Problems Identified In The Las Cad System

First and foremost, from the investigations carried out, it is clearly shown that the CAD system was not fully mature or on time to be executed. Its users either were not ready or fully prepared to absorb it. The software itself was not comprehensive, it was not appropriately adjusted and finally it was not effusively tested. The flexibility of the hardware was also not tested when in operation and while fully loaded. Problems were also identified with the transmission of data from the mobile data terminals and back.There was also some cynicism about the accurateness of records of the automatic vehicle location system (AVLS). The people who worked in the Central Ambulance Control and the ambulance crew itself, did not trust the system and were neither fully trained about the system. The layout of the control room was changed with the introduction of the CAD system. The staffs working in the control were in a mix up because they were working in a very unfamiliar environment where ther e was not even any paper backup.Due to this, simple problems that they used to solve with their colleagues became monster problems. The CAD system was over ambitiously put in place. It was developed and put into operation in opposition to an impracticable timetable. The project itself was poorly managed and ambiguous from the development phase through the implementation process. Full time professional and qualified project management was lacking. A decision that had been made earlier to implement the full CAD system was erroneous.Putting into place a system such as CAD requires a step by step kind of approach, while establishing the efficiency of each step before moving on to the next. Each step should be justified by analyzing each aspect of it like costs and benefits. It’s true to say that the management, the supplier and all the concerned parties really put all their efforts into the implementation, but due to the fact that they implemented it as a single phase then they h ad no time to do the analysis and hence the couldn’t recognize the connotation of the numerous problems that were in due course to make it fail.Another cause of failure to the system was the fact that most of its users did not own up completely to accept the system. Some of the components of the system were recognized with certain problems over the previous months such that they created an atmosphere of distrust with the staff. Instead of wishing for its success, the staff rather expected a system failure. For the system to work efficiently, it required a number of adjustments to the existing working practices. The senior staff making the implementation had the idea that the system itself would bring about these adjustments.Btu instead most of the staff found it to be an outfitted line of restrictions within which they tried to operate and seem to be flexible with. This brought further perplexity rather than orderliness. The LAS management always attributed the problems of CA D to the misuse of the system by some ambulance crews. But the management did not coincide with the inquiry team which indicated that this would only have been one of the contributing factors, together with many others, that brought to the system failure. In some of the days of month of October (26th and 27th), there was an increase in the number of calls.This was not because of the increase in the number of patients but rather as a result of anonymous replica calls and recalls from the public as they reacted to ambulance delays. On this day the system did not fail from a technical sense but it did what it had been designed to do, though the response times were unacceptable. A substantial amount of the design had terminal defects that cumulatively lead to all of the systems failure. On this day several changes were made to CAC that made it very difficult for the staff to intervene and make corrections to the system.Therefore the system could only identify the location and status of fewer and fewer vehicles. This in effect led to poor, duplicated and delayed allocations; the awaiting list and the exceptional messages piled up in the computers; this pile up caused the system to slow up; this further led to an increase in the number of call backs and finally delays in telephone answering. Each effect reinforced the other. In the morning when the system was fully implemented it was lightly loaded therefore the staff could cope with the various problems and hence the imperfect information in the system about the fleet and its status.As the incidents increased, the incorrect information about the fleet, received by the system increased. Due to the new room configuration and method of operation the allocators were limited in solving the errors. The amount of incorrect information increased with the effects that the system made incorrect allocations thus many vehicles were sent to the same incident or either the closest vehicle was not sent; the system had less resour ces to allocate thus increasing the first effect; the system then placed covered call that had not gone through the amber, red, green status cycle, back on the attention list.a) The system made incorrect allocations: multiple vehicles sent to same incident, or not the closest vehicle sent; b) The system had fewer resources to allocate, increasing the problems of effect a); c) As previously allocated incidents fed through the system, placed covered calls that had not gone through the amber, red, green status cycle, back on the attention waiting list. The last two effects contributed to incorrect allocations, a slowing of the system and uncovered incidents all this leading to delays to patients.Incorrect allocations led directly to patient delays and crew frustration. Crew frustration was further heightened by the prolonged delays before arriving at the scene and more so the reaction of the public. Crew frustration the could be held responsible for those instances when the crew did no t press status buttons correctly or in an incorrect sequence and also, the crew taking different vehicles than those that the logged onto or a different crew or vehicle reporting to the incident.In the month of November, this frustration led to the increase of radio traffic which having been brought about by the radio blockages increased the number of failed data mobilizations and voice communication delays. The increase in the volume of calls together with a slow system and too few call takers caused significant delays in telephone answering and thus an increase in delays to patients. After CAD had developed problems, the staff reverted to using a semi manual mode of operation. They were comfortable with operating this system because they found the computer based call talking more reliable.The vehicle crews were also comfortable owing to the fact that the stations still had limited flexibility in deciding which resource would be allocated to what incident. The radio voice channels were available to assist in clearing up any enlistment understandings. An additional call taking staff had been allocated to certain shifts thus the average call waiting time was considerably reduced. But on another occasion the system failed due to minor programming errors that caused the system to crash.The protocol to be used when changing from the crashed system to the back up system had not been sufficiently tested and therefore at such a point the whole system had to be brought down. Quintessential Glitches As I have put it across here above, there were numerous rudimentary defects in the CAD system and its secondary organization. These problems can be classified simply into three, to bring the whole issue to a summary: i) The need to have a near perfect input information in an imperfect worldii) The meager crossing point between crews, MDTs and the system iii) Unpredictability, sluggishness and operator interface. The system had put so much faith into the near perfect informa tion it received from the vehicle location and the status of the vehicle or its crew. The system did not have accurate information of the vehicle location and the status of that vehicle or its crew. Therefore it became very hard for it to allocate the ideal resources to a certain occurrence. Some poor allocation was attributed to the allocation routines.But though this may be true, it is believed that the majority of allocation errors were caused by the fact that the system did not actually know where the vehicles were located, nether did they know the status of the crew in the vehicles or the vehicles themselves The second point pin points on the poor interface between the teams, the Mobile Data Terminals and the system. The system required perfect or almost perfect information on vehicle location and the status of each of the player parts of the chain. This ran from the crews to the dispatch systems, all of which were expected to operate and cooperate perfectly.But this was not th e case because investigations a few reasons were evident for the system not really knowing vehicle locations or vehicle status. These included a failure by the system to collect or receive all the data, accompanied by a genuine failure by the teams to press the appropriate status button due to the state and the pressure brought by certain incidents. In some black spots there was also poor coverage of the radio system which went hand in hand with the crew failing to press the status button due to frustrations from the re-transmission problems.There was also a radio communications blockage for instance when staff reported for duty and tried to confirm arrival via their vehicle units or Mobile Data Terminals, more so, on very busy periods. Also identified were the missing or swapped call signs. There were defects in the grip routines between the MDTs and the dispatch system. For instance sometimes the MDT would indicate Green and Ok but back in the systems screen the status would be sh own as something very different. Also some crews would intentionally press the wrong buttons or even press them in an incorrect order.Some of the crews would even take different vehicles rather than the ones they logged onto or different crews would respond to different vehicles allocated to them by the system. Some of the vehicle locations were also missing or incorrect. Another fault is where there was very few staff to take calls. All of these faults and defects used to flow in a very connected manner such that the errors were sometimes running concurrently. The third point came about after the system collapsed a number of times just before the end of October in 1992.The most common was the incarceration of computers. The staff had been instructed to reboot their computers incase they locked up. This happened mostly when the computers were doing their back ups or when they were fully loaded. The most common inadequacies included the failure to identify duplicated calls; the lack to prioritize exceptional messages; these exceptional messages and attentions on queue scrolling off the top of allocators’ or attention rectifiers’ computers.The software resources had also been allocated incorrectly; there was general heftiness of the system and finally there were also slow responses to certain computer based activities. THE WAY FORWARD FOR CAD; A SOLUTION TO CAD After going through and analyzing the problems of CAD, the enquiry team had to make certain recommendations so that the implementation of the future CAD would not have any errors. By following these recommendations, then LAS will have a solution to all its problems with CAD. The future CAD system must have the following objectives;i) It must be fully dependable and flexible with completely tested levels of backup. ii) It must be fully owned up by the staff and management within CAC and the ambulance crews. iii) It must be developed and introduced within a time scale which will allow for adeq uate consultation, quality assurance, testing and training while still considering the fact that they want to introduce it earliest possible. iv) The management and staff must have entire, verifiable, poise, in the steadfastness of the system.v) The new CAD must be geared towards improving the level and quality of the provision of ambulance services in the capital. vi) The new system should be introduced step by step while introducing first the steps that give maximum benefits. vii) Finally, any venture in the new system should be safe guarded and put forth into the new system if and only if it does not compromise the above objectives. REFERENCE Anthony Finkelstein (February 1993): Report of the Inquiry Into The London Ambulance Service. International Workshop on Software Specification and Design Case Study

Europe’s Regions Demand `Power-Sharing` over GMO Crop Decision Essay

One of the issues being faced by the food and health authorities not only in Europe but worldwide is related to Genetically Modified Organisms or GMOs.   The discovery of Genetically Modified Organisms has created enough waves not only in the scientific but also in the trade and social dynamics in the present era.   It had been the subject of social and scientific studies to determine both the benefits and the possible harm that it can brought about to the consumers. Primarily, the benefits that GMOs offer has enlighten the scientific world due to the fact that it involves the utilization of the genetic processes that were scientifically established.   It involves manipulative changes in the genetic make-up of an organism. These modifications or alterations in the systems of most crops and also animals enhance their ability to better survive in most environments.   Some of the genetically modified products are medicines, vaccines, foods and crops.   The main focus of the study is in relation to the GMOs in crop production and the benefits and disadvantages that it can brought about to the society and the surroundings as a whole (US Department of Energy Office of Science, 2004). In terms of the crops and crop production, GMOs have proposed benefits such as in relation to the palatability of the product.   Based on the study it improves the flavour of the food when eaten.   Another is in terms of the time of harvest GMOs can shorten the turn about time of the cycle of growth.     Thus, the profit generated from the production can be achieved at a shorter period of time which is beneficial to the farmers and the agricultural sector.   The GMOs are also can withstand ailments through their development. This can be equated to higher yield in farming which is also a positive effect to agriculture.   Aside from the abilities of the crops to grow in hard conditions it also lead to the development of new farming practices and methods (US Department of Energy Office of Science, 2004).   With regards to the social attributes the production of GMOs aims to alleviate the shortage in the food supplies and to fill in the market for the sources of products in the trade industries.   This can also mean that the scarcity in terms of the sources of nourishment can be eliminated.   Solutions to this problem can help a larger part of the society. In as much as it can offer these benefits, issues on GMOs arise.   This includes issues regarding different facets of the society, in relation to safety and health of the people, the basis of eligibility of use, the moral and the social aspects.   With regards to any technology introduced in the market, the primary issue reiterated is the security of the consumer in using such product.   Doubts regarding the possible effects of these products when taken in by the population were the major concern. Health hazards are being considered, thus, studies regarding this field are being conducted to established knowledge that can protect the public.   The possible effects in the environment are one of the concerns with regards to the production of these GM crops.   When these crops are grown and reproduced, the succeeding generations of these crops will then have the same altered genetic makeup.   In this case the ecological dynamics of the environmental system will be altered and the possible effects to other organisms will still have to be studied (US Department of Energy Office of Science, 2004; Atherton, 2002).   Having dim and unknown areas in the feasibility of use gives doubt to groups in the society. Due to the fact that the advent of the GMO crops is one of the scientific technologies of our time, questions in the production and use of these products are included in the major concerns of the population.   Like any other technology that is present in the society, it is mainly the industrialised and developed nations with the capability to for the purchase and even production of these GMO crops can use the technology, thus, leaving the developing countries lagging behind in the production of such products with high potential of manipulating the market and trade in particular. The possible effects again include the increased need for these countries for support from the established nation.   One of the supports that can be given by these developed nations is providing the most needed jobs which can be production.   This happens in most cases that the developing countries are the main site of production of large companies in the developed countries.   This causes harm to the resources of the developing nation due to the fact that they serve as the location of manufacture, thus, also wastes (US Department of Energy Office of Science, 2004). The issues related to ethics are another important aspect that is being affected by the production of GMO crops.   This is mainly involved in the interference in the natural conditions of the organism, specifically the crops.   In this case, the natural potential of the crops are not preserved.   This process of altering the genetic makeup of the organisms is beneficial in some aspects, but it is important to consider that the organisms are made with the balance of the positive and the negative traits. In this view, without the balance there would also be changes in the environment.   One issue which is related also caused these changes in the ecosystems is the fact that in most countries that propagate these GMO crops does not promulgate rules with regards to separating the GMO crops with the normal crops.   In this case the transfer of genes by reproduction is not regulated creating a different breed with unknown effects and that can out grow the ordinary crops (US Department of Energy Office of Science, 2004). Due to the fact that the production of GMO crops can propagate profits because of higher yield, the developed nations have increased interest in this technology.   In relation to the increasing effect of GMOs in the society, different advocacies arise with regards to the position that this technology and its potentials.   Most of the organisations move for the equal chances of the GMOs and quality agricultural products in the market.   This most specifically occurs in the European region. They demanded for the right to take part in the resolution of problems and issues in relation to the production and distribution of the GMO product specifically crops.   Due to the fact that GMOs are capable of mass production because of the benefits that was discussed earlier, they have more power in the market as compared to the traditional and natural crops that are produced.   There had been an increasing distribution of GMOs due to the promotion conducted by developed countries but most European countries on the other hand are promoting GMO-free regions. The organisations that are actively moving for the solutions of issues regarding GMOs are the Assembly of European Regions and Friends of the Earth Europe.   Their movement is on the basis of the realized need of the European nation to have equal chances and competition with the GMOs.   This is in relation to the fair competition between genetically modified crops, conventional crops and products of organic farming.   Even other countries are posing for the termination of distribution of GMOs in their respective nations. The main objective of these organizations includes the protection of the environments and every components of the ecosystem.   The in-depth study of the possible effects of the technologies introduced in the public is another concern of these groups.   Upon the study of these effects, the safety of the population and the ways of maintaining security is another.   Objectives of these groups also include the continuous promotion and propagation of the traditional non-GMO crops.   This ensures that the trade of the European products with less competition from the GMOs will propagate.   The production of the genetically modified crops also affected the economy and the market dynamics in Europe, thus, one aim of these advocacies is to prevent any detrimental effect of these products to the progress on the country’s farming industries that receive the hardest blow.    Also, through the participation of the countries in the European region, the organization aim for counteracting the effects of pollution such as pesticides by having the responsible groups to pay for the damage incurred and even the possible profits for the harvest of the crops grown in the conventional way.   The freedom to decide the target market of the crops produced is another aim of the advocacy of these groups.   With this includes the decision making process in the methods to be applied in the propagation of the traditional crops.   This process includes the freedom to deter the growing and farming of GMO crops. And lastly is the determination and safeguarding of sources of crops that are grown.   The seeds that are distributed be identified to be able to separate the GMO and the non-GMO crops.   These objectives deem to lessen if not fully eliminate the propagation of the GMO crops in the market (Friends of the Earth Europe, 2005).   Also, the creation of a unified system is to be able to give reactions to the issues being faced by the European nations.   Having representation for every nation and country in the European nation will enable a faster communication and consensus regarding matters related to the safety, quality of products distributed to the population and the effects in the national economy and that for the whole region. Based on the objectives of the movement the movements that advocate the termination of GMO crop production, there has been a case filed in the WTO regarding issues on GMO.   This is on the bases of the following notions.   First is the request for the increase in the capacity of the consumers to decide on the products that would be purchased.   In relation to this, it is important that the variety of products is available in the market.   In cases wherein the GMO crops have higher yield, it can be related to a higher availability in the market.   This shows an increase responsibility that is given to the consumers to decide on their own. Another notion is the establishment of a main body and authority that can regulate the dynamics that is related to the production and propagation of GMO crops in the market.   In this case, the aside from the responsibility given to the population to decide on their own, there is a standard organization that can show the way to the public and help them in the establishment of the choices that they are making regarding the products, specifically the food supply (Sem, & Andersen, 2003).   It has been viewed that the assault that the US addressed to the EU is on the basis of taking the side of science or the technological view with regards to control in the decision making process on issues relating to GMO crops (Toke, 2004). The trend in the society with regards to the introduction of technologies is based mainly in the scientific field.   In this matter, it can be supposed that scientific decision making process has a great influence in the dynamics of the market processes.   In this matter, a great control of the factors that affect the society can be attributed to science.   This has certain disadvantages because the process in science is mainly based on knowledge that is continuously developing, thus, greater and comprehensive study must be conducted in the introduction of new discoveries in the population, such as GMO crops.   This on the basis, that these products affect every aspect of the society and human being (Lafond, 2001). The decision making process in relation to the scientific technologies such as the production of GMOs can be included in the trend that is occurring in the society with regards to the shifting of the problems in the science being related to politics.   This is exhibited by the need for in organization of the sectors involved in the issues on GMOs.   The position being played by science in the issues of GM crops is in relation to the shifting of the importance of science to the influence in political issues in the society.   The nations in the European nations are seeking to be included in the decision making process regarding GMOs. This can be related to the notion that the dispersion of these products is being conducted by powerful factions and organizations in the society, thus, they seek to have a more democratic decision making process wherein they can participate.   They view on the need for the deregulation of the power of science to introduce technologies on the basis of the possible danger that it can brought about to the population. On the other hand, an opposing notion fights for the position of science as an authority in projects that can benefit the people.   Some on the other hand view, that there cannot be a demarcation that can set the issues straight on the basis of just pro and against the GMO technology.   As any other technology applied and being used by the population, it involves a complex interplay of the different factors such as the effects in the society, in governance, in the trade and commercial aspects and most importantly in the cultural aspects that defined the norm of the people (Toke, 2004). In issues such as this which involves the feasibility of a technological discovery for use by the general population, it is important to consider every possible effect on all aspects of the society.   This is due to the fact that once the knowledge such as the cultivation and proliferation of GMO crops in the society.   There is no turning back.   It can alter every aspect that includes every the genetic composition of the every organism and even human. Based on comparative study on the propagation of the GMO technology in the US and EU it was determined that there are certain factors that affect the differences in the decisions regarding the issue.   One reason is the differences in the view of the two regions regarding the issue.   The US policies are basically more on the promotion of the technological advances in their region while on the other hand the EU deemed that the outlook of the cooperating nations, sectors and population is important with regards to the standardization and use of such technologies.   Another factor is the differences in the impact of the environmental effects to these two regions. The environmental issues of any introduced technology have greater effects to the leaders of the EU as compared to US.   Another important factor is the occurrence of the crisis of BSE that lead to the establishment of the European Food Authority.   With this occurrence, the European region had been determined to prevent another occurrence of a major crisis that will affect the health of the population (Lafond 2001).   Another factor that can be attributed to the non-GMO propagation in the European region is the importance that is being given to the quality of the crops that are being produced in the market.   This is based on cultural aspects of the people and the norms that are set in the region (Toke, 2004). In the move to have a fair consideration with regards to the matters concerning the GMO crops, the Council of the European Communities advices two scenarios.   It is either the termination of the propagation of the GMO crops or their purposeful distribution in the surroundings.   The dispersal of the GMO crops is conducted to be the basis of the research process that will follow. The results of the study will serve as the basis for the decisions regarding GMOs.   This is the case although is divergence in the objectives of the different sectors of the society (Szczepanik, 1993).   This is only one of the possible ways of participating in the decision process regarding the issues in the society specifically that related to the food industry which can greatly affect the health of the population. With regards to any issues in the society, it is an important consideration that there exists an organization that will serve as an authority in the decision making process related to the application of any technology in the society.   Although this is the case, the representation of the different sectors of the society is essential to be able to give the possible effects in relation to their respective regions. The consensus of the member nations is important in such an organization.   The establishment of this organization needs the cooperation of the nations in the European region.   Based on the cases studied though, these region works for a GMO-free nation, thus, the movement that is needed to be made is regarding data gathering that can support the notion that was chosen. The consciousness of the society and the leaders of every nation that belongs in the European Union is important in the establishment and decision making not only in issues regarding the genetically modified organisms but also in other issues that can arise that may endanger the safety of the public and the nature as well.   Thus, cooperation is detrimental in the process. References Atherton, K. (2002) Genetically modified crops  : Assessing safety.   London  : Taylor & Francis. Friends of the Earth Europe (2006) The genetic contamination organic agriculture in Europe.   Biotech Mailout. Friends of the Earth Europe (2005) Safeguarding sustainable European agriculture. Assembly of European Regions.   Available from  : [Accessed 15 June 2006] Lafond, F.   (2001) The creation of European Food Authority  : Institutional implications of risk regulation.   European Issues, 10. Lafond, F.   (2005) Towards a European bioethics policy? Institutional structuring and political responses.   Health governance in Europe: Issues, challenges and theories.   London, Routledge, 2005 Sem, SW & Andersen, L. (2003) Concerting US’ WTO case against the EU moratorium on GMO.   The US Embassy in Norway  : Norwegian Foreign Affairs.   Available online from  : [Accessed 15 June 2006] Stenzel, P. (2002) Why and how the World Trade Organization must promote environmental protection.   Duke University, School of Law  : Gale Group. Szczepanik, V. (1993) Regulation of biotechnology in the European community.   Law and Policy in International Business, 24 (2), p. 617-646. Toke, D.   (2004) The Politics of GM food  : A comparative study of the UK, USA and EU.   New York  : Routledge. US Department of Energy Office of Science (2004) Genetically modified foods and organisms [online].   USA  : US Department of Energy.   Available from  : [Accessed 15 June 2006]   

An Analysis of Leadership Models

An Analysis of Leadership Models Each theory provides a model for effectively steering an organization. Three contemporary theories are widely applied in organizations today; Transactional Leadership, Charismatic leadership and finally transformational leadership. Each of these theories has its strong points weaknesses and challenges in real world application. These are not by any means the only theory – there are many others applied in other leadership situations. A lot of management research has gone into finding the perfect leadership solution. In this paper, we will review three leadership theories, their pros and cons and discuss examples of each theory. Page 1 Transactional Leadership Transactional Leadership model Leadership style plays a crucial role in the development of an organization. It is a leadership style that is often used by many companies assumes that people are motivated strictly by reward and punishment. This style generally does not appeal to the values, morals, or other intrinsic characteristics of most people. The transactional leader is highly focused on task, provides very clear direction, and oversees productivity in detail. When a subordinate fails, the next step is a penalty or punishment. The introduction of the task versus people orientation and the idea of leadership styles are widely accepted today. The model does have a downside, however: It does not consider other potential factors that may influence outcomes and therefore affect leadership effectiveness. While a two-dimensional task-versus-people perspective might be a helpful way to talk about leader behaviors, it by no means tells the whole story about leadership. Research continues to this day on these important questions, and this has led to additional new theories of leadership (Yukl, Gary A. Yukl). Assumptions ? ? ? ? ? Style The transactional leader works through creating clear structures whereby it is clear what is required of their subordinates, and the rewards that they get for following orders. Punishments are not always mentioned, but they are also well-understood and formal systems of discipline are usually in place. Transactional leadership believes that punishment and reward motivate people People are motivated by reward and punishment. Social systems work best with a clear chain of command. When people have agreed to do a job, a part of the deal is that they cede all authority to their manager. The prime purpose of a subordinate is to do what their manager tells them to do. Page 2 The early stage of Transactional Leadership is in negotiating the contract whereby the subordinate is given a salary and other benefits, and the company (and by implication the subordinate’s manager) gets authority over the subordinate. The „transaction’ is the money or any other award that the company pays to its subordinates for their compliance and effort (Kurnik, 2012). When the Transactional Leader allocates work to a subordinate, they are considered to be fully responsible for it, whether or not they have the resources or capability to carry it out. When things go wrong, then the subordinate is considered to be personally at fault, and is punished for their failure (just as they are rewarded for succeeding). The transactional leader often uses management by exception, working on the principle that if something is operating to defined (and hence expected) performance then it does not need attention. Exceptions to expectation require praise and reward for exceeding expectation, whilst some kind of corrective action is applied for performance below expectation. Transactional leadership has more of a „telling style’. Transactional leadership is based on the fact that reward or punishment is dependent on the performance. Even though researchers have highlighted its limitations, transactional leadership is still prevalent in real workplace and more companies are adopting transactional leadership to increase the performance of its employees. This approach is. Whereas Transformational Leadership has more of a ‘selling’ style, Transactional Leadership, once the contract is in place, takes a ‘telling’ style. Advantages of Transactional leadership This method works in most of the cases, where it’s applied, provided the employees are motivated by rewards. It is a proven compliance strategy, which works best if the top most leader in the hierarchy is capable of making most of the important decisions and is a strong personality. Page 3 Disadvantages of Transactional leadership A powerful and assertive leader will find the transactional model conducive to his way of running things. However, though he will create great followers, he will stunt their growth as leaders. When people get used to doing just what they are told and only as much they are told, they stop thinking ‘out of the box’. Original thinking is not really promoted in this system, because of which, an obedient workforce will be created with a lack of imagination. New leaders will be tough to find from the lower strata of power hierarchy. This leadership model will create a stressful work environment. Productivity will be maintained but innovations and breakthroughs will be tough to find. Examples of Transactional leadership In practice, there is sufficient truth in Behaviorism to sustain Transactional approaches. This is reinforced by the supply-and-demand situation of much employment, coupled with the effects of deeper needs, as in Maslow’s Hierarchy. When the demand for a skill outstrips the supply, then Transactional Leadership often is insufficient, and other approaches are more effective. The main limitation of this leadership is that it assumes that people are largely motivated by simple rewards. Under transactional leadership, employees can’t do much to improve job satisfaction. Transaction leadership has been ineffective in providing skilled employees to their organization. This style of leadership is least interested in changing the work environment. Experts do not recommend this approach. Transactional leadership focuses more on management of punishments and rewards (Kurnik, 2012). Page 4 Charismatic Leadership The sociologist Max Weber defined charismatic authority in 1947 as â€Å"resting on devotion to the exceptional sanctity, heroism or exemplary character of an individual person, and of the normative patterns or order revealed or ordained by him. † Charismatic authority is one of three forms of authority laid out in Weber’s tripartite classification of authority, the other two being traditional authority and rational-legal authority. The concept has acquired wide usage among sociologists. Weber in his writings about charismatic authority, Weber applies the term charisma to â€Å"a certain quality of an individual personality, by virtue of which he is set apart from ordinary men and treated as endowed with supernatural, superhuman, or at least specifically exceptional powers or qualities. These are not accessible to the ordinary person, but are regarded as of divine origin or as exemplary, and on the basis of them the individual concerned is treated as a leader1 Charismatic authority is as said to be power legitimized on the basis of a leader’s exceptional personal qualities or the demonstration of extraordinary insight and accomplishment, which inspire loyalty and obedience from followers. ] As such, it rests almost entirely on the leader; the absence of that leader for any reason can lead to the authority’s power dissolving. However, due to its individual nature and lack of formal organization, charismatic authority depends much more strongly on the pe rceived legitimacy of the authority than Weber? s other forms of authority. Charismatic leaders can lead organizations into new areas, inspire followers, and sometimes obtain extraordinary performance and results from an organization. Conger Kanungo (1998) articulates the five characteristics of charismatic leaders. ? ? Vision and articulation; Sensitivity to the environment; 1 Weber, Maximillan. Theory of Social and Economic Organization. Chapter: â€Å"The Nature of Charismatic Authority and its Routinization† translated by A. R. Anderson and Talcott Parsons, 1947. Originally published in 1922 in German under the title Wirtschaft und Gesellschaft chapter III,  § 10 2 Kendall, Diana, Jane Lothian Murray, and Rick Linden. Sociology in our time (2nd ed. ), 2000. Scarborough, On: Nelson, 438-439. Page 5 ? ? ? Sensitivity to member needs; Personal risk taking; Performing unconventional behaviour. Advantages of charismatic leaders 1) They can sense the gap between what an organization is giving to its followers and what its followers require from the organization. Therefore they are able to create a vision that is in line with these requirements. ) Since members of the organization feel that they re part of this vision they are part of this vision, they support the goals of the organization (employee loyalty) Disadvantages of charismatic leaders 1). Followers may find this transformation uncomfortable and disrupti ve to the workplace or to them personally. Others may have difficulty relating to the leader’s vision of the future. Charismatic leaders also rely heavily on their personal charm, and perceptions, which could be significantly influenced by rumors or â€Å"negative press. † 2) They cause more harm than good. eg Adolf Hitler. 3) They lack of Successors and Visionaries. A charismatic leader often retains the majority of the control in the office because he believes in himself so much. He may have difficulty turning over control to others because he enjoys having the control or doesn’t feel anyone else is able to handle the duties like he can. This type of situation potentially leaves the company without any knowledgeable successors should the charismatic leader leave the company. Without giving others the authority and freedom to take some of the control, the company’s vision for the future is limited to the ideas of the leader. This type of environment may also squash some of the creative problem solving from other employees in the company, particularly if any ideas presented are pushed aside by the leader. 4) A charismatic leader sometimes gets so caught up in his control that he is unable to clearly see potential dangers with the company. The confidence he has in his abilities makes him feel that the company’s success will continue indefinitely. If he doesn’t have any other management Page 6 personnel on the same level with the same information, he may potentially miss a threat to the company’s financial welfare. 5) Overreliance on the leader. The charismatic leader wins over the employees of the company with his motivational leadership style. While employees may find inspiration in this type of leadership, they may also rely too heavily on the person in charge. The employees begin associating the success of the company solely with the leader. They may fail to see that all employees are a valuable part of making the company a success. This saddles the leader with a huge responsibility for both keeping the company running and motivating the staff. Examples of Charismatic Leadership Bill Clinton He was considered one of the most charismatic leaders of our times. Clinton connected and inspired. He had an ability to make his audience feel as though as individuals they were each the most important person in the room. His use of eye contact, infectious smile and self-awareness ensured that he made a powerful impact on those he met. No wander he was the president with the highest opinion poll ratings at the time of leaving the presidency, even though his tenure had been marred by the Monica Lewinsky scandal. Obama is a charismatic leader, during his inauguration as the 44th president U. S. A; over 2 million people were present. He accomplished fetes such as managing to raise funds in an unprecedented fashion, that is, small sums of money from numerous persons . He has been applauded as an outstanding orator, captive speaker and brilliant man. He inspires his followers, moves them to tears and gives the hope. He feverishly wooed the citizens to vote for him. Adolf Hitler Hitler gained this ‘charismatic status’ partially because of his political skill and magnetism. He had experienced considerable success in cutting the unemployment figures and this was essential. However, it was somewhat overshadowed by his unshakeable conviction in his own Page 7 historical role. Hitler often spoke of a ‘mission’ and claimed ‘I go with the certainty of a sleepwalker along the path laid out for me by Providence’. It was this ‘mission’ achievable only for Hitler, which allowed him to transcend bureaucratic processes and become ‘charismatic’. 3 3 Noakes, Jeremy and Pridham, Geoffrey (ed. ) Nazism 1919-1945 Volume II: State, Economy and Society 1933-1939 (Exeter: University of Exeter Press, 2000) Page 8 Transformational Leadership Transformational leadership occurs when a leader takes a visionary position and inspires people to follow. James MacGregor Burns (1978) 1 first introduced the concept of transforming leadership in his descriptive research on political leaders. According to MacGregor, transforming leadership is a process in which â€Å"leaders and followers help each other to advance to a higher level of morale and motivation†. MacGregor differentiated between leadership and management, and related them to characteristics and behaviors. According to MacGregor, the transforming approach creates significant change in people and organizations by changing the employee expectations and aspirations. This is because it redesigns the perceptions and values. Unlike in transactional approach, it is not based on a â€Å"give and take† relationship but on the leader? s personality and abilities, articulation of an energizing vision and challenging goals. He theorized that transforming and transactional leaders were mutually exclusive styles. Bernard M. Bass (1985), expanded upon MacGregor? s work (1985) by explaining the psychological mechanisms that underlie transforming and transactional leadership. Bass used â€Å"transformational† instead of â€Å"transforming† original ideas to develop what is today referred to as Bass? Transformational Leadership Theory. 2 According to Bass, transformational leadership can be defined based on the impact that it has on followers. According to Bass, transformational leaders earn trust, respect and admiration from their followers. Transformational leadership can be found at all leadership levels in an organization. These leaders are seen to have a charismatic appeal in that they are visionary, enthusiastic, passionate, daring, inspiring, energetic, risk takers and thoughtful thinkers. However, charisma alone may not be sufficient to transform an organization. To gear changes, the leaders must exhibit the factors of transformational leadership. The four different components of transformational leadership as suggested by Bernard M. Bass: ? Intellectual Stimulation – Transformational leaders not only challenge the status quo; they also encourage creativity among followers. The leader encourages followers to explore new ways of doing things and new opportunities to learn. Page 9 ? Individualized Consideration – Transformational leadership also involves offering support and encouragement to individual followers. In order to foster supportive relationships, transformational leaders keep lines of communication open so that followers feel free to share ideas and so that leaders can offer direct recognition of each follower? s unique contributions. ? Inspirational Motivation – Transformational leaders have a clear vision that they are able to articulate to followers. These leaders are also able to help followers experience the same passion and motivation to fulfill these goals. ? Idealized Influence – The transformational leaders serves as a role model for followers. Because followers trust and respect the leader, they emulate the leader and internalize his Assumptions People follow a person who inspires them A person with vision and passion can achieve great things Enthusiasm and energy get things done. Leadership style The leadership style adopted is â€Å"selling type†. This involves: Developing the vision – transformational leadership beginnings with development of a vision. This may be done by senior managers, the leader or the team. The leaders then buy and sink into the vision. Selling the vision – the leader then constantly sells the vision to the followers. The leaders seek adoption of the vision through creating trust and any means available to convince the followers. Seeking the way forward – this goes along with the selling activity. Some leaders know the way and simply want others to follow, while others happily lead the exploration of possible routes since they do not have a ready strategy. With a clear vision, though the direction may not be very clear, it is always known. Since this is an ongoing process, a transformational leader will accept the failures and content with whatever progress that is made. Page 10 Leading the charge – the final stage and most critical is that the leader takes the lead and remains central during the action. This is where the leader is a role model –setting the examples by not idling behind their troops. Their unrelenting commitment keeps the team focused. These leaders are people oriented and thus strike a balance between the task and the followers. Transformational leadership borrows a lot from relationship theories also known as transformational theories. Emphasis is laid more on the link formed between the leaders and the followers. The leader inspires and motivates the group to see the importance and significance of the task, but also wants each individual to fulfill their potential. Advantages of Transformational leadership ? This kind of leadership style often brings out high ethical and moral standards. Since the team is all geared towards achieving the organizational task as well as their individual goals. ? Produces a highly energized work force, which is essential to achieve organizational goals. It enables maximization of synergy in the team. Disadvantages of Transformational leadership ? Since the style emphasizes on impression management, it leads to a moral self glorification/ promotion by the leaders. ? Due to the influence emphasis, the followers may be manipulated by the leaders to lose more than they actually gain. ? ? The energy applied by leaders can wear out the followers making them give up. The passion and confidence can easily be mistaken as reality. This may lead to mistakes with consequences being adopted. Though transformational leaders are charismatic, they are not like pure charismatic leaders who succeed through their individualism since they believe in others. Page 11 The leadership style is almost impossible to teach or train since it? s a combination of leadership theories and personal attributes Examples of Transformational Leaders Nelson Mandela South Africa was a racially polarized country for many decades. Nelson Mandela was able to humanize the apartheid leading to the emergence of a nation now recognized globally. His was able to use his charisma to synchronize the haves and have-nots towards a common cause – transforming the nation from the polarity caused by the racial and wealth factors. Mahtama Gandhi Prior to the British occupation, India was amongst the leading goods exporting nation. The British rule was highly mechanized with modern industrial power; they successfully eliminated the local Indian artisans? infrastructure turning India into a big importer and consumer nation. Different leaders were contemplating different ways to drive British in India; he sought to understand the reason for colonialism. According to Mahatma, the way to resist the British was through non violent ways to become self reliant and stop consuming English products. He therefore opted for persistent mass movements that would eventually prove expensive to the British Rule. Gandhi inspires various leaders including South African Nelson Mandela and various movements for civil rights and freedom across the world. Sam Walton Sam Walton, founder of Wal-Mart, often visited Wal-Mart stores across the country to meet with associates to show his appreciation for what they did for the company. Sam Walton gave â€Å"rules for success† in his autobiography, one of which was to appreciate associates with praise (Walton, 1996). Page 12 Jack Welch He was Chairman and CEO of General Electric between 1981 and 2001. During his tenure at GE, the company’s value rose 4,000% and was the most valuable company in the world for a while. Having taken GE with a market capitalization of about $12 billion, Jack Welch turned it into one of the largest and most admired companies in the world, with a market value of about $500 billion, when he stepped down as its CEO 20 years later, in 2000. Although Jack Welch was a celebrated leader of a global manufacturer often noted for its technological prowess, he utilized a very human process to drive change through GE’s vast organization. Having respect for the individual as a pivotal force in organizational change, Welch created a model of exceptional performance every corporate leader can learn from. Page 13 References Lussier/Achua 3rd edition. Effective Leadership. Course text Kurnik, E. (2012). Transactional Leadership. Retrieved March 3, 2012, from HubPages Inc: http://edikurnik. hubpages. com/hub/Transactional-Leadership Yukl, G. A. (Gary A. Yukl). Leadership in Organizations (6th Edition). New Jersy: Prentice Hall. Burns, J. M. (1978) Leadership. New York. Harper Row Bass, B. M. (1998). Transformational leadership: Industrial, military and educational impact. Mahwah, NJ: Erlbaum Page 14

Research Paper, Journalism, mass media and communication Paper

, Journalism, mass media and communication - Research Paper Example Therefore, one is left to wonder how this vast amount of data is analyzed. In addition, what models are being used to analyze such data and what is their accuracy. More so what assumptions are made when analyzing the figures? When these factors are keenly considered, there emerges an ethical issue that surrounds the whole process. For example, are the figures being used to forecast or tell the true position of an issue or are they being used as tolls to manipulate people. Advertisers and users of advertisements have embraced on the help availed by the use of big data tactics. A good illustration to this is the campaign teams’ especially for political career. Many politicians have found the use of opinion polls helpful because they are able to manipulate them. In such a case, the users of such polls (voters) are deceived to believing that a given candidate is well ahead of other opponents (Fahy 1-2). To conclude, the role being played by big data tactics is enormous and helpful to advertisers or sellers. However, when used for personal gain thus hiding the true position of any issue it turns to be unethical. It deprives off the citizens their freedom of choice and liberty to make sober judgments. In the case of political advertising, it denies the citizens their right to democracy. Opinion-Leader Campaigns Opinion leaders are defined as people with an influential trait in a given society. In most cases, opinion leaders are change agents and very active media users. To state that they are active media users is for the sole purpose of delivering their message to a wide audience who care about the opinions, industry, ideology or interests. It is true to not that every industry has its own opinion leaders. For example, Bill gates- founder of Microsoft is an opinion leader in the technology industry. More so Al Gore is another opinion leader in the environment awareness industry. However, the roles played by opinion leaders must be genuine and must be free of malice. Opinion leaders must utilize their influence carefully so that their actions and statements to not impact negatively on their followers. They should understand they many people perceive tom as role models. Another aspect of opinion leadership is their close link to the media. It is a fact that the opinions of these leaders are published or furthered by journalists. Therefore, without professional journalist the ideas and opinions of these leaders would not reach its audience. Hence, journalist advances the opinions of these leaders while the opinion leaders rely on journalists to spread their opinion and add the debate (Nisbet and Kotcher 328-354). The most notable advantage of opinion leaders is their ability to form opinions that are influential. They are very influential such hat they can move an opinion that ensures proper legislation are passed, or harsh rules are burnished. However, if an opinion leader is not ken on their statements they may be misquoted, and their fo llower may cause chaos. For example, opinion leaders may cause a war or displacements of certain groups like the gay, Jews, among others. Stealth marketing A successful marketing campaign must be able to induce a change in behavior in the people it is intended for. These induced changes may be in terms of voting preferences personal value, buying behavior since any advertisement should be objected at changing the current behavior. In the recent past, most advertisements have made people to act in a skeptical manner due to the credibility of the advertisements. Most advertisements are not sincere or credible. Further, research has shown that the word of mouth marketing is

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Do corporate social responsibility (CSR) reports provide shareholders and stakeholders with useful information on corporate soci - Essay Example This is in contrary to the normal accounting basic that has been known about debiting and crediting financials. With the current business trends, accounting as profession has shifted from just an ordinary financial profession to numerous environmental researches and an accountability when it comes to the contribution of social environmental factors. Therefore thin paper is trying to find out as to whether, Thesis: corporate social responsibility (CSR) reports provide shareholders and stakeholders with useful information on corporate social and environmental performance. Having been clarified into different segments, financial managerial and costing that are familiar to most people, must relate to the issues of finance in one way or the other. However, when it comes to corporate social responsibility, accounting would only concentrate on corporate social repotting that is considered vital to both the organization and any other stakeholders in different ways as explained in this paper (Sims, 2003). Shows accountability of democracy Corporate social reporting gives adequate clarification about the commitment to stakeholders concerning accountability, democracy and transparency. The CSR constitutes a proper clarification of social and environmental concern on factors that are never economic viable to the society as a whole as explained by divergent stakeholders theory. Besides, it gives a composer of distinct and varied number of environmental reports that clarifies about annual returns of an organization and this must be based on organizational profitability in relation to the size of the economy or regulatory environmental. Through engaging the necessary stakeholders, corporate social re

Upcoming Technologies within the healthcare Industry Research Paper

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Shell uses new refinery new reffinery to support sustainability Essay

Shell uses new refinery new reffinery to support sustainability - Essay Example addition to being a big project, the new transformation process has the potential of creating a new natural gas, which would contribute to earnings for the company. GTL gas is priced at roughly half the normal price of crude oil, which is likely to spur increased demand mostly due to lower natural gas prices. Shell is also likely to win the environmentally conscious consumers and businesses since GTL is purer than the traditional crude thus having a competitive edge over other companies in the energy business. The process of GTL however, has various production and operational barriers. The process is extremely expensive, considering the amount invested in the project, which is $ 19 million, and this has drawn the attention of critics who hold the view that alternative procedures are more cost effective. Moreover, the GTL process consumes a lot of energy, hence posing the question of the effectiveness of the projects’ environmental sustainability. Another barrier facing the venture is the fact that the GTL project can only make profits when oil prices are high and thus the company’s stakes are either a loss or a win with this particular venture. In the event of the project’s failure after 5 years, the company should not abandon the project all together. With the experience it had with a similar project in Malaysia, this should be an indication that the company should remain optimistic and keep the project running. The company should take into consideration the experience with the previous project to know what to do and what to avoid in this particular venture. Having worked through the numerous glitches in the GTL process, the company should be more confident in undertaking this particular project. Finally, Shell stand s to win more profitable relationships in future in case this project succeeds in the rich labour and energy resources Qatar. Thus, Shell should consider continuing with the venture even if it was to fail after 5

Analysis of an artwork Essay Example | Topics and Well Written Essays - 500 words

Analysis of an artwork - Essay Example Alexandria, a Greek cosmopolitan city wherein dance and mime professions were prevalent during the ancient times1. The dancer is wearing a traditional Grecian dress called peplos with a woolen undergarment called chiton, and a cloak called himation2. Due to the pressure applied by her upper and lower limbs, the himation was drawn taut over her head and body causing the fabric to be draped in realistic folds and pleats imparting a feeling of softness and sheerness of fabrics, which also further enhanced the dancer’s figure which seems to be captured in an exotic and provocative pose. However, the face which was concealed in a veil seems to depict modesty with a hint of mystery. The contrasting emotions made the statuette unique and highly artsy. The dancer’s laced slipper also denotes daintiness and further magnified the femininity of the dancer. In addition, the statuette’s dimensions further established its function as a decorative element or a figurine probably commissioned by a rich patron of the arts. Details of the patron or the one who commissioned the bronze statuette was not disclosed though, but the Greek affluent populace at the time were quite known to appreciate beauty and were quite eager to enhance their homes with luxurious items made of bronze and other expensive materials3. In a comparison with a sculpture mentioned in Kleiner’s book, the â€Å"Peplos Kore† is an example of an Archaic style circa 530-525 B.C. and is made entirely of white marble with blue-grey streaks4. Like the Hellenistic bronze statuette, the material used is expensive. The sculpture also depicts a woman wearing the traditional Grecian dress called a peplos worn over a chiton, but without the himation as seen in the Hellenistic bronze statuette. The woman stands in the typical Archaic style of upright and frontal stance with the dress hanging in rigid and simple lines. The symmetrical patterning

The Dreamer Examines His Pillow by John Patrick Shanley Essay

The Dreamer Examines His Pillow by John Patrick Shanley - Essay Example However, ultimately they manage to resist and continue feuding. It eventually comes out that Tommy has been sleeping with Donna's sister, Mona, who is still only a teenager. Donna takes the affair very personally, as if she has been betrayed by both her sister and her exboyfriend. She demands an explanation from Tommy who hedges and fails to offer a complete explanation. He waffles between admitting that he is still in love with Donna and acting like none of it bothers him. Donna demands that Tommy promise never to sleep with Mona again, but Tommy counters by insisting that Donna wouldn't care so much if she weren't still in love with him. Donna implies that Tommy is in danger because he has admittedly used both herself and her sister. They obviously share a father and fathers are protective of their daughters. To have offended two of them in one fell swoop is surely cause for Donna's father to assault Tommy. This does not compel Tommy to reverse his stance in their ongoing argument in the scene, however. Tommy claims that he loves her but he has to do what is best for himself, and Donna claims she has to get away from him to save herself. In the second scene, Donna goes to visit her father, announcing her arrival in the same angry fashion as she did in scene one.

A Corporate Communication Plan Term Paper Example | Topics and Well Written Essays - 3000 words

A Corporate Communication Plan - Term Paper Example Subsequently, the paper also would provide a brief overview about the various resources that are required for effective management of public relations. The term ‘communication’ has come into prominence since the last 150 years. It is widely used in business in all parts of the world with equal importance. Corporate communication is regarded as the collective effort of the organisation to communicate effectively as well as profitably. The most obvious reason for any organisation in taking any action is to achieve the desired goals. A large part of the company’s success depends on how it communicates and maintains its relationship with the suppliers, employees and the customers. A corporate communication is a strategic tool that an organisation uses to gain competitive edge over its competitors in the market. Additionally, the managers of the company use this tool to motivate and influence the employees as well as the public. This tool is more regarded as an art than science. On a whole, corporate communication is a term that is used to describe the various functions of the management with regard to the external a nd the internal communication of the organisation. The various aspects of corporate communication might include public relations, advertising, media relations, employee relation and relation with suppliers, community relations, labour relations, technological communications and management communication among others (Goodman, 1994). A corporate communication plan is prepared to identify the objectives and actions to enhance the internal as well the external communication of the company (City of Sarnia, n.d.). BT Group plc is a telecommunication company that is based in the United Kingdom. The company has its networks in more than 50 countries and provides products and services in around 170 nations. The prime area of its business is with regard to providing communications

Nepal Essay Essay Example for Free

Nepal Essay Essay Introduction I am doing my report on a country by the name of Nepal. The formal name is The Kingdom of Nepal. The term for citizens is Nepalese. The capital of Nepal is Katmandu. Nepal became independent in 1768 when a number of independent hill states were unified by Prithri Narayan Shah as the Kingdom of Gorkha. The area of Nepal is 56,827 square miles. Its population according to the 1991 census was 18,462, 081. Nepal is located between China and India. Population The most recent information about Nepals population is in the year of 1994. It was an estimate of about 20,000,000. At this time the average family was made up of 5.9 persons, and the life expectancy was about 50 years. About 70 percent of the total population was of working age, or between the ages of fifteen and fifty-nine years of age. Nearly 44 percent of the population is in the Terai Region, 48 percent in the Mountain Region. In 1981 the capital, Katmandu , had a population of 235,160. Government Nepal has a constitutional monarchy government. The multiparty democracy established along with the November 1990 constitution which replaced the panchayat system. Education The education system has expanded rapidly since 1951. Right now there are elementary and high schools found in most areas of the country. Tribharan University was established in 1961 to serve as the hub of a higher education system. The literacy rate is still only an estimated fifteen percent, with most of the literate population concentrated in Katmandu Valley and in the Terai. Language In Nepal there are numerous languages spoken which is a problem because they do not belong to the same family group. The most common and national language , Nepali, stems form the Indo-Aryan branch of the Indo European family. Nepali is spoken by 60 percent of the population. A second category of languages in Nepal is the Tibeto- Burman languages, of which the most common are Newer, Magarkura, Gurangkura, Karin and Limbuani. Religion and Society Religion occupies an integral position in Nepalese life and society. The main religion in Nepal is Hinduism , but much of the population follows an unorthodox Buddhism strongly affected by mixtures of Hinduism. The fact that Hindus worship in Buddhist temples and Buddhists worship in Hindus temples has been one of the main reasons followers of the two dominate groups in Nepal have never engaged in any conflicts. Because of such dual faith practices the differences between Hindus and Buddhists have been generally in nature. In 1991 about 89.5 percent of the Nepalese people indenified themselves as Hindus. Buddhists and Muslims occupied only 5.3 and 2.7 percent. The remainder religion is Christianity. At least 87 percent of the population in every region is made of Hindus. Buddhists are mostly found in the Eastern Hills, the Katmandu Valley, and the Central Terai, in each area about 10 percent of the people were Buddhist. Terai The Terai region of Nepal is a low, fertile alluvial plain, in effect the northern extrusion of the Ganges plain. It is 20 miles wide at its broadest point and extends over most of the southern edge. North of this, bordering the forests of the Bhabar and Chria Hills, the Terai is marshy and malaria is endemic. A green belt of excellent timber parallels or dense elephant grass growing to a height of 15 feet. Climate The climate is moderate only in the mountain valleys, about 5,000 feet above sea level. The rest of Nepal is either extremely hot, as in the Terai, climate changes sharply with elevation. In the Himalayas, exposure to the sun and to rain-bearing winds produce complex patterns of local climates. Average temperatures in the Katmandu Valley range form 50 degrees in January to 78 degrees in July. Rainfall mainly  occurs between June and September. The dry season is November to January. Agriculture About 90 percent of Nepals working force is directly engaged in agricultural pursuits. Arable land is at 30 percent of the total land area, of which 60 percent is classified as suitable for wet cultivation and 30 percent for dry cultivation. The main crops are rice, corn, millet, wheat, sugarcane, tobacco, fruits, and vegetables. Rice is grown in the Teria, Katmandu Valley , and the lower hill area. Corn and millet are the main crops at higher altitudes , which is about 6,000 feet above sea level. Annual Rainfall Fire climate zones based on altitude range from subtropical in the South, to cool summers and severe winters in the North. The annual rainfall depends on a monsoon cycle which provides 60 to 80 percent of the total rainfall. The Eastern part of the country get the most with 2,500 millimeters. The Katmandu averages around 1,420 millimeters. And Western Nepal gets around 1,000 millimeters. Himalayans The Himalayans are what Nepal is known for. The Himalayans were formed about 60 million years ago, When the earths continents were still forming, a part of east Africa broke loose and began to driff slowly northward. When it rammed into Asia , the force of the collision caused the land to crumple up into a vast mountain range. More than 1,000 miles long and hundreds of miles wide. This system contains some of the highest mountains in the world. The most famous of these is Mount Everest. Bibliography Norton, Peter B., and Joseph J. Esposito. Nepal.  Encyclopedia Britanica. 1995. Boehm, Richard G. World Geography. Westerville: The McGraw-Hill. 1997.

Barack Obama’s Final Campaign Rally Essay Example for Free

Barack Obama’s Final Campaign Rally Essay The final speech Barrack Obama made the night before the election. The artifact examined in this paper is the final speech of then-presidential candidate Barrack Obama in the state of Virginia at the night before the election. It is his last chance to address and persuade the people to vote for him in the coming election. †¢ The search model used: The Neo-Aristotelian approach of rhetorical criticism was used to analyze the artifact. The Neo-Aristotelian approach was used to analyze Barrack Obama’s speech in this paper. This approach covers all significant areas to determine the genre of the speech. This leads to the understanding of the presidential made by Barrack Obama in the campaign period. †¢ The thesis: â€Å"The speech Obama is analyzed to provide an understanding of the rhetorical style that successfully helped him be elected as the president of the U. S. † The thesis of the speech analysis on Barrack Obama’s last address to the public aims to understand its significance to his whole campaign as it made a conclusion on the series of speeches he made during the campaign period. Summary of Analysis: †¢ Rhetorical situation: The last speech Obama made before the election in Virginia, Republican state, is very significant to analyze the whole period of his campaign. This speech is said to have win him the election. It is evident that the analysis of this speech will make way to understanding of what is the approach the Obama did in his long campaign for it is the conclusion of all his speeches and it is the night before the election. †¢ How the search model was applied to analysis of the artifact: The speech analysis makes use of canons of rhetoric presented by Aristotle. The speech analysis makes use of the five canon of rhetoric in the Neo-Aristotelian approach to analyze the detail of the speech. The speech was analyzed using the canons like invention, arrangement, elocution, memory and delivery. And the speech was found to be outstanding in the five canons. Conclusion: †¢ Usefulness of the search model: The Neo-Aristotelian Approach gave way to a detail analysis of the speech that made Obama the 44th president of the United States. The approach use in this analysis clearly covers all components the speech has to measure its effectiveness to the public. It is found that Obama is very good oratorical speaker that awarded him an advantage in the election. †¢ Value of doing the paper: The analysis gave way to the understanding that the Obama I definitely won the public in his speeches. This analysis prove the claim that Obama touch the hearts on the American people by delivering such effective speeches that presented what he is and what he wanted to do in the future when he become president. His speeches instill such great impact to the public it probably influences the people to strive for the change. Supporting Material: †¢ Visual aid: The sign of a major event held by officers in roads covered in the rally. The Obama party uses sign boards that says a major event happening and that they have to expect heavy traffic somewhat affected people stuck in traffic to attend in the rally. †¢ Audio: The Stevie Wonder’s song Signed, Sealed, Delivered is a major factor which conveys meaning from the speech. The Stevie Wonder song at the end of the speech made a great impact to the listeners of the speech for it gives a message that Obama will do what he promise and that he mean what he said. †¢ Other: The â€Å"yes, we can† tagline and the â€Å"fired up, ready to go† chant. The meaning involve his tagline ensures the American that they can change anything if they want to. And the chant is use to make the people in the rally to remember what they just heard.

Emerging Trends In Recruitment Commerce Essay

Emerging Trends In Recruitment Commerce Essay Internet evolution is affecting our working and personal life in various aspects and no one can say the contrary. One of the areas that the internet has recently and strongly been involved in is Recruitment Selection, as a medium between job seekers and companies since global competition persists and industries becoming more skill intensive, the recruitment of talent workers becomes essential (Yoon, 2009 adapted from Tong and Sivanand, 2005), and attracting the right applicants at the right time is getting tougher than ever. The use of conventional recruitment methods no longer suffices and timely to attract sufficient pool of qualified applicants. Many organizations have turned to adopting sophisticated recruitment strategies or combining various recruitment methods to attract them such as the E-Recruitment. Since recruitment has become the most challenging human resources (HR) function across all industries today, the need of the hour is to shift from traditional reactive recruiting toward more proactive recruiting, by clearly understanding the various factors of the recruitment market (Parmesh, date). In early-1990s, with the advancement of internet technology, many have witnessed the transformation of the conventional recruitment methods to online recruitment. Some corporate companies even use their web sites to recruit people while others capitalized this change to become e-recruitment service providers. This latter third-party e-recruitment business thrived to become the second most popular online business besides booking airline tickets, in United States and Europe. This business trends was later caught up in South-east Asia and Asia Pacific (Yoon adapted from Labanyi, 2002; Galanaki, 2002; Fisher, 2001; Gomolski, 2000; Joyce, 2002; Dixon, 2000). (Adapted from Weiss and Barbeite (2001) focused on reactions to Internet-based job sites. They discovered that the Internet was evidently favoured as a source of finding jobs. An examination of the literature on the various aspect of e-recruitment will allow us some insight and better understanding. When doing literature research many studies focused mainly on the applicant side or only on corporate side; in this study we will investigate both aspect in order to have a broad understanding of e-recruitment development. Emerging trends in Recruitment Recruitment is now about customer relationship management. Applicants needs has changed and preferred an individual relationship with the employer. We talk about war for talent, and now the most advanced guerrilla fighters using the latest weapons. It is a zero sum game between your company and everyone else competing for similar talent. Up to 25% of existing e-Recruitment traders will be purchased or go out of business in the next 3 years (Gartner Q4 Report 2004 accessed on http://www.specht.com.au) Many companies are moving away of conventional recruitment methods. The new methods followed by companies are outsourcing, poaching/raiding and e-recruitment. Outsourcing Outsourcing is a process of transferring a business function to an external service provider. In recruitment out sourcing, a company completely transfers the selection process or part of it to a third party. The outsourcing enterprises assist the organisation by the preliminary screening of the applicants according to the requests of the organization and creating an appropriate pool of talent for the ultimate selection by the organization. Outsourcing firms extend their human resource group by employing people for them. These human resource pools will be made accessible to various companies as per their requirements. Poaching/Raiding Raiding or poaching is a method of recruitment in which competing firms attract employees from rival firms. In simple terms poaching may be described as buying talent rather than developing. Hefty pay packages, other terms and conditions may attract employees to join new Organizations. Poaching is a big challenge for human resource managers. Poaching weakens the Organizations competitive strength because of employees migration. E-Recruitment E-Recruitment is the latest trend in recruitment. It is also known as online recruitment. Internet is the back bone for E-Recruitment. Companies advertise job vacancies on different websites. Exclusive job websites like naukr.com, monster.com, etc help both job seekers and companies to contact each other. A 247 access to the database of the resumes to the employers is provided by these job sites which facilitate organizations to hire people more rapidly. Every Company website usually provides career hyper link. This link helps job seekers to upload resume in the website. Using the uploaded resumes Companies can build their own resume database, which can be used for existing and future requirements. Online recruitment helps the organizations to automate the process of recruitment, which allow saving on time and costs. Traditional way v/s E-way In recent years, the traditional approach to recruitment has been revolutionized by the concept of online recruitment. Although Internet recruiting will not replace traditional recruiting in the near future, it is quickly becoming an essential aid for todays recruiters. Online recruitment varies from conventional recruitment in many ways this has been stressed by some authors. In this area, some researchers have compared between internet recruitment tools and traditional recruitment tools. A survey which was carried out by Galanaki (2002) , found out that internet agencies provide the company with fewer but substantially better applicants than traditional recruitment agencies. On the same side, a research conducted by Verhoeven and Williams (2008) reports on a study into internet recruitment and selection in the United Kingdom and the survey showed dwindling recruitment spends focused on web-based recruitment at the expense of traditional methods. The author also reported that online methods proved far more popular, as majority firms use their own companys website was used as a recruitment tool for most jobs. Kapse et al (2012), a study conducted by Connerley, Carlson, Mecham (2003) on the evidence of differences in applicant pool quality addressed the research need by examining the attraction outcome of firms competing head-to-head for recruits for similar positions. Results of an analysis suggest that applicant quality can vary substantially within and across job families Chapman and Webster (2003) in their survey research on the use of technologies in recruiting, screening, and selection processes for job candidates conducted in USA found that most organizations implemented technology based recruitment and selection tools to improve efficiency, enable new assessment tools, reduce costs, standardize systems and expand the applicant pool. From the applicant opinion, (Maysara (2010) adapted from Rooy and Fairchild (2003) and Rozelle and Landis (2002)) contrasted between job searching by internet tools and traditional tools in terms of the number of jobs that were found and candidate perception of success in the job searching process. The jobs that were found by traditional recruitment tools were less in the number than the ones found by internet tools only. The results of this study encouraged the authors to argue that jobseekers that use this technological advance in their job search are in a good competitive position compared to their peers who do not use it. Diverging from the four previous studies results, Maysara (2010) adapted from Zusman and Landis (2002) found that job applicants reported high preference for the jobs posted in the traditional recruitment sources e.g. paper than the ones posted on the website. The result was not expected for the authors. In addition, and consistent with applicant attraction studies, they found that applicants prefer the high quality recruitment websites than the low quality websites. While comparing the traditional recruitment and the internet recruitment people sometimes finds that they are both almost alike in what they have to offer, however, as we can notice in Table 1, the process is different between the two. E-Recruitment Defining E-Recruitment E-recruitment is a means of using information technology (IT) to perform, speed up or improves this process. EHRM system and its subsystems, such as e-recruitment, produce a higher level of service delivery and a better strategic contribution. E-recruitment emerges as a handy and advantageous method over traditional methods of recruitment (Poorangi et al adapted from Tong and Sivanand, 2005), as it brings all benefits of an e-business into the human resource field and improves the efficiencies of the recruitment process. There are diverse meanings of electronic recruitment coined by well-known researchers. Commonly E-Recruitment is defined as: According to Wolfswinkel e-Recruiting is the online attraction and identification of potential employees using corporate or commercial recruiting websites, electronic advertisements on other websites, or an arbitrar combination of these channels including optional methods such as remote interviews and assessments, smart online search agents or interactive communication tools between recruiter and applicant. E-Recruitment also known as online recruitment, Internet recruiting or cyber-recruiting refers to the practice of advertising job vacancies online, also is the process of integration of the recruitment and internet technology to improve efficiency and effectiveness in hiring the new employers from all over the world (Galanki, 2002) E-recruitment Hiring Process The Hiring Process means carrying out a full series of functions in addition to simple recruitment. It means making a choice and deciding if the company feels that any of the candidates meet the requirements of the specific job and, if so, hiring that person. The next step is closing the deal and having the new employee join the company and fit in within the existing company culture. This means that once the companys hiring policies have been clearly defined, there is a process, which we call the Hiring Process that may be broken down into the theses stages as you can see in the following figure. Figure 1.3 illustrates the staffing processes involved in recruitment of staff and e-recruitment can be brought about in any or all of these main processes. Figure 1.2 E-Recruitment Hiring Process Source: Damhija 2012 Global E-recruitment market E-recruitment has been an issue of interest over the past ten years. Internet is considered as the latest tool in hiring. It is a real revolution spreading over the world of job hunting hiring. The term online recruitment, e-recruitment, cyber recruiting, or internet recruiting, imply the formal sourcing of job information online. The first references to e-recruitment appear in articles of the mid-1980s E-recruitment can be divided into two types of uses: corporate web site for recruitment and commercial jobs boards (such as monster.com) for posting job advertisements .Corporate websites are a companys own website with a link for job posting/career options where candidates can log into for current openings. If the company advertises its vacant positions on other website that specialize in recruitment such as naukri.com, timesjob.com, monster.com, etc., the companies would be adopting commercial job boards for recruitment. Development of E-Recruitment E-recruitment will expand but not replace the face to face selection stage smaller companies will be able to afford these technologies interactive, voice-based systems online portfolios including samples of your work testing tool. Methods of E-Recruitment Lievens Harris (2003) define E-recruitment as any method of persuading candidates to apply for a position that relies greatly on the Internet. We can say that Internet recruitment is not a method itself and therefore can be misunderstood sometimes since there are several of different approaches to Internet recruitment. Dhamija (2012) says that, in order to find active or passive candidates, e-recruitment has come up with valuable method for finding these potential candidates and moreover that there is high demand for e-recruitment tools and skilled workers as specified by The Society for Human Resource Management (SHRM) in a report entitled Workplace Trends during 2007-2008. For the purpose of this study, the focus will be given on two common methods of online recruitment which are being used nowadays. Corporate Website As said by Pin et al (2001), although jobseekers or those who are looking to switch jobs may think that the most logical path is to simply log their resume on a job site, knowing it will be distributed to a large number of companies in various industries, this is not the only option. Tyagi. A (2012) describe the use of a corporate website of the organization for posting a job as a link for career options where the potential candidates can log in for the existing opportunities therefore on companys own website, HR department has a choice of posting the vacancies freely and indicate the career path expected after joining the organisation. But she also pointed out that the corporate website attracts only the interested candidates towards it and for attracting other candidates, other channels should be used. According to Lievens Harris (2003) (adapted from Maher Silverman, 2002), company web sites correspond to one of the primary Internet-based method to employing. Several of these web sites as well offer useful information about the organization, in addition of a system for applying for these jobs. In 2001 a research by iLogos demonstrates that of the Worldwide 500 companies, 88% had a company Internet recruitment site, revealing an important surge from 1998, when only 29% of these companies had such a web site. Approximately all North American Global 500 companies (93%) have a business Internet recruitment site. Most applicants would consider a medium to large size company without a recruitment web site to be somewhat odd; certainly, one report indicated that of 62,000 hires at nine large companies, 16% were initiated at the company Internet recruitment site. Commercial job portals or Job boards Many companies have experienced excellent results through Internet recruiting on their own Web site. However, other firms also utilize employment Web sites by simply typing in key job criteria, skills, and experience and indicating their geographic location. They next click Search for Candidates and in seconds have a ranked list of rà ©sumà ©s from candidates that match the firms requirements. Fees vary from one employment Web site to another, and the number of sites has expanded dramatically in recent years. (http://www.prenhall.com/managementzone/mondyhrm8/mondyhrm8.pdf accessed on 27 August 2012, Chapter 6 Internet recruiting). According to Pin et al (2001) online job boards are recruitment networks that provide a meeting point for jobseekers and enterprises; hence a job platform acts as a middlemen, enabling job offers to be filled by most suitable candidates by segmenting information and providing real-time updated job offers to candidates. These e-recruitment platforms are normally free for jobseekers and chargeable to companies seeking to recruit, sometimes an annual fee and sometimes a charge per listing. These boards are good for attracting active and passive job seekers, particularly for less recognised companies but they can also be used as a supplement to the corporate site. Commercial job boards most common form of online recruiting. Job boards work like classified ads in the newspaper. These are global and allow a larger reach into the candidate pool. The job boards greatest strength is the total numbers of candidates registering resumes; the estimation is that they contain five million unique resumes (Gutmacher, 2000). Additionally, they allow recruiters to administer 24 hours a day, check candidates from around the world, and are commonly quite low-cost (Boehle, 2000). A key advantage of the job board approach for a company is that lots of individuals send resumes and that most job boards provide a search system so that recruiters can hunt for applicants with the appropriate skills and experience. A second benefit is that an organization can give extensive information, as well as a link to the companys web site for supplementary information on both i.e. the career path as well as the organizations. The committed recruitment websites can take a struct ure of job listing websites, which can be look like printed classified advertisements, work wanted sites, which accentuate the prospective employees side and finally online recruiters who make use of other websites as a resource for finding clients and customers (Rudich, 2000; Taylor,2001). Lievens Harris (2003) Social Networking Figure 19 below shows the ages of social networkers for Facebook, MySpace, Flickr and LinkedIn. It is interesting to note that from about ages of 24 to over 60, LinkedIn has the highest percentage of users. However its peak is between the ages of 25 and 34, after which it drops off (WebMediaBrands Inc. 2010). Figure : Percentage of social Networking users across all ages (Web Media Brands Inc 2010) Although social networking sites have seen tremendous growth in the past few years, according to Michigan State Universitys Recruiting Trends 2010-2011, the use of social media for recruiting is still limited to only 28% of the 4,600 employers surveyed, predominantly among larger employers. Benefits and Costs of E-recruitment In most relevant literature there are some commonly identified benefits and downsides for the companies using online recruitment. The commonly cited advantages and drawbacks of online recruitment in the literature are as follows: Benefits of E-recruitment Reduced Costs According to Marr (2007) with the print advertising, the size of the advert and the publication itself impacts on the fee of the posting the advertisement whereas with internet advertising even with a small cost associated to it is relatively cheap compared to the potentially unlimited audience of this medium whereas Galanaki (2002) argue that the cost saving depends on the e-mailing approach adopted; Faster Processes As said by Galanaki (2002) adapted from Workforce 2000a, online recruitment shortened the recruiting cycle maximising HR time for strategic issues. Barber (2006) also emphasis on the fact that e-recruitment speed up the recruitment process, with instant posting of job online, processing the applications within minutes rather than weeks and response can be quick and direct. Wider range of applicants Barber (2006) stressed on the fact that this mean can be access 24 hours a day, 7 days per week; reaching a global applicant group in contrast to ad on national newspaper. Reputation and Brand With increased competitiveness in the market and the fear of remaining behind makes many human resource managers to hire through the net. Particularly associated with corporate website, internet recruitment is considered to attribute an image of innovation and flexibility and it also operate as a promoting tool. (Barber 2006; Galanaki 2002) Attract passive job seekers Internet recruitment can be used as an instrument to attract the most highly prized catch who are not necessarily looking for a job. Addressing specific labour market niches Internet is also perceived to be a technique to deal with particular labour market niches during the posting vacancies on websites for particular interest clusters, on electronic forums or discussions groups and this can boost the targeting potential of the medium ( Galanaki, 2002). But Marr (2007) argue that the drawback of this approach is that there is a possible issue for firms with regards to unfairness and equal opportunity employment. Costs of E-Recruitment Online recruitment offers tangible business benefits therefore as with all recruitment sources, there are not only exclusive benefits associated to the means but there are also a certain number of existing challenges faced by organisations, particularly in such a mechanised process,. An outline of the common disadvantages associated to e-recruitment will now be presented according to (Marr, 2007; Barber, 2006). High quantity of application When a high amount of applications is received, firms can be confronted to a number of real challenges. The negative outcomes of it can be the rising costs in administering recruitment and selection systems. An increase in the number of applications means that more time should be spent in screening the Cvs since filtering out unsuitable candidate is very resource intensive. Logistical problems With online recruitment the best-qualified candidates can live halfway around the world and in such a case, conducting screening interviews by telephone or email have to be considered which limits the expense of a personal meeting. If the process progress forward, it causes the problem of whether it has great significance of bringing the person in for an interview. The valuable time and possibly money will be wasted if it turns out the candidate wasnt serious about relocating. Technology issues When recruitment process requires filling out an application, to miss out qualified candidates who would rather send a resume can be possible. Some candidates may not feel confident enough with the security of applying online. Theres always the likelihood that the application system may function slowly or lose information during the submission process. Poor website In several circumstances, candidates who notice job posting will be relying on the website to get further information about the company and method of operation. If website is badly designed or outdated, the candidate may not even bother to reply. Theres also the risk that the site have inappropriate information concerning the candidates field. Too impersonal It can be perceived as quite impersonal since much of the online recruiting process might implicate emails and probably telephone interviews. When lacking multiple in-person interviews, it can be complicated to determine if candidates will align with the company culture. Candidates may also have a hard time estimating whether the company is the right place for them. Perception of Jobseeker The Internet and the Web have revolutionized the way people communicate. This revolution has not only had a radical change on ways of doing business, but also created new business models that did not exist in the past. The range of Internet applications grew fast due to emerging technologies and competitive business pressures. Since 1995, the Internet has witnessed a rapid development of innovative applications. Among these applications are online recruitment, which was adopted by many users worldwide due to the high potentials it brings to both job seekers and employers Azab (2005). Job seekers use third-party recruitment websites or electronic recruitment services to gather job information and post their resumes using Internet technology (Bartram, 2000; Scheyer McCarter, 1998). Third-party recruitment websites offering Internet-based recruitment services (hereafter job-search websites) provide media for connecting employers and job seekers. According to a study from the write pass journal (2011) which was carried out to discover the advantages of using online recruitment, and techniques in which it could be enhanced, at a leading UK technology firm; it seek to assess factors which influence jobseekers choice when submitting their application to a specific business by means of their corporate website. Moreover it argues that there are various factors affecting this choice such as: the accessibility of an open job opportunity, the corporate website lay out, web presence of the firm through adverts, blogs or web postings, relevant information available about organization and position on the companys website, the corporate branding of the organization, Previous knowledge of company and its operation, the availability of information on online job boards, participation in events such as career fairs, word of mouth from friends and employees, the easiness for application, online tests, feedback and recruitment process. In the Table below we can see what are the benefits and problems related to online recruitment from the perspective of Job seekers. Table 1: Common benefits and drawbacks of Internet recruitment for jobseekers Advantages Disadvantages Mauritius Case Study Mauritius has one of the highest standards of living in Africa. Strong emphasis is being placed on information and communication technology (ICT) as an important engine of economic growth in Mauritius. The National Broadband Policy 2012 2020 sets out a strategic vision for a broadband Intelligent Mauritius, branded as Towards i-Mauritius. Over one-fifth of Mauritians have are making use of broadband; the adoption is likely to maintain its growth, across diverse demographic clusters and age clusters. Internet access and usage Figures from the Statistics Mauritius further point out that in both 2010 and 2008 the use of computer and internet was highest among the young age groups and lowest among the higher age groups. Thus, in 2010, 85.2% of persons aged 12 to 19 were using a computer and 58.3% the internet, and 61.6% of persons aged 20 to 29 were using a computer and 50.7% the internet. Among those aged 50 to 59 years, 23.6% and 17.6% were using a computer and the internet respectively. According to AHRP magazine 2010 HR pros said that traditional networking and social networking are the most effective ways for professionals to find jobs, as indicated by a survey recently conducted by challenger, gray Christmas. Methods of recruitment in Mauritius In recent years, recruiting services have developed intensively in Mauritius. More and more mediators for employers and candidates are being formed. And currently, all recruitment agencies in Mauritius have online services which allow both employers and candidates to register themselves there. The addresses to be make use of for recruitment services are DCDM Recruitment rebranded as Talentaris which has its own online job portal named G3RS.com, Adecco which has merged with Service Bureau and Maujob recently and Appavoo Professional Recruitment, for the online service supported by an adviser as explained above, or myjob.mu, jobsite.mu which operates only online. They have the benefit of being efficient and specialized. However in Mauritius, the most commonly used means of communicating information are the newspapers. Thus most employers exploit the press to advertise vacancies. And the response rate for checking the press to find job is quite high because the Mauritian population is very attached to the national press. Yet LExpress can also be accessed online at the website of the company. Furthermore there are some radio stations that frequently run announcement for employment. Private radio stations such as Radio One and Radio Plus often announce any job offer in the midst of any emission. Private radio stations have high ratings and with this method, the results are very successful and fast. Emerging techniques of upcoming job offer Publications of job either in audio or on posters can be done through advertising agencies. The multinational Accenture is often called to encourage applications. When designed by advertising agencies, they have the benefit of the position value and attract the attention of the reader. Their effectiveness is proven through the actual response rate achieved by employers. Ads may also be webcast on the most visited websites, for example, the homepage of Orange Mauritius, Facebook, etc. Rates vary depending on site and some may even be free, like Facebook. There is a mailing service very fashionable offered by RKcom, but highly not recommended as their service is considered as SPAM and their mail outs usually targeted inappropriate recipients and the mailing service is not free. Other successful techniques To find a qualified staff, it is possible to go through the administration of tertiary institutions or training centers. The most famous being University of Mauritius, Charles Telfair Institute, the Centre for Graduate Studies, or Mauritius IVTB Employees Federation. The Ministry of Labour, through the database of Labour Office which register the unemployed people it help the later to find a suitable position. Employers often communicate their vacant jobs through the database facility offered by Labour Office. At the request of the employer, Labour Office can send the list of candidates seeking employment, by level of education. And in addition, word of mouth is a fairly common in Mauritius. The island is not so big and everyone knows each other. Communications are easily and quickly concluded (Senek 2012). Study One Within the study one, emphasis will be given on two components of the organisational perspective that is, firms that use their corporate website to attract applicants and an online job board which operates in Mauritius. This will give an insight of what are the advantages and disadvantages of shifting to online recruitment. What are the changes alongside with this move in their practices and strategies? Study Two Study two will examine the e-recruitment from the perspective of jobseekers in Mauritius. To investigate the various aspects that drive those to use online recruitment and analysing the benefits and problems related to their use of internet in their job search. Additionally this study will seek to test the following hypothesis: There is a relationship between privacy problems and intention to use online recruitment Research Type For the study one since only a little information is available on e-recruitment practices in Mauritian firms, thus qualitative data on e-recruitment development is more useful and important than quantitative data. Qualitative research will help to be explorative and classify, categorize or define the phenomena of E-recruitment in Mauritius in an organisational perspective. Consequently the most suitable methods that will be used will be interviews. For the study Two given that we have sufficient information and knowledge which is available on the use of e-recruitment for job search from the perspective of jobseekers and that we will seek to prove hypothesis and support, questionnaires will be suitable for collecting quantitative data that can be used in confirmatory studies using statistical analysis. Data type Primary Data For the purpose of this research, data has been collected from first-hand-experience which is known as primary data and this will include interview and survey questionnaire. Those primary data has not been published yet and is more reliable, authentic and objective. Since my primary data has not been changed or altered by human beings, therefore its validity is greater than secondary data. Using primary data in research from participants representatives of key players in e-recruitment, can improves the validity of research. First hand information obtained from a sample that is representative of the target population will yield data that will be valid for the entire targe