Steps in a case study method Essay Example for Free

Steps in a case study method Essay All studies require that a research problem be identified and stated, and must be simple, concise, and in clear terms. Such problem will be the focus of a case study. IDENTIFY THE PROBLEM OF THE STUDY The General and specific objectives of the study must be categorically expressed. Such objectives will be the bases in conducting research activities. State the Objectives of the Study The research must identify his sources of data or information, how he is going to select his sources, what variables are to be included and excluded, and how these variables are to be selected  or determined. Determine the Sources of Data The researcher should identify the procedures of data gathering, the tools used in data gathering so that the researcher will be able to proceed smoothly with the research activities according to the time frame of the study. Determine the Procedures of Investigation After gathering the data, they are collated, arranged, and presented for easy analysis and interpretation. Collate, Analyze, and Interpret the Data 1. The researcher may select convenient cases, which are not typical for a case study. 2. The researcher may find difficulty  selecting the factors to be studied due to different environmental settings and sampling sizes. Limitations or Weaknesses of Case Study Method 3. Hypotheses cannot be tested due to small sampling size and limited number of variables. 4. Reliable and genuine data may not be obtained in some case studies due to limited primary sources. Experimental Methods of Research 1. To test the external validity of a laboratory ndings. 2. To improve conditions under which people live and work. Several Reasons For Conducting Experiments in a Natural Setting: Experiment also Involves†¦Ã¢â‚¬ ¦. Manipulation of One or More Variables which includes the: -Independent Variable -Dependent Variable Internal Validity -Reliabililty -Sensitivity -External Validity Characteristics of a Good Experiment -if the cause and e+ect is interpretable, that is by manipulating the independent variable, it can cause a change in dependent variable. Internal Validity An experiment is reliable if the obtained di+erence is likely to be found again and if the experiment is to be repeated. Reliability -an experiment is sensitive if such experiment is likely to detect the e+ect  of an independent variable even when that e+ect is a small one. Sensitivity -if the ndings can be generalized to individuals, settings,and conditions beyond the scope of the particular experiment. External Validity To provide empirical tests of hypotheses derived from theories. -experiments can be used to test the e+ectiveness of treatments and program. Purpose of Conducting Internship -Experimental Control -Random Assignment Two Conditions for an E$ective Experiment -Covariation -Time Order -Plausible Alternative Courses Three Conditions of Control:

Change of Logistics in Tesco analysis

Change of Logistics in Tesco analysis In this paper, the key subject focuses on the change issues facing Tesco in the next five years, especially on the logistics. The operation process of change makes huge headway towards the modern Tescos supply chain Tesco plc is a British international grocery and general merchandising retailer. This company operates 4331 stores in 14 countries around in the UK, other European countries, the US and Asia (Tesco PLC. Company Profile, 2009). Tesco is headquartered in Hertfordshire, the UK and employs over 470,000 people. Tesco was founded in 1919 when Jack Cohen began to sell surplus groceries from a stall in the East End of London (Tesco: Our History, 2007). It is the largest retailer in British by both global sales and domestic market share. Behind Wal-Mart and Carrefour, it is the third largest global retailer. Originally specializing in food and drink, Tesco has diversified into fields such as clothing, telecoms, car insurance, financial services, health and dental plans, retailing DVDs, CDs, magazines, music downloads, internet services and software. The core purpose of Tesco is to create value for the customers to earn their lifetime loyalty. In this paper, the change of logistics in Tesco is investigated. It falls into three parts, which starts with the fundamental situation of logistics in Tesco. The importance of logistics in Tesco and the current logistics management are presented in this part. The second part investigates the change issues facing Tesco in the next five years, such as strategic change, structural change and technical change. In the third part, barriers and resistance to change are identified. Besides, necessary steps to changes and the different viewpoints of change implement are also involved. 2.0 Logistics in Tesco The business reformation of Tesco in the last 30 or more years is one of the most remarkable stories in British retailing. The organization has become one of Europes leading retail businesses with retail operation in countries as far-ranging as South Korea, Turkey, Poland and Ireland (Tesco PLC. Company Profile, 2009). In common with other large retailers, Tesco buys goods from suppliers into regional distribution centres, for preparation and onward delivery to its stores. Logistics management is the part of the supply chain which plans, implements and controls the storage of goods and related information to meet the customers requirements. The logistics function is one of he links between production and consumption. Over the last decade there is a growing opinion that logistics is not merely a strategic activity but is important in strategic terms (Sparks, 1986). It is no exaggeration to say that if there is no logistics, there would be no Tesco. The current logistics of Tesco is different from the origins of the organization. In 1970s, the supply chain required to deliver comparatively simple products to lots of small high-street stores. Now the current supply chain is in the delivery of all kinds of products in a modern Tesco Extra hypermarket, or in the Tesco Express stores located in busy city centre districts, or the warehouse and weekly shopping on Tesco.com. Since Tesco changed its solely down-market image, Tesco has begun to better understand its customers and control its business. The retail transformation made Tesco put sharp focus on the quality and capability of the supply systems and the relationships with its suppliers. In the history of Tesco, there have been several phases in the transformation of the distribution strategy and operations (Fernie, J and Sparks, L, 2004). In the mid-1970s, Tesco operated a direct to store delivery operation. Suppliers and manufactures delivered directly to stores so the store ma nagers could operate their relationships with the suppliers. This kind of distribution was unable to ensure the consistency between product volumes and quality. Then the organization gained the control of the organization. The change happened in 1980 and was implemented to move away direct delivery to stores for the realization of centralization. Tesco selected a centrally controlled and physically centralized distribution service delivering most of the goods to stores, within a lead time of a maximum of 48 hours (Sparks,1986). That involved an extension of the distribution facilities and the building of new distribution centres, which was located more closely with the existent stores and even the future stores. This strategy produced a rationalized network of distribution centres, linked by computer from stores to head office, which reduced the individual operations. Once the basic network was settled, Tesco put attention to build vertical collaboration in the supply chain. Informa tion sharing, electronic trading and collaborative improvements have become essential to Tesco and brought up the success of Tesco. The Logistics and supply chain reformation have received not only public consideration but also available academic analysis. As a leading food and grocery retailer, Tesco is inevitable to face problems in the future. On the contrary, problems can also turn into opportunities as long as Tesco enforce suitable strategies to change problems into opportunities. Competition among the rivals and the co-operation with the suppliers are all the important issues to Tesco, much less the difficult economic times. 3.0 Logistics Change in the next five years It is crucial for leading retailers to play a vital role in the economic recession. Therefore, the retailers must make cost savings, in the meantime, continue to develop products and services which create real value for their customers. Those that do so can only come out of the downturn. Tesco needs to tackle the huge number of issues that it faces as one of the worlds largest retailers. Tesco has developed a world-class logistics approach to expand its success. But to some extent, the success of Tesco is due to the particular circumstance in the UK. As Tesco has become a much more international retailer, Tesco needs to change logistics and supply chain to face the changing nature of the retail operations. 3.1 Change of Strategy Retailers now do not compete only on the basis of their activities alone, also on the basis of the effectiveness and efficiency of their supply chain. Massive progress which made Tesco successful also made its retail and supply face increasing challenges. By 2009, Tesco had successfully established that retail presence in India, the United States, China, Turkey and Japan. Tesco has become the market leader in these international countries, not to mention the number one status in the British grocery retailer. From 2003, the overseas operation has accounted for almost half the Tesco Group retail space and nearly 20 percent of retail sales (Tesco plc Annual Report, 2003). Due to the economic downturn, Tesco should move its strategy from spreading the business widely to cost reduction. If there are issues in production and primary distribution, these will inevitably have a bad effect on the price, quality and service for the consumers. Once the cost of distribution has been reduced, ther e would be business motivation to apply logistics resource to determine opportunities to make improvements in the company. 3.2 Task in the future Tesco has suppliers on both a local and global scale. In the current economic climate, many customers want to buy products which can support their local business and economy. They are also concerned about food miles and the relative environment impact of the produce they chose (Christopher L.  Weber and H. Scott  Matthews, 2008). Therefore, it is necessary for Tesco to switch task on expanding local sourcing. This task can not only reduce the unit cost distribution year on year, but also lower the capital invested in vehicles. Besides, it can also produce positive effects on cutting down carbon footprint. On climate change, vehicles using for distribution to stores generate a major proportion of Tescos indirect carbon footprint. It is a big challenge for Tesco to address how it can respect on environmental limits. As Tesco continues to expand its business, it must reduce its environment impact at the same time. If the company is failing in controlling the emission of pollutants, the growth of brands will be destroyed. Tesco started a home shopping pilot scheme in 1995. This pilot was extended to 10 stores after two years and the store-based picking operation was expanded over UK in 1999. Now, its internet subsidiary Tesco.com is the largest online retailer in the world. Tesco was the very first internet grocer to market in UK, and by adapting quickly to the fast-changing needs of its customers with careful service and inventive offerings, it has succeeded in being in the lead among its competitors. So, Tesco should enlarge its market share and coverage on the internet. 3.3 People Involves in Change Tesco promise its people the opportunity and makes people feel committed by investing in training and development. As changes are continual and inevitable, it is necessary for Tesco to develop the employee skills. More inevitable is that people involved in changes will give different attitudes to the management. But the no matter what attitudes people take, they all need to change with changing business environment from the directors to the deliverymen. The directors should be sensitive to the change issues and more staff will be hired for their professional skills on website establishment or delivery. The delivers are facing huge challenge for the fast development online shopping. That means the service to the customers should efficient and free from error. 4.0 Change Issues and recommendations Changes are so unpredictable that it is unavoidable to face barriers to change. People naturally resist change because people prefer the know to the unknown. If a company wants people to be able to initiate and sustain change in the workplace, it must be aware of the barriers to change (Pike, B, 2004). Most people refuse to be uncomfortable in changes so that they may quit implementing the changes which the company has planned. So Tesco needs to monitor the training on helping people make a smooth transition and be ready for questions and advices from people. So as a director of Tesco, is it critical to give the top-notch people the professional train and coach and take in ideas from people no matter whether they are useful. Having more ideas generally leads to better ideas, so it is necessary for the directors to generate several alternatives when considering what to deal with changes. Another barrier to change is ambiguous to change. Change requires for clarity and attention. When the company faces too many changes at the same time it becomes difficult to pay attention to them all even though people want to make clear of all the changes. Maybe it is advisable to drop some changes and focus on the most unable to wait. Resistance is as inevitable as change. It is a natural response to any major change. Folger and Skarlicki (1999) claim that organizational change can generate skepticism and resistance in employees, making it sometimes difficult or impossible to implement organizational improvements. Most employees dont like change because they dont like being changed. Though the directors decide to move in the direction of unknown on the promise that something will be better for the company and the staff, but no one can proof. No matter how well designed and planned the change program is, not every staff will be singing its praises. People can only take active steps toward the unknown if they believe the new direction will create benefits. If Tesco want to make the case of change, be sure to set out terms why the company believes the changes can produce benefits. Tesco should defuse political power plays amongst managers and other employees by convoking board-based meetings where tasks and strategie s are openly discussed and introduce operations which leave little room for individual determination. Managers, employees always have questioned the value of the role of change agent in their organization. It is because the label change agent is usually related with misunderstanding, cynicism and stereotyping. As organization of all kinds face inevitable changes in their environment, the need for change agents who are capable of turning strategy into reality has created an important role. Dave Ulrich (1996) suggests that founding a renewed organization is the deliverable expected from the change agent role in Human Resources. The change agents enable people to work effectively as they plot and increase peoples ability to manage future change. So Tesco is necessary to hire a change agent to deal with the change and suggest the steps necessary to implement changes, though there are suspicious voices. For a company facing changes, change agents are strategic thinkers with a vision which is shared across the organization (Kaufman, 2005). But the skills of change agents which can lead to success must be grounded in a passion for the final goal and the ability to sustain the pression through the challenges and setbacks inherent in bold visions. Tesco does not need a change agent with high education but a change agent with efficiency and bold vision. Tescos core purpose and values define the way it dose business, how it treat the consumers, the employees and the suppliers. Tescos corporate social responsibility policy objective is to earn the trust of the customers by acting responsibly in the communities it serve. So the task of purchasing local produces is wise for causing favorable impression from the local customers and a commendable active to the social communities. Tesco should plan a mature plan on the integrating the network management in the next two years for the fast booming of online shopping. It is urgent for Tesco to occupy the online market over the world though someone will criticize this task of Tesco is invasive. Therefore, Tesco need to guarantee the welfare and safety of the employees of the suppliers and deliveries for making them extend fair and honest to the customers. The envisaged schedule of cost reduction builds upon that the appropriate resources are assigned. Primary distribution should be keeping on with cost reduction. 5.0 Conclusion The change management carries with many challenges. Challenges involved with the amount of time required to develop, arrange and implement the plan as well as align people around its breakthrough strategies (Silverman, 2000).As the retailers have realized the importance of distribution is underestimated and the consumer needs are changeable, the need of improve the quality accuracy of logistics is paramount. For a growth company like Tesco it is vital that the company meets the challenges produced by the economic downturn. By grasping the right opportunities, protecting itself from unpredictable capital markets and trading in a sustainable way Tesco should confront this recession as an even stronger company. It is impossible to predict the future and to state demonstrably what the Tesco logistics will appear in the following years of course. Certainly, procedures in the area of environment aspects of logistics will continue to place pressure on retails and supplier to reinforce their performance. The electronic grocery shopping with direct home delivery is gradually becoming an option for more consumers. All the changes require the active support of employees and involvement of senior management in order to be successful.

Boeing Company Essay -- Strategic Planning, Case Study

Boeing’s management has been concentrating on diversification of the overall company activities. The management has a concept that oversees the diverse employees, business partners and customer relations are important to creation of advanced aerospace services and goods for the diverse customers around the world. It has concentrated on creating good working conditions for its employees through creating an environment that is conducive. The environment refers to a welcoming, engaging and respectful environment with chances for both professional and personal development of the employee. Through this plan the management has increased productivity, creativity, quality and innovation in the company. Boeing has companywide diversification strategy, vision, mission and objectives which guide a variety of internal events and processes. Moreover, Boeing seeks to progressively improve its processes and facilities for all the workers, including incorporation of ergonomics that lead to more comfortable products technologically and investments that result to safer working places. Boeing has set a five-year goal to improve its work safety level by 25 percent by 2013. To achieve this it is adopting a single, enterprise wide safety management structure at its major producing plants that conforms to OHSAS 18001, and an internationally known occupational safety management system standard. Moreover, Boeing seeks to have a positive and tangible effect on its surrounding which are a more importantly areas where its employees live. It also has company policies, systems and procedures for making its decisions that are aimed at showing the right image of Boeing (Boeing, 2011). Through the above plans Boeing aims at systematic improvement on every a... ...ons. Boeing has relied on well trained and educated employees who do not require a lot of supervision to achieve a single target in groups. Hence management plans can easily be integrated to these short term targets. Contingency plans are executed for specific situations when things do not go as expected. Boeing employees work as a family in executing services and are determined to make corrections so as to achieve customer satisfaction (The Houston chronicle, 2011). Reference List Authenticity consulting, LLC (2011). All about Strategic Planning. Retrieved from; http://managementhelp.org/plan_dec/str_plan/str_plan.htm Boeing (2011). The Boeing Company. Retrieved; http://www.boeing.com/ The Houston chronicle (2011). Example of tactical planning in business. Retrieved from; http://smallbusiness.chron.com/example-tactical-planning-business-5102.html

Lakatos and MacIntyre on Incommensurability and the Rationality of Theory-change :: Science Scientific Philosophy Essays

Lakatos and MacIntyre on Incommensurability and the Rationality of Theory-change ABSTRACT: Imre Lakatos' "methodology of scientific research programs" and Alasdair MacIntyre's "tradition-constituted enquiry" are two sustained attempts to overcome the assumptions of logical empiricism, while saving the appearance that theory-change is rational. The key difference between them is their antithetical stand on the issue of incommensurability between large-scale theories. This divergence generates other areas of disagreement; the most important are the relevance of the historical record and the presence of decision criteria that are common to rival programs. I show that Lakatos' rejection of the incommensurability thesis and dismissal of actual history are motivated by the belief that neither are compatible with the rationality of theory-change. If MacIntyre can deny the necessity of dispensing with the historical record, and show that incommensurability and the consequent absence of shared decision criteria are compatible with rationality in theory-change, then Lakato s' argument will lose its force, and MacIntyre will better honor the intention to take seriously the historicality of science. I argue that MacIntyre can dissolve tensions between incommensurability and rationality in theory-change if he is able, first, to distinguish a sense of the incommensurability thesis that preserves genuine rivalry between theories, and second, to show that the possibility of rationality in theory-change depends not on the presence of common decision criteria, but on the fact that traditions can fail by their own standards. After reconstructing and examining the argument, I conclude that the notion of a tradition's "internal failure" is coherent, but that it leaves crucial questions about the epistemology and ontology of traditions that must be answered if MacIntyre's proposal is to constitute a genuine improvement on Lakatos. Although he is not primarily a philosopher of science, Alasdair MacIntyre has drawn on post-Kuhnian methodological reflection in his formulation of an historicist theory of knowledge (1984a: 271) or what his more recent work terms tradition-constituted inquiry (1988: 354). In many respects, MacIntyres traditions are similar to the research programs described in the work of Imre Lakatos (1977). Both thinkers propose a shift in focus from atomic propositions to some type of holism by making an entire theory, or series of theories, the proper object of evaluation. Each argues that the issues investigated by participants in research traditions are not timeless questions, but are crucially shaped by their own problematics. Without devaluing consistency and logical rigor, each supposes that incoherence of a certain sort is the motor of intellectual progress.

Canadas Federal Government :: essays research papers

Canada, like most western countries, uses a democratic approach to forming the federal government. Political parties are elected through voting from the citizens of Canada. Although the idea of voting does not seem like a very difficult task, the forming of Canada’s federal government is very tedious, in which many steps must be taken. In the next few paragraphs I will talk about how Canada’s Federal government is formed, while also putting in a few thoughts of my own with our system. First of all, you have your main political parties, each with a somewhat different ideology. An example would be the New Democratic Party (NDP) who have more of a socialists idea of how Canada should work. During an election campaign, the people of each constituency (population district) vote for the political party that they think bests benefits Canada’s economy, but mostly, what benefits their own economic status and ideological opinion. Important issues like Health Care and the Environment are a good reasons people vote for certain parties as well. Depending on the number of ridings won by each party, a majority or minority party is elected. A majority government is pretty much when a party wins by a margin of at least fifty percent plus one. This happens when, no matter what, other parties cannot out vote them, even if all the other parties add up their votes together, the sum will still be less than the Majority party’s sum of votes. A minority government is when the sum of unelected parties can still out weigh the government party in charge. This also means that if the elected party wanted to pass an act, etc. they would need support from the opposition. When this happens, good luck passing any laws, since parties rarely help one another unless a compromise is made or if it would make their party look better. Winning representatives from each constituency are chosen and can be from any party that won in its constituency. The total representatives then will be the same number as the constituencies, 279 representatives, 279 constituencies. However, that party that is elected as a whole and has the most representatives in the parliament then forms the Cabinet. The Cabinet is made from the representatives of the elected party and is when approximately 30 to 40 ministers are chosen to take the control of a ministry, fisheries, forestry, etc.

How Does SHRM Influence Organizational Outcomes? Essay

Introduction In modern business environment, †Strategy† is always applied in each business area. As strategic management discipline originated in the 1950s and 1960s, strategic human resource management emerged as following. At the beginning, HR department is not viewed as an important division and in many multinational companies (Vymys.P 2014), only marketing, R&D and finance which are direct associated with the competition and revenue could get enough attention from general manager, stockholders and professors in management area. However, nowadays, strategic human resource management (SHRM) is considered to be a source of competitive advantage for a firm (Wright, Dunford, & Snell, 2001). An increasing number of senior managers or professors have begun to focus on human capital. Actually, the core competition ability of an enterprise is accumulated value of employees. During the process of promoting and implementing all the business in an enterprise, the initiative of the people, the guaranteed skills and the team cooperation is the key factor for it to work effectively; SHRM is, in fact, the management of power development and the core of management behavior includes the acquisition, motivation, organization and development of human resource management. These four parts form a unified whole and none is dispensable. The circulation of the â€Å"unified whole† promotes human resources management and enterprise management constantly, thus enhances the enterprise’s core competitiveness and profitability. In Google, the Human Resource department is called People Operations. They emphasize on the process which employees create value for the company and presents strategic modes in HR management. For example,each employee in Google has material packages in HR department with at least dozens of pages, on which record their abundant personal information,like SAT scores,rankings,GPA,resume, papers published,referees and even message in BBS and blog (Wei,J. 2013). In terms of recruitment,the questions candidates received are various and strange. Google devotes into seeking the smart to compete rivals and indeed,  this strategic recruitment method does work and provides countless value for the enterprise (Poundstone,W. 2012). In total, SHRM plays a crucial role in enterprise management and affects the success and failure in an organization. Strategic Human Resource Management and 8P Model Strategic human resource management (SHRM) is different from the concept â€Å"human resources management†. Put it in detail,SHRM refers that the essence of SHRM is to adopt a flexible but strategic perspective that accurately analyses both the internal and external environments of organizations to assure ’fit’ between HR strategies and practices, and between these and business strategiesï ¼Ë†Redman,T. and Wilkinson, A. 2013,p.50). The main characteristic of SHRM is to emphasize matching up between human resource management and enterprise strategies, to establish relevant human resource management activities and deployment according to organizational strategic objectives and to provide services and support for the implementation of enterprise strategy(Strategic Human Resource Management And 8P Model 2012) . Therefore, if an organization wants to achieve the goals, the first thing is to successfully manage human capital. However, how to motivate human talent to create a network and make the company successful? According to Adam Smithï ¼Ë†1776ï ¼â€°, economic activity was fulled not by workers as a collective mass but by †the acquired and useful ability of all the inhabitants and members of the society†. With the development of strategic human resource management, there is an increasing number of people focusing on capitalize the intangible asset. Many practices and strategies are applied in promoting the †best fit† and encouraging the network. Theodore Schultz(1960), American economist and the creator of human capital theory, in his report †Human Capital Investment and Urban Competitiveness† said, the source of economic growth can not increase only depending on the material input of the Labor force, but the more important is to rely on improved peopl e’s ability. According to the American economists estimates, from 1900 to 1957, the material capital investment increased by 4.5 times, profits increased by 3.55 times,while human capital investment increased by 3.5 times, profits increased by 17.55 times. During the 38 years from 1919 to 1957, 49% of  gross national product is the result of human capital(What Is Strategic Human Resource Management In An Organization 2008). Obviously, the contribution rate of human capital in the era of knowledge economy is far greater than that of material capital. Therefore, paying attention to the importance of human capital on economic growth is particularly urgent. Under the background of modern social economy, the enterprise must carry out strategic management of human capital and strengthen the competition and development of the enterprise. As I mentioned, SHRM is power management and its core function and soul is acquisition,motivation,organization and development. In terms of behavior and responsibilities of strategic human resource management, to conclude, there are eight essential abilities: Table1.Strategic Human Resource Management and 8P model (MBA Lib,2012) These eight abilities are specifiedï ¼Å¡ ——HRM project system based on strategy(Project) Understanding organizational strategic decision and management environment is the precondition of human resource planning. According to the enterprise development strategy, combining with the enterprise human resource current situation and making enterprise human resources plans enable the enterprise’s human resources to support enterprise strategic development needs and to contribute to the realization of enterprise strategy. The main activities of enterprise human resources planning encompass the analysis of supply and demand of human resources, the planning of amount of human resource planning, human resources structure optimization planning and human resource qualification promotion planning, and the concrete measures to realize the objective of human resource planning, namely, the various business plans. ——Job analysis system based on strategy(position) Job analysis is a basic work in an enterprise’s SHRM. Enterprises select the appropriate organization mode according to their own strategic and on the basis of this, set up departments including management processes and business processes and clear the responsibility and authority of the various functional departments. HR department should clear the responsibilities and  content of each department and analyze the necessary knowledge, skills, experience and personal quality as an employee. ——Employee’s qualification analysis system based on strategy and position (personnel) Enterprises should proceed based on strategic objectives and customer demand, on the basis of job analysis, analyze and conclude the staff with high performance and then set up â€Å"Staff Quality Model† in order to optimize human resource and motivate the staff’s potentials. ——recruitment system based on strategy and competence(provide) Recruitment based on strategy is no longer to simply hire people to fill the vacancies and what they acquire is the resource with which an enterprise can survive and win the competition. A company not only care about if the candidate is qualified in the position, but also care about if the candidate could provide support for the company to achieve the enterprise strategic objectives. Therefore, an enterprise should take human resource planning and â€Å"Staff Quality Model† into account, when recruiting. ——training system based on strategy and employee’s career(plant) The training system based on strategy and staff’s career development should encompass training demands assessment, drawing up a training plan and training results transformation. Training needs assessment should consider about strategic requirements, staff qualities and training needs by which employees want to achieve professional development in their career. ——career management based on strategy(profession) Career management based on strategy requires an enterprise to set up job positions and job classification based on the organizational strategies. Enterprises should establish different levels of qualification standards according to different employee’s classification, drive the employees to study and improve professional skills. In addition to this, HR division should set up promotion system by which employees have more motivation to do the work and improve themselves. Besides, an enterprise should build a good environment for employees to grow up and positively provide consultancy for  employees about promotion and skill improvement. By that, realize that the enterprise leads employees to grow up and employees promote the enterprise to develop. ——appraisal performance system based on strategy and key performance indicator (performance) Performance is an effective output in order to achieve strategic objectives including organizational performance, department(team) performance and personal performance. SHRM focuses on organizational overall performance whose goal is to survive and develop in the competition. Appraisal performance system based on strategy and key performance indicator requires an enterprise to develop relying on organizational strategic objectives and to determine the enterprise key results areas and key performance indicators through the analysis of the value chain of enterprises. Organizational performance is based on individual performance and team performance. When the organization performance targets are allocated to every employee and every job, and as long as each employee meets the organizational requirements, the realization of organizational performance is guaranteed. Standard procedure of performance appraisal comprises five links, namely, planing assessment, performance management(e,g, performance coaching, counseling and performance tracking), performance appraisal, performance feedback such as performance interview, and the use of performance appraisal(e.g. reward, promotion, elimination and improving the performance appraisal mode). ——payment management based on ability and achievement(payment) There are three ways measuring the value that employees create for the enterprise. So on the basis of it, there are emerging three compensation modes. The first mode is based on job duties which is determined by the importance of job and relative value of job in the enterprise. The second is based on performance evaluation. In this way, an employee’s salary is related to his performance. Evaluating the salary level by employee personal performance or team performance is a result oriented value distribution way. The third is to pay the employees according to employee’s ability, capacity, professional skills, experience internal quality and so on. Under the framework of strategic human resource management, the enterprise’s salary incentive  system should focus on the short-term performance improvement and long-term development of the enterprise. Therefore, compensation management must link to performance and ability appraisal by which each employee’s income and performance is related to the realization of organizational strategies. Payroll management based on performance and ability not only emphasize the value created by individuals and teamwork but also emphasize potential value that individuals and teams could bring about for the enterprise. Conclusion To conclude, SHRM to a large extent influences the organizational outcome. I have explained each function separately and each one is closely associated to the organizational strategy. Actually, the core management of an enterprise is human management and each department in the enterprise is operated by people. Therefore, what extent to capitalize the human resource and how to match the human resources with the organizational strategies is critical issue. More importantly,this also requires the HR division to understand the organizational strategies on which manage employees effectively and plan and execute SHRM strategies to help the enterprise to survive and win the global competition. To sum up, SHRM is to explore and motivate the value of people. A good HR division knows exactly which division need which talents and understand how to motivate the employee potential. However, to what extent to motive and explore these potentials to be the â€Å"Best Fit† and how to manage the talents from motivating personalities to forming a standard is another important issue. This would be discussed more deeply. References 1. Vymys,p.2014,Introduction to Human Resource Strategy(WORK6017), The university of Sydney,Sydney, 29 July, viewed 10 September 2014, 2. Mayhew,R. and Demand 2014, Chron,Small Business,10 September 2014, 3. Strategic Human Resource Management And 8P Model 2012, MBA Lib, viewed 10 September 2014, 4. Schultz,T. 1960,Human Capital Investment and Urban Competitiveness,social Sciences Academic Press, China. 5.What is Strategic Human Resource Management In An Organization 2008, MBA Lib, viewed 10 September 2014, 6. Redman,T. and Wilkinson,A. 2013, Contemporary Human Resource Management,Pearson,UK 7.Human Resource 2014,MBA Lib, Viewed 10 September 2014, 8.Wei,J. 2013,demystify the recruitment of Google:lengthy and picky five rounds of interviews,Sina ChuangShiJi, viewed 17 September 2014, 9. Manjoo,F. 2013,The Happiness Machine:How Google became such a great place to work, Slate, viewed 17 September 2014, 10. Google,2014,Google Career, viewed 17 September 2014, 11.Pounderstone,W.2012,Are You Smart Enough To Work At Google,Little,Brown and Company Press,United States of America.

Holden Caulfield Literary Psychoanalysis

Holden uses dissociation as a defensive mechanisms, to avoid his self-inflicted emotional distress, by separating his own feelings to suit that of a situation. For example, when Holden learns that Stradlater will be going on a date with Jane Gallagher, he represses his obvious feelings for her and, simply tells Stradlater to â€Å"give her my regards†, saying that he is â€Å"not in the moos right now† (Salinger 42-43). Though he is encouraged to do down and greet Jane, he blatantly ignores it and instead continues to only talk about Jane and his what he can remember about her.This is an example of how Holden repressed his own emotions and did contrary to what he wanted to do. While Holden is out all night, drinking, dancing, and clubbing, he meets Lillian Simmons and dances with her, they are both uninterested and pay no attention to one another, and he realizes that â€Å"she wasn’t listening though. So [he] ignored her† (93). Holden seems to have cast h is antisocial and misanthropic nature aside as he pretends to be interested in things that he clearly dislikes.Holden seems to see himself as a suave popular playboy, but he hints at the loneliness that he is truly feeling, and his desperate want for company when he tries to nonchalantly pass off that he â€Å"tried to get them to stick around for a while but they wouldn’t† (98). He seems unwilling to admit his great yearn to be with other people. As he indifferently describes all the times that his offers were rejected. Holden’s control over his own true emotions conflicts with the actions and words that he expresses.