Essay on Sin of Adultery in Hawthornes The Scarlett Letter

The Scarlet Letter, a novel written by Nathaniel Hawthorne, shows the adverse consequences caused by adultery between Reverend Arthur Dimmesdale and Hester Prynne. Dimmesdale and Hester committed the supreme sin of the Puritan society they belong. They must both deal with the effects of the scarlet letter. Pearl, the daughter of the two lovers, continuously punishes Hester for what she has done. Dimmesdale can only see Hester and Pearl when others will not find out or see. Hester finds a way to support herself and daughter, and at the same time, puts a mark on the possessions of some who are a part of society. The sin of adultery created repercussions that were shared and individually experienced by Reverend Dimmesdale and Hester Prynne.†¦show more content†¦?By degrees, not very slowly, her handiwork became what would now be termed the fashion? (73). Hester was able to make a living, as well as, put her mark the things people would wear. Pearl is a constant repercussion of the adultery Hester took part in. Pearl lives with Hester in the cottage. She often reminds Hester of the sin she committed. Pearl first notices the scarlet letter on Hester. ?One day, as her mother stooped over the cradle, the infants eyes had been caught by the glimmering of the gold embroidery about the letter, and putting up her little hand she grasped at it, smiling, not doubtfully, but with a decided gleam, that gave her face the look of a much older child? (85-86). Even when Pearl grows older she does things which remind Hester of what she did. ?In the afternoon of a certain summers day, after Pearl grew big enough to run about, she amused herself with gathering handfuls of wild flowers, and flinging them, one by one, at her mothers bosom, dancing up and down like a little elf whenever she hit the scarlet letter? (86). Pearl has a strong-willed nature just like her mom. Throughout the story she does things to Hester unintentionally that call attention to the adultery shared by Hester and Dimmesdale. Dimmesdale longs to see Hester and Pearl, but as a repercussion of his sin, he can not publicly interact with them. Pearl recognizes and senses he his her father because she reaches for him at the Governor?s Hall. WhenShow MoreRelatedJohn Proctor And The Scarlett Letter1299 Words   |  6 Pagesand Nathaniel Hawthorne’s, The Scarlett Letter texts prevail the theme of Religion and Adultery. These particular authors wrote during the Puritan times and conveyed this time period in their texts while exploring the similarities and difference of Religion and Adultery in the Puritan Community. The Crucible’s protagonist John Proctor and The Scarlett Letter’s protagonist Hester Prynne are a part of a society with similar but different robust perspectives about religion and adultery as both textsRead MoreSymbolism Of Nathaniel Hawthorne s Scarlet Letter And The Minister s Black Veil 1083 Words   |  5 PagesThe themes represented by these symbols tend to represent si n and evil. Like many of his writing counterparts, Nathaniel Hawthorne extensively uses symbolism in several of his major works to explore sin and human nature. The Scarlett Letter, â€Å"Young Goodman Brown† and â€Å"The Minister s Black Veil† are all vivid examples of this exploration and are the focus of this analysis. Before discussing his works, it is important to explore Hawthorne’s background to better understand how they connect to his writingRead MoreNathaniel Hawthorne s Writing Style Falls Under The Dark Romanticism1317 Words   |  6 Pageswill inevitably succumb to sin. Mr. Hawthorne had a deep interest in the effects of Puritan values. Specifically, he was interested in the ideas of sin, good versus bad, and the outcome of the individual through puritan beliefs. All of this is reflected in his most-known piece â€Å"The Scarlett Letter†. â€Å"The Scarlett Letter† follows the life of a young woman by the name of Hester Prynne, a woman living in the Massachusetts Bay Colony, after her release from jail for adultery. Hester is a woman who technicallyRead MoreThe Scarlett Letter By Nathaniel Hawthorne1213 Words   |  5 PagesPlanas Dr. Williams EL3600 7, November 2016 The Scarlett Letter defines Romanticism. During the 1800’s America was in a identity crisis, the need for literary independence weighed heavily on the culture. There was no set genre that defined America and set them aside from other literatures. Thus resulting in the Romanticism literary movement for their desire of a literature that was all American. The Scarlett Letter written by Nathaniel Hawthorne who during the 19th centuryRead MoreThe Historical Romances Of Walter Scott Essay1931 Words   |  8 Pagesstill in a subordinate position. In â€Å"The Scarlett Letter†, Nathaniel Hawthorne drew on a specific genre of nineteenth century fiction called the romance. Before the publication of â€Å"The Scarlett Letter†, the romance was considered unrealistic but it was gradually accepted by American readers. In the novel. Hester (the lead character) is being led to the scaffold, where she is to be publicly shamed for committing adultery. Hester was forced to wear the letter â€Å"A† on her gown all that time. It showsRead MoreAn Analysis Of The Scarlet Letter 1022 Words   |  5 Pages Adultery in Easy A Based of a Novel â€Å"The Scarlet Letter† Saul Ibarra English IV South Texas Business Education Technology Academy In the movie Easy A a cinematic film directed by Will Gluck is a comedy about a girl in high school whose social life completely changes because of a small lie that dominates her image. This rumor connects to Nathaniel Hawthorne’s the scarlet letter due to the fact that themes are drawn such as sin and redemption. Emma stone plays the protagonistRead MoreThe Scarlet Letter, By Nathaniel Hawthorne Essay1389 Words   |  6 PagesNathaniel Hawthorne’s fictional work, The Scarlet Letter, is significantly influenced by his experience with transcendental beliefs and values. Transcendentalists believe they are at their best when they are self-reliant and independent. His wife, Sophia Peabody, practiced transcendentalism, but he spent a year living and working at Brook Farm in Massachusetts, which was a transcendental community. Influenced by Sophia’s interest in the transcendentalist movement, Hawthorne invested money in an experimentalRead MoreThe Real Travesty Of The Scarlet Letter1301 Words   |  6 PagesThe Real Travesty of The Scarlet Letter â€Å"The real sin of this ‘Scarlet Letter’ [film] is that it doesn’t respect the concept of sin† (Ansen). Nathaniel Hawthorne’s The Scarlet Letter delves deeper into the explicitness of sin, shame, and guilt. Set in the Massachusetts Bay Colony during Puritan colonization, the characters have strong relationships with God and a sturdy foundation in their beliefs and church. Puritans rely on the concept of predestination, the belief that God has decided whetherRead MoreAnalysis Of The Scarlett Letter And The House Of Seven Gables 1495 Words   |  6 Pagespunishments. In both The Scarlett Letter and The House of Seven Gables, Hawthorne demonstrates the impact of going against the customs as well as social etiquette in the nineteenth century. To begin, in both novels, sin and knowledge are the source of all problems. In The Scarlett Letter, hypocrisy is a prominent theme. Hypocrisy in the eyes of religion, is a horrible sin to have. It has physically scarred Dimmesdale. Dimmesdale believes that â€Å"God knows and He is merciful† of his sins. Dimmesdale says thatRead MoreExamples Of Light And Darkness In The Scarlet Letter897 Words   |  4 PagesWithin â€Å"Weve all got both light and dark inside of us, what matters is the part we choose to act on, thats who we really are.† –Sirius Black. Black’s quote can be applied to most of the situations presented to the characters in Hawthorne’s novel, The Scarlett Letter. Many secrets remain held within that truly reveal who the characters are. Nevertheless, there are scenarios in the story that show more than one side to the character. In the book, and just like in many other scenarios, there are

SOME SUCCESS STORIES IN SUPPLY CHAIN MANAGEMENT - 1688 Words

SOME SUCCESS STORIES IN SUPPLY CHAIN MANAGEMENT Adriano O. Solis, Ph.D. Academic Advisor, NAPM El Paso Wal-Mart Stores Perhaps one of the most commonly cited success stories in supply chain management (SCM) is that of Wal-Mart Stores, Inc., which reported total sales of $191.329 billion and a net income of $6.295 billion during the fiscal year ended January 31, 2001 (see www.walmartstores.com). These figures represent a 15.9% growth in total sales and a 17.1% increase in net income over the immediately preceding fiscal year. International sales accounted for $32 billion of the total sales figure, increasing 41% over the previous year. Wal-Mart, which opened its first store in Arkansas in 1962, has retail stores in all 50†¦show more content†¦Under such a system, the vendor—subject to bounds previously agreed upon with the retailer—decides on the appropriate levels of inventory to carry at the retail stores, as well as the corresponding inventory policies to maintain such levels. In the PG and Wal-Mart partnership, PG committed to the development of a dedicat ed team to handle the Wal-Mart account. A primary objective of this team is to facilitate information-sharing between the two firms and address logistics, supply, management information systems, accounting, finance, and other issues (Handfield and Nichols, 1999). Under this arrangement, Wal-Mart shares point-of-sale information from retail outlets directly with PG, giving the latter easy access to information on consumer transactions and buying patterns. PG’s dedicated Wal-Mart account team effectively takes responsibility for the marketing and sales of PG products within Wal-Mart stores. Similar VMI partnerships with other giant retailers have been established by PG. These partnerships have dramatically improved PG’s on-time deliveries to Wal-Mart and the other retailers while increasing inventory turnovers (Simchi-Levi, et al, 2000; Handfield and Nichols, 1999). At the same time, they save the retailer a significant amount of managerial and other resources, and demonstrate how information sharing leads to mutual advantage for bothShow MoreRelatedBest Practices in Inventory Management84369 Words   |  338 PagesBest Practice in Inventory Management This Page Intentionally Left Blank Best Practice in Inventory Management Second edition Tony Wild OXFORD AMSTERDAM BOSTON LONDON NEW YORK PARIS SAN DIEGO SAN FRANCISCO SINGAPORE SYDNEY TOKYO Butterworth-Heinemann An imprint of Elsevier Science Linacre House, Jordan Hill, Oxford OX2 8DP 225 Wildwood Avenue, Woburn, MA 01801-2041 First published by John Wiley Sons 1997 Second edition published by Elsevier Science Ltd 2002 Copyright  © 2002, ElsevierRead MoreCase Study20441 Words   |  82 PagesScience Title â€Å"SUPPLY CHAIN MANAGEMENT† Graduation Project Course: PRODACTION SYSTEM CONTROL Skopje - July, 2011 1 Faculty of Technical Science Title â€Å"SUPPLY CHAIN MANAGEMENT† Graduation Project Course: PRODACTION SYSTEM CONTROL Mentor: Prof. (Tarik CAKAR) Performed by: Enis SELAM, Student ID No.08/09.20 Enis_slm@hotmail.com Skopje, July, 2011 2 BRIEF CONTENTS Preface xiii Part I -- Building a Strategic Framework to Analyze Supply Chains Chapter 1 UnderstandingRead MorePG and Walmart Collaboration5345 Words   |  22 PagesSupply-Chain Integration through Information Sharing: Channel Partnership between Wal-Mart and Procter Gamble Michael Grean Director, Information Technology Customer Business Development The Procter and Gamble Distributing Company, 655 East Millsap Road, Fayetteville, Arkansas 72703 Michael J. 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Recruitment and Selection Free Essays

There are four major types of legislation that affect recruitment and selection in a non-unionized workplace within Alberta. Those types of legislation being: †¢ Constitutional law †¢ Human Rights law †¢ Employment Equity legislation and †¢ Labour law/employment standards and related legislation Constitutional law as a whole is the supreme law of Canada and has precedence over all other legal means; it consists of a series of Acts and orders passed since 1867 by the British and Canadian Parliaments. Constitutional law does not directly affect recruitment and selection activities unless the recruitment and selection practices are challenged in a Human Rights Tribunal or court. We will write a custom essay sample on Recruitment and Selection or any similar topic only for you Order Now Constitutional law sets limits and conditions on what federal, provincial/territorial, and municipal governments and courts can legally do to alter employment policies and practices. Therefore, the interpretation of constitutional law has a large influence on every aspect of Human Resource Management not just Recruitment Selection practices and programs. Human Rights laws across Canada prohibit discrimination in both employment and the provisions of goods and services. Grounds on which discrimination is prohibited in Alberta are: †¢ Race or colour †¢ Religion †¢ Physical or mental disability †¢ Age †¢ Sex (includes pregnancy and childbirth) †¢ Marital status †¢ Dependence on alcohol or drugs †¢ Family status †¢ Sexual orientation †¢ Ancestry or place of origin †¢ Source of income Human Rights legislation is enforced through human rights commissions or tribunals that have the legislated power to undertake actions that may be necessary to eliminate discrimination. Though prohibited discrimination varies across jurisdictions, there are six which all jurisdictions agree upon: race or colour, religion or creed, age, sex, marital status, and physical/mental handicap or disability. Employment equity legislation is the plan for compensation for employment disadvantages experienced by certain groups – women, individuals with disabilities, elderly employees, etc. The legislations is to eliminate barriers and give equal opportunities to individuals in the workplace. Through provision of consulting and education services, the Alberta Human Rights and Citizenship Commission support the development and creation of employment equity policies and programs. Employment equity is not only about fairness and leveling the playing field. It also helps attract and keep excellent employees who may otherwise be overlooked or avoided. Employment equity encourages employers to take advantage of the talents, skills and innovation that a more diverse workforce can offer. Finally, labour laws, employment standards and related legislation sets the stage for minimum age of employment, hours of work, minimum wages, statutory holidays, vacations, work leaves and termination of employment. These laws have little impact on the recruitment practice but take part in the selection practice by affecting what the employer is looking for and what a potential employee is looking for. Employers have a legal responsibility to ensure no unlawful discrimination occurs in the recruitment and selection process. The legislation above assists on guiding this. Direct discrimination occurs when someone is treated less favorably than another person because of a protected characteristic they have or are thought to have or because they associate with someone who has a protected characteristic. Indirect discrimination, or adverse effect discrimination, can occur when you have a condition, rule, policy or even a practice that applies to everyone but particularly disadvantages people who share a protected characteristic. Indirect discrimination can be justified if you can show that you acted reasonably, i. e. that it is ‘a proportionate means of achieving a legitimate aim’, or bona fide occupational requirement (BFOR). A legitimate aim might be any lawful decision made, but if there is a discriminatory effect, the sole aim of reducing costs is likely to be unlawful. Being proportionate really means being fair and reasonable, including showing that one’s looked at `less discriminatory? alternatives to any decision make. For a standard to be considered a BFOR, an employer has to establish that any accommodation or changes to the standard would create an undue hardship. When a standard is a BFOR, an employer is not expected to change it to accommodate an employee. However, to be as inclusive as possible, an employer should still explore whether some form of accommodation is possible anyhow. It is unsurprising that the culture of a particular work organization will influence selection decisions, with recruiters both consciously and unconsciously selecting those individuals who will ‘best fit’ that culture. In some organizations recruitment policy and practice is derived from their overall strategy which disseminates values into the recruitment and selection process. Though, individuals as well as organizations seek this ‘best fit’, providing evidence that many individuals prefer to work in organizations that reflect their personal values. Decisions made in the course of recruitment and selection process should be perceived as essentially fair and admissible to all parties, including people who have been rejected. [pic] How to cite Recruitment and Selection, Essay examples Recruitment and Selection Free Essays What factor should be taken into account to determine the most appropriate recruitment and selection methods? Discuss how process of interviewing can be improved in organisation to strengthen the validity and reliability of the method. In the era of globalisation and fast changing business conditions, organisations are looking for effective management and employee recruitment and selection. The current situation demands a complete strategic approach to HRM. We will write a custom essay sample on Recruitment and Selection or any similar topic only for you Order Now Therefore it is important to look at the traditional methods and modern approach in the recruitment and selection process. Growing evidence suggests that employee selection and recruitment involves accuracy and predictability in order to achieve better talent management. While recruiting candidate’s organisation need to adapt right selection method to get right candidates for the right post. This warrants a thorough analysis of vacancies, job description, job analysis, accurate selection method, interviewing techniques to recruit right candidates. In the recruitment and selection and selection process interview method is considered to be the most popular method in ever changing times due its accuracy, reliability, validity and convenience. While looking at the benefit and risks of interview method benefit outweigh the risks. A complete analysis of contemporary approach and modern approach in the recruitment and selection process would be an ideal approach. Recruitment and selection process are same process it can be consider separately. A system approach to recruitment and selection is base on the systems has inputs, processing unit and output. Here inputs are candidates, the processing unit consists of different method and output is effective candidates. The source of recruitment takes place within the labour market. This includes a mass of available people who have the skills to fill open position. Sources of recruitment depend upon the availability of the right kind of people in the local labour market as well as on the nature of the position to be filled. An organisation ability to recruit employees often hinges as much on the organisation reputation and the attractiveness of its job offer (Pilbeam Corbridge, 2006; 65). Human resources seek and demand for the personal qualities and skills among the personal candidates human resources plans in the organisation to select the people within the organisation. HRP looks to attract people with right skills and experience. They are trained to adopt the change in environmental. The design of a job such as introducing more flexible working system. Flexible working system reduce costs, increased productivity and competitiveness, improved customer service, improve ability to recruit and staff improved motivation and commitment (Cornelius, 2007; 37). â€Å"Human resource planning is a process for identifying an organisation current and future human resource requirement, developing and implementing plans to meet these requirements and monitoring their overall effectiveness†. The general process of the human resources planning is basis step to recruitment to avoid future problems, wastage and through planning training program to asses not only in the quantity also involved quality skills in the organisation. Human resource planning is a process with demand and supply and good plan lead to understand the future changes, demographic, social changes in the organisation human resource plans plays important role in the organisation (Beard well Calydon, 2007; 153). Human resources planning (Torrington et al 2002) is termed as â€Å"Man Power Planning†. Human resourcing planning is related to recruitment and selection and retaing of an employee. It is one of the most important function in organisation human resource department normally has primary responsibilities for recruitment and selection of qualified employee. The purpose of recruitment and selection process is to achieve goals by appointing right person at the right job. Armstrong (2005) says that traditional HRP to reflect aims more appropriate for contemporary circumstances. Strategic planning requires to the social economic, political and technological how the organisation is processing. The internal circumstances are strength and weakness; external circumstances are threat and opportunities. Resourcing strategy is also value statement. The aim of the strategy achieve the goal in organisation (Beard well Calydon, 2007; 173). Scenario planning is used to find the demand and forecast of the organisation. In the organisation HRP is responsible to senior management needs. The objectives of these units are to find demand for human resources in various departments. Demand is estimated with quality and quantity of human resources need. In this several method of forecasting in regular uses like technical and non-technical methods we can analysis internal and external environment (Beardwell Calydon, 2007; 174). Recruitment can be defined as the process of locating identifying and attractive prospective and capable employees to the organisation. Before the employees can be recruited the manager must have a clear idea about the activities and responsibility required in the job being filled. Therefore job analysis is an early step in recruitment process the accuracy of the individual specification and of all the subsequent stages in selection will depend on the quality of the job analysis. A meeting between the person responsible for selection and the head of the people who will fit it and a time for selection based on the urgency with which the vacancy has be filled up (Braton Gold, 2003; 231). Once the job description has been determined and accompanying hiring or person specification is developed. Hiring or person specification defines as the education, experience skills that an individual should have in order to perform effectively in the position. The characteristics specified should be relevant only those which or failure in the job should be specified and independent. Any over lapping elements should be avoided and assessable. The attributes that can be assessed with the selection tools available should be included (Cornelius, 2007; 39). Job specification includes knowledge, skills, attitudes, interests, specific qualifications. Job specification is main function in the management of employee at work. Analysis that during the selection process insufficient level of knowledge necessary for effective performance of the person (Weddle; 2008). The various selection techniques are carried in the selection process. For example Screening application forms are wealth of information and should be used wisely. It should be interpreted correctly. The primary objective would be to eliminate failing to meet minimum, qualifying requirements. Work sampling- It is an effort to create a miniature replica of a job. The applicants demonstrate that they possess the necessary skills by actually doing the tasks. Assessment centre- In assessment centres, line executives, supervisors and qualified psychologists evaluate candidates as they go through two or four days of exercises that stimulate real problems that the candidates are likely to encounter on the job. Psychological test- These tests are considered extremely beneficial. They can, however can be easily misused and misinterpreted by untrained people. Good tests are useful in the circumstances because they can provide objective measures of people’s abilities. These tests are a most sophisticated tool for measuring human characteristics tool for measuring human characteristics and are unbiased as compared to other tests and are therefore extensively used in selection decision (Torrington and Hall, 1998; 228). Some psychological tests are, Intelligence tests- Certain intelligence tests that are used now a day to measure the learning capacities of the candidates (Binet simson test and Thurstone tests). MATRIX (Management Trial Exercise) designed by proctor and gamble. CAT (Clerical Aptitude Test) it is to assess vocabulary, spelling, arithmetical ability, details checking. PAT (Pilot Aptitude Test)- It is to assess coordination between hands and feet movements. Computer Aptitude Test- It is to assess power of reasoning and analysis. Interest tests- These tests are designed to find the interest of an applicant in the job he has applied for. Two of the most widely used tests are as follows, Strong vocational interest blank- In the test the applicant is asked whether he likes, dislikes or is indifferent to many examples of occupations, amusements, peculiarities of people and particular activities. The answers given are compared with the answers earlier given by successful people in specific professions and occupations. Kuder preference record- A questionnaire tests the interest in mechanical, scientific, clerical, social service, computation, persuasive, artistic, literary and musical abilities. Personality tests- This is of great important and should be conducted for all posts. Individuals possessing intelligence, aptitude and experience for certain job have often been found unsuccessful because of their inability to get along with others. Some of the personality tests are given below, Thematic apperception test (TAT)- this is one of the most popular projective tests in which the candidate is shown a series of pictures, one at a time and asked to write a story for each of the pictures. Rorschach inkblot test- In this test the candidates are asked to organise unstructured inkblots into meaningful concepts. An integrated picture of the candidate’s personality is then formulated. Interview is designed to probe into areas that cannot be addressed by the application form or tests. These areas usually consist of assessing candidate’s motivation, ability to work under stress, inter-personal skills and ability to fit-in the organisation. The use of the interview in selecting executives makes sense whereas for lower level jobs appear questionable (Nieto, 2006; 125). Finally selection decision will be probably be three or four candidates; it is unlikely that any of the three or four remaining applicants meet the person specification in every way. The personnel specialist together with line management will now have to depend on management judgment. Labour turnover can be both positive and negative it is a measure to find the rate of change in an organisation. Cost of waste according to Marcose et al (1999) if the employees have not required skills or knowledge in the particular fields the wastage will be high. There are two types of labour market internal and external market. Internal market refers to operation runs inside the organisations like labour turnover, work force, and profile and cohort analysis. Interview is more popular method of selecting the person for jobs (Torrington et al 2002; 242) interview is one of the in disposable and objective assessment technique. Interview method seems to be most acceptable in the selection process due to its accuracy for any kind of job. Reasons for its accuracy and predictability can be stated due to its flexibility and accuracy. The change of failure of these methods is rare because selection of question and interaction with candidates during interview process enables the interviewer to select the right candidates on the basis of face to face interaction. Candidates are evaluated on the possible approach to the given situation these methods perhaps helps to predict the suitability of particular candidates for a given role or job. It has been observed that the interviewing technique in selection process helps to analysis communication skills of a candidate’s body language, enthusiasm and commitment level for a particular job. Hence interview method attains the top position in the pyramid of selection process due to its accuracy and predictable (Tyson York, 2000; 125). The interview method can be more reliable in the process of selecting candidates. The key attributes of reliability could be the right selection method maintaining consistency regardless of environment more importantly interviewers are will equipped and trained to conduct interviews. By and by enlarge more than one interviewer conducts interview to arrive at accurate are select right candidates (Mc Keen Beech, 2002; 67). Interview method can be considered to the reliable because the questions asked during the interviewers are well structured and prepare hence this can be more reliable. The validity of interview method can be justified by evaluating the candidates knowledge level for the define job. For example an interviewer can ask to define the key element required to accomplish a particular task. The interviewers are conducted after through job analysis by the interviewer. This kind of preparation helps the interviewer to conduct interview in a structured manner and minimise the chance of errors. (Werick; 2008). Looking into the interview process and its validity and reliability, it can be best concluded that amongst the various selection methods available for the employer, interview method seems to be more accurate, predictable and also flexible. The theoretical basis of interviewing methods like system approach and contemporary approach supports the current practices of interviewing techniques to achieve better outcome in terms of reliability and validity. The key attributes could be broad structure, measurability of candidate’s fitment for a particular job and his/her overall capability to execute the assigned task. Very importantly interview method helps organisation to leverage the pool of talent to fit in a particular job function more accurately. This helps the organisation to achieve better performance and productivity not only in the short run but also in the long run. Hence, it can be concluded that interview method is the most suitable method for selecting the right candidate for the right job with more accuracy and predictability. REFERENCES Beardwell, J Claydon, J (2007). Human resource management, a contemporary approach; United Kingdom: prentice hall. Bratton, J Gold, J (2003). _Human resource management theory and practise (3rd ed. )_; United Kingdom: Palgrave Macmillan. Corbridge, M Pilbeam, S (1998). Employment resourcing; United Kingdom: prentice hall. Cornelius, N (2001). Human resource management, a managerial perspective (2nd ed. ); London: Thomson learning. Maund, L (2001). An introduction to the human resource management, theory and practice; United Kingdom: Palgrave Macmillan. Mckeen, E Beech, N (2002). Human resource management a concise analysis; United Kingdom: prentice hall. Nieto, L. M (2006). An introduction to human resource management, an introduction approach; New York: Palgrave Macmillan. Pilbeam, S Corbridge, M (2006). People resourcing, contemporary HRM in practice; United Kingdom: prentice hall. Torrington, D Hall, L (1998). Human resource management; United Kingdom: prentice hall. Werick, K. (2008). ‘The perfect interview’. _HR Magazine_, 53(4), 85-88. Weddle, P. (2008). ‘Developing a positive recruitment How to cite Recruitment and Selection, Papers Recruitment and Selection Free Essays Case Study: On Time Staffing Inclusive Recruiting and Selection Introduction On Time Staffing (OTS) is one of the country’s top 25 fastest growing private staffing companies averaging 40% growth per year over the past decade. Its’ ever growing client list reads like a who’s who of super regional and national brand companies. With nearly two decades in business, On Time Staffing has migrated from just another â€Å"do everything† temp staffing company to one that specializes exclusively in light industrial staffing. We will write a custom essay sample on Recruitment and Selection or any similar topic only for you Order Now OTS recognized that to do staffing for industry took more focus, more precision and more dedication than could be satisfied by a general staffing vendor. Since then, OTS has blown past the competition by delivering clients a better qualified candidate, a more comprehensive list of solutions, and a higher level of customer service. On Time Staffing offers so much more than great workers. Its’ comprehensive staffing solutions include recruiting, screening, placing, monitoring and reporting at a level that far exceeds the competition. Clients rest assured that an OTS candidate comes rigorously screened, appropriately skilled, and continually monitored. OTS’s experience with the inner workings of industrial companies matched with its’ knowledge of highlevel management tools and techniques, delivers staffing solutions unmatched in quality, speed and accountability. Clients count on â€Å"On Time† candidates to have the skills, the demeanor, and the work ethic they demand. OTS applies its’ stringent and rigorous screening and testing processes to insure clients have a large diverse pool of outstanding candidates to fill their temporary and/or permanent staffing needs. Situation OTS acknowledges and embraces Talent Management as a business strategy for itself and its’ clients. Attracting, recruiting, hiring, developing and retaining talented employees are integral parts of an effective talent management system. OTS has been entrusted by its’ clients to play and fulfill the important roles of attracting and recruiting the most talented and qualified employees available in the marketplace. Because On Time Staffing provides temporary and permanent employees for many Fortune 500 companies, it is imperative that staffing solutions meet all of their needs from job specific skills and experiences to diversity of thought and culture. Therefore, 2013  © PRISM International, Inc. / p. 888. 997. 7476 / http://www. PrismDiversity. com OTS recruiters and hiring managers must be successful in identifying, attracting, qualifying, interviewing and screening candidates in a manner that does not prematurely eliminate viable candidates regardless of ethnicity or cultural differences. To ensure success in this regard, recruiters and hiring manager’s skills can be enhanced by participating in a program that focuses on understanding others and their own preferences. Action Through the efforts of the Human Resources department to identify an appropriate program, several diversity and inclusion consulting and training companies were reviewed and researched. A final decision was made to partner with PRISM International, Inc. According to Dana Morgan, HR Consultant, â€Å"PRISM’s approach to talent management resonated best with our values and high standards. When I first reviewed PRISM’s Inclusive Recruiting and Selectionâ„ ¢ program, I knew this was exactly what our recruiters needed in order to deliver the best staffing for our clients†. Inclusive Recruiting and Selectionâ„ ¢ is a specially designed training program for Recruiters and Hiring Managers that helps them develop and incorporate key diversity recruiting skills into actual job responsibilities. This program makes existing behavioral interviewing, selection, and recruiting processes more effective in generating a larger more diverse pool of qualified candidates to help achieve staffing goals. The goal of this program is to gain additional knowledge, skills and tools for recruiting and hiring more inclusively. Program objectives include: Gaining a greater understanding of diversity and inclusion and why it is a crucial success factor. Recognizing the impact of attitudes and behaviors and how they impact recruitment, hiring and your success. Gain skills for sourcing, recruiting and selecting top talent. Sharpen skills to inform, inspire, and involve others in the diversity and inclusion process Following is a high level outline for this highly effective and impactful program: Inclusive Recruiting and Selectionâ„ ¢ I. II. III. IV. V. A Broad Awareness of Diversity Personal Organizational Factors that Impact Decisions Selecting the Best Talent from the Broadest Pool Interviewing Across Cultures Increasing Understanding Building Advocacy PRISM’s Senior Consultant, Tony Gilliard facilitated the above program for a group of 20 recruiters and leaders. He said the group was highly engaged and was able to move 2013  © PRISM International, Inc. / p. 888. 997. 7476 / http://www. PrismDiversity. com quickly toward connecting the dots between diversity and success as a national staffing company. The exercises were provocative and related to real world situations impacting their jobs on a daily basis. They had â€Å"hands on† opportunities to explore how their current recruiting process can be enhanced to deliver adequate diverse pools of highly qualified candidates. Results On Time Staffing is the Company of Choice for Light Industrial Staffing. It’s no mistake that On Time Staffing is one of the country’s top 25 fastest growing private staffing companies averaging 40% growth per year over the past decade. OTS has blown past the competition by delivering clients a better qualified candidate, a more comprehensive list of solutions, and a higher level of customer service. There are qualities and habits essential to a good worker no matter the job: Work ethic, cooperation, focus, maturity. At On Time Staffing they look for the intangible as well as the tangible qualities of a person before classifying them as an â€Å"On Time† candidate. The Assistant Plant Manager at Toll Brothers, Inc. , said â€Å"Not only is On Time able to supply as many candidates as needed, but the overall quality of these individuals has exceeded our expectations†¦ making this a true partnership†. A former employee stated â€Å"My time at On Time Staffing was a great learning experience. Every day you worked with different groups of people for all different kinds of cultures. It helped me with my social skills and being flexible†. Dana Morgan said participant feedback for the session was incredible. Comments included: â€Å"This was the best training I have ever had in my three years at OTS. I learned more about myself and some of the decision I make on an unconscious level Qualifications vs. requirements is my big takeaway Diversity is a must do concept for all staffing solutions Our clients will see us as a valuable resource in helping them meet their diversity visions. † How to cite Recruitment and Selection, Papers

Six Sigma Traditional Quality Management Theory †MyAssignmenthelp

Question: Discuss about the Six Sigma Traditional Quality Management Theory. Answer: Introduction: The success of any organization is dependent on the quality process and outcomes at every level. Quality management is the tool that makes sure the customer satisfaction, enhanced revenues and operational efficiencies. The practices of quality management are translating from strategy to operations. It has been analyzed that most of the organization tend to have the centralized continuous improvements and quality team who keep focus on to do directly working with the business units to help execute standard practices around competency and procedures (Jimnez-Jimnez, et. al., 2015). It is the research proposal which will reflect the various elements regarding translating quality management practices. Literature review will be provided in this research to emphasize the aspects of quality management. The research process will be made so as to conduct the implementation of the research program in a valuable manner. There are so many organizations in UAE that are facing issues in attaining t he suitable consumer contentment and constant enhancement (Uluskan, Godfrey and Joines, 2017). Recently, quality departments such as centre of excellence have been adjoined various organizations in UAE, whether it is a government, semi-government or private organization. In term of quality management, it has so many components such as Six Sigma, lean, total quality management, ISO9000 and lean (Atanas, Rodrigues and Simmons, 2015). Total quality management is the most recent element of the quality management that was proven to be a successful field of management. Literature review of this research proposal suggests that there is no difference in manufacturing organization than other kind of organization such as construction organization. The main aim of this research is to examine the various factors of execution of TQM that best suits UAE. What is quality management and how can it influence the UAE government sectors? How UAE began its journey towards excellence? Is UAE government successful to provide the efficient services to its customer as citizens in an efficient manner? Relevant literature Quality management comprises quality control, inspection, total quality management and quality assurance. As per Khanam, Siddiqui and Talib, (2016), Quality control and examination are demonstrated in a way that their function is to recognize and perceive occurred issues. Quality assurance is able to find out the issues within an organization that are regarding to quality by effective planning and methodologies. Jabnoun and Khalifah, (2015), concluded that the nature of quality assurance is proactive by looking to complete quality management system by a well recognized system such as ISO 14001. Quality control is the component of quality management which can be referred as the detailed procedure and methodologies like planning, reviewing the work analyzing the process of work, scheduling and checking. Furthermore, it prevents unrequited changes in the services and products being offered. It has been evaluated that the oil and gas a major contributor to the UAE economy. The role of quality management has a major role in the journey of UAE to translate the strategy of quality management into operations. However, it faced so many challenges and the government sectors of UAE had to put lot of efforts for the success of this implementation (Goetsch and Davis, 2014). There are various issues that have challenges such as the issue of unknown standards has challenges of lack of benchmarking, lack of vocational qualification framework and not recognized by higher authority. Other challenges can be limited source, weak quality culture, low paid graduates and lower status graduates. Six sigma is major component of the quality management that describes execution of the measurement based strategy that focuses on the improvement of process and variation reduction through the process of six sigma improvement projects (Mir and Pinnington, 2014). The economy of UAE has gradually evol ved into a service and knowledge based economy. It has been analyzed that in mid1990s the leaders of the UAE has been realized that there is a requirement of improvement of quality and customer service for the competitive advantages in the organization of the leaders of UAE have recognition programs, excellence frameworks, e-government initiatives and major partnership with quality focused associations (Albliwi et. al., 2014). These initiatives were helpful to improve the quality of the product, productivity, competitiveness of UAEs and consumer experience. Although challenges were remain after implementing the strategies but the journey of UAE towards excellence continues. UAE involves 7 emirates namely, Dubai, Abu Dhabi, Ajman, Umm Al Quwain, Ras Al Khaimah, Fujairah and Sharjah. The GDP of country has reached around AED 981 Billion in 2011. There are activities of services included Wholesale, Retail Trade, Real Estate, Government services, Communication etc. included about AED 440 billion of the totals GDP (Annual Economic Report, 2012). The economy of UAE was gradually converting into service and knowledge based economy. It has been realized by the leader of UAE to fulfill the demand of the customer by providing them efficient quality that is why they instituted a number of strategies and far reaching a macro level quality and marvelous proposal for entire sectors of economy such as government departments, public as well as private sectors. It has been evaluated that within this circumstance, the drive of Dubai for quality was born in 1990s and in that case the government sector of the UAE has become the key driver of quality superiority in UAE and organization has started involving in best practices, international standards on Quality and Business Excellence frameworks and investing in people development (Papp, 2014). The vision of Sheikh Mohammed Bin Rashed Al Maktoum, Ruler of Dubai and current Vice President and Prime Minister of UAE was the reason of best quality with institution of Dubai Quality Award (DQA) in 1994. The DQA process originally was for the only confidential sector organization, was initiated as a means of humanizing the standards of business operating in Dubai, it would be great initiative of boosting internal as well as external trade. DQA is awarded to only those companies that have given their best to provide the best quality to their customers. There are mainly 11 organizations in the economy included such as manufacturing, education, finance, construction, healthcare and media can involve in the program of award.It has been analyzed that recognition has been categorized into three levels such as DQA Gold, DQA and DQ Appreciation Prize Dubai quality group is a group which was set up in 1994 for the purpose of developing the quality and business excellence practices in UAE. It was able to enhance the productivity of the organization to develop the completion in the UAE (Sabella, Kashou and Omran, 2014). DQC prolongs to be leading for revenue professional society for majorly qua lity professional and being the reason of developing the voice of quality. Along with that it has been mentioned by Thawani, (2017), in his article that UAE started implementing international quality management system standards (ISO: 9000). It is fact that in the year of 2012, a sum of 3229 ISO 9001 certificates have been issued in UAE. It has been done due to growth of the certification and along with those implementing ISO standards was facilitated organization to make a establishment to hold sustainable institutionalization of developments over time. Government organization of the UAE has started to adopt a management system which significantly enhanced various numbers of business offering training and certification services and consulting (Oakland, 2014). It has been evaluated that government of Dubai was concerned about the services that is why in 1998, Dubai Government was established Dubai Government Excellence Program (DGEP) for improving the rescue services of government to the citizens, visitors, business and residents. The main focus of this program was on the improvement the services of government and simplifies the procedures of government (Talib, Rahman and Qureshi, 2013). It has been evaluated that the other Emirates and the federal Government Departments started different programs for the purpose of improving the productivity, effectiveness, customer service and efficiency of nation. Under UAE Smart Government initiative, all services of government will be accessible on mobile devices within 2 years period escorting in a period which is new for the customer services and experience and it has researched that UAE has obtained 7th rank globally in the e-government services. It was argued by Kamco, (2011), in his article United Arab Emirates (UAE) Economic Brief and Outlook 2011 that foreign trade has an important role in the economy of UAE more importantly in oil industry. There are certain countries such as India, the USA, Iran, Germany and China that play a vital role in the trade of UAE as they represent 40% of the UAEs trade. It has been evaluated that the situation of world economy caused growth in trade gradually in 2009 due to the sum value of the UAE attained AED 660.4 billion compared to AED 788.9 billion in 2008, which showed 16 percent drop in foreign trade. It is vital for the government sector to keep focus on the quality of the products and services which is being delivered to the citizens of the UAE. Research methodologies are the set of various techniques and methods which is being used in this research proposal to collect the information and requirements for the research topic. There are various sources and methods have been utilized to implement the research. Quality management is essential part for the organization and data has been collected for the success of the topic Translating quality management practices from strategy to operations- challenges for the UAE government sectors by adapting various methods. There are number of research methods for developing the research. Qualitative as well as quantitative data has been chosen for this research. Qualitative method is can be enlightened as an approach for gathering the quality data which helps in sustaining the quality of the research. On the hand quantitative data refers to which involves collecting the numerical data on which the statistical calculations can be done to draw the conclusions. There are different approaches to carry on the research. Qualitative and quantitative research approaches have been chosen for this research. Primary and secondary source are being chosen for this research to gather the quality data from journals, articles, books, internet sources and other authors literature review. These sources have facilitated to put together the knowledge of the aspects regarding the topic of the research. Data collection is one of the major parts of the research. It facilitates ton gather the data in order to complete the research with evidence and provide a valid conclusion. The roles of primary and secondary sources are major to gather the data. A primary source refers a first-hand information and evidence and it can be gathered from interview, questionnaire, case studies and surveys. On the other hand a secondary source provides the data which is already used or utilized (Jaafreh, 2013). It can be accumulated from the magazines, articles in newspapers, reviews, research papers, etc. Sample and techniques Sampling can be refereed as the process in which the certain sets of unit are opted from the total population to make an observation. There are number of methods of sampling avaible and for this research random sampling technique has been chosen because it is the method which gives opportunity to every sample which is selected for the analysis the topic. It is essential for accomplishing the research to analyze the collected data in sophisticated manner. A systematic approach has been chosen for this research to analyze the research topic and handle the execution of the research in sequence manner (Ismail, 2004). An action plan has been prepared to identify the several activities regarding research program in sequence manner. The uses of primary and secondary sources have been opted to gather the data from the targeted market. With the help of questionnaire and interviews, primary data has been accumulated for this research. On the other hand, secondary data is gathered from the internet and articles related to this topic. The main focus of this research is to collect the data in a fair manner with keeping ethical consideration. The integrity has been maintained in an efficient manner and the users can easily keep faith on the given data and information given by research. It has been concluded that quality management is considered as the Industry that has attained increasing attention in the last decades. The advantages of Total Quality Management have extensively identified in its successful execution in various organizations in companies which has followed so many structures that have become highly competitive by developing the products and services that are able to meet the requirements of the customer along with the Expectations of them. There are a number of factors are reflected in this research which affects the quality management of the country. It has been evaluated that in the United Arab Emirates, the more attention was given to the quality Movement in the late 1990s, the quality management industry is still being issued as having poor great performance in quality. With this regard, the leaders of the government sector has been realized the need to improve the quality of their product and services in order to become competitive. Various programs have been initiated by the government of the United Arab Emirates to improve the quality of the services and products for enhancing the productivity of the country to become more competitive in all over the world. There are various issues that have challenges such as the issue of unknown standards has challenges of lack of benchmarking, lack of vocational qualification framework and not recognized by higher authority. Timescale Serial no. Activities Starting date Duration (days) Completion date Description 1. Selection of topic 15 November 2017 2 17 November 2017 Choice of topic will be done 2. Structure of plant 18 November 2017 5 22 November 2017 Plans will be building to execute the research 3. Execution of the research program 23 November 2017 7 29 November 2017 Plans will be implemented 4. Data collection 30 November 2017 4 3 December 2017 Methods of data collection will be chosen. 5. Interpretation of data 4 December 2017 4 7 December 2017 Results will be drawn. 6. Conclusion and recommendations 8 December 2017 3 10 December 2017 Conclusion and recommendations has been made as per analysing the data. References Albliwi, S., Antony, J., Abdul Halim Lim, S. and van der Wiele, T., 2014. Critical failure factors of Lean Six Sigma: a systematic literature review.International Journal of Quality Reliability Management,31(9), pp.1012-1030. Annual Economic Report, 2012, UAE Annual Economic Report 2012, Retrived on 18th November, 2017, from: https://www.economena.com/data-catalog/view6466/. Atanas, J.P., Rodrigues, C. and Simmons, R.J., 2015, December. Lean Six Sigma Applications in Oil and Gas Industry: Case Studies. InInternational Petroleum Technology Conference. International Petroleum Technology Conference. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Ismail, S. 2004. The implementation of TQM strategy in Egypt: a field force analysis. The TQM magazine, vol. 15(4), pp.266 274 Jaafreh , A, B., 2013. The Effect of Quality Management Practices on Organizational Performance in Jordan: An Empirical Study, International Journal of Financial Research Vol. 4, No. 1; 2013. Jabnoun, N. and Khalifah, M., 2015. A four quadrant strategy for improving government performance in Ras Al Khaimah.International Journal of Quality Reliability Management,32(8), pp.786-798. Jimnez-Jimnez, D., Martinez-Costa, M., Martnez-Lorente, A.R. and Rabeh, H.A.D., 2015. Total quality management performance in multinational companies: A learning perspective.The TQM Journal,27(3), pp.328-340. Khan, H.U., Artail, H.A., Malik, Z. and Niazi, M., 2014. Information technology adoption, possible challenges, and framework of supply chain management: a case study of a leading gulf economy. InEngineering Technology and Technopreneuship (ICE2T), 2014 4th International Conference on(pp. 1-5). 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Quality management practices and their relationship to organizational performance.International Journal of Operations Production Management,34(12), pp.1487-1505. Talib, F., Rahman, Z. and Qureshi, M.N., 2013. An empirical investigation of relationship between total quality management practices and quality performance in Indian service companies.International journal of quality reliability management,30(3), pp.280-318. Thawani, S., 2017. 20 years of quality milestones mark united arab emirates' journey to excellence, Retrived on 18th November, 2017, from: https://asq.org/quality-resources/case-studies-uae-excellence-journey. Uluskan, M., Godfrey, A.B. and Joines, J.A., 2017. Integration of Six Sigma to traditional quality management theory: an empirical study on organisational performance.Total Quality Management Business Excellence,28(13-14), pp.1526-1543.