Developing Teams in Business Assignment Essay

What is a Team? A team is individuals whom are moulded into a group who work together to achieve an objective or task. Benefits of a team Being in a team is very beneficial as every individual has their own opinions and views , a whole team can manage to gather information and materials much easier than an individual , also within a team there is more creativity which is a benefit as there isn’t only one brain but more than one. Furthermore being in a team enables individuals to gain skills such as communication skills, listening skills and being able to be open willingly and share opinions. Team Recruitment Recruiting the right team members is the key to the success of your team. When the leaders of any group recruit new members, there are a number of skills, qualities needed as well as a process that each member has to go through in order for them to be an successful addition to the team. This process is called job analysis from where a person specification is drawn up and following all the qualifications and qualities that a new team member would be expected to have. There are different types of teams which consist of: Formal Informal Different size teams Temporary Permanent What is a formal team? A formal team is a team where individuals are put together for a specific  reason, each individual within the team is given a specific role. Formal teams are mostly permanent teams, for example within the supermarket Tesco they would have different formal teams likes, customer services team, marketing team, human resources these teams also have sub teams such as groceries and the butchery. All these teams work effectively to reach their objective What is an informal team? An informal team is a team which is less structured compared to a formal team, theses times are about the individuals within the team, the team its self has minimal rules and expectations compared to a formal team. This type of team would hold social events , have irregular meeting maybe at break times the team does not have a specific leader all team members are equal and take on the same role therefore there is no co-ordination. What is a different size team? A different size team is basically what the name of the team is, it is a team that has different sizes of team members. The size of team varies on the task that needs to be completed. Temporary teams A temporary team is a team that is set up for a short period of team, the team is not long lasting, the team would come together for their objective and as soon as their objective is completed they would split up. Permanent teams A permanent team is a team that works together continuously, the team is long term and work is reoccurring. What type of teams would Tesco use? As Tesco is a large company they would use all the above types of teams such as: Formal team: E.g.: The customer service team at Tesco represent  customers this team may consist of over 5 member it also may most likely be a mixed gender team. The team members would have all the same skills such as communication skills, attentiveness, positivity, the ability to read customers and a calming presence. Together the team should form a well-rounded team as individual has the skills for the position they are given. Informal team: E.g. A team of trainees at Tesco may hold informal sessions to track their progress within the company and their development within the company these meetings may not be compulsory and may not be happen all the time all the members in the team would be on the same level so in this case they would all be trainees within the company. Within the team they may talk to each other about their progress and what they think they could do better, but it wouldn’t be a case where the team would have a manager sit them down and speak to them. Different size team: E.g. Tesco could have a team of HR that could consist of 3 members but then they could also have a team of customer service employees that team could consist of 6 members. Initially in a team 5 is the magic number even though 5 is an odd number it is a good size for a team as the team is also small enough to involve all members in addition to that if a decision needs to be made having an odd team helps. Temporary teams: E.g. Within Tesco 8 different employees may be put together for a project for example to market a new product coming out within the company , therefore the members would all work together to put I’m ideas to market the product , after the product is published the team will disperse. Permanent teams: E.g. The administration team for Tesco would be a permanent team as that team helps the business function, this team would classify as a permanent team as it is a team that the business needs in order for it to function well. What is a leadership? A leader is a person who leads a group of people, an organisation or a team, being a. Leader doesn’t necessarily mean you do this but also being able to be a leader is a trait of leadership. A leader is being able to think on behalf of your group, being able to fix a crisis if one rises without hesitation, a leader is someone inspirational, confident, and assertive. Being a leader is not taught. Whereas being a mange can be taught. A leader  knows it’s members strengths and weaknesses for example a manager at Tesco could know that one of his/she’s employee is not as confident on tills but is good speaking to customers the leader would know to not put that employee on the sales team but with customer services where the employee feels comfortable. Leadership styles 1.Autocratic leaders : These leaders make decisions without consulting their team members, even if their input would be useful. Although these leaders do not consult their members this type of leadership can also be advantage for example when a decision needs to be made quickly/instantly the leader can make the decision without the input of members. On the other hand this role can also be demoralizing 2.Democratic leaders: These leaders are the ones who make the final decisions, but they would consult their team members and include their opinions in the decision-making process. They encourage creativity, and people are often highly engaged in projects and decisions. As a result, team members tend to have high job satisfaction and high productivity. This is not always an effective style to use, though, when you need to make a quick decision. 3.Participative leadership: This is a way leadership in which it involves subordinates in the goal setting with the problem solving team building. As well as retail the final decision making authority 4.Laissez-faire: These types of leaders give their team members a lot of input in how they do their task and how they set their deadlines. These type of leaders do not get involved but do support their team and offer advice if the team needs it. This type of leadership can damage a team as they do not have a lot of guidance as some members may lack time management, knowledge, skills or self motivation. Leadership skills and attributes What skills and attributes are needed to be a good / effective leader? A good leader must have the skills applicable to lead a team, these characteristics encourage members to follow the team leader. Within Tesco  the leader of sales has to have the right attributes and skills to control their team if they didn’t the team would not functional properly these skills consists of: Communication Effective team leaders communicate clearly. Quality verbal and written communication skills allow leaders to present expectations to team members in a way workers can understand. Effective communication skills also allow team leaders to listen to the input of others. Organization Effective team leaders possess exceptional organizational skills. Organizational skills help team leaders plan objectives and strategies, which allow team members to perform optimally. Organized team leaders put systems in place that maintain order and guide team members toward meeting company goals and objectives. Confidence An effective team leader is confident in his abilities, as well as confident in the abilities of his team members. A confident leader is secure in the decisions he makes that affect his team. A self-confident team leader also reassures team members of his authority within the organization. Respectful A quality team leader is respectful of his team members. A respectful leader empowers employees by encouraging them to offer ideas about decisions that affect them. This lets team members know that the leader respects their input and opinions. Fair A quality team leader treats team members fairly. He is consistent with rewards and recognition, as well as disciplinary action. A fair leader ensures all employees receive the same treatment. Integrity An effective team leader is honest and open with his team members. Leaders who possess integrity gain the trust of team members because he does what he says he will do and treats others the same way he wants to be treated. Influential Influential leaders help inspire the commitment of team members to meet  company goals and objectives. Influential leaders also help manage change in the workplace by gaining the confidence of workers through effective decision making and communication. Delegation Effective team leaders know how to share leadership through delegation. Delegating certain tasks to trustworthy team members allows the leader to focus on improving workplace functions and production. Facilitator Effective team leaders are powerful facilitators. As a facilitator, team leaders help workers understand their goals. They also help organize an action plan to ensure team members meet their goals and objectives more efficiently. Negotiation Team leaders utilize negotiation skills to achieve results and reach an understanding in the event of a workplace conflict. Team leaders who negotiate effectively streamline the decision-making process, as well as solve problems for the best interest of everyone involved. (http://smallbusiness.chron.com/10-effective-qualities-team-leader-23281.html

Impact of Advertising on Children Essay

Journal of Research in Business Vol. 1, Issue. 9, (pp. 01- 06) September, October, 2011 The Role of Television Advertising and Its Effects on Children Amin Asadollahi1 Student of PhD Marketing Management, Science and Research Branch Islamic Azad University, Tehran, Iran Email: amin_asadollahee@yahoo. com Neda Tanha Student of advertising and Marketing, University of Applied Sciences, Tehran, Iran Email: nedatanha62@yahoo. com ABSTRACT The prevalence of obesity and the growing increase of obesity in children with the academic, political and social issue has been. TV ads show a significant relationship between consumption) advertised brands, b) a variety of high-energy foods advertised, c) all the food there. Most children are aware of the intention, but the ads are skills that do not use them unless explicitly noted that the response should be. Policymakers, consumers and those involved with organizations related to children’s services can be more powerful to have kids. Beginning with a powerful strategy to enhance food safety information between children and their families at the start and then focus on increasing children’s consumer skills. Keywords: Television Advertising, Perception, Children, Foodstuffs INTRODUCTION If the TV to a (public university) can be interpreted that all segments of the population of each age range who are under the covers, not of fortune. Hence it is necessary to direct its programs to be more investment. TV should not be considered as a source of income if you think that the media is the most important. For lack of the necessary costs of functions that are expected to have a media will have a negative effect. Perhaps one of the major pests that lurk in the media sat on this topic is the creation of private television. (Power) and (capitalistic) are two large chains of many large and small have turned to captive So chances are the custodians of authoritarian capitalist and some high And assuming that some of them are innocent of power and capitalism ,There are people around the powerful and the media to focus on the desired direction. So probably the custodians of these chains are held consciously or unconsciously . It seems the idea is to follow the great danger that should remain unaware of it. The arrangements with regard to the prevalence of obesity in childhood are increasing worldwide Large and important role in the TV ads for food has been distributed. (Boyland et al. , 2008, 780). The prevalence of obesity and the growing increase of obesity in children with the academic, political and social issue have been. Among the various factors identified as possible reasons for the rise in childhood obesity Trends such as changes in leisure activities and knowledge of nutrition, growth in television advertising is especially important for children. Unintended effects of advertising on children include: Ask the children, materialism, and take note of despair, dissatisfaction with family life and the conflict is. Unintended effects of advertising on children from early 1970 began the second half of this decade; the rate reached its peak and has declined over the past few years. Research shows a decline from 1980. The reclamation research and advertising effects on children (Especially today’s kids are more vulnerable to advertising) and the two decades prior to the advertising business has increased significantly. Advertise on this ideology that developed the property and assets are important and critical quality like beauty; success and happiness are attainable only with acquiring material possessions. The results of these promotions to increase demand for purchase by children and indirectly increase the child’s parents are fighting. The ads lack the purchasing power of parents, or refuse to cause unhappiness and discomfort in children are buying. Advertising products customized with a world full of beautiful people show in the real world while their children are compared with the ideal world and conflict in the world because they are unhappy. Younger children than older children are at risk of complications ads. I understand they have less 1 . Corresponding Author: Amin Asadollahi, Department of Business Management, Science and Research Branch, Islamic Azad University, Tehran, Iran, E-mail: amin_asadollahee@yahoo. com 1 Interdisciplinary Journal of Research in Business Vol. 1, Issue. , (pp. 01- 06) September, October, 2011 and less power can have a critical view And secondly, their demands can not delay it more than other traditional groups with parents are involved In addition, smaller children can not express their wishes to take advantage of logical techniques While older children and the desire to express the logic of the techniques they use And why the younger children to show their anger more And also create more confli ct. Also shown that boys more girls are persisting in their demands and more parents are involved with. Male children are spending more violence, while girls are more polite and often are expressed to apply to the purchase offer. Apart from that conflict between parents and children in the family about the purchase occurs. Another problem is that kids tend to play with toys with their friends spend their time advertised On the other hand instead of his good friends and that it lacks a certain kind of toys they are willing Occasional bad friends are certain that the toys they play The issue of discrimination in society and their friends will cause a forced choice. These three forms of physical aggression, verbal and psychological effects on children caused by children tend to imitate the movements of athletes or models. Are inconsistent with the terms of the gender because usually the role of women in advertising and men as agents of grade 2 are shown in Table 1. And play a major role in advertising is more often the men present. Most women in terms of cleaning, etc. . . . Deal while most men in the great outdoors and responsibilities are shown. REVIEW OF THE RELATED LITERATURE Television, Children and Advertising Via the magic of television deals to broadcast program which can have profound effects on the developing world and the children to change their lives. No doubt with the development of new networks and satellite television in the world scene, the children will be more vulnerable to the effects of various television In other words, the potential impact of the television spectrum can be put on their young viewers, with the widespread application of this media has become more widespread. After the family television programs and personalities of the most important factors in forming a child’s education is one Television teacher is a powerful, yet dangerous. Imitation, along with the concept, personality development and behavioral problems, the effects of television on children is a special way into his mind. When watching TV programs are on track and learning programs offered via television, the unconscious is far, Children are not aware that their behavior and the behavior of others are acquired, the effectiveness of television can be considered as One of the most important aspect of watching TV programs about the impact of TV ads has been a lot of viewers, especially children Television as the most influential instrument of mass communication, is considered most suitable by the Propaganda In view of the world’s population, mostly young people communicate with the outside world through television, the most important means of mass communication that we seek. Television advertising The media, commercials, and its overall meaning and types of advertising messages that the employer pay for a certain time of the broadcast will be available. TV advertising in recent years have had very progressive and growing, Apart from their relative, the most important sources of information on cultural, economic and social trends among And significant influence on the formation of patterns of intellectual, emotional and behavioral audience, especially children, have. Poor-Norooz (1377). The research, to analyze the content of television advertisements, especially children, is in Iran. His first TV ads the content of the nine categories of children: toys, safety, education, social hygiene, food, educational materials, refreshments, games and clothing distribution sites During the six-month period after it has been investigated. Based on the findings, related to advertising junk food and toys, and most game sites and educational materials, to have the least playing time. Also, the advertisements related to the edible material, which has the largest share of ads that are not nutritious and role in physical growth and nutrition of their children. Interestingly, none of your bread, dairy products, fruit and fruit juice (effects on growth and nutrition of children) is not present in the samples. Also, half of the junk food advertisements, to promote various types of chocolate and ice cream puff and a third of them have been assigned. However, high levels of salt and a puff of sweetened chocolate and ice cream because of the high Food is not good. Instead of thinking about the study, even a TV ad on health issues, there is no the dental care to children to educate. The effect of television advertising on children The researchers performed many studies have concluded that watching television advertising, on attitudes, life style and consumption pattern of the behavior of the audience, including children, affected. However, the effect of the various factors such as age, Social class, economic, message presentation, family structure and 2 Interdisciplinary Journal of Research in Business Vol. 1, Issue. 9, (pp. 01- 06) September, October, 2011 relationships governing the time watching television. For example, children who are at an early age because of limited cognitive abilities, the reality of what they think of television viewing and much closer to reality television programs that children know of content that are most affected. Accordingly, the effectiveness of children’s age and years of TV ads, most children that age are high. There are also strong family relationships and causes children to be influenced by television programs. Parents with children studying the reality of online life that it can monitor and control, they are more aware of advertising and commercial purposes and the negative view about these programs is more critical than. While the relationships between family members that it is hostile, Children may achieve the advertised product, make life difficult for their parents . Affect the presentation of advertising messages are considered an important factor. So if someone can confirm a great year for goods and services, View it with your children more likely to show having been advertised products Since young children in the diagnosis of non-reality reality Still have not found the necessary cognitive skills, Therefore, children programs and cartoons of famous personalities, young children can distinguish reality from fantasy in the wrong pockets And the perception that the advertisements are false. The intensity of these programs is more affected. Duration of exposure to advertisements, other factors affect them. Peruvian television viewers up pills than it is viewers not so serious, the impact of advertising is acceptSo that more attention to the show and to trust them and have a more positive attitude. Since advertising is rarely the main aspects and key production Such as materials used how to work and show the product price, the sale of a blower and non-misleading, and the consequences Has many negative consequences that are importa nt: 1. Parental pressure on children to buy advertised products and refuse to fulfill the wishes of their parents (The dream is more demand) and that conflict between parents and children leads to conflict. If parents refuse to buy goods in question, it would be sinful to their children, if you accede to the demands of parents and children, certainly the price they pay for a toy or food package, the price will be higher, because that’s what common sense would forbid it. 2. Another negative consequence of television advertising, consumption of food products such as candy and fruit juice is fresh. About 80 percent of the volume of television ads promoting these products makes up the children. All of this publicity, the belief that young children about nutrition and the impact of food. Children can not understand that eating foods with high sugar levels, because weight gain and tooth decay is their (Newman, 1377). 3. Since most advertising, scenes from the life of the rich and affluent children can be displayed, without this, undesirable tendencies and trauma in the lives of other children who can afford it will not it may even make it to the crime and unethical behavior you have to seize it, to push. Critics of television advertising Critics of the ads are responsible for the problem of child obesity for promoting energy and food products that have relatively high fat and sugar and salt. So in many countries the demand for consumer and health organizations Policies to limit food advertising to children (Buijzen & et al. , 2007, 231). Even more established groups in the feet And adopting new hypotheses and test them to come and prove their Food advertising in children’s programs are broadcast In violent behavior, disrespect, and stealing in children is effective Because these behaviors promoted in TV ads for food products is a view (Page ; Brewster, 2009, 150). But what was of concern to all, in recent years the food and beverages to children and adolescents as a major force in the market has and thus they are now strongly and specifically target their advertising and marketing efforts are placed. Food marketers are interested in buying power among the youth because they are consumer products the direction of these techniques and multilateral channels to attract young people when they are young, they use Time to grow their brand and their food products in the future affect buying behavior. (Story ; French, 2004, 14). Food is one of the most important promotional goods and therefore attracts a lot of research efforts. (Zwier, 2009, 109) In the long-term investments that seek to Marketers and a stable market, relying Dependence on customers and their loyalty Their strategy to attract young people think it’s because The condition of their success to a life of its customer Kids also an important market for the missionaries offer Commercial and food are in direct contact 3 Interdisciplinary Journal of Research in Business Vol. 1, Issue. 9, (pp. 01- 06) September, October, 2011 Prices for products that taste good with children and adolescents is the money will be spent on children by their parents because they do. In adolescents 8 to 17 years estimated that approximately 75% of adolescents and their families on food costs impact In addition, young children, the more likely Purchase directly to a consumer market are considered important . ( Powell et al. 2007, s253) To achieve this goal of marketing channels and techniques are certain that these channels are: Television advertising, advertising schools, kids clubs, internet, toys and products with the logo of a company (Story & French, 2004, 14) And advertising techniques, such as the award families who rejected these ads They were calling for a ban or restrictions on scope of work (Mehta et al. , 2010, 5). But in the advertising and marketing on children’s interest It works for both physical and mental abuse that was followed Families, parents, nurses, and community governments were sensitive to this type of advertising As far as food manufacturers and their breeders, professional organizations, written and visual media, education and food and consumers have the ability to provide dietary patterns, disease prevention and health promotion is. (Lohman ; Kant, 1998, 27). The story of television and advertising of foodstuffs Commercial food advertising to children is increasingly relying on the general 5: 1) A breakfast cereal 2) Sugar 3) Snack 4) Non-Alcoholic Beverages 5) Fast Food Restaurants, (Buijzen et al. , 2007, 232). With a short list of five can be important to realize Food advertising to children in the world was too sweet and fatty and are consistent with dietary recommendations. Story ; French, 2004, 14) But because health has always been important, The major manufactur ers also see ads from far left And build their physical and sporting activities, special attention has been And of course food and beverage ads that were related to physical activity and athletic ability Significantly more welcomed by the children were exposed to ads that were more entertaining aspects of the game. (Flot et al. , 2006, 244) But because of this sensitivity with special attention to health and the prevalence of obesity among children are around. To fully understand the relationship between advertising and food consumption patterns of children in need showing the relationship between advertising and food consumption in children and we try the following: 1) Advertised food brands 2) Different items are high-energy foods that are advertised 3) Consumption of all food products (Buijzen et al. , 2007, 235). Broadcast advertising can cause changes in food preferences and consumption rates for children and Increase the brand advertised. This is often caused by the stimulus-response will explain the psychology of advertising Argues that advertising leads to awareness of advertised brands tend to be Mark is buying it and taking it (Ibid, 232) However you choose to display ads only lead to commercial brands and types of food intake does not increase But the ads are related to high-energy food products, Such hangs in the pattern of food advertising to children, they will increase the risk of obesity. (Ibid, 232) Explain the effect of stimulus – response to high energy consumption as a social learning theory as it appears Modeling the behaviors such as eating in advertisements that have been portrayed in the audience is led to similar behavior. Display ads can lead to the use of a particular brand, use of energy products and total food intake is increased (Ibid, 232). Effect on three levels Promoting food choices not only affect children’s food brands but they use different types of high-energy food product s are developed. Communication with proof of the theory of predictive effects of stimulus – response advertising, the effect of food advertising a particular brand to other brands of food that can be generalized 4 Interdisciplinary Journal of Research in Business Vol. 1, Issue. 9, (pp. 01- 06) September, October, 2011 (Ibid, 236). The more fatty foods children choose to include foods that contain carbohydrates between fatty foods and prefer the use of the advertised brand name is lost to Mark (Boyland & et al. , 2008, 760). However a small number of openly advertising their products as light manufacturing, have introduced a simple and low-fat That they are dedicated to those who are concerned about their weight and take care (Henderson & Kelly, 2005, 194). However, food advertising goes to the side That promote unhealthy food such as chocolate chips and more healthy food such as vegetables and fruits are brought under their domination (Zwier, 2009,109). Family background At first glance, it seems, is that what parents feed their children are still the primary gatekeeper And overall financial costs they can control And the final purchase decisions are made in the world of buying and selling are also The amount of food available to children in the home control Like to eat snacks and determine what we have dinner tonight? But research shows that when shopping for children separated from their parents’ wishes and priorities are not important. It is understood that they will not even buy some food brands Children who do not like to bother them (Buijzen et al. 2007, 237). The family of one of the most important factors in predicting children’s consumption patterns. High-income families with children generally consume more food. And a variety of materials, energy and greater use of the advertised brands. Parents with high incomes than lowincome parents can afford to buy food are more Thus; in families with high power tend to buy more expensive food and beverage brands. In addition, higher income families are often both parents Employees. This makes it hard when they are And a strong desire to buy more food and be ready. Be higher in families with income, advertising significantly associated with food brands. On the other hand, low-income families regardless of brand name products, only the amount of food and beverage advertising influences the pattern of low-income families with higher incomes are influenced by television advertising to justify the Children from families with high income (Ibid, 237). Despite the ads that their audiences are children According to the story of their age, character, visual, musical, musical, noisy and with the special effects (Mehta et al. , 2010, 5) But the children made their own banners and ads that do not matter adult And the range of ads when watching TV in the sight of them, are discussed The large volume of ads that are discussed are the ones who made exclusively for children (Ibid, 5). Besides making television advertising professionals to grasp the way they, To overcome the effects of competition on the more eternal in the minds of consumers and their young, they Thus the stage to television advertising has become exaggerated feeling good, Fixation and dependence, the physical embodiment of a crime, deceit, theft and robbery, to get over the need for food and non-respectful behavior with adults (Page & Brewster, 2009, 105). Obtaining this information is not strange if we worry about Concepts that children will be broadcasted on TV ads for food, increased. Awareness of these issues as warning to officials and other supporters of child health and is instead Have a closer look at these issues (Ibid, 154). Lawyers and policy makers about the prevalence of food advertising and its potential impact on audience behavior, insight and gain more knowledge. (Henderson & Kelly, 2005, 191). Food can also be studied by teaching critical thinking skills that may be associated Food advertising to help consumers (Ibid, 191) Despite what you would think the findings indicate that Relatively good level of awareness and understanding of children Even though you have no experience necessary Because of their lack of skills or knowledge are not sufficient to But what is certain and proven by scientific research, Is that children over 7 years of children ages 2 to 6 years of advertising are likely affected And children ages 7 to 11 years with the intention of the ads, but are aware of the skills that are not used Unless they are explicitly to be reminded that you have a reaction (Mehta et al. , 2010, 5). Children between 10 and 12 years promoting and producing ads to those who are aware of the sensitive but not (Ibid, 5). CONCLUSION Children are more vulnerable to advertising. Different laws in different countries to limit the number of ads used to be, kind, Content and timing of the broadcast ad covers For example, advertisements for toys for children to play in Greece is limited to late night hours Australia and Belgium, and in advertisements broadcast during children’s broadcasts A few minutes before it is banned. Some researchers believe that it is better to limit excessive advertising Products to raise awareness of parents of children and to discuss with them about products and promotions the researchers say understanding the power to limit excessive growth of advertising and the guys decide to delay. Ways to protect children against advertising is to review and update. The substitution of digital television in the near future I can easily while watching the TV screen by pressing a key to enter the Internet world in the world of digital TV, which will replace the TV for the kids there will be no other limit and children will have free 5 Interdisciplinary Journal of Research in Business Vol. 1, Issue. 9, (pp. 01- 06) September, October, 2011 access to any kind of advertising. New technology also allows advertisers to extensive information watching habits of children in the media to obtain and thus make them more targeted. So parents and teachers should increase the will power and self-esteem in children, so bring the kids once I see ads that are part of the economy, society correctly imagined to be the means of advertising. Techniques and methods of advertising to children should be taught and developed the power to judge and criticize them. The ad can not promote, or sell their goods to attract customers. It can only draw attention to the customer, to persuade him to buy. If the buyer has enough information to evaluate the ads and advertisers. In general we can say the main criticisms against television advertising on children include: 1 – Unlimited and uncontrolled effects of advertising on children 2 – Promote consumerism and false needs 3 – Disorders of children on the farm and Health 4 – Create gender discrimination REFERENCE 1. Bergler, R (1999) the Effects of Commercial Advertising on Children. Commercial Communications, January: 41-48. 2. Bjurstrom, E (1994) Barn och TV-reklam: En introduction till forskningen on TV-reklamens paverkan pa barn [Children and television advertising: An introduction to the research on the effects TV commercials have on Children]. Stockholm: Konsumentverket (Rapport; 29). 3. Boyland, E. J. , Harrold, J. A. , Kirkham, T. C. , J. C. G. Halford. (2008)  « Does television food advertising affect children’s food preferences?  » Appe te, 51, 751-764. 4. Buijzen, M. , Schuurman, J. , E. , Bomhof. 2008)  « Associations between children’s television advertising exposure and their food consumption patterns: A household diary–survey study » Appe te, 50, 231–239. 5. Consumers International (1999) Easy Targets: A Survey of Television Food and Toy Advertising to Children in Four Central European Countries. 6. Folta, S. C. , Goldberg, J. P. , Economos, C. , Bell, R. , R. , Meltzer. (2006)  « Food Advertising Targeted at School-Age Children: A Content Analysis  » J Nutr Educ Behav, 38, 244-248. 7. Goldstein, J (1998) Children and Advertising – The Research. Commercial Communications, July: 4-7. 8. Gunther, Barry, McCarthy chlorine, Jill (1380). Children and Television. Nusrat Fata translation. Soroush. Tehran. . Henderson, V. R. ; Kelly, B. (2005)  « Food Advertising in the Age of Obesity: Content Analysis of Food Advertising on General Market and African American Television  » J Nutr EducBehav, 37, 191-196. 10. Hosseini, Negin (1385). Fighting for children’s television. Information. Tehran. 11. Kinnucan, H. W. , (2003)  «Optimal generic advertising in an imperfectly Competitive food industry with variable proportions » Agricultural Economics, 29,143–158. 12. Lohmann, J. , A. , Kant. (1998)  «Effect of the Food Guide Pyramid on Food Advertising » JNE, 30, 23-28. 13. Mehta, K. , Coveney, J. , Ward, P. , Magarey, A. , Spurrier, N. , T. , Udell. (2010) 14. Australian children’s views about food advertising on television » Appe te, 970, 1-7. 15. Newman, and Philip Newman, Barbara (Winter 1377). The effects of television on children’s growth. Ismail Biabangard translation. Research and Evaluation, numbers 15 and 16. 16. Page, R. M. ; Brewster, A. (2009)  «Depiction of Food as Having Drug-like Properties in Televised Food Advertisements Directed at Children: Portrayals as Pleasure Enhancing and Addictive » Journal of Pediatric Health Care, 23, 154-157. 17. Pejman Arash (Spring 1381). The effects of television commercial advertising on childrenâ €™s social relationships. Research and Evaluation. 29. 18. Pour March, Manijeh (Winter 1377). Content analysis of television advertisements, especially children, research and evaluation. 15 and 16. 19. Powell, L. M. , Szczypka, G. , F. J. , Chaloupka. (2007)  «Adolescent Exposure to Food Advertising on Television » American Journal of Prevent ve Medicine, 33, s251-s256. 20. Saatatmand, Zohreh. (Fall 1376). The effects of television on children and adolescents. Education. 5. 21. Story, M. & French, S. , (2004)  «Food Advertising and Marketing Directed at Children and Adolescents in the US » International Journal of Behavioral Nutrition and Physical Activity, 1, 1-17. 22. Zwier, S. (2009)  «Medicalisation of food advertising. Nutrition and health claims inmagazine food advertisements 1990–2008 » Appetite, 53, 109–113. 6

Basic Beliefs of Judaism and its Relationship to Christianity Essay

Judaism is one of the oldest religions that still exist up to the present times. It is an establish covenant between the Jews and God. Jews ors followers of Judaism comprised only of 0. 2 percent of the world’s population. However, its influence on the world and society is far beyond the numbers indicated. Judaism and Christianity are two religions with some similar beliefs. First, the main belief of Judaism is that there is only one God who created and rule everything. Judaism is a monotheistic religion following only one Supreme Being (About. com, 2009). Christians also believe on a Supreme Being and Father of all who created and rules the world. Judaism also believes that the people are created in the image of God and all people are created equal (About. com, 2009). God created people with its intellectual ability to comprehend and understand which sets us apart from the animals. Therefore, we have freewill and responsible for our choices and decisions. Judaism is a religion of ethics that strongly adheres to the code of ethics and divine law as a way of life. Christianity also believes that people are created in the image of the Almighty God. Christians also follow the divine laws and make it as their moral standards. The Jews believes on the messiah that will come to bring the world to salvation. The person will come from the family of King David who will lead the world to peace and unity (About. com, 2009). The Christians also believes in the messiah in the persona of Jesus Christ who saves the sins of humanity. The Jews, however, do not believe that Jesus is the messiah. The main holy scripture of the Jews is the Tanakh which is equivalent to the Old Testament of the Holy Bible of Christianity. It is divided into three parts which include Torah, Nevi’im and Ketuvim. Another holy scripture is the Talmud which is composed of stories, laws and medical knowledge. Judaism does not have the version of the New Testament. In both religions, the Bible and the Tanakh serve as the main guidebook to the religious life of a person. In these scriptures are the written moral standards that should be followed to lead a righteous path. Judaism also has the version of the Ten Commandments which is considered as the most important commandments out of the 613 written in the Torah (About. com, 2009). The Ten Commandments are revealed to Moses and the Israelites at Mount Sinai. They strongly believe that God has a plan for human behavior and the Commandments are the ways of how humans should live their lives. Judaism has been a very influential religion in the aspect of culture and traditions. Today, more and more people are identifying themselves as Jewish. However, the contemporary Judaism is a more complex religion that associates both nation and faith. Oftentimes, Judaism follow strict adherence on the ritual laws and a more liberal attitude towards the religion. Judaism has been an influential religion in many nations. Many conflicts and feuds have started because of faith which involves Judaism. One of the famous conflicts is the battle over the land of Israel which is battled over by many religions like Islam and Christianity. The conflict originated during the early years. Judaism has also been influential in changing the lives of many people. Many people significantly altered their lives for the greater good and towards the right path. Reference About. com. (2009). Basic Beliefs of Judaism. Retrieved April 15, 2009, from http://judaism. about. com/od/abcsofjudaism/a/beliefsbasic. htm.

Cap task 3 step#1 Term Paper Example | Topics and Well Written Essays - 500 words - 1

Cap task 3 step#1 - Term Paper Example The duty of New York Downtown hospital is to have a positive influence on existence and health of persons and population through issuing quality services directed by Christian values. This hospital employs the best physicians and nurses who issue patients with splendid health care in state-of-the-art skills. The only problem it is facing is the fact that it has a lot more clients than it can serve. The customer service seems inefficient not because the doctors and nurses are not skilled, but because of the excess number of patients being received on a daily basis. This problem is affecting the efficiency and of operation of the New York Downtown Hospital in many ways. First, the organization is receiving large numbers of patients with related problems that sometimes are unable to handle. Second, several people in the region are losing their lives due to this poor attendance by the doctors and nurses who are forced to rush on their services in order to attend almost all patients. This is a major challenge that requires a quick solution to save the lives of the Manhattan residents. The problem also causes distrust among the Manhattan patients who feel they do not receive effective treatment they deserve (Preston, 2010). New York Downtown hospital has been conscious about this challenge for some time and has put into practice some measures to lessen the prevalence and if possible, curb the problem. The problem has brought fourth other effects like poor customer service and poor sanitation which lead to other complications. The broad problem statement is how to curb the effects related to this problem. People are losing their lives which can be saved if correct measures are put in place (Preston, 2010). Individuals in the Manhattan region are still dying of poor sanitation, and related diseases. Most of them also lose their lives from poor services they receive due to the haste employed by the doctors and nurses in the

Theory of Coping Essay Example | Topics and Well Written Essays - 1500 words

Theory of Coping - Essay Example These models include the Resiliency Model of Family Stress, Adjustment and Adaptation, the Developmental Health Model, the Framework of Systemic Organization, the Roy Adaptation Model, and the Neuman Systems Model. While these have been successful in aiding family members through the coping process, they do not focus specifically or solely on the coping processes utilized by patients in intensive care and their relatives. An evidence-based theoretical model is a necessary continuation of nursing research. A further understanding of the coping methods that relatives utilize during the acute stages of the patient's illness may allow health care professionals to predict and prevent difficulties during the recovery period. Johansson et al. (2006) posited that this theoretical coping model must contain both the ICU-stay and home recovery in order to facilitate the distinction of possible maladaptive coping methods and to assist in the choice of effective nursing interventions. To follow is a discussion and analysis of the theory formulated by Johansson et al. (2006) as well as a discussion regarding the relevancy and application of this theory. In their 2006 study, Johansson et al. ... ought to develop a theoretical model of the coping methods of family members during the patient's ICU stay and the following recovery process by performing an analysis of concepts that were elicited from two empirically based, theoretical studies. The researchers defined a relative as a close acquaintance or friend. The theoretical model of the relative's coping methods was inductively derived during the time between 2004-2005 and was based on theories that were produced from the aforementioned empirical studies. A university ethics committee then approved these studies (Johansson et al., 2006). The researchers defined inclusion criterion as adult relatives of adult patients that had been on mechanical ventilation in an ICU (Johansson et al., 2006). In order to refine and combine multiple coping concepts from both the ICU-stay and the recovery period in a unified theoretical coping model, the researchers used simultaneous concept analysis that was in accordance with previous studies. Johansson et al. (2006) utilized the simultaneous concept analysis in order to explain all concepts simultaneously providing definitions that were mutually exclusive of one another while focusing on dynamics of their interrelationships and overall characteristics. The researchers utilized several procedures in order to achieve their goals. First, they developed a consensus group that included individuals that could contribute a particular proficiency and were willing to compromise and aid in the creation of a theoretical coping model (Johansson et al., 2006). The researchers then developed the concept clarification strategy that involved choosing which particular concept clarification method should be utilized regarding the concepts of coping that were selected from the two

Legal compliance and negotiations skills Coursework

Legal compliance and negotiations skills - Coursework Example On the other hand, a service mark denotes a unique trademark used in distinguishing a specific service, and commonly applied in advertising (Pakroo & In Stewart, 2014). Whereas trademarks are used in reference to products and service marks in relation to services, the term trademark is used interchangeably for both in the U.S. Patent and Trademark Office (USPTO). A fictitious name denotes any name chosen to identify an operating business as long as it is not the individual’s legal name. Individuals intending to start businesses often chose a fictitious name, which is unique. It is legal to use a fictitious name in the identification of a business so that there is a clear distinction between the individual and the business (Pakroo & In Stewart, 2014). Moreover, when a business involves several partners, it is only rational for them to identify a unique name that they can use in the business world. There are mandatory procedures involved in the registration of a business name. It is critical for the corporation to ensure that the name chosen is available by conducting a search on the USPTO online too. The second step involves the registration with the state at the county offices. For a corporation that intends to operate outside a specific state, it is advisable to register with the federal government. This enables the corporation to have a trademark, which enables it to receive protection. Using a fictitious name in business presents numerous benefits such as ensuring that the company enjoys a clear feasibility in its marketing strategies. It also becomes easier to open and operate bank accounts for the business. Using a unique and fictitious name also presents the business with a high level of credibility among customers and suppliers (Gilson, Lalonde, & Green, 2003). It is critical to register fictitious names so that the identity of the business can be protected. Proper registration ensures that other businesses do not use the same name.

Multiculturalism in Democratic European Countries Essay

Multiculturalism in Democratic European Countries - Essay Example Managing diversity in democratic European countries has several issues to address. Similar to Africa, Europe is not a monumental space. It is a rich and abundant continent occasionally divided by history into several fragments, languages, and cultures. Furthermore, similar to African societies, European democratic societies, in their distant past or recent history, have been faced by the same concern: discovering the most suitable form of government to guarantee respect for minority rights, at the same time as supporting the determination to live together. The implementation of democracy and legitimacy as ideals rising above multiculturalism, the execution of protection systems for minorities and regionalization and decentralization strategies have aided in addressing the concern, mitigate conflicts and build an established and secure Europe. However, there is still some form of tension that persists in Europe and there is still development to be initiated in particular democratic so cieties where groups continue to experience discrimination in education, employment, and housing (Kymlicka 2001). The concern of diversity management emerges increasingly in terms of the assimilation of migrants. Democratic European countries have had various experiences in the issue, frequently affected by the manner in which these societies themselves were established as nations. It can be noted that the boundary between these various models is not, though, watertight. Beyond the various frameworks, the same problems continue everywhere in terms of the assimilation of migrants into public economic life. The outcome is that numerous of the youth descending from immigrants have more and more problematic in acknowledging a life of social, educational and professional failure. There is hence an urgent necessity to form the appropriate conditions for migrants to break out from a social life constricted to the boundaries of ethnic communities and have access to an opportunity of genuine participation in the life of democratic European societies (Lisbon Forum 2005).  Ã‚  

Analysis of Hayek's The Road to Serfdom Term Paper

Analysis of Hayek's The Road to Serfdom - Term Paper Example Ultimately, Hayek believes that these two states and others did not intend to go down this road to serfdom; however, he thinks, it is the natural result of a certain philosophy and a particular concept of freedom. These inconsistent ideas make possible the kind of unjust distribution and allocation of resources resulting in the tyrannical socialist state: where conflict is unstopping, economic principles are ignored, and suffering is taken to be the norm. Hayek intended the content and theories in this work not only to apply to the climate in which he wrote it but to the condition of societies as they exist decades and even centuries into the future. Hayek begins his work with a worry: that socialism and central planning is essentially a â€Å"road to serfdom† and that if one goes along this road, one will be traveling down the same road as the most brutal totalitarian states of the 20th century. Citing Hitler’s 1941 proclamation that â€Å"basically National Socialism and Marxism are the same†, Hayek begins his work with that basic theme. ... Using this thrust of the argument, Hayek analyzes the central planning aspect of many economies in the world. If societies might be better off using a spontaneous order, then what is the purpose of a central plan, Austrian economists might argue. The idea of spontaneous order is inherent in the â€Å"invisible hand† economic proposal in Adam Smith’s The Wealth of Nation; however, Hayek elaborates on the likelihood of acting on more complete information in the case of spontaneous order, whereas the centralized authority operates on a limited set of information, attempting to make decisions affecting the economy. Hayek’s second chapter deals with something he calls â€Å"The Great Utopia†, which is a reference to the socialist state that utilizes central planning. The most important part of this section is the argument that socialism and communism together are â€Å"an illusion† (Hayek 165). That is, they are merely the first step in a process that ul timately ends in fascism and tyranny. This is the lack of agreement on the ends but an agreement on the means.  Ã‚  

The musical thought and influence of Brian Eno Essay - 1

The musical thought and influence of Brian Eno - Essay Example "This resource is very relevant for the topic of study, considering that it traces the history of Brian Eno and what he has been able to do in music, which earns him a name. Through this source, we get to understand that; while music has been introduced with different aims, Brian Eno’s contemporary music, which he has referred as the "ambient" music, has been customized to, and intended for a particular place, or meant to elicit a particular mood. He has sought to influence the people in different contexts, with music that is particularly tailor-made for that purpose. Consequently, he introduced â€Å"ambient music for airports†, after wondering how the architects of an airport in Germany would have managed to be very careful with the floor plan, but neglect the essence of having a soundtrack in the airport terminal. Brian Eno is held in high esteem as a visionary record producer, ambient composer and leading sound experimentalist. His influence is actually felt based o n the choice and the diversity of the musical genres and subjects he handles, such that despite being a confirmed atheist, Brian Eno has gone ahead and done an album inspired by Christian gospel music. Thus, he has been able to traverse different what he refers to as ‘community music’, music that is all-encompassing and all-inclusive, by establishing music that is able to transcend the individuality and sense of self, and making an individual to completely surrender to the tone, mood and texture elicited by the music.  

Resources for Readers Theater Term Paper Example | Topics and Well Written Essays - 500 words - 1

Resources for Readers Theater - Term Paper Example My group worked well together I must say. Everyone contributed to the success of the project. We shared out roles amongst ourselves. Some students carried the seats and arranged them in the auditorium for the stage reading. Other students offered to clean the stage for us to have a suitable environment (Aaron 54). We appointed a student to be the leader of the session for that time. His job was to maintain order and see to it that everything ran smoothly. The group worked remarkably well together. Everyone participated actively. People showed up in time for the stage reading. Each student would speak up when it was their turn; no one had to be reminded due to lack of attention. There was a reasonable amount of order which made it easier to work and finish in good time. Form this collaboration with my fellow student I learned a great deal. There is so much talent in my theatre class. Every student has a different kind of talent. There is also a lot of passion for the arts in the class and this is something I truly appreciated as I found people I can genuinely connect with due to similar interests. I would say the collaboration was a definite success on our part. We have never worked better or made so much progress together. A lot of things, I would say, went well during the collaboration. We all managed to master our lines in the script. We found a way to help each other with parts that gave us difficulties (Aaron 54). At the end of it all, we finished our staged reading project. Above all, we actually got time to interact with each other. I would say many friendships have been made. What I think could have gone better is the time we had to do our stage reading. The time given to us was very short for such a long script. We were asked to leave the auditorium after a considerably short amount of time. Despite this minor shortcoming, we still managed to complete the project (Aaron 70).

Advanced Gas-cooled Reactor versus Pressurized Water Reactor debate Essay

Advanced Gas-cooled Reactor versus Pressurized Water Reactor debate - Essay Example On the contrary, the Pressurized Water Reactors are cheaper to maintain, environmentally safe and reliable. This prompted the government to commission the Sizewell B project. Future energy generation considerations are likely to favor the use of renewable sources that are cheaper, and environment friendly. Contents 1.0 Introduction From the 1960s, there was a clarion call to develop nuclear energy in UK with Advanced Gas-Cooled Reactors (AGRs) being the preferred choice. The first prototype of the advanced gas-cooled reactor was developed in 1962, but the first commercial AGR became operational in 1976. Complexities in implementation of the prototype delayed completion of the first AGR commercial plants. Other AGR projects were to be commissioned later in the 70s, and the 80s. However, they faced the same challenge (delayed implantation) compounded with a heavy cost implication. This led to an acrimonious debate about the use of AGR technology to generate electricity, when other econ omically viable means were available. The immense pressure forced the UK government to abandon building AGRs anymore and instead focused on the Pressurized Water Reactors (PWRs). This led to the commissioning of Sizewell B in 1987 to 1995. The PWRs were considered to be cheaper, environmentally safer and more reliable than the AGRs. ... The AGR is designed to use carbon dioxide as a coolant and graphite as a moderator. The AGR is a specifically UK breed of reactor developed, from the design for the very first nuclear reactor, to generate electricity for commercial use, a reactor built at Calder Hall in Cumbria, UK (Breeze, 2005, p. 258). Figure 1: Schematic diagram of an AGR Source: World Nuclear Association There are several advanced gas-cooled reactors built in the UK, but they have been found to be costly to operate. Most of the AGR plants cost more at the completion than it was initially anticipated and no further units of the design are planned. Instead, the last nuclear power plant built in the UK employed a United States PWR design (Breeze, 2005, p. 258). Pressurized water reactors (PWRs) are used in light-water reactor power plants. Although, there are different manufacturers in the United States, the fundamental characteristics of the PWRs are the same: the main coolant brings up steam vapor in the heat exc hanger, known as the steam generator and this steam drives the turbines. Figure 2: Schematic diagram of a PWR Source: Tennessee Valley authority By the 1970s, United Kingdom was the only major Western Europe country yet to adopt the use of light water reactors (LWR) technology to develop. This was a result of a protracted debate between the protagonist of the AGR and the LWR. It was argued that the LWR was unsafe, thus the promotion of AGR usage. The Magnox stations in UK had for a long time been faced with the problems of low volumetric power density, low operating temperatures and low pressures. The time had come to look for an alternative, and well improved design. This led to the development of the advanced gas-cooled reactors.

Dance Paper Essay Example for Free

Dance Paper Essay This dance is danced to live music with traditional Cambodian instruments. There is also singing done by the musicians. It is performed on an indoor stage. The dancers are very graceful and move slowly. The focus a lot on head movements even though there is a slight tilt from side to side. The dancers are carrying a goblet. They wear costumes with headpieces. The hands and wrist move and the focus is on the upper body because the long skirts cover up the legs. This dance looks like it may symbolize something that has to do with the goblet prop. Royal Ballet of Cambodia. This dance is danced on stage and with live music and traditional singing. The dancers are very graceful and the women play both the male and female part. There are dancers in the background sitting. The dancers use their hands and do not travel very much. The costumes are elaborate and the headpieces are very large. The facial expressions are subtle and not dramatic. The torso remains upright. The dance is performed indoors on a stage with lighting. This dance may symbolize a love story because there are both male and female roles. Tahiti Group Dance Performance This dance is performed on an outdoor stage with live music. The male dancers wear grass skirts just as the female dancers. The dance is very fast and upbeat. The female dancers move their hips while the male dancers move their legs in a scissor motion. Like the Cambodian dances, the facial expressions are not dramatic- they are very subtle. Male Tahitian Dance This is performed outdoors on grass to live music. The audience is not shown in this video but it seems like the audience is very casual. The dancers are scream and chant with passion. The male dancers wear garlands around their arms and ankles. They are in very short grass skirts. The dancers move very quickly using their legs and arms. They travel as a group and do the same movements as a group. Fiji Dance This dance is performed outdoors to live music and live singing. This dance is about the Fiji ancestors. The dancers wearing grass garlands around their arms and grass skirts. The singing is very beautiful and the dancers are fluid in their movements. This seems to be a production because there are many dancers. It seems like a very large ceremony. There are different parts to this dance and it goes from smooth and fluid to a part that is more warrior-like. The males march and carry props like they are in battle. In the battle scene, they have their face painted to create a bigger effect of battle. The scene after the battle has the female dancers who are wearing dresses. They dance very fluidly with the paddle prop. It seems like the male dancers bring the strength to the dance and the female dancers bring the grace. Maori- Dances of Life excerpt The dancers provide their own music using their voices and slaps. This seems like it is a warrior dance because the male dancers are very intense. They have painted faces and their faces are dramatic. The dance is about frightening the enemy and getting ready for war. They are dressed in loin cloths and use a spear prop. They dance outdoors in front of an audience. The dance itself has a lot of stomping and moving of the arms. New Zealand- Haka They are dressed in military outfits on the streets. It looks a lot like the Maori dance because they are chanting and using their legs in a squatting motion. They mostly dance with their upper body by moving their arms. It is very dramatic because of the chanting. They are honoring a member of the military who has passed away.

The Introduction To Applying Game Theory Politics Essay

The Introduction To Applying Game Theory Politics Essay Game theory is the formal study of conflict and cooperation. Game theoretic concepts apply whenever the actions of several agents are interdependent. These agents may be individuals, groups, firms, or any combination of these. The concepts of game theory provide a language to formulate, structure, analyze, and understand strategic scenarios (Turocy, 2001). This paper will conclude a short concept of the Game theory, introducing 2 fundamental types of the theory, an introduction to the current issue over Irans nuclear program and applying the game theory by examining the case of a possible war over Irans nuclear program using key information sources from academic publications, news articles, and government/non-governmental reports, which the main players are Iran and Israel, and having the United States as a secondary player. * note that the results from the game theory is by the writers research on the related case study and the writers self-thoughts, thus does not exactly predict the outcomes of the case study. Introduction to the Game theory In real life it frequently happens that you would be faced to make a decision or to choose the best choice from several options. For instance, you might need to decide whether to invest your money for a masters degree or keep on working with your current education. Another instance could be that you wanted chocolate ice cream but the seller has only strawberry ice cream and you have to either choose it or not. In both of the examples, the results depend on your own decision based on self-minded. In the first case, it depends on your ultimate goal at the time. In the second case, it depends on whether you really want ice cream or not, not just considering the flavor. We can model situations like these using Game theory. The Game theory is one of the models that represent the various options and payoffs in a matrix and can then calculate the best single possible strategy or combination of strategies which simplifies real-world phenomena into a more theoretically form, so that we could easily interpret the sense of it. The mathematician Emile Borel suggested a formal theory of games in 1921, which was furthered by the mathematician John von Neumann in 1928 in a theory of parlor games. Game theory was established as a field in its own right after the 1944 publication of the Theory of Games and Economic Behavior by von Neumann and economist Oskar Morgenstern. This book provided much of the basic terminology and problem setup that is still in use today (Turocy, 2001). This central concept of non-cooperative game theory turned to be the focal point of analysis. Since the 1960s, game theory was broadened theoretically and applied to problems of international relations, including war, terrorism, crisis bargaining, deterrence, and economic sanctions. Incorporated with game models, the application of game theory is to international relations give rise to a large number of important empirical questions. Game models, such as the Prisoners Dilemma, described later in the paper, can help illuminate important substantive issues of international affairs, including how and why actors evolve their policies, based on goals and anticipated benefits in the negotiation processes (Dougherty, 1996). Fundamentals of the Game theory In short, game theory deals with any problem in which each players strategy depends on what the other players do. Game theory simply extends this concept to interdependent decisions, in which the options being evaluated are functions of the players choices (Field, 2009). First of all, we will have to learn about the definition of the words used in the game approach and some simple rules of the game: Because game theory arose from the analysis of competitive scenarios, the problems are called games and the participants are called players. -To begin with, despite the rubric game, the object is not to win. Even for strictly competitive games, the goal is simply to identify ones optimal strategy. -In gaming, players actions are referred to as moves. The role of analysis is to identify the sequence of moves that you should use. A sequence of moves is called a strategy, so an optimal strategy is a sequence of moves that results in your best outcome. There are a lot of theoretical approaches to the game theory, in this paper will present the use of two particular fundamentals of the theory. The first one is the sequential-move game, the players must alternate moves; in the second one is the simultaneous game, which the players can act at the same time. These types are distinguished because they require different analytical approaches. We will come back to apply both games to our study case: a potential war over Irans nuclear program, in which before getting to analyze on the sequential and simultaneous games, it is very important that we get to know the background of our case study first as presented in the next section. Irans Nuclear Program 1. Background Iran has pursued a nuclear program for over four decades. Throughout the history of Irans nuclear program, there has been criticism among their neighboring countries and the Western countries, assuming that Irans nuclear program that they claim to be a civilian nuclear power program has always been a covert military application to build nuclear weapons. Irans first steps toward nuclear capability date back to the time of the Shah. These efforts have continued under the post-revolution Islamic Republic. In 1995, with the signing of the Non-Proliferation Treaty, Iran has a right to develop nuclear technology for peaceful, civilian purposes, excluding developing a nuclear weapon. Irans leadership continues to insist it adheres to these conditions. However, the general temptations nuclear weapons offer in terms of perceived prestige and security, together with Irans pattern of deception and concealment of important elements of its program, have raised doubts about its true intentions.For example, Iran failed to disclose the existence of a large uranium enrichment facility at Natanz or a plutonium separation plant at Arak to the International Atomic Energy Agency until after a disclosure from an exile group in 2002 (Carpenter, 2006). If Irans real intention is to obtain and develop a nuclear weapon, we must understand of why the government is pursuing such an approach that could lead to disastrous implications among the country. Deterrence, both regional and extra-regional, is one of the most important considerations. Iran is located in a volatile region, surrounded by hostile neighbors. Russia, Israel, Pakistan, and India all have nuclear weapons already, so regional deterrence issues probably loom large for Iran (Albright, 2012). Such arms could be used to intimidate their neighbors to accept Iranian primacy or listen to their demands over those of the United States or Israel. In addition to President George W. Bushs statement during his presidency axis of evil speech, linking Iran to Iraq and North Korea came as a prelude to an invasion and occupation of Iraq, which comes to the assuming that Iran could be the next hit target on the United States list (Quillen, 2002). 2. Perspectives toward the program Israel Most of Israels political and security apparatus view Irans nuclear program from a unified perspective, it is one of the top priority issues for the government. There remains four points that serve as a consensus toward Iran: first, is that Iran is committed to maintain a nuclear program with the objective of developing nuclear weapons; second is that Iran seeks to become the regions hegemon and that they see Israel as the obstacle to achieve this goal; third, Irans insistence on its NPT agreement of pursuing a peaceful nuclear program (if that were their main purpose); the last, as a nuclear power, Iran would exercise greater sway with its weaker Arab neighbor-states in which currently support Israels position to prevent Iran from acquiring nuclear weapons. If Iran could develop this capability, many Arab states could be forced to ally themselves with Iran due to strategic necessity and national security (Ben-Meir, 2010). Toward to this respect, Israel has concluded that, it is deemed necessary to prevent Iran from developing and acquiring nuclear weapons, thus leading the governments decision to enhance their special ties with the United States which is pursuing the same policy of preventing Iran from developing nuclear weapons. United States Two sets of concerns toward Irans nuclear program are emphasized along with U.S. national security policies in the Middle East region. First, as Irans history of being a tribune to Islamic revolutions and sponsoring terrorist groups such as Hezbollah, U.S. government fears that such tide would enhance the possibility of the transfer of nuclear weapons to those groups, with or without official approval from Irans leadership. Also, the very possession of nuclear weapons by Iran which opposes to U.S. presence in the region, allies, interests, and values would alter the balance of power in the Middle East in ways that could constrain U.S. options in future regional crises (Rhodes, 2005). Second, this concern has less to do with Iran per se than the impact of an additional nuclear-capable state on the global non-proliferation regime. Cases such as the break-out by India and Pakistan in the late 1990s, and the rise of North Korea with its development of nuclear weapons, an o bvious failure of the NPT system could produce a domino effect among countries that want to acquire such technology. This would also increase the opportunities for unauthorized or accidental use of nuclear weapons and even leading to the worst case scenario of terrorist groups or organized crime networks possessing those weapons. 3. Current newspaper articles on Irans nuclear program We will take a look on the current issue from several related newspaper articles. Iran has developed a nuclear program that it stated is for peaceful purposes and power generation in the nation. However, it is also known that any country with a well-developed peaceful nuclear program has also attained the capability to quickly build a nuclear weapon. The International Atomic Energy Agency (IAEA) has said that medium-level uranium enrichment has begun at the Fordo plant near the Holy city of Qom, north of Tehran (Kanchanalak, 2012). The state of diplomacy between Iran, Israel, and the U.S. demonstrates on the West and Israels attempts to use the IAEA, the United Nations, and international sanctions against Iran have failed to encourage cooperation.  Apparent diplomatic road rage has set in between at least Iran and Israel, which will likely prove deleterious for peace (Riazi, 2012). Looking upon Israel, it is a country that lives in perpetual existential fear for its security. Israel is known for its track record of pre-emptive strikes against nuclear targets in the region. In 1981, it bombed the Osirak reactor in Iraq, and recently in 2007, it attacked a facility in Syria that it believed was intended to be a nuclear reactor. However, Iran, unlike those two countries, presents a much more challenging military and economic question (Kanchanalak, 2012). For Iran, it would likely not back down off the nuclear program and would definitely use self-defense tactics against any attacks from Israel and countries abroad. Evidently if Israel decides to attack, it would leverage non-state assets, such as its relationships with Hezbollah, the Hamas, and other Palestinian actors, to pummel Israel, and its populace would unite behind it. It would also likely use IRGC-Quds Force hit squads to target Israeli interests abroad.  The US would face a complex dilemma if Iran uses the Quds Force in such a manner, as well as  if Iran counter-attacked by striking Israel overtly (Riazi, 2012). Irans supreme leader, Ayatollah Ali Khamenei, countered on a televised program stated that Iran will respond in kind when appropriate, and that sanctions will not alter Irans nuclear ambitions. Khamenei furthered that sanctions, in fact, have encouraged Irans military to become more self-reliant. The Iranian navy could also lay mines to close off the Strait of Hormuz a vital oil artery and send the oil price to over US$200 a barrel (Cordesman, 2006). As proud people Iranians would face humiliation if they responded weakly. However, there is one thing that they really do not want, that is domestic interference and military assaults from the United States. Applying Game Theory By reading and examining the key information sources on the background, perspectives, and news articles above, we now apply the Game theory to the current issues over Irans nuclear program, which in this paper will focus on two game approaches, the sequential-move game, and the simultaneous game. 1. The Sequential-move game To analyze a sequential-move game, first construct a game tree mapping out all of the possibilities. Then follow the basic rule: look ahead and reason back (Field, 2009): 1. Look ahead to the very last decision, and assume that if it comes to that point, the deciding player will choose his/her optimal outcome (the highest payoff, or otherwise most desirable result). 2. Back up to the second-to-last decision, and assume the next player would choose his/her best outcome, treating the following decision as fixed (because we have already decided what that player will pick if it should come to that). 3. Continue reasoning back in this way until all decisions have been fixed. Now lets apply the game approach to our study case. Iran has decided whether to continue on or stop their current nuclear program. By attaining the information from the previous section (Irans nuclear program) we should be able to conclude the game as follow: à  Ã‚ ¸Ã‚  Ãƒ  Ã‚ ¸Ã‚ ²Ãƒ  Ã‚ ¸Ã… ¾Ãƒ  Ã‚ ¸Ã¢â€ž ¢Ãƒ  Ã‚ ¸Ã‚ ´Ãƒ  Ã‚ ¹Ã‹â€ Ãƒ  Ã‚ ¸Ã¢â‚¬ ¡1 Now we can look ahead and reason back. Looking ahead, if Iran continues on with the nuclear program and follows until the last path, it will be that either Iran has to downplay the situation and surrender or choose to use self-defense tactics, thus worsening the scenario. More than likely, if Iran continues on with their nuclear program, a regional conflict will spark up. Reasoning back, we now know that if Iran chooses to stop the program at first or face downplay and losses at the last choice, the issue would likely not turn to be regional but at least controllable around the area. We end this section with a few observations before moving on to simultaneous games. First, notice that looking ahead and reasoning back determines not just one players optimal strategy, but those for all players. It is called the solution to the game. Once it has been determined, it is irrelevant whether or not the game is actually played, as no one can possibly do better than the solution dictates (Field, 2009). That is why the concept of winning does not really apply. Sequential games are determined, so ultimately, there are only two choices: either the player with the last decision gets his/her best outcome, or the game is not played. 2. The Simultaneous game For this game approach we will take a look at the simplest but most famous example set called the Prisoners dilemma. For this paper the writer will assume that readers have a small knowledge about this game set already, thus this section will begin analyzing and adapting the game to the study case without going through the intro of the dilemma. Same as the sequential-move game, we attain the same information for analyzing. For an easier way of interpreting the information to create the dilemma, you first need to breakdown the facts from the information: Iran Priority is to continue with the nuclear program without interference from abroad (esp. Israel) Israel Priority is to get Iran to stop the nuclear program without military action. Now as the case has been simplified, we can demonstrate the game set. Iran shall have two basic choices: (1) to stop the program, or (2) continue on the program. Israel will also have two choices: (1) to attack, or (2) not attack. à  Ã‚ ¸Ã‚  Ãƒ  Ã‚ ¸Ã‚ ²Ãƒ  Ã‚ ¸Ã… ¾Ãƒ  Ã‚ ¸Ã¢â€ž ¢Ãƒ  Ã‚ ¸Ã‚ ´Ãƒ  Ã‚ ¹Ã‹â€ Ãƒ  Ã‚ ¸Ã¢â‚¬ ¡2 The choices are illustrated in the diagram above. The numbers in the boxes refer to the consequences of the decisions. Irans gains and losses are represented by numbers in the lower left corners of the boxes, and Israels gains and losses are represented by numbers in the upper right corners. Look at the box labeled B. The scenario portrayed in box B is that Iran stops the nuclear program and Israel does not attack. If this happens, Iran would not achieve its main objective but Israel, as the result of Iran stopping the program, thus not attacking, does achieve their primary objective. For this scenario Iran loses, receiving -1 and Israel gains, receiving 1. Meanwhile taking another look at box C, Iran would continue on the program and Israel decides to attack. If this happens, Iran will achieve an objective, which is to continue on the program, but only at the cost of having Israel to interfere by attacking. Irans gains and loses cancel each other out, and this results is represented by a 0. Israel, in box C scenario, decides to attack since Iran continued on the program, thus does not accomplish the objective of having Iran stop the program and not attack Iran. In this case Israel loses both its objective so receives a -1 in the box. Looking at all the boxes one at a time, the whole pattern of possible choices and consequences becomes clear. We could also expand the game, instead of having only 2 variables, lets try using 5 variables. The game theory matrix would now have twenty-five boxes (55) instead of four (22). à  Ã‚ ¸Ã‚  Ãƒ  Ã‚ ¸Ã‚ ²Ãƒ  Ã‚ ¸Ã… ¾Ãƒ  Ã‚ ¸Ã¢â€ž ¢Ãƒ  Ã‚ ¸Ã‚ ´Ãƒ  Ã‚ ¹Ã‹â€ Ãƒ  Ã‚ ¸Ã¢â‚¬ ¡3 For this game we also attain more information for analyzing: Iran Priority is to continue with the nuclear program without interference from abroad (esp. Israel) Will comply with IAEA if given permission to continue with the nuclear program Would use self-defense tactics if Israel or countries abroad attacks Would close out the Strait of Hormuz if being attacked and the international sanctions are lifted up. Israel Priority is to get Iran to stop the nuclear program without military action. A diplomatic resolution is desired if Iran stops the nuclear program U.S. government/military has no intentions of getting involved if Iran stops the nuclear program International sanctions will be lifted up if Iran continues on with the nuclear program. Many more consequences are now possible as shown in the diagram above. We now see that game theory helps political scientists analyze and think thoroughly all the possibilities of combination as of decisions and the possible costs and consequences of those decisions. Conclusion International relations and politics in general are complex. The events we observe at the macro-level (e.g., wars, trade, and terrorism) are driven by many events and decisions that occur at the micro-level (e.g., in war: elite decision-making, domestic politics, culture). The tool that political scientists use to make sense of this complexity is modeling. One of the populist models is the game theory. Game theory can be used to design credible commitments, threats, or promises, or to assess propositions and statements offered by others. In using the game theory on predicting possible consequences for our study case, we can see clearly the possible outcomes on which the players (Iran and Israel) decide to choose. This paper has attempted, through using two game theory models, to look into the current conflict between the two countries over Irans nuclear program. As per examining the provided key information sources, it is clearly seen that the main problem is the absence of mutual trust between the two countries, high prestige and different views of national security, which had forced both of them to opt for a decision in their nuclear game with the highest cost for the other side. Definitely that a nuclear-armed Iran would spur proliferation in the Middle East region, increase regional instability, and increase the chance of nuclear war. If Iran chooses to continue on with the nuclear program, it will have to face consequences in which both Iran and Israel tend on avoiding. And if Iran continues on with the program, it could also trigger the possible conflict to a wider arena which would be disastrous to all players. While at every step of the game it may be favorable for either party to insist on its claims, the long-term resolution may be somewhat different. In anyway, this is only a tool for analytical and to interpret information to a theoretical approach which leads to a more simplified way of studying the possible outcomes and the consequences of the study case.

Managerial Role in HR Strategy Development

Managerial Role in HR Strategy Development Executive Summary I am pleased to present this report as part of my academic module of Human Resource Planning. The word Change is now a constant term that takes place in every in every part of organisation. Time has brought a huge change with broader invention, new techniques of implication and human feelings and willingness. The Human Resource Management (HRM) has been well diversified and enriched with information resources, development of technology and globally acceptable policies. So we need to find approaches to managerial involvement in developing efficient HR Planning and Management. In this report I tried to critically evaluate Managerial role in HR strategy development and practices including barriers preventing Line Managers(LMs) from getting involved in HR Planning and Management (HRPM), Measures to overcome the barriers, Risk of involving LMs in HRPM to extensive extent and easiness resulted by the development and uses of Technology in involving LMs in HR practices. I specially want to thank RDI for designing such a pragmatic course with great contents including models outline and techniques in such a way that inspired and helped me a lot to prepare this report. Introduction: Planning Human Resource is a critical aspect within overall organizational framework. Time has brought a great extent of change in policies, theories, techniques, HR equipment and in planning and practices if Human Resources to achieve enterprise goals through establishing wide range of successful management and designing efficient HR strategy. Critical evaluation of the role of senior managers in developing an organizations overall Human Resource Strategy: Senior managers play a pivotal role in developing an organizations overall Human Resource (HR) strategy. Before starting the development of Human Resource (HR) Strategy, the managers need to realize Human Resource Management (HRM) activities and their integration to each other and the HR cycle as because of the strategy is designed to perform those activities efficiently to achieve a set of predetermined objectives. HRM activities and HR cycle are shown in the following diagram with their relationship to each other. HRM Activities Figure: Human Resource Management Activities Human Resource Cycle In developing overall Human Resource strategy in an organization there are three steps: Human resource planning in an organisation: To establish effective human resource strategy in an organization the senior managers need to plan Human Resource, which must be consistently aligned with the organizational framework. Investigation and analysis The managers need to investigate and analyze current situation and of internal and external trends of the organization as the first step of planning HR. The managers should mainly focus on the following key issues: Identify which works need to be done Selecting the approach of performing those works effectively and efficiently to achieve the organizations objectives Identify the skills and experience the organization will need Identify the internal and external factors affect the supply and quality of labor, the demand for labor, and the likely people gap Forecasting Senior managers need to forecast beforehand to develop HR strategy where they will: Predict the likely demand for labor Predict the likely level of labor supply Considering both those levels in relation to the numbers of staff and also to the skills and experience that are needed. Based on those predictions, organizations can assess whether the required numbers of people, with the relevant competencies, are likely to be available. If not, then the organization must carefully identify where the skill gaps are likely to occur and decide what it is going to do about those. Planning and Resourcing The Human Resource Strategy Cycle in an organization: Senior managers need to start-up with human resource cycle as depicted by the Michigan Schools matching model of four generic process can be graphically presented by Harvard framework as shown below: Figure: The Harvard Framework The senior managers needs to plan the four generic process of Human Resource cycle in organization where. The components of this process are: Selection: matching people to jobs Appraisal of performance Rewards: emphasizing the real importance of pay and other forms of immediate and long-term compensation in achieving results Development of skilled individuals According to the Harvard Framework the senior managers must develop two aspects of strategic vision. Employees must be involved in and developed by the organization; and HRM policies must be developed to achieve those goals. The approach of senior managers emphasizes the importance of two elements as: Line managers in ensuring that competitive strategy and HR policies are aligned HR managers in setting policies that fit well with the organizations overall aims. The key components of Harvard Framework are shown below: Figure: The Harvard Framework In the first instance, senior managers will carefully identify the fundamental issues, which are important to develop an organizations Human Resource Strategy. These may involve: Workforce plan Skills plan Equity plan Economic plan Motivation and fairness planning Pay levels design, retaining and motivating employees Planning employment issues, which impact, on staff recruitment, retention, motivation etc. Designing a framework of performance management issues Planning career strategy An efficiently designed HR strategy will make it substantially easier for the organization to achieve its goals. Thus the senior managers must have to be cautious about the impact of HR strategy on greater environment of overall organization. A strategic human resource planning model There is no single approach to developing a Human Resources Strategy. The specific approach will vary from one organization to another. Even so, an excellent approach towards an HR Strategic Management System is evident in the model presented below. This approach identifies six specific steps for senior managers in developing HR Strategy: Planning Steps: 1. Setting the strategic direction 2. Designing the Human Resource Management System 3. Planning the total workforce Execution Steps: 4. Generating the required human resources 5. Investing in human resource development and performance 6. Assessing and sustaining organizational competence and performance Figure: Strategic HR model Analysis: Implementation and control Using the process model discussed earlier, the managers need to design specific components of the HR Strategic Plan as described below. Setting the strategic direction Through this process managers focus on aligning human resource policies to support the accomplishment of the Companys mission, vision, goals and strategies. In this regards the following actions are recommended for the senior managers: Perform external scanning evaluating its impact on the organizational objective Identify organizational vision, goal, mission, objective and principles for guidance Identify strategies Designing the Human Resource Management System In this stage managers focus on the selection, design and alignment of HRM plans, policies and practices. Managers will particularly need HRM policies and practices to support strategic organizational objectives. For the managers a good approach in developing appropriate HR strategy is to identify the appropriate HRM practices which support the organizations strategic intent as it relates to recruitment, training, career planning and reward management. In this regards senior managers are recommended to: Identify appropriate human resource plans, policies and practices needed to support organizational objectives Identify relevant human resource best practices Conduct an employment systems review Planning the total workforce Managers need to determine future business requirements, especially those relating to manpower requirements, represents one of the most challenging tasks facing HR managers. The development of a workforce plan is a critical step for managers.Workforce planning is a systematic process of identifying the workforce competencies required to meet the companys strategic goals and for developing the strategies to meet these requirements. It is a methodical process that provides managers with a framework for making human resource decisions based on the organizations mission, strategic plan, budgetary resources, and a set of desired workforce competencies. In this regards senior managers are recommended to do the folloeing: Determining appropriate structure to support objectives Designing key activities Developing workforce planning Compiling a workforce framework and identify designated groups and current competencies for workforce Generating the required human resources In this process senior managers focus on recruit and hire of people, classify them, train them and assign employees on the basis of strategic plan. It requires a comprehensive workplace skills planning which will identify appropriate training priorities based on the organizational requirements within the context of present and future. In this regards senior managers are recommended to do the followings: Evaluating recruitment practices and selection procedure in respect of strategic objectives Developing and implementing comprehensive workplace skills planning thorough training necessity analysis Implementing leadership strategy Adopting occupational techniques and categorizing the group classification Investing in HR Development and Performance Through development responses managers will aim to increase business skills, the application of business skills and the behavioral elements to an organizations effective performance. In many ways, the Skills Development legislation has required managers to re-engineer their developmental methods and practices. Through reward strategies managers aim to align the performance of the organization with the way it rewards its people, providing the necessary incentives and motivation to staff. Its components can be a combination of base pay, bonuses, profit sharing, share options, and a range of appropriate benefits, usually based on market or competitor norms and the organizations ability to pay. In this regards senior managers are recommended to do the following: Determine the appropriate policies, procedures and practices in respect of Designing career path Initiating performance appraisals through relevant analysis Framework of employee development and training Planning reward management Designing promotional activities and classifying job assignment with prudent assignment planning Assessing and sustaining organizational competence and performance Finally, few managers effectively measure how well their different inputs affect performance. In particular, no measures may be in place for quantifying the contribution people make to organizational outcomes or, more important, for estimating how changes in policies and practices, systems, or processes will affect that contribution. In this regards senior managers are recommended to: Evaluating organizational culture Implementing succession plan Evaluating strategy for human resource through quantitative measures Revising and adapting Human Resource strategies Making the HR Strategy integral to the organization The senior managers also should make sure that the strategies of Human Resource are integrated with overall organizational goals. To achieve these goals, the senior managers should: Discuss with all stakeholders about the nature of the strategies; Focus on benefits derived from the strategies; Ensuring real commitment to the strategies at the all levels of organization; Giving feedback on the implementation of the plan; They should involve HR strategy as part of induction process. The barriers which may prevent line-managers becoming more involved in HR Planning Management and Measures can be take to overcome them: HR hierarchy shows LMs are key persons to run the organization where all other department and their activities and success depend upon responses and performance of LMs. So LMs are prevented by many seasons and amongst the two principal barriers to most line managers supporting the HRPM are: Heavy workloads Line Managers (LMs) are always assigned with extensive workload to keep operation department running to achieve predetermined targets. In a study shown that 96% Line Managers agreed that Heavy workload keep them always busy to concentrate somewhere else. As a result, LMs heavy workload prevents LMs from taking part in HRPM as a principal barrier. Short-term job pressures 87% LMs agreed that Time constrain in respect of short-term job pressure as second principal barrier which prevent them from involving with HRPM. To overcome these barriers proper utilization of technology to minimize the workload or increase the number of Line Managers to share short-term job pressures so that there is enough people to take over while another is working in HR. Other barriers to line manager are: Human Resource Planning and Management (HRPM) is a difficult process Line Managers (LM) are designated and assigned for operational activities and performance appraisal through practices of already designed and managed activities HR activities. HR planning and Management is a technical approach where HR manager is specialized with the knowledge and skills to perform the HRP and HRM activities. But the line managers may not have this skills and knowledge. So they most of the times are reluctant to be involved with the process. In this regard, senior managers should design the roles and responsibilities of a line manager very carefully where there are scopes of being involved with HRP and HRM. As a mandatory process top managers may include special training session to enrich them with HR ideologies and management practices so that the line managers without HR background may learn about the technical approaches involved in the HRP and HRM. Lack of desire The fact that LMs are not always sufficiently willing to take on HR responsibilities or that their motivation to do so is lacking highlights a lack of personal incentives for using HR practices. So lack of desire for any reason including lack of incentives, workload, time constraint is one of the barriers that prevent them to be involved with HRP and HRM. Institutional incentives can persuade LMs to give HR activities serious consideration. So adapting such a business policy where line managers are motivated enough to prioritise HR roles or by making HR responsibilities an integral part of LMs own performance appraisals, their job descriptions may improve their attitude towards being invloved with HRP/HRM. Lack of capacity LMs need time to learn and implement HRP/M successfully. Because HR tasks are generally devolved to LMs without reducing their other duties lack of their capacity to deal with challenges involved in HRP/M. This implies, lack of capacity is another constrain hindering Line Managers taking part in HRP/M. The design of line managers responsibilities should apply variability approach where there should be enough room for them to act with HRP/M. they are usually given a short-term target to be achieved and their time is appropriately aligned with other responsibilities. So there should be alternative choices for them to be involved e.g. if a line manager is getting involved with HR practices, their other jobs are shared with other managers i.e. compromise with their workload or extra facilities may attract them to get involved with HRP/M. Lack of competencies There is a need for HR-related competencies for successful HRP/M implementation. LMs lack specialist knowledge and skills in terms of labor law, HR strategy, HR technology etc. So this lacking may prevent them from getting involved with HRP/M. Through a comprehensive training program this barrier can be overcome. There are specific legal requirements and practices and it is evident that many organizations arrange HR training program for Line Managers. Lack of support There is a need for support from HR managers for successful HRP/M implementation. If HR specialists are unable or unwilling to provide clear and proactive support, LMs will lack sufficient HR skills (Gennard/Kelly 1997; Renwick 2000) and proper encouragement to plan and manage the workforce effectively. So this barrier may also prevent the line managers to take part at HR activities. In these circumstances, senior managers have make sure that the HR managers properly cooperate with Line managers. Senior managers can design a certain set of alternatives that the line managers may follow including IT enabled automatic systems in case of HR managers limitations including inability, unavailability or unwillingness where they will be appreciated instead of being criticized. Lack of policy and procedures There is a need for a clear overall HR policy and accompanying procedures to coordinate which practices LMs should use and the way they should take part in HRP/M. This may prevent line managers to take part in HRP/M. In this case senior managers can consult with LMs about the devolution of their responsibilities and design an agreed set of terms and condition for line mangers which will specify their roles and mechanisms they will be willing to be involved in the process of HRP/M. Role and opinion conflict The conflict of roles, responsibilities and opinion may hinder LMs to get involved with HRP/M. Because In this case taking part in the HRP/M by a line manager is monitored and authorised by HR Manager. In this case, senior managers need to improve information sharing between the managers and top-level management may involve to assure and recognize LMs involvement. Rapid Change Rapid change business policy, economic environment and technology also may prevent the Line Managers from getting involved in HRP/M. Because the changes have impact on HR planning and Management practices. Arranging the frequent employee forum discussion or meeting about the changes so that there should not be any ambiguity or conflict about the changes took place in HR practices due to the above changes. The legal framework There are some legal bindings in HR practices which may de-motivate LMs to take part in HRP/M. This may arise from labour and mercantile law relating to nature of business, demographic issues and managerial roles. This is the fact of limitation of knowledge where only the way to overcome this is arranging proper training sessions for LMs about the implications and consequences. In addition to above measures to overcome those barriers, the following steps are recommended to get line managers involved in HRPM: Employment security Pfeffer considers that this is the essential HR outcome. People cannot be expected to offer their ideas, commitment and hard work unless they have job security. Realising that job security for life is not a realistic aim, Pfeffer goes on to describe the benefits of offering internal job transfers rather than sacking people during a period of organisational change. Extensive training, learning and development The aim is to encourage learning that benefits both the individual and the organisation. There are thus implications for the amount of training provided, the types of training, and the ways in which that training facilitates wider employee development. Employee involvement and information sharing By openly sharing information on performance, financial matters, and so on, organisations may show that they trust their employees and may also encourage them to focus on ways of improving future performance. Many modern approaches to teamworking encourage open discussion of current practice and planning ways of creating improvement. This discussion and planning can only be effective if people have the relevant information. Pay and performance-related rewards There are two key issues relating to rewards. First, high-level employees can be retained by giving higher-than-average rewards. Second, rewards should reflect different levels of contribution particularly successful individuals, teams or departments should be rewarded for their efforts. Harmonization Again based on Japanese production companies, some organisations have tried to make their workplaces more egalitarian, for example through the use of uniforms, shared canteens, harmonisation of working conditions e.g. paid holidays, extensions to share ownership and so on. Risks inherent in line-managers becoming more involved in HRPM An extensive body of literature suggests that giving a major role and influence to LMs in HRM can be problematic (Kirkpatrick et al. 1992; McGovern et al. 1997; Renwick 2003; Maxwell and Watson 2006), and even counter-productive (Thornhill and Saunders 1998). Reservations against assigning strong power to Line managers (LMs) in HRPM challenge their capacity to take on new roles parallel to their current workload, as well as their motivation to care about employees. Moreover, a well-known criticism concerns the gap between what is said and what is practiced. Some researchers even suspect that the trend towards greater delegation of responsibilities to LMs often derives from companies desires to cut structural costs as well as to companies desires to free themselves from some responsibilities. Indeed, due to contradictions that are found in HR practices some responsibilities regarding HRPM are difficult to assume. In this perspective, it is negatively reflected that the companys will is to disengage from specialized services rather than a true redefinition of roles. Thus, the claim that if HRPM is to be taken seriously, personnel managers must give it away can be misleading. As implementing ambitious HR practices is likely to be easier for qualified HR specialists than for LMs, the role of the former is too critical to be given away too quickly. LMs need well designed HR practices to use in their management activities. It is up to HRM specialists to put in place systems that create a favourable climate and enable employees and managers to know what is expected from them. The role of the HR specialists is all the more significant than that of the HR function should be viewed as a critical resource for the company: for example, the expertise necessary for the identification and use of accurate work systems can be thought of as a competitive advantage. In other words, we believe that HR specialists still have a major role to play. This role may be displayed in different ways according to organizational culture. In this context tested hypotheses is that the organizational performance is weak for companies in which decisions regarding major HRPM policies are influence more by LMs than by HR specialists. Line managers are assigned with a critical set operational responsibilities which involves day to day operation with a short-term target. Achieving this short-term target is a basis of overall organisational goals. So if line managers get involved more in HR practices, there is a risk of overall failure to achieve organisational goal due to negative impact on operational success. Despite the positive impact may resulted from Line managers involvement in HRPM, recent research has shown that delegating HRPM responsibility carries a number of challenges and risks of line management involvement in HRPM and there are certain complications. Research provides mixed results about the implications of devolution and the competence of line managers in HRPM work more generally. It has been confirmed that workloads of line managers may marginalize their efforts in developing employees and they may not be able to pay sufficient attention to employee development. Performance criteria and reward systems are more likely to consider business results, than a longer term people development role. The responsibility for HRPM is not very often included among line managers performance objectives. Also, it might be difficult for line managers to play two opposing roles of assessor and coach. Moreover, line managers are not specialists in HR practices and may lack confidence, knowledge and organizational support to assume the responsibility for HRPM. Senior managers must be highly supportive in HRPM role of line managers and an incentive system should be developed to motivate them. Furthermore, acting as a HRPM facilitator demands a coaching management style, as opposed to a directive management style. Lack of coaching skills and insufficient line management motivation for this role is reinforced by findings that the least popular HRPM delivery mechanisms include coaching and mentoring. This may be due to the large commitment of time and resources needed. In respect of Employment law the work of Human Resource functions is increasingly controlled by the requirements of the law. There is an extensive risk of avoiding laws that relate to employment, for example laws on health and safety, on diversity and equality, on employment rights, on rights to strike and so on. The state and the law perform three primary roles in relation to employment as: A restrictive role The state provides a set of rules which limit is what is, and is not, allowed in industrial relations. For example the state defines in what situation workers can go on strike and also defines what management can and cannot do in those situations. A regulatory role This defines the basic rights of all workers. This began with rights for relatively safe working for those employed in mines but has expanded to cover everyone in the workplace. It now also covers many aspects of employment, for example legislation on unfair dismissal means that organisations have to keep careful records on performance, disciplinary procedures and grievances. An auxiliary role Many government bodies give advice, for example on health and safety or equal opportunities, that goes beyond the strict statement of the law. As a result of above employment law being involved in HRPM, excessive involvement of Line manager may result to several conflicts as described below. Conflict with line managers The focus of many line managers will be towards achieving their own, and their teams, targets. This may lead to the manager ignoring guidelines and legislation on working hours, bullying, safety and other issues. Those working in an HR role need to focus on the long-term needs of the organisation: good employee/management relations; working within the legislation, and so on. These long-term needs are of greater importance than achieving a teams short-term targets. Employment and conflicting priorities Managers have a primary aim of adding value to their organisation. By LMs short-term benefit may be gained by sacking employees during periods of low activity. In the long term, however, this is likely to adversely affect staff morale and will also incur costs when new recruits must be found in the future. Freedom and control Conflict may occur between managers wishes to exert freedom in how they run their teams and the strategic need of organisations to exert control and work for at least some degree of consistency. As an example think of policies towards overtime. Line managers may want freedom to use overtime as they think suitable resulting inter-team conflict or problems when employees move between teams. Disputes and grievances The ambiguous nature of HR work is perhaps most clear when disputes occur between employees and management. This may involve a grievance by an individual Line Manager (LM); it may involve a major dispute such as a strike. Technological developments assist the process of facilitating greater line-manager involvement in HRPM Technology Technology refers to the information, equipment, techniques processes required to transform inputs into outputs. It is considered as the basic factor in the process of development. The use of technology lead to increase in the productivity of labor, capital others factors of organization. Role of Technology Increasing the productivity of the workers Utilization of the resources Higher level of output per worker. Creation of the employment More profit for the organization Cost minimization When Human Resource Management (HRM) involves Information Technology (IT) then it is called HRM Information Systems (HRMIS) or in short HRIS. In this modern period of time technology is widely used in HR practices even in developing HR strategy and in their implementation. HRIS is an organized approach for obtaining relevant and timely data, analyze and disseminate data and use them in HR practice and management. We now have the technology to allow us to reduce HR administration and to provide improved levels of service to our internal customers. Through HRIS the managers are able to access up-to-date, accurate, concise, relevant and complete information. Because of HR technology HR roles and practices are changing as shown below: The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. The work time gathers standardized time and work related efforts. The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. The HR management module is a component covering many other HR aspects from application to retirement. The training module provides a system for organizations to administer and track employee training and development efforts. The Employee Self-Service module allows employees to query HRPM related data. Thus, development of Technology played a significant role to overcome barriers preventing LMs from getting involved and it contributed positively to minimize the risk of LMs being more involved in HRPM which illustrated below: More efficient and time saving approach Uses of technology save lots of time in the process where Line Managers are involved. The LMs workloads is minimized and there is availability in time to get involved in HRPM. Better Communication Techno Managerial Role in HR Strategy Development Managerial Role in HR Strategy Development Executive Summary I am pleased to present this report as part of my academic module of Human Resource Planning. The word Change is now a constant term that takes place in every in every part of organisation. Time has brought a huge change with broader invention, new techniques of implication and human feelings and willingness. The Human Resource Management (HRM) has been well diversified and enriched with information resources, development of technology and globally acceptable policies. So we need to find approaches to managerial involvement in developing efficient HR Planning and Management. In this report I tried to critically evaluate Managerial role in HR strategy development and practices including barriers preventing Line Managers(LMs) from getting involved in HR Planning and Management (HRPM), Measures to overcome the barriers, Risk of involving LMs in HRPM to extensive extent and easiness resulted by the development and uses of Technology in involving LMs in HR practices. I specially want to thank RDI for designing such a pragmatic course with great contents including models outline and techniques in such a way that inspired and helped me a lot to prepare this report. Introduction: Planning Human Resource is a critical aspect within overall organizational framework. Time has brought a great extent of change in policies, theories, techniques, HR equipment and in planning and practices if Human Resources to achieve enterprise goals through establishing wide range of successful management and designing efficient HR strategy. Critical evaluation of the role of senior managers in developing an organizations overall Human Resource Strategy: Senior managers play a pivotal role in developing an organizations overall Human Resource (HR) strategy. Before starting the development of Human Resource (HR) Strategy, the managers need to realize Human Resource Management (HRM) activities and their integration to each other and the HR cycle as because of the strategy is designed to perform those activities efficiently to achieve a set of predetermined objectives. HRM activities and HR cycle are shown in the following diagram with their relationship to each other. HRM Activities Figure: Human Resource Management Activities Human Resource Cycle In developing overall Human Resource strategy in an organization there are three steps: Human resource planning in an organisation: To establish effective human resource strategy in an organization the senior managers need to plan Human Resource, which must be consistently aligned with the organizational framework. Investigation and analysis The managers need to investigate and analyze current situation and of internal and external trends of the organization as the first step of planning HR. The managers should mainly focus on the following key issues: Identify which works need to be done Selecting the approach of performing those works effectively and efficiently to achieve the organizations objectives Identify the skills and experience the organization will need Identify the internal and external factors affect the supply and quality of labor, the demand for labor, and the likely people gap Forecasting Senior managers need to forecast beforehand to develop HR strategy where they will: Predict the likely demand for labor Predict the likely level of labor supply Considering both those levels in relation to the numbers of staff and also to the skills and experience that are needed. Based on those predictions, organizations can assess whether the required numbers of people, with the relevant competencies, are likely to be available. If not, then the organization must carefully identify where the skill gaps are likely to occur and decide what it is going to do about those. Planning and Resourcing The Human Resource Strategy Cycle in an organization: Senior managers need to start-up with human resource cycle as depicted by the Michigan Schools matching model of four generic process can be graphically presented by Harvard framework as shown below: Figure: The Harvard Framework The senior managers needs to plan the four generic process of Human Resource cycle in organization where. The components of this process are: Selection: matching people to jobs Appraisal of performance Rewards: emphasizing the real importance of pay and other forms of immediate and long-term compensation in achieving results Development of skilled individuals According to the Harvard Framework the senior managers must develop two aspects of strategic vision. Employees must be involved in and developed by the organization; and HRM policies must be developed to achieve those goals. The approach of senior managers emphasizes the importance of two elements as: Line managers in ensuring that competitive strategy and HR policies are aligned HR managers in setting policies that fit well with the organizations overall aims. The key components of Harvard Framework are shown below: Figure: The Harvard Framework In the first instance, senior managers will carefully identify the fundamental issues, which are important to develop an organizations Human Resource Strategy. These may involve: Workforce plan Skills plan Equity plan Economic plan Motivation and fairness planning Pay levels design, retaining and motivating employees Planning employment issues, which impact, on staff recruitment, retention, motivation etc. Designing a framework of performance management issues Planning career strategy An efficiently designed HR strategy will make it substantially easier for the organization to achieve its goals. Thus the senior managers must have to be cautious about the impact of HR strategy on greater environment of overall organization. A strategic human resource planning model There is no single approach to developing a Human Resources Strategy. The specific approach will vary from one organization to another. Even so, an excellent approach towards an HR Strategic Management System is evident in the model presented below. This approach identifies six specific steps for senior managers in developing HR Strategy: Planning Steps: 1. Setting the strategic direction 2. Designing the Human Resource Management System 3. Planning the total workforce Execution Steps: 4. Generating the required human resources 5. Investing in human resource development and performance 6. Assessing and sustaining organizational competence and performance Figure: Strategic HR model Analysis: Implementation and control Using the process model discussed earlier, the managers need to design specific components of the HR Strategic Plan as described below. Setting the strategic direction Through this process managers focus on aligning human resource policies to support the accomplishment of the Companys mission, vision, goals and strategies. In this regards the following actions are recommended for the senior managers: Perform external scanning evaluating its impact on the organizational objective Identify organizational vision, goal, mission, objective and principles for guidance Identify strategies Designing the Human Resource Management System In this stage managers focus on the selection, design and alignment of HRM plans, policies and practices. Managers will particularly need HRM policies and practices to support strategic organizational objectives. For the managers a good approach in developing appropriate HR strategy is to identify the appropriate HRM practices which support the organizations strategic intent as it relates to recruitment, training, career planning and reward management. In this regards senior managers are recommended to: Identify appropriate human resource plans, policies and practices needed to support organizational objectives Identify relevant human resource best practices Conduct an employment systems review Planning the total workforce Managers need to determine future business requirements, especially those relating to manpower requirements, represents one of the most challenging tasks facing HR managers. The development of a workforce plan is a critical step for managers.Workforce planning is a systematic process of identifying the workforce competencies required to meet the companys strategic goals and for developing the strategies to meet these requirements. It is a methodical process that provides managers with a framework for making human resource decisions based on the organizations mission, strategic plan, budgetary resources, and a set of desired workforce competencies. In this regards senior managers are recommended to do the folloeing: Determining appropriate structure to support objectives Designing key activities Developing workforce planning Compiling a workforce framework and identify designated groups and current competencies for workforce Generating the required human resources In this process senior managers focus on recruit and hire of people, classify them, train them and assign employees on the basis of strategic plan. It requires a comprehensive workplace skills planning which will identify appropriate training priorities based on the organizational requirements within the context of present and future. In this regards senior managers are recommended to do the followings: Evaluating recruitment practices and selection procedure in respect of strategic objectives Developing and implementing comprehensive workplace skills planning thorough training necessity analysis Implementing leadership strategy Adopting occupational techniques and categorizing the group classification Investing in HR Development and Performance Through development responses managers will aim to increase business skills, the application of business skills and the behavioral elements to an organizations effective performance. In many ways, the Skills Development legislation has required managers to re-engineer their developmental methods and practices. Through reward strategies managers aim to align the performance of the organization with the way it rewards its people, providing the necessary incentives and motivation to staff. Its components can be a combination of base pay, bonuses, profit sharing, share options, and a range of appropriate benefits, usually based on market or competitor norms and the organizations ability to pay. In this regards senior managers are recommended to do the following: Determine the appropriate policies, procedures and practices in respect of Designing career path Initiating performance appraisals through relevant analysis Framework of employee development and training Planning reward management Designing promotional activities and classifying job assignment with prudent assignment planning Assessing and sustaining organizational competence and performance Finally, few managers effectively measure how well their different inputs affect performance. In particular, no measures may be in place for quantifying the contribution people make to organizational outcomes or, more important, for estimating how changes in policies and practices, systems, or processes will affect that contribution. In this regards senior managers are recommended to: Evaluating organizational culture Implementing succession plan Evaluating strategy for human resource through quantitative measures Revising and adapting Human Resource strategies Making the HR Strategy integral to the organization The senior managers also should make sure that the strategies of Human Resource are integrated with overall organizational goals. To achieve these goals, the senior managers should: Discuss with all stakeholders about the nature of the strategies; Focus on benefits derived from the strategies; Ensuring real commitment to the strategies at the all levels of organization; Giving feedback on the implementation of the plan; They should involve HR strategy as part of induction process. The barriers which may prevent line-managers becoming more involved in HR Planning Management and Measures can be take to overcome them: HR hierarchy shows LMs are key persons to run the organization where all other department and their activities and success depend upon responses and performance of LMs. So LMs are prevented by many seasons and amongst the two principal barriers to most line managers supporting the HRPM are: Heavy workloads Line Managers (LMs) are always assigned with extensive workload to keep operation department running to achieve predetermined targets. In a study shown that 96% Line Managers agreed that Heavy workload keep them always busy to concentrate somewhere else. As a result, LMs heavy workload prevents LMs from taking part in HRPM as a principal barrier. Short-term job pressures 87% LMs agreed that Time constrain in respect of short-term job pressure as second principal barrier which prevent them from involving with HRPM. To overcome these barriers proper utilization of technology to minimize the workload or increase the number of Line Managers to share short-term job pressures so that there is enough people to take over while another is working in HR. Other barriers to line manager are: Human Resource Planning and Management (HRPM) is a difficult process Line Managers (LM) are designated and assigned for operational activities and performance appraisal through practices of already designed and managed activities HR activities. HR planning and Management is a technical approach where HR manager is specialized with the knowledge and skills to perform the HRP and HRM activities. But the line managers may not have this skills and knowledge. So they most of the times are reluctant to be involved with the process. In this regard, senior managers should design the roles and responsibilities of a line manager very carefully where there are scopes of being involved with HRP and HRM. As a mandatory process top managers may include special training session to enrich them with HR ideologies and management practices so that the line managers without HR background may learn about the technical approaches involved in the HRP and HRM. Lack of desire The fact that LMs are not always sufficiently willing to take on HR responsibilities or that their motivation to do so is lacking highlights a lack of personal incentives for using HR practices. So lack of desire for any reason including lack of incentives, workload, time constraint is one of the barriers that prevent them to be involved with HRP and HRM. Institutional incentives can persuade LMs to give HR activities serious consideration. So adapting such a business policy where line managers are motivated enough to prioritise HR roles or by making HR responsibilities an integral part of LMs own performance appraisals, their job descriptions may improve their attitude towards being invloved with HRP/HRM. Lack of capacity LMs need time to learn and implement HRP/M successfully. Because HR tasks are generally devolved to LMs without reducing their other duties lack of their capacity to deal with challenges involved in HRP/M. This implies, lack of capacity is another constrain hindering Line Managers taking part in HRP/M. The design of line managers responsibilities should apply variability approach where there should be enough room for them to act with HRP/M. they are usually given a short-term target to be achieved and their time is appropriately aligned with other responsibilities. So there should be alternative choices for them to be involved e.g. if a line manager is getting involved with HR practices, their other jobs are shared with other managers i.e. compromise with their workload or extra facilities may attract them to get involved with HRP/M. Lack of competencies There is a need for HR-related competencies for successful HRP/M implementation. LMs lack specialist knowledge and skills in terms of labor law, HR strategy, HR technology etc. So this lacking may prevent them from getting involved with HRP/M. Through a comprehensive training program this barrier can be overcome. There are specific legal requirements and practices and it is evident that many organizations arrange HR training program for Line Managers. Lack of support There is a need for support from HR managers for successful HRP/M implementation. If HR specialists are unable or unwilling to provide clear and proactive support, LMs will lack sufficient HR skills (Gennard/Kelly 1997; Renwick 2000) and proper encouragement to plan and manage the workforce effectively. So this barrier may also prevent the line managers to take part at HR activities. In these circumstances, senior managers have make sure that the HR managers properly cooperate with Line managers. Senior managers can design a certain set of alternatives that the line managers may follow including IT enabled automatic systems in case of HR managers limitations including inability, unavailability or unwillingness where they will be appreciated instead of being criticized. Lack of policy and procedures There is a need for a clear overall HR policy and accompanying procedures to coordinate which practices LMs should use and the way they should take part in HRP/M. This may prevent line managers to take part in HRP/M. In this case senior managers can consult with LMs about the devolution of their responsibilities and design an agreed set of terms and condition for line mangers which will specify their roles and mechanisms they will be willing to be involved in the process of HRP/M. Role and opinion conflict The conflict of roles, responsibilities and opinion may hinder LMs to get involved with HRP/M. Because In this case taking part in the HRP/M by a line manager is monitored and authorised by HR Manager. In this case, senior managers need to improve information sharing between the managers and top-level management may involve to assure and recognize LMs involvement. Rapid Change Rapid change business policy, economic environment and technology also may prevent the Line Managers from getting involved in HRP/M. Because the changes have impact on HR planning and Management practices. Arranging the frequent employee forum discussion or meeting about the changes so that there should not be any ambiguity or conflict about the changes took place in HR practices due to the above changes. The legal framework There are some legal bindings in HR practices which may de-motivate LMs to take part in HRP/M. This may arise from labour and mercantile law relating to nature of business, demographic issues and managerial roles. This is the fact of limitation of knowledge where only the way to overcome this is arranging proper training sessions for LMs about the implications and consequences. In addition to above measures to overcome those barriers, the following steps are recommended to get line managers involved in HRPM: Employment security Pfeffer considers that this is the essential HR outcome. People cannot be expected to offer their ideas, commitment and hard work unless they have job security. Realising that job security for life is not a realistic aim, Pfeffer goes on to describe the benefits of offering internal job transfers rather than sacking people during a period of organisational change. Extensive training, learning and development The aim is to encourage learning that benefits both the individual and the organisation. There are thus implications for the amount of training provided, the types of training, and the ways in which that training facilitates wider employee development. Employee involvement and information sharing By openly sharing information on performance, financial matters, and so on, organisations may show that they trust their employees and may also encourage them to focus on ways of improving future performance. Many modern approaches to teamworking encourage open discussion of current practice and planning ways of creating improvement. This discussion and planning can only be effective if people have the relevant information. Pay and performance-related rewards There are two key issues relating to rewards. First, high-level employees can be retained by giving higher-than-average rewards. Second, rewards should reflect different levels of contribution particularly successful individuals, teams or departments should be rewarded for their efforts. Harmonization Again based on Japanese production companies, some organisations have tried to make their workplaces more egalitarian, for example through the use of uniforms, shared canteens, harmonisation of working conditions e.g. paid holidays, extensions to share ownership and so on. Risks inherent in line-managers becoming more involved in HRPM An extensive body of literature suggests that giving a major role and influence to LMs in HRM can be problematic (Kirkpatrick et al. 1992; McGovern et al. 1997; Renwick 2003; Maxwell and Watson 2006), and even counter-productive (Thornhill and Saunders 1998). Reservations against assigning strong power to Line managers (LMs) in HRPM challenge their capacity to take on new roles parallel to their current workload, as well as their motivation to care about employees. Moreover, a well-known criticism concerns the gap between what is said and what is practiced. Some researchers even suspect that the trend towards greater delegation of responsibilities to LMs often derives from companies desires to cut structural costs as well as to companies desires to free themselves from some responsibilities. Indeed, due to contradictions that are found in HR practices some responsibilities regarding HRPM are difficult to assume. In this perspective, it is negatively reflected that the companys will is to disengage from specialized services rather than a true redefinition of roles. Thus, the claim that if HRPM is to be taken seriously, personnel managers must give it away can be misleading. As implementing ambitious HR practices is likely to be easier for qualified HR specialists than for LMs, the role of the former is too critical to be given away too quickly. LMs need well designed HR practices to use in their management activities. It is up to HRM specialists to put in place systems that create a favourable climate and enable employees and managers to know what is expected from them. The role of the HR specialists is all the more significant than that of the HR function should be viewed as a critical resource for the company: for example, the expertise necessary for the identification and use of accurate work systems can be thought of as a competitive advantage. In other words, we believe that HR specialists still have a major role to play. This role may be displayed in different ways according to organizational culture. In this context tested hypotheses is that the organizational performance is weak for companies in which decisions regarding major HRPM policies are influence more by LMs than by HR specialists. Line managers are assigned with a critical set operational responsibilities which involves day to day operation with a short-term target. Achieving this short-term target is a basis of overall organisational goals. So if line managers get involved more in HR practices, there is a risk of overall failure to achieve organisational goal due to negative impact on operational success. Despite the positive impact may resulted from Line managers involvement in HRPM, recent research has shown that delegating HRPM responsibility carries a number of challenges and risks of line management involvement in HRPM and there are certain complications. Research provides mixed results about the implications of devolution and the competence of line managers in HRPM work more generally. It has been confirmed that workloads of line managers may marginalize their efforts in developing employees and they may not be able to pay sufficient attention to employee development. Performance criteria and reward systems are more likely to consider business results, than a longer term people development role. The responsibility for HRPM is not very often included among line managers performance objectives. Also, it might be difficult for line managers to play two opposing roles of assessor and coach. Moreover, line managers are not specialists in HR practices and may lack confidence, knowledge and organizational support to assume the responsibility for HRPM. Senior managers must be highly supportive in HRPM role of line managers and an incentive system should be developed to motivate them. Furthermore, acting as a HRPM facilitator demands a coaching management style, as opposed to a directive management style. Lack of coaching skills and insufficient line management motivation for this role is reinforced by findings that the least popular HRPM delivery mechanisms include coaching and mentoring. This may be due to the large commitment of time and resources needed. In respect of Employment law the work of Human Resource functions is increasingly controlled by the requirements of the law. There is an extensive risk of avoiding laws that relate to employment, for example laws on health and safety, on diversity and equality, on employment rights, on rights to strike and so on. The state and the law perform three primary roles in relation to employment as: A restrictive role The state provides a set of rules which limit is what is, and is not, allowed in industrial relations. For example the state defines in what situation workers can go on strike and also defines what management can and cannot do in those situations. A regulatory role This defines the basic rights of all workers. This began with rights for relatively safe working for those employed in mines but has expanded to cover everyone in the workplace. It now also covers many aspects of employment, for example legislation on unfair dismissal means that organisations have to keep careful records on performance, disciplinary procedures and grievances. An auxiliary role Many government bodies give advice, for example on health and safety or equal opportunities, that goes beyond the strict statement of the law. As a result of above employment law being involved in HRPM, excessive involvement of Line manager may result to several conflicts as described below. Conflict with line managers The focus of many line managers will be towards achieving their own, and their teams, targets. This may lead to the manager ignoring guidelines and legislation on working hours, bullying, safety and other issues. Those working in an HR role need to focus on the long-term needs of the organisation: good employee/management relations; working within the legislation, and so on. These long-term needs are of greater importance than achieving a teams short-term targets. Employment and conflicting priorities Managers have a primary aim of adding value to their organisation. By LMs short-term benefit may be gained by sacking employees during periods of low activity. In the long term, however, this is likely to adversely affect staff morale and will also incur costs when new recruits must be found in the future. Freedom and control Conflict may occur between managers wishes to exert freedom in how they run their teams and the strategic need of organisations to exert control and work for at least some degree of consistency. As an example think of policies towards overtime. Line managers may want freedom to use overtime as they think suitable resulting inter-team conflict or problems when employees move between teams. Disputes and grievances The ambiguous nature of HR work is perhaps most clear when disputes occur between employees and management. This may involve a grievance by an individual Line Manager (LM); it may involve a major dispute such as a strike. Technological developments assist the process of facilitating greater line-manager involvement in HRPM Technology Technology refers to the information, equipment, techniques processes required to transform inputs into outputs. It is considered as the basic factor in the process of development. The use of technology lead to increase in the productivity of labor, capital others factors of organization. Role of Technology Increasing the productivity of the workers Utilization of the resources Higher level of output per worker. Creation of the employment More profit for the organization Cost minimization When Human Resource Management (HRM) involves Information Technology (IT) then it is called HRM Information Systems (HRMIS) or in short HRIS. In this modern period of time technology is widely used in HR practices even in developing HR strategy and in their implementation. HRIS is an organized approach for obtaining relevant and timely data, analyze and disseminate data and use them in HR practice and management. We now have the technology to allow us to reduce HR administration and to provide improved levels of service to our internal customers. Through HRIS the managers are able to access up-to-date, accurate, concise, relevant and complete information. Because of HR technology HR roles and practices are changing as shown below: The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. The work time gathers standardized time and work related efforts. The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. The HR management module is a component covering many other HR aspects from application to retirement. The training module provides a system for organizations to administer and track employee training and development efforts. The Employee Self-Service module allows employees to query HRPM related data. Thus, development of Technology played a significant role to overcome barriers preventing LMs from getting involved and it contributed positively to minimize the risk of LMs being more involved in HRPM which illustrated below: More efficient and time saving approach Uses of technology save lots of time in the process where Line Managers are involved. The LMs workloads is minimized and there is availability in time to get involved in HRPM. Better Communication Techno