William Wallace And The Scottish Knight Essay - 992 Words

William Wallace will always be remembered as being one of the men who sacrificed himself completely for his country. â€Å"He fought not only for freedom, but also for every human s right to own land, personal property, and the pursuit of a better existence.† (Ryan, P.2) Sir William Wallace, a Scottish knight, was one of the main figureheads in Scotland’s fight for independence. Although Scotland is still united with England, Wales, and Northern Ireland in what is known today as the United Kingdom, it still is, technically, its own separate country; this was not always the case. In the late 12th century, Scotland was under complete rule by the English king, known as Edward â€Å"Long Shanks†. By the early 13th century, England and Scotland were at total war. Scotland was being ruled at the time by a four year old girl, overseen by council members until she was to become of age, and the Scottish nobility was very weak. This made Scotland a sitting target for the English monarchy to take over. Although he did not live to see the day it actually happened, William Wallace did fight for his county’s independence. He did not win his country’s freedom peacefully, however. William Wallace was said to be a savage for slaughtering men by the thousands, sometimes not just in battle, but pure revenge. English soldiers murdered innocent Scottish women and children, including Wallace’s wife. Which was said to have triggered his need to finally fight against the English. William Wallace wasShow MoreRelated William Wallace Essay1749 Words   |  7 Pages William Wallace (c1270-1305) William Wallace has come to be known as one of Scotland’s many heroes and the undeniable leader of the Scottish resistance forces dying for their freedom from English Rule at the end of the 13th century. nbsp;nbsp;nbsp;nbsp;nbsp;Most accounts of Wallace have been passed down through the generations by word of mouth, making Wallace somewhat of a Scottish folk hero. Most accounts are merely tentative, and in part due to his success in instilling fear into the heartsRead MoreHistory 262 : Early Modern World History1889 Words   |  8 Pageswho have hung heroes.† -Braveheart Scotland has had a rich history when it comes to diplomacy with other nearby nations. If I were to ask a person on the street â€Å"What movie can you think of that has Scottish people in it?† the answer would almost always be Braveheart. According to Randall Wallace, the writer of the script for the film , â€Å"The question of the historical accuracy of Braveheart is one that always makes me laugh. When we’re creating something or in the business of storytelling, we’reRead MoreThe Battle of Bannockburn happened in 1314 just outside of Stirling, Scotland. It was a war between1300 Words   |  6 Pagesand the much smaller Scottish army. The Scottish showed they were a force to be reckoned with when they took Stirling Castle for ransom. The English were trying to get the castle back from the Scottish which caused the Battle of Bannockburn Leading up to the Battle of Bannockburn, quite a few things happened. In 1290, Margaret, â€Å"the maid of Norway†, the heir to the Scottish throne, died when she was eight years old. Her death left Scotland without a ruler. The desperate Scottish called on their neighborsRead MoreCrime and Punishment934 Words   |  4 Pageswas devised for the execution of those who threatened the lives of kings or the disruption of their realm. Hanging, drawing, and quartering was established in England in the reign of Edward I specifically for the public execution of the Scottish knight William Wallace. It became a stock punishment for high treason in England, though by the time of the execution of the Cato Street conspirators in 1820 the part-hanging and the disembowelling before decapitation were omitted. Franà §ois Ravaillac, who assassinatedRead MoreRastafarian79520 Words   |  319 Pagesexamination will reveal that elements of this message are often distilled from ideas that have had currency in some elements of the society. Several scholars writing from within the Weberian tradition ï ¬ ll out Webers theory on this point. Anthony Wallace discusses the role of charismatic leaders in the â€Å"mazeway reformulation,† which is characteristic of revitalization movements, and comes to this conclusion: Whether the movement is religious or secular, the reformulation of the mazeway generallyRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesUniversity, Sacramento xxx Richard Blackburn, University of North Carolina–Chapel Hill Weldon Blake, Bethune-Cookman College Carl Blencke, University of Central Florida Michael Bochenek, Elmhurst College Alicia Boisnier, State University of New York William H. Bommer, Cleveland State University Bryan Bonner, University of Utah Jessica Bradley, Clemson University Dr. Jerry Bream, Empire State College/ Niagara Frontier Center Jim Breaugh, University of Missouri Peggy Brewer, Eastern Kentucky University

The Film Centers On A Sexual Relationship Between Hanna...

The film centers on a sexual relationship between Hanna Schmitz, a woman in her mid-30s, and Michael, a boy of 15 years. The film begins in 1995 Berlin, then flashes back to another year in 1958 on a day when young Michael is found sick and feverish in the street and taken back to Hanna s apartment to be cared for. After he recovers, he returns to the apartment building to deliver a bouquet of flowers to Hanna at her apartment and thanks her. She is matter of fact with him, but asks him to escort her to work. However, when she catches him spying on her as she dresses, he runs away in shame. When he returns to apologize a few days later, Hanna quickly seduces Michael, and the two characters begin a relationship that last only for a summer. Michael begins regularly to visit Hanna at her apartment where they have sex. Hanna mentally dominates Michael and controls the relationship. Michael falls in love with Hanna, but the emotional attachment is not reciprocated. Upon Hanna’s req uest, Michael begins to read aloud to her on each of his visits with the rewards of sex. He returns to her every day after school, rejecting the clear interest of girls his own age. In fact, and all their days together are obsessed with sex. Hanna makes little pretense of genuinely loving Michael, who she calls kid, and although Michael has a helpless crush on Hanna, it should not be confused with love. He is swept away by the discovery of his own sexuality. Then one day Hanna simply disappears, and

Personnel Management Large Organisations

Question: Discuss about the Personnel management in small organisations and human resource management in large organisations? Answer: Introduction Human resource management is defined as the management of a companys human resources in a way that they add more value to the organisation while achieving their individual career goals(Armstrong, 2006). This report gives an in-depth understanding of the role played by personnel management in small organisations such as Food for Health and the role played by human resource management (HRM) in large organisations such as Google. Difference between human resource management and personnel management Both HRM and personnel management are responsible for handling the growth and development of the most precious assets of the organisations that is their human resources in a manner that they eventually become more valuable for the organisation(Adewale Anthonia, 2013). Personnel management is a traditional approach to people management and is practiced by small organisations where the number of employees is less. Personnel management is characterised by indirect communication and slow decision making process(Bhatia, 2007). Contrary to this HRM is a modern approach to people management and is practiced by large organisations which view their employees are most precious assets which must be managed in a way to enhance their commitment towards organisations vision and values(Armstrong, 2011). HRM is characterised by direct communication and a comparatively quick decision making process. Function of Human Resource Management in Contributing to Organisational Purposes Different functions of HRM contributes towards organisational purposes in different ways such as, recruitment and selection function ensures right talent is available at right time to fill the positions matching their expertise and skills, training and development functions identify employee training needs and satisfy them in best possible manner, performance appraisal and reward system play a vital role in enhancing employee motivation, commitment and contribution towards the success of the organisation, employee relations functions measure level of job satisfaction and employee engagement to evaluate the strength of employer and employee relationship, Compliance with employment legislations focuses on developing an ethical and fair work environment with implementation of fair workplace policies and procedures (Deb, 2006). Line Managers Role and Responsibilities in Human Resource Management Implementing various HRM policies and procedures such as recruitment and selection, induction, performance appraisal, retention, conflict resolution, handle grievances, termination of employment etc are the primary responsibilities of a Line Manager (Wilson, 2005). A line managers role expect the individual to posses good leadership skills, promote sound industrial relations, comply with all employment legislation and encourage employee to actively participate in the process of decision making. Line managers are thus responsible for managing employees and getting the work done so that HR managers can take up more strategic roles and support various business strategies. Reasons for Human Resource Planning in Organisations The process of human resource planning involves organisational strategies for effective acquisition, utilisation, improvement and retention of human resources in a way that they show high contribution towards the achievement of organisational goals (Cooper Burke, 2011). Human resource planning process is required to forecast and meet future manpower needs. It ensures recruitment and selection of talented people that can contribute towards the knowledge economy of the organisation. In times of organisational change HR planning process plays an important role in minimising resistance to change and managing change. It also facilitates restructuring of work processes when needed and identifies individual training needs(Crawley, et al., 2013). HR planning process manages redundancy and retirement and is thus responsible for overall development of human resources. Stages involved in Human Resource Planning The seven stages that make up the HR planning process are: Analysing organisational objectives by measuring the objectives and targets of different departments and calculating the total amount of work that must be performed (McManus, 2006). Performing an audit of existing workforce their capabilities, skills, potential and overall performance. Forecasting future manpower needs to fill up vacant positions. Forecasting manpower supply and identifying internal and external sources that have matching skills and competencies to meet the demand. Maintaining equilibrium between demand and supply. Formulating a HR action plan based on the outcomes of prior stages(Salaman, et al., 2005). Last stage involves implementing, monitoring, controlling and evaluating the action plan for planning further improvements. Comparison of Recruitment and Selection Process at Google and Food for Health Google being a large organisation has a complex recruitment and selection process with 6-8 rounds which a candidate must pass to be a part of the company recognised worldwide as one of the best places to work (Morrow, 2008). The recruitment process comprises of two attitude and reasoning test, two to three technical interviews with managers at different levels and then two rounds with the HR where the candidates basis management and leadership skills are judged. Google has an internal HR recruitment team which are responsible for complete recruitment and selection process starting from creating job description, job posting, short listing, arranging interviews till induction of selected candidates(Morrow, 2008). Having a tough recruitment and selection process help Google hire some of the most competent employees who are future-oriented, vision-minded, innovation-mined, engagement-minded, and passion-mined and strive for excellence. Food for Health being a small organisation has a simple recruitment and selection process comprising of just 2-3 rounds(Food For Health, 2016). Most of the vacancies are passed to employment agencies as maintaining an internal HR department is not cost effective. A simple recruitment and selection process help the company identify good talent in a cost effective manner. Effectiveness of Recruitment and Selection process at Google and Food for Health Google has a complex recruitment and selection process which help the company hire competent employees who strive for excellence and innovation(Morrow, 2008). All most all vacancies are handled by internal recruitment and selection team as they understand the needs of the company better than any external employment agencies. Food for Health being a small organisation does not have enough budgets to maintain an internal recruitment and selection team thus use external employment agencies for meeting their human resource needs(Food For Health, 2016). It looks for candidates with knowledge of health hood industry and good communication skills which can be judged effectively through a simple recruitment and selection process. Link between Motivation Theory and Reward Management Motivational theories form the foundation for the development of reward management systems. Maslows need hierarchy theory and the two-factor theory also called motivators-hygiene model are the two most commonly used motivation theories which identify recognisation, money, work culture, incentives, work itself, security, safety, roles and responsibilities and interpersonal relationships as the factors that lead to high employee motivation (Snell Bohlander, 2012). While designing reward management systems organisations must ensure that these needs of the employees are satisfied in order to enhance motivation to deliver high performance and commitment towards the achievement of organisational goals. Evaluate the process of job evaluation and other factors determining pay The process of determining the value or worth of a job in comparison to other jobs within the organisation is defined as job evaluation (Miller, 2007). Skills, competencies, knowledge, qualification, responsibility, level in hierarchy, environmental conditions, occupational hazards, productivity, cost of living, government regulations, employee perception of wages, trade union, companys financial condition and supply and demand of labour in the market are some of the common factors that determine pay within an organisation. Effectiveness of Rewards Systems in Different Contexts Rewards systems within an organisation are designed to evaluate employee performance and reward them based on the level of their performance(Bhatia, 2007) Its primary purpose is to motivate employees to deliver high performance when performing individually or within groups. An organisations size, age, profitability, nature of sector in which it operated, demand and supply of human resources, employee expectations, nature of job, internal and external economic conditions, type of employment and environmental stability are some of the factors that influence effectiveness of rewards systems in different contexts. Methods for monitoring employee performance Methods which are commonly use for monitoring employee performance are; performance appraisal, sales report, error report, accuracy report, feedback from team members, supervisors and observation, use of self-monitoring tools like checklists and activity logs and 360 degree feedback techniques (Armstrong, 2011). Reasons for Cessation of Employment with an Organisation Medical situations, death, family obligations, unfair treatment, inappropriate management style, retirement age, unsatisfactory working conditions, insecurity of employment and secured a more attractive opportunity in some other organisation are some common reasons for cessation of employment within an organisation (Armstrong, 2006). Employment exist procedures used by Google and Food For Health Like its hiring process Google has a bit lengthy exist procedure with starts with submitting the resignation to the supervisor or manager, face to face discussion for negotiation and retention, acceptance of resignation, serving a notice period of 3 months or compensating with amount mentioned in employment terms, completing the exit documents and forms, and finally the exit interview to record employee experience and suggestions. However in case of Food for Health exists procedure is short and simple and ends with submitting the resignation to director, discussion for retention and experience with the company, and notice period of one month or as agreed. Impact of legal and regulatory framework on HRM and employment cessation arrangements HRM and employment cessation arrangements are affected by some of the regulatory and legal frameworks such as Health and Safety Act, Anti-Discrimination Act, Diversity, Equal Opportunity, Equal pay and Equal work etc(Armstrong, 2006). Legal acts such as the Employment Right Act (1996) oblige both employee and employer to adhere to the terms and conditions of employment contract or as stated in law of employment(Deb, 2006). As per employment rights any employee who is absent from work owing to any form of injury or sickness must is eligible for full paid leave day. Conclusion Personnel management in small organisations and human resource management in large organisations play almost similar role of managing and developing the human resources of an organisation in a way that they add more value to the organisation and show high commitment and contribution towards the achievement of desired organisational goals. References Adewale, O. O. Anthonia, A. A., (2013) Impact of Organizational Culture on Human Resource Practices: A Study of Selected Nigerian Private Universities. Journal of Competitiveness, 5(4), pp. 115-133. Armstrong, M., (2006) A Handbook of Human Resource Management Practice. London: Kogan Page Publishers. Armstrong, M., (2011) Armstrong's Handbook of Strategic Human Resource Management. London: Kogan Page Publishers. Bhatia, S., (2007) Strategic Human Resource Management : Winning Through People. New Delhi: Deep and Deep Publications. Cooper, C. L. Burke, R. J., (2011) Human Resource Management in Small Business: Achieving Peak Performance. Cheltenham: Edward Elgar Publishing. Crawley, E., Swailes, S. Walsh, D., (2013) Introduction to International Human Resource Managemen. Oxford: Oxford University Press. Deb, T., (2006) Strategic Approach to Human Resource Management. New Delhi: Atlantic Publishers Dist. Food For Health, (2016) About Food For Health. [Online] Available at: https://www.foodforhealth.com.au/#about [Accessed 2016]. McManus, J., (2006) Leadership: Project and Human Capital Management. Burlington: Butterworth-Heinemann. Miller, A. P., (2007) How to Manage Human Resource in Organizations. Maitland: Xulon Press. Morrow, B., (2008) Internal Analysis of Google Inc.. [Online] Available at: https://benmorrow.info/blog/internal-analysis-of-google-inc [Accessed 2015]. Salaman, G., Storey, J. Billsberry, J., (2005) Strategic Human Resource Management: Theory and Practice. London: Sage. Snell, S. Bohlander, G., (2012) Managing Human Resources. New York: Cengage Learning. Wilson, J. P., (2005) Human Resource Development: Learning Training for Individuals Organizations. London: Kogan Page Publishers.