Existing Environment and Human Resources Changes in Sonoco Free Essay Example, 2750 words

Darren (2000) adds that with some HR strategies being implemented, it can be said that Hartley was not able to bring about the so-called change that she was initially hired for. The strategic objective was to change yet there was hardly any change in the overall working of the organization (Garavan Donhell, 2004). The strategies implemented were in bits and pieces and though she managed to align performance management, development of employees, diversity of employees, their compensation plan but the talent management remained unfixed which meant that the right people were not in their right place (Latham Ernst, 2008, pp. 181-198). This also inferred that there was job dissatisfaction, de-motivation and thus inefficiency. Moreover, since the compensation plan was not fully integrated, there was widespread de-motivation, as diversity was not being handled well. Lack of talent recognition plans also made her strategies unsuccessful. Perhaps her approach was not right. She failed to u nderstand her employees. As per Adam s Equity Theory, employees assess their input and output and compare their bonuses, compensation and rewards with their co-workers and the degree of comparative satisfaction that they get (Deresky, 2007). We will write a custom essay sample on Existing Environment and Human Resources Changes in Sonoco or any topic specifically for you Only $17.96 $11.86/page This again is seen in Sonoco s plan where the talent management is not being fully recognised with the result that the employees are not being rightfully compensated leading to inefficiency.

walden Current Trends in Accounting ACCT6140Standards Essay

Delineating Related Intel Pentium Accounting Research Questions Sami Mansour Walden University Current Trends in Accounting ACCT6140Standards May 17, 2015 Delineating Related Intel Pentium Accounting Research Questions Introduction The purpose of this paper is to define research questions (below) relating to Accounting for the Intel Pentium Chip Flaw (Hawkins, Miller Narayanan, 2009). The questions are as follows; (A3.1) If you were an accountant for Intel, what specifically would be the relevant accounting research question with respect to the Intel Pentium chip flaw? (A3.2) What constrains Intels decisions about how to account for the Pentium chip flaw? (A3.3) What do you need to know, estimate, and assume to answer the†¦show more content†¦They ignored to claim the default to avoid the financial effect The accounting constraint of materiality would indicate that this item could be recorded as an expense (more expedient) since it is not material enough to influence the decision of a reasonably prudent creditor or investor(Weygand, 2009). Intel is always constrained by agreements/ contracts with their lenders to pay from retained earnings. Dividend is usually distributed to the owners in term profits . Intel may be constrained by the requirements of other obligations of generally accepted accounting principles (GAAP). Estimations and Assumptions to the Research Question Accountants need to estimate the magnitude of the problem. Intel should use the management function such as planning, controlling and directing the solution toward the problem. It is a quantities analysis that needs measurement, facts, and common sense. The accountant always suggests mathematical models based on statistics such as confident level, mean, variance, and correlation ration R-square (Weygandt, 2009). Intel might consider contingent theory to estimate a certain event of error. It is probability of occurrence. The FAS 5; accounting for contingencies is defined as an existing event/situation or group/set of events involving some kind of uncertainty which may result in a gain or loss. This will be resolved when future circumstances/event fail to take place/occur. Resolution may result in loss of an asset (Financial

Post Positivist Approach Free Essays

Post positivist approach is a metatheoretical stance philosophically rooted in positivism. Whereas positivists believe in the existing reality apart from our own perception of it and the importance of empirical observation as well as rock-solid general laws, post positivists share some similarities with a softer, amended approach. Realist and the social constructionist are both taken as ontology by post positivist researchers in communication discipline. We will write a custom essay sample on Post Positivist Approach or any similar topic only for you Order Now That is, it can be true that post positivist researchers believe that there is an empirical, unchallengeable reality independent of our perceptions, but limitations like the complexity of the reality and the biases of researchers still exist which causes our incomplete understanding of the reality. Even though, by applying the mutiple measures and observation, post positivist believe researchers can enhance the objectivity and attain a more and more fully apprehended reality. At the same time, post positivists also have faith in multiple realities which can be constructed by social collectives through communicative interaction in relatively patterned ways and its effects should be regular and predictable which in turn reified social constructions. Thus, post positivists study regularities and patterns. Post positivist researchers in communication base their assumptions largely on the so-termed modified objectivist which holds to the notion that causal relationships for regularities observed in the social world is the center of the search for knowledge. Textbook, chpt3) Nevertheless, post positivists largely reject the value-free inquiry and the absolute authority of scientific method. Instead, post positivists believe that with careful and systematic operations as well as awareness of values, scholars can strive to be as unbiased as possible â€Å"by using controls and statistical tests, insisting on replication, and so forth. † (Textbook, chpt3) T herefore, post positivism does not equal to qualitative approach as many may assume. In fact, post positivists apply quantitative research methods largely to safeguard objectivity and to advance knowledge. Post positivist researchers consist that theories should try to reach beyond the observation level of individual events to attain the abstract quality with clear logical links to the empirical world. By operationally defining theoretical constructs, researchers can test the theoretical concepts with substitution of empirical indicators to verify or falsify the theory. Moreover, post positivists hold to the three interlinked functions of theories–explanation, prediction, and control. That is, theories should first of all explain behaviour in a causal relationship manner. In addition, theories should be able to predict future behaviour in a patterned way due to the abstraction of a certain phenomenon. At the end, good theories also provide information to control future events. Taking these functions into consideration, one can generate a set of criteria for evaluating and comparing theories from a post positivist stance. (* is explained at the end) I would like to explore more on the complex mental decision making processes involved in choosing to consume media (information-filtering-related theories) in this information age. I would imagine that selective exposure theory and active learner theory* would be two comparable choices to explain questions in this field and may provide reasonable predictions and relative control on future events. Selective exposure theory is accurate within its conceptual boundaries since many laboratory experiments have been conducted to test it so it is empirically testable. For example, in one study, when individual were placed in state of boredom, they selected arousing media messages and avoided relaxing fare to achieve an optimal level of arousal. ( Bryant, Zillmann, 1984). Selective exposure theory is consistent internally and externally because there is no contradictory propositions or widely held theories in the relevant domain. It is parsimonious because it mainly focuses on emotional states. However, because of this, researches have been conducted mostly upon mood management and selective exposure effects (first regulate emotion, then measure the media choice) which is not the real life situations. Thus, it is not in a very broad scope. In addition, in labs, participants only need to focus on limited choices but in the real world we face abundant media. In this case, selective exposure theory may have limited external validity. Nevertheless, this theory provide plausible explanations in media choosing and can somehow predict future behaviour (eg: people use media to alleviate boredom and other negative emotions) and also bring up future possible research questions (how about on positive mood other than negative?†¦ ). Therefore, in general, it is a better theory to choose other than the active learner theory because the latter one lack empirical tests and cannot rule out possible interventions. The active learner theory is a pseudo-theory I personally came up with rather than a really existing one. I can be totally/partially wrong or this can have been better explained by some mature theories. It is not even a theory but I still want to give it a try based on my understanding of this mental decision making process. I think the choice that one individual makes on media consumption can represent more than what it appears to be. It is not only a personal mood management process but also can involve social context and group judgment into it. As individual make choices, they can consciously or unconsciously go over the considerations of others’ feedback judgments and possible consequences aftermath. For example, if one has the instinctive drive to watch porn to maximize pleasure, before making the final decision, (s)he may consider the possible feedback from roommates or parents or friends who may see his/her behaviour, therefore quickly decide not to do so. People may gain this kind of thinking from previous learning from personal experience, peer talking or education. Or, imagine a group of girls surfing the Internet in the same room, one may want to log onto Angel and read some articles but others are more interested in gossip and entertainment. Even though this girl has her own laptop and can choose what she wants to read but she doesn’t want to be â€Å"distinct† or â€Å"nerdy† so she conforms. Thus, I name people as active learner, that is, we can quickly adjust our behaviour and adapt to situations around us through more complex mental procedures besides mood management process consciously and automatically. How to cite Post Positivist Approach, Papers

Collaborative Relations Employee Engagement -Myassignmenthelp.Com

Question: Discuss About The Collaborative Relations Employee Engagement? Answer: Introduction Human Resource Management (HRM) is a systematic way to prepare a strategy for the organizations employees so that they feel driven and motivated to achieve the targets for the organization (Jiang et al., 2012). The HRM plan is the document having the strategic planning, which the company is proposed to follow for few upcoming years so that the objectives can be achieved (Buller McEvoy, 2012). This assignment discusses about the organization the National Australia Bank and after prioritizing the human resource management related issues in the organization finalizes three programs for the HRM planning process. These programs are recruitment, career development and employee relations. This assignment will be discussing the strategic importance of the programs, its objectives and recommendations with respect to the National Australia Bank. Recruitment process Recruitment process is very crucial for any organization as hiring an honest and skilled employee can enhance the turnover of the company. The National Australia Bank is suffering from strategic failure and according to the higher authorities; their strategy growth by overseas acquisition has made their companies growth stagnant at one position only (The Conversation, 2016). Therefore, recruiting new employees for marketing and development positions can help the organization boost its growth. As the bank is now focused on the Australian market, therefore recruiting new employees will allow the authorities to open branches in remote and rural locations in Australia, which will help in the expansion of process (Chambers Tripple, 2012). Program objectives The aim of the recruitment program is to recruit candidates who fulfill the job competency requirement and are important for the company expansion in future. As the company has faced years of loss with respect to financial loss and human resource loss, the company should recruit candidates, who remain in the organization for at least 5 years so that the retention ratio can be improved (Buller McEvoy, 2012). The recruitment process should not be complex and the candidates should be selected depending on their skills and knowledge. The recruitment process should be completed within minimal cost and effort. Further, the recruitment process should involve fresher candidates as the company can utilize their fresh energy in the company expansion (Buller McEvoy, 2012). Recommendations As the organization is keen to expand their process and want to focus on the marketing and strategic planning departments the recruitment process should be divided into phases for these two sections of the organization. The organization should promote the recruitment process though print and social media and clearly put the information and required profile for the posts. This will help to spread the recruitment related news without any effort and people will be able to apply for the post through the company website (Jiang et al., 2012). The recruitment process should involve 10 to 20 candidates for each department as choosing one or two candidates from the pool of 20 efficient candidates becomes easier for the organization (Chambers Tripple, 2012). Career development plan After the failure of the companys foreign strategies for expansion, departure of some important and experienced employees has highlighted the companies need to introduce career development program for the rest of the experienced employees in the operating. Further, several employees have asked the management in written application to start career development program that will provide them an opportunity of promotion (Daley, 2012). This is important as the employees deserve the chance for equal progression and hence a transparent career development plan for the retained employees should be introduced in the organization. Furthermore, the career development program is not only beneficial for the employees of the National Australia Bank, but also for the organization as the company will be able to identify and retain the employees for the expansion and developmental process of organization (Elnaga Imran, 2013). Program objectives Introduce career development process for the employee skill enhancement and promotion program and should include tenured employees of the organization. The organization will hire supervisors who will assess the employee performance of the candidates, who are enrolled in the developmental process. The appraisal process will focus on three aspects of the enrolled employee, their work ability under pressure, their honestly and commitment towards organization and their ability to acquire new skills (Townsend, Wilkinson Burgess, 2014). The process will be able to convey the organizations commitment towards the staff career development. Staff who are involved in the marketing and development department will be enrolled in the appraisal and career development program, as their strategic planning will lead the organization to grow (Daley, 2012). Program recommendation The supervisors, assessing the candidate performances for appraisal process should be able to identify the talented staff for the appraisal process and should decide the criteria depending on the individuals ability to work under different roles and conditions. The organization should introduce a department namely career development counselling so that candidates who are unable to understand their career development goals can take help from the department to set up goals for their future professional life (Vaiman, Scullion Collings 2012). The organization should start discussing the needs and aspirations of the staff so that employees can assess their needs and requirements from the organization and the supervisors can convey the message to the higher authority (Elnaga Imran, 2013). Employee relations Employee relation is an important aspect for the growth and development of individual as well as organizational growth. The workplace where employees are able to maintain a healthy relation among each other is able to make decisions for the betterment of it. As the National Australia Bank wants to find its base in the Australian market again, it needs a team of employees who are able to share the work pressure among themselves and lead the organization to increase its productivity (Vaiman, Scullion Collings 2012). Furthermore, there are several decisions that need discussion with seniors and other fellow employees such as in the developmental and marketing department. Discussion led employees to understand different perspectives. Therefore, the HRM plan for the National Australia Bank should include employee relation enhancement plan (Anitha, 2014). Objectives of the program The first objective of this relationship enhancement program is to promote mutual trust among the employees so that the workplace environment becomes friendly and easy to work within. Secondly, arrange motivational and influencing sessions to improve the workplace environment (Ruck Welch, 2012). The organization will develop policies and norms according to which, helping newer employee will be mandatory for the experienced staffs so that a better relation can be created between fresher and experienced employees. The other aspect, which is employer employee relationship, should also be improved by introducing skill development, health beneficiary program, and retirement plans so that the harmonious relation between employer and employee can be retained (Townsend, Wilkinson Burgess, 2014). Program recommendations The organization should organize parties and dinners so that the staff can avail chances to know about each other and can improve a cordial relationship. The organization should organize sessions about the work and life balance and its importance. This will help the employees to trust upon the bank high authorities. The employers should organize sessions such as rewards and recognition and should facilitate employees, who perform their roles excellently and manage to help others in organization as well (Ruck Welch, 2012). The organization should focus on the communication development program within the employees. Arranging team meetings, departmental huddles so that the employees can share their doubts and concerns will enhance the organizations ability to combat adverse situations (Vaiman, Scullion Collings 2012). Conclusion The National Australia Bank is suffering from strategic failure and therefore the Human Resource department is responsible to find out strategies that will help in retention of the old and loyal employees. The HRM planning for this organization was focused on three aspects recruitment, employee relations and career development as these were the identified issues because of which, employees were leaving the organization. Therefore, the assignment provides detailed analysis of these aspects and provided recommendations to achieve it successfully. References Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance. International journal of productivity and performance management, 63(3), 308. Buller, P. F., economics, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), 43-56. Chambers, R. C., Trippel, E. A. (Eds.). (2012). Early life history and recruitment in fish populations (Vol. 21). Springer Science Business Media. Daley, D. M. (2012). Strategic human resources management. Public Personnel Management, 120-125. Elnaga, A., Imran, A. (2013). The effect of training on employee performance. European Journal of Business and Management, 5(4), 137-147. Jiang, K., Lepak, D. P., Hu, J., Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal, 55(6), 1264-1294. Ruck, K., Welch, M. (2012). Valuing internal communication; management and employee perspectives. Public Relations Review, 38(2), 294-302. The Conversation. (2016).National Australia Bank 30 years of strategy failure.The Conversation. Retrieved 8 February 2018, from https://theconversation.com/national-australia-bank-30-years-of-strategy-failure-55159 Townsend, K., Wilkinson, A., Burgess, J. (2014). Routes to partial success: Collaborative employment relations and employee engagement. The International Journal of Human Resource Management, 25(6), 915-930. Vaiman, V., Scullion, H., Collings, D. (2012). Talent management decision making. Management Decision, 50(5), 925-941