Social Performance Part 2 Essay Example | Topics and Well Written Essays - 1000 words

Social Performance Part 2 - Essay Example Companies have set up a code of conduct which ensures smooth operations hence success. Different codes of conduct are used such as Legal and Ethical Responsibility to the Company (Atkins, 2006). This code has further divisions such as Responsibility for Compliance whereby the stakeholders of the company have the responsibility to read and understand this code and to abide by it in both spirit and letter. All records, information and data owned and used by the company must be complete and accurate at all times as explained in the records and reporting (Atkins, 2006). The code of Proper Use of Company Assets gives the employees of various power companies the responsibility of protecting the Company’s assets against misuse, theft and loss (Balmer, 1983). The second code of conduct among the similar power companies is the Additional Legal and Ethical Responsibilities which include commodity marketing and trading whereby they are complying with the set marketing rules (Atkins, 2006). The environment Commitment code enables the company to conduct its business in a manner which is environmentally friendly (Balmer, 1983). The company must comply with the environmental regulations, laws and standards. Privacy of employee information encourages confidentiality of employee’s information (Atkins, 2006). Code of Intellectual Property gives protection to the company’s intellectual property in accordance with federal and state laws (Balmer, 1983). The Antitrust Code is designed to protect consumers from unfair business arrangements and to preserve competition among enterprises (Balmer, 1983). In the Code of Conflicts of Interests, the employees must be careful so that they are not involved in activities that may conflict with their abilities to take action that are useful to the company (Balmer, 1983). The most vital one is the compliance with other rules, laws and regulations such as

Chance vs. Fate Essay Example for Free

Chance vs. Fate Essay Do you ever tried to think, what if chance and fate face a fight? Who do you think would be the winner? And who do you think would be the looser? If one people began to fight his chance and his fate,. Who do you think would make him feel happier? Is it the chance who gave him chance, or is it fate that decide his life. Maybe most of you think that chance would be the obvious winner, for more people is now wanted to take a chance than fate. But how ever what if I told you that fate is stronger than chance? What if I tell you that if you need to choose a choice between chance and fate,. I must tell you that fate is the better choice than chance. That fate can assure you that you’ll never regret for choosing it than chance. For fate must knew the Rightful one than chance. How? Because I had a very interesting story about chance and hope. That made me realized what’s The best choice for me. And this is just happened to me a month ago before December enter the year. Since birth I have a childhood friend that became part of my life. Each and every day we are together. Those days are just passing by and our relationship as friends became more deeper and deeper that I came to the point I fall in love with him secretly. But instead of telling it into him, I decided to not mention my feelings anymore for our friendship has been gone through the years. And I don’t want to ruin that friendship. But fate never gives a consideration, into me. My parents decided to continue my high school at manila, together with my sister. And when my last day in our province came, I let him knew that I was leaving. That time I wanted to tell him the truth. I have the chance but I let it go. I never succeeded telling into him that I really love him. After that event I really hate fate for deciding what for my life. I do really hate it for I was such in a poor condition that time. But two years had passed. No communication for the last two years. And when I spent m y semestrial break in our province after two years, I really did see the things change. When I came back home I saw him. And flashback remains into my head. But instead of smiling into him, I pretend not to see anyone. until he said to me that he was fallen in love with me. But as hearing the soft words he had spoken I cant really imagined that all the old feelings of yesterday is now coming back faster. But of course, I remembered he was my friend. And I like him too. But what the heck? After some month I rejected him even though I loved him. And that he quits on asking. After some month December came a number texted me and ask who it was. But I was shocked It was my classmate since I’m in grade six. If I remembered nothing go right with our relationship as classmate. He was my first crush during my elementary days, I remember how he always make me cry during the time. I remember how he spoke word into me in front of everybody else. I remember it all. We never had the time to speak even a little single word without fighting with each other. Until graduation we never had. And now his here and te lling me if he have the chance. Normally, I won’t forgive him for the past few years for what he has done. I don’t want to forgive him but my heart likes to. And I can’t even understand of all this years, why is the feeling of long old love was coming back again? But then time gives me chance to think of. And I really found out what it has to be. That my classmate is my real one true love for that I have realized that: On our situation of my best friend, we have the very big chance but fate decide. And give me the real answer. And time gave me realization to know what is meant to be. Name: Mariflor B. Villanueva Essay no: 4 Date: December 6 2012 â€Å"My Ambition† I was young when I tell many of my ambition in life. One I must tell, I wanted to be a teacher because, I wanted to wrote on the board and make my student copy what I write. I also told my mom that I wanted to become a scientist someday because I wanted to be famous and known as a knowledgeable person. Some days, I shouted I wanted to become a business woman it because, I wanted to hold money. I wanted to be a house designer because I wanted to create my own house. I wanted to become a fashion designer it because, I want to make some gowns and wedding dress. So many to mention when I was kid. Too many ambition and many reasons why I wanted to be something like that. Imagine. When I was kid I have many dreams and ambition having some many reasons to tell. I am a dreamer girl when I was kid. But now how, I wonder so many things. I questioned all what I have said during my days of childhood. I don’t want to be a teacher because what I heard nowadays is just: â€Å"just take education, you don’t have enough knowledge† what they mean is that teachers nowadays is just not that famous now. I don’t wish to be scientist for I already know, I can’t be a knowledgeable person. I will never take the path of being a business woman because I don’t know math at all. I will never wish to be a house designer for I am no good at sketching a house. And most. I never imagined myself being a fashion designer for that I donâ €™t wanted anymore to take that job for I believe it wasn’t my future. I have nothing now. I have nothing now to say what I wanted to be in the near future. I can’t just imagined myself of a perfect ambition. All my dreams in my childhood days fade away and if I’m a dreamer in my childhood days, now I feel I am now so useless of the community to think what I wanted. I don’t feel like I belong to any course I have think. Now I am just a little girl without a dream for her future. Until I accidentally broke a glass. I saw the glass shinning when it is in the sun. I imagined it as a diamond sparkling. And the idea came to my mind. How about if, I try to make it a jewellery? Like necklace? It is nice to have an own sketched necklace right? So I took the broken glass I search some metals that can be fold, and an old rope of necklace. I took some help with my uncle for chaining the pattern I did. And he well made it very nice. At the end, I was so happy it was my own crafted jewellery. Starting that day, I decided to be a jewellery designer. Not because I am inspired doing some Jewellery, or just I wanted to be famous in e veryone, but now†¦ I suddenly realized how to have a good ambition and reason. My reason that, I wanted to became a jewellery designer someday not because of anything but I do want to become jewellery designer because, I want someday to see people wearing my designs around their neck, their arms, their finger, and such many else. I wanted to become a merely jewellery designer to see how people love my designs. That was my ambition and my reasons for why I liked to become what I am dreaming now. Name: Najeeb A. Imam Essay no: 3 Date: December 6 2012 â€Å"To be the Highest† When I was young, I said to myself that I wanted to be having the highest position. Highest that No one will reach me as I am. And that I thought that to be the highest I must need to be the President of this country. To rule anyone, to make this country more successful more than any Other country. But I was wrong knowing out that to be a president you’re not consider as a high Person. I realized inside myself. So I change what I wanted. And now, I said to be the highest I need to be a successful doctor. Because doctor saves life. Doctor saves many lives of human. Without a doctor everyone will be sick and there will be more people dying. But realizing to be A doctor is not the path in a way to be the highest. But what I had realize this pass few years that To be one of the highest person, you don’t need to be a president, doctor, scientist, engineer or What so ever. Because I realized, to be the highest person, you must have to be a teacher for everyone. In order To be a successful man, I need to be a teacher. Because teacher is the highest position all this Time. Why teacher? Maybe you’re wondering my teacher? Well it because, without a teacher, There will no presidents, no engineer, no scientist, no doctor, and no one. Because to be in one Great position, you would first need to learn something. To have a knowledge in order to be a Successful man. All o the knowledge of the workers now, is well made by a great teacher. A Great teacher that lead them to the right path. A nice teacher that teach everything in to her/his Student. That is why, I decided to be someday, I wanted to be a teacher. Not just an ordinary teacher but I wanted to be the teacher of everyone. Who will teach, and lead everyone in the right path. I I wanted to be a teacher it because for me teacher is the best. For me no one would ever compare The value of a teacher to the value of other. For teacher, knows the best, teacher lead the way, a teacher who’s gonna lead her/his student in The right path. A teacher that everybody loves. And if someday I will be a successful teacher I promised that I will teach the value of a teacher. Name: Najeeb A. Imam Essay no: 4 Date: December 6 2012 â€Å"To write† If you wanted to write a something, a poem, a paragraph, or an essay, how did you write freely? Do you usually, express you’re feeling at what you are writing? Or do you just write too Generally? If you will ask me how I write or how I wrote just like this, I would tell you that just write what You feel, and write like youâ⠂¬â„¢re just sharing. Don’t be so afraid if you will commit a mistake Don’t be shy for its everybody face mistake. If you wanted to write nicely that you want to show The world what have written don’t be so afraid. Because it is not in grammar, or penmanship, Can test how really good you are in writing or expressing idea. It is not tested by how you wrote Long, or how many incredible word do you know, but definitely it is not tested on how you’ve Written a thousand words. To test that you are good in writing, is not based on how you wrote your essay, your poem, your Paragraph. But the real question here is that†¦ How many people have been interested to read what you have written? How many of them Appreciate it? How many of them did tell you you’re writing is amazing. The question is how Many readers did you gain when you shared you’re essay? Are they are few? Or they are just as Many? Because in writing essay, a thousand word is not the point. A beautiful penmanship is not the Requirements here. But it is the one that commonly tested here is by how you’re e ssay your Poem, your paragraph, inspired other? Essay is tested by which you write the importance of your Topic. Essay depend in what is its components and substance. An essay, depends to what larger Meaning you have according to the topic. An essay depends to what it its substance. If it has a good meaning, or it just an essay that have nonsense things. If I am about to ask you, What contains your essay? Are you that willing to say that you’re essay is nice and meaningful? Or you will just crumpled it because you didn’t write at all instead you just earn some thousand Word that has no meaning at all. My dearest reader, of this essay that I wrote, I hope you all get what’s my point in here. I hope That you get what I said and what I had taught you. That a real essay don’t contain million words Or beautiful penmanship, but a real essay is one of the great things, that no matter how short Your essay is†¦ if you have the most meaningful one then don’t be shy. For once again, essay is not to earn a million words but essay is for the a better meaning that Insp ire other to write some. Name: Kins Jonas Go Essay no: Date: December 6 2012 â€Å"Cellphone† As our worlds began to change to be a modern one, many have change. So many things that help Us through our daily living, electricity, transportation, and technology. It is good to think we are Now totally modern. That through the years we all now have the change. And one proof of it is the cell phone we use. Don’t you think the maker of cell phones is clever? Because in some other way, he/she used to invented a very interesting one. A very useful one to Us. Because without this technology maybe we are having hardships through communication. If there were no phones, can you imagine life? Well I think no right? Because our modern world Now is, full of phones. Everywhere you can see it. And maybe half of our population now is Having a phones now. Can you imagine how important phones are? Can you imagine how they are important to people Now? Students! For students like me, it is important because I used to used phones from my Daily living. Because the benefits that it gives me is very helpful to me. Very helpful that you Can call if there is emer gency. You can take communication when you miss your mom or your Dad when they are far away. Using cell phones you don’t worry that much with communication. So it is. Indeed phones are useful but in any other way it was harmful. Why? It because some User of phones use phones in a harmful one. They used phones for blackmails for someone, they Used phones to bully someone, they used phones to harm someone. The phones are not just safe. Because in any other way, it has a harmful effects that affect Everyone. When the phone made the user addicted so much, some possibilities may occur that a students Who use phones will destroy his path in studies. That was a negative effect to a students. Someytimes or somehow I wanted to warn everyone that one thing has a limitation. It couldn’t Be good forever. Like phones. Phones brings harmful and useful effect into us. Name: Kins Jonas Go Essay no: 4 Date: December 6 2012 â€Å"A diary† What is a diary? Did you ever tried to write one? How was the feeling of keeping a diary? Did you use to let everyone read it? Or do yo u just kept it secretly. A diary is something that a holds to the memories you write each and every day. A diary that Holds so many secret beyond loves, llife, and many more. A diary is something that you write Late at night. A diary is something that holds half personality of someone. And I ever tried to read one. I have already read the diary of Anne Marie Frank. A teen ager girl Who is a Jew. Do you know that at the very young age, Anne use to write diary, a diary that Touches the heart of the readers. A diary that inspired other to write one. As I open and read her diary, I thought she only wrote what’s happening into her daily Life. But I was wrong finding it. Because what she had written is that the memories, of Daily events of her life. That somehow, in her life, and at the very young age, she did to kept A very interesting diary. That how I wished someday, I could just write a diary that inspire others. And if I ever Gonna start to write a diary, I would definitely write the memories I can keep forever. That I can keep until I grew old. That someday when I wrote one I swear that I can inspire everyone Who reads it. That may will listed me to the famous journalist who had left a diaries. And in order to be one of them, starting today, I will never be†¦ afraid to have wrong grammar For that I believe that everybody commits mistake like I do. And isn’t it were you commit Mistake there you gain a little correction? That you’ll learn. And I suddenly realized too that To kept a diary burdens sometimes the problems you feel deep inside. That when you don’t have A friend to be trust you just can’t help but to wrote what you have feel deep inside. That how ever you can assure the you’re secret is safe right?

The Most Popular Type Of Online Advertising

The Most Popular Type Of Online Advertising Introduction Online advertising can say as a form of promotion. It uses the Internet and World Wide Web for provide the marketing messages to attract customers. Online advertising is also divided into many different forms of advertising. For example, pop-out advertising, button advertising, sponsorships advertising, banner advertising, interstitial advertising, classified advertising, interactive game advertising, text advertising, facebook advertising, floting advertising and so on. It also has variety of payment methods for online advertising. The most common way in online advertising payment methods are CPM, CPC, and CPA. In my opinion, online advertising are the great way for sellers to promote or deliver their goods information for public. Online advertising are easy to use, and the easy way to let public know. The costs of online advertising are very low, so it can save the owners money. Other than that, online advertising also can save our earth. Why I say this is because it is environmentally friendly. The owner post their advert information online, they no need to use the paper to produce advertising paper. Moreover, for public, internet is a common thing nowadays. Most of the people have computer in house. They can online and get the information easily. Besides that, nowadays online shopping is very popular. There are certified sellers, and people can buy product from them safety. Online advertising have many advantages but also have some disadvantages. It cannot deliver the information for the old aged people, because they seldom online and they do know how to use the computer. Moreover, there are also some cheaters online. So, the improvements of online advertising have to do effectively. This report have intro the most popular online advertising. It is banner advertising and facebook advertising. The contents are about the advantages, disadvantages, improvement of the advertising and some example of the advertising. Online Advertising The key of successful business is the business how to promote the product and services to all readers by using the online. According to the statistical data, more of the 80% people will everyday surf through the technologically such as internet. So, the internet has becomes an indispensable part of peoples lives. Thus, it can be considered a wide channel for the business which wants to promote their products and services to all the people. The online advertising method has becomes the most popular method for the business. It is because online advertising is easy and low advertising cost. Besides that, the online advertising also have a lot of the readers or viewers. There are many method of online advertising that can used to promote the product and services such as bloggers advertising, banner advertising, email advertising, forum advertising and so on. But in this assignment, I would like to go on deep about the banner advertising. Advantages of Banner Advertising Banner Advertising is a most important component of web-business creation. It is a good method for making the profits in the website. It is because banner advertising is very simple and easy by just sign up an affiliate programs and follow the instruction given to create an attractive banner that link your website with the advertiser. We can free to choose the design of the layout and content of our site. With the pay-per-click advertisements, we can get paid from viewer who clicked on your banner. Moreover, it is the easier way to let the viewers remember the company name and logo. On the other hand, it become more effective and convenience compare when compare with other online advertising. Furthermore, the banner advertising is much cheaper than other ads. It normally counts by the size of the banner or loads of a banner advertisement, a cost per miles (CPM) for a minimum purchase. For example, if you make a banner ad on Yahoo, it cost you a CPM of $20 $25. It is much cheaper than other advertising media. Compare with others, the small firm or company can afford for the banner advertising cost. In addition, by using the banner advertising that can easy got a lot of larger audiences. Last but not least, with the banner advertising, we can share the information at anywhere and in any times. It is because the internet is links worldwide. So, everyone can access to the Internet 24 hours daily . Besides that, publisher also update the product and service information release products and services as well as promotion instantly. Disadvantages of Banner Advertising There are few disadvantages of banner advertising. Firstly, there is no assurance of the audience responses. It is because banner only assures that the banner advertising maybe will just be viewed by people and is no guarantee that people will click on the banner advertising. Secondly, the publisher must make sure that the banner advertising is attractive and innovative. It is because if the banner advertising is not attracted by the reader, then nobody would click into the banner advertising and deliver the message of the advertising . It is waste time and cost because maybe the business or firm need to hire the professional for creating a unique banner in order to compete with the competitors. The speed will also the banner advertising. It is because many graphics, moving image or video will take more time to load and waiting the image appears. This and the idea that designer create will become mess, it will be discourage some viewers and readers. Finally, the publisher can only know about the number of views of the banner advertising but unable to estimate the effective of the advertising. It is because banner ads may be unreliable on the revenue. Furthermore, there are too many incidents of cheating in Internet, viewers will have a thought before clicking into any ads because viewer will to afraid the fraud cases and the viruses spread. This eventually brings negative effect on the banner advertising who advertises through online. Improvement Banners adv is most popular for the marketers. But in the recently years, the prices of the banner advertising are drop and also not so attracted by the people. So, the designer must use the bright color for the advertising. It is because bright color can easy attract the readers attraction. Besides that, the slogan for the advertisement needs to be improved. The slogan must be short and clear that can let the readers understanding the contents of the advertising. Besides that, the best way to advertise the banner advertising is using animate. Comparing the static advertising and animated advertising, animated advertising can attract more the readers. All the animation effect can be more easily to express the meaning of advertising. On the other hand, if the banner advertising want increase viewer, the advertising picture must load quickly. It is because most all the viewers do not have so much patience, it is not suitable for the viewer waiting so long. So, we must let our advertising loading faster. Facebook Advertising Facebook is born on year 2004. It is created by three Harvard university students, the purpose they launched this website is to put students in touch with one another and share their photos and meet new friends. Firstly, the name of the website is known as thefacebook.com. After a year, the website becomes extremely popular on the Harvard campus and students in 800 colleges across the United States are joining the network. In August of that year, its membership grew to more than 5 million, and the sites name changed to Facebook. Facebook was originally launched for college students, but today anyone can join the network. Facebook purpose is giving people a way to share information in an easy and entertaining way. So facebook advertising is nowadays popular in every level of people. Advantage of facebook advertising is clearly proved in recent year. Now, let me explain about the advantage of facebook advertising. It can be classified and change from existing advertising to one by one type of signal transduction by knowing the facebook users interests, their areas of work, the brand they concern and the way they interacting with friends. As we know, nowadays many people took facebook as a part of their lives, so this is the where you can find your audience who interested to your product. There is a real case about the efficiency of facebook adverting. Facebook give ability to CM Photographic Company to target their consumer group, which are the women between 24-30 years old and their relationship status on Facebook indicated that they were engaged. Over the 12 month, the CM Photographic Company put in $600 advertising investment on facebook and they already generated nearly $40,000 profit. Recently, aready have 11,977 facebook users like CM Photographic company, they not only effective consumer, they have indicated a wish to obtain more information. This is the example of the facebook advertising. The advertisement always appears on the right side, and if you want to know the information clearly, you can click the title of the advertisement to get more information on its front page. Advantages of facebook advertising are numerous. It can easily reach your target consumers. You can link with 500 million customers that who are potential. Moreover, you can choose your audience by interest, age, location and gender. You can random use simple image or text-based adverts to view your product. Facebook advertising can deep strengthening the relationship between seller and buyer. It can promote your facebook front page and website, facebook user can use use the like button to increase your adverts influence. It also can found a community around your business. The most important thing when we want to create the adverts is budget. Facebook advertising provide a system that are low-cost and easily to control your budget. You can Set the daily budget you are adapt and regulate your daily budget at any time. Other than that, you can also select to pay only when people click (CPC) or see your advert (CPM). The disadvantages of facebook adveritising are the credibility is very small. The person who see the advertisement have to reflect on the advertisement whether it is true or not. This is because nowadays many cheater. Another disadvantages is the promotion that published on the facebook advertising, some of it are cheat. The seller just wants to attract the facebook user to look at the advertisement. Other than that, the field of people level are not balance. Normally, the facebook user are young or middle-aged people, but less of old aged people. So that, not everything can advert on facebook. Besides that, there are something cannot sell online. This is because you do not know whether there is suitable for u to use or not. There are some improvement can make for facebook advertising. The most important is get reliance form the user. Facebook can survey the information of the advertisement before published on facebook. Other than that, also can distributed an authenticate for the real information advert. Conclusion Normal advertising is a method of promoting product by using 100% offline and physical product such as newspapers, magazines, flyers and others. It is the form of advertisement that easily spread any message to the reader. By using online advertising, the reader internet just can only know the product and services. The online advertising and offline advertising both have their different usefulness. But, both advertisement must include the name of the product and services, it can easily let the reader can understand at a glance. Besides that, the advertisement also must include the benefits of the product and services that can easily persuade the reader from buying the product and services and can increase the sales and profit. Internet also become the main and efficient medium for advertising and it has be predicted that the online advertising and marketing is going to replace the normal advertising through the traditional media such as television, radio, newspaper and magazines. Comparison The online advertising is more efficiently compared with the normal advertising such as television. It is because the online advertising can immediately send the information to the reader. So, the reader can quickly up-to- date with all kind of information. On the other way, the old method of advertising such as newspaper would take at least 1 day to produce the advertisements. So, the reader cannot immediately know all the information. The normal advertisement such as television or newspaper that can be obtained by copyright, takes a lot of time. Unlike the online advertising, we do not need to waste the time to obtain the copyright. Thats why online advertising is faster and save the publishers time. Besides that, if we want to publish the advertising through the traditional advertising such as newspaper, it may charge a higher advertising fee. But for the online advertising, we directly post our advertising through the website. It can be free or just charge a little of the cost fees. Besides that, the online advertising also can post the product pictures that can let the reader convenient to choose the product. Thus, some of the websites provide 24 hours service a day, so the reader can choose the product or services at anytime. For the traditional method, only the readers who are willing and able to buy the newspapers able to view the advertisement. The online advertising is for the reader who can access the internet only can view the advertisement. So, it is considered as global advertising. But if the advertising were to be done through the newspaper, the advertisement can only be used in one country. There are few advantages of online advertising compared to the traditional online advertising that give the company ads more wider coverage and the global wider coverage that will help to make the advertisement more popular among people which could help to get better result though online advertising campaign. Online advertising is faster compared to the offline advertising in sending out the ads to the audience in advertising the campaign. However, there are also some disadvantages involved in online advetistment. Disadvantages of advertising online include measurement problems, audience characteristics, potential for deception, costs, limited production quality, poor reach and lack of Intrusiveness. For normal advertising, it can be said that it is more effective and powerful in promoting a particular product or service. The advantages that are derived through online advertising such as right from cost, availability, wider consumer markets, and the potential to increased profit margins, internet advertising has the upper hand. For the traditional print methods and distributions have the trends of the internet surpass at each level of the marketing process. Traditional print advertising is composed of common marketing collateral. Internet advertising is the conglomeration of electronics such as computer, or server, and the marketing collateral is on a professionally designed website, which also known as an electronic storefront. In evaluating costs in traditional print publication, heavy expenses are incurred through the design for each campaign or promotion, printing fees, and storage facilities to store the containers and bundles of material. Furthermore, there is the distribution cost that needs to be considered such as the costs of labour, transportation and the postage itself. Talking about the error rectification, the traditionally printed promotion may incur at the costs that be paid. In contrast, the advantages of Internet-based advertising, the error modification incur a little cost in repairing typographical errors and wrong promotion dates. Its much easier to fix an oversight instantly, and only takes a moment. To throw light on the availability of a business, traditional print promotions are time-centered. The hours of a business or service are limited to the hours, hence potential sales to consumers during the non working hours are limited. The promotion is also possible for only a set tenure, and when the session gets completed, the whole process is repeated with additional cost. In analyzing the advantages of internet versus traditional print methods, the consumer market potential is extremely limited in the traditional advertising with geographical restrictions in most media being available only to the local viewing area. The businesses are rarely in small-mid-size in approaching the sales on a national or global level. By comparison, the internet marketing is more advantages since it caters to the global market and has no physical or geographical limitations. In this day and age, the website is readily available to any consumer with a computer includes the majority of consumers throughout the world. There are no additional costs in reaching the expanded global markets since internet advertising extends to the global audience. The chances of potential customers are more and hence the profit margin is also on the higher side. In other words, the advantages of internet advertising is much more than the traditional print forerunner, in lessened costs, availability, expanded consumer markets, and largely in the overall profit margin .

A Whale Hunt :: essays research papers

Envision the Makah nation before white men came to reduce their lands, diminished their way of life, and contaminate them with new diseases. The Makah tribe was once free to roam along the dark sandy beaches of the Olympic Peninsula and experience the fiery glow of the sinking sun creep into the depths of the vast Pacific Ocean. They are no longer able to undergo this majestic cycle in the same tranquility that their ancestors once did. After dealing with the inequities that were brought upon them by the European settlers, such as being forced to speak a new language and being confined to a minute area of land, that cannot compare to the greatness of the territory where they once lived. On top of that their traditional whale hunt was abstracted from their community. Now with the chance to hunt again, the Makah faced a difficult decision against the opposition. The Makah tribe decided to return to hunting the whale in attempt to restore their culture and traditions. They agreed not t o use the hunt for commercial purposes and to hunt the whale in the same way their ancestors did. I think the Makah nation should be able to hunt the whale as means of renewing their culture and pride. The whale hunt provides the Makah with the ability to restore their culture and traditions, provide reparations for America's mistreatment, all while following strict guidelines for the crew and the process of taking the whale. The Makah’s decision to hunt the whale produced hostile reactions among the many supporters of the whale. Protestors from around the world arrived in mass. They were very unsympathetic, rude, and even aggressive toward the Makahs. An example of this is shown by their behavior toward the Makahs: Very soon, a woman shouted at the crew, ‘Real men don’t kill animals! Only a coward kills whales! You are a coward and a sissy!’ Another woman shouted that the Makah shouldn’t have special rights just because they were Indians. Another woman said her soul was connected to the soul of the gray whale. (Sullivan 136) This shows the emotion that the protestors brought to the controversy against the hunt. Their argument is that the whale is sacred to them too, and that slaughtering the whale is a criminal act. Everybody involved in the hunt is not perfect, but everybody deserves a chance.

Strategic Human Resource Management: a Paradigm Shift for Achieving

International Bulletin of Business Administration ISSN: 1451-243X Issue 7 (2010)  © EuroJournals, Inc. 2010 http://www. eurojournals. com Strategic Human Resource Management (SHRM): A Paradigm Shift for Achieving Sustained Competitive Advantage in Organization Benjamin James Inyang Department of Business Management, University of Calabar P. M. B. 1115 Calabar, Nigeria E-mail: benji1955. [email  protected] co. uk Tel: +234 8033773403 Abstract The human resource of an organization offered the potential synergy for sustained competitive advantage, when properly deployed, maintained and utilized.From the onset, the traditional HRM, the formal system for managing people in organization, concerned itself essentially with transactional and administrative support services. The emergence of SHRM, concerned with the relationship between HRM and strategic management of the organization, was a paradigm shift. The strategic business partner model emphasized the proper integration or fit of HR practices with the business strategies of the organization, to generate a competitive advantage.To perform successfully, the roles of business partner and change agent under SHRM, the HR practitioner must be highly knowledgeable, multiskilled and acquire core competencies like business knowledge, strategic visioning and global operating skills, credibility and integrity, internal consulting skills, among others. Keywords: Strategic human resource management, human resource management, competitive advantage, fit, integration, business strategy, strategic business partner. 1. IntroductionAn organization requires the utilization of a complex array of resources to grow, survive and achieve the ultimate mission or objectives that informed its existence or creation. The mobilization and deployment of these resources – human, financial and material – in the right resource-mix, gives the organization leverage toward the desired end. Of these resources, the human resource is t he most potent and central, contributing significantly to corporate bottom line and competitiveness.The organization therefore gains sustained competitive advantage through people, the organization workforce. Competitive advantage is simply defined as anything that gives an organization an edge over the competitors in its market. According to Porter (1985), the unique talents among employees, including flexibility, innovation, superior performance, high productivity and personal customer service are ways employees provide a critical ingredient in developing a firm’s competitive position.Similarly, Chiavenato (2001) notes that employees are purveyors of activities and knowledge whose most important contributions in the organization are their intelligence and individual talents. There is a 23 growing consensus that effective management of human capital is critical to an organization’s success (Barney & Wright, 1998; Jackson, Hitt & DeNisi, 2003; Akhtar, Ding & Ge, 2008). Managing the human resources in the organization is the traditional responsibility of the personnel manager, a precursor to human resource management (HRM).Some scholars however equate HRM with personnel management, concerned with providing staff support in the organization (e. g. Guest, 1989). Other scholars consider HRM as a natural development of personnel management practices in the face of changing economic and business environment (Armstrong, 1989 & 2004; and Fajana, 2002). The people-management discipline is undergoing continuous metamorphosis, with the recent emergence of strategic human resource management (SHRM) in organization and management literature.In a recent review covering 30 years, Lengnick-Hall, Lengnick-Hall, Andrade & Drake (2009) present an evolutionary and chronological perspective on the development of SHRM. The authors identify the following seven themes which influenced the development of the field of SHRM: (1) explaining contingency perspective and fit, (2) shifting from a focus on managing people to creating strategic contributions, (3) elaborating HR system components and structure, (4) expanding the scope of SHRM, (5) achieving HR implementation and execution, (6) measuring outcomes of SHRM, and (7) evaluating methodological issues.SHRM is evolving as a new approach to the management of people, and specifically focusing on integrating the human capital to business strategy to enhance organizational competitiveness. According to Aswathappa (2004:39), â€Å"the advent of SHRM has brought forward the issues of linkages between the employer-employee relationships and wider organizational strategies and corporate objectives†. â€Å"The field of strategic human resources management has enjoyed a remarkable ascendancy during the past two decades, as both an academic literature and focus on management practice† (Becker & Huselid, 2006:898).The transition from the older HR practice with focus on staff matter to a subject of re-birth which focuses on linking people as organizational asset with the business strategy of the firm (Niehaus, 1995) means that the HR professional is performing a new and more challenging responsibility that requires new competencies and skills. He has to think outside the traditional organizational box of HR – and develop a radically different approach to manage the human capital and create a fit between HR architecture and business strategy formulation and implementation in the firm.The HR architecture, according to (Becker & Huselid, 2006:899) â€Å"is composed of the systems, practices, competencies, and employee performance behaviors that reflect the development and management of the firm’s strategic human capital†. This paper discusses the emergence of SHRM as a paradigm shift and the pertinent issues raised or implied in this transition. It further presents the resource-based view (RBV) of integrating SHRM with business strategy.The organizational im plications of the strategic business partner model for corporate competitiveness, and the strategic skills and core competencies required of the HR practitioner are finally discussed. 2. Literature Review: Traditional HRM versus SHRM In their seminal thesis on the development of HR function, Jamrog & Overholt (2004:1) declare that â€Å"over the past 100 years the HRM professional has been continuously evolving and changing, adding more and different responsibilities†.The authors’ account shows that the HRM function has evolved through many stages, from the medieval time through the industrial revolution, the scientific management, the human relations movement, etc. , to the present strategic business partner model. For most of its history, HR has mainly focused on the administrative aspects of HRM, except recently, with the strident call for HRM to become a strategic business partner (Ulrich, 1997; Brockbank 1999; Lawler III & Mohrman, 2000; and Lawler III & Mohrman, 2003). 24Some scholars therefore, are wont to differentiate between the traditional HRM and SHRM. Traditional HRM is transactional in nature, concerned essentially with providing administrative support in terms of staffing, recruitment, compensation and benefits (Rowden, 1999; and Wei, 2006). Ulrich (1997) argues that the HR function has been an administrative function headed by personnel whose roles are essentially focused on cost control and administrative activities. Managing people is therefore the responsibility of HR manager.HRM is then a â€Å"formal system for the management of people within the organization† (Bateman & Zeithaml, 1993:346). For Inyang (2001:8), HRM is simply â€Å"organization’s activities, which are directed at attracting, developing and maintaining an effective workforce†. The many transactional or administrative activities involved in managing the human resources of an organization – training and development, staff motivation, compensation, staff commitment, quality performance, etc. are meant to be carried out effectively to influence the achievement of corporate objectives (Inynag, 2008a).The paradigm shift from the administrative aspects of HRM led to the emergence of SHRM as a new generation of value-added core responsibility or function of HRM. The emphasis of SHRM is that of a strategic business partner. It now supports the company’s competitive advantage by providing high quality people and by helping business managers strategically plan the functions of the human capital within the organizations (Rowden, 1999). SHRM strongly beliefs that critical organizational capabilities or performance behaviors are sine qua non, for the attainment of a particular business strategy or goal.Unlike the traditional HRM which covers a wide range of employment practices, including recruitment, selection, performance appraisal, training and development and administration of compensation and benefits, SHRM refl ects a more flexible arrangement and utilization of human resources to achieve organizational goals, and accordingly helps organizations gain competitive advantage (Wei, 2006). For Becker & Huselid (2006:899) the traditional HRM differs from SHRM in two important ways: â€Å"First, SHRM focuses on organizational performance rather than individual performance.Second, it also emphasizes the role of HR management systems as solutions to business problems (including positive and negative complementarities) rather than individual HR management practices in isolation†. This therefore reflects a shift of emphasis from operating efficiency of individual employees to managerial efficiency of the entire organization. The distinction presented in this review shows SHRM as a more systematic approach, which extends beyond the management of human capital and people – management activity to involve the integration of human factors to strategic business goals of the organization.The s trategic business partner focus of SHRM helps to add value to the organization – by contributing to the bottom line and competitive advantage. Despite its current popularity among academics and HR professionals, SHRM is still experiencing problems of status identity and precise definition (McMahan, Virick & Wright, 1999: 101). Dyer & Kochan (1994) note the problem of status identity as affecting the development of a systematic theory of SHRM.Even the definitions of SHRM vary in emphasis among scholars: Wright & McMahan (1992); and Lundy (1994) emphasize the elements of HR planning; Hendry & Petigrew (1990, 1992) stress the management of organizational change; Watson (1986) defines it as coordination mechanism of the organization; Beer (1984), Guest (1987), Dyer & Holders (1988), Lengnick-Hall & Lengnick-Hall (1990); Schuler, Dowling & De Cieri (1993), Truss & Gratton (1994); Ulrich (1997), Boxall (1999); Brand & Bax (2002) highlight HR policies as a tool for business strategy .Despite the differences in definition, a common thread that is emerging in the literature is that which stresses the relationship between business strategy and HR practices as the core of SHRM. What has also emerged from the literature is the broad agreement of the basic function of SHRM, which is concerned with designing and implementing a set of internally consistent policies and practices that ensure the human capital of an organization contributes to the achievement of its business objectives (Schuler & MacMillan, 1984), Baird & Meshoulam, 1988; Jackson & Schuler, 1995).On his part, Armstrong (2004:105) states that SHRM is essentially â€Å"concerned with the relationship between human resource management and strategic management of the firm†. Following from this, he defines 25 SHRM as â€Å"the overall direction the organization wishes to pursue in order to achieve its goals through people† (p. 105). SHRM is a strategic approach to manage human resource of an org anization. It concerns all organizational ctivities which affect the behavior of individuals in their effort to formulate and implement planned strategies that will help organization achieve the business objectives. According to the Gomez-Mejia, Balking, & Cardy (1995), SHRM implies a managerial orientation that ensures that human resources are employed in a manner conducive to the achievement of organizational goals and missions. SHRM must give careful consideration to the organizational import of all human resource decisions and to their links with the external environment and the organization’s competitive strategy (Beaumont, 1993).In their own contribution, Boxall & Purcell (2003) argue that SHRM is concerned with explaining how HRM influences organizational performance. It is obvious from this point that SHRM is based on the principles incorporating, the concept of strategy. Therefore, if HRM is a coherent approach to the management of people, then SHRM implies that this approach is done on a planned way that integrates organizational goals with policies and action sequences (CIPD, 2007). 3. SHRM and Business Strategy Fit or IntegrationThe new business context, which is characterized by increasing globalization, greater organizational complexity, market competitiveness and cutting-edge information communication technology, is prompting organization executives to take more interest in the deployment and utilization of their human resources. The HR function is therefore playing a far more strategic role in the business or corporate strategic planning process in the organization. The emergence of SHRM is increasingly adding more value to the organization. Thus, SHRM is based on HRM principles, which integrate the concept of business strategy.Strategy here refers to â€Å"the pattern of organizational moves and managerial techniques or approaches used to attain organization objectives and to pursue the organization’s mission† (Inyang, 200 4:20). Strategy is also considered as â€Å"the process by which the basic mission and objectives of the organization are set, and the process by which the organization uses its resources to achieve these objectives† (Tichy, Fombrun, & Devanna, 1982:47). Organizations must choose and follow the diverse approaches in order to achieve success or gain competitive advantage.Scholarly advocacy as already noted has consistently emphasized the need for HRM to become a strategic business partner. That means that SHRM has to be integrated with business strategy. This is also the issue of fit. Integration or fit refers to the involvement of SHRM in the formulation and implementation of organizational strategies and the alignment of SHRM with the strategic needs of an organization (e. g. Buyens & De Vos 1999; Schuler & Jackson, 1999). To become strategic business partner means that the HR managers should participate in strategic decision-making alongside other senior managers in the org anization.This, according to Ulrich (1997), would provide greater opportunity to align HR goals, strategies, philosophies and practices with corporate objectives and the implementation of business strategies. The involvement of HR managers would be to become members of senior or top management in the organization (Budhwar, 2000; Teo, 2000). Membership at this level in the organizational hierarchy offers opportunity for SHRM to represent its concerns and influence the direction of business strategy from the onset of the decision making process.This involvement from the crafting stage of strategy decision-making will enhance commitment on the part of the HR managers during implementation stage of such business strategy. Inyang (2008b) argues for the co-optation of the HR manager to business policy formulation as a business partner, to help drive policy implementation to success and attain competitive advantage. There is research evidence that integration tends to result in enhanced co mpetence, congruence and cost effectiveness (Black & Boal, 1994; Teece, Pisano & Shuen, 1997). 6 There is increasing attention being focused on SHRM discourse about congruence or fit† or integration between HR practice and business strategy (Baird & Meshoulam, 1988; Wright & McMahan, 1992; and Wei, 2006). The underlying assertion in the fit analyses is that the employment of effective HR practices and the design of an HR system compatible with the firm strategy are sine qua non for the successful implementation of the organization’s business strategies (Lengnick-Hall & Lengnick-Hall, 1988).Fit is therefore a fundamental feature of SHRM, which connotes the utilization of human resources to enhance the attainment of organizational goals. According to Wright & McMahan (1992:298), fit means â€Å"†¦ the pattern of planned human resource deployment and activities to enable a firm to achieve its goal†. Scholars of SHRM identify two kinds of fit: horizontal fit and vertical fit. Horizontal fit refers to the congruence among various HRM practices (Baird & Meshoulam, 1998), and vertical fit refers to the alignment of HRM practice with strategic management process of the firm (Schuler & Jackson, 1987).Generally, vertical fit or integration is necessary to provide congruence between business and human resource strategy so that the latter supports the accomplishment of the former, and helps to define it. Horizontal fit or integration with other aspects of the HR strategy is required so that its different elements fit together. The aim is to achieve a coherent approach to managing human resources, in a manner in which the various practices are mutually supportive.Both types of fit contribute significantly to the competitiveness of an organization and it is important for organization to arrange a variety of HR practices in a systematic way. According to Pfeffer (1994), a set of properly arranged HR practices can have a positive impact on a firm perf ormance when they are properly implemented. Creating a proper fit or integration is the key issue in SHRM and it is this congruence in organization’s HR practices that impact on the bottom line. Figure 1 below illustrates these concepts and their impact on the organization.Figure 1: Two Types of Fit Vertical: (Alignment of HR practices with business strategy) SHRM Integration/Fit Horizontal: (Congruence among HR practices) †¢ †¢ †¢ Bottom Line Competitiveness Performance SHRM is essentially about integration – integrating HR practices with the business strategy of the organization. Both the vertical and horizontal fits create the congruence between business strategy and human resource policies which jointly enhance the attainment of bottom line, competitiveness and performance.Thus SHRM helps the organization to achieve strategic fit with its market environment. One of the key policy goals of SHRM according to Guest (1989) is to ensure that HR is integra ted into strategic planning so that HRM policies cohere both across policy areas and across hierarchies and HRM practices are used by line managers as part of their everyday work. Walker (1992) points out that the HR strategies are functional strategies like marketing, production or IT strategies, but they are different in the sense that they are intertwined with all other strategies in the organization.Managing the human resource is a very unique function in the organization, and the human capital provides the 27 resources for implementing all business strategies. Therefore, HR planning should be an integral part of all other strategy formulations in the organization. 4. SHRM and the Resource Based View (RBV) of the Firm The RBV of the firm is based on the ideas of Penrose (1959), who sees the firm as â€Å"an administrative organization and a collection of productive resources†. A firm that obtains and develops the human resource can achieve competitive advantage (Hamel & P rahalad (1989).Other researchers have similarly advocated the need to align HR systems with the firm’s strategy to create competitive advantage (Barney, 1986, 1991; and Wright & McMahan, 1992). The underlying assumption of the RBV of the firm is resource heterogeneity. This means that the resources that different firms own are unlikely to be identical. Accordingly, these resources owned by the firm that help it achieve sustained competitive advantage must meet four requirements. The resources must be (i) valuable, (2) rare, (3) inimitable, and (4) non-substitutable.This follows therefore that if the resources a firm employs cannot be easily imitated by another firm or substituted by similar resources another firm employs the firm can easily take advantage of this to gain competitiveness not simultaneously pursued by other firms. Snell, Youndt & Wright (1996) argue that human resources meet these four requirements. Others have equally shown that the linkage of organizational r esources and firm strategy cannot be easily identified and imitated by other firms due to the social complexity and causal ambiguity (Barney, 1991, Boxall, 1998).Thus, the integration of human resource practices and policies with the appropriate strategy can generate a sustained competitive advantage for the firm (Wei, 2006). The firm’s HR policies, practices and strategies are a unique blend of process, procedures, personalities, styles, capabilities and organizational culture, which are difficult to imitate. As Purcell, Kinnie, Hutchinson, Rayton & Swart (2003) point out, the values and HR policies of an organization constitute important non-imitable resources, as long as they are enacted and implemented effectively.One of the most important factors of competitive advantage is the ability to differentiate what a business supplies to its customers from what is supplied by its competitors. Purcell et al (2003) maintain that such differentiation can be achieved by having HR st rategies, policies and practices which ensure that: 1. The firm has higher quality people than its competitors. 2. The unique intellectual capital possessed by the business is developed and nurtured. 3. Organizational learning is encouraged, and 4.Organizational specific values and a culture exist that ‘bind the organization together [and] give it focus’. The RBV of the firm is concerned with developing strategic capacity, making adequate investment in the organization’s human capital to add more value to the firm. According to Armstrong (2004:108), the aim of RBV â€Å"is to improve resource capability – achieving strategic fit between resources and opportunities, and obtaining added value from the effective deployment of resources†.It is generally acknowledged that the human resource is an organizational asset, and when it is adequately trained and effectively deployed can contribute immensely to the bottom line. Aligning the HR systems with busin ess strategy is therefore a sine qua non for organizational competitiveness. Business strategies designed to achieve organizational objectives are not likely to succeed when HRM is not involved in both strategy formulation and implementation. Organizations must create the conducive environment for integrating HRM with business strategy since the HR supplies the energies for driving organization strategies.Wei (2006) notes that the HR system and practices are crucial in facilitating the achievement of business strategy through the management of people. Several studies have shown that a firm’s HR creates value in the organization in different ways. The impact of SHRM on organizational performance is quite obvious. SHRM has positive effect on business performance (Martell & Carrol, 1995); SHRM can help an organization to allocate its human 28 resources more effectively, promote operating efficiency, and encourage creativity and innovation (Dyer, 1983; Walker, 1980); it enables t he firm ope more effectively with the challenges of environmental change (Cook & Ferris, 1986; Tichy & Barnett, 1985); encourages a more proactive management style, transmits organizational goals clearly and motivates greater involvement by line managers in HRM concerns (Gomez-Mejia, Balking & Cardy, 1995); enhances organizational morale, financial performance, and overall organizational performance (Huang, 1998; Anderson, Cooper & Zhu, 2007); brings about commitment, customer satisfaction and innovation (Pfeffer, 1994; Chew & Chong, 1999; Bowen, Galang & Pillai, 2000; Wright & Kehoe, 2008); enhances market value per employee (Becker & Huselid, 1998); creates value for customers and stakeholders (Ramlall, 2006); and brings about return on equity (Delery & Doty, 1996).Garavan (2007:11) sees strategic human resource development as contributing â€Å"to the creation of firm-specific knowledge and skill when it is aligned with the strategic goals of the organization†. Increased p roductivity has also been noted in small enterprises that align or integrate their formal and informal HR practices and strategies with the business strategies of the organization (Singh & Vohra, 2005). 5. The Roles of SHRM Professional The HR professional has more challenging roles to perform under SHRM – the emergent business partner model. Unlike the traditional HRM, which is transactional in nature and is concerned with administrative activities, SHRM is a value-added core responsibility that aligns the HR system, policies and practices with business strategy to gain sustained competitive advantage for the firm.In performing the new challenging roles, the HR professional must think outside the traditional organizational box of HRM and develop a more systematic and radically different approach to manage the human element to effectively support the firm’s business strategy formulation and implementation. For successful implementation of the business partner role, the HR manager needs to understand the company’s business direction and its competitive position in the market place. Apart from this, to become a successful strategic partner, the HR manager must have competencies that have to do with the business issues involved in strategy and strategy development, and ability to contribute to organizational design and change management (Lawler, III and Mohrman, 2003).The HR function, according to Rowden (1999) must change from a staff function that delivers prepackaged HR services to a service that helps managers create customized strategic plans to influence the effectiveness of company performance. The HR manager can play an important role in the formulation of strategy and providing the human resource required to support various strategies and strategic initiatives in the organization. He provides the leadership role in developing the human capital and the necessary capabilities to enact the strategy and drive the implementation and chang e management processes to success (Lawler III & Mohrman, 2003). Good human capital management is a prerequisite for successful execution of business strategies.According to Ulrich (1998), the modern HR professional must perform four complementary roles. The first role, administrative excellence, is important because it is an immediate way of contributing to the overall efficiency of the organization. As administration expert, he must rethink how work is done throughout the organization. The second role HR professionals must realize is that of employee champion. The HR manager must play the crucial role of employee advocate. He should be the employee’s voice in management discussion, offer employee opportunities for personal and professional growth; and provide resources that employees need to meet the demands put on them.The new role might also involve suggesting, that employees be given more control over their own work schedules. This is the issue of employee empowerment. Tw o additional roles the modern HR professional must realize are those of strategic partner and change agent. Being a strategic partner calls for an on going evaluation of the alignment between current HR practices and the business objectives of the firm, and a continuing effort to design policies and practices that maximize this alignment. HR practitioner should be held responsible for defining an 29 organizational architecture – that is, identifying the organization’s way of doing business.Such framework as looking at the organizational components – strategy, structure, rewards, processes, people, style and shared values may be adopted. This new knowledge will allow HR to add value to the executive team with confidence. Being a change agent the HR manager must play a key role in implementing and managing organization change, assessing potential, sources of resistance to change, and collaborating with line managers to overcome these barriers. The HR professionalà ¢â‚¬â„¢s role as a change agent is to replace resistance with resolve, planning with results and fear of change with excitement about its possibilities. These last two roles – strategic partner and change agent – are of particular interest to us because they represent the emerging strategic dimension of HR function SHRM.In addition to the above roles the HR practitioner needs to be a model and take on the specific role of integrating people strategies with business strategies in a way that advances the bottom line. Metzler (1998) adds that: the HR manager must play an active and guiding role in enabling the organization to choose its human resources well, invest in these people, support that growth and respect their needs, while fostering innovations needed to achieve the strategic business objectives. The HR professional operating under the SHRM system must chart roles that include early and active involvement in key strategic business choices. He must become the part ner of decision makers in the organization, and sharing accountability for organizing and performing work.He must carry out effective monitoring to see that everyone in the organization, and at every organizational hierarchy, stay focused on share strategic priorities. He must challenge old ways and constantly promote innovation to enhance corporate performance and the firm’s competitiveness. 6. Requisite Strategic Skill Development and Competencies To function as a strategic business partner and successfully execute the new critical and challenging responsibilities, to bring about the bottom line, the HR professional needs to possess the relevant strategic skills or core competencies. Ismail & Long (2009: 118) define competency in general term â€Å"as a personnel related concept referring to a set of behavioral dimensions of one’s effective performance work†.Inyang (2009:65) considers competencies as constituting â€Å"a cluster of related knowledge, attitude s, and skills, which an individual acquires and uses together, to produce outstanding performance in any given area of responsibility†. A lack of certain competencies may affect the HR professional in the performance of the strategic role in the organization (Aitchison, 2007). Zigarelli (1997) identifies seven strategic skills that can help the manager develop effective strategic plans to handle the emerging challenges in the organization: 1. Global operating skills: These skills enable him to understand the issues of globalization and how to do business with individuals of diverse background or nationalities. 2.Business and financial savvy: He needs to understand financial reports, business goals, and possess the business acumen necessary to understand and support the function. 3. Strategic visioning, critical thinking and problem solving skills: As a strategic business partner, he needs the skills to take the lead in contributing to strategy, vision, and critical thinking to gain credibility for the HR function. 4. Ability to use information technology: The HR professional must be well grounded in information communication technology (ICT) and leverage this for business results. ICT is the engine that drives the modern organizations to business success and offers them sustained competitive advantage. 5.Deep HR knowledge: He needs to be well grounded in the theoretical and practical fundamentals of HR to adequately articulate HR practices. He needs to invest more time and resources for training and development. 30 6. Change management skills: He needs these skills to move the organization to new and more efficient ways of doing business. He needs to show commitment to change management in the organization. 7. Organizational effectiveness skills: These skills enable him to diagnose the effectiveness of the organization as accurately as possible to portray the current and future state of the organization. He can then monitor and correct inefficiencies. Ye ung, Wolcock & Sullivan (1996) identify the following core competencies that effective HR professionals should develop: 1.Business knowledge: Capacity to understand competitive issues impacting the business (e. g. , market, products, technology, processes) and to understand how business can create profit and value. 2. Customer orientation: Ability to viewing issues from the perspective of customers. 3. Effective communication: The ability to provide both verbal and written information clearly, consistently and persuasively. 4. Credibility and integrity: To walk what you talk, act with integrity in all business transactions and honor personal commitments. 5. Systemic perspective: The ability to view problems and issues in the context of the bigger picture and understand the inter-relationships among sub-components. 6.Negotiation and conflict resolution skills: The capacity to reach agreements and consensus in spite of different goals and priorities. Similarly, Ismail & Long (2009) ex amine six competencies – business knowledge, strategic contributions, HR delivery, personal credibility, HR technology and internal consultation, which HR professional needs to possess in order to function in his strategic partnership role and to excel in the current competitive environment. These competencies are based on Human Resource Competency Study (HRCS) under the initiative of the University of Michigan in the year 2003 (Brockbank & Ulrich, 2003), except internal consultation.The HR practitioner must acquire consulting skills which constitute a combination of diagnostic and behavioral skills that enable the professional, who is in support function in the organization to collaborate with the line managers to develop strategic solutions to business performance problems. As an internal consultant therefore, the HR manager is in a better position to contribute significantly to the functioning of other departments, solving problems, and delivering enhanced performance (Ism ail & Long, 2009). The rapidly changing global business environment calls for high knowledgeablity on the part of the human resource managers, to function effectively as strategic business partners. According to Inyang (2008a: 61), â€Å"Human resources practitioners need to broaden their horizons, seek more knowledge and information to manage the intellectual capital effectively.This requires people who are multi-skilled, self-responsible, visionary and able to learn, to handle, to lead the organization to success†. The HR practitioner is also expected to develop a new mindset, as he becomes a strategic partner. In fact, to be a strategic partner, â€Å"the HR function must go beyond delivering services, maintaining records, and auditing. It needs to spend time being a member of the management team, doing strategic HR planning and making contributions to organizational design, strategy development, and strategic change† (Lawler III & Mohrman, 2003:4). 31 7. Conclusion The traditional HRM practices, which are concerned with the management of people in an organization, have contributed significantly to organization bottom line.HRM offers traditional and administrative support services in the organization, in terms of staffing, recruitment, training and development, compensation and benefits. It generally concerned itself with attracting, developing and maintaining effective workforce. The emergence of SHRM as a paradigm shift generated more value-added core responsibility, and emphasized the need to integrate HR practices with business strategy. SHRM is a strategic business partner model, which strongly beliefs that critical organizational capabilities or performance behaviors are necessary for the attainment of a particular business strategy or goal. SHRM is a more radical and systematic approach to the management of human capital, placing more emphasis on organizational performance rather than individual performance.It is this approach that help s to create a fit or congruence or integration of HR practices with business strategies that enables the organization to achieve sustained competitive advantage. The RBV of the firm highlights the strategic position of the human capital, as an organizational asset, that contributes significantly to the overall performance of the organization, when adequate investment is made on the human resources. The HR practices must be properly aligned with the strategic goals of the organization. To function as a strategic business partner and a change agent, to successfully handle the emerging challenges of SHRM, the HR practitioner must possess the requisite strategic skills and core competencies.The skills and competencies required include among others, being highly knowledgeable about business and its environment, developing a strategic vision, global operating skills, understanding and applying the ICT regime, organizational effectiveness skills, change management skills and ability to und erstand and manage conflict as well as possess internal consulting skills. References [1] [2] [3] Aitchison, D. (2007). â€Å"HR transformation: Myth or reality†. HROA Europe and sharedpertise forums in association with TPI. Survey Report January 2007. Akhtar, S. , Ding, D. Z . & Ge, G. (2008). â€Å"Strategic HRM practices and their impacts on company performance in Chinese enterprises†.Human Resource Management, 47(1), 15-32 Anderson, K. K. , Cooper, B. K. & Zhu, CJ. 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Why You Should Avoid Checkbook Journalism

Why You Should Avoid Checkbook Journalism Checkbook journalism is when reporters or news organizations pay sources for information, and for a variety of reasons most news outlets frown on such practices or ban them outright. The Society of Professional Journalists, a group that promotes ethical standards in journalism, says checkbook journalism is wrong and shouldnt be used- ever. Andy Schotz, chairman of the SPJs ethics committee, says paying a source for information or an interview immediately puts the credibility of the information they provide in doubt. Exchanging money when youre looking for information from a source changes the nature of the relationship between the reporter and the source, Schotz says. It calls into question whether theyre talking to you because its the right thing to do or because theyre getting money. Schotz says reporters thinking about paying sources for information should ask themselves: Will a paid source tell you the truth, or tell you what you want to hear? Paying sources creates other problems. By paying a source you now have a business relationship with someone youre trying to cover objectively, Schotz says. Youve created a conflict of interest in the process. Schotz says most news organizations have policies against checkbook journalism. But lately there seems to be a trend to try to make a distinction between paying for an interview and paying for something else. This seems to be especially true for TV news divisions, a number of which have paid for exclusive interviews or photographs (see below). Full Disclosure is Important Schotz says if a news outlet does pay a source, they should disclose that to their readers or viewers. If theres a conflict of interest, then what should come next is explaining it in detail, letting viewers know you had a separate relationship other than just that of a journalist and a source, Schotz says. Schotz admits that news organizations not wanting to be scooped on a story might resort to checkbook journalism, but he adds: Competition doesnt give you license to cross ethical boundaries. Schotz advice for aspiring journalists? Dont pay for interviews. Dont give sources gifts of any kind. Dont try to exchange something of value in return for getting a sources comments or information or access to them. Journalists and sources shouldnt have any other relationship other than the one involved in gathering news. Here are some examples of checkbook journalism, according to the SPJ: ABC News paid $200,000 to Casey Anthony, the Florida woman accused of killing her 2-year-old daughter, Caylee, for exclusive rights to videos and pictures that ran on the network and its website. Earlier ABC had paid for Caylee Anthonys grandparents to stay three nights at a hotel as part of the networks plan to interview them.CBS News reportedly agreed to pay Caylee Anthonys grandparents $20,000 as a licensing fee to participate in the networks news coverage.ABC paid for Pennsylvania resident Anthony Rakoczy to pick up his daughter in Florida after a fake kidnapping attempt and for return plane tickets for Rakoczy and his daughter. ABC covered the trip and disclosed the free air travel.NBC News provided a chartered jet for New Jersey resident David Goldman and his son to fly home from Brazil after a custody battle. NBC got an exclusive interview with Goldman and video footage during that private jet ride.CNN paid $10,000 for the rights to an image taken by Jasper Schuringa, the Dutc h citizen who overpowered an alleged Christmas Day bomber on a flight from Amsterdam to Detroit. CNN also got an exclusive interview with Schuringa.