Egypt The Egyptian Civilization - 920 Words

Assignment #2 When we talk about Egypt we think about pyramids. One of the most famous landmarks in Egypt are the pyramids. The pyramids are what makes Egypt today. However, Egypt was never like that today. This essay well talk about the development of Egyptian civilization by explaining the prehistory of Egypt and identifying three cultural developments or political events that were important to the rise of Egyptian civilization. Also, explaining what happened and why it was important or significant to the rise of Egypt. Egypt is known to be one of the longest lasted civilization in the world. It is located in the Nile Valley, in the north east of Africa. Its origins lay in several chiefdoms in Upper Egypt, at Abydos and Hierakonpolis. The Nile River was far the most significant aspect of Egypt because the flooding of the Nile shape Egyptian civilization tremendously. It also produced the first government to rule an entire nation. Egypt covered an entire country thousands of square miles and millions of inhabitants. The Pharaoh was the ruler of Egypt, both politically and religiously. The Pharaoh held the title â€Å"Lord of the Two Lands,† meaning he ruled all of Upper and Lower Egypt and â€Å"High Priest of Every Temple,† meaning that he represented all the gods in the world.When Egypt developed, it developed some characteristics that Mesopotamia developed. However, there was still some differences between each other. One of the major differences that Egypt andShow MoreRelatedAncient Egypt And The Egyptian Civilization951 Words   |  4 PagesApproximately in 3400 BC, the rise of the civilization along the Nile river began what we know today as the reign of Egypt. As one of humanity s oldest civilizations, Ancient Egypt was responsible for the amalgamate out of the smaller cultures found along the Nile River and into the Nile Valley civilization, developing into the three stages of kingdoms over time. The Egyptians or the Nile Valley civiliza tion got its name due to the proximity of the river Nile in Egypt. Rivers of the ancient world were vitalRead MoreAncient Egypt And The Egyptian Civilization902 Words   |  4 PagesWhen we think of ancient civilizations the first one that normally stands out is Ancient Egypt. The Egyptians were one of the very few that arose to civilization independently, and accomplished many impressive things along the way. The Egyptian civilization stretched along the lower reaches of the Nile River in Northeastern Africa. Religion was at the core of everything that the Egyptians were and they stood firm for what they believed in. Their religion was based on polytheism, which was the beliefRead MoreAncient Egypt And Ancient Egyptian Civilization847 Words   |  4 Pagesafterlife. This belief was so widely accepted and important to the people of Egypt that it influenced many aspects of their everyday lives. The version of the afterlife that the Egyptians believed in was very different from other religions and cultures. The immortality ideology is something that many cultures grappled with. The ancient Egyptian belief was the epitome of immortality ideology. Everything that the Egyptians did was influenced by the idea of an afterlife. This unique belief in the afterlifeRead MoreAncient Egypt And Ancient Egyptian Civilization1495 Words   |  6 Pagesâ€Å"Egypt treated its women better than any of the other major civilizations of the ancient world† (Thompson). Over 6,000 years ago, the powerful civilization of Ancient Egypt began, lasting for almost 30 centuries. Ancient Egyptians treated their cats like royalty, used spells and animal flesh to heal almost anything (Napoli Balit). Most Importantly, the people of Ancient Egypt valued their polytheistic religion above everything, they worked hard in order to get into the paradise of the afterlifeRead MoreAncient Egypt And Ancient Egyptian Civilization865 Words   |  4 PagesThe Ancient Egyptian Civilization The Ancient Egyptians society is what I think is the best civilization that ever lived. Ancient Egypt was a civilization of ancient Northern Africa, concentrated along the lower reaches of the Nile River in what is now the modern country of Egypt. It is one of six civilizations globally to arise independently. From the great pyramids of the military conquests of the New Kingdom, Egypt’s majesty has long entranced archaeologists and historians and created a vibrantRead MoreAncient Egypt : The Greatest Ancient Civilizations869 Words   |  4 PagesAncient Egypt was one of the greatest ancient civilizations in human history. Ancient Egypt was the longest lasting civilization in the ancient world and lasted for about 2,500 years. ancient Egypt was able to last so long because of their many great accomplishments. The most important thing that lead to the accomplishments and success of ancient Egypt was The Nile River. Ancient Egypt is often referred to as the â€Å"Gift of the N ile† because of how important the Nile River was to the success and longevityRead MoreAncient Egypt Civilization : Ancient And Modern Egypt968 Words   |  4 Pages Ancient and Modern Egypt There are some countries that have a large civilization, but how many countries have had a successful civilization throughout its existence? What if there is a country that has a civilization from 7000 years ago that has a rich history, various progresses, cultures, governments, customs, and habits? A lot of its heritage still exists until now, Egypt was one of the most wonderful civilizations in human history. Ancient Egyptians lived around the Nile River, where they foundRead MoreThe Geography Of Ancient Egypt1510 Words   |  7 Pages Ancient Egypt was one of the most powerful and innovative civilizations. As one of the six civilizations to arise independently, Egypt eventually became one of the most influential nations that lasted over three thousand years, from 3000 B.C to around 30 B.C Egypt boasted of strong leaders, a rich culture, a hierarchical society, and the source of much of it’s wealth, the Nile. The Nile provided the Egyptians with necessities like food, water , transportation, building supplies, and more. Using theRead MoreMesopotamia and Egypt Comparative Essay876 Words   |  4 PagesAP-3 21 September 2011 Mesopotamia and Egypt Comparative Essay While both the Egyptian and Mesopotamian civilizations share similar political, social and economic qualities, the details of these broad spectrums branch off in opposite directions. For example, both Mesopotamia and Egypt were ruled by kings, but in Egypt, their kings were called pharaohs and they had significantly more power than the Mesopotamian kings of the city-states. Both civilizations also had social classes in which a personRead MoreThe Rise Of Civilizations On Egypt And Mesopotamia1530 Words   |  7 PagesThe rise of civilizations in Egypt and Mesopotamia occurred around the same time and the environment and natural forces affected the similarities and differences in social, political, and economic stability. There were many similarities and differences between both of these countries as well. In both cases, it was the river valley and geography that affected the agriculture, religious views, and government structures. The Mesopotamian and Egyptian civilization developed in the Middle East and were

The Importance Of Human Resource Management For Any...

INTRODUCTION This report provides the understanding and importance of Human Resource Management for any organisation. The report shows how HRM contributes in any organisational achievements. In this report HR planning and development methods are examined in detail and the way to improve HR performance are suggested. COMPANY BACKGROUND The Coca-Cola Company is one of the world’s top soft drink makers. Coca-Cola owns the best-known soft drink brands such as, Coca-cola, Diet Coke, Fanta and Sprite. this is an organisation with a history starting from 1892. The company’s flagship product, Coca-Cola was invented by a pharmacist John Stith Pemberton (The Coca-Cola Company, 2010). Coca-Cola is headquartered in Atlanta and it is currently offering 500 different brands in 200 different countries worldwide. TASK 1. HUMAN RESOURCE MANAGEMENT 1.1. Human resource Management activities, within Coca Cola Company, their objectives and how they are achieved According to Miller (2010) efficient and effective human resource management is essential for every business unit and it is a challenge to all human resource professionals. Staffing, training and helping to manage people so that the organization is likely to increase the performance level is imperative to work in a productive manner. Human resource functions include capabilities, skills, data, personal histories and payroll records (Miller. S, 2010). Effective human resource management is essential for Coca cola as a large andShow MoreRelated HR roles and responsibilities Essay1121 Words   |  5 Pagesoverall success of the organization. The ability to plan and execute an effective strategy is only as good as the people that are placed in the positions to make these decisions. It is crucial to have an aggressive team that will be both competitive and motivated to carry out the objectives set forth. Not only is it important to understand how these individuals will effect the organization but also the importance of obtaining effective hiring practices. Real Estate human resources vary from agency toRead MoreHuman Resource Management : A Theoretical Perspective1241 Words   |  5 PagesHuman Resource Management in 21st Century: A Theoretical Perspective Dr.Sushma Tiwari,Faculty,Deptt.of MBA(HRD),A.P.S.University,Rewa(M.P.) ABSTRACT- This article focuses upon role of human resource management practice in 21st century. This theoretical paper is aiming the importance of human resource managers, HR practices and its influencing factors. In addition to that, this article also elaborates the upcoming challenges which are faced by 21st century HR managers. Author has conducted HR literatureRead MoreThe Human Resource Importance For Learning And Competence Development Within The Two Organizations1118 Words   |  5 Pages Question 9- Pick two organizations and describe the Human Resource Importance for learning and competence development within the two organizations? Answers - The key role of human resource is the management of the people in an organization. In other words, it is the selection of a right people for a right job at a right time and to make maximum use of employee’s talent and skills to profit an organization and economy as a whole. The main concept of human resource department is that all laborRead MoreHuman Resource Management and Strategic Human Resource Management1136 Words   |  5 PagesManaging Human Resources, 3rd edn, John Wiley Sons, Milton, Qld. In chapter 1 of the text, the author shows an overview of human resource management and strategic human resource management. The author also shows the relationship between HRM and management, manager’s role meaning of strategy, strategic approach to HRM and strategic challenges. Lots of diagrams and explanations are used by the author. This chapter has contributed to my understanding of strategic human resource management by analysingRead MoreRoles And Importance Of Human Resource Management Essay1693 Words   |  7 PagesAnswer1. Roles and Importance of Human Resource Management Human Resource Management is the procedure of requirement, selection, giving orientation , making giving trainings to employees and the creating skills, appraisal of worker , giving remuneration and advantages, benefits, providing motivation, keeping up workers security, welfare and wellbeing by following work laws of concern state or nation. Human Resource Management is the procedure of usage of accessible restricted talented workforceRead MoreHuman Resources Strategic Direction Essay example1589 Words   |  7 PagesHuman Resources Strategic Direction The decisive difference in the business climate of any organization is determined by strategy. A successful execution of a business strategy, being the ultimate goal, if inclusive of the Human Resources Department, then like all other departments within the organization will be strategy-driven. Human Resource’s future, by understanding the paramount importance of human and intellectual talent, is on the verge of becoming seen as more of a strategic businessRead MoreSustaining Employee Performance1429 Words   |  6 Pagesperformance management systems, job evaluation methods, compensation plans, and the importance of employee benefit plans. The two job positions discussed in this paper will be the Director of Administration, and Human Resources/recruiter. These positions were selected due to the extreme amount of importance their roles play in completing Riordan Manufacturing’s Mission. General functions of performance management systems The general function of performance management systems in organizations is for employersRead MoreHuman Resource Management1155 Words   |  5 PagesHuman Resource Management Importance of Human Resource Planning and Compensation and benefits to employees and their roles in aiding an organization achieve its business strategy. Define Human Resource Management, Human Resource Planning, Compensation and benefits and their connection leading to employee’s satisfaction and meeting the organization’s business strategies. Topic Outline I. Introduction II. Human Resources as a source of competitive advantage III. Human Resource Planning Read MoreEffect Of Human Resource Management1274 Words   |  6 Pages Effect of Human Resource Management Prateek Gautam Date: 4th May, 2015 Oklahoma State University Information Systems Project Management (MSIS 5033) Dr. Art LaNata â€Æ' Abstract Human resource management, commonly abbreviated as HRM is a function of an organization which is created to positively optimize employee performance of an employer s business strategic goals. HRM aims on systems policies and is mainly associated with the people’s management within the organizations. HRM can be usefulRead MoreThe Challenges Faced By The Managers Of Companies With Other Areas Of Their Business Essay1227 Words   |  5 PagesAbstract: Human Capital is the most sought after resource today for the whole business world when compared to any other resource. In fact, it has become the most critical resource across the globe. Organizations, big or small, are only capitalizing on the human potential, their strengths and their core competencies to achieve a remarkable competitive advantage. Organizations strategize on different areas of their business. But there may be many challenges that they have to confront while meeting

Human Resource Management Strategies †A Sample on HR Strategy

Questions: 1. Critically review the various approaches to determining HR strategy: what are the similarities and differences,The strengths and limitations,The implications and consequences of these approaches? 2. For an organisation with which you are familiar, explore the way in which they currently develop HR strategy? 3. Evaluate the effectiveness of that approach explaining what criteria you are using to inform your view? 4. Identify the different circumstances in which you would recommend the adoption of one approach rather than another? Answers: 1. Introduction In the report a critically analysis of the three looms towards Human Resource Management Strategies and plans with models as well as theories is being discussed. Within the chosen firm I a proper investigation of the business ecology where the Human Resource department of the firm works towards the expansion plus development of Human Resource strategies which are presently in place as well as the loom they at this time use to put into practice. Finally, a sole approach will be chosen and evaluated and also the effectiveness as well as implementation of the strategies and approaches with a proper recommendation. In an international economy, the organization should recruit as well as retain majority of knowledgeable, talented as well as skilled, plus creative people. Discussion Academic theory The aim and goal of proper management of human resource is to support any organization to appropriately meet all the strategic goals through attracting, as well as maintaining staffs and even to manage all the staffs effectively. Basic premise of academic theory for HRM is one which deals with humans and are not related to machines; thus we require to have proper interdisciplinary assessment of populace in workplace. Fields like psychology, industrial as well as organizational psychology, business relations, sociology, plus critical theories like postmodernism and post-structuralism even play a vital role. A widely used system to explain role of the HRM, defines four main fields of HRM function that is: Employee champion Strategic trade partner Change agent Administration HRM- HRM is directly responsible for the way in which human beings are treated within the organization. Also it is accountable for bringing some people into the firm, helping these people perform the task better, providing them proper compensating for all of their jobs, and also solving issues that are ever raised. There exist seven major functions of management of human resources department which can be addressed as staffing, compensation plus benefits, performance appraisals, training development, safety plus health, employee as well as labor relations, as well as human resource examination (Stone, 2010). Approaches Towards HR Strategy Best Fit Model This loom emphasizes more on significance of ensuring that all the strategies of HR are in place and also are suitable to conditions of the firm, including the culture, operational procedures and exterior ecology. HR strategies also have to consider particular needs and requirements of both organization as well as its people. There could also be no worldwide directions intended for HRM strategies as well as live out. It also depends upon thefirm as well as the situation within the firm (Guo, 2003). This is never to speak that high-quality practice, otherwise leading rim practice, which is live out that performs well in single victorious ecology, must be left unnoticed. The chosen HR practices must definitely fit well along with several aspects of organization for being effective. The strengths for using the best fit approach It would ensure about the reliability and success of the HR strategy chosen It would help the firm to properly choose the most suitable strategy and thereby help to enhance the performance of the employee and result in advancement of the organization on a whole. It also helps the firm to focus upon the idea that different Hr strategies focus of provided needs of people as well as organization both (Nolte, 2008). This approach has been always considered more responsive and beneficial than any other in the HR functions and strategies that could be used by the firms. The Matching Model It is also called Michigan model. It got advocated through Fombrun Tichy plus Devanna in year 1984 at Michigan Business School. Both of them have named the model as the matching model intended to management of human resource. Specifically, matching the aspect of the replica shows that approach is disposed to tougher and hard side of the subject known as HRM. All this is just because matching model lays emphasis more upon the tight fit amid HR strategy as well as buisness plan. It also needs that attainable human resources should be properly matched up with tasks and tasks in the firm. The approperiate HR policy should also be extremely calculative regarding the number and amount of human beings needed to attain aims preserved within business strategy . It even takes middle phase in the replica thus human resources also are taken as many another resource that should be totally as well as optimally utilised along with other resoruces for achievement of all laid down organizational obje ctives and goals. Structural configuration model This loom emphasizes that firms would be upon effectual front if people adopt the strategic configuration strategy. Seek the stability by supplying merely a very limited cluster of goods directed towards a very narrow section of whole possible market. The loom also strives forcefully towards preventing competitors incoming their territory and also achieved via competitive pricing otherwise supply of higher quality goods. Ignore growth and trends exterior to their domains. The approach helps the firm to grow through the market diffusion or imperfect product expansion. Little otherwise no search of ecology to find novel chances for expansion. Intensive preparation oriented toward the cost plus other competence issues. The organizational Structure also is high upon the horizontal differentiation, federal control, as well as elaborated formal ladder for the communication. The business life-cycle model Organizational life cycle (OLC) actually is a replica which suggests that the businesses, on top of time, advances via the fairly unsurprisingstagesof the growth period. This replica is attached towards study ofthe organizational expansionas well as development. This is also based upon the biologicaltermfor living beings that have a very regular prototype of growth and development like birth, growth, decline, maturity, and even death. Similarly, OLC of the businesses have also been conceiving of like generally carrying four otherwise five phases of growth: start-up, development, maturity, as well as decline, through diversification at times measured to be the additional stage pending amid maturity as well as decline (Mitsakis, 2014). During start-up phase, firms accumulate the capital, hire the workers, plus also start developing all their goods or services effectively. Toward end of the stage, firms often know explosive growth as well as start to hire novel employees quickly, as tra de opportunities also exceedinfrastructureas well as resources (Reilly, 2012). Best Practice This approach has a greater use of the HR Practices in firms which can be collectively and consistent that will always result in better performance. Guest (2001) states competence, commitment, motivation and effective job design are needed to ensure the best organizational outcomes (Long, 2005). This approach is known to be used in organizations that have recognition of bad practice. However, the theory, models and resources are out there ready to use and implement into the firm. With this, all firms will see performance and improvement if this approached is implemented. Harvard model This replica was actually given by a researcher named Beer and his colleagues in the year 1984 at the Harvard University. The authors of the model also invented it to chart of the HRM region. It acknowledges the existence of several shareholders in the firm. These numerous shareholders comprise all the stakeholders and several clusters of staffs, government as well as society on a whole. The gratitude of legality of such several stakeholders supplies the model some neo - pluralist replica. It also stresses upon human and the softer side of the HRM (Nolan, 2008). On the whole this is as the mock-up emphasizes on reality that staffs like all shareholder also are evenly vital for powering the organizational results. Strengths Weaknesses Implications Consequences Best Fit Relatively repetitive plus expected behaviors Easy to understand employees Strategic position of firm might determine the proper practice to be taken up. Efficient as it is joined towards the surroundings circumstance or ecology of business. It is based on the classical description of strategy Deterministic plus single-way process Very less empirical help and support HRM shaped through institutional forces and not competitive force. Must fit properly with all other aspects and elements of firm to be properly effective. Barriers towards implementing the HRM Overlooks all the employee interests and social norms as well as requirements This loom is unclear plus unproven Conflicting the HR Strategies Static plus top-down approach The Matching Model It needs that all available human resources should properly match with the jobs available Puts right person at right place Avoids misuse and wastage of resources available It is inclined merely towards harder part of the HRM. Difficult to manage human beings with this model Business strategy actually takes central stage within this model thus human resources needs to be taken like other resource that must be totally utilised all together with other resoruces towards achieving organizational aims and objectives (Roberts, 2013). The apporach will result in demands which would aim to gain higher profits but the labour will be obtained very cheaply, and will be used sparingly, plus also will be developed as well as exploited totally The structural configuration model Seeks the stability through producing merely limited clusters of products Strives forcefully to prevent the competitors entry to the territory Intensive planning toward cost plus other issues Ignore the developments plus trends out of the particular domain Restricts the expansion and development of the firm Little or even no scrutinizing of environment for find novel opportunities and chances for development Representation of a residual plan and strategy Describes inconsistent plus unstable patterns which may arise if one of three strategies gets pursued rudely. Innovating might be extra important as compared to higher profitability. But the approach stops innovation thus hampers the firm negatively The business life-cycle model It helps the business to progress via a fairly expected sequence Makes the task of planning easy and consistent Makes the firm get ready for all risks and resturns It needs higher investment as includes vast planning It yet remains not that effective as other approaches Needs vast human resource Towards end of the approach, firms often experience volatile growth as well as start to hire novel employees quickly, as business chances exceedthe infrastructure plus also the available resources. It typically emphasize upon their recommendation for the high-commitment, and high-performance of the HR Strategies as well as practices. It enhances the capabilities of the human resources in the firm. It might not be proper in all conditions or within some stages and section of business. Results in implications as well as consequences for the part of business or whole business. It could be very difficult to implement as of changes required to be completed plus culture of business. It is even inconsistent upon the types as well as measures of HR Bundles plus is difficult towards keeping a record with short commitment through business Harvard model It is intensely rooted within human relations and tradition. Employee influence gets recognised via public motivation Only softer part is considered Ignores the harder aspect HR outcomes here has impact upon long term results also The result from this set up is soft in nature because they indulge higher congruence, promise, competencies and many more. The interest of several groups must be fused as well as factored within creation of the HRM strategies as well as ultimately creation of all business strategies. Source: (Human resource management in action, 1985) 2. Development of HR Strategy at Microsoft Aligning business HR needs The business aims and goals which are its strategic crucial actually sit at heart the HR strategy the Microsoft adopts and for aligning the business plus HR needs the firms key question that, Can the firms internal ability deliver all the business aims and goals? Developing HR strategy Deeper knowledge plus understanding of the business models helps Microsoft to identify probable threats plus opportunities in quantity plus quality of the human resource needed by the firm. This in return recognizes key elements of the HR strategy plus virtuous circle for providing whatever the firm needs for proper success (Abwanzo, n.d.). Organizational performance It is procedure through which the business goals plus objectives are flown and also managed across plus down the firm. It supplies a link as well as rationale for every else HR activity. Organizational design structure It is shape, size plus structure that firm needs to meet the customers wants and demands. It reflects management procedure that also drive business model plus determines the organizational agility as well as flexibility. Strategic resourcing Is all about achieving clarity all through firms structure and is very critical for resourcing strategies towards working well (Aspden, 2011). Organization development If the strategic resourcing provides pipeline for bringing in the external skills, then firms development strategy also is way in which HR team of Microsoft decides about the changes plus improvements needed to be build to present workforce. 3. Effectiveness of Approach Explaining the Criteria used to Inform the View The firm uses the approach named as best fit loom which helps the firm to attain better success. By having learnt regarding things that works need and want and also, ideally, things that do not work well within the firm, Microsoft decides about what might be relevant within general terms as well as what lessons could be learnt from past mistakes which could be adapted towards fitting its exacting strategic as well as operational requirements. Starting point is the analysis of business needs within the context like culture, processes, structure and technology. This indicates the firm what needs to be done for betterment and effectiveness enhancement of the firm and also its employees (Bagga and Srivastava, 2014). After that, it is useful for the Microsoft to pick as well as mix several practice, plus then develop proper loom which applies the formulating as well as implementing of all HR strategies. 4. Circumstances in which IT is Recommended to Adopt a Particular Approach than Other Since a handful of the best practices could be applicable generally yet things that are considered proper best practice within one industry or company and country otherwise corporate culture is not necessarily the best practice within all other firms and industry even if in same industry. If a thing works for very small mom pop shop, it may not necessarily work intended for some other firm. In same way Best fit works in situations where a firm needs to find out the best possible fit amid the advantages and disadvantages of several options (Berkowitz, 1999). The firm also was very strong supporter of the payment for performance and was embarrassed while it found that many of its units rewarded the staffs for length of the service. Since the firm blindly followed best practice at times it need to review itself and should as a minimum be acknowledged plus understood properly. Best practices have been seen the same as market surveys but best fit are always extra helpful (Lange, 2013).The results also can be reviewed by best fit but and one single data point can also be considered for reaching to an appropriate decision.Following best fit is also tempting as it seeks to guarantee proper success. Also it is very natural tendency as well as much better and safer for the firm to go with pack. References Abwanzo, B. (n.d.). HRM Problems. SSRN Journal. Aspden, P. (2011). A strategy for a healthier workforce. Strategic HR Review, 10(1). Bagga, T. and Srivastava, S. (2014). SHRM: alignment of HR function with business strategy. Strategic HR Review, 13(4/5). Berkowitz, A. (1999). Selecting a business structure. The Hearing Journal, 52(8), pp.36-37. Guo, S. (2003). The best-fit model for endometriosis. Fertility and Sterility, 80(1), p.232. Human resource management in action. (1985). Human Resource Management, 24(4), pp.453-454. Human resource management. (1985). Human Resource Management, 24(1), pp.119-120. Lange, T. (2013). Evidence based HRM: a scholarship perspective with a difference. Evidence-based HRM, 1(1), pp.4-15. Langley, J. (2013). Roll out a global recruitment strategy. Strategic HR Review, 13(1). Long, R. (2005). Best practice or best fit? High involvement management and base pay practices in Canadian and Australian firms. Asia Pacific Journal of Human Resources, 43(1), pp.52-75. Mitsakis, F. (2014). Human Resource Management (HRM), Economic Crisis (EC) and Business Life Cycle (BLC): A Literature Review and Discussion. ijhrs, 4(1), p.189. Nolan, S. (2008). HR Transformation Technology. Delivering Systems to Support the New HR Model. Strategic HR Review, 7(6). Nolte, H. (n.d.). Human Resource Management of the Best-Fit and its Implications. SSRN Journal. Patil, S. and Kant, R. (2012). Organizational culture a HR strategy for successful knowledge management. Strategic HR Review, 11(6), pp.322-328. Purcell, J. (1999). Best practice and best fit: chimera or cul-de-sac?. Human Res Manag J, 9(3), pp.26-41. Reilly, P. (2012). The practice of strategy. Strategic HR Review, 11(3), pp.129-135. Roberts, T. (2013). An effective mediation strategy to minimize the impact of change. Strategic HR Review, 12(6), pp.317-321. Stone, N. (2010). A model of best practice. Strategic HR Review, 9(5).

Survey on Teenagers Pocket Money free essay sample

Pocket Money is not just representing how much money that teenagers’ get; it also represents teenagers’ buying tendency, marketing size of teenagers, their finance method and possible reasons of stress because of financial problem. It’s worth to make a statistic on the topic teenager’s pocket money, for the reference of further studies on social research. In this report, the following data would be collected and analyzed. Firstly, we want to compare the pocket money teenagers how to spend their pocket money in past and that in nowadays (e. 2006 vs. 1999), then we should reveal the differences by our statistic figures like mean , mode etc, so that we can know whether they get more money or not, and other statistical information. Secondly, we also are interested in the relation between the teenagers’ ages and the amount of money they get, and then how this found out changes from 1999 to 2006. Thirdly, we want find what kind of things teenagers prefer to buy and whether they can handle their financial overload effectively by themselves. After that, we will try to find the reasons for those phenomena and then generate the conclusion. Objective To build up an online survey, to collect sample data about teenager’s pocket money, how they use it, and any financial problem they faced. Questionnaires In this project, we use internet survey instead of questionnaire survey in collecting samples from teenagers. There are few reasons for us to choose such survey method: First, teenagers are very sensitive to the money they own and they feel too nervous when other people ask about the amount of their pocket money. For those results, they prefer to refuse to answer this questionnaire by face to face method. Secondly, teenagers have a low incentive to do the survey on the street; they think it is wasting their time. This increases the difficulties in sampling from them directly. Thirdly, as a result, we choose internet survey which should be a more effective sampling method since teenagers are easier to access to computers and more willing to answer questionnaire as they feel that they can help other people. The online survey http://freeonlinesurveys. com/rendersurvey. asp? id=o2ve66ut8bs9gh7252868 was posted to HK newsgroup and forums to invite teenagers to fill the online survey since 1st December, 2006. We end the online survey and collected the data at 20th December, 2006. The Hard Copy of the online survey as follows: Result At 20th December, 2006, we collected 111 valid online questionnaires. Result of each question is shown respectively: Over 80% interviewers are in-range below 24, which stated that most interviewers are student. It shows most teenage have around $1000-$2000 pocket money, where around 36% teenage have $1001-$1500 pocket money. Around 34% students have $1501-2000 pocket money per month, which is second highest. 68% teenagers gain their pocket money from parents, where 29% teenagers gain their money pocket by part time job. The others which stated they gained by investment or gambling. But it seems there’s not reliable. In this chat rank 5 represent the highest value option to interviewee while rank 1 is refer to the lowest value option, it show that about 50% of teenagers put ‘studying’ as the last priority(rank 1) in their consumption, after that it will come to ‘saving’ at 25 %. On the other side, ‘entertainment’ is the option which people most willing to spend their money on it and it take 30% in rank 5, beside that ‘dressing ‘also an option that’s less prefer 25% in rank 5. 32% students think that they spent more than they get, which need to pay attention. In the 36 student who said that they spent more than they get, 52% of them would borrow from the money, 42% would borrow from friend. It is need to be concern that 6% of teenagers would borrow from financial company. 37% teenagers think that they can’t handle their financial problem effectively. This data seems reliable as from this survey, 32% cannot control their expanses. Calculation As it is important of founding out statistic factors of nowadays teenagers’ pocket money, calculation of sample mean, mode and median , standard deviation and coefficient of skewness and coefficient of variation are calculate as follows Assumption: Since we don’t know the exact number of â€Å"below $500† and †above 2000†, also number of this two sample is little compare with sample size, so these figures are neglect when calculation. Group Mean: = ? fimi/? fi = (750. 5*29+1250. 5*40+1750. 5*38) / 107 =1292. 5 Median = (107/2) = 53. th, so we know that the median should be in the class 1001-1500 = Lm + [(n/2-Cum Freq. )/f]*w) =1000. 5 + [(107/2 – 29) /40]*500 =1306 Mode Modal Class: 1001-1500 =Lmo+ (d1/d1+d2)*w =1000. 5+ (11/11+2)*500 =1423. 58 We are considering 107 samples. So sample standard deviation = 395. 2638 Coefficient of skewness =3(mean-media n)/standard deviation =3*(1292. 5-1306)/395. 2638 =-0. 1025 The curve is slightly skew to the left Coefficient of variation = standard deviation/ mean *100% = 395. 2638/1292. 5*100% =30. 5813% Discussion From the data posted by education department, mean of teenagers’ pocket money are 151*4 = $604 per month. Compared with sample mean we found, difference between two samples is 1292. 5-604=$688. 5. The difference due to change of HK economic environment and more teenagers earn their pocket money from attending part time job. It is advised that performing a larger survey if analyzing the relationship of teenagers and their pocket money more deeply. According to the survey data, it points out that teenagers are more concerned in materialism spending. And also, over 32% teenagers spending their pocket money is always greater than income, and teenagers are lack of ability to have their personal planning. Lower than 10% teenagers think that saving is important when they received pocket money. They spend a lot either entertainment or dressing. The government should pay more attention to this problem, and educate teenagers how to spending their money effectively, and prevent they will have the thought of ‘Using the future money’. Hong Kong teenagers usually have some part-time jobs income, to satisfy their needs on materialism. The main reason influences teenagers’ shopping style is brand, which is a teenager like to pursuit for famous brand name. Conclusion Via this survey, basically we has the expected proposes. We understand how teenagers get their pocket money and how to spend it, and also understand consumer behavior, including their mental characteristics. As a studies’ data, it can be used in the further studies in the social science. However, since the quantity of questionnaire is relatively few, so the result cannot fully reflect the fact of pocket money spending of teenagers.