also included in the governance stakeholders. Influencer-The influencers are those people who have the capability of changing the direction of the business. It includes the various media, the trade unions in case of big industries. They help the way the work is being carried out in the organization Providers- the suppliers and vendors of the company are called the providers. Providers can be a broader term than that, they may include the temporary contractors, business partners, catering staff, and others who provide useful resources to the company to enhance a programme or project. How could the technology be used to support the human resource plan? HRM and Technology have a wide range of influences on each other, and the HR managers should be capable to take on the technologies which will allow the re-engineering of the HR task. It enables them to be ready to bear work-design and organizational changes which are caused by changes in the technology, and be able to sustain a correct managerial atmosphere for knowledge-based and innovative organizations. The technological advancements are being driven mainly by large demands from human resource managers for the improvement in effectiveness, speed, and cost control (Marshall and Alexander, 2015). When the benefits of the operational activities are considered like the processing of the payroll, the cycle time is reduced from four days to four hours. Thus, time-effective, accurate, information needs to be delivered by the managers so as there is improvement in the quality and speed of decision making and supports the cost control. Furthermore, in keeping with changing requirement patterns, most ERP vendors have introduced second generation Web-based HRISs that are easier to incorporate with the other applications. Give 3 examples of risk that may need to be managed in relation to a strategic human resource plan Hiring- hiring of the unsuitable and inappropriate candidates (Hrcouncil.ca, 2015) Occupational Health and Safety- the injury of the employees as well as the death of the employees. Employee supervision- ill treatment of the employee with the management and the colleagues. References Armstrong, M. and Armstrong, M. (2011).Armstrong's handbook of strategic human resource management. London: Kogan Page. Basic Philosophy of Human Resources, and Hiring and Employment Situation. (2015). 1st ed. [ebook] Available at: https://www.suntory.com/csr/report/pdf/2012/04_01.pdf [Accessed 11 Mar. 2015]. Budhwar, P., Schuler, R. and Sparrow, P. (2009).International human resource management. London: SAGE. Budhwar, P., Schuler, R. and Sparrow, P. (2009).International human resource management. London: SAGE. Dessler, G. (n.d.).Human resource management. Flatworldsolutions.com, (2015).The advantages and disadvantages of outsourcing, pros and cons of outsourcing | Flatworld Solutions. [online] Available at: https://www.flatworldsolutions.com/articles/advantages-disadvantages-outsourcing.php [Accessed 11 Mar. 2015]. Gilley, A. (2009).The Praeger handbook of human resource management. Westport, Conn.: Praeger. Gilmore, S. and Williams, S. (2009).Human resource management. Oxford: Oxford University Press. Gormley, W. (2015).Guidelines for Forming and Sustaining Human Resources for Health Stakeholder Leadership Groups. 1st ed. [ebook] Available at: https://www.capacityplus.org/files/resources/Guidelines_HRH_SLG.pdf [Accessed 11 Mar. 2015]. Hrcouncil.ca, (2015).Risk Management in HR | HR Planning | HR Toolkit | hrcouncil.ca. [online] Available at: https://hrcouncil.ca/hr-toolkit/planning-risk-assessment.cfm [Accessed 11 Mar. 2015]. Human Resource Strategy. (2015). 1st ed. [ebook] Available at: https://www.shrm.org/india/hr-topics-and-strategy/strategic-hrm/Documents/HR%20Strategy%20EPG-%20Final%20Online.pdf [Accessed 11 Mar. 2015]. Human Resources Philosophy. (2015). 1st ed. [ebook] Available at: https://inside.mines.edu/UserFiles/File/hr/HR%20Philosophy.pdf [Accessed 11 Mar. 2015]. Inc.com, (2015).Building and Leading High Performance Teams. [online] Available at: https://www.inc.com/resources/leadership/articles/20070101/musselwhite.html [Accessed 11 Mar. 2015]. Job Analysis Methods. (2015). 1st ed. [ebook] Available at: https://tsnghia.files.wordpress.com/2010/11/byars-10e-ch04.pdf [Accessed 11 Mar. 2015]. Marshall, M. and Alexander, C. (2015).Planning for the Unexpected: Human Resource Risk and Contingency Planning. 1st ed. [ebook] Available at: https://www.extension.purdue.edu/extmedia/EC/EC-736-W.pdf [Accessed 11 Mar. 2015]. Martin, J. (2009).Human resource management. Los Angeles: SAGE. Mello, J. (2011).Strategic human resource management. Mason, Ohio: Thomson/South-Western. Outsourcing. (2015). 1st ed. [ebook] Available at: https://www.cips.org/documents/PG_Outsourcing.pdf [Accessed 11 Mar. 2015]. Stakeholders Key Concepts. (2015). 1st ed. [ebook] Available at: https://www.icra-edu.org/objects/anglolearn/Stakeholders-Key_Concepts.pdf [Accessed 11 Mar. 2015]. Subba Rao, P. (2009).Human resource management. Mumbai [India]: Himalaya Pub. House. Truss, C., Mankin, D. and Kelliher, C. (2012).Strategic human resource management. Oxford: Oxford University Press.