Thursday, August 27, 2020
Causas y consecuencias de negaciÃ£ ³n de ingreso a USA Cada aÃ£ ±o millones de personas que llegan an un aeropuerto de EEUU u otro punto legitimate de entrada como fronteras terrestres o puertos. Ms de 200 mil se encuentran con el problema de que child devueltos al lugar del que vienen. Este es un problema que afecta tanto a los extranjeros que viajan con visa no inmigrante como a los que desean ingresar an Estados Unidos sin visado por pertenecer an un paÃ£ s del Programa de ExenciÃ£ ³n de Visas o, incluso, con una tarjeta de residencia permanente.Ã¢ Y es que los Ã ºnicos a los que no se le puede impedir el ingreso en los Estados Unidos es a los ciudadanos estadounidenses, quienes tienen que presentar un documento vlido que acredite esa condiciÃ£ ³n y permita el paso migratorio. En este artÃ£ culo se informa sobre cÃ£ ³mo es el control migratorio donde pueden surgir problemas, las razones ms comunes por las que se niega el ingreso a los Estados Unidos, cules child las consecuencias y una referencia an estadÃ£ sticas y a sistemas que permiten acelerar el paso migratorio. El control migratorio en los puntos de ingreso a los Estados Unidos Estados Unidos tiene un all out de 329 Puntos de Entrada, lo que se conoce por sus siglas en inglÃ£ ©s como POE y que child fronteras terrestres, puertos y aeropuertos con controles migratorios internacionales. El control consta de dos partes, primero, uno migratorio y, despuÃ£ ©s, otro pero de aduanas. Para el migratorio se forman dos filas, una exclusivamente para ciudadanos a los que pueden acompaÃ£ ±ar sus familiares inmediatos extranjeros, y otra para tasks los dems. En algunos casos es posible formar parte de programas que aceleran este paso, de lo cual se explica ms al last del artÃ£ culo. Como regla general, el control migratorio se demora entre 10 y 30 segundos. Es posible que se envÃ£ e an una persona a lo que se conoce como doble inspecciÃ£ ³n. No tiene que ser algo malo. Por ejemplo, todas las personas con advance parole pasan por esa situaciÃ£ ³n.Ã¢ SÃ£ ³lo despuÃ£ ©s de haber obtenido el OK migratorio se pasa a la inspecciÃ£ ³n aduanera. Y ya a partir de ahÃ£ se ingresa a los Estados Unidos.Ã¢ Ã ¿Por quÃ£ © child devueltos por inmigraciÃ£ ³n desde los aeropuertos u otros puestos fronterizos legales? Las razones child varias destacando: En el caso especÃ£ fico de los residentes permanentes, puede que se llegue a la conclusiÃ£ ³n de que no est residiendo en los Estados Unidos y ahÃ£ pueden surgir muchos problemas. En tasks los dems casos, puede suceder que laÃ¢ visa se ha cancelado pero su nominal no lo sabe. En los casos del Programa de ExenciÃ£ ³n de visas si la persona ha estado previamente en USA y se ha excedido de los 90 dÃ£ as permitidos, ha perdido este privilegio y si viaja sin visa no se le dejar ingresar. Pero el caso ms comÃ£ ºn es que el oficial de inmigraciÃ£ ³n sospecha que la persona tiene la intenciÃ£ ³n deÃ¢ quedarse en Estados Unidos o a buscar trabajo ilegalmente o lo ha hecho en el pasado. No importa que se tenga una visa en regla, ese oficial es el que tiene la Ã ºltima palabra. Recordar que de todas las visas temporales, incluida la de turista, solo las H-1B y las L child de doble intenciÃ£ ³n, es decir, sÃ£ ³lo con ellas se puede tener la intenciÃ£ ³n de emigrar. El oficial de inmigraciÃ£ ³n ve en la computadora del sistema TECS que el extranjero es inadmisible para los Estados Unidos o inelegible para la visa que porta por cualquier razÃ£ ³n. Un ejemplo de esto Ã ºltimo es un turista que viene con la intenciÃ£ ³n de casarse y quedarse en el paÃ£ s. El oficial de inmigraciÃ£ ³n tambiÃ£ ©n puede ver si la persona tiene pendiente una orden de arresto. Si es asÃ£ , eso es lo que va a pasar. SegÃ£ ºn los Ã ºltimos datos conocidos en un sÃ£ ³lo aÃ£ ±o monetary se detuvieron a 24,000 personas cuando intentaban ingresar an Estados Unidos. En casos excepcionales, el oficial de inmigraciÃ£ ³n puede permitir ingresar a USA an un extranjero sin los documentos necesarios. Ello es asÃ£ porque le da lo que se conoce como un parole. Por ejemplo, a las personas que de un modo creÃ£ ble solicitan asilo en una frontera, puerto o aeropuerto. QuÃ£ © puede pasar en un control migratorio En la inmensa mayorÃ£ a de los casos, no pasa absolutamente nothing y se ingresa sin incidencias. Pero para las personas que tienen problemas roughage que destacar dos cosas: Primero, que en el control migratorio no se tiene derecho an abogado, excepto si se ha seÃ£ ±alado que una persona es objeto de una investigaciÃ£ ³n criminal. Adems, las autoridades tienen derecho a recorder sin autorizaciÃ£ ³n legal previa el equipaje de cualquier persona y tambiÃ£ ©n sus aparatos electrÃ£ ³nicos, como computadoras, telÃ£ ©fonos, tabletas, cmaras digitales, and so forth. Y segundo, cuando an una persona extranjera no se la deja ingresar roughage que saber exactamente quÃ£ © pasÃ£ ³. Porque pueden darse situaciones tan diversas como: se permite una retira de la peticiÃ£ ³n de ingresar y se pone en la visa I-275ocurre una expulsiÃ£ ³n inmediataun residente firma su renuncia a la green card Si ha surgido un problema, lo mejor a partir de ahÃ£ es consultar con un abogado migratorio para ver quÃ£ © pasos a seguir, segÃ£ ºn ocean el caso de cada uno. Ã ¿QuÃ © tan problemtico es el control migratorio en Estados Unidos? Cada aÃ£ ±o, ms de 360 millones de viajeros, entre estadounidenses y extranjeros, cruzan un puerto de entrada al paÃ s.Ã De ellos, un poco ms de cien millones ingresan por aeropuertos, siendo el modo ms comÃ£ ºn de ingreso el cruce de una frontera terrestre. Aproximadamente, unos 320 mil viajeros no pueden ingresar, lo cual es un nÃ£ ºmero grande pero pequeÃ£ ±o comparado con el total.Ã¢ Ã ¿Es posible evitar las largas filas? En algunos puertos de entrada o en determinadas fechas las demoras para pasar el control migratorio pueden ser muy largas, particularmente en los puentes internacionales.Ã¢ Existen diferentes tipos de programas que permiten ingresos ms rpidos que aplican an unos viajeros o an otros segÃ£ ºn nacionalidades y lugar de ingreso, pero merece la pena familiarizarse con esas posibilidades de ingresos acelerados, como Global Entry, Nexus o Sentri. Consejo Evita problemas en el control de aduanas conociendo quÃ£ © se puede ingresar y quÃ£ © est sujeto a ser declarado.
Saturday, August 22, 2020
The Five Good Emperors known as Nerva, Trajan, Hadrian, Antoninus Pius, and Marcus Aurelius, were a progression of fantastic sovereigns who controlled in Rome from 96-180 AD, following the Flavian Dynasty. They were called this since they won the help and backing of the senate, which is something their forerunners had been ineffective to do. The time of the five great sovereigns was for the most part celebrated for the quiet method of progression. Every ruler picked his replacement by receiving a beneficiary, forestalling the political mayhem related with the progression both when this period.(1) The first of these incredible heads was Marcus Cocceius Nerva, administering from 96-98 AD, who was chosen to take the seat by the professional killers of the earlier sovereign, Domitian. He was a good old man who vowed to manage the senate reasonably and never put one of its individuals to death. The key things that portray the control of Nerva are his amazing relations with the senate, his accomplishment of Dominitan's activities, his colossal measure of costs on making sure about open cooperative attitude, his push to support occupant abhor for Dominitan, and the way that he started a course of action of receiving beneficiaries to make certain the run of the best competitors. He embraced Trajan to be his beneficiary, and in this way acquiring the seat after him. The subsequent head, Trajan, was in power from 98-117 and started his rule with show, executing all the pioneers of the gathering who had embarrassed Nerva. He was named Optimus Maximus, which means the best in light of his regard for the senate and a progression of outside wars in which he endeavored to grow the domain. He is notable for his help to open administrations, remembering a raise for the free conveyance of food, the fix of streets, and the development of the Forum, Market, and showers of Trajan. He received Hadrian, who turned into his beneficiary. Publius Aelius Hadrianus, Hadrian, the third of the extraordinary sovereigns to manage Rome, was in power from 117-138. His first air conditioning... Free Essays on Good Emperors Free Essays on Good Emperors The Five Good Emperors known as Nerva, Trajan, Hadrian, Antoninus Pius, and Marcus Aurelius, were a progression of incredible heads who administered in Rome from 96-180 AD, following the Flavian Dynasty. They were called this since they won the help and backing of the senate, which is something their antecedents had been ineffective to do. The time of the five great sovereigns was for the most part well known for the quiet method of progression. Every ruler picked his replacement by receiving a beneficiary, forestalling the political mayhem related with the progression both when this period.(1) The first of these extraordinary rulers was Marcus Cocceius Nerva, administering from 96-98 AD, who was chosen to take the seat by the professional killers of the earlier sovereign, Domitian. He was a good old man who vowed to manage the senate decently and never put one of its individuals to death. The key things that describe the control of Nerva are his phenomenal relations with the senate, his accomplishment of Dominitan's ventures, his colossal measure of costs on making sure about open positive attitude, his push to support occupant hate for Dominitan, and the way that he started a plan of embracing beneficiaries to make certain the run of the best up-and-comers. He received Trajan to be his beneficiary, and in this way acquiring the seat after him. The subsequent head, Trajan, was in power from 98-117 and started his rule with show, executing all the pioneers of the gathering who had mortified Nerva. He was named Optimus Maximus, which means the best in view of his regard for the senate and a progression of outside wars in which he endeavored to grow the realm. He is notable for his help to open administrations, remembering a raise for the free circulation of food, the fix of streets, and the development of the Forum, Market, and showers of Trajan. He embraced Hadrian, who turned into his beneficiary. Publius Aelius Hadrianus, Hadrian, the third of the incredible heads to run Rome, was in power from 117-138. His first air conditioning...
Friday, August 21, 2020
5 Tips for the Best Supplement Essays 2018 When it comes to stellar supplements, itâs not as easy as just not doing anything on our no-no list. Here are 5 of the ingredients you need to write amazing college supplements. Know Each School Research is king. The best supplements are tailored to each school, highlighting the programs you are most interested in and the aspects of the school that make it unique. For example, a large part of the purpose of the âwhy this school?â prompt, one of the most common questions in supplements, is to see if you know your stuff.These supplements range in length from 100 words to 650, so youâll have to scale the amount of detail to fit the size, but the bare minimum checklist is: major, a sample class (and why you think it would benefit you), and extracurriculars. However, top âwhy this school?â supplements typically have a bit more than that. Try to include a professor youâd like to work with, a specific program (like a research or internship program) that youâd like to be in volved in, and a mention of a minor if possible. Even if a supplement doesnât specifically ask âwhy us?â, you should still find ways to show that you are invested in the school and truly want to be there.Tell StoriesThe college essay isnât the only place where storytelling is critical. The best supplements are story-centric. âShow donât tellâ is the mantra of the supplement section, especially since itâs so easy to just answer the question. Your story needs to have a clear beginning, middle, and end. No hamburger essays here. Write Crossover Content You donât want to go into your supplements with the goal of using the same three essays over and over, but the right crossover content is often a sign of a strong supplement. By âthe rightâ content, we mean the story-focused pieces of supplements. If you worked hard on the story behind why you want to major in biology, it makes sense to use that same explanation in a few different supplements. You should not be copy ing and pasting over entire supplements, but knowing when and where to pull these bits and pieces will save you time, energy, and strengthen your final product. Give Yourself Time Time is the enemy of college application writing. Nearly no matter what, youâll wish you had a little more time. But, unlike at school, asking for an extension is completely off of the table. You should begin working on your college essay in early September and should be starting on your supplements soonâ"regardless of whether youâre doing EA/ED or all RD. Edit, Edit, EditWhy do you need so much time? First off, rushed writing is bad writing. Youâll also need time to edit, revise, rethink, and go back. Without planning for that in advance, you end up with supplements that read like rough drafts. The best supplements are products of commitment, hard work, and time. If youâre looking for more guidance, weâre pros at stellar supplements.
Monday, May 25, 2020
Conflict in the workplace is something thatÃ¢â¬â¢s been going on for centuries. Although we think of conflict as negative, it can also have a positive impact. In this paper we will look at both the negative and positive impact of conflict in the workplace. Conflict is opposition or antagonism toward other individuals or things (Hegar, Human Relations at Work, pg 480). For example, if your co-worker was given an award for outstanding work performance but you feel that you were more deserving of the award. Now there is a conflict between you two. Even if you do feel like you are more deserving, you should still try and keep that to yourself and get your work done. Holding that type of animosity just creates more conflict. Two types of conflict that are important in human relations are conflict at the individual level and conflict at the organizational level. When needs of individuals are at odds conflict can develop. The reasons for this are frustration and interpersonal conflict. Some of our biggest frustrations come from the workplace. It may be because we feel that our work in unfulfilling, co-workers that we donÃ¢â¬â¢t get along with demanding structures within the organization that seem to micromanage us. In most instances we feel that our options for real fulfillment at work are limited which creates conflict inside us. Intrapersonal conflict occurs when a person or group of people frustrates or interferes with another personÃ¢â¬â¢s efforts at achieving a goal (Hegar, Human RelationsShow MoreRelatedConflict And Its Effects On The Workplace1825 Words Ã |Ã 8 PagesIntroduction Conflict is inevitable when participating in day-to-day operations in groups, the workplace, and in life. How one approaches these conflicts can ultimately lead to the success or failure in ones professional, social or academic life. According to our class textbook, Ã¢â¬Å"Organizational Behavior,Ã¢â¬ conflict is when one party perceives that its interests are being opposed or negatively affected by another party. Sources of conflict can be real or imagined and there are multiple causes forRead MoreConflict And Its Effects On The Workplace Essay1414 Words Ã |Ã 6 PagesIntroduction Conflict is the process in which one team perceives that his or her interests are being opposed or negatively affected by another party. Many years ago, conflict was viewed as undesirable and counterproductive. There is evidence that conflict can produce undesirable outcomes such as lower job satisfaction, team cohesion, and knowledge sharing as well as higher organizational politics and turn-over. However, experts later formed the opinion that organizations suffer from too little asRead MoreConflict Between Interpersonal, Intra Groups And Intra Group Levels1503 Words Ã |Ã 7 PagesIn the contention of viewing conflict as whether undesirable phenomenon or not, it has been widely accepted that the presence of conflict in the workplace is inevitable. According to Rahim (2002, p. 207), conflict could be define as Ã¢â¬Å"an interactive process manifested in incompatibility, disagreement, or dissonance within or between social entities.Ã¢â¬ As this conflict occurs in the workplace, t he existence of conflict is not only limited between people in an organisation, but it is also occurred betweenRead MoreThe Impact Of A Poor Communication Climate On The Workplace Essay951 Words Ã |Ã 4 Pages The literature review will consist of theoretical perspectives and previous research findings related to the communication climate in the workplace. The review will provide a focus for the study and to report the important concepts and data related to the attitudes and behaviors in the workplace. The review will include an overview of the behaviors, conflict resolution, and educating leadership on communication strategies. A variety of resources will be utilized for reviews of literature pertinentRead MoreRecommendation On The Training Offer1113 Words Ã |Ã 5 Pagesmust be high for it to have a positive effect Based on the above analysis, I recommend to select / reject this training offer. Kind regards, Thien Tuc Nguyen Assessment Task 3 Part A To: email@example.com Subject: Discussion of YukoÃ¢â¬â¢s case Dear Ling, 1. Discuss the conflict resolution process that you would use to resolve the workplace situation. Conflict is a complexion element of human communication. How we control conflict still, is significant. Conflict controlled indisposed can lead to anRead MoreQuestions On Conflict Management On The Workplace1454 Words Ã |Ã 6 Pages Conflict Management: How to resolve conflict in the workplace? Mariann Wright Johnson Wales University Introduction Conflict happens in any working relationship and it should not be avoided or ignored. Diversity is the cause of conflict in the workplace because in almost every organization there is different cultures and nationalities, and employees with different experiences, values, beliefs, and opinions. When conflict arises in the workplace it is the managerÃ¢â¬â¢s responsibilityRead MoreConflict Is Essential For Organisational Success . In This1135 Words Ã |Ã 5 PagesConflict is essential for organisational success In this current era of modernization and development, there is a serious economic war between firms of different sizes. Many firms have capabilities to success in the market and maintain their position for a very long period of time. Such firms that keep the hold of the market deals with the organisational conflicts effectively and efficiently (1). It is obvious that one can find different nature of people in a workplace and thus causing conflictsRead MoreConflict in the Workplace1641 Words Ã |Ã 7 Pagesget along on a daily basis. ThereÃ¢â¬â¢s going to be conflicts in every environment especially in the workplace. Conflict is a typical phenomenon of peopleÃ¢â¬â¢s relationship in workplace. Conflict is a fact of life. Conflict is hard to define because every situation is different in every different workplace. Conflict is a job not easily handled, and it can be really destructive if not properly taken care of. The WebsterÃ¢â¬â¢s Dictionary (2001) defines conflict as a battle; clash; or a disagreement of ideas,Read MoreConflict in the Workplace675 Words Ã |Ã 3 PagesConflict in the Workplace Introduction The business world is highly competitive from every perspective; competition for office space, virtual space, markets, customers, clients and with colleagues. It is the responsibility of people working together in their day to day business transactions to have finely tuned interpersonal skills, knowledge and experience to ensure that they achieve the best possible outcomes for themselves and their employers. In environments such as these, conflicts, argumentsRead MoreConflict, Causes, And Effects On The Resolution Of Conflict1613 Words Ã |Ã 7 PagesConflict retort is a canvass that employers confront at any given time. It demands discreet investigation and correlation to comprehend the narrative of contention and methods to determine them. According to Honeyman (2013), Ã¢â¬Å"workplace conflict includes any type of conflict which takes place within a workplace or among workers and/or managers, potentially including conflict between employees out of work hours.Ã¢â¬ However, enco unters may be inferred as an agile dispute or a misunderstanding of directives
Thursday, May 14, 2020
INTRODUCTION A Human Resources Management System (HRMS) or Human Resources Information System (HRIS) is defined as the computer based systems and processes at the intersection between human resource management (HRM) and information technology. In the article in the World Heritage Encyclopedia noted that Ã¢â¬Å"it merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software.Ã¢â¬ John J. Lawler in the article Ã¢â¬Å"Human Recourse Information SystemÃ¢â¬ pointed that the HRIS contains tools that allow users to input new data and edit existing data; in addition, such programs provide users with the opportunity to select from an array of predefined reports that may either be printed or displayed on a monitor. Reports may address any of a number of different HRM issues (e.g., succession planning, compensation planning, equal employment opportunity monitoring). HRISs also generally include tools by which users or system administrators may generate ad hoc reports and select specific cases or subsets of cases for display. Firms have experienced increased competitive pressures that have translated into greater cost containment demands from upper management, leading to greater automation of the record-keeping function in the HRM field. The ready availability of microcomputers and relativelyShow MoreRelatedHuman Resource Management Systems : Management1080 Words Ã |Ã 5 Pages Human Resource Management Systems: Management Through Software Auriel S. Brown Dr. Jack Huddleston HRM520004VA016-1148-001: Hr Information Systems Strayer University 10/26/14 Human Resource Management Systems Human Resource Information Systems or HRSI are systems used to combine task related to the human resource management field. These task include but are not limited to payroll, benefits management, and employment recruitment. Many businesses both large and small haveRead MoreThe Human Resource Management System1234 Words Ã |Ã 5 Pagesthe main functions of the human resource management system Recruitment and selection are two critical functions of human resource management. Taking into consideration both the capacities the recruitment process goes before the selection capacity. These functions form is basically the core fundamental that engulf the human resource management and includes that of talent acquisition and training and development and even rewards for the employees. For a human resource manager, itÃ¢â¬â¢s an importantRead MoreHuman Resource Information System And Human Resources Management System1399 Words Ã |Ã 6 PagesHRIS, which is also known as a human resource information system or human resource management system (HRMS), is basically an intersection of human resources and information technology through HR software. This allows HR activities and processes to occur electronically. To put it another way, a HRIS may be viewed as a way, through software, for businesses big and small to take care of a number of activities, including those related to human resources, accounting, management, and payroll. A HRIS allowsRead MoreThe Human Resource Management System Essay1392 Words Ã |Ã 6 Pages which is also known as a human resource information system or human resource management system (HRMS), is basically an intersection of human resources and information technology through HR software. This allows HR activities and processes to occur electronically. To put it another way, a HRIS may be viewed as a way, through software, for businesses big and small to take care of a number of activities, including those related to human resources, accounting, management, and payroll. A HRIS allowsRead MoreHuman Resource Management System1940 Words Ã |Ã 8 PagesHUMAN RESOURCE MANAGEMENT SYSTEM Synopsis [pic] Date of Submission : 18.5.2010 Submitted by: Group No: Read MoreHuman Resources Information System in Management of Human Resources2435 Words Ã |Ã 10 PagesHuman Resources Information System in Management of Human Resources Contents 1.0 Introduction 2 2.0 Case studies one 2 2.1 Description 2 2.2 Advantages 3 2.3 Challenges 4 2.4 Organizational advantage 4 3.0 Case studies two 5 3.1 Description 5 3.2 Advantages 5 3.3 Challenges 6 3.4 Organizational advantage 7 4.0 Conclusion 7 5.0 References 8 1.0 Introduction In today s corporate world information system has come to play a very criticalRead MoreHuman Resource Management System Implementation947 Words Ã |Ã 4 PagesUniversity Human Resource Management System Implementation Human Resource Information system (HRIMS), also referred to as Human Resources Management System (HRMS), is a series of integrated systems that is utilized to gather, organize, and analyze information regarding human resources in an organization. This assists in the automation and simplification of an organizationÃ¢â¬â¢s tasks, but most fundamentally, it aids in the laying down of a framework on which the management of human resource policies canRead MoreHuman Resource Management Information System1731 Words Ã |Ã 7 PagesStudent Number: 4494931 American Public University System Professor Emilia Butu Human Resource Management Information Systems- HRMT 415 Session D, Summer 2014 3 October 2014Ã¢â¬Æ' Introduction As times change so does the way organizations handle business. As organizations change practices HRM must change to remain an inaugural part of the organization. As a HR Director of a large corporation it is a must to understand Human Resource Information Systems or HRIS. With many HRIS functions such as e-recruitingRead MorePayroll System And The Human Resource Management System2022 Words Ã |Ã 9 Pages Payroll systems in organizations are often computerized. According to Devansh (2011), payroll systems are usually one of the first systems to be computerized. The system is computerized in order to obtain accurate results and provide information during auditing processes. Employees of the payroll department should be able to view employees data but shouldnÃ¢â¬â¢t be able to add, delete or modify the data. The timesheet of employees received from the personnel department can be viewed but should not beRead MoreHuman Resources Information System ( Hrms ) Human Resource Managemen t System2230 Words Ã |Ã 9 PagesHRIS, which is also known as Human Resources Information System or (HRMS) Human Resource Management System, is actually a hybrid of human resources and information technology by HR software. This allows HR activities and processes to be carried out electronically. Human Resources Information System is a system that can keep track of all your employees and information to keep. It is, as a rule in a database or, more generally carried out in a series of connected databases. These include the name and
Wednesday, May 6, 2020
Compare/Contrast Cinderella Essay Ã¢â¬Å"The Walt Disney Company is a powerful economic and cultural phenomenon known throughout the United States and the world as a provider of family entertainment (Maltin, 1, 308). Its media and entertainment holdings establish it as a central communicator in contemporary life. As such, it provides many of the first narratives children use to learn about the worldÃ¢â¬ (Ward, 1). Disney has always been family oriented making it one of the main attractions of reading something Disney. They always have an innocent feeling to their stories, which makes it more appealing for children. But in Vietnamese fairytales a family oriented story may be somewhat gory or violent. Ã¢â¬Å"The stories from Vietnam tell us about theirÃ¢â¬ ¦show more contentÃ¢â¬ ¦In Ã¢â¬Å"CinderellaÃ¢â¬ after her stepsisters taunted her about not being able to go to the ball they left her there to keep cleaning and thatÃ¢â¬â¢s exactly what she did. Until Ã¢â¬Å"a little old woman with a sweet, kind face stood before her. It was her fairy godmotherÃ¢â¬ (Disney, 516). Her fairy godmother started making the magic, turning the pumpkin into the coach, mice into horses, so on and so forth. She never let Cinderella down even when Cinderella had all the transportation she needed she couldnÃ¢â¬â¢t showShow MoreRelatedCinderella Compare and Contrast Essay809 Words Ã |Ã 4 Pagesboth the Grimm version and the Disney version of Cinderella, however the Grimm version definitely exemplifies the theme more effectively than the Disney version does. The Grimm version and the Disney version of Cinderella both include punishment to the stepsisters for how they treated Cinderella and they both exemplify the theme. For example, in both versions, the stepsisters do not get to what they want,which is to marry the prince and for Cinderella not to be happy. The Disney version kept it thisRead MoreGender Stereotypes In Disney1711 Words Ã |Ã 7 PagesFit What young girl does not dream of becoming a princess and living in a castle happily ever after? Virtually every young girl identifies with princesses and has watched at least one Disney Princess movie. From the first movies of Snow White and Cinderella, to the later movies of The Little Mermaid and Beauty and the Beast, to the most current movie Moana, Disney Princess movies permeate not only the movie theaters, but also our culture. In fact, Ã¢â¬Å"becoming a princess is as easy as purchasing a tiaraRead MoreComparing Jane Eyre, Cinderella, and Beauty and the Beast1830 Words Ã |Ã 8 Pagesthoroughly discussed and interpreted, because it holds many captivating elements, such as mystery, passion or even betrayal. The aim of this essay is to analyze the love story between the two protagonists and to illustrate how the elements forming their relationship resemble the ones in fairy tales. Jane Eyre has been often compared to fairy tales such as Cinderella or Beauty and the Beast and I believe that this close connection with the fantastic stories has a huge influence on the relationship betweenRead More Comparing Where Are you going, Where Have You Been and Hills Like White Elephants1320 Words Ã |Ã 6 PagesAuthors of great stories often use good technical writing skills. The purpose of this essay is to compare and contrast two short stories: Where Are you going, Where Have You Been by Joyce Carol Oates and Hills Like White Elephants by Earnest Hemingway. The comparison and contrast will be done based on their use of plot, point of view and character development. The short story where are you going, where have you been is about a teenage girl who is, vain, self-doubting and affixed in the presentRead MoreRay Bradbury s Fahrenheit 4514443 Words Ã |Ã 18 Pagesdescribes how Hester gave up everything for Pearl, who becomes her only treasure. Chapter 8 Ã¢â¬â Hanseldee and Greteldum A work of literarture that reflects a fairytale is Harry Potter and the SorcererÃ¢â¬â¢s Stone. Harry Potter is in the same situation as Cinderella. With no other family, Harry is forced to live with the DursleyÃ¢â¬â¢s. His uncle and aunt spoil their son, Dudley, while neglecting Harry. Harry does the cleaning and is kept away from the public by his family. He is essentially, their whipping boyRead MoreFemale Empowerment in Kate Chopins The Awakening7915 Words Ã |Ã 32 Pagesinfluence of AdÃ ¨le Ratignolle. The excessive physical charm of the Creole had first attracted her, for Edna had a sensuous susceptibility to beauty. Then the candor of the womanÃ¢â¬â¢s whole existence, which everyone might read, and which formed so striking a contrast to her own habitual reserve [Ã¢â¬ ¦]. AdÃ ¨le does not only stand for the archetypical Creole woman but for femininity itself as she is also described as Ã¢â¬Å"possessing a more feminine and matronly figure.Ã¢â¬ Even though AdÃ ¨le encourages EdnaÃ¢â¬â¢s awakeningRead MoreFrankenstein Study Guide14107 Words Ã |Ã 57 Pagesand vows he will end his own life. 2 For the Teacher Frankenstein Study Guide Copyright Ã © by The McGraw-Hill Companies, Inc. Media Links Videos Show a film version of the novel as a follow-up to studentsÃ¢â¬â¢ reading. Ask students to compare and contrast the characterizations of the major and minor characters in the film and in the novel. Ã¢â¬ ¢ Mary ShelleyÃ¢â¬â¢s Frankenstein, directed by Kenneth Branagh (Columbia TriStar Home Video, 1995; 123 minutes; Rated R for horrific images). CD-ROMs To giveRead MoreEssay about Happy Endings True Love8166 Words Ã |Ã 33 Pagesas a whole. -Raymond Bellour (Bellour, 1974, 16) You dont want to be in love - you want to be in love in a movie. -Becky, Sleepless in Seattle Reality and love are almost contradictory to me. -C#233;line, Before Sunset This essay is primarily concerned with the concept of the Hollywood romance happy ending. On a broader scale, it is also concerned with addressing the relationship of these endings to something which (I think it is fair to say) most believe Hollywood seldom attemptsRead MoreMetz Film Language a Semiotics of the Cinema PDF100902 Words Ã |Ã 316 Pagesconstitute Chapter 5 was first read, and the Festival of the New Cinema (Pesaro, Italy), which organized the round-table discussion during which the last chapter in this volume was originally presented. The idea of bringing together a number of my essays in a single volume, thus making them more easily available, originated with Mikel Dufrenne, Professor at the University of Paris-Nanterre and editor of the series in which this work was published in French. He has my very warm gratitude. C . M. Cannes
Tuesday, May 5, 2020
Question: Discuss about the Employee Motivation Strategies used by Royal Bank of Scotland. Answer: Introduction Organizational success in the currently dynamic business environment is determined by its ability to retain high performance. Among the main drivers of organizational performance is the level of commitment and input that the organizations workforce put into its operational duties. Employee Motivation therefore becomes a very essential aspect that enhances the performance of employees. According to Dobre (2013), numerous studies have shown a positive relationship between employee motivation and high performance output and effectiveness with organizations. This essay analyses a case study on the strategies used to motivate employees at Royal Bank of Scotland System mapping of Royal Bank of Scotland Motivation strategy The Motivational system mapping of Royal Bank of Scotland provides a visual illustration of how the organizational motivation strategies relate to the success of the Bank. RBS offers an integrated that incentive system that features financial and non-financial incentives. The incentive system constitutes of an all-inclusive tactic that seek to motivate the employees across all demographics and levels of company. The system map also show how motivated employees contributes increased organizational efficiency and effectiveness that is necessary to achieve RBS goals. In the closed loop system one finds that as the company succeeds, the RBS staff continue to benefits from the company by providing resources to keep its employees motivated. Fig 1: RBS Motivation Strategy System Map Importance of Motivating employees in an organization Whereas motivation is a process of inducing people to perform, organizations stand to benefit in various aspects from having motivated employees. Firstly, motivation allows the adoption of a positive attitude towards work. As Njambi, (2014) suggests, motivated employees perceive their duties as a sense of self-fulfillment and therefore work at maximum capacity. As a result, a companys workforce will work at full capacity enabling a company to effectively use its human resources. Motivation appeals to the employees personal goals and aligns them to the company vision and objective. Dobre (2013) notes that in doing so, an employee is inspired continuously improve on their performance thereby making the organizational activities efficient. Additionally, by aligning personal goals of the employees to organizational objectives, the employees personal accomplishments translate to achievement of organizational goals. Another vital aspect of motivation is its ability to help retain skilled e mployees in an organization. Numerous studies have shown that motivated employees are less likely to take an alternative job offer since they are satisfied with their current work environment (Leblebici, 2012; Osabiya, 2015; Al Jasmi, 2012). Increased turnover of employees is not only costly to an organization in terms of financial input, but it also affects the overall performance and synergy of its workforce. Analysis of Royal Bank of Scotlands motivation Strategy In a case study evaluating how The Royal Bank of Scotland works to motivate its large workforce, one find that the bank applies an integrated form of strategies and incentives that are well suited to satisfy its employees. At the backdrop of its motivational strategies, The Royal Bank of Scotland applies well established concepts of motivation that inform the variety of strategies its uses. It is worth noting that motivating employees is arguably one of the most complex function of management in an organization, partly because, the human workforces needs are subject to constant changes (Burton, 2012). Additionally, each individual is unique and thereby motivated by different factor compared to the next individual. It is due to such factors that Royal Bank of Scotland adopts a complex motivational strategy that seeks to include variety of incentives that can cover the needs of its large and geo strategically placed workforce. Herzberg Two Factor Theory of evaluating employees motivational needs From the case study, one theoretical approach used by RBS to evaluate the motivational needs of its employees is the Herzberg two factor concept. According to Herzberg as evaluated by Mowali and Babandako (2011), there are two factors informs an employees satisfaction or dissatisfaction. This include Intrinsic (motivation) and extrinsic motivators (hygiene factors) which represent intangible and tangible needs of an individual, respectively. Intrinsic needs entail the emotional needs that motivate an individual such as personal and career development, recognition as well as challenging work experiences. Notably extrinsic motivators include more tangible factors such as monetary benefits, job security and good work environment. Herzberg notes that while the extrinsic factors may not work well in satisfying an employees motivational needs, their lack thereof may dissatisfy the employees thereby reducing the employees morale to work effectively(Mawoli Babandako, 2011). However, conside ring the intrinsic needs of an employee motivates them to perform better. Kuvaas Dysvik (2009) evaluate that in a workplace, growth potential in a professional and personal capacity, recognition and challenging work are some of the main personal drives that could motivate the workforce. In RBS, a Total reward systems that includes both financial and non-financial incentives are applied to cover the wide variety of employee motivation needs. For example, employees get a very inclusive monetary compensation system for their services that includes a basic salary and results based payments such as bonuses and commissions. As added incentives, young employees get student debt pay offs and the older employees have a retirement benefits package. Non-financial incentives cover the personal and professional aspects of employee lives. For instance, the RBS offers training, fosters good relationships with employees, minimal supervision and promotion to positive encourage employees in their professional career. Additionally the bank enriches their personal needs by involving them in Corporate Social Responsibilities, offering paid holidays as well as Recognizing personal achievement within the company. Maslows Hierarchy of needs in RBS Notably, Maslows hierarchy of needs Theory of motivation are notable in RBS Total Reward systems. Maslows needs theory recognizes fives hierarchical stages that define the levels of individual satisfaction, which include psychological, security, belonging, self-esteem and self-actualization needs in their respective order(Mawoli Babandako, 2011). At RBS one finds that the basic salary used to as an incentive to meet psychological needs of an employee while the promise of a life-long career, retirement and medical benefits work to secure their peace of mind. For RBS development of mutually beneficial relationships within the company develops a sense of belonging. Recognition of high achivement raises the employees builds self-esteem whereas Corporate Social Responsibility and professional and personal growth through training and promotions create a sense of self-actualization. Communication and Conflict management as factors of motivating employees There are several other aspects of that allows an organization to keep employees motivated. Among the are active listening and proper communication. As part of the communication process active listening is often overlooked especially by managers. For employees to remain motivate they should be able to voice out their immediate needs and have them addressed within good time. A consequence of in active listening leads to dissatisfaction as well as create ineffectiveness as they perform their duties(Burton, 2012). For RBS creating time for essential feedback form employees through continuous face to face meetings and the approachability of line managers help to continuously and effectively deal with arising employee needs (Yoo, Yoo Lee, 2010). Communication in general is also an aspect that can motivate employees. ineffective communication may frustrate the efforts of employees. In many case managers may abuse their power by assuming to know more than the employees. In such cases, empl oyees find themselves undervalued and hence unmotivated to go the extra mile in performance. Managers should take up supportive and inspiring roles towards their employees in a bid to help them improve their performance(Zhang Bartol, 2010; Stone, Deci Ryan, 2009)). Notably conflict issues are not uncommon in the workplace. Conflict may arise as a result of conflicting roles, duties or ideas. Unaddressed conflicts issue may give rise to low morale at the workplace as well as hostility towards colleagues, which affect the overall performance of a company(Chan, Huang, Ng, 2008). Developing process to manage conflict allows the employees to foster a cohesive relationship with one another also retain employee focus towards achieving company goals. Importance of Applying System Thinking in RBS A system thinking approach in an organization is a vital aspect that evaluates the value of the interconnected elements of that form an organization. Notably, an organization can be viewed as a system in which several independent elements work coherently to achieve a common goal (Meadow, 2008; Jackson, 2009). System thinking therefore allows an organization to recognize and evaluate the relationships among the independent elements of an organization with a view to gain deeper understanding of their Structure to company goals. Ultimately, the overall performance of an organization will depend on the overall function of the organizational structure rather than the independent elements. Therefore, adoption of a system thinking approach allows the management to analyze operational function in isolation so as to determine their effectiveness. The major benefits of applying systems thinking within an organization includes allowing an organization to identify the source of arising issues wi thin a given situation (Flood, 2010;Pourdehnad Bharathy, 2004). By looking at the systemic relationship that surround a particular arising problem, an organization is able to attribute the source of the problem in isolation and thereby implement the requisite measures to solve the issue. In RBS, a system thinking approach helps to map out the structure of the organization to effectively monitor its activities on a global scale. Additionally, one finds that while the company is complex, RBS has the ability to develop an effective operational system that focuses on the banks goals attainment (Mingers White, 2010). For example, the bank has access to individual employee performance and progress which is made possible by putting in place system for motivating employees. The systems include an appraisal processes, Total rewards system, as well as a good communication system across the organizations. Systems thinking in RBS not only helps in monitoring the operations, but it also helps in fostering a cohesive relationship among the banks stakeholders. Effects of unmotivated employees and the Benefits RBS Gains from motivated employees An organization has a lot to lose as a result of demotivated employees. Firstly, if most of the employees are demotivated, there is high likelihood of poor overall performance within an organization. As noted by Dobre (2013), unmotivated employees choose to perform the minimal duties required in their job description. Therefore, poor performance is inevitable in a company where most employees are demotivated. Dissatisfaction is also a likely occurrence among demotivated employees which may lead to high employee turnover as well as fostering an unproductive organizational culture across all levels of management. Poor service delivery is another consequence of demotivated employees(Mawoli Babandako, 2011). For service delivery organizations, the quality of service greatly impacts the customer perception of the company. Poor services quality from demotivated employees reflects poorly on an organization s image and positioning in the market (Leblebici, 2012). Notably, for most business organizations, return on investment is a key objective during its operations. The overall result of the effects of demotivated workers is low revenue. Decreased performance as well as negative brand perception among other inefficiency issues contribute to a reduction in revenue. RBS therefore, gains greatly from maintaining motivated employees. Employees have a drive to acquire new businesses for the organization partly because they gain recognition and results based incentives as a reward for their efforts (Leblebici, 2012; Ganta, 2014). Training facilitates the competency of employees thereby allowing them to better serve RBS. Since RBS is a service business, the motivated employees are more likely to take care of their customer as the organization takes care of their welfare. This emanates from the development of a value-oriented and caring culture at RBS that transcends to all Stakeholder of the bank. Consequently, RBS increases on its performance and operational efficiency, which are vital to retain a competitive edge in the high competitive banking industry. Conclusion Employee Motivation is a central factor to organizational performance and ultimately its ability to achieve goals. In the case study evaluating Royal Bank of Scotlands motivation strategy, one finds that the bank uses a variety of motivation strategy informed by well-established motivation concepts. Concepts such as Herzberg two factor theory helps in determining the motivational needs of employees. Additionally, the Maslows Hierarchy of needs allows RBS to anticipate the needs of its employees that are subject to constant change. RBS adopts a complex yet inclusive motivational strategy not only appeals to intrinsic needs of employees but also the extrinsic needs. References Al Jasmi, S. (2012).A Study on Employees Work Motivation and its Effect on their Performance and Business Productivity(Doctoral dissertation, The British University in Dubai (BUiD)). Burton, K. (2012). A study of motivation: How to get your employees moving.Management,3(2), 232-234. Chan, K. W., Huang, X., Ng, P. M. (2008). Managers conflict management styles and employee attitudinal outcomes: The mediating role of trust.Asia Pacific Journal of Management,25(2), 277-295. Dobre, O. I. (2013). Employee motivation and organizational performance.Journal of Management and Socio-Economic, (1). Flood, R. L. (2010). The relationship of systems thinking to action research.Systemic Practice and Action Research,23(4), 269-284. Ganta, V. C. (2014). Motivation in the workplace to improve the employee performance.International Journal of Engineering Technology,2(6), 221-230. Jackson, M. C. (2009). Fifty years of systems thinking for management.Journal of the Operational Research Society,60(1), S24-S32. Kuvaas, B., Dysvik, A. (2009). Perceived investment in employee development, intrinsic motivation and work performance.Human resource management journal,19(3), 217-236. Leblebici, D. (2012). Impact of workplace quality on employees productivity: case study of a bank in Turkey.Journal of Business, Economics,1(1). Mawoli, M. A., Babandako, A. Y. (2011). An evaluation of staff motivation, dissatisfaction and job performance in an academic setting.Australian Journal of Business and Management Research,1(9), 1. Mingers, J., White, L. (2010). A review of the recent contribution of systems thinking to operational research and management science.European Journal of Operational Research,207(3), 1147-1161. Njambi, C. (2014).Factors influencing employee motivation and its impact on Employee Performance: a case of AMREF health Africa in Kenya(Doctoral dissertation, United States International University-Africa). Osabiya, B. J. (2015). The effect of employees motivation on organizational performance.Journal of public administration and policy research,7(4), 62-75. Pourdehnad, J., Bharathy, G. K. (2004, May). Systems thinking and its implications in organizational transformation. In3rd International Conference on Systems Thinking in Management, Philadelphia, PA. Stone, D. N., Deci, E. L., Ryan, R. M. (2009). Beyond talk: Creating autonomous motivation through self-determination theory.Journal of General Management,34(3), 75. Yoo, M. S., Yoo, I. Y., Lee, H. (2010). Nursing students self-evaluation using a video recording of Foley catheterization: Effects on students competence, communication skills, and learning motivation.Journal of Nursing Education,49(7), 402-405. Zhang, X., Bartol, K. M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement.Academy of management journal,53(1), 107-128