Cruel Nature of Caleb Gare Essay Example

Unfeeling Nature of Caleb Gare Paper Unfeeling nature of Caleb gare Wild Geese is a novel composed by Martha Ostenso. The rationale of fatherly strength and oppression forced by Caleb Gare is unmistakably felt all through the entire novel. He is driven by his longing to get more land and hence more cash. In this way he doesn't just tyrannize his family, yet in addition his neighbors. Dedicating for his entire life to Just one materialistic objective, to secure however much land as could reasonably be expected, Caleb utilizes his assets to show his capacity and in this manner assets become his most elevated worth. Caleb felt a sparkle of fulfillment as he remained there on the edge peering out over his and until the last light had gone. He could hold this, and more add to it a seemingly endless amount of time after year add to his group of thoroughbred Holsteins and his drove of ponies raise more sheep try different things with turkey and goose for the winter showcases in the south this as long as he held the whip hand o ver Amelia. (Martha Ostenso 19) In this section is demonstrated his fixation on his homestead, and a powerful urge to acquire however much as could be expected. He overlooks the genuine estimations of life and becomes egotistical and haughty man. He is depicted as a beast without emotions. His Ruthless conduct towards amily and neighbors is the motivation behind why the entire network detests him and simultaneously fears him. His detachment towards people's opinion of him is obviously appeared in the accompanying section: throughout each and every day, not a spirit went to the Gare ranch, not a spirit left it, not even to visit the Sandbos, two miles or less away. Also, Caleb went about with the fixed, garbled face of an old satyr, hastily unconcerned with what went on, unaware of those about him, underneath, holding rigid the reins of intensity, alert, Jealous of each motion in the life inside which he moved and represented. (Martha Ostenso 34). A case of Calebs savage and merciless conduct against his neighbors can be seen when he powers his child Martin to go angling to the Bjarnassons lake. Martin meets Erik Bjarnasson with whom he discusses the way that their lake isn't yet open for angling. We will compose a custom paper test on Cruel Nature of Caleb Gare explicitly for you for just $16.38 $13.9/page Request now We will compose a custom article test on Cruel Nature of Caleb Gare explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer We will compose a custom article test on Cruel Nature of Caleb Gare explicitly for you FOR ONLY $16.38 $13.9/page Recruit Writer At that point Erik welcomes him to the house for espresso however Martin can't. The accommodation of Eric disgraced him without a doubt. After this talk he chooses not to comply with the guidelines which Caleb gave him and returns home. Martin didn't take the lake street. He thought with self-searing of his unique arrangement in coming here to descend underneath the willows and around the finish of the bay where he would not be seen by the Bjarnassons. Such had been Calebs guidelines given in full conviction that they would be complied. He would need to come clean with his dad when he showed up home. Caleb would be in a transcending rage, which would communicate in a delicate mockery and later in a weird and forebodingly compelling maltreatment of Amelia, that Martin never comprehended. (Martha Ostenso 125) When Caleb got back and discovered that Martin didn't bring any fish, he had a little fight with Martin, after which he went out to his flax field and hypothesized how to ompel Martin to angle. After some time he visits his neighbor Thorvald Thorvaldson, in light of the fact that he has for a long while been itching to get some portion of his property. At the point when he goes into the house, he sees that they had fish for supper. This satisfies him on the grounds that the main spot where Thorvald could get this fish is the Bjarnassons lake. What's more, he realizes that Bjarnassons help during the haying. Angling in his lake would not be promptly pardoned, particularly if the guilty party were trusted and obligated companion. It would without a doubt mean a conclusion to favors, and credits (Martha Ostenso 146) Caleb acquires motivation to extorts Thorvald. He offers Thorvald his quiet and money and Thorvald would need to give him a bit of his territory. This scene was fairly clever and yet dull and tense since it communicated bad form of Caleb. Thorvalds eyes became morose. Caleb Gare was getting him at that point. Na-ow! Not von section of land! he scratched. Caleb shrugged his shoulders and went to go. Good, yet dont accuse me if Bjarnasson dont go over with the group, he said. Thorvaldson walked rapidly into step with him as he strolled toward the truck. Better than to lose Bjarnassons support. Vhen you v ant it? He nearly whimpered. (Martha Ostenso 148) It is evident that everyone despises Caleb however they are too pleasant and innocent to stop his peaceful structure of his impact. Caleb Gare controls his family with pitilessness and hard physical work. He powers his kids to work the entire day on the homestead. As his ranch develops, there is increasingly more work to be done, yet he has just his better half Amelia and four kids to work there. He wouldn't like to pay for additional laborers since he finds in his family as free specialists. Caleb more likely than not had some other explanation behind not taking on additional assistance. It was his thought, obviously, to dazzle them all with work an additional man ould give them time for deduction, and dreaming. (Martha Ostenso 142) Although he has cash, he wouldn't like to pay for additional specialists since he is basically excessively voracious. He doesn't try to purchase his little girl Ellen new glasses. Ellen worked with trouble due to her eyes, and as often as possible needed to close them to facilitate their stinging. The roughage dust bit at her tops with the goal that they turned out to be brilliant red (Martha Ostenso 142). At the point when he sees that Ellen doesn't fill in as quick and as consummately as her kin, he Just expresses that she has wandering off in fantasy land, and sends her to go over the gap strip once more. That he sees her red eyes and doesn't show leniency upon her is a proof of his coldblooded numbness towards his family. The most exceedingly terrible part of Caleb was the dread he forced on his better half, Amelia. He holds her under control since he thinks about her ill-conceived kid which she had before hitched him. For Caleb, despite the fact that he had known about Amelias moral absconding before he wedded her, had consistently viewed himself as the sold out and swindled casualty in a triangle. It was maybe this which kept him from regularly feeling pands of regret for his demonstrations. His sensibilities ere solidified in the conviction that life had done him an unceasing incorrectly, which no deed of his own could over-vindicate. (Martha Ostenso 102) This entry shows why Caleb turned out to be such a brutal, evil fiend. The circumstance deteriorates on the grounds that this ill-conceived youngster, Mark Jordan, shows up to the area and begins to look all starry eyed at Lind Archer, the instructor who lives at the Gares. Amelia is worried about the possibility that that Mark will discover that he is child of poor lady who wedded a rancher. Caleb knows precisely that Amelia doesn't need this mystery to be uncovered. On the off chance that it was uncovered, her family would have lost a decent notoriety. It was felt from the novel that at that occasions a decent notoriety of family was significant in the area for the marriage. Amelia needed her kids to be cheerful and to wed somebody and along these lines she needed to obey Caleb. Caleb contemplations went to Amelia. She had carried on well recently. Maybe she was in any event, starting to understand that horrible would happen to it if the to keep her helped to remember that little error od hers that little slip-up Also, it may be well to visit the youngster, before the arrival of the Klovaczs. To sound him out, in a manner of speaking, and to answer to Amelia on his parts as an honorable man. Smart thought, that. Amelia would make her extremely upset instead of let a respectable man know reality with regards to himself. He probably won't have any desire to wed the Teacher on the off chance that he realized that he had no name to offer her. (Martha Ostenso 145) Considering the entirety of this, Amelia had to be unfeeling and to hold solid hand over her youngsters to forestall any insubordination. He didn't need his kids to leave his homestead since he would need to pay additional cash for laborers. Also, that is the reason he extorted Amelia with the mystery of Mark Jordan. One night Amelia revealed to him that Sven Sandbo needs to wed Judith, his most dedicated aughter. A debate trailed that. Judith heard pieces of it. Caleb started to appreciate the circumstance. fou think isn't that right? Hah! Frightened Bart may come clean, eh? Or maybe have Sven taken in, eh? Have him think hes marryin into fine stuff? mfou realize you know no one around here would wed the young ladies if in the event that they knew. No, he concurred delicately, the individuals around here are cautious about their ethics. In an y case, that is no motivation behind why you should exploit them. Wouldnt it be smarter to pause and discover what Jude will be before you give her to a fair man? Amelia sprang to her eet, her face white. IVe had enough from you, you scoundrel! she stated, her voice breaking. It isnt Jude youre considering. Its your dingy insatiability and the work you can escape her. On the off chance that you even came clean I may I may regard your harassing. Be that as it may, this I wont bear it you sneak! (Martha Ostenso 99) The accompanying section shows Calebs psychical weight that he utilized against Amalia in this fight. Caleb giggled softly. He talked now nearly softly, as he generally did when furor had its way with him. Getting autonomous abruptly, are ou? Imprint Jordan isnt so distant however what I could contact him today around evening time, before I hit the sack. Amelia shook her head, her lips moved quietly. On the off chance that she didn't end the scene the youngsters would reali ze that something was going on underneath. Lind would hear. Caleb took a gander at her. She was a poor thing, all things considered, hardly worth the difficulty. (Martha Ostenso 100) As you can see, each time the kids or Amelia make any remarkable thing, Caleb undermines that he will disclose to Amelias mystery to Mark. Kids speculate that there is some mystery and they are persuaded that it is some way or another related ith them. They are Just co

Hunting alleged Nazi war criminals Essay Example for Free

Chasing claimed Nazi war hoodlums Essay I cannot state if chasing Nazi war lawbreakers is justified, despite all the trouble, yet I can offer my input and it is dependent upon you to make up your own brain. Before the finish of understanding this, you ought to have arrived at some resolution. I trust it does not merit chasing asserted Nazi war lawbreakers, any longer. I believe that burning through countless pounds, and constantly and exertion that goes into it currently is useless at this point. In the event that they had have done it ten or fifteen years after the war had finished then they would have had considerably more achievement. The explanation I think it is useless presently is on the grounds that practically all proof will have been devastated after the war finished, and any war lawbreakers from World War II would have given a valiant effort to totally shroud their experience and any proof they have that they carried out atrocities. Additionally casualties that endure inhumane imprisonments won't have the option to recognize a man with outright conviction that he was a similar man that put individuals to death around fifty years back, predominantly for the basic explanation that it was such a long time ago. Likewise witnesses might need to accuse somebody, so they accuse the suspect being referred to, or they need it to be that suspect so much that they trust it was him. Likewise loads of witnesses are currently dead, and the ones who are as yet alive may have some kind of problem with them that they cannot recall the face or voice of the man who put their loved ones to death. I likewise imagine that on the off chance that they do get a presumed Nazi war criminal, at that point he may have something intellectually amiss with him. Because of mature age the blamed probably won't have the option to recall that anything, so it would be an unreasonable preliminary, since he doesnt have a justification with which to demonstrate he was not a Nazi war criminal. A suspect might be excessively old or sick to go to court likewise, a presume when found could be kicking the bucket in their bed with just half a month to live thus they could always be unable to stand a court preliminary in any case. These are the principle reasons I accept that investing all the energy, cash and exertion isn't justified, despite any potential benefits. I trust it is past the point of no return and the speculates will be kicking the bucket when they are discovered, a case of this is found for a situation where a man called Szymon Serafinowicz, who was blamed for being a nazi war criminal. For this situation the jury saw Serafinowicz to be unfit to argue to charges of war violations, since he had dementure, so he couldnt recollect that anything about where he was at sure occasions of the war, or what he was doing meaning he wouldnt have a justification with which to ensure himself so the case would have been absolutely out of line. In the wake of being liberated he kicked the bucket around year and a half later, so regardless of whether he had have been indicted he would have just put in a couple of months in prison, and would have presumably been let out following a long time to be conceded into medical clinic. There was no case for this man who was associated with being in order of cops who requested Jews to lay face down in the day off where at that point shot, hit childrens heads against tomb stones to kill them, request Jewish families to arrange and afterward shoot them, and he himself was blamed for shooting a lady with a kid who was fleeing. In all out he was charged requesting 3000 Jews to be slaughtered. On the off chance that a man like this cannot get a preliminary, at that point, not to mention being indicted is it extremely likely that another man will get sentenced. For another situation, the Demjanjuk preliminary he was sentenced for being Ivan the awful a gatekeeper at Treblinka and was blamed for killing thousands, and tormenting a few people for entertainment only. He was condemned to death by hanging, however got discharged subsequent to engaging. The appointed authorities concluded there was insufficient proof to convict him all things considered. Five observers said after swearing to tell the truth that they were sure that Demjajuk was Ivan the horrendous, additionally he couldnt recall where he was or what he was doing at specific occasions in the war, and it seemed like he was attempting to imagine he was at sure places at specific occasions. It showed up just five outgo twenty endures thought Demjanjuk was Ivan the horrible, and these were the observers utilized in court. On the off chance that fifteen state it wasnt him and just five state it was him, the odds are that it was not him, despite the fact that five observers made certain of it, this demonstrates onlookers can not be completely depended upon to distinguish a man they saw around fifty years back. This demonstrates to me that it does not merit the trouble and cash of chasing them down any longer, yet on the off chance that you are not persuaded at this point I will discuss another preliminary, the Papon case. The jury heard that Papon ought to be liberated during the preliminary, due to his propelled age and his ailment (he experienced angina). It was heard that regardless of whether he were seen as liable he would not need to go through one more night in prison. He passed on a couple of months after the fact, so in the event that he had have been sentenced he was as yet have the option to be free and stroll about the avenues. The atrocities unit didn't get a solitary individual indicted, significantly after all the exertion they put in, they discovered proof however didn't figure out how to get a solitary conviction. In the wake of taking a gander at all the proof I truly dont think it merits investing bunches of energy and exertion and a large number of pounds to locate an elderly person who will most likely be excessively sick and old to experience a legal dispute, and regardless of whether they are fit to experience preliminary then they presumably wont be indicted because of insufficient proof, or questionable proof.

Letter of Interest Examples and Format [+Introduction Letters, and Inquiry Letter Samples]

Letter of Interest Examples and Format [+Introduction Letters, and Inquiry Letter Samples] Do you have a company in mind you would love to join? It might be that you know the kind of organizations you’d love to work for but there’s a problem: they aren’t hiring.But just because a company isn’t openly looking to fill a position does it mean they wouldn’t be interested if the right talent comes along.It never hurts to try if you want your favorite career. For these occasions, you want to send a letter of interest to the company to test the ice. In the following sections, you’ll learn:What a letter of interest isHow it differs from a cover letterWhen and how you should use itWho should receive your letter of interestWhat your letter should includeHow to make sure your letter gets readThere will also be a template for formatting your letter and two examples for inspiration.WHAT’S A LETTER OF INTEREST?You’d use a letter of interest when you want to work in a specific company or in a specific role but you’re not sure about the job opportunities available. This letter is also known as an introduction or inquiry letter because of its querying nature. It’s to showcase your interest and to find out about opportunities. You might have a desire to work with a specific corporation and you just want to try the ice to see if opportunities are there.In the letter, you will outline your interest in the company as well as a specific position with the company, looking for more information about the opportunities available. It’s about checking whether employment options are out there.You will also use it to make an introduction. You will always include a basic rundown of your qualifications and accomplishments. The purpose is to sell yourself to the company and help them understand why having you on their team might not be such a bad idea â€" whether or not they are currently hiring.It’s not a bad idea to enclose your resume when writing a letter of interest, although it’s not mandatory.HOW DOES IT DIFFER FROM A COVER LETTER?The above can make a letter of interest sound a lot like a cover letter. However, these two are separate from each other in three ways:The purposeThe purpose of a letter of interest is to check whether there is an opportunity for employment while with cover letter, you are applying for a particular job you already know is on the market. A letter of interest is about the potential, whereas the cover letter is about going after what is already out there.The contentA letter of interest is more focused on you as a person and employee. It provides the HR person (or anyone you send it to) the opportunity to get to know you and the kind of addition you might be to the team.On the other hand, a cover letter is tailored to the specific position. It’s still about you but more about your fit to this particular role. It’s, in essence, a more focused approach to your skills and achievements rather than a broad look at your talent.The subjectThe focus of the letter of interest is on your desire to work for the specific company. You highlight your flexibility in working in different roles (since you don’t have a specific job title to apply to) and focus on your match in terms of company culture.The subject of your cover letter is to talk about the specific job opening. It’s not about your overall career objectives but your desire to land the advertised role.If you have seen a job advertised and you want to apply for this specific position, you need to send a cover letter.If, on the other hand, you’re just interested in opportunities at a particular company, you want to write a letter of interest.WHEN AND HOW TO USE IT?As just mentioned, you want to send a letter of interest when you have a strong desire to work in a specific company or companies within an industry. You are perhaps looking for new opportunities and considering the direction you want your career to take.It’s about testing the waters and you should use the letter of interest in situations like that. But it’s also im portant to use it when you’re certain of your fit in the company. You want to write it when you know your skills would benefit the organization â€" you know you would be a good addition to the team and you could help the organization move closer to its vision.You should take advantage of the letter when you have an idea of the kind of person the company tends to hire. You don’t want it to be just about checking if they’d want to hire you.The letter of interest should show your knowledge of the business culture and the company’s vision â€" and how your skills and accomplishments alight with those points. In short, you should only send a letter of interest when you’ve done your research on the company and you know what they need and want in the long-term.WHO TO ADDRESS THE LETTER TO?Since you’re not applying for a specific position, knowing who to send the letter can be a bit tricky. You don’t have the contact for a hiring manager, which you tend to do when it comes to s ending your cover letter. But you don’t want to randomly send the letter â€"if you don’t address it correctly, it won’t help you reach the goals you want.It’s important to research the company and the different departments to find the person most suited for receiving your letter of interest. Broadly speaking, the two big points of contact would be:Someone from the HR department:Typically the person in charge of recruitment or the specific hiring manager for specific jobs.Someone from the particular department you would want to join:If you have a broad understanding of the department you’d like to join and that’s suited for your skills, you might also want to consider contacting the manager of the department.If the company is smaller and it doesn’t have dedicated departments and an HR department, you can often just send the letter of interest straight to the top. This can be the company’s owner and founder or a top-ranking manager.If you know someone in the company, i t’s also worth considering you send the letter to them (if they are somewhat relevant to your desired position).You can find the information online, either on the company website or often on LinkedIn. LinkedIn is a great place for finding possible common contacts too with LinkedIn Connections feature.WHAT SHOULD YOU WRITE ABOUT IN THE LETTER?Now to the tough part which is the content of the letter. The core of your letter should always focus on covering these three points:1. Reasons the company interests youThe key thing is, of course, stating why you’re writing the letter of interest in the first place. You want to make it clear to the reader what your interest in the company is. You want to align the company’s values with your own values and give an insight into what about the company is interesting you.For example, the company might be big on community projects and helping the local youngsters stay healthy and happy. This could be close to your heart too and a reason you’ re looking to find a job in the company â€" so you’ll write about how this is something you find interesting.2. Your skills and qualifications and why the company would benefit from themThe second main point to cover is your skills and qualifications. You want to give the person an idea of what your strongest points are and where your talent is because it helps them get an idea whether you’re an employee worth pursuing.Unlike with a cover letter, you won’t have a specific job description to help you in terms of the skills to focus on. Instead of trying to sell yourself to a specific job position, you’re objective is to talk about your overall skills and qualities in terms of the company.Therefore, focus on finding out about the company culture and the talent the company is looking for. For example, if the organization is big on sustainability, you should mention how it’s important to you and how you’ve demonstrated this value in your line of work.It’s essentially impor tant to show you understand the company’s mission and focus and that you position yourself to be part of this. Let’s say you’re looking to join the marketing team in some capacity and you can notice how the company’s marketing is mainly driven by social media.This gives you a window of opportunity to highlight your social media talent and knowledge in this aspect.3. The jobs and positions that might interest youNow, you can also mention the kind of jobs and positions that might interest you. This doesn’t have to be in terms of mentioning a specific job title but outlining your interests and your experience.So, if you are interested in a marketing position, you should talk about your interest in possibly working in the marketing team and letting the person know of any experience you have in positions within this sector.Always add a call to action to your letterThere is one more key thing you need to include in your letter aside of those three main points. It’s a call to a ction.“A call to action is a statement designed to get an immediate response from the person reading or hearing it.” â€" The BalanceIn marketing and business terms, a call to action is used when you want the person to buy, sign-up or order, for example. In your letter of interest, the call to action is to make the person reading the letter to contact you back with the intention of talking about possible opportunities.Essentially, your letter must end with a clear call to action and an invitation for the person to get back to you. So, you want to make sure you don’t just go “Hope to hear from you” at the end but you add a real sense of urgency for the connection. Here are some good ways of ending your letter with a call to action:You can e-mail at myname@email.com.I can be reached at any time at 0123 456.You can reach me at my e-mail address if you want to ask any questions.Here is a link to my LinkedIn â€" Let’s connect to continue the discussion.It’s also a good idea to be proactive with your call to action. Instead of simply waiting for the person to connect, you want to show you’d be staying in touch. It’s not a bad idea to say you’ll be calling the person in a week’s time to talk about opportunities.You want to set a date and even time, leaving enough time for the person to go over your letter and resume. When you do this, you force the person into a call to action â€" they might call you first because they know you’ll be in touch anyway or at least e-mail to say there’s nothing in the company at the moment.AN EXAMPLE FORMAT OF A LETTER OF INTERESTLet’s put the above information into practice and look at the formatting of the letter of interest. While in the modern, digital world most things are sent via e-mail, you can still send a hard copy of your letter.Below are format examples for both a printed letter and the e-mail version.A hard copy letterA hard copy might actually be more effective than e-mail so it’s worth consider ing. Most professionals tend to have their e-mail full of letters and therefore, your letter of interest might never stand out in the Inbox. Whereas a real letter will force the person to at least acknowledge it’s there.Here is the formatting for a hard copy letter you can post to the organization.Your contact detailsInclude your name, address, phone number, and e-mail address. You should also include any relevant professional social media handle (Twitter, LinkedIn) and your website if you have it.DateContact details of the person your contacting Add full contact details of the person you’re addressing the letter to, including name, company name and position, company address and phone number.Professional greeting Begin with a professional greeting, addressing the person with the correct title and name.The main body of the textIntroduction Begin by introducing yourself and explaining your reason for the letter. This is the place to mention your interests towards the organisation. The skills and qualifications The next paragraph should be about your skills and qualifications and how you think they align with the needs of the organisation. You can also mention any possible interest you might have within the organisation.The closing statement/call to action The final paragraph should be the call to action. Outline your plans for further contact and let the person know the best way to contact you.Professional goodbye Sign the letter off with a professional goodbye and add a handwritten signature even if the rest of the letter is a printed copy.Here is an example letter to use for inspiration and guidance when writing your own letterJane Smith 123 Home Street 454 City 0123 456 janesmith@email.comFebruary 18Sarah Doe Head of Marketing XYZ Company 98 Road Avenue 454 CityDear Ms. Doe,I was reading through one of the top marketing publications and came across your interview. You eloquently talked about the new direction digital marketing is headed and I immediately f elt inspired. With six years of experience in the industry, I would love to inquire you about opportunities in joining the award-winning team at XYZ Company.I have worked exclusively within the digital sector for the past three years, holding a variety of positions I feel would benefit your company. I am experienced in market research and third-party marketing systems. In my past, I have introduced new marketing strategies and been part of numerous new campaign launches. I am actively looking for opportunities that would allow me to build on the research part of my talent. I believe the development of new strategies is the way forward and I was happy to read in the interview, you feel the same way.I’ve led a five-man team and I have been able to improve the sales within my past jobs by 40% on an annual basis. I am proud of having been able to deliver such results within budget. I believe it is my professional and honesty that helps me strive for such good results.I will be calling you on March 5th to answer any questions you might have about this letter or the enclosed resume. I hope we will be able to talk about opportunities and to schedule an interview at a convenient time. If you prefer, you can call me at 0123 456 any time of the week.Thank you for your time for considering my qualifications.Sincerely,Jane SmithE-mail versionYou may also want to opt for simply e-mailing the person. It might not always be as efficient but it’s not a bad idea in a fast moving world â€" you’ll also be able to follow-up a bit easier.Here are the specific formatting tips for the e-mail version:The subject line Introduction to the topic and your name.Professional greeting Begin with a professional greeting, addressing the person with the correct title and name.The main body of the textIntroduction Begin by introducing yourself and explaining your reason for the letter. This is the place to mention your interests towards the organisation.The skills and qualifications The n ext paragraph should be about your skills and qualifications and how you think they align with the needs of the organisation. You can also mention any possible interest you might have within the organisation.The closing statement/call to action The final paragraph should be the call to action. Outline your plans for further contact and let the person know the best way to contact you.Your contact details Sign off professionally and include your full contact details at the end of the e-mail.With that in mind, here’s an example e-mail you can use as guidance when writing your own:The subject line: Introduction â€" Jane SmithDear Ms. Doe,For the past three years, I’ve been focusing on the work of ZYX Company and I’ve been inspired by the company’s dedication to sustainability. I have been moved by the focus to ensure the product development process is always aimed at creating sustainable and user-friendly products, as I’m a passionate advocate of eco-friendly solutions.I have had the privilege of working with some of the leading climate scientists since graduating as a digital developer five years ago. I have launched two successful projects, with one of them winning the local award for the sustainable practice of the year. It is this passion, I’d love to develop further and I’m interested to find if there are opportunities at ZYX Company for me to do so.I believe my experience and skills would be well suited, as the company prepares for its next big push in the development of solar energy. I have enclosed my resume with this e-mail for you to explore my skills further.I will call you on March 4th to discuss the issue further. If you do have any questions before, feel free to reach me by e-mailing me at janesmith@email.com.I look forward to speaking with you. Thank you for your consideration.Sincerely,Jane Smith 123 Home Street 454 City 0123 456 janesmith@email.comHOW TO GET YOUR LETTER OF INTEREST OR INQUIRY READ?The above templates are the ones to use when writing a letter of interest. You will be able to focus on the right things in your letter and to get your message across in style. But you want to take a moment to focus on the final elements of a good letter of interest â€" those little details that ensure your carefully crafter letter actually gets read.To do this, you must ensure:Your letter or e-mail is short and concise. Don’t write more than four short paragraphs of around three to five sentences. You don’t want to waste the person’s time so you want to keep it short and concise. Only focus on relevant points and remember you don’t have to go into career details if you include a resume.Your letter is directed to the right person. As mentioned earlier, you want to direct the letter to the right person â€" the person in charge of considering new people. Sending it to a random person won’t improve your chances. It might take some research to find the right person but this is necessary to conduct in order to su cceed.You should focus on your strengths and the value you would add to the company. Only talk about skills and experience that’s relevant to your interest and important for the business. Like with cover letter, make it about your value to the company and not just about boasting with your skills.You will follow-up on your letter. Never just send the letter and wait for the call. If you have stated you will call and you never hear from the person, it’s a good idea to e-mail them a day before you said you’d call to remind them about it. If you haven’t mentioned any time for contact, you should send a follow-up e-mail a few days after you sent the letter just to check up if the person received it and if they’d still like to talk. People sometimes genuinely forget to reply and it doesn’t automatically mean they are not interested! So push your case with a few follow-ups until you get the ultimate know or you never hear from the person.THE BOTTOM LINE OF SENDING A LETTER OF I NTERESTA letter of interest is a great tool for your career. It will help you during those times when the perfect job openings are not there but you have an idea of the direction you’d want your career to take.It’s a good networking tool and a way to get hiring managers and team leaders to notice your talent. So, if you have ideas on where you’d like to work, don’t hesitate in sending a letter of interest!Just remember to do your research, present yourself as a valuable addition to the company and keep it short and sweet. Always follow-up on your letter and don’t forget to encourage the person to get in touch with you first.

Virtues in Aristotles Nicomachean Ethics - 2664 Words

Aristotle Nicomachean Ethics Virtues Abstract: Aristotle contributed greatly to the development of the human moralistic values by scripting the Nicomachean Ethics. This comprehensive book lays down the principles of virtuous behavior that can most certainly complete ones life while nurturing ones soul. In the thesis, we discuss the origin of the virtues and there relevance with respect to modern examples of real public figures. Aristotle was born in 384 BC and grew up to be a renowned Greek Philosopher of his era. He was a distinguished student of Plato and a credible teacher to Alexander the Great. He spent a large proportion of his life isolated in Athens and there he formed his many intellectual notions that transcended from Platos scholarly roots. His death in 322 BC marked many works of genius but perhaps his greatest contribution to philosophy was his extensive work on the Nicomachean Ethics. Basically, these works defined the value of human life and how to attain perfect satisfaction in various circumstances. Aristotle wished to promote the goodness of character by specifically explaining each and every single virtue associated with human exultation. As a matter of fact in the Nicomachean Ethics, Aristotle delves upon the abstract concept of Eudemonia which happens to be the notion of perfect happiness or the utility attached to the fulfillment of lifes goals. According to Aristotle there are three a spects to a complete human life. These are: the life ofShow MoreRelatedVirtue and Happiness in Aristotles Nicomachean Ethics Essay1155 Words   |  5 PagesIn consideration to Nicomachean Ethics, Aristotle’s view of the great-souled man is that of an individual that represents happiness and obtains the five virtues: wisdom, justice, bravery, self-control, and the overall goodness within an individual (happiness). The magnanimous person is very complex and displays the proper virtues at the proper time, and in the proper way. In addition, the great-souled man accommodates to his surroundings where he is honorable but not boastful in his actions. AristotleRead MoreThe Doctrine Of The Me Underpin Aristotle s Account Of Citizen Virtue?899 Words   |  4 PagesTo what extent, and how, does ‘the doctrine of the mean’ underpin Aristotle’s account of citizen virtue? 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Whether it is a conscious effort or not, no matter who you are or where you find yourself at this very moment, there is one ultimately satisfying hope that brings usRead MoreIs Magnanimity Is Defined By Aristotle And How Virtuousness Separates The Magnanimous From The Pusillanimous And The Vain968 Words   |  4 Pagesexcerpt from Nicomachean Ethics reflect on behavior and attitude, virtue and vices, and identification of self-worth, and how these might define one’s greatness. However, one might ask, what significance does this play in judging one’s character in modern times? Throughout book IV Aristotle discusses the defining factors of greatness, and ho w virtuousness separates the magnanimous from the pusillanimous and the vain. After analyzing the text, it is conclusive that some of Aristotle’s teachings onRead MoreAristotle : The Good Life1708 Words   |  7 Pagesday philosophy and ethics. 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Secondly I will talk about the human role in society. Thirdly I will describe the intrinsic tie between human

Adam Smith’s The Wealth of Nations - The Natural Order is...

Adam Smith’s The Wealth of Nations - The Natural Order is Driven by Man’s Self-interest Adam Smith’s The Wealth of Nations argues for a system of political economy that separates economy – the creation and distribution of wealth – from governmental interference. In Smith’s view, the economy of a nation grows as a direct consequence of private business ventures in the interest of each individual owner. Regulation by the government hurts the economy, and the progress of society is derived from the flow of the market. Things should be left in their natural states, thus maintaining a â€Å"natural order† of society. The basis of Smith’s thesis is that this natural order is driven by Man’s self-interest. Smith presents the first†¦show more content†¦The next aspect of the â€Å"natural order† that Smith derives from self-interest is his ideas concerning the nature of exchange and the theory of value. Smith out rightly declares that the nature of exchange is a combination between the self-interest of two parties, that it is â€Å"not from the benevolence of the butcher, the brewer, or the baker that we expect our dinner, but from their regard to their own interest (22).† Smith believes that exchange takes place when both parties stand to gain, because bargainers â€Å"address [each other], not to [each other’s] humanity, but to [each other’s] self-love† (22). Similarly, Smith also bases his theory of value on the assumption that Man will always act in the manner that allows him to gain the most. Smith defines the value of any product as â€Å"equal to the quantity of labor which it enables him to purchase or command† (36). By th is, Smith is using exchange to define value, and as exchange, according to Smith, is rooted in self-interest, so value is also. The final aspect of Smith’s system of natural order derived from self-interest is that of the relations between the laborer, the landlord, and the stockholder. Smith writes, â€Å"he [the stockholder] could have no interest to employ them [laborers], unless he expected †¦ something more than what was sufficient to replace his stock to him† (46). Here, Smith has assumed that the stockholder will never have relations with laborersShow MoreRelatedLiberty: Adam Smith and Alexis de Tocqueville Essay2532 Words   |  11 PagesBoth Adam Smith and Alexis de Tocqueville agree that an individual is the most qualified to make decisions affecting the sphere of the individual as long as those decisions do not violate the law of justice. From this starting point, each theorist proposes a role of government and comments on human nature and civil society. Smith focuses on economic liberty and the ways in which government can repress this liberty, to the detriment of society. 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The Problem of Obesity in Our Schools Free Essays

The Problem of Obesity in Our Schools Abstract Childhood obesity is a serious social problem that we face. We are responsible for teaching our children acceptable behaviors to interact with the world as well as to direct their own lives. When we do not teach our children the appropriate skills, they are unable to make healthy, safe choices for themselves. We will write a custom essay sample on The Problem of Obesity in Our Schools or any similar topic only for you Order Now The key to combating this social issues lies in teaching our children at an early age the importance of good eating habits, then following that message up with our actions by showing them what good habits are and practicing them. According to the Center for Disease Control (CDC), there has been a dramatic increase in obesity in the United States in the past 20 years. â€Å"In 2008, only one state (Colorado) had a prevalence of obesity less than 20%. Thirty-two states had a prevalence equal to or greater than 25%; six of these states (Alabama, Mississippi, Oklahoma, South Carolina, Tennessee, and West Virginia ) had a prevalence of obesity equal to or greater than 30%. † 1 This alarming trend only proves to emphasize that American are not addressing the issues needed to combat this problem. Nutrition habits are learned and practiced when we are young. Think back to when you were a kid. There were certain foods that were always around the house for you to snack on. Were these foods fresh vegetables and fruits, or were they cookies and potato chips? Did your family have a lot of pizza and TV dinners or did they have meals that your mother prepared from scratch? At least 25% of American teens are overweight or obese. 2 25%! That is an incredible number of kids. Overweight and obesity are also common in groups with low incomes. Women with low incomes are about 50 percent more likely to be obese than women with higher incomes. Among children and teens, overweight in non-Hispanic White teens is related to a lower family income. Low-income families also buy more high-calorie, high-fat foods, which may add to the problem. This is because they tend to cost less than more healthful foods such as fruits and vegetables. Instead of eating lean ground beef, they eat the 25% lean because it cost less. Biscuits and gravy are relatively cheap to make if you use the drippings from the hamburger for the basis of the gravy and use lard in the biscuits because it, too, is cheaper than margarine or butter. Physical activity is not as common these days as it was before. For example, almost every summer night as kids we would go outside after supper and play games with the neighborhood kids. We played and ran until our mothers called us in for bed. Now, however, families have to worry about their children’s safety so they don’t let them go outside alone or the children would prefer to stay in the house and play computer or video games. It is not surprising, then that children and teens are overweight and obese. Perhaps it is the times that we live in that has the greatest influence on us and our children. We need to take the time to recognize this difference from when we were kids and make a concerted effort to help our children learn good eating and exercise habits. References 1. Who Is At Risk for Overweight and Obesity? ; US Department of Health and Human Resources; retrieved from http://www. nhlbi. nih. gov/health/dci/Diseases/obe/obe_whoisatrisk. html[-0] ; August 3, 2009 2. Let Them Eat Fat: The Heavy Truths About American Obesity; Critser, G. : Crossroads, Readings in Social Problems; Tiemann, K. (Ed); Pearson Custom Publishing, 501 Boylston St. , Suite 90, Boston, MA 02116 [-0] – http://www. nhlbi. nih. gov/health/dci/Diseases/obe/obe_whoisatrisk. html How to cite The Problem of Obesity in Our Schools, Essay examples

The Problem of Obesity in Our Schools Free Essays

The Problem of Obesity in Our Schools Abstract Childhood obesity is a serious social problem that we face. We are responsible for teaching our children acceptable behaviors to interact with the world as well as to direct their own lives. When we do not teach our children the appropriate skills, they are unable to make healthy, safe choices for themselves. We will write a custom essay sample on The Problem of Obesity in Our Schools or any similar topic only for you Order Now The key to combating this social issues lies in teaching our children at an early age the importance of good eating habits, then following that message up with our actions by showing them what good habits are and practicing them. According to the Center for Disease Control (CDC), there has been a dramatic increase in obesity in the United States in the past 20 years. â€Å"In 2008, only one state (Colorado) had a prevalence of obesity less than 20%. Thirty-two states had a prevalence equal to or greater than 25%; six of these states (Alabama, Mississippi, Oklahoma, South Carolina, Tennessee, and West Virginia ) had a prevalence of obesity equal to or greater than 30%. † 1 This alarming trend only proves to emphasize that American are not addressing the issues needed to combat this problem. Nutrition habits are learned and practiced when we are young. Think back to when you were a kid. There were certain foods that were always around the house for you to snack on. Were these foods fresh vegetables and fruits, or were they cookies and potato chips? Did your family have a lot of pizza and TV dinners or did they have meals that your mother prepared from scratch? At least 25% of American teens are overweight or obese. 2 25%! That is an incredible number of kids. Overweight and obesity are also common in groups with low incomes. Women with low incomes are about 50 percent more likely to be obese than women with higher incomes. Among children and teens, overweight in non-Hispanic White teens is related to a lower family income. Low-income families also buy more high-calorie, high-fat foods, which may add to the problem. This is because they tend to cost less than more healthful foods such as fruits and vegetables. Instead of eating lean ground beef, they eat the 25% lean because it cost less. Biscuits and gravy are relatively cheap to make if you use the drippings from the hamburger for the basis of the gravy and use lard in the biscuits because it, too, is cheaper than margarine or butter. Physical activity is not as common these days as it was before. For example, almost every summer night as kids we would go outside after supper and play games with the neighborhood kids. We played and ran until our mothers called us in for bed. Now, however, families have to worry about their children’s safety so they don’t let them go outside alone or the children would prefer to stay in the house and play computer or video games. It is not surprising, then that children and teens are overweight and obese. Perhaps it is the times that we live in that has the greatest influence on us and our children. We need to take the time to recognize this difference from when we were kids and make a concerted effort to help our children learn good eating and exercise habits. References 1. Who Is At Risk for Overweight and Obesity? ; US Department of Health and Human Resources; retrieved from http://www. nhlbi. nih. gov/health/dci/Diseases/obe/obe_whoisatrisk. html[-0] ; August 3, 2009 2. Let Them Eat Fat: The Heavy Truths About American Obesity; Critser, G. : Crossroads, Readings in Social Problems; Tiemann, K. (Ed); Pearson Custom Publishing, 501 Boylston St. , Suite 90, Boston, MA 02116 [-0] – http://www. nhlbi. nih. gov/health/dci/Diseases/obe/obe_whoisatrisk. html How to cite The Problem of Obesity in Our Schools, Essay examples

Contemporary Issues in Accounting International Accounting Standards

Question: Discuss about theContemporary Issues in Accountingfor International Accounting Standards Board. Answer: Introduction The basic problem identified in the given case study is the inclusion of particular referencing prudence in the basic tenets for putting pressure on the accounting area for causing scrutinizing the losses at the bank. According to (Rankin et al., 2012) the case study inclusion of prudence will be helping the lawmakers to avoid continuing financial crises the country is facing since 2007. There is some a problem faced by IASB for implementing US accounting rules in the European legislation. In regard with the prudence (Zeff, 2012), it can be said that prudence should be appropriately implemented in the in the conceptual framework of the IASB. Due to the financial crises faced by the country the regulatory have decided to implement prudence (Ifrs.org, 2016). For implementing prudence in the IASB, in the year 2012, European Union provided 7.1 million pounds for funding the implementation (Iasplus.com, 2016). There was dropped of particular prudence in 2010 by IASB for aligning both IASB and accounting rules. Moreover, in 2008, leaders of the world called IASB with US Counterpart FASB, who were pressurizing bank for identifying the source of the loan early and speedy action will be avoiding the calling on the taxpayer. All the possible solution has failed in the two boards. In other words, it can be said that prudence serves to be an important basic for tenets. IASB has dashed the hope of rejecting calls and reintroducing prudence which has been defined as bias in the conservation of IFRS (Deegan, 2016). IASB has been reintroducing for putting more restriction on the notion of prudence. Some of the investors in the UK will be demanding the return in the prudence interest for the degree of protection. Reference List Deegan, C. (2016). Twenty five years of social and environmental accounting research within Critical Perspectives of Accounting: Hits, misses and ways forward.Critical Perspectives on Accounting. Iasplus.com. (2016).International Accounting Standards Board (IASB). [online] Available at: https://www.iasplus.com/en/resources/ifrsf/iasb-ifrs-ic/iasb [Accessed 16 Oct. 2016]. Ifrs.org. (2016).IFRS - Home. [online] Available at: https://www.ifrs.org/Pages/default.aspx [Accessed 17 Oct. 2016]. Rankin, M., Stanton, P. A., McGowan, S. C., Ferlauto, K., Tilling, M. (2012).Contemporary issues in accounting. John Wiley and Sons Australia, Limited. Zeff, S. A. (2012). The Evolution of the IASC into the IASB, and the Challenges it Faces.The Accounting Review,87(3), 807-837.

Marketing Analysis Polyphonic HMI free essay sample

Uncertain Attractive Yet Challenging Music Industry Landscape The music Industry is a 32 billion dollar industry, offering a huge opportunity if it can be penetrated. However, it is fraught with challenges. Arthritiss, producers, and record companies have little idea on how to find and create success in the industrys ABA. The dominant players, I. E. Record companies outfit pursuing the production of teethe next big hit by producing In masses and hoping hope that one turns out good, . This Is shown evidenced by the low hit success rate of 10%. A song topping music charts (Peg. 1, PA). What entails is an Industrial marketing practice of huge inefficiencies and unwise budget expenditure (Peg. 8, PA4). These problems stem from the market interactions of the industry, such as theistic is dictated by popular culture. There is constant and rapid evolution due to both volatility of popular music culture and lack of fail-safe apparatus to accurately predict upcoming trends. We will write a custom essay sample on Marketing Analysis Polyphonic HMI or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Hence, all segments need a tool that Improver tool that Improves their chances of landing a hit song and reduce the need for excessive marketing expenditure..The satisfaction gratification of this need is ever more urgent due to falling sales and increasing music piracy (Peg. 5, PA). Can HAS be the answer to the industry needs? 2. Harnessing Overcoming Polyphonic HIM Barriers Opportunities Polyphonic HIM has significant barriers to overcome. Upon failing to impress hardware providers, HIM is lacking capital and time. In an Industry that Is normally associated with art, they have not found a way to make science and music mesh.However, they possess the potential to revolutionize the music industry. Polyphonic Whims core competencies IEEE in its technical expertise in artificial intelligence and natural science applications (Peg. 2, PA). Even though it does not provide specific feedback on how to improve a song, Haste HAS scientific product has the ability to revolutionize the music industry Phelps to eliminateeliminating the uncertainties of relying on instinct while incorporating humanistic music preferences In predicting future successes..It will serve to reduce marketing Inefficiencies, thereby allocating concentrated efforts and budgets to refocus efforts and budgets towards hits that have a A wheelwright likelihood of success of making the next big hit. Below are further issues of consideration, specific to HIM. What stand in its way is the minor issues detailed below. Minor Issues 1. Shoestring Marketing Budget HIM operates on a limited budget of $1 50,000 and this creates two Implications. First, HIM Is unable to reach out to the entire market and It limits them to target only 1 segment at this juncture..Pricing is critical as well, given that it needs to ensure that it recovers its operating fixed costs. Secondly, HIM is in dire need of a off cost efficient marketing plan is unable to do advertising and has to strategically come up with a feasible selling process. What is Hisss ideal marketing mix? 2. Dealing with Competition In Dalton to the budget constraints, HIM cannot simply Consigliore are competitors compartmentalizing forces, which lies in the substitutes of HAS which are traditional call-out studies and individuals gut instincts (preference surveys).These conventional substitutes depended on human instincts and thus it makes consumers highly skeptical of the abrupt replacement with machines. Depending on the different uses of spectrophotometer, it is pertinent to note that levels of skepticism Mould differ across segments and in turn affect the adaptability of HAS. Thus, based on the target market, how should HIM needs to position itself using an optimal marketing strategy to minimize skepticism and ensure highest possible profits?. Strategic Options: Option 1 : Target Unsi gned artists (AU). The AU segment comprises of hundreds of thousands of hopefuls that dream of a shot at fame and who are willing to spend money to further their dreams. Value Drivers: For AAAS, nothing gets in the way of pursuing their dreams. In addition, they form a mostly technologically as. N. Y crowd ho are willing to adopt new technologies like HAS. The potential of this segment is age where 300-400 demos are sent to a record label per week. Approximately 187,200 demos (350 demos per week) are sent in per year to the dozen or so ARCS under Universal Music Group for the US market (Peg. , PA). Risk Drivers: The core needs of CIA is to get a contract from Arcs, but as ARCS might not align their tastes and preferences to the scoring criteria of HAS (Peg. 12, AS), a good report from HAS does not directly translate to the CIA being signed by the RCA. USA have financial constraints Inch have prevented them from seeking available avenues like Internet Polls and Call-out surveys that costs above $1000 (Peg. 0, Pl). The shoestring budget does not allow for extensive advertising as it is costly for outreach to the massive number of USA (Peg. 1, PA). Lastly, the reports may be too complex for USA to understand, resulting in low adaptability. Option 2: Target Producers. This segment comprises 20-30 successful producers, few hundred producers with occasional hits and thousands of minor producers. Value Drivers: The use of HAS can help to diminish uncertainty to a certain extent, giving producers a better gauge of the potential of their songs. Risk Drivers: There are a few noteworthy risks. Outfits, there is a disconnection with the primary needs of the producers.Producers need to create hit songs but HAS merely suggests whether the songs that have the potential to become hits, showing limited effectiveness in tweaking songs. Therefore, HAS can only be seen as a subordinate tool in meeting producers needs. Secondly, thereafter is a high level of skepticism as producers pride themselves as artists with skills that cannot be replaced by a machine. Lastly, they might feel threatened that the software Nail replace their Job and hence refuse to adopt it.Risk Drivers: The core needs of AU s to get a contract from Arcs, but as ARCS might not align their tastes and preferences to the scoring criteria of HAS (Peg. 12, AS), a good report from HAS does not directly translate to the CIA being signed by the RCA. Thus, HAS is unable to meet the needs of this segment. Next, CIA have financial constraints which had prevented them from seeking available avenues like Internet Polls and Call-out surveys that costs above $1000 (Peg. 10, Pl). Thus, this is a highly price sensitive segment.In addition, Polyphonic does not have the full registry of CIA. The shoestring budget does not low for extensive advertising as it is costly for outreach to the massive number of in low adaptability. Option 3: Target Record Companies(RCA). This segment comprises of five major ARCS with combined share of 84% in the U. S. Market, each being home to at least a dozen labels. In addition, there are also tens of thousands of other small and midsized ARCS (Peg. 6, Pl). Value Drivers: The core needs for of ARCS is to reduce fixed costs that mainly stem from marketing initiatives(Peg. , PA). Hence, the core competency of HAS can directly address the by helping them filter hits and needs of Arcs, which is to predict hit songs with high accuracy for better allocation of baccalaureate budget to support likely hits and generate higher expected revenues. In addition, ARCS areas more a price insensitive, segment predisposed with higher budget and resources. A partial ACCORD analysis shows that this segment has high adaptability: HAS with an accuracy of 80% would be perceived to be more superior to traditional research methods of fairly low accuracy of 10% (Peg. 0, PA3). HAS is highly compatible as it suits the labels current behavior of sending songs for in-depth analysis in the form of reports. And since ARCS have familiarity with interpreting reports, complexity is low. The massive use of HAS in the music industry will definitely allow HAS to get noticed and tributes will spread by word-of-mouth, ensuring high communicability. Risk Drivers: However, Record labels under the same record company have significant collective buyer power to congregate and pressurize Polyphonic to reduce prices for their reports.In addition, major ARCS are hierarchical and operate with red tape, so the process of implementing HAS would be cumbersome. Recommendation: Option 3 is recommended. As the music industry faces a decline in album sales, the ARCS are forced to practice caution in launching albums. Consumers have become more discerning with their product expenditure. Every album launch requires a gamble on the part of the RCA marketing expenditure of $300,000 and upwards do not guarantee success in recouping the costs and profitability.An axiom of the industry is that less than 15% of released music titles generate profit, meaning the bulk of marketing investment are moot. Therefore, HAS brings about intervention to support the inner workings of Arcs. HAS sifts out the albums that do not make the cut room the manufacturing line, which avoids wastage of marketing budget. On the other hand, HAS could direct the ARCS to focus their endeavors on potential hit albums by allocating the bulk of budget to support likely hits. As such, HAS helps the ARCS to streamline marketing initiatives, and extract higher values from marketing investments.The ARCS can then reap higher margins from a reduction of fixed marketing costs. With predictive accuracy of about 80%, ARCS will perceive HAS as instrumental in turning their performance around. Justification of Recommendation Positioning Statement: Balance between Science and Art Within the business of research technologies in the pop music industry available to Arcs, Hit Song Science deviates from subjective preference sampling of limited individuals by Juxtaposing the test song and mathematical attributes of past hits alliterated by masses.HAS is thus the new-edge scientific humanistic tool that engages a million cultured ears to increase the likelihood of producing hits and reduce marketing expenditure. Generate u nbiased and technical assessments of songs, regardless of the reputation of the artiste. Financial Attractiveness Option 2: Producers option 3: RCA Target Volume 0,000 songs 5,500 songs 1 1 ,OHO songs Marketing Cost $1. 51 Unsigned artist $98. 41 Producer $2,500/ label target top 5 first) areas Even Price (BEEP) $95/ song $130/ song $89. 1 song above PVC) $30,000 $19,500 $33,000 Assumptions for all segments: Annual Fixed Cost=$500,OHO, Marketing budget= per song = $30, 10 songs/artist, Figures are for North America. Assumptions for CIA: 100,000 unsigned artists (Peg. 5, PA), Penetration Rate (PR)=I% Assumptions for Producers: 25 top producers(20 artists each) (Peg. 7 PA),500 one hit producers(10 artists each)l ,OHO aspiring producers (1 artist each) PR=I% Assumptions for RCA: 12 labels per record company (Peg. , PA), 5 major Arcs, 10,000 small Arcs, 2,500 unique albums and 3,000 unique singles, PR=50% Unit Contribution Analyzing the financial of each segment, it corroborates that targeting major ARCS Option 3) is the optimal choice. The $1 50,000 marketing budget is sufficient due to the least outreach that needs to be marketed to (12 labels or 5 Arcs). It Justifies the higher arbitrary market penetration rate set at 50%. Comparing with Option 2 and 3, marketing budget will be overstretched due to the much larger base of interested parties. Egg: only $1. Racketing dollars can be spent per unsigned artist which is probably close to production cost of a leaflet for promotion. Even though Option 1 and 2 have higher gross song volumes, the higher market penetration in Option 3 ensures the highest effective volume of songs that HAS technology captures (11,000 songs). Option 3 is also the most financially viable because it delivers the lowest areas-Even Price ($89/song) and highest Total Unit Contribution ($33,000). ), assuming that each song is priced 10% above Variable Cost of $30 for all 3 options.Value Sharing between ARCS and Humiliated by HAS for Record Companies To Justify he premium pricing of HAS(see later), we first considered Hisss value add for to the two main sources: (1) Marketing Cost Savings and (2) Increase in Expected Revenues. Marketing Cost Savings Before HAS After HAS Success rate of marketing to get hits Singles to market 2 Marketing and Promotion cost/singles Total marketing cost Marketing cost savings Assumptions: (1) Peg. 10 PA, Assume conservative 50% success rate instead of 80%. (2) Peg. 9 PA, Assume HAS capture only 50% of 3000 new singles. (3) Peg. PA, Assume $300,000 marketing cost and $100,000 promotion fees (1): Usage of HAS dramatically educes Marketing Expenses of newly released singles. Traditionally, there are about 3000 singles released per year, of which HAS technology captures half due to the 50% market penetration rate. Given that the HAS software increases success rate of marketing hits from 10% to 50%, we only have to promote 300 singles (instead of 1,500) to get 150 hits. Assuming each single is marketed and promoted at $400,000 per single (Peg. 8 PA), this results in 80% decrease in marketing expenditure from MM to $MM, generating potential cost savings of $MM. 2): Assuming hit success rate remains at 10%, there will also be an increase of expected revenues of MM. With the implementation of HAS technology, there is now 80%there is 40% probabilistically predictability (50% instead of 10% based on AR) that 1 out of 10 albums/singles marketed will become hits, generating increased probability- Knighted expected revenues of $776. MM for albums and $65. MM for singles. Increase in Expected Revenues Hit Success Rate (Fixed) Success rate of marketing to get hits Number of hit albums 125 381 Number of non-hit albums 1,375 Probability weighted revenues from non-hit albums (Table A)Increase in expected revenues from albums Number of non-hit singles 150 Probability weighted revenues from hit singles (Table A)Weighted expected revenues from hit singles 11,500,000 1,350 Probability weighted revenues from non-hit singles (Table A)Weighted expected revenues from non-hit singles 4,950,000 Total Increase in Expected Revenues Assumptions: Hit albums = Hit Success unique albums-?125 ton-hit albums-2500-125) Hit singles = Hit success * *3000 unique singles-?1 50 (Non-hit singles=3000-1 50) Probability weighted revenues from hit-singles/albums= Success rate of marketing /3)*Low Estimate+(l /3)*Med Est 3)*High Est] *Hit singles/liberalnesss in expected revenues from singles Sensitivity Analysis to Determine Optimal Procrastinating hit success rate remains at 10%, there will also be an increase of expected revenues of $MM. With the implementation of HAS technology, there is now 80% probability (instead of 10% based on A) that 1 out of 10 albums/singles marketed will become hits, generating increased probability-weighted expected revenues of $776. MM for albums and 565. MM for singles. Sensitivity SVGA Market Penetration Rate 75% Success Rate of Marketing to get hits 37801,477 1 51 337,931 ,250 1 ere sensitivity table proves that implementing HAS technology improves success rate of marketing, which in turn increases the SVGA for the Arcs. However, we observe that SVGA is limited by the market penetration rate, depending on how best HIM utilizes its marketing budget to capture the largest possible portion of the market, reinforcing the importance of Promotion and Distribution strategies. Its marketing mix. SVGA was then utilized to derive the price ceiling, price floor and target price of HAS technology on a per song basis. Based on target price of $60,105 per song or $600,105 per album, HIM is able to achieve a profit margin of 99. 85%.Price Ceiling Price Floor Target Price Assumptions 100% Penetration Rate Success Rate 1% Penetration Rate 11% Success Rate Penetration Rate Share of GAVE Price/songs $181,730 $6,873 $60,105 Net Value Add to Arcs 1$2. 68 bill) $1. 32 bill $661 mil Profit Margin of HIM(PM) 39. 97% 56. 58% 39. 85% Assumptions: (1) SVGA divided by target volume(market penetration * total volume of songs) (2) Net Value Add= Gross Value Add- Cost of Reports; Cost of Reports = Price per song * Market Penetration Rate * Volume of Songs (3) Assume that HIM will share alee created with record companies equally The sensitivity table proves that implementing HAS technology improves success rate of marketing, which in turn increases the SVGA for the Arcs.However, we observe that SVGA is limited by the market penetration rate, depending on how best HIM utilizes its marketing budget to capture the largest possible portion of the market, reinforcing the importance of Promotion and Distribution strategies. SVGA was then utilized to derive the price ceiling, price floor and target price of HAS technology on a per song basis. Based on target price of 60,105 per song or $600,105 per album, HIM is able to achieve a profit margin of 39. 85%. To analyze the mutual benefit of implementing HAS, we analyzed Hisss deducting all the relevant costs (Peg. 8 PA). With the implementation of HAS technology target price and assuming that Universal claims 32% the $661 M net value created See Pricing of HAS), this results in 8% increase in profit margin. PM.Suggested Marketing Mix for HAS Short Term: HIM should first target one major RCA to the top Major ARCS and hope to achieve industry awareness and accreditation of the technology and capture the ailing with at least one major Record Company. Patenting the HAS technology and giving competitive exclusive rights to one RCA will diminish buyer power that major ARCS hold when they congregate. Seethe suggested Pricing is standardized at $60,000 per song. The Product is homogeneous and utilized on master recordings of established artists. Pertaining Promotion and Place, HIM would seek the management of ARCS management via professional connections of HIM board members.Advertising leaflets are published to inform about the product. Salesmen and technical satisfactoriness would execute On-site Demonstrations to entice and enlighten Interested Arcs. Follow-ups are conducted to update ARCS on changing market trends and consumer preferences. For further market awareness, HAS guaranteed stickers Nail be placed on record label albums to enhance visibility of product. Mid-term and needed:Hem would now target small/medium sized Arcs, Producers and Unsigned Artists. The aim is to increase sales volume in other segments using the Market and Product Development strategy. Pricing is discriminated between Producers and Unsigned Artists.The Product is licensed as a software to major Arcs, while reports re personalized and simplified for USA and aspiring producers. Promotion and Place Initiatives are done via personal selling and one-to-one consultation with ARCS with the incentive of volume discounts. HIM can also offer trials of one unreleased song and four recently released songs to validate predictive and post-deceive accuracy. A chart release of Top 100 songs screened through by HAS technology and online retailers reviews increases product visibility. HIM will pursue the development of mobile APS and DID online websites for unsigned artists and producers to encourage easier consumer adoption.

100+ Power Words to Include in Your Résumé

100+ Power Words to Include in Your Rà ©sumà © Imagine that youre a hiring manager sifting through stacks of incoming rà ©sumà ©s- all using the same (or nearly the same) language. Beyond the sheer boredom of having to read them, the repetitive phrasing comes across as a rà ©sumà © that has been built with a template and without any distinguishing characteristics that would make an individual stand out. With this being the norm, when one particular rà ©sumà © stands out as different, its a big impact. So, the question then becomes: How can I make my rà ©sumà © stand out from the rest?Oprah Winfreys advice on rà ©sumà © building is the perfect answer to this question: The challenge of life, I have found, is to build a rà ©sumà © that doesnt simply tell a story about what you want to be, but its a story about who you want to be.Keep that advice in mind as we go over 100+ power words to include in your rà ©sumà © to set yours apart from the rest.Including power words on your rà ©sumà © will help you stand out from th e pack. Photo by rawpixel on UnsplashCompany valuesA companys primary goal in hiring is to find a capable, talented individual that can reflect the companys values in his or her work. The most obvious way to let them know youre that individual is to take awhile to look over the companys mission statement and vision- both of which are most often found on a companys website. Lets look at an example and pull some power words from it that could be included in your rà ©sumà ©:Christine H. is looking for a job with Boys Girls Clubs of America and goes to their website to find the company values and mission statement. In doing so, she finds the following information:MissionTo enable all young people, especially those who need us most, to reach their full potential as productive, caring, responsible citizens.VisionProvide a world-class Club Experience that assures success is within reach of every young person who enters our doors, with all members on track to graduate from high school wi th a plan for the future, demonstrating good character and citizenship, and living a healthy lifestyle.Boys Girls Club of AmericaNow, to pull some power words from these statements, Christine might choose:enablereach their full potentialcaringresponsibleplan for the futuregood charactercitizenshiphealthy lifestyleFrom this list of power words, pulled straight from the target employers website, Christine can now craft her objective statement, summary, and even past job details with these words included. For example, if she has teaching experience, instead of writing something like this as a detail on her job description:Helped students with social skills and peer interactionShe could rather write:Discussed and emphasized citizenship roles and caring for their peersInstead of using a typical objective statement such as:Recent graduate seeking a job with an employer that is making a difference in the world.She could write a summary statement that has far more impact, using the power w ords pulled from the companys mission statement:Caring and forward-thinking teacher seeking a job that allows me to enable young people to become the best version of themselves and practice a healthy, responsible lifestyle.The result of changing her summary statement to reflect some of the power words noted in the companys mission statement is an automatic connection between the teacher she wants to be (remember Oprahs advice) and the teacher they are seeking.Same idea, better wordsWhile these example sentences communicate the same idea, by choosing power words from the companys mission statement, she has immediately set herself apart from the rest of the applicants and shown that she has a unique ability to meet the vision that Boys Girls Clubs of America has for its work. In doing so, shes showing that shes an ideal candidate for the position.The same thing can be done with the job description itself. Look over the language used in the job description and pull out some of the key power words. Use these words in your summary and former job details (if they fit) and allow them to be the focus on your rà ©sumà ©. Obviously, you need to make sure you can back up your statements with experience. If there is a power word you have noted that you cant tie directly with your past course work or experience, its best to leave it out and find one that will easily correlate to your employment or educational history.Atypical action verbsBeyond using language from the companys mission statement and job description as power words in your rà ©sumà ©, unique action verbs will stand out more than the more commonly used ones such as worked, oversaw, managed, performed or did. If your job description bullet points contain these overused words, go through the list of atypical action verbs below to see if another might fit and offer a more powerful word choice.Here are some atypical rà ©sumà © action verbs to consider in place of repeating the tired, overused ones that are used in everyone elses rà ©sumà ©:AchievedAcquiredActivatedAmendedAnalyzedAppraisedArbitratedAscertainedAssessedAttainedAuthoredBalancedBoostedBolsteredBrainstormedBuiltCentralizedChartedCoachedCommissionedCompiledConceptualizedConsolidatedConstructedConvincedCritiquedDecipheredDeliberatedDeterminedDiagnosedDirectedDraftedEducatedElicitedEmpoweredEncouragedEnrichedEvaluatedExaminedExpandedFacilitatedForecastedFormulatedFosteredFoundedGuidedIllustratedImplementedInfluencedInformedInitiatedInnovatedInspiredIntegratedInterpretedIntroducedInvestigatedJustifiedLecturedLinkedMediatedMobilizedModernizedMonitoredMotivatedMultipliedOrchestratedOrganizedOrientedPartneredPersuadedPioneeredPolishedProcuredProjectedPromotedQueriedReconciledRecruitedRefinedRehabilitatedRejuvenatedRevampedSanctionedScrutinizedShapedSpearheadedStreamlinedStrengthenedStimulatedSustainedSynthesizedTailoredTracedTransformedTransmittedUpdatedUpgradedValidatedVisualizedLets look at the difference these words can make on a typical rà ©sumà ©. Before using power words, Christines job experience bullet points read like this:Performed duties such as grading and lesson planningContacted parents relating to their childs progressTaught students soft skills for the workplaceWorked with fellow teachers on curriculum development goalsAfter replacing the typical verbs with atypical action verbs, her job experience bullet points now read like this:Created lesson plans and evaluated grades to determine student progressFacilitated open communication with parents as stakeholders in their childs educational progressEmpowered students with soft skills that would enrich their career searchCollaborated with peers to integrate curriculum goals into teaching practiceImmediately, youll notice how the tasks using power words and atypical action verbs seem more important, with more personal involvement on Christines part. While both examples show the same tasks, the second one will stand out to a potential employer w ho is seeking someone who can empower, collaborate and create. These words have much more impact than performed, contacted, taught, and worked.Choose power words with greater impact for your rà ©sumà ©. Photo by Sarah Cervantes on Unsplash.Popular skillsThe modern workplace often looks vastly different than workplaces just 20 years ago. While some skills have remained in demand- such as communication skills, organization skills, etc.- others have grown in demand only recently. For example, 10 years ago, employers didnt care whether you have social media literacy, unless you were working specifically in that field. Now, its a factor many employers consider in their new hires, especially since the effect of social media has intensified in the past decade.This article on career-building website Monster.com lists the top seven skills employers are currently looking for, in general, in new-hires:Problem solvingData analyticsSocial media literacyCreativityResilienceGood business senseWi llingness to learnThese skills are power words in their own way, and including them on your rà ©sumà © will help boost your chances of being hired and distinguish you from the pack. Obviously, employers from different sectors will list other skills that are needed to fulfill the job role. However, having the core basic skills and including them on your rà ©sumà © is a power play that will get you noticed, regardless of the sector to which youre applying.Final thoughtsIts important to understand that you can use every power word possible on your rà ©sumà ©, but if you submit it with grammar, syntax, or spelling mistakes, that power is lost. One risk you might run into in using atypical action verbs is spelling them incorrectly, so whatever words you use, make sure youve checked and then rechecked again to ensure accuracy.Also, be careful to avoid throwing in power words without knowing their meaning. This could result in using a word out of context, which will make it seem like you dont know what youre doing, and are simply using big words for the sake of using them. This will come across to your potential employer as dishonest and unprofessional, so whatever words you use- understand their connotation and definition fully before doing so.

Competency BasedCurriculum Development Essay Example | Topics and Well Written Essays - 1500 words

Competency BasedCurriculum Development - Essay Example What host of questions remains unexamined?† The paper includes recommendations on curriculum trends likely to remain prominent for managing the interests of state and federal governments, the needs of individual students, the academic freedom of teachers, and the requirements of employers and the community. Jackson’s statement is part of a debate on competency based education and training (CBET) that has gone on for decades despite wide acceptance in a growing number of developed and developing countries. Stevenson and Brown (1994) state that the main point of contention is the answer to the following question: what is the purpose of education? The varied answers explain why educators and policymakers are divided into three camps: those who see CBET as a pariah, as a panacea, or as neither of the two (Bowden, 1998). Hager (1994, cited in Jones, 1999, p. 156) traces these debates to the longstanding dispute on â€Å"vocational versus general education† and to the main issue of whether and to what extent vocationalism should drive education (Kerka, 1998). CBET started out as a system of vocational instruction in U.S. factories early in the last century. Having experienced its effectiveness, U.S. policymakers applied competency based methods to teacher training in the late 1960s and used it a decade later to reform the curricula in other professions (Bowden, 1998). Its relative success helped it spread to other countries, notably the U.K., Australia, and New Zealand in the 1980s (Herschbach, 1991, p.3). The evolution from competency based training (CBT) to CBET is evident in the design of a competency based curriculum that, like an evolving living creature, reflects the â€Å"genetic code† of its conceptual ancestors. Not only does the competency based curriculum of, say, a course in medicine adopt key principles from CBT, but the competency based curriculum of, say, a vocational training course

Personal Development Statement Example | Topics and Well Written Essays - 1250 words

Development - Personal Statement Example My goals for next week are to continue writing. 3 Understanding Information and Data It sure was a lot of specific information. I learned about writing and research styles and referencing techniques. My goal for next week is to understand first hand how to conduct library research. 4 Presentations I love presentations. I learned the appropriate way to design slides. My goal for next week is to keep up with the matrix. 5 How Information Is Used This was a really cool lecture. I learned about the different methods of systemic thinking. My goals for next week are to continue with my matrix and try to implement systemic analytic thinking. 6 Information in Global Business Communications I never thought of communication like this before. I learned about the history and methods of business communications. My goals for next week include keeping up with assignments and lectures. 7 Information in Business This was the most interesting lecture to me so far. I learned about how information technology augments business. My goals are to complete this module strongly. Summary Personal Learning and Skills Matrix Semester General reflection Subject specific reflections New goals, new behaviors Challenge It was a real challenge to keep the matrices. Although I know it will probably help me in the future, I wish there was an easier way to use reference styles. I aim to implement more structured time management and find an easier way to do formal citations. Expectations I learned nearly everything I expected from this module. I like the parts about report writing, web communications, and systems thinking most. I hope to apply the principles wherever I can. Responsibilities I feel I have a responsibility to apply this information effectively in the...Although I am proud of my academic achievements, I wish I could apply what I learned more specifically in the workplace. In the appropriate business setting, much of this is quite applicable, but in others they were not so much. I suppose it takes the right type of environment to express scholarly skill and be appreciated for it. I am more used to people being intolerant to academic achievement. I am not sure why. I do not see the harm in bringing knowledge to bear on one's life. I am not overbearing about it, and I do not use it intrusively. I can only gather that among certain circles learning is seen as a threat. It is a threat to some people because of low self-esteem I guess. It seems they are not willing to sacrifice for knowledge so they do not wish anyone else to either. It is a threat to some because of sheer jealousy. They are unwilling to let others grow professionally who will serve them directl y. I do not really know. It is all speculation if I am to be perfectly honest. Human psychology presents the most challenging systems analysis task in the known universe. One thing is certain. Some people are intolerant toward learning for whatever reason. Despite the intolerance of those around me, I am proud that I have accomplished so much in the face of such unnecessary odds.

Challenges to Managing Business Process Outsourcing (BPO)

Challenges to Managing Business Process Outsourcing (BPO) One of the major challenges facing Human Resource Management is the introduction and management of Business Process Outsourcing (BPO). In dyads or tryads produce a group briefing paper for either; Directors of a company or a specific trade union, of your choice, regarding the changes taking place in the UK labourmarket and economy regarding the impact of outsourcing and/or offshoring. INTRODUCTION The current economic climate is forcing organizations to explore tactics to remain competitive. According to the traditional ‘make or buy decision framework, the fundamental value proposition behind BPO is cost reduction. The recent economic downturn forced HR departments to do more with less. Many HR organisations were asked to increase the scope of their capabilities without increasing overall headcount. As a result, some organisations viewed outsourcing as a way of combating current economic situation and achieving competitive advantage. In spite of the recent economic slowdown, Gartner Group stated that, the worldwide business process outsourcing (BPO) market, is continuing to grow by approximately 9.5. Organisations are increasingly seeking standardization as part of a re-emphasis on strategic business initiatives. They realise that they need to standardize HR processes and policies as a first step in their HR transformation. Business process outsourcing of certain functions is becoming an increasingly popular way to improve basic services while allowing HR professionals time to focus on issues vital to the businesss strategic initiatives, instead of being burdened with HR administration. Chaffey (2003) defines BPO as â€Å"the contracting out of specified services to a third party with a controlled, flexible relationship†. Lee (2002) refers to BPO as the ‘outsourcing of different managerial and operational functions. Specifically in HR, BPO is designed to ensure that a companys HR system is supported by the latest management information systems, with self-access and HR data warehousing options. The Business Issues (1995) further views BPO as ‘the delegation of one or more business processes to an external provider, who then owns, manages and administers the selected processes based on defined and measurable performance metric. The CIPD defines off-shore as ‘the process of outsourcing business activities or services overseas, as a direct or indirect employer. Off-shore does not always involve the services of an external provider . According to the Oxford Dictionary it means: ‘made, registered or situated abroad. The concept of outsourcing centres on David Ricardos theory of Comparative Advantage (cited in Mullins 2001) which states that even if a country could produce everything more efficiently than another country, it would still reap gains from specialising in what it was best at producing and trading with other nations. AIM OF BRIEFING The aim of this briefing is to brief the Directors of Name of our company the effect of outsourcing the HRM function and will encompass its influence on organisational performance and culture; and concurrently its impact on the UK Labour market and economy. The team will carry out a case-study on BT and will critically evaluate, analyse and highlight the advantages and disadvantages of HR outsourcing with the intention of reviewing the outcomes and where necessary suggest solutions where likely problems can be encountered. An analytical review will be carried out of the major HRM problems which can arise from organizational change and where required recommendations made. The team will use British Telecommunications as a case study to establish the impact of BPO. This briefing aims to provide a reasoned critique of existing literature based on surveys, textbooks, journals and official trade data. BACKGROUND British Telecommunications (BT) is a wholly owned subsidiary of BT Group Plc, a public limited company registered in England and Wales and listed on the London and New York Stock Exchanges . BT is one of the worlds leading providers of communications solutions and services operating in 170 countries. It principal activities include networked IT services, local, national and international telecommunications services, and higher-value broadband and internet products and services.Its main activities are web hosting, IT solutions, Internet services, telecommunications and broadband networks. In the fiscal year ended 31 March 2007 BT had a net turnover of  £9,499 billion. In the UK alone it has pool of 87,000 employees and 180,000 pensioners, whilst on a global scale it has 10,000 employees spread over the countries it operates within. For years, British Telecom ruled the UK market as a monopoly. It was the British Telecommunications Act of 1981 that brought this to an end and put in its place a duopoly, where BT competed with Mercury. The company was formed in 1981 as a subsidiary of Cable Wireless, mainly to challenge the monopoly of British Telecom. The privatisation of British Telecom in 1984 opened the industry to full competition and in 1991, this effectively brought the duopoly share by BT and Mercury to an end. With the liberalisation and opening up of the phone market to global competition came renewed pressure on BT from the telecoms watchdog Oftel to open up more of its network to competitors and cut its prices. The pressures on BT became greater than ever. The stiff competition in the telecoms market, the huge cost of paying for third-generation (3G) mobile phone licences, pressure from the industry regulator Oftel to lower its prices and informed, discerning customers meant BT had to deliver even higher levels of quality and service, at competitive prices in order to stay afloat. All these pressures necessitated mindset change and BT was forced to review its business processes. In order to meet up with the arrival of new competitors and the quickening pace of technological change in the industry, speed of action and reaction became critical success factors. With the competition that flooded the UK market in the 1990s, BT started considering cost reduction that will maximise efficiency without compromising quality. One of the major steps taken was to outsource the transactional side of its human resources operation to Accenture HR Services, which in turn off-shored to its India branch. BT believed that the competitive edge for any global communications provider is human capital and to survive and thrive, it requires world-class human resource (HR) competencies and the processes for managing them. Youndt et al. (1996) highlights that a HR system focused on human capabilities is directly related to multiple dimensions of operational performance. Huselid and Becker (1997) describe that a firms effectiveness is associated with HR capabilities and its attributes. ADVANTAGES OF OUTSOURCING / OFFSHORING Outsourcing enables an organisation to improve its focus on its core values allowing it to remain competitive on the market (Morello, 2003) . Prahalad and Hamel 1990 state that firms must concentrate on core competencies to gain competitive advantage. Through outsourcing specialist skills can be drawn out from a pool of expertise when and where needed whilst opportunities for enriched career development exist for the remaining staff. Organisations are able to turn over certain classes of risks to their suppliers, such as demand variability and capital investments. Unlike the buyer, the outsourcing buyer can spread these risks over multiple clients. Profitability can be achieved as outsourcing increases a businesss cashflow by creating cost reductions through cheap labour and reduced operational expenses i.e. office space, utility. Funds which would have been used for large capital investments can be released for other uses. Contracting out operational functions reduces the competition on capital as the outsourcing company provides the capital investment as part of its overheads. Companies can create an integrated market as it is a cost effective way of globalisation particularly when it selects the best available resources and labour. Figure [rumbi insert appendix] reflects the changes to operational costs which BT experienced when it outsourced. According to Som Mittal, former Managing Director of Compaq India has claimed that payroll processing to countries like India companies can achieve a 20-25% gain in productivity. Outsourcing can increase the service level given to clients. With offshoring an organisation has the ability to have a 24-hour a day workforce resulting in a more timely service which would not be possible if the organisation operated in once country. BT gained flexibility through outsourcing to Accenture as agility or quick response to business demands was made. Competitive advantage can be attained through cheaper prices. When the product prices cannot come down further operating in a highly skilled, low-wage labour area will be advantageous. (Frubel, Heinrichs and Kreye 1980) . As the product price falls consumers are willing to demand a larger amount of goods. The off-shored countries receive economical benefits. Nasscom Chairman Som Mittal remarked ‘Its a win win situation for countries which allow outsourcing and the countries which receive outsourcing (Ahmed 2004) . DISADVANTAGES OF OUTSOURCING/OFFSHORING: When outsourcing to a third party resentment can occur between permanent and contracted staff. Contract/temporary staff may fail to have a sense of belonging whilst permanent staff can remain aloof in order to protect their works hindering teamwork. Offshoring particularly on the outsourcing of work to India as the UK labour force believes that they are losing out on career opportunities. However the McKinsey Global Institute Report states that there are actually too many jobs and not enough people in the UK to fulfil them. Therefore fears of a widespread unemployment are unlikely and thus this resentment could be seen as unnecessary (Lander 2006) . The lack of direct communication between the organisation and the client can hinder the development of solid relationships and can result in the main organisation lacking control of the outsourced project. One of the key aspects of motivation is social interaction and self actualisation (Maslow cited in Mullins, 2001). Another perceived drawback of off-shoring is the decrease in levels of communication. When English is not the native language of the source area, poor command of the English Language leads to prominent resentment of offshored services (Ahmed,2004). Results of a survey carried out by the Nationwide building in 2005 reflected that 91% of UK adults would prefer their calls to be handled by UK-based call centres (Lander (2006). A major drawback is the expense of regaining a customer once lost, because it could cost up to 6 times more in marketing costs to gain a replacement. Cultural differences can be a disadvantage of offshoring i.e. Ryan Kinzy of K3 Group a large outsourcing company states that there are 3 months which are viewed as the most auspicious time for weddings in India, for example half the staff are out of the office. Ryan highlights that building up teamwork is a difficult challenge as employees may lack intuition due to their culture, Indian workers require a lot of direction. Their relationships are hierarchal, family and caste dependent and they have an educational system that emphasises routine learning over independent research. Outsourcing can prove expensive as payment of redundancy packages for the laid off staff can be a major drawback. As the number of companies offshoring to India rises, employee retention becomes a challenge due to the fact that as market competition increases, salaries are required to be competitive. Organisations will have to decide whether the cost-savings outweigh the revenue generated. Risks can be encountered due to the socio-economic conditions which can hinder the progression of operations i.e. maintaining trade risks. The chance of off-shore fraud also exist as the use of funds can be diverted. There is also the risk or data loss. BT faces the risk of fraud emanating from HR outsourcing as off-shore workers have full access to personnel details ranging from bank account numbers, home addresses and other personal details. Non-automated transactions and processing responsibilities enable off-shore workers to have access to highly confidential information. There is an increase in foreign organised crime groups who have targeted foreign off-shore enterprises to gain access data which they process. Organisiations can face compliance risks and their reputation being damaged due to negative publicity resulting from the third party being inconsistent in meeting ethical standards and internal policies. The organisation needs to carryout thorough audits to ensure control . Expertise levels need to be measured to ensure that required service levels of service are met. {Figure xxRumbi to appendix 2} reflects results of problems faced by several companies which have off-shored. The main problem met appears to be low control of performance and data. Offshoring has the limited disadvantage in that the core function of an organisation cannot be accomplished if passed onto an external source . A business which outsources a department still requires in-house technical experts to monitor activities (Greco 1997) Political infrastructure such as changes in government can affect can impact the outsourcing company. Shortly after the election of Sonia Ghandi stock markets plummeted on fears that her leftist allies would roll back fundamental economic reforms. Erratic power grids inexperienced officials and unmotivated employees can also prove to be a disadvantage. ORGANISATIONAL CULTURE BTs management believes organisational culture is innovative with teams that are strategically aligned to BTs operations. Advances in technologies have been applied to benefit BT and its customers to improve processes. Culture can be an object which is manipulated to achieve productivity and organisational improvements, and change over time (Tran, 2008) . In this context, culture is the character of an organisation. However if culture is accepted as being â€Å"†¦.the basic, taken- for- granted assumptions and deep patterns of meaning shared by organisational participation and manifestations of these assumptions†¦Ã¢â‚¬  ( Johnson, 2007) then in this respect culture can be difficult to change. In order to explain the content of cultural context in BT after HR outsourcing, the cultural web will be used. The table below shows the content of the organisational culture with HR outsourcing. Rumbi to appendix 1] According to the above table the organisational culture hinders collective learning in the organisation. Individuals see each other as rivals, rather than a partners. This paradigm creates various obstacles for learning within the organisation, that usually arise due to rivalry, power conflicts and absence of network communication channels (Mullins, 2001). The disadvantage of this power structure is explained by Mullins (2001) who claims that such approach decrease the effectiveness and efficiency of operations management, as participants are detached from the decision-making. BTs new organisational structure is bureaucratic, with the emphasis on standard procedures and operational routines. It might slow down the communication process, with the absence of feedback channels and unnecessary layers that might increase obstructions and cause various distortions in the communication process( Graham Bennet, 1998) . BT has placed its employees after revenues. The management has failed to take into account individual needs of each employee hence developing a coercive rather than participative approach. Within this approach people are being treated as liabilities rather than the core elements of the operations management process, where people become the primary determinant of the outcome quality (Armstrong, 2003) . The organisational culture implies for traditional type of performance appraisal system, which utilises various types of monetary techniques. Wright (2007) argued that the utilisation of monetary tools does not provide the development of a higher level of effective commitment or higher degree of intrinsic motivation and provides a blurred understanding of the relationship between their performance and corresponding appraisal. The communication component forms an important of the above mentioned changes. According to McGregor (1960, cited in Mullins, 2001) in order to get people to direct their efforts towards organisational objectives, management must tell them what to do, judge how well they are doing and reward or punish accordingly. There is also an informative and a motivational purpose. He claims that a clear and thorough description of individual duties and rights within the framework of the organisation may prevent the rise of unmet expectations. As it shows on the table, the communication in the company is of a top-down nature, without proper feedback. This type of communication scheme is good for conveyer-type organisations and not ideal for innovative market-led companies. CHANGE MANAGEMENT The new requirements for adaptation made it necessary for the company to undertake the reengineering of the whole business process, including both â€Å"hard â€Å"and â€Å"soft† elements. According to Senior (1997) â€Å"hard system† change implies â€Å" an attempt to use the benefits of a scientific method whilst recognising that in the real world of business where thing are happening fast, there may not be time to be as scientific as one would like†. In BTs case, â€Å"hard system† change referred to the introduction of new operations management systems, equipment and business facilities, designed to speed up existing operations and reduce the cost per a single transaction. It was designed to maximise the efficiency of every single operation within the business process. Senior (1997) indicates that â€Å"Soft System† changes imply for the change of the organisational culture. The main idea of this approach is listening to the organisation, good communication, developing a shared, vision, gaining real commitment to the change and the vision, education and training, and understanding the tools and techniques for the process. William et al.(1993) indicates that to facilitate effective adaptation of the employees to new working conditions, managers shall reduce restraining forces and reinforces driving forces. However, it shall be considered, that not all measures are equally effective. As Hetzbergs maintainance theory ( cited in Mullins, 2001) shows , the presence of certain factors may act as a powerful motivating factors, while the absence of other elements may produce slight dissatisfaction. At the same time strategic priorities shall reflect the current organisational aims. Under such conditions in order to improve the situation and meet objectives (create a better customer focus) the high involvement of senior managers, who acts as a link between operational and business levels of the organisation, is required. Senior managers shall act as major change agents. Taking the role of change agents, it is important for senior managers not to ignore employees natural resistance to new systems, but to create appropriate incentives to fasten the transactional process from resistance to commitment (Graham and Bennet, 1998). The ignorance of or resistance to changes will introduce different open conflicts, which will significantly worsen the organisation environment affecting its performance level and flexibility. This could result to failure to raise performance and attract or retain customers, which may lead to significant costs and even reduce the companys chances to survive and succeed in changing market conditions. According to Mintzberg Quinn and Ghoshall (1995) the overall rationale for any outsourcing activity is that outsourcing provides, greater economies of scale, flexibility, increase in levels of expertise, cost effectiveness, reduced costs and added value to any organisation. The rationale of BT outsourcing its HRM functions were to increase shareholder value, sustain progress and cope with the pace of change. Outsourcing of parts of the HR function has become more common. Lonsdale and Cox (1998) argue that outsourcing decisions can be classified under the following three headings: 1 outsourcing for short-term cost and headcount reductions; 2 core-competence-based outsourcing, where peripheral activities are passed to third parties and core activities are retained in-house; 3 iterative and entrepreneurial outsourcing, where periodic reviews of critical market activities are undertaken, with subsequent decision to retain or outsource. IMPACT ON UK LABOUR FORCE Human capital is emphasized as the most valuable asset of the 21st century business. The primary effects of outsourcing/offshoring on HR and Labour Relations are related to managing transition in HRM such as personnel changes, managing layoff, downsizing issues, and the costs/dynamics of actually managing an off-shore contract. The laying off of UK employees as a result of restructuring to effect the outsourcing contracts can have a negative impact on employees. Layoffs cause major morale problems among in-house ‘survivors and may lead to dissatisfaction and reduced delivery speed. Some UK companies experienced productivity dips and potential legal action from laid off employees resulting in costs of severance, retention bonuses and retraining being encountered. According to a survey by Deloitte and YouGov (2006) revealed that fear of job losses was prevalent in the UK with 82% of public perceiving offshoring as a threat . 1 in 3 people stated that UK companies should be forced to bring back jobs to the UK. Chief economist of the Work Foundation, Ian Brinkley commented ‘Fears have been stoked by claims that the Chinese and Indians are coming to get your lunch to describe the insecurity that offshoring has caused. With regards to knowledge transfer there is concern that some of the job experience is being exported. If low-level skill tasks are sent off-shore then so is the experience gained from performing those tasks. When the time comes to perform higher-level tasks where previous experience is mandatory, there is no alternative than to go off-shore because that is where the experience will available. In some instances company plans imply that higher-level tasks will remain performed on-shore, the lower-level tasks are performed miles away. The knowledge and experience of those ‘low-level jobs will be gone forever, and may impact the proper development of the ‘higher-level jobs. Forrester a US research group released a study that by 2015 Europe will have lost a collective number of 1.2 million jobs to off-shore locations increasing its reliance. Alan Blinder a US economist and former advisor to Bill Clinton has supported this thesis by stating that offshoring will lead to a ‘third Industrial Revolution. He views that off-shore is now a man-made comparative advantage and that workers will be forced to seek employment in personal services which remain non-tradable. There is a long-term impact on the types of jobs that people are training for, as well as the ‘transfer of knowledge relating to many job structures in the workplace such that there is a ‘domino effect. Steve Loy feels that these ‘outgoing tide of jobs could threaten fundamental technology research as well as jobs. The astute students will recognise the rapidly dwindling job opportunities in HRM and will choose other programs of study thus loss will be encountered in HR leading to a labour-force that has inadequate HRM knowledge to compete in a high knowledge based economy. The evaluation of the impact of off-shore is mainly based on estimations of collective data. Jobs most at risk are non-client facing and low knowledge content jobs those which use a lot of Information technology, creating outputs that can be transmitted via IT. An analysis by the CPRP concluded that 20% of non-client facing jobs are likely to be moved abroad. The potential is apportioned as a function of international trade and investment, the industrial structure of the economy, human capital, employment indicator, product market regulations indicator. Not all jobs created off-shore by UK companies automatically translates to job losses in the UK labour market. Employees are increasingly demanding services hence time difference plays a role in off-shore, offering them extended services. The lower price makes it possible for instance to offer services which would not be available otherwise i.e. 24 hr call centres. The information collated by the European Restructuring Monitor (ERM) s hows that job loss due to offshoring is in fact very small. During the first quarter of 2007 ERM recorded 420 restructuring cases in Europe. They announced 137,762 job losses and 184,511 job gains. Only 5.5% of all jobs lost were due to offshoring activities. For the year 2005 the percentage of job losses due to offshoring was only 3.4% of the total job losses. To measure the extent of job loss due to restructuring we can use redundancy notification, the effects of offshoring does however vary with the country. In France, national Institute for Statistics and Economic Studies estimates in its 2007 report on the French economy that offshoring has been responsible for the destruction of 15,000 jobs per year between 2000 and 2003. This is to contrast with a job creation in the private sector of 200,000 per year . In the UK there is no significant decline as per the results of the LFS Redundancy Tables ‘Employment growth in the occupations considered susceptible to offshoring has been very strong. The redundancy levels for these occupations, although high relative to the whole economy, have been falling in the last four years. The overall employment rate for these occupations has also shown an increase showing the cost of moving low-skilled jobs abroad is either falling or positive job creation is highly prevalent in the IT enabled occup ations. This does not mean that jobs are not being off-shored, and it is entirely possible that in the absence of offshoring, employment in these areas might have been higher. The adverse impact is entirely triggered by much larger changes in domestic demand for such services, the UK in particular has been extremely successful in developing as a world leader in knowledge based international trade. Jobs created through the expansion of exports of services are likely to outweigh the contraction of jobs caused by import of services. According to a report by Amiti and Jin Wei (2005) job growth at divisional levels has not been negatively related to service outsourcing but has had a negative impact on the demand for unskilled labour. In the UK outsourcing has had no reflected effect on the labourforce. The Deloitte and Recruitment Employment Confederation Report states that both permanent and temporary staff billings continue to rise. National press recruitment advertising in the UK went down by 11.3% in July 2005 in both public and private sectors reflecting a positive direction in the labour market and no relevant changes in the economy. Outsourcing is increasing consultancy work in the United Kingdom hence is beneficial as it offers flexible working hours / days for UK employees. This is particularly favorable for women who are raising children as is allows them to earn a salary whilst at the same time having adequate time with their children. There is also the flexibility of home-working. Structural changes can occur in the economies of both the outsourced/sourcing companies and due to the debate on who is benefiting/losing racism can be allowed to rear its head. A report prepared for the Department of Trade Industry by Ovum (2006) concludes that even though the actual impacts of an increase in trade and the expansion of global sourcing have been quite modest to date, offshoring can change the skills structure of labour demand, increasing the vulnerability of low-skilled workers in particular. ECONOMIC IMPACT Concern over off-shoring has become a surrogate for wider issues about economic insecurity, said Work Foundation chief economist Ian Brinkley. An interesting corollary benefit of outsourcing is the benefit to the economy. Indias National Association of Software and Services Companies commissioned a report by Evaluserve that stated that for every $100 worth of work sent abroad by US companies, $130 to $145 will be reinvested in the US economy. Cost savings are said to create value in the UK economy. Ahead of monetary capital, knowledge economy has become a focal point in the policy of outsourcing and off-shore. Strategies have been devised i.e. the Lisbon Strategy centres to promote, research, innovation in the development of human capital. In the future, human capital is the only way that Europe can remain prosperous. The main beneficiaries in the UK are the educated high skilled workers and the losers will be semi/low skilled workers. The UK government needs to investment more in education to continue pushing towards a leading knowledge based economy to avoid vulnerability. It needs to investment in human capital and focus on domestic policy choices for the losers of rapid structural changes within the UK. As a result of off-shoring the UK government is losing funds which could possibly be raised by corporate and income tax. However, it has stated that it does not have plans in place as yet to prevent outsourcing. The Department of Trade Industry has stated ‘it is a commercial decision for companies to decide where to locate their business operations such as call centres. The absence of official statistics on off-shore outsourcing leads to speculation and there is also misinterpretation of indirect measures/evidence. The experience of an individual company may or may not select a trend in a specific sector but does not allow conclusions to be made on the economy as a whole. It is possible that the rise in rice prices caused by lower production could be a result of a shift by the working population in India from working in the agriculture moving to the services sector. A great deal of knowledge is tacit and therefore difficult to transfer. Its reproduction can be extremely costly and requires an environment in which it can be harnessed effectively. According to a recent World Bank publication India is at the bottom end ranking 98 out of 128 countries of an index that measures the ability to create, absorb and diffuse knowledge therefore its threat is minimal to the UK economy. The economy-wide measures such as a countrys balance of payments can assist us in understanding the patterns of cross border trade and establish the impact of offshoring. If the outsourcing of tasks by UK based companies to off-shore locations i.e. India is soaring then the UK should be importing more of these services from India. The CBI has stated that the UK companies have benefited from off-shore as they are now receiving improved work-force skills at a low rate making their enterprises more profitable. According to results obtained from the Office for National Statistics the redundancy rate for the three months to January 2008 was 4.4 per 1,000 employees, down 0.9 over the quarter and down 1.1 over the year. These figures on the redundancy rate reflect that though a large number of organizational services have been off-shored services this has not had a significant impact on the UK economy. The UK has emerged as a world leader in ‘knowledge services and between 1995 2005 exports of its services grew by over 100% compared to its exports of traditional service exports such as transport. India is ranked 6th for global ‘insourcing behind the US, UK, German France and the Netherlands who appear to be the top rec Challenges to Managing Business Process Outsourcing (BPO) Challenges to Managing Business Process Outsourcing (BPO) One of the major challenges facing Human Resource Management is the introduction and management of Business Process Outsourcing (BPO). In dyads or tryads produce a group briefing paper for either; Directors of a company or a specific trade union, of your choice, regarding the changes taking place in the UK labourmarket and economy regarding the impact of outsourcing and/or offshoring. INTRODUCTION The current economic climate is forcing organizations to explore tactics to remain competitive. According to the traditional ‘make or buy decision framework, the fundamental value proposition behind BPO is cost reduction. The recent economic downturn forced HR departments to do more with less. Many HR organisations were asked to increase the scope of their capabilities without increasing overall headcount. As a result, some organisations viewed outsourcing as a way of combating current economic situation and achieving competitive advantage. In spite of the recent economic slowdown, Gartner Group stated that, the worldwide business process outsourcing (BPO) market, is continuing to grow by approximately 9.5. Organisations are increasingly seeking standardization as part of a re-emphasis on strategic business initiatives. They realise that they need to standardize HR processes and policies as a first step in their HR transformation. Business process outsourcing of certain functions is becoming an increasingly popular way to improve basic services while allowing HR professionals time to focus on issues vital to the businesss strategic initiatives, instead of being burdened with HR administration. Chaffey (2003) defines BPO as â€Å"the contracting out of specified services to a third party with a controlled, flexible relationship†. Lee (2002) refers to BPO as the ‘outsourcing of different managerial and operational functions. Specifically in HR, BPO is designed to ensure that a companys HR system is supported by the latest management information systems, with self-access and HR data warehousing options. The Business Issues (1995) further views BPO as ‘the delegation of one or more business processes to an external provider, who then owns, manages and administers the selected processes based on defined and measurable performance metric. The CIPD defines off-shore as ‘the process of outsourcing business activities or services overseas, as a direct or indirect employer. Off-shore does not always involve the services of an external provider . According to the Oxford Dictionary it means: ‘made, registered or situated abroad. The concept of outsourcing centres on David Ricardos theory of Comparative Advantage (cited in Mullins 2001) which states that even if a country could produce everything more efficiently than another country, it would still reap gains from specialising in what it was best at producing and trading with other nations. AIM OF BRIEFING The aim of this briefing is to brief the Directors of Name of our company the effect of outsourcing the HRM function and will encompass its influence on organisational performance and culture; and concurrently its impact on the UK Labour market and economy. The team will carry out a case-study on BT and will critically evaluate, analyse and highlight the advantages and disadvantages of HR outsourcing with the intention of reviewing the outcomes and where necessary suggest solutions where likely problems can be encountered. An analytical review will be carried out of the major HRM problems which can arise from organizational change and where required recommendations made. The team will use British Telecommunications as a case study to establish the impact of BPO. This briefing aims to provide a reasoned critique of existing literature based on surveys, textbooks, journals and official trade data. BACKGROUND British Telecommunications (BT) is a wholly owned subsidiary of BT Group Plc, a public limited company registered in England and Wales and listed on the London and New York Stock Exchanges . BT is one of the worlds leading providers of communications solutions and services operating in 170 countries. It principal activities include networked IT services, local, national and international telecommunications services, and higher-value broadband and internet products and services.Its main activities are web hosting, IT solutions, Internet services, telecommunications and broadband networks. In the fiscal year ended 31 March 2007 BT had a net turnover of  £9,499 billion. In the UK alone it has pool of 87,000 employees and 180,000 pensioners, whilst on a global scale it has 10,000 employees spread over the countries it operates within. For years, British Telecom ruled the UK market as a monopoly. It was the British Telecommunications Act of 1981 that brought this to an end and put in its place a duopoly, where BT competed with Mercury. The company was formed in 1981 as a subsidiary of Cable Wireless, mainly to challenge the monopoly of British Telecom. The privatisation of British Telecom in 1984 opened the industry to full competition and in 1991, this effectively brought the duopoly share by BT and Mercury to an end. With the liberalisation and opening up of the phone market to global competition came renewed pressure on BT from the telecoms watchdog Oftel to open up more of its network to competitors and cut its prices. The pressures on BT became greater than ever. The stiff competition in the telecoms market, the huge cost of paying for third-generation (3G) mobile phone licences, pressure from the industry regulator Oftel to lower its prices and informed, discerning customers meant BT had to deliver even higher levels of quality and service, at competitive prices in order to stay afloat. All these pressures necessitated mindset change and BT was forced to review its business processes. In order to meet up with the arrival of new competitors and the quickening pace of technological change in the industry, speed of action and reaction became critical success factors. With the competition that flooded the UK market in the 1990s, BT started considering cost reduction that will maximise efficiency without compromising quality. One of the major steps taken was to outsource the transactional side of its human resources operation to Accenture HR Services, which in turn off-shored to its India branch. BT believed that the competitive edge for any global communications provider is human capital and to survive and thrive, it requires world-class human resource (HR) competencies and the processes for managing them. Youndt et al. (1996) highlights that a HR system focused on human capabilities is directly related to multiple dimensions of operational performance. Huselid and Becker (1997) describe that a firms effectiveness is associated with HR capabilities and its attributes. ADVANTAGES OF OUTSOURCING / OFFSHORING Outsourcing enables an organisation to improve its focus on its core values allowing it to remain competitive on the market (Morello, 2003) . Prahalad and Hamel 1990 state that firms must concentrate on core competencies to gain competitive advantage. Through outsourcing specialist skills can be drawn out from a pool of expertise when and where needed whilst opportunities for enriched career development exist for the remaining staff. Organisations are able to turn over certain classes of risks to their suppliers, such as demand variability and capital investments. Unlike the buyer, the outsourcing buyer can spread these risks over multiple clients. Profitability can be achieved as outsourcing increases a businesss cashflow by creating cost reductions through cheap labour and reduced operational expenses i.e. office space, utility. Funds which would have been used for large capital investments can be released for other uses. Contracting out operational functions reduces the competition on capital as the outsourcing company provides the capital investment as part of its overheads. Companies can create an integrated market as it is a cost effective way of globalisation particularly when it selects the best available resources and labour. Figure [rumbi insert appendix] reflects the changes to operational costs which BT experienced when it outsourced. According to Som Mittal, former Managing Director of Compaq India has claimed that payroll processing to countries like India companies can achieve a 20-25% gain in productivity. Outsourcing can increase the service level given to clients. With offshoring an organisation has the ability to have a 24-hour a day workforce resulting in a more timely service which would not be possible if the organisation operated in once country. BT gained flexibility through outsourcing to Accenture as agility or quick response to business demands was made. Competitive advantage can be attained through cheaper prices. When the product prices cannot come down further operating in a highly skilled, low-wage labour area will be advantageous. (Frubel, Heinrichs and Kreye 1980) . As the product price falls consumers are willing to demand a larger amount of goods. The off-shored countries receive economical benefits. Nasscom Chairman Som Mittal remarked ‘Its a win win situation for countries which allow outsourcing and the countries which receive outsourcing (Ahmed 2004) . DISADVANTAGES OF OUTSOURCING/OFFSHORING: When outsourcing to a third party resentment can occur between permanent and contracted staff. Contract/temporary staff may fail to have a sense of belonging whilst permanent staff can remain aloof in order to protect their works hindering teamwork. Offshoring particularly on the outsourcing of work to India as the UK labour force believes that they are losing out on career opportunities. However the McKinsey Global Institute Report states that there are actually too many jobs and not enough people in the UK to fulfil them. Therefore fears of a widespread unemployment are unlikely and thus this resentment could be seen as unnecessary (Lander 2006) . The lack of direct communication between the organisation and the client can hinder the development of solid relationships and can result in the main organisation lacking control of the outsourced project. One of the key aspects of motivation is social interaction and self actualisation (Maslow cited in Mullins, 2001). Another perceived drawback of off-shoring is the decrease in levels of communication. When English is not the native language of the source area, poor command of the English Language leads to prominent resentment of offshored services (Ahmed,2004). Results of a survey carried out by the Nationwide building in 2005 reflected that 91% of UK adults would prefer their calls to be handled by UK-based call centres (Lander (2006). A major drawback is the expense of regaining a customer once lost, because it could cost up to 6 times more in marketing costs to gain a replacement. Cultural differences can be a disadvantage of offshoring i.e. Ryan Kinzy of K3 Group a large outsourcing company states that there are 3 months which are viewed as the most auspicious time for weddings in India, for example half the staff are out of the office. Ryan highlights that building up teamwork is a difficult challenge as employees may lack intuition due to their culture, Indian workers require a lot of direction. Their relationships are hierarchal, family and caste dependent and they have an educational system that emphasises routine learning over independent research. Outsourcing can prove expensive as payment of redundancy packages for the laid off staff can be a major drawback. As the number of companies offshoring to India rises, employee retention becomes a challenge due to the fact that as market competition increases, salaries are required to be competitive. Organisations will have to decide whether the cost-savings outweigh the revenue generated. Risks can be encountered due to the socio-economic conditions which can hinder the progression of operations i.e. maintaining trade risks. The chance of off-shore fraud also exist as the use of funds can be diverted. There is also the risk or data loss. BT faces the risk of fraud emanating from HR outsourcing as off-shore workers have full access to personnel details ranging from bank account numbers, home addresses and other personal details. Non-automated transactions and processing responsibilities enable off-shore workers to have access to highly confidential information. There is an increase in foreign organised crime groups who have targeted foreign off-shore enterprises to gain access data which they process. Organisiations can face compliance risks and their reputation being damaged due to negative publicity resulting from the third party being inconsistent in meeting ethical standards and internal policies. The organisation needs to carryout thorough audits to ensure control . Expertise levels need to be measured to ensure that required service levels of service are met. {Figure xxRumbi to appendix 2} reflects results of problems faced by several companies which have off-shored. The main problem met appears to be low control of performance and data. Offshoring has the limited disadvantage in that the core function of an organisation cannot be accomplished if passed onto an external source . A business which outsources a department still requires in-house technical experts to monitor activities (Greco 1997) Political infrastructure such as changes in government can affect can impact the outsourcing company. Shortly after the election of Sonia Ghandi stock markets plummeted on fears that her leftist allies would roll back fundamental economic reforms. Erratic power grids inexperienced officials and unmotivated employees can also prove to be a disadvantage. ORGANISATIONAL CULTURE BTs management believes organisational culture is innovative with teams that are strategically aligned to BTs operations. Advances in technologies have been applied to benefit BT and its customers to improve processes. Culture can be an object which is manipulated to achieve productivity and organisational improvements, and change over time (Tran, 2008) . In this context, culture is the character of an organisation. However if culture is accepted as being â€Å"†¦.the basic, taken- for- granted assumptions and deep patterns of meaning shared by organisational participation and manifestations of these assumptions†¦Ã¢â‚¬  ( Johnson, 2007) then in this respect culture can be difficult to change. In order to explain the content of cultural context in BT after HR outsourcing, the cultural web will be used. The table below shows the content of the organisational culture with HR outsourcing. Rumbi to appendix 1] According to the above table the organisational culture hinders collective learning in the organisation. Individuals see each other as rivals, rather than a partners. This paradigm creates various obstacles for learning within the organisation, that usually arise due to rivalry, power conflicts and absence of network communication channels (Mullins, 2001). The disadvantage of this power structure is explained by Mullins (2001) who claims that such approach decrease the effectiveness and efficiency of operations management, as participants are detached from the decision-making. BTs new organisational structure is bureaucratic, with the emphasis on standard procedures and operational routines. It might slow down the communication process, with the absence of feedback channels and unnecessary layers that might increase obstructions and cause various distortions in the communication process( Graham Bennet, 1998) . BT has placed its employees after revenues. The management has failed to take into account individual needs of each employee hence developing a coercive rather than participative approach. Within this approach people are being treated as liabilities rather than the core elements of the operations management process, where people become the primary determinant of the outcome quality (Armstrong, 2003) . The organisational culture implies for traditional type of performance appraisal system, which utilises various types of monetary techniques. Wright (2007) argued that the utilisation of monetary tools does not provide the development of a higher level of effective commitment or higher degree of intrinsic motivation and provides a blurred understanding of the relationship between their performance and corresponding appraisal. The communication component forms an important of the above mentioned changes. According to McGregor (1960, cited in Mullins, 2001) in order to get people to direct their efforts towards organisational objectives, management must tell them what to do, judge how well they are doing and reward or punish accordingly. There is also an informative and a motivational purpose. He claims that a clear and thorough description of individual duties and rights within the framework of the organisation may prevent the rise of unmet expectations. As it shows on the table, the communication in the company is of a top-down nature, without proper feedback. This type of communication scheme is good for conveyer-type organisations and not ideal for innovative market-led companies. CHANGE MANAGEMENT The new requirements for adaptation made it necessary for the company to undertake the reengineering of the whole business process, including both â€Å"hard â€Å"and â€Å"soft† elements. According to Senior (1997) â€Å"hard system† change implies â€Å" an attempt to use the benefits of a scientific method whilst recognising that in the real world of business where thing are happening fast, there may not be time to be as scientific as one would like†. In BTs case, â€Å"hard system† change referred to the introduction of new operations management systems, equipment and business facilities, designed to speed up existing operations and reduce the cost per a single transaction. It was designed to maximise the efficiency of every single operation within the business process. Senior (1997) indicates that â€Å"Soft System† changes imply for the change of the organisational culture. The main idea of this approach is listening to the organisation, good communication, developing a shared, vision, gaining real commitment to the change and the vision, education and training, and understanding the tools and techniques for the process. William et al.(1993) indicates that to facilitate effective adaptation of the employees to new working conditions, managers shall reduce restraining forces and reinforces driving forces. However, it shall be considered, that not all measures are equally effective. As Hetzbergs maintainance theory ( cited in Mullins, 2001) shows , the presence of certain factors may act as a powerful motivating factors, while the absence of other elements may produce slight dissatisfaction. At the same time strategic priorities shall reflect the current organisational aims. Under such conditions in order to improve the situation and meet objectives (create a better customer focus) the high involvement of senior managers, who acts as a link between operational and business levels of the organisation, is required. Senior managers shall act as major change agents. Taking the role of change agents, it is important for senior managers not to ignore employees natural resistance to new systems, but to create appropriate incentives to fasten the transactional process from resistance to commitment (Graham and Bennet, 1998). The ignorance of or resistance to changes will introduce different open conflicts, which will significantly worsen the organisation environment affecting its performance level and flexibility. This could result to failure to raise performance and attract or retain customers, which may lead to significant costs and even reduce the companys chances to survive and succeed in changing market conditions. According to Mintzberg Quinn and Ghoshall (1995) the overall rationale for any outsourcing activity is that outsourcing provides, greater economies of scale, flexibility, increase in levels of expertise, cost effectiveness, reduced costs and added value to any organisation. The rationale of BT outsourcing its HRM functions were to increase shareholder value, sustain progress and cope with the pace of change. Outsourcing of parts of the HR function has become more common. Lonsdale and Cox (1998) argue that outsourcing decisions can be classified under the following three headings: 1 outsourcing for short-term cost and headcount reductions; 2 core-competence-based outsourcing, where peripheral activities are passed to third parties and core activities are retained in-house; 3 iterative and entrepreneurial outsourcing, where periodic reviews of critical market activities are undertaken, with subsequent decision to retain or outsource. IMPACT ON UK LABOUR FORCE Human capital is emphasized as the most valuable asset of the 21st century business. The primary effects of outsourcing/offshoring on HR and Labour Relations are related to managing transition in HRM such as personnel changes, managing layoff, downsizing issues, and the costs/dynamics of actually managing an off-shore contract. The laying off of UK employees as a result of restructuring to effect the outsourcing contracts can have a negative impact on employees. Layoffs cause major morale problems among in-house ‘survivors and may lead to dissatisfaction and reduced delivery speed. Some UK companies experienced productivity dips and potential legal action from laid off employees resulting in costs of severance, retention bonuses and retraining being encountered. According to a survey by Deloitte and YouGov (2006) revealed that fear of job losses was prevalent in the UK with 82% of public perceiving offshoring as a threat . 1 in 3 people stated that UK companies should be forced to bring back jobs to the UK. Chief economist of the Work Foundation, Ian Brinkley commented ‘Fears have been stoked by claims that the Chinese and Indians are coming to get your lunch to describe the insecurity that offshoring has caused. With regards to knowledge transfer there is concern that some of the job experience is being exported. If low-level skill tasks are sent off-shore then so is the experience gained from performing those tasks. When the time comes to perform higher-level tasks where previous experience is mandatory, there is no alternative than to go off-shore because that is where the experience will available. In some instances company plans imply that higher-level tasks will remain performed on-shore, the lower-level tasks are performed miles away. The knowledge and experience of those ‘low-level jobs will be gone forever, and may impact the proper development of the ‘higher-level jobs. Forrester a US research group released a study that by 2015 Europe will have lost a collective number of 1.2 million jobs to off-shore locations increasing its reliance. Alan Blinder a US economist and former advisor to Bill Clinton has supported this thesis by stating that offshoring will lead to a ‘third Industrial Revolution. He views that off-shore is now a man-made comparative advantage and that workers will be forced to seek employment in personal services which remain non-tradable. There is a long-term impact on the types of jobs that people are training for, as well as the ‘transfer of knowledge relating to many job structures in the workplace such that there is a ‘domino effect. Steve Loy feels that these ‘outgoing tide of jobs could threaten fundamental technology research as well as jobs. The astute students will recognise the rapidly dwindling job opportunities in HRM and will choose other programs of study thus loss will be encountered in HR leading to a labour-force that has inadequate HRM knowledge to compete in a high knowledge based economy. The evaluation of the impact of off-shore is mainly based on estimations of collective data. Jobs most at risk are non-client facing and low knowledge content jobs those which use a lot of Information technology, creating outputs that can be transmitted via IT. An analysis by the CPRP concluded that 20% of non-client facing jobs are likely to be moved abroad. The potential is apportioned as a function of international trade and investment, the industrial structure of the economy, human capital, employment indicator, product market regulations indicator. Not all jobs created off-shore by UK companies automatically translates to job losses in the UK labour market. Employees are increasingly demanding services hence time difference plays a role in off-shore, offering them extended services. The lower price makes it possible for instance to offer services which would not be available otherwise i.e. 24 hr call centres. The information collated by the European Restructuring Monitor (ERM) s hows that job loss due to offshoring is in fact very small. During the first quarter of 2007 ERM recorded 420 restructuring cases in Europe. They announced 137,762 job losses and 184,511 job gains. Only 5.5% of all jobs lost were due to offshoring activities. For the year 2005 the percentage of job losses due to offshoring was only 3.4% of the total job losses. To measure the extent of job loss due to restructuring we can use redundancy notification, the effects of offshoring does however vary with the country. In France, national Institute for Statistics and Economic Studies estimates in its 2007 report on the French economy that offshoring has been responsible for the destruction of 15,000 jobs per year between 2000 and 2003. This is to contrast with a job creation in the private sector of 200,000 per year . In the UK there is no significant decline as per the results of the LFS Redundancy Tables ‘Employment growth in the occupations considered susceptible to offshoring has been very strong. The redundancy levels for these occupations, although high relative to the whole economy, have been falling in the last four years. The overall employment rate for these occupations has also shown an increase showing the cost of moving low-skilled jobs abroad is either falling or positive job creation is highly prevalent in the IT enabled occup ations. This does not mean that jobs are not being off-shored, and it is entirely possible that in the absence of offshoring, employment in these areas might have been higher. The adverse impact is entirely triggered by much larger changes in domestic demand for such services, the UK in particular has been extremely successful in developing as a world leader in knowledge based international trade. Jobs created through the expansion of exports of services are likely to outweigh the contraction of jobs caused by import of services. According to a report by Amiti and Jin Wei (2005) job growth at divisional levels has not been negatively related to service outsourcing but has had a negative impact on the demand for unskilled labour. In the UK outsourcing has had no reflected effect on the labourforce. The Deloitte and Recruitment Employment Confederation Report states that both permanent and temporary staff billings continue to rise. National press recruitment advertising in the UK went down by 11.3% in July 2005 in both public and private sectors reflecting a positive direction in the labour market and no relevant changes in the economy. Outsourcing is increasing consultancy work in the United Kingdom hence is beneficial as it offers flexible working hours / days for UK employees. This is particularly favorable for women who are raising children as is allows them to earn a salary whilst at the same time having adequate time with their children. There is also the flexibility of home-working. Structural changes can occur in the economies of both the outsourced/sourcing companies and due to the debate on who is benefiting/losing racism can be allowed to rear its head. A report prepared for the Department of Trade Industry by Ovum (2006) concludes that even though the actual impacts of an increase in trade and the expansion of global sourcing have been quite modest to date, offshoring can change the skills structure of labour demand, increasing the vulnerability of low-skilled workers in particular. ECONOMIC IMPACT Concern over off-shoring has become a surrogate for wider issues about economic insecurity, said Work Foundation chief economist Ian Brinkley. An interesting corollary benefit of outsourcing is the benefit to the economy. Indias National Association of Software and Services Companies commissioned a report by Evaluserve that stated that for every $100 worth of work sent abroad by US companies, $130 to $145 will be reinvested in the US economy. Cost savings are said to create value in the UK economy. Ahead of monetary capital, knowledge economy has become a focal point in the policy of outsourcing and off-shore. Strategies have been devised i.e. the Lisbon Strategy centres to promote, research, innovation in the development of human capital. In the future, human capital is the only way that Europe can remain prosperous. The main beneficiaries in the UK are the educated high skilled workers and the losers will be semi/low skilled workers. The UK government needs to investment more in education to continue pushing towards a leading knowledge based economy to avoid vulnerability. It needs to investment in human capital and focus on domestic policy choices for the losers of rapid structural changes within the UK. As a result of off-shoring the UK government is losing funds which could possibly be raised by corporate and income tax. However, it has stated that it does not have plans in place as yet to prevent outsourcing. The Department of Trade Industry has stated ‘it is a commercial decision for companies to decide where to locate their business operations such as call centres. The absence of official statistics on off-shore outsourcing leads to speculation and there is also misinterpretation of indirect measures/evidence. The experience of an individual company may or may not select a trend in a specific sector but does not allow conclusions to be made on the economy as a whole. It is possible that the rise in rice prices caused by lower production could be a result of a shift by the working population in India from working in the agriculture moving to the services sector. A great deal of knowledge is tacit and therefore difficult to transfer. Its reproduction can be extremely costly and requires an environment in which it can be harnessed effectively. According to a recent World Bank publication India is at the bottom end ranking 98 out of 128 countries of an index that measures the ability to create, absorb and diffuse knowledge therefore its threat is minimal to the UK economy. The economy-wide measures such as a countrys balance of payments can assist us in understanding the patterns of cross border trade and establish the impact of offshoring. If the outsourcing of tasks by UK based companies to off-shore locations i.e. India is soaring then the UK should be importing more of these services from India. The CBI has stated that the UK companies have benefited from off-shore as they are now receiving improved work-force skills at a low rate making their enterprises more profitable. According to results obtained from the Office for National Statistics the redundancy rate for the three months to January 2008 was 4.4 per 1,000 employees, down 0.9 over the quarter and down 1.1 over the year. These figures on the redundancy rate reflect that though a large number of organizational services have been off-shored services this has not had a significant impact on the UK economy. The UK has emerged as a world leader in ‘knowledge services and between 1995 2005 exports of its services grew by over 100% compared to its exports of traditional service exports such as transport. India is ranked 6th for global ‘insourcing behind the US, UK, German France and the Netherlands who appear to be the top rec