The Art and Craft of Rap Music Essay Example | Topics and Well Written Essays - 3000 words

The Art and Craft of Rap Music - Essay Example Then, the four most infuential rap albums of all time are discussed, chosen primarily based upon their influence in redefining the genre as it existed prior to the album. Some of the largest names in the rap music business are discussed and analyzed with particular respect to their technical and artistic merits, as well as their social impact upon the world. Since its conception in the early seventies, rap music has been more than just a genre of music. It has become a street culture with elements that promote self expression and participation. Whether you call it rap or hip hop, it is the medium for urban-based creativity and expression of culture. This paper discusses the history and influence of rap, offering insight into a genre that is highly publicized on a global level but often ignored. The beginning of hip hop has often been discussed and debated among those in the music scene. On one hand, it seems to be widely accepted that the birth date of rap was 1979, when Sugar Hill Gang released Rappers Delight, but the hip hop scene more likely began to form in the Bronx in 1971. The founder of hip-hop was rapper and first break-beat deejay Kool Herc. Sugar Hill Gang seem to be used as a starting point as they hold the title for the introduction of rap music on vinyl, the youth cult for rap music had established itself many years prior to 1979. Soon after the conception of rap as an idea, Grandmaster Flash invented scratching; spinning a record back and forth creating a scratching sound. These innovations made by Kool Herc, Grand Wizard Theodore, Grandmaster Flash, Afrika Bambaataa and other like- minded DJs of the era were the spearhead of an underground cultural movement that is now recognized as hip-hop. Hip hop quickly became recognized as a form of urban based creativity and expression of culture, the turntables enabled artists to be creative with musical sounds. The turntable is an instrument that gives artists control over mainstream music, by proffering a "simple tool to make their art," (Byi, 1998) constituting a sense of rebellion through scratching and distorting a track. Not only does deejaying give artists a sense of upheaval, but also liberation and freedom, the DJ, Q-Bert explained this phenomenon in an interview, "the art of scratching is like a miracle- how you grab any recorded sound and manipulate it to say whatever you wantI wanted to speak the universal language of music, so I chose the musical instrument of the future: the turntable" (Byi, 1998) In the beginning, hip-hop was mainly seen at parties where a DJ would loop samples from records and allow people to battle over these tracks; from here hip-hop culture grew. Deejays often used a microphone to engage the crowd. Over time, individuals other than the Deejay joined in, delivering a message in a catchy rhyme form. By drawing attention not only to the message itself, but also how the message was conveyed, these individuals became performers in their own right, taking a place alongside Deejays and B-Boys; the emcee was born. People were rapping on the streets, and battles could be seen in warehouses on a Saturday night where budding rappers would get on the stage and rap against each other in a knock out style competition. It was the lack of financial resources that prevented this music from being

Circadian Rhythms and Their Importance to Humanise and other Animals Essay

Circadian Rhythms and Their Importance to Humanise and other Animals - Essay Example 649). It was significant to note that in this study 25% of the subjects presented arrhythmic Circadian Rhythm patterns and had a shorter life span by 50% compared to the animal subjects with normal circadian cycles. Kumar, Mohan and Kumar-Sharma (2005) in their study further found that the arrhythmic patterns found in the test group also had a correlation to the reproductive success of the mature species with 40% less than their rhythmic counterparts successfully producing viable offspring. The authors noted that although the study did not investigate the causal effects of this it does indicate that further study is necessary. It does, however, demonstrate that the circadian rhythm plays an integral, if not fully understood, role in the viability of the species - not only on an individual basis but also species wide. Doljansky, Kannety and Dagan (2005) note that circadian rhythm typically produced by period s of day and night are manifested in mammals in many of the physiological functions including "appetite, core body temperature, heart rate, blood pressure, and various endocrine and metabolic variables" (p. 598). Much of the cycle is based upon the natural timing of daylight and night. As our study encompassed a full day, examples of the circadian cycle will be demonstrated readily thought each phase of the study with visible, predictable cyclic patterns emerging. Results of the study conducted confirm the findings of researchers that the blood pressure and pulse rate follow a Circadian Cycle. As seen in Appendix A which is the class study findings there is a distinct circadian cycle demonstrated for the pulse rate of the subjects with the peak pulse rate period falling in the 1800 reading systematically reducing to the low pulse rate period at 0600 before again gradually rising. These findings are supported by a study conducted by Moroni, et al (1998) which evaluated both severe cardiac impaired subjects and healthy control subjects. Results of their study found no significant difference in the blood pressure or pulse rate of either group. Rather, both groups exhibited a normal circadian cycle of both pulse rate and blood pressure which was contrary to their hypothesis. The second portion of the class study measured the cognitive functioning at two hour intervals during the day. As surmised in the hypothesis there should have been a distinct circadian cycle manifested. However, this was not the case with distinct functional differences noted by individuals across distinct time periods. What the findings did demonstrate are supported by Pardee, et al (2005) which examined the cognitive functioning to determine whether a universal circadian cycle was noted. Their findings showed that cognitive functioning ability is not solely evidenced by a universal circadian rhythm. Rather cognitive functioning ability is based on a combination of the circadian rhythm, personal preference (simply put day or night people) and the ability to compensate for 'down-time' periods in the circadian cycle through cognitive reserve. The motor skill portion of the study consisted of an eye hand coordination test. As hypothesized there were be a general pattern emerge indicative of a circadian cycle. Mean results showed that with only minimal variation the

Recruitment and Selection Process in Wipro

Recruitment and Selection Process in Wipro Wipro is Indias largest IT services provider with gross revenue of $6.03 billion in the past financial year. The company is into integrated business, technology and process solutions at a universal basis. The company employs more than 115000 people and is headquartered in Bangalore, India (Web 01). The company is also in other sectors like consumer care, lighting, engineering and healthcare. The company was established in 1945 by M.H Premji. But it was his son and current chairman, Azim Premji who transformed the company into one of the most reputed brands in India. Solely due to his efforts, the company now has more than 40 Centers of Excellence and operates in 4 continents. Like every successful company, Wipro also gives high importance to Human Resource Management. The company is Indias 6th top employer. But the company is not even in the top 20 best employers of the country while their competitors like TCS, Infosys etc. are always in the top ten (Web 02). Therefore it can be judged that the HR functions in the company need to be thoroughly reviewed. In simple terms recruitment can be referred to as the process of searching and attracting competent employees for a particular job (Aswathappa, 2005). Companies invest a lot on recruitment process in order to avoid inappropriate selection. The recruitment process of Wipro is also structured in a detailed manner and involves three rounds: Round 1- Written test 1. Verbal: This is the first section of the written test where 15 questions will be asked to the candidates to test their proficiency in English language and include questions related to synonyms, opposites, similes, prepositions etc. A comprehension passage also might be included for the candidates to read. 2. Aptitude: This section also have 15 questions that are concerned with aptitude topics like Time Work, Time Distance, Puzzles, Calendars, Ratio proportions, Ages, Pipes etc. 3. Technical: This is quite an important part of the written test and involves 20 questions which are meant to test the technical knowledge of the applicant in C, C++, Java, Linux, UNIX, DBMS, SQL, Programming fundamentals, Hardware, Software Engineering, Micro-Processors etc. The questions will be mainly based upon the technical aspects studied as a part of university syllabus. Round 2: Technical Interview The second round is the most important elimination stage in the recruitment process. In this stage the candidates must have through knowledge in the basic technical skills in order get them cleared from t here. Therefore the candidates are asked to get prepared on their academic subjects before sitting for this round. Round 3: HR interview This is found to be the hardest part of the recruitment process. This round is found to be a real test for even the most competent candidates. The most common questions that re asked in this round include speak about oneself, why should the company hire the candidate, why did he wish to join Wipro, etc. The emotional quotient of the candidate is tested in this round in order to check whether he is able to withstand the pressures of the job. The other aspects that are being tested here involve communication and vocabulary of the candidate. Round 4: Placement Once the candidate is selected, he will be provided with an employee code number by the HR manager and a joining form will also be handed over to him which he has to fill up. This turns him from a candidate to an employee. Almost 40% of the employees of Wipro are selected directly from campus recruitments. Another source of recruitment is through the NSR (National Skill Registry). Wipro training model The above figure illustrates the Wipro training model which involves seven stages. These stages happen in a consecutive process. The main stages are: Identify training requirements Define the learning goals and objectives Conceptualize the training program Develop training content Reviews by stakeholders Pilot training content Rollout training content This model helps in identifying the exact training needs of the candidates and provides them with the most appropriate training. The company is also not behind in development initiatives. The Leadership Quality Survey of the company started in 1992 has immensely contributed in nurturing Wipros best business leaders. Wipro now has 8 qualities for leadership which are formulated on the basis of Wipro vision, values and business strategy. As a part of this development initiative, the company has introduced a 360 degree survey process which would enable in improving the competencies and skills of their business leaders. This process begins with receiving feedbacks from related people and finishes when every member frames a Personal Development Plan (PDP) on the basis of the responses received. This Personal Development Plan develops on the basis of a seven-step program that would help the individual to understand his strengths and weaknesses as well as determining the action steps. This program named Wings of Change to symbolize that it would bring up change or transformation in the individual. The Leadership Development Framework of Wipro is also a critical component for improving the leadership qualities of its employees. This framework is given below: This framework would help in understanding the major areas that form in relation to a leader in Wipro. Leadership Lifecycle Programs: The Company has formulated a strategy for Life Cycle Stage Development Plan. This program has been developed in order to frame distinct job profiles and map the competencies needed for each job role. The required competencies determine the success of each job role. The different programs under this LSDP are: à ¢Ã¢â€š ¬Ã‚ ¢ Entry-level program (ELP) This program as the name suggests is for entry level employees and intends to improve their managerial qualities. The main target group for this program is campus recruits and also candidates who entered through lateral entries. à ¢Ã¢â€š ¬Ã‚ ¢ New Leaders Program (NLP) This is the second level of the LSDP. This level is higher to Entry-level program and is oriented for potential candidates who are most likely to be the leaders of company in the future. à ¢Ã¢â€š ¬Ã‚ ¢ Wipro Leaders Program (WLP) This program is intended for medium level managers with the capability of being a leader in the near future. Through this program, the managers are expected to improve their way of handling employees, operations, business development and project management tasks. The managers who come up from this program become the forerunners of Wipro values and Wipros business operations. à ¢Ã¢â€š ¬Ã‚ ¢ Business Leaders Program (BLP) This is the program designed for the real leaders of the company i.e the senior level executives who hold highly responsible positions. At this level, these executives need not be trained for basic skills and hence it focuses on techniques for revenue generation. The other areas covered in this section involve sales orientation, CRM, team building and performance management. à ¢Ã¢â€š ¬Ã‚ ¢ Strategic Leaders Program (SLP) This is the top level program and is developed for the already existing leaders or top management employees of the company. The key areas included in the program will be Vision, Values, Strategy, Global Thinking, Customer Focus etc. Wipro has ties with many pioneer management institutions inside and outside India to conduct this leadership program for the leaders of the company. 1.3 Custom Content Development (CCD) This is a unique program offered by the company that provides new and economical learning content solutions. This service would help in meeting customer requirements as well as help them get a strategic advantage. Wipros CCD Service undergoes a thorough development cycle to make sure than the client gets quality solutions at precise time. Custom Content Development Service includes: à ¢Ã¢â€š ¬Ã‚ ¢ Application Training à ¢Ã¢â€š ¬Ã‚ ¢ Process Training à ¢Ã¢â€š ¬Ã‚ ¢ Compliance and Regulatory Training à ¢Ã¢â€š ¬Ã‚ ¢ Product Training à ¢Ã¢â€š ¬Ã‚ ¢ Rapid Training Solutions. 1.4 Human Resource Planning Wipro is the first company to implement many strategic HR and IT services globally. Some of them include People Capability Maturity Model (PCMM) Level 5, SEI Capability Maturity Model (CMM) Level 5 and version 1.1 of CMM. The people processes in the company are the best in the industry and involves most accepted practices in HR, knowledge management and OD so that the employees are equipped with the right skills to face the needs of dynamic business environment. 1.5 Capability Maturity Model (CMM) The expertise in Six-Sigma methodologies has been put to use to modify the prevailing processes in the organizations so that the decisions are made on the basis of metrics and measurements. à ¢Ã¢â€š ¬Ã‚ ¢ The fundamental concept behind Six Sigma is that if you can compute how many defects you have in a process, you can systematically figure out how to reduce them and get as close to zero defects as possible. It begins with the application of numerical methods for translating information from clientele into specifications for products or services that are being developed or manufactured. Hence this can be considered as a business strategy and a philosophy of one working smarter not harder. Wipro is Indias first company to adopt the Six Sigma methodology and at present it has the most mature programs in the country. This makes sure that 91% of the works are completed on schedule which is quite above the industry average of 55%. Since they have over 10 years experience in this field, the company has made considerable efforts in order to improve the process. Apart from that the company has also scaled Six Sigma ladder which helped over 1000 project to reach completion. The main feature of this program is that it spreads exactly through the verticals and hence is able to influence a number of areas including project management, market development, resource utilization etc. 1.6 Conclusion Thus it is evident that Wipro is giving high importance to recruitment of employees. But even then the HR functions have certain flow which is the main reason why the company is not able to get into the best 10 employers in India. Hence it is the duty of the HR department to bring about a change in the processes so that better employees are hired and maintained. TASK 2 2.1 Introduction Performance management is a key HR function of any company. Oxford English dictionary has defined performance as accomplishment, execution, carrying out, and working out of anything ordered or undertaken. Performance is also defined as A matter that not only people achieve, but also how they achieve it (Armstrong and Baron, 2005). Hence it can be considered as a multidimensional concept and cannot be measured on the basis of a single factor. A common and accepted concept about performance is that it is not merely concerned about final outcomes but also with the actions performed for attaining these targets. 2.2 Performance management in Wipro Performance management is also a hard to define concept. The main reason behind this is the ignorance over performance measure issues. But a clearer definition to this concept was given by Armstrong (2000). In his words, performance management is A strategic and integrated process that delivers sustained success to organizations by improving the performance of people who work in them, and by developing the capabilities of individuals and teams. Wipro has a completely integrated end-to-end Performance Management Solution on its own for carrying out this critical HR function properly. This solution is formulated based upon the universally accepted HR processes adopted in the best organizations and thus helps them to update as well as restructure their performance evaluation processes. The above figure depicts the performance management solution adopted in Wipro. This solution helps the companies in many ways. It not only assists them in adopting the most suitable technique of performance management to that particular company but also reduces the time taken for the completion of Performance Management cycle. The unique feature of Wipros solution is that it does all this without compromising on the operations of other HR sub-functions like Work Planning Conference, objective setting, interim reviews, feedbacks, overall evaluation and rating, recording and documentation etc. Once the HR department makes a review of the organization, the assistant of the HR manager will update and record the score obtained by each employee in the database of the company. 2.3 Importance of performance appraisal in Wipro Performance management or appraisal holds considerable significance in Wipro since its success depends on the performance of employees to a large extent. Before explaining in detail about its importance in Wipro, it is advisable to understand its purpose. The main function behind PA is to make an employee differentiate between his actual performance and the expected performance (Boice Kleiner, 1997). But this holds a one-sided view since only the rater is benefited out of this. A more balanced view of performance appraisal states that only if both the parties i.e appraiser and appraise gets benefited can the process be considered as positive (Fletcher, 2006). Performance management on the other hand can be considered as use of interconnected strategies and techniques with an aim to enhance the performance of individuals, teams and organizations. An appropriate performance management can be regarded as the prime factor in achieving the business goals from the point of view of organization. Therefore performance appraisal is seen as the chief component or tool of performance management in Wipro. Hence the company must make sure that the performance management system adopted must be capable of meeting the needs of organization and the stakeholders (Humphreys, 2008). Thus performance management becomes a core component in promoting corporate governance (Bach Sisson, 2000). Since corporate governance is an issue of great relevance in todays business scenario, performance management becomes quite critical in Wipro. It forms a vital component of the corporate governance framework which helps the management or boards to direct, observe and react to the way the company reacts to the goals, mission and results that is expected from it. Performance management can be helpful to the company in three areas namely: Enhancing the individual productivity Identifying the training needs Allocating the precise rewards An effective method of performance management must inculcate a framework involving both corporate and individual performance planning. Therefore the HR must ensure that the framework involves: Clarification of performance objectives to the employees. This must include communicating the specific tasks, outcomes, behaviors, and other value systems related to ones job. The HR must make sure that these performance objectives are in alignment with the business objectives. à ¢Ã¢â€š ¬Ã‚ ¢ Individual or teams undergo periodical appraisals in order to evaluate their performance against the objectives set for them. à ¢Ã¢â€š ¬Ã‚ ¢ The employee or appraise is provided with the feedback about his/her performance from this appraisal. à ¢Ã¢â€š ¬Ã‚ ¢ Proper recognition or reward is provided to the appraises for their performance as well as any improvement in their pay or salary based on the performance. à ¢Ã¢â€š ¬Ã‚ ¢ There will be team and individual development so that the skills and abilities of the team as well as members are building. à ¢Ã¢â€š ¬Ã‚ ¢ In case there is poor performance, the employee is given proper counseling in order to guide him to the right path. à ¢Ã¢â€š ¬Ã‚ ¢ To establish a connection between the progress of capabilities with corporate and business planning. That means there will not only be coming down from the results of business planning but also owning a system which feeds back up. à ¢Ã¢â€š ¬Ã‚ ¢ Having the ability to evaluate the contribution made by individual, team and organization for attaining its objectives. Performance management system can also be used in variety of purposes like auditing, evaluation, training, succession planning etc (Randell, 1994). Thus an effective system can be helpful for the employees and teams to understand their objectives and the business goals as well as enables to recognize how effectively they are achieving the corporate goals. This approach thus helps these parties to identify and clearly define their performance expectations which are an essential part of their job. If the people, processes and performance are integrated with the business goals, it would lead to developing the abilities of the individual as well as organization thus leading to their better performance. It is the performance appraisal process which expresses the work standards expected out of a specific job and the norms, values and behaviors that are associated with that job and finally communicating this with the concerned people. Performance management thus results in better performanc e which is more closely directed to the objectives and needs of organization. Performance appraisal and its feedback help the employees to understand the level of their performance and find out ways to improve them. Thus studies reveal that some researchers focus on achievement of business goals as the most important reason behind implementing performance management system while some others view it as a scale for improving performance of one. In an organization like Wipro, it is suggested that a system which fulfills both organization as well as individual needs must be followed. 2.4 360 degree feedback This is a widely accepted technique of performance appraisal adopted by many companies. This method can be used in obtaining both qualitative and quantitative data about an individuals performance. Thus it involves a more holistic approach and here the person is rated based on the feedbacks obtained from people who work close to him i.e peers, superiors, subordinates etc. Apart from that the individual has to undergo a self-rating process also. This method of appraisal is quite suitable with the work environment and job nature in Wipro and can yield positive results. 2.5 Uses of Performance Appraisal System in Wipro: Wipro can have numerous benefits out of the performance management system if implemented properly. The major benefits derived out of it are: Performance management is more concerned about the outputs rather than mere activities or behaviors. Thus enacting that one person is busy would not help him get an appraisal or promotion. He has to achieve the predetermined results in order to get appraised. Performance Management helps in aligning the business processes and operations to the objectives of the organization. There is a chain process in PM which exists in order to make sure that they are in agreement with the organizational objectives. Nurture an organization-wide long-term view of the organization. An effective method of performance management should adopt a system-based approach which aims at the results or outputs of the business processes (Swanson, 1999). In other cases, the result is bound to have certain faults. Performance management would result in meaningful measurements which can be applied in numerous areas like benchmarking, framing standards for comparing the companys practices with the most industry accepted standards. They point out outcomes during development efforts, such as employee training, management development, quality programs, etc. Thus performance management makes sure that employees are equally treated and they receive rewards based on true performance. This way the employees will be able understand their strengths and weaknesses (Brets et.al. 1992). It would help them to be aware about the duties they have to bear and thus act according to his superiors expectations (Rees Porter, 2008). 2.6 Conclusion Thus performance management system in Wipro can help the employee to have a deep knowledge about the corporate objectives and effort required to attain them. This would help him to realize his present position in comparison to the expected level of performance so that he can try more to get to that level. This again leads to overall development of the employee.

The Glass Ceiling Essay -- Gender Roles, Women, Minorities

The â€Å"Glass Ceiling† is the term giving to the invisible obstacles sometimes found in the workforce. The barriers that limit women’s and minorities progress toward employment equity extend from the glass ceiling at the top of corporations to the floor of low paying jobs in the labor market. These barriers are created by a process at exclusion that continuously eliminates women, minorities, and other underprivileged groups from being candidates of higher positions. When a company exercises this type of discrimination, they look for the most defensible explanation they can find to make this behavior seem acceptable. The â€Å"glass ceiling† is still very much a part of the corporate world today as it was many years ago. This is evident by the hindered progress of women and minorities seen in much of the corporate workforce. In order to develop the theme of influence of the invisible glass ceiling to the work place, it is important to rely on the background of this opinion. According to the economical point of view, the glass ceiling is referred to as the unseen, yet unbreachable barrier that keeps minorities and women from rising to the top of the corporate ladder, regardless of their qualification or achievements. This metaphor was initially only applied to women, but quickly extended to minority men as well (Shedd). While legislation regarding discrimination based on gender prevents overt discrimination, subtle measures have been found to exist within many organizations which effectively prevent women from moving into the highest levels of management. These include doubtful success criteria, inaccurate perception of women’s aspirations and progress, and cultural biases against working women (Miller 18). Blocked opportunitie... ...eeps minorities and women from rising to the upper rungs of the corporate ladder regardless of their qualifications or achievements. This barrier of blocking women and minorities from reaching top echelons reveals the extent of the problems faced by women. There is no doubt that the glass ceiling continues to plague talented women who struggle to reach the top positions in their career. The glass ceiling is also a problem for top management of corporations that need to recognize the changes in the modern age. By following the traditional way of hiring and promoting individuals, corporations are missing out on the vast talent pool of women. By opening higher management positions to women, corporations stand to benefit from the creativity, more interactional, more participative, and knowledge of women who will offer a unique perspective to growing corporations.

Assessing a Underachieving Employee Essay

Executive Summary This is a short report about assessing an underachieving employee that I personally had to deal with. It discusses the problems that arose. I analysed them and then put into place a couple of solutions. The most problematic work situation that I personally encountered was with a work colleague who was a young lady working at the Cooperative food group and she was underachieving. This relates to the concepts of book2, An introduction to human resource management in business, session 4 Assessing and developing people at work. When my work colleague first started working at the Cooperative she was an excellent worker who gave 100% all the time. She had worked at the Cooperative for just over two years and we were in the process of thinking about promoting her from a customer service assistant to a supervisor. She started to make mistakes at the checkout, our manager noticed cash shortages, missing transaction paperwork and mistakes on the lottery and paypoint terminals. As a supervisor my manager asked me to monitor the situation over a two week period and to write down any mistakes or cash shortages and put the dates they happened so that our manager could decide what the next course of action would be. Assessing a Underachieving Employee The analysis of the problems that arose. I am using concepts from book 2, An introduction to human resource management in business, session 4, assessing and developing people at work. These mistakes that my work colleague were making could be happening for a number of reasons. She could be having financial difficulties so she has stolen the money that is why there are cash shortages, however that does not explain why the other mistakes have occurred on the lottery and paypoint terminals and it’s very easy to jump to the wrong conclusion when analysing this. I believe the main point to be about performance management as it states in book 2, session 4.1, performance management â€Å"ensuring that staff are motivated†. I don’t think she is motivated anymore, as when she is at work she is stuck on a checkout for very long periods of time. There is no variety in her job role to keep her motivated, and to be perfectly honest when other members of staff are busy she does get forgotten about and if she does not ask the other members of staff she would not even get her breaks as they forget about her. Doing the same thing day in day and day out can become a bit monotonous. This is why her performance has started to suffer as she feels deflated and demotivated. It is as though she has given up on this job and just turns up because she has to and she needs the money. As it states in book 2, session 4.2 Assessing performance â€Å"the person may lack direction or be working to less than full capacity†. Which in this case I believe to be true. This will affect how the business is run if not dealt  with as other members of staff could start to do the same. Customers will not want to shop there if the staff don’t show an interest. The standards that were once there will start to drop resulting in a negative impac t on the business. A solution to the problems that occurred The first thing I would do would be to set up a record of meetings with this work colleague and our manager. This is a discussion about what is happening and it is recorded for future reference. At this meeting I would discuss how we can move forward together as a team. I would explain to her the importance of her job role and how important it is to get it right. I would set her small achievable targets to aim for with rewards given when achieved. Arranging regular meetings is also a good idea; this could be done as a performance appraisal. As it states in book 2, session 4.4, table 4.2, it has the â€Å"Opportunity to motivate staff by recognising achievements†. I believe this is what is needed in this situation, she needs to feel like a valued team member, this would then give her the motivation needed to do her job correctly and to her full capacity, the business will then be more productive as it stated in book 2, session 4.2 Assessing performance. I may then look into whether she would be interested in changing her job role a little, for example, stock replenishment, and fetching deliveries in, checking dates on products, that sort of thing. This would give her some variety in her job and hopefully motivate her again. This would require more training and cost the business, however if she is just on the checkouts and not been monitored she is costing the business money anyway through the mistakes she is making. Some of this training would be done externally, through training courses, however most of the training would be done by coaching. As it states in book 2, session 4.6, Developing is not just training courses, â€Å"coaching; a way of transferring knowledge and skill from a more experienced person to a less experienced person†. I think this is the best way forward for this work colleague in this situation. Research from the Internet I looked on the internet and did some research to see how to develop underachievers at work. I found two the first one was Yourbusiness.azcentral.com. It basically states that underachievers inhibit teamwork and lower morale of other staff members. It also says you need to form relationships with employees, so you can create a willingness to help the individual. It also says to set incremental goals for the employee. What this website was saying made sense, however I’m not sure how reliable this source is as it wants me to subscribe to them. The next one I looked at was www.acas.org.uk. I found this website very interesting as it gives a full list of different forms that you can print including appraisal forms, absence record sheets and lots of information about how to manage performance. I believe this to be a reliable source as this organisation is devoted to preventing and resolving employment issues, also it wasn’t trying to sell me anything. Tutor group forum I particularly enjoyed the tutor group forum activity 2.1 – Work Pleasure or Pain? It was nice that most people thought the same as me, in that they enjoyed their work. My husband hates work and never understands how I can enjoy going to work. I totally agreed with what Mark Pickering said in that work is a pleasure and that it allows me to achieve my goals in life, while providing for my family. References Book 2 (2012) ‘An introduction to human resource management in business’ The Open University, Milton Keynes. Study Companion (2012), The Open University, Milton Keynes. Yourbusiness.azcentral.com. www.acas.org.uk

Fast Food Globalization

Fast Food Globalization Some people get confused when they hear the word, globalization. What is it? Globalization is a modern term used to describe the changes in societies and the world economy that result from dramatically increased international trade and cultural exchange. That means the world is slowly becoming one by producing goods and services in one part of the world, only to share it on an international level. This is a deeply controversial issue, however. Proponents of globalization argue that it allows poor countries and their citizens to develop economically and raise their standards of living. Whereas, opponents of globalization claim that the creation of a free international market has benefited multinational corporations in the Western world at the expense of local cultures and common people. Clearly, fast food is a representative of this globalization process. In this essay, I will discuss the globalization of fast food in other countries and the negative effects it has made on traditional diets, eating habits, and culture as a whole. A major challenge of doing business internationally is to adapt effectively to different cultures. Several fast food companies have shown the willingness to adapt to local customs. Some examples of how international fast food chains have attempted to accommodate local tastes include: the Teriyaki McBurger at a McDonald’s in Japan, consisting of a sausage patty in a bun with teriyaki sauce; a curry potato pie and a red bean ice cream sundae in Hong Kong; a broiled salmon sandwich at a Burger King in Chile; even a pizza from Pizza Hut was â€Å"delivered† to the International Space Station in 2001, a collaboration between the company and Russian scientists. But no matter where fast food restaurants are located or what type of food they sell, their most fundamental operating principle is standardization. This means selling the exact same food everywhere, limiting the number of food choices. For some people, it is comforting when there aren’t very many choices, knowing in advance what they will be eating and how it will taste. Ironically, there are some people who dislike fast food, yet a hungry person in a hurry or someone who is far away from home would often find it convenient. In 1921, the first business to be called a fast food restaurant was White Castle, located in Wichita, Kansas. It sold hamburgers for five cents each. The idea caught on and by the late 1930’s, a California restaurant called Bob’s introduced a hamburger with two patties of meat and named it the Big Boy. After World War II, the number of restaurants specializing in fast food grew tremendously. Therefore, each company needed a special feature to survive in the competitive marketplace. But how can one stand out from the rest when selling the same types of fast food? The innovators at White Castle developed a solution to this problem: aggressive advertising. By featuring commercials with cheerful music and catchy jingles on the radio or television, fast food companies were able to rely on their marketing strategies to convince consumers that their food offered the best taste and value money could buy. Changes in lifestyles and eating habits, such as the consumption of fast food and the dependence of food imports has led to the decline of traditional foods and cultures. With that being said, nutritional related chronic diseases such as obesity, diabetes, high blood pressure, heart diseases and stroke are on the rise and accounts for more than fifty percent of the deaths in the region. Americans traditionally eat a mixture of some of the best and some of the worst foods you can find for breakfast. Among the worst: fatty sweets, like doughnuts and cinnamon rolls; salty meats, such as sausage and bacon; and eggs, whose yolks add more cholesterol to the average American’s diet than any other single food. Among the best: fresh fruit or juice; dairy foods that are low in fat, like yogurt and milk; and whole grains found in hot or cold cereals. The problem is that the food industry keeps tempting us with an abundance of less nutritious foods that cater to our fast paced lifestyles. For Americans, their biggest challenge is rushing to get dinner on the table, leading many people to rely on take-out, fast food or easy-to-fix convenience foods. Fast food is convenient because you get it fast, it fills you up and you don’t have to worry about sanitary issues. Globalization is primarily about speed and this is why the world has taken up American eating habits. People are so pressed for time that they resort to fast food. But because people are consuming more food these days, it theoretically, should take longer. As a result, poor eating habits means more eating disorders and health issues. This is a growing crisis and the only way to fix this, is to make it easier for people to eat healthier without having to take a lot of time worrying about it and actually doing it. After four decades, our obsession with fast, cheap food has transformed our towns and flooded the labor market with low-paying, dead-end jobs. Americans now spend more money on fast food than they do on higher education, personal computers, software or new cars. In fact, they spend more on fast food than on movies, books, magazines, newspapers, videos and recorded music – combined. These are just a few facts about the negative effect globalization has made on traditional culture here in America. Today, the only Americans who earn lower wages than fast-food workers are migrant farm workers. It now employs some of the poorest, most disadvantaged members of American society. Fast food companies often teach basic job skills to people who can barely read, whose lives have been chaotic or shut off from the mainstream. According to an article found in the Rolling Stones magazine, a survey of American schoolchildren found that ninety-six percent could identify Ronald McDonald. The only fictional character with a higher degree of recognition was Santa Claus. Its corporate symbol, the Golden Arches, is now more widely recognized than the Christian cross. It’s devastating to see how the impact of McDonald's on the nation's culture alone, has forced our economy and diet into a state of despair that it is in. I have discussed how the fast food industry has played a crucial role in the globalization process, as well as how it has affected the poor eating habits of traditional diets in America. The globalization of fast food has made such a negative impact on today’s society, that there is no denying what our future holds. Right now is the best time to make fast food less unhealthy and make healthier food more rapidly available. In conclusion, the world as we know it is heading towards a never-ending battle of complicated health issues and an onset of shortened life spans. I’m sure we can all agree that America loves value. But in the end, if you know it can cause obesity, it’s a pretty poor value. Not only are you going to end up with expensive health-care costs, but you’ll also end up earning less money. If we don’t take the proper precautions now, we could end up with all kinds of economic consequences on a worldwide scale. Works Cited Ancker, William P. â€Å"Fast Food and Globalization. † English Teaching Forum. Bureau of Educational and Cultural Affairs. 11 Mar. 2008 . —. â€Å"Fast Food World: The Hamburger Comes of Age. † English Teaching Forum. Bureau of Educational and Cultural Affairs. 11 Mar. 2008 . â€Å"The Best & Worst Breakfasts. † FindArticles. com. Nov. 1999. Nutritional Action Health letter. 11 Mar. 2008 . Schlosser, Eric. â€Å"Fast-Food Nation: The True Cost Of America's Diet. † Rolling Stones 3 Sept. 1998. 11 Mar. 2008 . Stein, Joel. â€Å"A New Fast-Food Invasion. † Time. com 29 Mar. 2007. 11 Mar. 2008 . Williams, David E. â€Å"A Nation’s Eating Habits. † CNN. com 8 Dec. 2006. Healthy Bodies. 11 Mar. 2008 .