Human Condition Essays (Examples)

Human Factors in Aviation

rief Historical ackground

The Airline Industry has a history that dates back to 1903 when the Wright brothers made their first successful flight in Kitty Hawk, North Carolina. Initially the public did not take the idea of the airplane travel favorably. ut this event marked the beginning of the Airline Industry as more and more inputs were given by people such as Charles Lindbergh who successfully completed a solo flight across the Atlantic Ocean in 1927 and created massive interest in flying with the general public.

The concern for human factor involvement in aviation started as soon as the interest of general public was roused in it. The initial concern was for the safety of people daring to fly the aircraft as accidents were reported due to a flaw in the design or working of the plane. A pilot task was to juggle with the complexity…

Bibliography

Daniel J. Garland, V. David Hopkins, John A. Wise. (1999). Handbook of Aviation Human Factors. Lawrence Erlbaum Associates.

Clint A. Bowers, C. Shawn Burke, Eduardo Salas, Katherine A. Wilson. (2001) Team Training in the Skies: Does Crew Resource Management (CRM) Training Work?, Vol. 43

Clint A. Bowers, Janis A. Cannon-Bowers, Randall L. Oser, Carolyn Prince, Eduardo Salas, Renee J. Stout. (1999) A Methodology for Enhancing Crew Resource Management Training, Vol. 41

Airlines in the industry. (N.d.) Retrieved on Sep 30, 2005 from:

Human Qualities of the Theologian

The task of the theologian is that of utter responsibility and the necessity of having a connection to his church and the world outside of it. It is definitely not a task for the faint of heart. Among the many intricate and often overlapping tasks of a theologian is the necessity of fostering a sense of understanding with faith and theology. "Christians want to understand what they believe, what they can hope for, and what they ought to love" (Migliore, 2004). Thus, while Christianity is able to have trust and obedience in the hope and love of God, theology has to struggle with some of the more difficult issues connected to this journey, via reflection, inquiry and the pursuit of truth (Migliore, 2004). Thus, the theologian must pursue truth and keep asking questions while instilling his work and his journey with a certain amount of…

References

Dore, T. (2003, April 8). The Responsibility and Tasks of Theology in the Church and the World Today. Retrieved from cua.edu:  http://publicaffairs.cua.edu/RDSpeeches/03DoreLecture.cfm 

McGrath, A. (2011). Christian Theology. Walden: John Wiley.

Migliore, D. (2004). Faith Seeking Understanding: An Introduction . Grand Rapids: Eerdman Publishing.

Tynan, T. (2014). The Role of the Theologian. Retrieved from gonzaga.edu:  http://guweb2.gonzaga.edu/metz/job.html

The Inextricable Correlation between Human Trafficking and Prostitution

Introduction

Despite ongoing efforts by the international community, human trafficking remains a global problem today. Tens of thousands of men, women and children are routinely exploited by human traffickers each year, and the practice generates billions of dollars in criminal proceeds at home and abroad. In fact, after drugs and gun-running, sex trafficking is the largest source of money for criminal organizations in the United States. Given the enormity of the problem and the vast sums of money that are involved, it is not surprising that the international community has not been successful in eliminating this practice. To determine the facts, this paper provides an analysis of the relevant literature concerning the correlation between prostitution and human trafficking to demonstrate that the two have an inextricable but difficult to quantify effect on each other. A summary of the research and important findings…

Managers may engage in fraudulent activities by selling company information or details of customers. The manager improperly accesses the company's it system to alter values for citation issued. raud is an illegal activity, and the manager that is choosing the bribing vendor over the other vendors is just very wrong. "Most commonly used types of bribes are cash, travel and entertainment rewards," as noted by Dillon (2008, p. 37). Once the it managers are affiliated with the unscrupulous vendors, the vendors do not need to be concerned about remaining competitive because they will be almost certain to be awarded new contracts or continuations of existing contracts, and they may even raise the prices that are charged to the organization in order to cover the costs of paying off the managers, a practice that is particularly commonplace in larger organizations. In this regard, Dillon (2008) adds that, "In very large firm…

Financial crisis pertaining outsourcing it projects

Fraud can affect organizations in a number of negative ways, including diminished bottom-line profits, negative publicity and the erosion of customer goodwill and shareholder confidence (Neural Technologies- the Home of Risk Management, 2010). An increasingly prevalent practice involves so-called "phantom vendors" that persuade purchasing managers that they offer they most competitive prices for superior products and services. Phantom vendors may even convince purchasing managers that they are already working with other large it firms and have a proven track record of reliability and trustworthiness. Without exercising due diligence early on, purchasing managers may be swayed by such presentations and award a bid (Podgor & Ellen, 1999). Once the bid is approved, the phantom vendors demand a hefty down payment and then simply disappear with their profits. Another version of phantom vendor fraud that can have enormous financial implications for it firms involves the purchasing managers themselves. In some cases, purchasing managers have fabricated vendors on paper and awarded contracts to these firms. Thereafter, invoices are processed as normal but the purchasing manager pockets the profits and the organization never receives the contracted goods or services (Podgor & Ellen, 1999).

Yet another way purchase managers can become involved in fraudulent practices involved product substitution. In those cases where vendors have paid bribes to purchasing managers to secure a contract, they may attempt to cover their costs by providing organizations with inferior goods or services that do not meet the contract specifications. In the case of software vendors, they may provide software that is replete with errors and technical difficulties to the extent that it is unusable. A vendor that involves in fraudulent activity means his business is also not in

Infosys Case Study

The situation at Infosys depicted in the early 2000's suggests the necessity for a Human esources Management (HM) plan that is aligned with overall organizational strategy and reflects the desired intents and actions from the leadership of this company. Mello (2012) wrote " taking a strategic approach to H management involves abandoning the mindset and practices of 'personnel management' and focusing more on strategic issues than operational issues, " (p.150). This transformation from the tactical and operational to the more macro and general idea of the strategic is necessary to provide the best human resources application possible. This report will investigate the issues at Infosys that concern this case study and provide courses of action that may be taken. This report will offer a course of action that best aligns itself with current situation and transforms the company into an organization that reflects the highest principles of…

References

Delong, T. (2006). Infosys; Strategic Human Resource Management. Harvard Business Review, 16 Oct, 2006.

Mello, J. (2014). Strategic human resource management. Cengage Learning.

Human esource Management

HM (Human esource Management) is the advancement and management of workers of an organization. It includes recruitment processes, representation and classification of positions at work. For these to be accomplished, laws governing human capital should be followed, and appropriate strategies should be kept in place including paying attention to the employees. Good Management of human capital, determines the success of many organizations

Action training for supervisors

Disciplinary training is a case for supervisors with multiple employees, which requires laws; this will prevent employees from taking advantage of their positions or employers causing difficulties in the workplace. The law requires that the employer complies with labor laws, which include approval of agreement, between the employer, supervisor and employee while working together. They are required to identify various laws like how to handle employers, their complaints at the work place while providing safety at work. The law requires that…

References

Inc, B. a. (2010). 5 Tips for Holding HR Policies That Hold. New York: Bussines and Legal Reports In.

Lastroner, R.A. (2001). The Nonprofit Managers Resource Director. New York: John Willis and Sons.

Shannon, K. (2011). The Complete Guide to Successfill Planning Event. Atlanta: Atlantic Publishing Company.

Human esource Management in International Business

Impact of Cultural Differences, Socioeconomic or Political Factors on international HM

Challenges to HM posed by growth in International Business

By looking at the changing trends of the world of commerce in recent times, one can significantly notice the fact that this business community is becoming more and more competitive. This clearly signifies the truth that the elevating competition within the community has given rise to international business where enterprises regardless of their size are expanding their operations within the global market. As an outcome of it, an efficient and effective work environment has become the fundamental necessity that can facilitate the organizations in maintaining strong holds in the market place as well as generate profits (Daly, 2011).

Considering the challenge of maintaining an effectual organizational culture, businesses need the asset of human resources, hence, they are considered as the foundation stone for any…

References

Briscoe, D., Schuler, R., & Tarique, I. (2012). International Human Resource Management, 4E. 4th Edition. USA: CRC Press.

Briscoe, D.R., & Schuler, R.S. (2004). International Human Resource Management: Policies and Practices for the Global Enterprise. 2nd Edition. USA: Routledge.

Cooke, W.N. (2003). Multinational Companies and Global Human Resource Strategies. USA: Greenwood Publishing Group.

Daly, J.L. (2011). Human Resource Management in the Public Sector: Policies and Practices. USA: M.E. Sharpe.

Human esources and Functional Illiteracy

Public Administration Human esources esearch Study Design

Public Sector Human esource Policy and Functional Illiteracy

Public Sector Human esource Policy and Functional Illiteracy

Anderson and icks (1993) examined the role of illiteracy in determining worker status within the public sector, in part because it had not been done before. They were interested in understanding how worker stratification was determined, after scholars had raised the possibility of a worker caste system within government agencies. This issue is still relevant today, given the increasingly diverse workforce both ethnically and linguistically. This report will analyze the research methods used by Anderson and icks (1993) and summarize their findings

Methods

The sample studied by Anderson and icks (1993) were human resource professionals currently engaged in managing employees in the public sector. A 41-item questionnaire was used to determine the 'functional literacy' that these managers were noticing on the job,…

References

Anderson, Claire J. And Ricks, Betty Roper. (1993). Illiteracy -- The neglected enemy in public service. Public Personnel Management, 22(1), 137-152.

History Channel. (2013). Great migration. History.com. Retrieved 13 Feb. 2013 from  http://www.history.com/topics/great-migration .

These are what will be used to gauge whether or not the candidate qualifies for the position in terms of their education background. Therefore, there is no need for a paper and pen integrity test since a successful candidate has already passed the integrity test if they have the required education qualifications.

Question 4

I would use a structured behavior interview that is designed specifically for this particular job. This is due to the fact that the H manager position requires someone who is straight forward in terms of their behavior. Any candidate who does not present themselves well and fails the structured behavior interview does not qualify for the position since they are not up to the challenge that the job entails. Therefore the structured behavior interview is quite essential for anyone who is interviewing for the job position (Heneman, Judge, & Kammeyer-Muller, 2012).

Question 5

I will use…

References

Heneman, H.G, Judge, T.A, & Kammeyer-Muller, J.D. (2012). FYI text book is Staffing Organizations (7th ed) .

Spoden, C.M.(2012). EEOC Guidance to Avoid Negligent Hiring.Retrieved july 25,2013 from  http://www.stites.com/news/763/eeoc-guidance-to-avoid-negligent-hiring

Human Factors in Aviation Safety

The human beings with their immense capabilities, imagination, creativity, and cleverness have transformed the world into an industrial world that is surrounded by numerous inventions, innovations, and advancements in various facets of life. Aviation industry is also one of the developments of the human beings, which was imagined as an attempt to emulate bird flight. Human beings were engaged in this phenomenon for centuries prior to the emergence of the first flight, which resulted in outstanding civil transport in the form of spaceflight (Campbell & Bagshaw, 2008). However, it is wise to note that the human life is one integral aspect that should not be ignored when any mode of transportation is concerned. To have a safe journey during flights it is demonstrated that aviation safety is essential. Aviation safety principally signifies that prevention techniques in the form of regulation, education, and training should be…

References

Abeyratne, R. (2012). Strategic Issues in Air Transport: Legal, Economic and Technical Aspects. USA: Springer.

Abu-Taieh, E.M.O., El-Sheikh, A.A. & Jafari, M. (2012). Technology Engineering and Management in Aviation: Advancements and Discoveries. Information Science Reference.

Ben-Daya, M. (2009). Handbook of Maintenance Management and Engineering. USA: Springer.

Campbell, R.D. & Bagshaw, M. (2008). Human Performance and Limitations in Aviation. 3rd Edition. USA: John Wiley & Sons.

The work environment, for example, could be conducive to this type of stress, as can the relationship with other employees and with supervisors.

This type of fatigue is vastly different from the mental or physical fatigue of direct work overburden, and is also more subtle than these types of fatigue. It should therefore be carefully monitored in terms of its nature and how it interacts with other types of fatigue, particularly when the workforce is diminished.

Because of the complexity of psychological loading factors, Dr. Bill should be careful to monitor, revise, and update company policy in terms of issues such as communication among employees as well as among employees and their supervisors. Communication can play a significant part in how employees perceive their work, as well as how they experience the burden of their work in a psychological sense.

Mental loading, on the other hand, is probably the most…

References

Advameg, Inc. (2012). Sprains and Strains. Retrieved from: http://www.faqs.org/sports-science/Sp-Tw/Sprains-and-Strains.html#b

City Office (2012). Retrieved from:  http://www.yourcityoffice.com/articles/48/office-space_lighting.html 

How Does Human Metabolism Work? (2012). Retrieved from:  http://campus.bethlehem.edu/eclinic/eclinic_0013e.pdf 

Overgaard, D., Gyntelberg, F. And Heitmann, B.L. (2004). Psychological workload and body weight: is there an association? A review of the literature. Occupational Medicine, no. 54. Retrieved from:  http://occmed.oxfordjournals.org/content/54/1/35.long

Advice is given to supervisors on how to correct poor appearance and employee misconduct. In these instances, progressive guidelines and other requirements must be taken into account the completing disciplinary actions and in resolving employee grievances and appeals. Information is given to employees to encourage a better understanding of management's goals and policies. Information is also given to employees in order to assist them in improving poor performance, on or off duty misconduct, and/or to address personal issues that influence them in the workplace. Employees are told about appropriate policies, legislation, and bargaining agreements. Employees are also directed about their complaint and appeal rights and discrimination and whistleblower safeguards (Employee elations, 2009).

Preserving a positive, productive work environment is significant for all managers. This is often accomplished by engaging in: mentoring and coaching your staff, regular feedback, including annual performance reviews, open and honest communication regarding group, unit and university…

References

Compensation and Benefits. (n.d.). Retrieved August 18, 2010, from Auxillium West Web site:

 http://www.auxillium.com/pay.shtml 

Employee Health and Safety. (2009). Retrieved August 19, 2010, from Small Business Notes

Web site:  http://www.smallbusinessnotes.com/operating/hr/safety.html

Human esource Management is a practice of managing human skills, capacities and talents, to ensure their effective usage in the attainment of organizational goals, objectives and overall competitiveness (Youssef, 2012). Every Human esource manager performs various functions of recruiting, hiring, selecting and training competent employees. In addition, the manager offers competitive compensation and benefits packages, which attract, motivate and retain qualified employees. However, it is the function of the Personnel manager to devise ways, which will increase the employee effectiveness in performing the jobs. These ways include training, offering education and developing the capacities of the employees. As a result, there is an improvement of the employee contribution towards the attainment of organizational effectiveness and efficiency.

Effective management of employees' productivity is a crucial element in attaining organizational success (Youssef, 2012). High levels of productivity enable the organization to offer high compensation and benefits packages, which do not affect its…

References

Edwards, P. (2003). Industrial Relations: Theory and Practice. Oxford: Blackwell Pub.

Kreitner, R. (2009). Management. Boston: Houghton Mifflin Co.

Sims, R.R. (2007). Human resource management: Contemporary issues, challenges and opportunities. Greenwich, Conn: Information Age Publ.

Youssef, C. (2012). Human resource management. San Diego, CA: Bridgepoint Education.

Another valuable lesson is pegged to the necessity to select and hire the most suitable staff members. Then, the equal employment rights stimulate the researcher to adopt a more open view of cultural diversity in the workplace. Additionally, as a future application, it would even be important to remember that people of different backgrounds have different skills and abilities. Instead of striving to standardize them, the players in the workplace community should try to capitalize more on the points of difference offered by culturally diverse staff members, such as their increased ability to communicate with culturally diverse customers.

5. Impact of the Study on Career and Personal Life

It is yet uncertain as to how the personal career of the researcher would be impacted by the findings of the study. What is however known with certainty is that the baggage of HM knowledge of the researcher has significantly increased. Within…

References:

Heathfield, S.M., What is human resource development (HRD)? About,  http://humanresources.about.com/od/glossaryh/f/hr_development.htm  last accessed on July 02, 2010

McNamara, C., Employee benefits and compensation, Management Help,  http://managementhelp.org/pay_ben/pay_ben.htm  last accessed on July 02, 2010

2007, Health and safety, HRM Guide,  http://www.hrmguide.co.uk/employee_relations/health-and-safety.htm  last accessed on July 02, 2010

Equal employment opportunities, Liverpool City Council,  http://govinfo.library.unt.edu/npr/library/reports/hrm10.html  last accessed on June 30, 2010

Human esponse to Physical Structure:

Environmental psychology is a branch of psychology that focuses on explaining human behavior in relation to the physical environment. In this case, the physical environment basically incorporates plants, animals, and material objects that have a significant impact on behavior at various levels. However, this branch of psychology does not focus on the interactional procedures among people as emphasized on other branches of psychology. In analyzing human behavior, it adopts a systems approach that has become the main approach in modern science.

Impact of Physical Structure on Human Behavior:

According to various theories, the physical environment or structure affects human behavior at various levels with instant behavior acting as a function of settings with which it happens (Matthew, n.d.). The individual personality traits of people within a specified country are largely influenced by the nature and type of physical environment that these individuals are subject to…

References:

Goode, J.P. (n.d.). 'The Human Response to the Physical Environment.' The Elementary School

Teacher, 4(5), pp. 271-282. Retrieved from http://www.jstor.org/stable/pdfplus/992499.pdf?acceptTC=true

"Importance of Sustainable Architecture in 21st Century." (2010, June 21). Architecture Student

Chronicles. Retrieved October 22, 2011, from  http://www.architecture-student.com/sustainable-design/importance-of-sustainable-architecture-in-21st-century/

Creating and Driving Value

Now that we have determined which group of employees can have the greatest impact on patient outcomes, and thus represent key drivers of value within the organization, our next task is to decide what they can do to achieve their goals. In order to answer these questions, we must develop an understanding of what determines patient outcomes, and the overall impressions of the hospital. We must ask which elements of the patient's experience are likely to result in a return to the facility for future treatments and procedures, or which ones are likely to make them recommend the facility to others. These questions are at the heart of driving value for the organization.

There are several methods that could be used to determine the answers to these questions. One way would be to conduct a patient survey. Another way would be to examine records of complaints…

References

Al-Hussami, M. (2008). A Study of Nurses' Job Satisfaction: The Relationship to Organizational

Commitment, Perceived Organizational Support, Transactional Leadership,

Transformational Leadership and Level of Education. European Journal of Scientific

Research. 22 (2): 286-295. Retrieved January 31, 2010 from http://www.eurojournals.com/ejsr_22_2_14.pdf

Thus in reply, many of the unions adopted a further appeasing approach, by reducing the number of strikes and tried to negotiate contracts providing job securities for its members. While the unions have been doing well in organizing government employees, they have been less successful in recruiting office workers due to the unlimited development of services sector. y 1996 the number of strikes in the U.S.A. had reached its lowest level in the past 50 years. In 1960 one third of the American workers belonged to a union but by 2003 the proportion had dropped to less than 13%. Unions need a vision for the new global economy. Union leaders seem genuinely to believe that their glory days will return if only they can defeat President ush, or oust Tom DeLay as House Majority Leader. ut their real obstacle is the reality of the modern global economy. Until they offer…

Bibliography

Ramaswamy, E.A., and F.B. Schiphorst. "Human Resource Management, Trade Unions and Empowerment: Two Cases from India. The International Journal of Human Resource Management. (2000) 664-680.

Human Resources. Inc. (2003) 72

Storey, John. Developments in the Management of Human Resources an Analytical Review. Warwick studies in industrial relations. Oxford, UK: Blackwell, 1992.

Black, John, and Darren McCabe. In Bed with Management Trade Union Involvement in an Age of HRM. [Telford]: Wolver Hampton Business School, Management Research Centre, 1997.

They just assume that the autopilot will take care of flying the plane, and their skills get rusty with lack of use. Then, if something goes wrong with the autopilot system the pilot and his or her crew members may not know what to do and they may not react as quickly as they need to in order to protect the passengers and the rest of the crew members from serious harm (Human, 2009).

The majority of people need to sleep approximately eight hours each night. If they do not get that level of sleep, they can be overly tired and that can cause them to make more mistakes than they otherwise would (Human, 2009). However, someone who has gotten eight hours of sleep is not necessarily caught up on his or her sleep. The quality of sleep the person has gotten and how tired he or she was before…

References

Berliner, D. (1996). Aviation: Reaching for the sky. New York, NY: The Oliver Press, Inc.

Dirty dozen - errors - human factors. (2011). Aviation Glossary. Retrieved from  http://aviationglossary.com/aviation-safety-terms/dirty-dozen-errors-human-factors/ 

Harris, D. & Muir, H.C. (2005). Contemporary issues in human factors and aviation safety. New York, NY: Ashgate.

Human factors in aviation maintenance. (2011). Southern California Safety Institute. Retrieved from  http://www.scsi-inc.com/HFAM.php

Human esource Management: Discussion

Human esource Management: A Concise Definition

It is important to note from the onset that human resource management (HM) does not have an assigned definition. This essentially means that in the past, numerous authors and management experts have offered a variety of definitions with regard to HM in an attempt to solve the ambiguity that has surrounded the said definition over time. Indeed, as Blyton and Turnbull (as cited in Collings and Wood, 2009) point out, the ways in which practitioners and academics have used the term "indicates both variations in meaning and significantly different emphases on what constitutes its core components" (p. 1). In seeking to wholly define HM, I will take into consideration a number of definitions that have been floated in the past.

To begin with, HM according to Beer et al., (as cited in Price, 2011) "involves all management decisions that affect…

References

Collings, D.G. & Wood, G. (Eds.). (2009). Human Resources Management: A Critical Approach. New York, NY: Routledge

Price, A. (2011). Human Resource Management (4th ed.). Hampshire: Cengage Learning.

Sims, R.R. (Ed.). (2007). Human Resource Management: Contemporary Issues, Challenges, and Opportunities. Charlotte, NC: IAP.

Werner, J.M. & DeSimone, R.L. (2011). Human Resource Development (6th ed.). Mason, OH: Cengage Learning.

8.

Family assistance programs provide assistance for employees and families in need. These have the benefit of strengthening employee commitment and loyalty to the workplace by boosting employee morale. The work-to-family program, for example, helps employee scope with caring for children or aging parents by providing assistance as part of insurance benefits. There is also a family assistance program to address partner violence, which has a severe effect on employee productivity and well-being. A further assistance program is offered to families of military personnel deployed to combat environments. Such programs provide both financial and moral support to families who must cope with such separation in the long-term.

It is vital for employers to provide employees with these kinds of assistance, since they cultivate both loyalty and well-being among employees. Both these factors tend to increase the ability of employees to deliver good service.

eferences

Department of Health and Human Services…

References

Department of Health and Human Services (2012). Summary of the HIPAA Privacy Rule. Retrieved from:  http://www.hhs.gov/ocr/privacy/hipaa/understanding/summary/index.html 

Frugal Trader (2011). Defined Benefit Pension vs. Defined Contribution Pension. Million Dollar Journey. Retrieved from: www.milliondollarjourney.com/defined-benefit-pension-vs.-defined-contribution-pension.htm

Hall, D. (2011, Jun 14). Employee and Family Assistance Program. Retrieved from: www.livestrong.com/article/300731-employee-family-assistance-program/

Jennifer, K. (2012). Government Regulations on Discretionary Benefits in the United States. Retrieved from: http://www.ehow.com/list_7385963_government-discretionary-benefits-united-states.html

Human Resource Management

Problems with the Form

First of all, the Employee Evaluation Form offers no explanation for what "Low," "Average," and "High" really mean in terms of performance. There should be a thorough explanation as to what those categories reflect. Moreover, the area for comments is very limited, just enough for a few scribbled notes. That's wholly inadequate for a good review of an employee's progress and work ethic.

Secondly, there should be explanations under each category. In the category "Decision Making," for example, what kinds of decisions are expected of a rank and file employee? If the employee is only being evaluated once a year, but his or her supervisor (with no other input), how will that supervisor know what kinds of decisions (quality or otherwise) the employee has made? All in all it seems like a very cursory and vague kind of evaluation.

Question TO: Suggested Changes…

Works Cited

ABC Power. 2012. Performance Appraisal at ABC Power / Employee Evaluation Form.

Human esources

With the advancement in ICT, management of organizations has undergone changes in the period of the 21st century otherwise known as the digital era. The organization's function of Human esource (H) has also changed so fast resulting in a changing environment of social and organizational terms, while information technologies have rapidly evolved. H has grown to be an essential component in firm sustainability. This has resulted in the formation of new practices and processes in H. Some of the new practices include an E-selection, E-performance, E-recruitment, and E-learning. This study identifies how General Motors can utilize H Portals as new HIS technology to foster employee management. With H portals, the use of Employee Self-service and Manager Self-service will be essential to the company's processes of recruitment, employee performance and other human resource management activities within General Motors (Schwalbe, 2010).

E-ecruiting and E-Selection

With the advancement in technology in…

References

Harper, R. (2008). Inside the IMF: An ethnography of documents, technology and organizational action. San Diego, CA: Academic Press.

Pynes, J., & Lombardi, N. (2011). Human resources management for health care organizations: A strategic approach. San Francisco: Jossey-Bass.

Schwalbe, K. (2010). Information Technology Project Management. Boston, MA: Course Technology/Cengage Learning.

Storey, J. (2007). Human resource management: A critical text. London: Thomson.

Human Innovation and Consumption

Through the centuries, human beings have consistently found new ways to produce and consume material resources. Today, with the world population at an unprecedented high, consumption of resources continues as an equally accelerated rate. However, despite this mass consumption, human beings today are making great strides in the way resources are renewed. Today, human beings are as innovative as ever before, inventing new production methods to meet humanity's habits and along with changing the way that the world consumes its resources. While humanity appears to have taken a turn towards the preservation and respect of resources, much remains to be done in order to successfully sustain the global population.

As so many of us have come to understand, the larger the human population is means the greater environmental impact this population will have on our planet. With more people come an increased demand for food, fuel,…

Humans constantly innovating ways produce consume material resources. Write a paper addressing issue: Give specific examples (2) production (2) consumption habits humans related material resources. These discussed Chapter Two Contemporary Environmental Issues, includes production types consumer goods consumption environmental resources.

Give specific examples of at least two (2) production and two (2) consumption habits humans have related to material resources

Perhaps the first, most notable shift in human production habits over the course of history was the development of an agricultural lifestyle, versus a hunter-gatherer lifestyle (54). In terms of living in harmony with nature, hunter-gathering had certain advantages. Human beings could not take more from the planet than they needed for an extended period of time. Human tribes were mobile, so they could not store food for long. With agriculture, tribes were assured of a more steady supply of sustenance. They did not have to wait long periods of…

Reference

Chapter 2: Human Population Dynamics. Contemporary Environmental Issues.

The first stage of assessment involves the assessment of the risks through measurement of physical and chemical parameters in the workplace, such as solvents, metals, dust, noise, lighting, heat stress, ergonomic and safety hazards. Once this is completed the following actions can take place: Promoting awareness of risks and following better practices such as substitution of solvents with less dangerous ones, improvement in ergonomic conditions and decreasing noise levels.

First, it is necessary to assess volatile organic solvents, metals, dangerous dust, noise, lighting, climate, ergonomic hazards and work-related musculoskeletal disorders.

This is done by studying the printing press site during printing; the printing press site during cleaning; at the binding site; at the packaging site; and in storage areas.

To determine heavy metals, a literature review needs to be conducted to obtain information on the type of inks and their use. The noise decibels must be measured, so they are…

The ADA does not specifically name all of the impairments that are covered. Title I requires employers with 15 or more employees to provide qualified individuals with disabilities an equal opportunity to benefit from the full range of employment-related opportunities available to others. For example, it prohibits discrimination in recruitment, hiring, promotions, training, pay, social activities, and other privileges of employment. It restricts questions that can be asked about an applicant's disability before a job offer is made, and it requires that employers make reasonable accommodation to the known physical or mental limitations of otherwise qualified individuals with disabilities, unless it results in undue hardship. Religious entities with 15 or more employees are covered under title I. Title I complaints must be filed with the U.S. Equal Employment Opportunity Commission (EEOC) within 180 days of the date of discrimination, or 300 days if the charge is filed with a designated…

Another psychological approach studied the physical basis for emotion. LeDoux (1995, p. 209+) noted, "Scientists concerned with human nature have not been able to reach a consensus about what emotion is and what place emotion should have in a theory of mind and behavior." He proposed, however, that "findings about the neural basis of emotion might also suggest new insights into the functional organization of emotion that were not apparent from psychological findings alone. The brain, in other words, can constrain and inform our ideas about the nature of emotion." This would seem to play into any discussion of genetics vs. culture as emotion is viewed, accurately or not, as a construct of societal norms in large part. Because fear is a common part of human life, LeDoux uses it to investigate his theories. "The expression of fear is conserved to a large extent across human cultures and at least…

Moore, J. (2002). Some thoughts on the relation between behavior analysis and behavioral neuroscience. The Psychological Record, 52(3), 261+. Retrieved November 19, 2004, from Questia database,  http://www.questia.com .

Suh, Eunkook M. 2002. Cultural influences on personality. Annual Review of Psychology;

Retrieved November 19, 2004 from Highbeam database,  http://www.highbeam.com .

Human Nature and Conduct: An Introduction to Social Psychology

In Human Nature and Conduct, John Dewey propounds the theory that all human conduct is the outcome of an interaction between elements of human nature and the environment, both natural and social (Dewey, p. 10). Based on this premise, Dewey advocates that the study of morals or ethics shift its ground from a transcendental realm to one where the discipline of social psychology is used to intelligently reengineer the environment so that ethical behavior is habitually encouraged. Thus, Dewey defines the moral problem as that of "modifying the factors which now influence future results. To change the working character or will of another we have to alter objective conditions which enter into his habits." (p. 18) Personally, I agree with Dewey's philosophy because its construct makes the achievement of an ethical world seem more real and less utopian.

The subject of…

Works Cited

Dewey, J. "Human Nature and Conduct: An Introduction to Social Psychology." New York:

The Modern Library, 1930.

As a housewife confined mostly at home, the woman yearned to develop herself, to function as an able individual not just in her home but in her society as well. Thus, work became a symbolic manifestation of the woman's yearning for freedom: freedom from the oppressive label of being a housewife, and freedom from being limited and dictated what she needs to do and not do.

Human ignorance is highlighted in the story when, as the woman succumbed to the fixating task of "analyzing" and following the patterns of the yellow wallpaper, her husband thought her nervous breakdown has finally escalated into insanity. As the woman begins to consider the pattern a reflection of her own life, her family, particularly her husband John, began considering her condition as one of insanity: "At night...and worst of all by moonlight, it becomes bars!...I didn't realize for a long time what the thing…

Works Cited

Gilman, C.P. (1899). E-text of "The Yellow Wallpaper." Available at http://www.storybites.com/gilmanwallpaper.htm.

Marquez, G.G.E-text of "A Very Old Man with Enormous Wings." Available at  http://www.salvoblue.homestead.com/wings.html .

Moreover, the study compares the effect on human factors on different types of aircraft. The study also reveals the correlation between the anomalies and type of aircrafts.

Human factors cause of Aircraft Accidents

The results of the descriptive statistics reveal that situational awareness is the most contributing human factor to aircraft accidents with the Mean =112. Moreover, the Mean value of the communication breakdown is 80 which rank second as the human factors problem to aircraft incidents. Typically, communication breakdown occurs when the pilot or other aircraft crew is unable to communicate with terminals. Communication is very critical for effective operations of aircraft, a pilot will require to constantly making radio communication when on air to ensure the aircraft safety and the aircraft is on the right direction. Confusion as human factor ranks third with the Mean =70. The descriptive statistics table shows other important human factors that cause the…

Reference

Balk, A.D. & Bossenbroek, J.W. (2010). Aircraft Ground and Human Factors, A comparative study of the perceptions by ramp staff and management. NLR Air Transport Safety Institute.

Boeing (2013). Commercial Jet Statistical Summary of the Airplane Accidents Worldwide Operations 1959 -- 2012. Boeing 707.

Eldredge, D. Mangold, S.J. & Dodd, R.S. (1992). A Review and Discussion of Flight Management System Incidents Reported to the Aviation Safety Reporting System. U.S. Department of Special Programs & Transportation Research Administration

Deitz, S.R. & Thomas, W.E (1991). Pilots, Personality and Performance: Human Behavior & Stress in the Skies.

As a result, in such conditions, the flight control systems commands the engines to increase thrust without pilot intervention and with an accuracy that no pilot could achieve.

Fly-by-wire).

Human Factors Considerations

The F/a-18D Hornet that slammed into a residential neighborhood in San Diego last December came from the first family of fighter jets with full fly-by-wire technology, where a flight control computer gathers data from on-board sensors to control flaps and other control surfaces that were mechanically driven on planes decades ago. ut for all their high-tech appeal, do fly-by-wire systems distance pilots from the feel and behavior of their airplanes to the point that crashes become more likely (Milstein)?

In aviation, human factors is dedicated to better understanding how humans can most safely and efficiently be integrated with the technology. That understanding is then translated into design, training, policies, or procedures to help humans perform better (Human Factors).…

Bibliography

Aircraft flight control systems." n.d. Absoluteastronomy. 03 March 2009  http://www.absoluteastronomy.com/topics/Aircraft_flight_control_systems .

Alford, L.D., Jr. "Fly-by-wire T & E. challenge [aircraft test pilot handling compensation]." Aerospace and Electronic Systems Magazine, IEEE February 2004: 3-7, Volume 19, Issue 2.

Bannister, Jonathan, et al. "Fly-by-Wire Report." 04 October 2006. Adelaide University School of Mechanical Engineering. 05 March 2009  http://www.mecheng.adelaide.edu.au/~marjom01/Aeronautical%20Engineering%20Projects/2006/group8.pdf .

Corporate information/history: Fly-by-wire." n.d. Airbus. 04 March 2009  http://www.airbus.com/en/corporate/people/company_evolution/history/part_6.html .

Disorders include such mental illnesses as mood disorders, like bipolar disorder, or obsessive compulsive disorder which involves a variety of anxieties, compulsions, obsessions, and phobias. ithout treatment sufferers are unable to adapt to social roles or establish appropriate interpersonal relationships. However, the term can be used in a broad sense to refer to any malfunction of mental, physical, or psychological adjustment.

There are three different approaches to describing human differences. The biological approach attributes abnormal behavior to physical causes such as genetics or physical trauma. The psychological approach stresses developmental or mental causes of abnormal behavior -- in other words, that normal cognitive and developmental patterns have gone awry. The ecological approach relates abnormal behavior more to the individual's interaction with the social as well as the physical environment than to a mental or physical disease.

Regardless of the causation of disorders, the Americans with Disabilities Act (ADA) requires employers,…

Works Cited

Hardman, Michael, Clifford Drew & Winston Egan. (2005). Human Exceptionality

School, Community and Family. 8th Ed. New York: Pearson

This virtually means that the international community could soon observe mutations in the type and nature of the outsourced processes.

In general terms, companies are looking to outsource growing numbers of more complex operations as they are not willing to assume the risks and make the necessary investments. In this order of ideas, they outsource the operations to firms which have already made the investments and assumed the risks. "Organizations are reluctant to invest in and maintain cutting-edge technology and technical specialists internally, when they know that similar assets exist externally, and were developed with others' investment and risk" (Greaver).

While the companies recognized and capitalized on the benefits of outsourcing, the communities identified the limitations of the processes. The most common dissatisfaction was linked to the fact that outsourcing took jobs away from national workers and gave them to foreigners. In 2003, over 300,000 jobs within the United States…

References:

2009, International Association of Outsourcing Professionals Predicts Top 10 Outsourcing Trends to Watch for in 2010, International Association of Outsourcing Professionals,  http://www.outsourcingprofessional.org/content/23/196/1967  / last accessed on March 15, 2010

2009, the benefits of outsourcing, Outsource2India,  http://www.outsource2india.com/why_outsource/articles/benefit_outsourcing.asp  last accessed on March 15, 2010

Benaud, C.L., Bordeianu, S., 1998, Outsourcing library operations in academic libraries: an overview of issues and outcomes, Libraries Unlimited, ISBN 1563085097

Bucki, J., 2010, Top 6 outsourcing disadvantages, About.com,  http://operationstech.about.com/od/outsourcing/tp/OutSrcDisadv.htm  last accessed on March 15, 2010

The CBA is good for a set period of time, and the union watches the employer to make sure the employer carries out the contract. If a union thinks an employer has violated the CBA, the union can file a complaint, which may be in the end resolved through a process known as arbitration. Union members pay dues that are used to cover the union's costs. Most union's employee full-time staff that is responsible for running its operations. Even though the staff is paid by union dues, members occasionally volunteer within the union. Some unions also form strikes funds that are used to support workers in the event of a strike. A union works rather like a democracy. Unions hold elections in order to determine officers who will then make decisions and represent the members of the union (Silverman, 2010).

The United Auto Workers has recently organized several auto parts…

References

Reynolds, Morgan O. (2008). Labor Unions. Retrieved May 13, 2010, from Library of Economics and Liberty, Web site:  http://www.econlib.org/library/Enc/LaborUnions.html 

Silverman, Jacob. (2010). How Labor Unions Work. Retrieved May 14, 2010, from How Stuff

Works Web site:  http://money.howstuffworks.com/labor-union5.htm 

Splintered, but Unbowed, Are Unions Still Relevant? (2005). Retrieved May 13, 2010, from NY

The key issue is what skills are required to do the job and not what skills the individual employees may have.

Effort -- is the quantity of physical or mental exertion that is needed to perform the job. If the job requires more effort than the other jobs and if that extra effort is substantial and is a regular part of the job then it would not be a violation to pay that person more, regardless of whether the job is held by a man or a woman.

esponsibility -- is the degree of responsibility that is required in performing the job.

Working Conditions - this includes two factors: (1) physical surroundings like temperature, fumes, and ventilation, and (2) hazards.

Establishment -- is the prohibition against compensation discrimination under the EPA and applies to any jobs within any establishment. An establishment is a distinctive physical place of business rather than…

References

Equal Pay Act. (2004). Retrieved January 30, 2010, from Tennessee Employment Center Web

site:  http://www.tennesseeemploymentlawcenter.com/equal_pay_act.html 

Equal Pay Act. (2010). Retrieved January 30, 2010, from Answers.com Web site:

 http://www.answers.com/topic/equal-pay-for-women

Off the job training is implemented in a location different from the actual place of employment. The more common methods of off the job training include the day releases (through which the employees take the day off work to engage in the training program), distance learning, block release courses, sandwich courses or self-study. The main advantages of this method are that the quality of the results is increased, as the commitment is also higher. Additionally, the trainees come to capitalize on the expertise of various specialists and can become more knowledgeable and confident employees. Still, despite these advantages, off the job training is not suitable for diversity efforts at the Police Departments; it is costly and it induces the loss of work (Tutor2U).

Last, the behavioral methods of training include processes such as games and simulations, behavior modeling efforts, business games, case studies, equipment stimulators or role plays (Training and…

References:

Oskamp, S., 2000, Reducing prejudice and discrimination, Routledge

Homan, M.S., 2010, Promoting community change: making it happen in the real world, 5th edition, Cengage Learning

Nkomo, S.M., Fotter, M.D., McAfee, R.B., 2010, Human resource management applications, 7th edition, Cengage Learning

People management -- types and methods of training at work, Tutor2U,  http://tutor2u.net/business/gcse/people_training_types.htmlast  accessed on June 6, 2012

The first consideration is that employees may be reluctant to reveal their innermost feelings about the company for fear that they will be punished for their responses. For this reason, it is imperative that employees are assured of absolute anonymity. This will also encourage honest answers and be the most likely to result in discovering the root causes of the problem. Employees will be able to respond anonymously by dropping their folded responses into a box by human resources.

Those that feel good about their job may be more eager to respond to a survey than those that are unhappy. A voluntary response would be more likely to result in a biased sample population. It is important that the sample is representative of the entire plant, rather than a small, select group. Therefore, employees will be told that the survey is mandatory. Although, there will be no real way to…

References

Gibson, S. (2004). Social Learning (Cognitive) Theory and Implications for Human Resource Development. Advances in Developing Human Resources. 6 (2): 193-210.

Manta Company Intelligence.(2008)Cardington Yutaka Technologies, Inc. (CYT). Retrieved May 28, 2008 at  http://www.manta.com/comsite5/bin/manta_tt_page.pl?page=uecp_help_sidebar&mf=coms2/dnbcompany_cc305sq 

Zimmerman, M. (2007). Intrinsic vs. Extrinsic value. Stanford Encyclopedia of Philosophy. Retrieved May 28, 2008 at  http://plato.stanford.edu/entries/value-intrinsic-extrinsic

These restoration efforts affect natural wetlands that have been destroyed by mankind and then proposed to become urbanized.

Conclusion

Although the impact on the climate by humans has had several negative impacts, such impacts have the potential to be stopped and even reversed. Research clearly indicates that recent technological advances can be used in these cases as a valuable tool in determining whether natural processes can be restored, or whether other options, such as urbanization, are ideal. Finally, future studies and advancements in technology will pave the way for a brighter future in restoring and repairing our injured climate.

ibliography

AGU. (2003). Human Impacts on Climate. Retrieved November 5, 2007, at http://www.agu.org/sci_soc/policy/climate_change_position.html.

Carter & urgess Quarterly. (2001). Getting the Lay of the Land. Carter & urgess Quarterly, vol

University of Georgia. (2006). SREL Research: Remediation & Restoration. Retrieved November 2, 2007 at http://www.uga.edu/srel/research-restoration.htm.

U.S. Department of Commerce. (2007). National Geodetic…

Bibliography

AGU. (2003). Human Impacts on Climate. Retrieved November 5, 2007, at  http://www.agu.org/sci_soc/policy/climate_change_position.html .

Carter & Burgess Quarterly. (2001). Getting the Lay of the Land. Carter & Burgess Quarterly, vol

University of Georgia. (2006). SREL Research: Remediation & Restoration. Retrieved November 2, 2007 at  http://www.uga.edu/srel/research-restoration.htm .

U.S. Department of Commerce. (2007). National Geodetic Survey. Retrieved November 1, 2007, at  http://www.ngs.noaa.gov/ .

Human Resource Strategy

Human resource departments are pivotal in streamlining business processes within professional organizations. Employee productivity, satisfaction, and interdepartmental interactions can be improved through progressive human resource strategies. As described in the materials "HCL Technologies: Employee First, Customer Second," a large Information Technology company, HCL makes innovative internal changes in order to keep up with growing demand, workforce expansion and ever-changing customer need. The changes implemented by Vineet, president of HCL, provided benefits for the company's workforce, but provided only modest improvements for the company's revenues.

Vineet's reasoning for implementing an inverted organizational style at HCL's division company, Comnet, stemmed from his interactions with a long-standing customer. The purpose also included the promotion of dedication and personal investment by employees working for HCL. Vineed sought to accomplish these tasks by enforcing an open-door type policy with employees through items like a CEO blog, the creation of an online forum…

Works Cited

Sutton, R. Staw, B. Pelled, L. Employee Positive Emotion and Favorable Outcomes at the Workplace. Organization Science Vol. 5, No. 1 (Feb., 1994), pp. 51-71

Buck, T. Filatotchev, I. Demina, N. Wright, M. Insider Ownership, Human Resource Strategies

and Performance in a Transition Economy Journal of International Business Studies

Vol. 34, No. 6, Decade Award Issue: Foreword from the Editor-in-Chief (Nov., 2003), pp.

Human esources Management - Maintaining a Competitive Edge in the Corporate Marketplace

Change continues to reshape the workplace. Today's H professional is called upon to help the organization retain its competitive edge in the marketplace. Along with representing the best interests of employees, H professionals assume the role of strategic partner, administrative expert, and change agent. H assumes a critical role in promoting the vision and shaping the focus of the company. H professionals must be skilled and knowledgeable business partners, able to wear many hats while demonstrating their own competencies in communication and decision-making skills. (Aghazadeh, 1999)

Today, H departments face many challenges. Some are conventional and continuing concerns.

They include:

Attract, retain and motivate employees;

Ensure legal and regulatory compliance;

Manage the human side of technological change.

Perhaps, most critically today however, progressive H departments are charged with adding value to the corporation as they seek to:

Meet…

References

Aghazadeh, Seyed-Mahmoud (1999). Human Resource Management: Issues and challenges in the new millennium. Management Research News, 22(12) 19-32.

Ashbaugh, Sam and Rowan Miranda (2002). Technology for Human Resources Management: Seven Questions and Answers. Public Personnel Management, (31) 7.

Ball, Sarah (2002, Sept). How technology can make you look good. Employee Benefits, S9-11.

Barro, Tom. A Tangled Web of Partnerships. Retrieved Feb. 21, 2003 at  http://www.astd.org/CMS/templates/index.html?template_id=1&articleid=23780

The contract between the employer and the employee develops narrows the areas that these rights address. Therefore, the right to privacy can be limited regarding the e-mail and Internet use. As one knows, many companies do not allow their employees to surf the Internet, or to send e-mails to outside parties, or to visit certain Internet websites. These companies provide intranets, designed in order to help employees communicate and inform about certain issues.

Employment law also refers to a very important aspect that refers to discrimination. In other words, federal laws prohibit employment discrimination based on race, color, religion, sex, or national origin. There are also a series of acts that develop the aspects that the federal laws refer to, in order to create a work environment that provides equal opportunities.

The discriminatory practices that are prohibited by these laws include: hiring and firing, compensation, assignment, or classification of employees,…

Reference list:

1. Berman, E. et al. (2010). Human Resource Management in Public Service: Paradoxes, Processes, and Problems. SAGE Publications. Retrieved October 3, 2010 from  http://books.google.ro/books?id=PuuI1hgJJrgC&printsec=frontcover&dq=paradoxes+and+problems+of+human+resources+management&source=bl&ots=GJfr9bwhCi&sig=ZzEnMrnmAi-KNkRzRD5GOeiZfeA&hl=ro&ei=WVKoTM3UIIaWswbBobivDA&sa=X&oi=book_result&ct=result&resnum=4&ved=0CB8Q6AEwAw#v=onepage&q=paradoxes%20and%20problems%20of%20human%20resources%20management&f=false .

2. Employment Law (2010). FindLaw. Retrieved October 3, 2010 from  http://smallbusiness.findlaw.com/employment-employer/employment-employer-overview/employment-employer-overview-101.html .

3. Federal Equal Employment Opportunity Laws (2009). The U.S. Equal Employment Opportunity Commission. Retrieved October 3, 2010 from  http://www.eeoc.gov/facts/qanda.html .

Human esource Management

The latest issue to discuss in the human resource management field is about unequal job opportunities available for women in the organization, or we can say that discrimination shown towards women in the organizations. This issue has been discussed and worked upon by UNO and various governmental and non-governmental organizations. However, even through governmental efforts these measures do not resolve the issue because it has to be addressed at the organizational level. The consequences of discrimination is not merely not giving jobs to someone but rather eventually it affects the overall employment scenario.

DISCIMINATION ON THE BASIS OF GENDE:

Various discriminations shown towards women can be explained by analyzing each human resource management theory separately.

emuneration (wages):

Wages and salaries is the award given for the mental and physical work done by a person in an organization over a period of time. Most of the time the…

References

Kabira, Wanjiku Mukabi, ed|Masinjila, Masheti|Muthoni, Wanjira, ed, Road to Empowerment [Part 10 of 10]., Contemporary Women's Issues Database, 01-01-1994, pp 88-103.

Wilkinson, Doris Y., Gender and Racial Inequality at Work: The Sources and Consequences ofJob Segregation.(book reviews). Vol. 75, Social Forces, 03-01-1997, pp 1133(2).

Richard R. Nelson, State labor legislation enacted in 1998. Vol. 122 n, Monthly Labor Review, 01-01-1999.

Human esource

The H component plays a crucial role in an organization. The component is generally involved in the planning and management of human resources, arguably the most valuable asset an organization has (Stredwick, 2014). It provides services such as employee recruitment and selection, training and development, performance management, as well as remuneration and benefit management. The H is also involved in workforce planning, job design, diversity management, and labor relations. These services are crucial for the achievement of organizational goals and objectives.

A particularly important service relates to employee recruitment and retention. To achieve its strategic goals and objectives, an organization must attract and retain the right pool of individuals (Mello, 2015). It must have individuals with the necessary skills, knowledge, and experience. This is crucial for creating competitive advantage in an increasingly competitive and dynamic environment. The H component serves a vital role in identifying and filling the…

References

Mello, J. (2015). Strategic human resource management. 4th edition. Mason: Cengage Learning.

Stredwick, J. (2014). An Introduction to Human Resource Management. London: Routledge.

These practices include: selective hiring, employment security, self-managed team, extensive training, sharing information, diminution of status differences, and stipulation of high pay contingent on organizational performance.

Other authors analyzed by Chang and Huang sustain that SHM benefits company both directly and indirectly as it modifies passivity into initiative by clearly communicating organizational goals and encouraging the participation of line-managers. In addition, by generating structural cohesion, defined as "an employee-generated synergy that propels a company forward, enabling the firm to respond to its environment while still moving forward" (Chang and Huang, 2005), the SHM influences positively organizational performance.

Various other testimonials strengthen the idea that a good strategic orientation of human resources will mostly appear in high performance firms, as contrary to the cases of low performance firms, which tended to apply more conventional methods. (Jackson and Schuler, 1995)

Human esources Management (HM) and the Strategic Management Process (SMP)

In order…

References

Text-books:

Armstrong, M., "A Handbook of Human Resource Management," Kogan Page, 2000, 7th Edition, London

Jackson, S.E., Schuler, R.S., "Managing Human Resources: A partnership perspective," South-Western College, 2000, Cincinnati, OH

Milkovich, G.T., and Boudreau, J.W., "Human Resource Management," Times Mirror Higher Education Group, USA, 1997, p. 2-10

Frank and Taylor (2004) warn that motivating employees is highly dependent on their specific wants and needs. An accounting firm that mostly hires conservative, serious-minded employees who value efficiency above all else are not likely to be motivated by the offer of a life coach or a concierge. They would probably be much more motivated by a good 401k plan. However, that does not mean that all types of organizations cannot get creative with their benefits.

The key is to creating an effective and creative employee benefit strategy is talk to the employees and find out what they really want. According to Gajewski (2005) it is critically important to modify "the corporate culture to balance employee needs and desires with organizational objectives" (p. 4). Therefore, if companies can change the corporate culture in such as way that satisfies both management and employees, then they would be remiss not to do…

References

Alsop, R. (2008) The 'Trophy Kids' go to work. The Wall Street Journal. Retrieved from  http://online.wsj.com/article/SB122455219391652725.html 

Are They Really Ready To Work? Employers Perspective On The Basic Knowledge And Applied Skills Of New Entrant To The 21st Century U.S. Workforce. 2006. Retrieved from  http://www.p21.org/documents/FINAL_REPORT_PDF09-29-06.pdf 

Avery, D.R., & McKay, P.F. (2006). Target practice: An organizational impression management approach to attracting minority and female job applicants. Personnel Psychology, 59, 157-187.

Birdi, K., Clegg, C.W., Patterson, M.A., Robinson, A., Stride, C.B., Wall, T.D., & Wood, S.J. (2008). The impact of human resource and operational management practices on company productivity: A longitudinal study. Personnel Psychology, 61, 467-501.