Business Research Methodology Social Media Platforms

Question: Discuss about the Business Research Methodologyfor Social Media Platforms. Answer: Introduction In past few decades, social media has emerged universal and most prominently for content sharing, social networking, as well as online accessing. Owing to its dependability, reliability and instantaneous characteristics, social media platforms such as Facebook open a broad place for Australian companies such as online marketing. (Kim, Angella J., and Eunju Ko. 2012) define this type of marketing which takes place through the social media as social media marketing. This contemporary marketing strategy has made possible for businesses to reach targeted customers with ease, efficiently and instantaneously. In addition to that, social media marketing has as well encountered quite a lot of challenges in the field and hence associated with some disadvantages. This literature review paper will elaborate on the usage of social media platforms in businesses particularly the concomitant advantages and disadvantages in the light of various theoretical works. Several materials are selected and c ritically examined to reveal the communalities/similarities, differences and conclusions drawn by different authors. Based on the discussion and analysis, the paper will later point out potential gaps in the literature provided by the arguers. In their work, SOCIAL MEDIA MARKETING: ADVANTAGES AND DISADVANTAGES,Nadaraja and Yazdanifard, discuss the concomitant merits and drawbacks associated with the widespread usage of social media in marketing. According to them, social media platforms such as Facebook have not only aided in cutting off business expenditures but also they have augmented social interactions, interactivity, target marketing, as well as enhancing customer service(Rubathee Nadaraja, Rashad Yazdanifard n.d). However, just as Arca hints, this upcoming trend in business has come along with some setbacks which have created complications and challenges for various business processes. Nadaraja and Yazdanifard point out several of such negative issues linked with the utilization of social media which include; time intensiveness, trust, privacy and security issue, negative feedbacks, and the propagation of User-Generated Content (UGC) through social media. The writers conclude that Social media networks can be instit uted at any place as long as there is an Internet connection, and it ought to be put into consideration by advertisers, marketers, as well as online content inventors as a rudimentary fragment of their communications since social media touches on all aspects of the Internet and transmutes the role played by the Internet in peoples lives. However, while doing so, it is imperative for the companies to recognize the disadvantages linked with the application of various social medial networks because they can function against the objectives of the business. Celine Arca, (2012), in her report Social Media Marketing benefits for businesses, just like Nadaraja and Yazdanifard discusses in depth the benefits and limitations of using social media in businesses such as restaurants. According to Arca, Social Media sites provide corporations, for example, Mac Donald Hundry Jack, with a great assortment of resources in regard to social media channels available, as well as the huge diversity of merits, such as product experience, and targeted traffic(Arca 2012). Nevertheless, application of social media platforms in businesses such as food manufacturing companies also demands for human efforts and sheer hard work, and it carries its own limitations and hazards before attaining noteworthy success. As opposed to (Kaur, Gurpreet 2016), Arca suggests that social media systems need to be scrutinized for efficiency before employing them in any business processes. Her conclusion is in line with Nadaraja and Yazdanifard who suggest that outcomes of the s ocial media in business strategy are supposed to be monitored and measured frequently in attempt to comprehend what works and what does not. Popova, in her work THE GOOD AND BAD OF SOCIAL NETWORKS tends to take a different line of argument. Unlike the preceding discussions by the authors, Dr. Diana Popova, discusses the impact of social networks like Facebook not only on businesses but also on the lives of individuals, and the society at large. According to Popova, The opportunities which social networks bring forward are viewed as both freedoms and limitations contingent to who and why utilizes them(Assoc. Prof. Dr. Diana Popova n.d) This point of argument is contrary to the conclusions made by Arca that these social media platforms, regardless of who uses them results to negative occurrences if they are bound to. However, just as Nadaraja and Yazdanifard suggests, Popova hints that the usage of social medial platforms cannot be denounced but instead their negative impacts should be minimized by identifying what works best and what does not. Jadoons line of thought seems to take a similar stance to that of Popova. According to him, social media platforms such as Facebook, Twitter, among others should not be viewed as causing changes in the companies but in the social order as well. He therefore, recommends that one should consider how safe and time saving a network is before investing so heavily on its usage within the corporation(Jadoon n.d.). He further supports Arcas point of argument that not always the case that social media contributes positive upshots in the life of a business, but sometimes comes along with some hazards which if not mitigated might lower the overall performance of its key metrics. Therefore, Jadoon emphasizes that businesses should be aware of the associated hazards versus the concomitant rewards. Nonetheless, contrary to the general outlooks of the other arguers, Jadoon concludes that businesses should be fully responsible for their own safety and they ought to strive to stand out of the crowd b y not doing things of the majority. On the other hand, Society for Human Resource Management (SHRM), in their article incepts their work by stating that the benefits associated with social networking networks such as Facebook and Twitter differ depending on platform type, its unique features and the corporation itself. SHRM line of reasoning tends to be more-inclusive and comprehensive than that of the preceding writers. For instance, they view the whole issue of social media and business as affected by both internal and external publics who make use of the sites such as the employees(Society for Human Resource Management (SHRM), 2012). For instance, they point out that workers might compromise the security of the company they are working with when using their social media platforms such as Facebook pages. As opposed to the conclusions put forward by majority of the writers selected for this paper, Society for Human Resource Management association culminates their article by saying that stakeholders, both external and internal should be guided with a policy which should not be violated for any reason whatsoever. Caruso, in his work also addresses the big question of the impacts of social media, but unlike the aforementioned works, he specifically discusses the in regard to a restaurant. Just as Popova says, the usage of social media cannot be denounced; rather a restaurateur should acquaint himself with the pros and cons of restaurant social media marketing(Caruso 2016). However, unlike Popova Caruso focuses more on the companys ability to wave away the drawbacks linked to social media platforms such as negative reviews and increased expenditures. Caruso also emphasizes on the point expressed by (Kwok, L. and Yu, B., 2013)that restaurants should opt for the social media platforms that suit the needs of the targeted consumers. He gives an example of a cafeteria whose main market is composed of teenagers and suggests that such a business may opt to use platforms such as Snapchat, Facebook or Instagram. Potential Gaps in the Literature Research gap according to (Kim, Paul, Shic, and Scassellati 2012)is a research problem or question which the author has not answered properly or at all in a particular field of study. This aspect is evident in our literature review as elaborated in this section of the paper. Despite the fact that Nadaraja and Yazdanifard touch on the issue of propagation of negative information by the unsatisfied customers via the social media, the writers underemphasize on this critical issue. They do not provide in depth explanation of the major causes of the occurrences and their impact on the success of the company and how they can be tamed. Customer forms the nerve center of any typical company in existence because every businessperson strives to attract and maintain a reliable customer base which the social media threatens to diminish. Therefore, this particular issue should have been accorded a deeper clarification in this work. Besides, Arca in her work provides the reader with a superficial explanation on the topic of measuring efficiency of any social media network. While it is clear that the efficacy of a social media site such as Facebook is critical, its efficiency is dictated by the need of the company as well as its capability to accomplish intended purpose. The writer fails to elaborate on the criteria to be followed while gauging the effectiveness of any given platform and this would be of paramount importance to any researcher investigating on the efficiency of social media platforms. Even though Popova tends to me more diverse in her work, she leaves a niche while attempting to explain the impact social media platforms such as Facebook and Twitter have on the social order and how they eventually influence the business. It is not clear in her report how the impacts of social media to individuals and society translate into a factor stimulating or hampering success of a business. Apparently, as emphasized by (Kaur, Gurpreet 2016) a slight influence on the wellbeing of the society eventually affects success of the business. Take for instance, the extensive usage of social media platforms such as Twitter and Facebook, where users from different parts of the world have been able to associate. These people meet online and in the process of interacting share critical ideas which can be refined into viable business opportunities. Top executives for big business conglomerates interact on the social media platforms and share views on how overall productivity of the business can be augmented. While it is true from Jadoons work that social media sites come along with some risks which when not properly mitigated can impact on the viability of the business, the author fails to expound on the steps one can follow while extenuating such hazards. It could have been important providing another researcher with a clear and vibrant procedure of dealing with several perils associated with the usage of the contemporary media platforms. This is so because the risks are the ones termed as disadvantages by majority of the arguers. Therefore, deducing a systematic risk alleviation procedure would help significantly in lowering the shortcomings of these sites. Conclusion This literature review paper has expounded on the advantages and disadvantages of social media on the current business operations. Views of different writers in this particular field have been analyzed to reveal their converging and diverging points, and from this, it is evident that more researches need to be conducted. These theoretical works have tried to identify the major advantages and disadvantages associated with the prevalent application of internet-facilitated sites. While they all reveal that the technology media have many advantages and disadvantages based on the modern firms, and many businesses still strive to find the right way to use it, they fail to provide the best course of actions of handling the drawbacks which sometimes might outdo the number of advantages. Bibliography Arca, C 2012, 'Social Media Marketing benefits for businesses', Why and how should every business create and develop its Social Media Sites?, p. 89. Assoc. Prof. Dr. Diana Popova n.d, 'the Good And Bad Of Social Networks', Social Networks Today. Caruso, F 2016, 'Advantages and disadvantages of Social Media Marketing for Restaurants', Home Digital Marketing Advantages and disadvantages of Social Media Marketing for Restaurants, 6 october 2016. Jadoon, RN, 'Advantages and Disadvantages of Social'. Kaur, Gurpreet 2016, 'Social Media Marketing', Asian Journal of Multidisciplinary Studies, vol no. 7 , p. 4. Kim, Angella J., and Eunju Ko. 2012, 'Do social media marketing activities enhance customer equity? An empirical study of luxury fashion brand', ournal of Business Research, vol 65, no. 10, pp. 1480-1486. Kim, Paul, Shic, and Scassellati 2012, 'Bridging the research gap: Making HRI useful to individuals with autism.'. Kwok, L. and Yu, B., 2013, 'Spreading social media messages on Facebook: An analysis of restaurant business-to-consumer communications.', Cornell Hospitality Quarterly, vol 54(1), , pp. 84-94. Rubathee Nadaraja, Rashad Yazdanifard n.d, 'social Media Marketing: Advantages And Disadvantages', Social Media Marketing, p. 10. Society for Human Resource Management (SHRM), 2012, 'Social Media: What are the advantages and disadvantages of social networking sites? What should we include in a policy?', 1 Jun 2012, viewed 4 June 2017, https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/socialnetworkingsitespolicy.aspx.

How Should Judges Be Appointed free essay sample

Firstly, a judge must be empathetic. When in a hearing, it is the judges’ role to make the final decision on the sentence of the criminal. When making this decision, a judge must be aware of the huge impact the duration of a sentencing can have on an individual as this is a life changing experience for not only the criminal but their family too. For this to happen, it can be argued that the judge needs to be able to relate to the person and truly understand the implications. Not all criminals after all truly bad and they vary in the extremity. Judges can not therefore simply be Oxbridge graduates who are well respected in a small circle, as many of these people live a completely different lifestyle and may find it hard to relate to a working class criminal. That being said it would be unreasonable to assume that different classes in society cannot relate to each other nor that criminals are always of working class. We will write a custom essay sample on How Should Judges Be Appointed? or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page However the matter of the fact is, the majority are and it is in most cases rather difficult to relate. Secondly, a judge must be open minded. They must not hold prejudice and must be aware of the societal issues in their nation, regardless of whether they affect them or not. For example, in 2008 the credit crunch hit the Uk causing low consumer confidence and a general depression across the country and indeed a lack of hope for the future. Although the economic issue was and still is major, it may have had little impact on those who are generally made judges. So for instance when the issue came about of a single mum trying to commit ford, it would be almost immoral to look at the criminal as a vandal simply trying to cheat an insurance company. For this reason relatability must be present in a judge and they can not be too isolated from the general public of the nation. Discrimination in the court room is in theory prohibited however in practice it is very much visible. Studies have shown that decisions made in court are dependent upon the experiences and backgrounds of both the jury members and of the judge. In ideal world, decisions would be made without bias however this is unrealistic and will probably be an idea that will never come into existence. It is impossible for a person to change their background or indeed to have a multiple backgrounds, therefore creating a huge difficulty in this argument. How can one truly measure a persons prejudice or bias? It is easy to stick to the common stereotype and say how do we know that white upper class judges won’t discretely discriminate against ethnic minority criminal? However the same can be said for an Indian judge towards a polish criminal or a Jewish judge towards a Muslim criminal. This therefore raises the question, is there really any way of appointing judges other than their education? To surmise, it is evident that ideally, judges would be appointed through some test of moral grounding and ability to empathise however this argument assumes that it is easy and possible to measure this. This is not the case and therefore it would seem that in reality the only way to appoint judges is indeed based on their education and it cannot be helped if graduates from well-respected institutions are rarely from an ethnic minority. The reason for this is a different investigation entirely.

Influence of Policy Borrowing on a Nations Policies and Practises

Introduction Human Resource Management (HRM) is a function in an organization that centres on management, recruitment and offering guidelines to the workers in organization. It encompasses issues related to the workers such as recompensation, employment, performance management, corporate development, security, wellness, communication, employee training and inspiration (Pudelko Harzing, 2008).Advertising We will write a custom research paper sample on Influence of Policy Borrowing on a Nations Policies and Practises specifically for you for only $16.05 $11/page Learn More It is a comprehensive approach to controlling workers, the environment and the culture of the work place.  Human Resource Development (HRD) is defined as a systematized learning experience imparted by employers within a specific period of time.It leads to individual growth and performance improvement. It is exemplified as planned rather than operational and concentrates on the organiza tion rather than on the persons involved. It is long term, cultural and is centered on change rather than conservation (Myloni, Harzing Mirza, 2007).  Policy transfer and borrowing refers to the adoption of policies, systems, activities and any other physical artefacts from one nation to another. It is thus the procedure through which policies diffuse within and across nations (Dicken, 1998). It is usually understood as a planned learning process. It is voluntary though at the same time it can be coercive.  One of the most significant practices in international business is the transfer of policies and practices all through the distinct national businesses. International transfer of these policies is a particularly complex process and is connected to the necessity of the transfer among international areas having distinct features. It is very important to consider the fact that the practices come from a very unique institutional environment and are later integrated into a totally different domain. The transfer of human resource practices and policies is divided into five sub phases. These include configuration, decision-making, cooperation, execution and internalization (Myloni, Harzing Mirza, 2004). The U.S Multi national corporations are among the most highly centralized nations that actively participate in transferring HR practices and policies to their subordinates. They do this in a highly homogenized and formalized manner (Pudelko Harzing, 2007). However, the execution of U.S. HRM and HRD practices and policies is not a blanket procedure. Managers in the subordinate nations do reject the transfer of several policies. Globalization has created a forward motion to the borrowing of policies and transfer amongst nations. This is due to the increasing changes taking place all through the world. These have their foundation in the ever increasing internationalism of businesses, production and investment together with improvements in technology. The success of policy borrowing and transfer as well as the transfer of training practices is affected by obstacles occurring at a societal level.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Although policy transfer and borrowing may be beneficial, it often depends on broader changes and strategic needs. Policy borrowing and transfer encourages innovation and enhances collaboration between the involved nations.  Analytical abstraction is an important aspect of successful policy borrowing or transfer and is in proportion to the level of institutional and contextual distinctions. Power and consensus is also an important issue. Partners in one nation are free to reject the practices of other partners. Policy transfer also needs to be understood in terms of the degree at which it occurs and the level to which the chief actors influence it. Policy borrowing and transfer may occur between two advanced states or between a highly developed and a less developed nation. However, highly developed nations may hinder transfer of practices to other nations to what they term as their key competencies and congregate to best practices in other fields. This paper will discuss the extent to which UK’s HRM and HRD policy and practices have been influenced by policy borrowing and transfer. Discussion Human Resource Management (HRM) and Human Resource Development (HRD) in the UK are in a state of change. This has been called for by the key changes in the workplace and in the nation itself. Work is becoming more concentrated on people’s knowledge and also more automatic. Workers are becoming more flexible and persistent that their jobs be motivating and satisfying while providing room for personal growth (Hurst, 1975). Competitive strains to do more work with fewer employees have become almost unanimous for all the organizations in the nation. This nation has therefore mad e efforts to bring into line their HRM and HRD systems with the work place. The prominent argument against this movement has been the idea of flexibility. This has made it possible for individual workers and agencies to less focus on a unified HRM management system and to focus more on the development of HRM policies and practices. The shift towards flexibility has revealed itself through a number of ways. This majorly comprises the country’s effort to make use of policies and practices from the more developed nations.  As UK searches for models for more accommodating and responsive human resource management including HRM and HRD policy and practices, interest has increased in policy borrowing and transfer from organizations operating outside its federal regulatory systems.Advertising We will write a custom research paper sample on Influence of Policy Borrowing on a Nations Policies and Practises specifically for you for only $16.05 $11/page Lear n More Policy borrowing and transfer in this nation has increased flexibility in overall human resource management and development and has enabled decentralization of HRM accountability to improve management responsibility.  One of the key questions in policy borrowing in the UK is the degree to which the employees act and behave against the extent to which their activities bear. A resemblance to those of developed and advanced nations or other international standards.HRM and HRD strategies are therefore evolving from being a simple support function in organizations to being of strategic importance.HRM policies and practices have become critical. Through policy transfer, this acts as instruments for coordination and management of global operations. Policy Transfer and Staffing In the UK, policy borrowing has affected staffing. Staffing processes in this nation have by tradition been recognized as time consuming and requiring manual labour. Few requirements are involved while hir ing employees. However, through policy borrowing, the subject of staffing in this nation has completely changed and trained officials are selected to participate in the hiring process. Organisations now need employees who are modern and technology driven (Johanson, 1977). Ways of advertising jobs have also changed with most organizations now using the internet. Targeted advertising is more commonly used so as to get a diverse employee pool. Management accountability for staffing decisions is in this nation are now well defined in the rank-in-person system where an employee is classified according to the achievements he has brought to the organisation. Automated systems adopted from other nations are used in recruitment. Policy Transfer and Culture A major issue for policy borrowing and transfer in the UK is the effect of national cultures on HRM and HRD policies and practices in the state. This is important to management for political, sociological and psychological reasons. Nations are political elements, embedded in history each having its own institutions. Different nations differ both formally and informally (Hofstede, 1980). Sociological issues involved in management involve the fact that nationality has a representative value to citizens since it is from it where they derive their identity. Peoples’ thinking is to a certain extent conditioned by cultural factors. This is as a result of initial life experiences in one nation which may not be the same from border to border. Policy transfer and borrowing shifts human resources away from their traditional ways of carrying out their activities. It involves moving away from customary personnel, management and transaction roles which are progressively outsourced. Through policy transfer, HRM increases the usefulness of strategic employee utilization. Employee programs thus influence the organization in a perceptible way (Trompenaars, 1993).Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Despite the fact that current research has sought to make clear the connection between organizational structure and culture, culture nonetheless is considered as a significant determining aspect following the failure of many. Human Resource Management and Human Resource Development transfer practices from nation to nation. On the contrary, most research considers culture as the paramount factor in determining HRM and HRD practices. A comparable research stream has also emphasized on the significance of institutional and structural differences (Hofstede, 1993). Workforce Development UK’s HRM and HRD policy and practices have been influenced by policy borrowing through workforce development. The employees are educated and trained for better corporation and employee performance (Todd, 1995). They are prepared for the larger demands of a highly technical and intelligent based workplace. The employee education and training in this case involves relating training more directly to t he needs of the organization. It also involves generating organizational education centers to increase employee and organizational capacities for the future. Workforce development through training and employee education is thus as a result of borrowing policies from advanced nations such as the US. The natives who are the employees in the UK have thus to be taught on this new policies. Training Policy borrowing and transfer affects UK’s HRM and HRD policies and practices through training. It influences how this is conducted both among nations and within the organization. It also affects the criteria through which workers are employed in an organization in the nation.  Workers have to get used to learning from other peoples experiences even when situations might make the transfer of real practices easier said than done (Ashton, Green, James and Sung, 1999). For instance, sometimes it may not be easy to pass on training practices without adaptations that are all embracing. It may also not be possible to apply the principles upon which the capabilities of doing certain activities were based. Policy borrowing constitutes a key constraint when the nations involved are executing global strategies due to the different institutional and cultural structures. Policy transfer/ borrowing influences Continuing Vocational/ Occupational Training in the UK. The cross way transfer of training policies and practices in national systems has developed along the growing globalization of the economy of the world (Ashton and Turbin, 1995). Currently, high and less developed economies have cooperated with the objective of seeking to learn what they consider as more resourceful and successful practices of other nations. This has been stimulated by the well understood link between ventures in Education Technology and financial expansion and success.  Policy borrowing in this case has been taken to mean the maintenance of economic supremacy. Less advanced nations have sought through the intercession of supranational powers and agencies For instance the World Bank to introduce policies and practices hence imitating the Education and Training systems of highly developed nations. This has hastened the economic development of this nation. The simulation of a specific training practice, the extensive importation of a training technique and transfer has led to the growth of training systems of nations. This has become a focal point for policy makers and practitioners in Human Resource development working with the Education and Training arena (Turbin, 1995). Research Proliferation The significance of policy borrowing and transfer is demonstrated by research increase on the skills acquirement systems of prosperous economies. For instance, copying of the Japanese Human Resource Management systems by the UK demonstrates how the growth of an economy is connected to the skill attainment systems. Current efforts to classify national techniques of educational and voc ational training could be associated with the need of a policy to recognize victorious strategies for labour training and development. Indeed, research in the domains of education, transfer of technology and human resource management should guide people to be careful on the effects of the transmission of training practices. Relatively, education provides a rich source of studies on the introduction of Education and Training programmes and policies in the UK. Effect of Technology Transfer Explorations in technology transfer have centered on the power relations implications within the process of transferring or borrowing policies. It also cautions on the principal dependency that technology transfer can produce to the economy.  Human Resource Management and Human Resource Development have offered UK with a growing literature on the difficulties associated with the transfer of management and training activities. Technology transfer as a policy has changed the HRM and HRD policies and practices in the UK. The organizations in this nation rely more on technology with little or completely no reliance on man power. The incorporation of policies related to technology has thus completely changed the policies and practices related to the management of human resources in this nation. Employee Information Acquisition Since policy transfer is basically about learning, forms of information acquisition is an important aspect in the UK. There is increased use of the communications through the internet due to the fact that policy transfer occurs at a very fast rate due to sufficient global communication. HRM and HRD policies and practices did not in the past involve use of the internet but involved just learning organizational developments by watching how other organizations undertook their organizational activities. Through policy transfer, organizations learn how to apply policies used in other countries by reading pieces of information from the internet. This has thus cha nged the way employees acquire information concerning the adoption of new policies (Phillips, 1992). Attraction and retainance of employee talents Policy borrowing and transfer has affected HRM and HRD policies through the attraction and retainance of employee talents. Policy borrowing and transfer in this case helps an organization to cope with competitive markets globally. Nations that do not adopt policy borrowing and transfer may find themselves in awful consequences since their competitors may outshine them in the tactical deployment of human resources. Due to the local and global increase of competition, organizations need to become more flexible, strong, and lively and customer focused so as to be successful. This can only be achieved through policy borrowing and transfer. Management of Work place diversity Policy transfer and borrowing enhances work place diversity. This is a change in terms of human resource management. It promotes the diversity of values, confidence and et hics between workers. Different workers are taught on different ways of doing things. The future achievements in any organization depend on its capacity to manage a varied body of talents that can yield inventive ideas and perceptions to the organization. Policy borrowing turns the difficulties involved in an organization due to specialization into strategic organizational advantages.  Policy borrowing and transfer allows for the combination of skills adopted from different cultural backgrounds, sexes, ages and ways of living hence enabling UK organizations to react to business opportunities more promptly and creatively particularly in the international arena. Diversity cannot however be classified easily and organizations need to react to this by gauging the talents of a wide work force. Employee participation in Production HRM and HRD policy and practices in the UK have been influenced by policy borrowing through enabling the employees to participate in the production process mo re efficiently and successfully. The employees through policy transfer learn new and better ways of carrying out things and this leads to the achievement of the corporations goals and objectives. Through policy borrowing all employees are given equal chances to participate in the production process which is almost relative to their managers. Classification and compensation Policy borrowing and transfer has altered the HRM and HRD policies and practices in the UK. It has led to an adaptable, competitive and sufficient classification and compensation techniques in the work environment. This has provided the organization with the capability to congregate competitive needs and to move from superiority based pay systems to those based on performance. The organizations are also able to use pay systems that are more flexible and those that fit their exceptional surroundings and organizational wants. Copying classification and compensation systems in an organization is simpler than when the organization has to establish its own systems. Performance Management Policy borrowing has influenced performance management in this nation. Policy borrowing has given organizations in this nation the capability to devise performance appraisal and remuneration systems that accommodate the needs of the employees. There is widespread use of performance factors in determining the employees pay in companies which have adopted policies from other countries. Traditional approaches to performance management are no longer used and the performance management criteria used is connected to organizational goals. Increases to pay are related to employee performance. Monetary awards and non-monetary recognition systems Policy borrowing and transfer has laid strong emphasis on monetary and non monetary awards. This involves adoption of programs such as individual and group recognition techniques and commodity awards. Such practices are borrowed from other nations to enable proper organizational m anagement. Benefits and family friendly policies This is another example of a human resource management and development practice that is as a result of policy borrowing. Benefits offered to the employees include insurance both life and health, leaves both sick and annual and retirement benefits. Family friendly policies which arise as a result of policy borrowing and transfer include a right of entry to fitness centers in the organization, provision of facilities for child care and care for the elders, financial backing in relation to transportation and provision of health screenings. Employee Protections and Labour Relations Policy borrowing and transfer enables companies to be protected from unnecessary political influence and random, unpredictable and discriminatory management actions. The employees through policy transfer are protected from any harm that may affect them while undertaking their activities. The nations from which the organization has adopted its organizational pol icies from may be in a status to compensate for any harm which takes place during the policy execution. Labour relations are also promoted during policy adoption. Employees Oversight and Accountability Policy borrowing and transfer has influenced UK’s HRM and HRD policy and practices. It has influenced UK’s employees by increasing their adaptability to oversight and accountability. The managers need to ensure that the employees are accountable for any activities in the organization. The employees should adhere to the HRM and HRD policies and practices and all the other organizational values. The managers should be HRM accountable in the sense that they should show that they are making effective use of the borrowed policies to manage the human resources. The employees should have an overall HRM and HRD external oversight of all the programmes in the organisation.HRM and HRD representatives in this nation should constantly evaluate management practices under delegated HR M authority. This has caused a change in UKs HRM and HRD policies and practices since both the managers and employees have the responsibility for managing their human resources. Effect on Recruitment Policy borrowing has influenced UK’s HRM and HRD policies and practices by ensuring that recruitment of new employees is done in such a way that it is from individuals with the necessary qualifications (Jeremy, 1999). This is done in an endeavour to obtain a work force from all sections of the society. Selection and promotion is exclusively determined based on relative capability, knowledge and talents. Adaptability of productive organizations Policy borrowing has made it possible for organizations to increase their productivity. The organizations that adapt fast to new policies borrowed from other nations are able to be successful in production (Martin and Beaumont, 1999). The ability of workers to move from one job to another Policy borrowing and transfer has changed the HRM an d HRD policies and practices in the UK. It has increased the rate at which employees move from one job to another. Through learning, the employees learn new ways of doing things. Once the employees get used to this new ways, then they are reallocated new jobs in that organization depending on what duties they can perform better. Human Resource Management and Development Practices in the UK as a result of Policy Transfer and Borrowing. All organizations in the UK have integrated merit and system principles. In the past before UK adopted the principle of policy borrowing and transfer, there were no differences in the way staff were recruited in the organization whether specialized or not. However as a result of policy transfer, this practice has completely changed. High staffing flexibilities are the key factors in this nation’s organizations. Currently, in UK’s organizations, there is high reliability on automation and simple HRM systems and practices are widely ignored .  In the past before the adoption of policy borrowing and transfer in this nation, more duties were delegated to the managers as compared to the other workers so as to reduce the amount of time required in production and also to lower resource requirements. However, through policy transfer, the nation has learned the importance of incorporating all the employees in the production process. This has changed the nation’s organizational policies and practices in relation to the allegation of duties. HRM and HRD policies and practices in the UK were in the past incorporated into the organizations internal responsibility. Through policy borrowing, this has become a part of an external HRM authority. Policy borrowing serves as a base for these organizations as they continue seeking for other ways of enhancing their HRM systems and services. Through policy borrowing and transfer, UK has moved to compensations that are market based and it now pays its employees based on performance . In this case, pay systems are linked to the achievement of organizational goals.  Policy borrowing has led to the introduction of organizations particular benefits package in the UK. This concerns issues related to retreats, health and life insurances of the employees in an organization. Before UK adopted policy borrowing, there was very low focus on employee development. Minimal attempts were establish to guarantee that the workers were in a position to suit organizational needs. This has however changed with time and managers have become highly concerned with their employees competent abilities. There were very little concerns on employee protection with greater concentrations on internal consultation procedures, negotiation and processes of peer review (McCaughey and De Cieri,1999). It is therefore clear that several organizations in the UK have adopted policy borrowing so as to currently strive with the ever changing business environment. Competitive markets in this nation a re thus renovating themselves to be able to deal with these challenges through the adoption of better HRM and HRD systems. Policy borrowing has led to an integrated human resource management system change in the UK. Most organizations in this nation have realized that a well built and integrated human resource management system is very important so as to achieve the mission accomplishments successfully. Changes have been made concerning all the functional areas of human resource management and development. Organizations have thus redesigned their overall HRM and HRD systems. Policy borrowing has affected the HRM and HRD development through enabling nationalization of human resources. It has reduced the problems of demographic unevenness which originates from a high proportion of emigrants in the region. Policy borrowing has also reduced the difficulties involved in public and private sector employment. Human Resource Management and Development Policies in the UK as a result of Polic y Transfer and Borrowing All workers and employment applicants have the right to receive just and reasonable treatment in all features of personnel management. There should be no issues of political differences, race, gender, religion, nationality, marital status, disability or age. The employee constitutional rights and confidentiality should be properly regarded (Raffe and Rumberger, 1992). Equal payments should be offered for works of equal value and suitable incentives should be provided for performance excellences. All employees are expected to maintain high levels of integrity, behaviour and show concern for issues concerning public interest. The UK workforce should be used sufficiently and successfully. Employees should be retained depending on their performance adequacies. Derisory performance should be rectified. Employees are supposed to be provided with efficient education and training especially in situations where such could lead to better organizational and personal pe rformance. Conclusion The transfer and borrowing of policies from one nation to another is also known as cultural borrowing. However, apart from the advantages resulting from this adoption, it is also associated with some great difficulties. Lack of understanding of the situation of the institution may lead to unsuitable policy borrowing and transfer with destructive consequences. Research studies have warned nations against this policy borrowing though developing nations still have an acceptance that there is still a lot to learn from developed nations (Rhodes, 1997).  It is therefore clear that with the absence or presence of success in these fields, policy transfers will always continue. In occasions where policy transfer occurs and generates some success, it normally undergoes a process of adaptation and execution. This involves tailoring the primary principles to the receiving organization, examination of the process and appropriate interceding. The organizational environment should be in such a way that it broadly enhances diversity which comes together with policy borrowing.  Organizations that have gotten engaged in policy borrowing and transfer involve their staff in research and execution of better HRM policies and practices. However, the acquisition of new HRM and HRD systems and practices can be complicated and hazardous. Cultural, organizational and institutional factors influence the transfer of HRM and HRD practices across nations (Powell, 1999). References Ashton, D. and Turbin, J. (1995). The Transfer of Training: The Reform of Vocational Education and Training in Singapore. London: Tavistock Institute. Ashton, D.N., Green, F., James, D. and Sung, J. (1999). Education and Training for Development in East Asia: The Political Economy of Skill Formation in Newly Industrialized Economies, London: Routledge. Dicken, P. (1998). Global Shift: Transforming the World Economy. London: Paul Chapman Publishing Ltd. Hofstede, G (1993). The cultural Rel ativity of Organizational Practices and Theories. Oxford University Press. Hofstede, G. (1980). Culture’s Consequences: International Differences in Work Related Values. Beverly Hills, CA: Sage Hurst, P. (1975). Three Criteria for the Selection Stage of the Transfer of Educational Innovation, Comparative Education, 11, 63–71. Jeremy, D.J (1999). The Transfer of International Technology. Cheltenham: Edward Elgar. Johanson, J. (1977). Journal of International Business Studies 14 (2); 75-78 Martin, G. and Beaumont, P. (1999), ‘Co-ordination and Control of Human Resource Management. The International Journal of Human Resource Management, 10, 21–42. McCaughey, S.L. and De Cieri, H. (1999). Reassessment of Convergence and Divergent Dynamics: Implications for International HRM. The International Journal of Human Resource Management, 10, 235–50. Myloni, B. Harzing, A.W. Mirza, H.R. (2007). The effect of organizational factors on the transfer of human resou rce management practices. The International Journal of Human Resource Management, 18 (12), 20-74. Myloni, B. Harzing, A.W. Mirza, H.R. (2004). Human Resource Management in Greece: Have the colours of culture faded away? International Journal of Cross Cultural Management, 4(1) 59-76. Phillips, D. (1992). Borrowing Educational Policy’ Something Borrowed Something Blue? A Study of the Thatcher Government’s Appropriation of American Education and Training Policy, 2, 49–57. Powell, M. (1999). An Analysis of Policy Implementation in the Third World Hampshire: Ash gate Publishing Ltd. Pudelko, M. Harzing, A.W. (2007). How European is Management in Europe? An Analysis of Past, Present and Future Management Practices in Europe. European Journal of International Management, 1(3), 206-224 Pudelko, M. Harzing, A.W. (2008). Human Resource Management and Japan. Kobe University; Kobe. Raffe, D. and Rumberger, R. (1992). Education and Training for 16–18 Year Olds in t he UK and the US’, Something Borrowed Something Blue? A Study of the Thatcher Government’s Appropriation of American Education and Training Policy, 2, 135–9. Rhodes, M. (1997), Globalisation, Labour Markets and Welfare States: A Future of Competitive Corporatism? Florence: European University Institute Todd, J. (1995), Colonial Technology: Science and the Transfer of Innovation to Australia Cambridge: Cambridge University Press Trompenaars, F. (1993). Riding the Waves of Culture: Understanding Cultural Diversity in Business London: Nicholas Brearley Publishing. Turbin, J. (1995). Report on the Research Action on Transferability of Training and Learning London: Tavistock Institute This research paper on Influence of Policy Borrowing on a Nations Policies and Practises was written and submitted by user Lauren O. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Short Essay Example

Short Essay Example Short Essay – Article Example Task: Short essay Philosophy is a dynamic discipline that studies almost everything that surrounds us. The discipline relies extensively on logic in making conclusions. This discipline applies logic, critical evaluation and rational in evaluating problems. Therefore, the programme designed by the faculty should aim at enhancing the ability of the students to apply logic, evaluate critically and apply rational in resolving problems. However, the programme that the lecturer is utilizing seems to concentrate on reading philosophical material. The above program will ensure that students have adequate knowledge in philosophy. Nonetheless, appropriate skills should accompany the knowledge thus; helping the students utilize the readings made. The lesson plan reveals that the tutor has apportioned excessive time for class readings. The professor can enhance the students’ skills by facilitating discussions during class. Such discussions will provide the professor with a chance to evalu ate students’ understanding of the readings. Additionally, discussions will make the students active partakers in the class readings. Reading has rendered most students as passive partakers in the class thus; limiting their understanding of the readings. Therefore, allocating discussion substantial time will enable students to apply logic, rationale and make critical evaluation of problems in philosophy. The above changes will work since it deviates from the current plan by allowing the students to exhibit their skill hence; enabling the professor to understand students’ weaknesses and make appropriate adjustments. Reducing time allocated to reading will eliminate boredom in the class. Eliminating boredom by holding discussions will boost the students’ understanding of the discipline by allowing them to participate actively in the lesson (Arthur, 38).Work citedArthur, John. Studying Philosophy. Upper Saddle River, NJ: Pearson prentice hall publishers, 2003. Prin t.

Role of the White House Press Corps in American Democracy

Role of the White House Press Corps in American Democracy The White House press corps is a group of about 250 journalists whose job is to write about, broadcast and photograph the activities and policy decisions made by the  president of the United States and his administration. The White House press corps is comprised of  print and digital reporters, radio and television journalists, and photographers and videographers employed by competing  news organizations.   What makes the journalists  in the White House press corps unique among political beat reporters is their physical proximity to the president of the United States, the most powerful elected official in the free world, and his administration. Members of the White House press corps travel with the president and are hired to follow his every move.   The job of White House correspondent is considered to be among the most prestigious positions in political journalism because, as one writer put it, they work in a town where proximity to power is everything, where grown men and women would forsake a football field size suite of offices in the Eisenhower Executive Office Building for a shared cubicle in a bullpen in the West Wing. The First White House Correspondents The first journalist considered to be a White House correspondent was William â€Å"Fatty† Price, who was trying out for a job at the Washington Evening Star. Price, whose 300-pound frame earned him the nickname, was directed to go to the White House to find a story in President Grover Cleveland’s administration in 1896. Price made a habit of stationing himself outside the North Portico, where White House visitors couldn’t escape his questions. Price got the job and used the material he gathered to write a column called â€Å"At the White House.† Other newspapers took notice, according to W. Dale Nelson, a former Associated Press reporter and author of â€Å"Who Speaks For the President?: The White House Press Secretary from Cleveland to Clinton.† Wrote Nelson: â€Å"Competitors quickly caught on, and the White House became a news beat.† The first reporters in the White House press corps worked sources from the outside in, loitering on the White House grounds.  But they insinuated themselves into the presidents residence in the early 1900s, working over a single table in President Theodore Roosevelts White House. In a 1996 report,  The White House Beat at the Century Mark, Martha Joynt Kumar wrote for Towson State University and The Center for Political Leadership and Participation at the University of Maryland: The table was perched outside of the office of the Presidents secretary, who briefed reporters on a daily basis. With their own observed territory, reporters established a property claim in the White House. From that point forward, reporters had space they could call their own. The value of their space is found in its propinquity to the President and to his Private Secretary. They were outside the Private Secretarys office and a short walk down the hall from where the President had his office. Members of the White House press corps eventually won their own press room in the White House. They occupy a space in the West Wing to this day and are organized in the White House Correspondents Association.   Why Correspondents Get to Work in the White House There are three key developments that made journalists a permanent presence in the White House, according to Kumar. They are: The precedents set in coverage of specific events including the death of President James Garfield  and as the constant presence of reporters on presidential trips. Presidents and their White House staffs got used to having reporters hanging around and, finally, let them have some inside work space, she wrote.Developments in the news business. News organizations gradually came to view the President and his White House as subjects of continuing interest to their readers, Kumar wrote.Heightened public awareness of presidential power as a force in our national political system. The public developed an interest in presidents at a time when the chief executive was called upon to provide direction in domestic and foreign policy on a more routine basis than had previously been the case, Kumar wrote.   The journalists assigned to cover the president are stationed in a dedicated â€Å"press room† located in the West Wing of the president’s residence. The journalists meet almost daily with the president’s press secretary in the James S. Brady Briefing Room, which is named for the press secretary to President Ronald Reagan. Role in Democracy The journalists who made up the White House press corps in its early years had far more access to the president than the reporters of today. In the early 1900s, it was not uncommon for news reporters to gather around the desk of the president and ask questions in rapid-fire succession. The sessions were unscripted and unrehearsed, and therefore often yielded actual news. Those journalists provided an objective, unvarnished first draft of history and an up-close account of the presidents every move. Reporters working in the White House today have far less access to the president and his administration and are presented with little information by the presidents press secretary. Daily exchanges between the president and reporters - once a staple of the beat - have almost been eliminated, the Columbia Journalism Review reported in 2016. Veteran investigative reporter Seymour Hersh told the publication: â€Å"I’ve never seen the White House press corps so weak. It looks like they are all angling for invitations to a White House dinner.† Indeed, the prestige of the White House press corps has been diminished over the decades, its reporters seen as accepting spoonfed information. This is an unfair assessment; modern presidents have worked to obstruct journalists from gathering information. Relationship With the President The criticism that members of the White House press corps are too cozy with the president is not a new one; it most surfaces under Democratic administrations because members of the media are often seen as being liberal. That the White House Correspondents Association holds an annual dinner attended by U.S. presidents does not help matters.   Still, the relationship between almost every modern president and the White House press corps has been rocky. The stories of intimidation perpetrated by presidential administrations on journalists are legendary - from Richard Nixons ban on reporters who wrote unflattering stories about him, to Barack Obamas crackdown on leaks and threats on reporters who didnt cooperate, to George W. Bushs statement that the media claim they didnt represent America and his use of executive privilege to hide information from the press.   Even Donald Trump has threatened to kick reporters out of the press room, at the beginning of his term. His administration considered the media â€Å"the opposition party. To date, no president has tossed the press out of the White House, perhaps out of deference to the age-old strategy of keeping friends close - and perceived enemies closer. More Reading The Fascinating History of the White House Press Room: Town CountryThe President, the Press and Proximity: White House Historical AssociationThe Press Has Always Been a Guest in the President’s Home: LongreadsHistory of the White House Correspondents’ Association: White House Correspondents’ AssociationThe White House Beat at the Century Mark:  Martha Joynt KumarDo We Need a White House Press Corps?: Columbia Journalism Review

Social Engineering ( Examining the latest scams) Essay

Social Engineering ( Examining the latest scams) - Essay Example They may be known as the authorized worker by having a number of types of urgent problem; social engineers frequently depend on the usual concern of people and on their faults. Appeal to egotism, request to power, and outdated questioning are classic social engineering methods (TechTarget, 2009; Allen, 2006). The concept of social engineering is the use of getting secret information through handling of legal users. A social engineer will usually utilize the Internet or phone to scam someone into disclosing secretes data as well as information or else acquiring them to perform any thing that is not lawful or against the normal rules. Through this technique, social engineers make use of the standard propensity of a person to keep faith on his or her word, relatively than making use of computer safety gaps. In addition, it is normally established on that â€Å"clients are the fragile link† in safety as well as this standard is what formulates social engineering practicable (TechT arget, 2009; Allen, 2006). This paper presents a comprehensive analysis of the idea of social engineering. In this scenario this research is aimed to assess some of the main web based scams those make security much harder to manage in proficient manner. This research is aimed to assess some of the prime and recent scams regarding social engineering paradigm. This paper will also assess main attacking areas along with possible counter techniques to secure the social engineering attacks. Social engineering is fundamentally the technique of taking admittance to the systems, networks, buildings or else data by making use of the human mental characteristics, before breaching in or in other words making use of the practical hacking methods. For instance, in place of attempting to find out software flaw, a social engineer might call a worker plus pretense like an IT support person, attempting to deceive the worker into

Personal statement Essay Example | Topics and Well Written Essays - 500 words - 13

Personal statement - Essay Example The second main attribute that grasped my attention, was the association of this school to moral and religious values. The values of this school, J-CHIEFS, hold every possible element that a human needs to flourish in a career like pharmacy, which requires brilliance in order to serve mankind. I feel it is the spiritual aspect incorporated in the curriculum of this establishment, which is makes it stand out from all other pharmacy institutions. For me, it is not just strict pharmaceutical education that I would like to learn about, but also the fundamentals a human need to make him kind and modest. Besides the religious portion, the excellence in teaching pharmacy provided here will help me develop into the pharmacist I dream to be. Being a nurse, every single day I deal with people who have injuries, which sometimes can be cured and are sometimes disabling for life. No matter how much property, finances or education you have, sometimes it is just one miracle that saves your life. When no medicine or cure is available for a disease or condition, it is our prayers and faith that help so many among us to survive. Being in a medical care profession, I have seen people, with all the privileges in the world, dying in a single instant. On the other hand, I’ve witnessed many survive miraculously; in that very miracle, I have seen a glimpse of God, and no doubt it has been one of the most moving experiences of my life. And it is with that spirit and emotion in my mind and heart that I’ve chosen Pharmacy through which I can be a part of this miracle; I can save a life. Working in the profession of nursing, I developed a sense of wanting more for myself and others. It was the passion and the drive to do more, to serve more, that my interest in the field of Pharmacy grew stronger. I have seen many patients go through pain and suffering, and ultimately dying because there was no cure or medication for the illness