Acquisition Strategy free essay sample

A number of companies in the technology industry are using acquisitions to expand their operations. This strategy has proved quite successful for the likes of Oracle, Adobe Systems and IBM (Pressman, 2009). After searching through the online Library I have come across two such companies which have significantly strengthened their businesses via acquisitions. These two companies are IBM and Telkonet. IBM used to be a hardware vendor. But now it has used acquisitions to expand itself into software and IT. Recently IBM acquired Cognos (produces performance management software), Rational (solutions for programmers) and SPSS (leading producer of statistical analysis software). IBM paid $1.2 billion dollars for the SPSS deal (Pressman, 2009). In marketing terms, this strategy is known as horizontal integration. The benefits of these acquisitions are evident from the fact that IBM has been able to enter into high growth areas and into businesses that allow for higher profit margins (cited in Pressman, 2009). We will write a custom essay sample on Acquisition Strategy or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page So the core benefit to IBM is that of the breadth of its operations. Firstly it is a good risk management technique to diversify and secondly the newly added companies provide fuel to the company for growth in its core operations as well. Telkonet on the other hand is inclined towards both horizontal and vertical integration. The distinguishing feature of Telkonet as a telecom company is its non-traditional business model. The company is serving a broad customer base through a number of subsidiaries, some of which it acquired recently. To name a few, Telkonet acquired EthoStream (provides internet access to the hospitality industry) and Smart Systems International (provides in-room energy management solutions to the hospitality industry. (Myers, 2007) Telkonet’s acquisition strategy is simple. It is interested in acquiring firms in the related areas. For example if we look at its recent acquisitions, it dawns upon us that Telkonet is strengthening its presence in the hospitality industry. Both EthoStream (ES) and Smart Systems International (SSI) serve the hospitality industry. Furthermore Telkonet has been innovating and developing its technologies. It has the ability to easily integrate its core technologies with that of its subsidiaries. Telkonet iWire system is already helping subsidiaries like ES and SSI achieve greater efficiency in their operations. After analyzing Telkonet’s acquisition strategy, we can easily say that it is a strategy of integration and combining forces with it’s acquired subsidiaries to achieve a situation where the â€Å"whole is greater then the sum of individual components†. Through such acquisitions, it is not only strengthening its presence in its core markets but also increasing the breadth of its operations and the efficiency of its systems. Comparing IBM and Telkonet, we can see that the benefits gained by both of them are almost similar in nature although they both follow different acquisition strategies. Finally, although the companies I chose for my analysis were successful in their acquisition strategies, this is not always the case. Many times companies waste their resources and efforts in acquiring a company which was a past success but might have no scope for future (Pressman, 2009). This is especially the case with firms in the dynamic IT industry where technologies can become obsolete in a very short amount of time, even days perhaps. So we must be cautious in evaluating firm’s acquisitions efforts. The results of a particular acquisition and its overall effect on a business should always be analyzed with a long-term perspective. References Meyers, J. (2007). The Power of Invention. Telephony, 248(9), 38-42. Retrieved from Academic Search Premier database. Pressman, A. (2009). Oracle Has Customers Over a Barrel. BusinessWeek, (4147), 70. Retrieved from Academic Search Premier database.

The Destruction of China by British Ambition Essays

The Destruction of China by British Ambition Essays The Destruction of China by British Ambition Paper The Destruction of China by British Ambition Paper The Destruction of China by British Ambition The events of the Opium War, which occurred between China and Britain during the late 18th and 19th century, placed China in a position which easily allowed the exploitation of the countrys national finances, resources, and culture. The usage of opium, as well as the ongoing battle which occurred as a direct result of British action, was the cause of death for thousands of Chinese. The many conflicts and extensive exploitation of China by Britain regarding the opium trade was the beginning of a horrific period for China. A period which would come to be know as the Century of Shame. This paper will show how the actions of the British during the years of the Opium War nearly caused the complete destruction of China and its culture through and in depth look at the Chinese economic and political situation, as well as the Treaty of Nanjing. Opium, which was widely in use by the general populace of China and the rest of world at this point i n history, was favoured by physicians as both a painkiller and a relaxant. Doctors of the era preferred the use of opium to that of morphine due to the apparent lack of side effects. Initially, recreational use of opium was relegated to only upper class society. The emperor of China outlawed recreational usage of opium during the 17th Century, however, the British began to import opium to China in the 1770s. The opium, which was imported by Britain from India, supposedly came from the East India tradingCompany, which was actually run by the Brits. In order to smuggle the opium in to China, Britain employed the usage of heavily armed row boats which could be quickly maneuvered by the crew of roughly 60 to 70 men. In response to protest from China regarding the opium smuggling, Britain would simply deny any knowledge of the narcotic. The Canton System ruled the economic trade policies of the time in China. British merchants des

Stepfamilies Essay Example | Topics and Well Written Essays - 3250 words

Stepfamilies - Essay Example Wilkes and Fromme (2002) investigated the stability over time of themes in the experiences of biological parents, stepparents, and adolescents in stepfamilies. Twelve adolescents, ten stepparents, and nine biological parents from ten stepfamilies that participated, completed follow-up questionnaires that sought to determine if the themes found in the earlier study were still present in their stepfamilies four years later. The results indicated areas that remained stable over time and areas of positive change and adjustment. The results also suggested the need for further research about the specific factors that shape adjustment to stepfamilies. The initial study consisted of 37 participants from 12 families. Of those 37 participants involved in the initial study, 31 completed follow-up questionnaires. Of the 12 families involved in the follow-up study, the adolescents consisted of six females and six males. All of the adolescents were Caucasian. The average age was 16.6 years. All of the children were the biological child of one of the parents living in the home. Four were from stepfather families, two were from stepmother families and six were from blended families. Of the stepparents involved in the present study, there was one Hispanic stepfather and the rest were Caucasian, three of the stepparents had never been married before, and six of the stepparents were male and four were female, with an average age of 41.2 years. Among the biological parents, four were female and five were male. All of the biological parents were Caucasian, with an average age of 43.6 years. Prior to the current marriages, eight of the biological parents had been married in the past. Assessment procedures included three questionnaires: one for the adolescents, one for the stepparents, and one for the biological parents, plus second versions with modifications made to render the wording appropriate for members of the stepfamilies that had been separated. The statements related to the core themes identified in the initial study. The questionnaires in Wilkes and Fromme's (2002) follow-up study asked each participant to rate their level of agreement with 32 to 34 statements on a five-point Likert scale. Based on the ratings participants gave to statements, averages were calculated to determine the level of agreement or disagreement with each statement. One of the major overarching themes found in the initial and follow-up studies was that adolescents were continuing to find ways to cope with the losses in the stepfamily formation process. These losses included undergoing changes in relationships, adapting to different family traditions, experiencing less power in the stepfamily, and having a sense that their family had changed very quickly. 'Therapists' perceptions of bioparent-child relationships in stepfamilies: What hurts What helps'- Cartwright, C. (2003). Stepfamily relationship research has focused on step relationships with particular emphasis on stepparent-stepchild relationships, despite increasing evidence that residential bioparent-child relationships can be negatively impacted through remarriage and stepfamily living. In a project by Cartwright (2003), nine stepfamily therapists were

Pulmonary ventilation, spirometry and pulmonary physiology Lab Report

Pulmonary ventilation, spirometry and pulmonary physiology - Lab Report Example Pulmonary ventilation is the exchange of air in and out of the lungs. The average human breathing rate is 30-60/minute at birth, while in adults it falls to 12-20/minute. Normally the amount of air that flows in and out of the lungs per breathe is 500ml (Tidal Volume air). Hence the minute ventilation or maximum respiratory volume is 6 litres considering breathing rate to be 12/minute. Pulmonary ventilation enables the flow oxygen to the lungs, which further helps in oxidative phosphorylation and at the same time causes removal of carbon dioxide from the lungs, helping to maintain the acid base balance in the body. Mechanism of pulmonary ventilation involves three scenarios: quiet inspiration, quiet expiration and forced inhalation or exhalation. During quiet inhalation the diaphragm contracts, the external intercostals muscles contracts, pulling the ribs outward and upward. This causes the volume of the thoracic cavity to increase with adjacent fall in the intrapulmonary pressure. ( George,2005)(Miller,2005) Hence, as the atmospheric pressure is more than the intrapulmonary pressure air flows into the lungs. During quite exhalation, diaphragm and the external intercostals relax and expiration occurs passively. This occurs as the lung volume now decreases causing rise in intrapulmonary pressure above the atmospheric pressure and air is exhaled out. Forced inhalation/exhalation occurs in certain diseased conditions and during exercise. During this condition the accessory inspiratory and expiratory muscles aid in the contraction process to take place faster in order to increase or decrease the intrapulmonary pressure.(George,2005)(Miller,2005) The act of pulmonary ventilation is limited by the elastic recoil of the lungs which is measured by lung compliance. By definition compliance refers to the increase in the pulmonary volume per cm H2O rise in transpulmonary pressure. The intrapleural pressure is held negative with respect to the intrapulmonary pressure by the mechanics as described above. Even after that the lungs may not expand as desired if he elasticity or in other words the compliance is decreased. (George, 2005) (Miller, 2005) Compliance might decrease or increase in various pulmonary diseases limiting pulmonary ventilation. Compliance is ensured by Surfactants which are phospholipids like lecithin that maintains the alveolar stability by reducing or increasing the surface tension in the alveoli. This means when the alveoli try to collapse due to forced expiration, the surface tension is increased but surfactants reduce the tension. On the other hand when alveoli try to expand during forced inspiration the effective surfactant concentration/area of the alveoli decreases and hence surface tension increases causing the alveoli to revert to original position. (George, 2005) (Miller, 2005) Pulmonary ventilation is controlled by neural and chemical pathways that acts as effectors ad sensors to influence the intercostals muscles and diap hragm mechanics as described earlier. Whenever there is increased pCO2 and decreased pO2 in the arterial blood the central and the peripheral chemoreceptors situated in the medulla oblongata and carotid/aortic

Pu Essay Example | Topics and Well Written Essays - 1000 words

Pu - Essay Example The approach of this paper in measuring the political concerns to health care issues across time is drawing on the information provided by the Policy Agenda project. The policy agenda project employs the services of coders who are experts in categorizing political activities into mutually specialized topic areas. The health agenda is subdivided into 20 subtopics, which are among health care facilities, insurance access, and medical procedures among other divisions. In this volume, political activities over a 50-year period will be analyzed. The paper will make a comparison between Denmark and US and analyze the changing political attention levels to healthcare (Longley, 2007). The political attention will be measured on basis of the subjects discussed in parliamentary debates and questions presented by members of opposition to the government. Every citizen’s expectation is that relative concerns to healthcare have increased along with the rising demand for healthcare services. It is indeed true that through time the political attention on the policy of health care have increased tremendously in both political systems, i.e. in Denmark and in the US. The state of affairs can be attributed to the politicians’ interest to serve the public to appease them that in future they might stand chances for considerations during voting. Careful examination of the overall progress in political attention to healthcare across time shows a gradual increase in the levels of the congress attention to the healthcare policy. The level of concern given to healthcare policy in both the US and the Denmark political systems ranged from 1.5 to 4 percent. This occurrence was with respect of the form of activities that were being carried out by both political institutions. By the year 2002, the level of attention given to the healthcare policy relative to other agendas in both

The effectiveness of interview process for an employee

The effectiveness of interview process for an employee This paper attempted to find out the Effectiveness of Interview process for an Employee Selection Method. This manuscript reviews the literature in order to summarize, integrate, and evaluate the many ways interviews can be structured. The use of valid selection methods is an important prerequisite for good selection decision making .This review is focused on interviews effectiveness as one of the selection method. From the point of view of organisation interview decides the future employee where a lots of responsibilities lies for the organisation to select the right candidate. However interview is one way of several ways to recruit human resources and its validity and reliability needs to be accurate. Chapter gives a description of introduction of the topic, literature review and methodology to carry out the research. It set up two objectives that are to identify the strengths and weaknesses of interview technique and to find out the recommendation and suggestion to remove the flaws of interview. Most selection devices including interview are made on the basis of predictions about how well an applicant will perform, the usefulness of these predictions is determined by two main factors their reliability and validity (Sparrow, 1994 ). These are the fundamental requirements for any selection method. Suggested by Travor (1999) The structure, validity, reliability and predictive power of structure and unstructured interview have been analysed, investigated through the researchers` comments, suggestions and theory of personality. Finally step-by-step details on how both of the interview methods differ in predicting accurate job performance is presented by personality theory, job analysis etc. A key findings of this analysis in the chapter 4 is that unstructured interview is less valid and reliable as it does not focus on the behavioural based analysis to predict the job performance where structured interview is more valid and accurate as it is based on scientific and theoretical analysis using job analysis, scoring guide, and predictive questions. Through the analysis in this report, suggestion and recommendation has been made to make the interview more effective and eliminate the interview errors. A Harvard University study reports that 80% of turnover can be blamed on mistakes made during the employee selection and hiring process. Employee selection process is very important for every Organisation. If an organisation makes the wrong selection decision it will employ an individual who is not going to meet the organisations expectations of an entrant at the level. Selection and assessment is fundamentally concerned with the prediction of job performance and prediction necessarily implies the existence of predictors. There are several types of selection methods or predictors. There are more combinations and ways for selection system. Interview is a two way process -with the candidate assessing the organisation as well as the other way around. For years occupational psychologists have argued that interviews are among the worst methods of selection that organisations can use to choose its employees. Dipboye (1994) has suggested that the interview has no unique content: it is simply a method of collecting information .Nevertheless , in order to research to proceed there is a generic definition for interview as : The employment interview is defined as an interviewer-applicant exchange of information in which the interviewer(s) into the applicants (a) work-related knowledge, skills, and abilities (KSAs); ( motivations; (c) values; and (d) reliability, with the overall staffing goals of attracting, selecting and retaining a highly competent and productive workforce. (Eder, 1999) According to Sparrow (1994) the rationale of the interview to be a selection process are as follows: To collect information in order to predict how well the applicants would Perform in the job for which they have applied, by measuring them against predetermined criteria. To provide the candidate with full details of the job and organisation to Facilitate their decision-making Sparrow (1994). The use of valid selection methods is an important prerequisite for good selection decision making .This research is focused on interview `s effectiveness as one of the selection method. From the point of view of organisation interview decides the future employee where a lots of responsibilities lies for the Organisation to select the right candidate. However interview is one way of several ways to recruit human resources and its validity and reliability needs to be accurate. We believe that most applicants are more interested in being hired, to examine this belief it is wise to consider the two kinds of errors take place in the interview and their impact on the applicants and organisation. The errors are false rejection by which applicants should have been hired but overlooked due to weaknesses in selection method and the other errors is false hire by which organisation lose their valuable time and money in hiring wrong applicant. The line manager interest in selection process thus starts with the consequences of bad hires .If the Organisation chose the wrong person through the wrong selection method .it brings a loos for the whole organisation. There is a number of diversified pressures for the organisation to devote more attention to the efficiency and validity of the selection system. Hence organisation and applicants both share the interest in selection accuracy. Thats why satisfying selection process is very prerequisite for the decisions of interviewee and the Organisation. Therefore it is very important to justify the validity and accuracy of interview technique as a selection process. As a student of business studies and employee of various organisations I have this study challenging to explore how this method is valid. As organisation sometimes compensate the cost of hiring wrong person it is very important to research on this topic. There are several different types of selection interview for the employer to consider. The structured or patterned interview Unstructured or traditional face to face interview The semi structured interview The situational interview As interview devices are made on the basis of predictions about how well an applicant will perform the usefulness of these predictions is determined by two main factors their reliability and validity (Sparrow, 1994). Reliability is a measurement concept widely used in the psychology of assessment .It refers to consistency of a method, its capability of delivering the same or similar scores for the same individual at different times and with the different assessors (ONeil, 1990) 1.1 Aim Its very much difficult to find a skilled and talented worker without an effective interview. But how could we say that the interview was effective enough to choose the right candidate? An interview is will be successful and effective by selecting the right candidate for the right job. On the basis of two theoretical aspects as reliability and validity the aim of this research is to identify the values of the interviewing method and view of interview practices and phenomena to aid the organisation, employers and personnel practitioners. The reason to carry out the research is to find out why interview is used for most of the selection where there are several ways of selection method. , to determine the effectiveness of interview as a whole .and to identify flaws of the interview method and find out how interview could be made more effective so that organisation can choose the right future employee. In this research it has been argued that if the interview technique is an effective method for selection process, how much it is valid and reliable. Hence the title of the research is The Effectiveness of Interview process for an Employee Selection Method. 1.2 Objective Up to the time of 1989 the general consensus in the literature was that the interview was a poor selection device, tolerated primarily because it was the only personal opportunity for applicants and interviewers to exchange information with one another. . In this research the objectives are to find out the effectiveness of interview like their advantages, disadvantages, how valid and reliable they are , their strengths and weaknesses. Before all of them it is a general objective to find out why traditional interview is still used widely .which has been produced at the beginning of objective 1 In the second objective to eliminate the flaws of interview of both unstructured and structured interview and to make interview more effective recommendations and certain changes have been suggested. Therefore the objectives of this research are: 1. To determine the advantages and disadvantages of unstructured interview. 2. To evaluate schemes on how to ascertain perceived changes to make interview method more effective. Chapter 2 Research Methodology 2.1 Purpose In this chapter research methodology is described to find out the way of the analysis of the topic The Effectiveness of Interview process for an Employee Selection Method. First of all, literature review of several concepts relating to Recruitment process and the in depth description of the total process. 2.2 Positivist Research As described by Orlikowski Baroudi (1991) Positivists generally assume that reality is objectively given and can be described by measurable properties which are independent of the observer (researcher) and his or her instruments. Positivist studies generally attempt to test theory, in an attempt to increase the predictive understanding of phenomena (Orlikowski Baroudi, 1991). 2.2.1 The Positivist Paradigm: Theories, Propositions, Hypotheses and Hypothesis Testing A paradigm is a set of beliefs about the nature of social reality, that is, the nature of the world and the individuals place in it (Guba and Lincoln 1994). Guba and Lincoln note that a paradigm has three dimensions:  · What is the form and nature of reality (the ontological question)?  · What is the relationship between the researcher and what can be known (the epistemological question)?  · How does the researcher find out whatever they believe can be known (the methodological question)? It is critical to remember that paradigms are assumptions that are not subject to proof. They are human constructions that are neither right nor wrong: proponents must argue for their utility (Guba and Lincoln 1994). The positivist paradigm has the following positions with regard to the three dimensions: 1. An objective reality is assumed which can be systematically and rationally investigated through empirical investigation, and is driven by general causal laws that apply to social behaviour. This is sometimes called naÃÆ' ¯ve realism (the ontological position) (Guba and Lincoln 1994). 2. The researcher and the phenomena being investigated are assumed to be independent, and the researcher remains detached, neutral and objective. Any reduction in independence is a threat to the validity of the study, and should be reduced by following prescribed procedures (the epistemological position) (Shanks Parr, n.d). 3. General theories are used to generate propositions that are operationalised as hypotheses and subjected to empirical testing that is replicable. Hypotheses should be testable and provide the opportunity for confirmation and falsification. This is the essence of the scientific method (the methodological position) (Shanks Parr, n.d). In the following discussion about theory, proposition, hypothesis and hypothesis testing we assume a positivist position. 2.2.1Theories A theory is a system of ideas that abstracts and organises knowledge about the social world (Neuman 2000). There are many types of theory including implicit (preconceptions, biases and values etc.) and explicit theory (sets of organised concepts and their interrelationships) (Miles and Huberman 1994). There are highly abstract theoretical frameworks, and focused mid-range theories more suited to empirical work (Neuman 2000). For empirical studies conducted using a positivist, deductive case approach mid-range, explicit theories are relevant. Dubin (1978) notes that this type of theory has three main elements:  · A set of well-defined concepts (or units);  · Laws of interaction (or interrelationships between the units);  · A boundary within which the theory holds. 2.2.2 Propositions Predictions about the world are made using propositions, that is, conclusions that may be deduced logically from the theory. Propositions link the values of units. Propositions in the viewpoint development theoretical framework will therefore link specific values of viewpoint representation with specific values of viewpoint development role. Dubin (1978) notes that the most usual form of propositions is the if à ¢Ã¢â€š ¬Ã‚ ¦ then à ¢Ã¢â€š ¬Ã‚ ¦ format. Darke (1997) identifies two propositions in her study:  · If representation techniques are informal or semi-formal then they are used during the requirements acquisition viewpoint development role.  · If representation techniques are semi-formal or formal then they are used during the requirements modelling viewpoint development role (Darke, 1997). 2.2.3 Hypotheses A hypothesis is an empirically testable statement that is generated from a proposition. Terms in propositions belong to the abstract world of theory. Each of the terms must be assigned an empirical indicator. These empirical indicators are then substituted into the proposition to form a corresponding hypothesis. Once hypotheses have been generated they may be used in empirical studies (Ullah, 2010a). 2.2.4 Hypothesis Testing Hypotheses are tested by comparing their predictions with observed data. Observations that confirm a prediction do not establish the truth of a hypothesis. The deductive testing of hypotheses involves looking for disconfirming evidence to falsify hypotheses (Lee 1989). Falsified hypotheses are then refined based on the reasons for falsification and subjected to further empirical testing. 2.3 Quantitative or Qualitative method Qualitative methods approach has been used in this current research. Qualitative research involves the use of qualitative data, such Qualitative data such as open- ended responses, interviews, participant observations, field notes, reflections (Johnson Christensen, 2008). On the other hand Quantitative data based on precise measurements using structured validated data-collection instruments (Johnson Christensen, 2008). 2.4 Data collection method In order to analyse and gather the information of the research mainly primary and secondary data both were used. 2.4.1 Primary data According to Collis and Hussey (2003) in phenomenological approach the interview questions are unstructured or semi- structured in pattern not closed questions like positivistic approach. The plan is that the researcher will prepare semi-structured questions that are helpful to take maximum information from interviewees because in closed questions it is possible that some important information will be ignored. In semi-structured interviews the researcher has an opportunity to probe various areas and to raise specific queries during the semi-structured interviews (iiu.edu.my). (Ahmad, 2008) In this research, interviews were used as the source of primary data to find how the Effectiveness of Interview process for an Employee Selection Method. The reporter conducted several meeting with some renowned Recruitment agencies and different organisations to gain the practical view of the total recruitment emphasizing the Interview process. 2.4.2 Secondary data Secondary data are those that have been generated by others and are included in data-sets, case materials, computer or manual databases or published by various private recruitment organisations, Universities and public organisations or government departments (e.g. National Skills Task Force, Employers Skill Survey, Statistical Report) (Ullah, 2010a). Chapter 3 Literature Review According to Ullah (2010) the growing importance of good employees poses a challenge to the HR managers. The selection process of todays HR managers is becoming multifarious and exigent. Unquestionably the overall aim of the selection process is to spot the candidates who are appropriate for the vacancy or wider requirements of the HR plan. Interview has been used as a significant selection method by HR managers. The interview is the most applicable method in determining an applicants organisational fit, level of motivation, and inter-personal skills (Stevens, 1997 cited Ullah, 2010). An interview is a specialised form of adaptation conducted for a specific task-related purpose (Whetton Cameron, 2002). The primary objective of interview is to predict whether a candidate will meet the performance expectation on the job (Camp et al, 2001). The increasing competition for skilled and talented workers calls for effective interview. But what actually makes an interview effective? An interview is regarded as effective when it can provide its purpose, i.e. selecting the right candidate for the right job (Ullah, 2010). Human resources should be considered as a significant organizational asset. In this context, the application of the appropriate strategies for its development, can lead to the improvement of the corporate performance both in the short and the long term. Recruitment and selection are core areas of human resource management but are frequently discussed in a prescriptive manner. They are not simply techniques for filling jobs they are also levers for organizational change, sustaining employee commitment and achieving high performance. The recruitment process is both costly and lengthy, and when a mistake is made it can be catastrophic for the organization and the individual involved (Dale, 2006). Few line managers are given formal training at recruitment processes and poor interviewing skills can cost a company both cash and customers. This book enables managers and HR professionals to master essential recruitment skills and develop an effective interviewing technique. Shsckleton ( 1991) found that interviews ( traditional or unstructured method ) were used widely . In Britain 93% and 94 % in France although there was a striking contrast in the number of interviews used in the selection process. In 1980 the economic change and pressure renewed interest to focus on interview productivity and growing evidence suggested more reliable and validated interview technique , Orpen (1985) and weekly Gier (1987). There are two reasons why this study concentrates here only on unstructured / traditional interview compared to structured interview because -After1989 the quest for a more reliable, standarasied interview form was reaching fruition .The growing evidence of structured interviewing techniques like situational interview yielded more reliable and valid ratings of applicant suitability than did unstructured interview ( Janz, 1982 ; Hellervik Gilmore, 1986 ; Orpen, 1985) Structured interview appears to have greater validity than do unstructured interviews, further understanding of structured interviews would seems to have a greater payoff in terms of practice and unstructured interviews may differed greatly from study to study in terms of the questions asked . (Eder Harris, 1999 ). Since it is the interviewers responsibility to find the right candidate for the job, it is crucial that the interview is well designed. To be fit for the purpose the interview must be sufficiently demanding but, at the same time, respectful of the candidate. This book not only provides interviewers with tried and tested readymade interview questions, but also enables them to conduct fair and searching interviews. This book gives clear idea about Interview techniques and questions to ensure that the best person is recruited for the job and also includes numerous interview questions and recruitment advice (Hackett, 1998). This book gives idea to ensure any individuals for choosing better people for the organization more efficiently. It provides step-by-step guidance on techniques and procedures from the initial decision to recruit through to the critical final choice. Helpful advice is included on: à ¢Ã¢â€š ¬Ã‚ ¢ drawing up job descriptions, employee specifications and assessment plans à ¢Ã¢â€š ¬Ã‚ ¢ setting up the interview à ¢Ã¢â€š ¬Ã‚ ¢ using different interview strategies and styles à ¢Ã¢â€š ¬Ã‚ ¢ improving your questioning and listening skills à ¢Ã¢â€š ¬Ã‚ ¢ evaluating the evidence to reach the best decision (Arvey Campion, 1982). Interviews are now so widespread that it is difficult to think of a single profession where they are not used. As such, the ability to conduct interviews effectively is considered essential in any professionals repertoire of skills. This new edition of Effective Interviewing provides detailed coverage of the methods and techniques currently in practice and speculates on the future of interviewing (Dale, 2003). Chapter 4 Analysis and Findings In the previous Chapter, the research methodology, described how the information, theories and concepts were collected in order to analyse the findings with the comparison between unstructured and structured interview. 4.1 Criteria to choose Interview: Bolton (1999) described three main criteria as the tools to choose a selection method. They are; Cost Time Social interaction 4.1.1 Cost 1990 potential benefits of the selection stages must be weighed against their cost. Like travel cost, materials cost , staff costs , and time cost . It is useful to focus on contextual information that is worth being guided by cost benefit considerations in order that the effort involves gathering the information can be balanced against its usefulness within the organisation .Traditional interview cost less than structured interview as it does not necessitate straining , specialists , can take place anywhere etc . 4.1.2 Time The more stages the more time it takes to carry them out. Correspondence with and repeated visits by candidates are time consuming. Eder (1999) asserted that, structured interviewing techniques are likely to take more time than the unstructured interview. The need for a carefully documented job analysis may seem superfluous to a hiring manager who has supervised employees in the positing for many years. Saving time may become the justified fact to busy manager when they find to ask all applicants a standard set of questions wasteful and unjustified. 4.1.3 Social process Even if the interview were thoroughly repudiated, it probably would not be abandoned; there seems to be certain human curiosity, which can be satisfied in no other way than seeing each other. Stewart (1996) explained that, the past few years the managers complained on HR staff that structured interview is an unwanted control over their independence to use a core set of questions. In todays more informal business atmosphere a structured interview seems out of place. Managers may resist using structured interview . Indeed another reason for popularity of the conventional interview is that it does give the interviewee the occasion to ask questions (Eder 1999). From the above comparison the following advantages are stated: Through the interview face to face conversation is possible. It is more cost effective The Interviewer and the Interviewee need not to get training, easy to adapt. Interview can be used for almost all types of vacancies. The Interviewer can assess the interpersonal communication skill of the Interviewee. It can be used to meet wide range of information to recruit a candidate outside the job associated requirements. It can be arranged many different substantial locations. Through this process the managers can test for personal attitudes, abilities and potentiality of the candidates. 4.2 The factors that affect the interview outcomes: Motowidlo (1992) proceeds to offer various factors such as degree of control over ones behaviour that may affect the relationship between intentions and behaviour. Applicant may answer, as the interviewer will be happy to hear. Motowidlo (1992) believes that when behaviour is completely controlled by the employee, intensions will be less predictive of future than the past which also suggests that situational interviews are less predictive than the behavioural. Apart from the trait limitation according to Schermerhorn Jr et al. (1996) the prediction could be inaccurate if there is any type of factor takes place affecting or influencing the applicants reply.Through a common theoretical framework an integration of the findings may be reached. Applying this theory, this assumption can be matched with other biases leads both parties to make dispositional attributes when they are not appropriate. Thus in the case of interview from a candidates perspective the candidate may attribute interviewers behaviour wholly to personal characteristics which could original or may generalise the recruiters behaviour and behave accordingly. Interviewers signalling hypothesis can be seen as an impact to affect the outcome of interview and interfere interviewees` behaviour. Thus interviewers behaviour can control the interviewee and have a bad impact on the outcome of the selection process, which means it could cause wrong prediction and lower validity and reliability. Some evidence suggests that racial biases may be introduced in the traditional interview process because of the stereotypical views interviewers have of personalities on the basis of interviewees attitude analysis without scientific evidence and conducting the interview without objectivity that decreases the employers ability to discharge its burden of coming forward with admissible evidence that clearly sets forth a non-discriminatory reason for its rejection of the plaintiff (Eder , 1999) 4.3 Comparison between the traditional and Modern Recruitment method: According to Michigan State University Study (1995) 4.3.1 Traditional Recruitment Methods Are Too Subjective, cause Most employers use a combination of application, interviews, resumes and employment reference checks. These methods are best described as subjective. Traditional recruitment methods are highly vulnerable to data distortion or falsification. Resumes are often exaggerated or falsified. Interviews are greatly influenced by first impressions, appearance halo effects or chemistry. References are usually groomed or coached. Subjective recruitment and hiring methods provide useful, but limited information. 4.3.2 Modern Recruitment Methods Offer a More Objective Approach Modern recruitment methods use on-line applications and interviews, integrity screenings and executive profile assessments, job matching and background verifications. The information collected is highly accurate and reliable. Objective recruitment and hiring methods make your hiring process more defendable to any EEOC and ADA challenges. Screenings and profiles are not as vulnerable to faking or distortion and halo effects. Validity indicators on assessments help to verify the authenticity or candor of the candidates responses. 4.3.3 Research Shows the Relative Value of Different Hiring Methods Interviews alone 14% accuracy Reference Checks + Interviews 26% accuracy Behavior-based Personality Assessment + Reference Checks + Interviews 38% accuracy Abilities + Personality Assessment + Reference Checks + Interviewing 54% accuracy Values Interests + Abilities + Personality Assessment + Reference Checks + Interviews 66% accuracy Personal Attributes Job Matching (job benchmark) + all of the above 75% accuracy (Michigan State University Study, 1995) 4.4 How to improve Interview technique Most of the typical interviews are comparatively unstructured. Structure approach are used where every candidates face the absolutely the same questions and situations to solve such a situation where the job position required. To make interview reliable and more valid the combination of two method like -using recommended structure, assessment test, references check, panel of interview, interviewer training may increase the reliability and validity of interview, it may appear to be useful but properly controlled comparisons of scores with measures of work performance may show that an apparently less relevant test has higher predictive validity (Hossain, 2010). 4.5 Summery tips for Interviewing Regan and Dean (2010) summarised the key tips for the Interviewing technique by the following: à ¢Ã¢â€š ¬Ã‚ ¢ Structure the interview, have an agenda and inform the candidate so they can manage the employers expectations. à ¢Ã¢â€š ¬Ã‚ ¢ Be clear about what the organisation is looking for in terms of experience, personality and skills and prepare questions to assess the candidates suitability. à ¢Ã¢â€š ¬Ã‚ ¢ Prepare questions based on areas on the CV which the interviewer would like to investigate. à ¢Ã¢â€š ¬Ã‚ ¢ Select a comfortable professional location, free from interruptions. à ¢Ã¢â€š ¬Ã‚ ¢ Review the CV and the job specification again prior to the interview. à ¢Ã¢â€š ¬Ã‚ ¢ Set all the objectives on which to asses all candidates. à ¢Ã¢â€š ¬Ã‚ ¢ Start with the brief history of the company. à ¢Ã¢â€š ¬Ã‚ ¢ place the interviewee at easy and comfortable situation where the applicant is out of nervousness. à ¢Ã¢â€š ¬Ã‚ ¢ Allow sufficient time for interviews if any changes happened let the candidate know the duration is shortened, as it was informed before. à ¢Ã¢â€š ¬Ã‚ ¢ If the company is looking for any specific skills or attributes devise relevant questions to cover the job position, let the candidates be asked specifiaclly. à ¢Ã¢â€š ¬Ã‚ ¢ Ensure candidates leave with a good impression of the Interviewer and the company, even if they are not right for this role there may be others in the future. à ¢Ã¢â€š ¬Ã‚ ¢ Summarise at the end check to see all candidates questions are answered, and let them know the next steps. à ¢Ã¢â€š ¬Ã‚ ¢ Record the answers and the responses (Regan and Dean, 2010). 3.2.1 Structure There are several ways to structure the interview .The recommendation of the form of structure set out in table given below: Chapter 5 Conclusion and Recommendation The hiring decisions you make are some the most important investments into your organizations future. Dont leave it to chance! The task of HR managers does not complete just after the interview session. The post-interview activities are vital for them. At least they should verify the background investigation of the potential employee before finally offering the job. Background investigations, or reference checks, are inte

A Most Remarkable Teacher Essay -- Medicine College Admissions Essays

A Most Remarkable Teacher    A most remarkable high school teacher first aroused my interest in medicine when he invited me to take a special advanced microbiology course at night. He (Mr. Wiles) had worked for years in the medical field before retiring to teach school. Spending many hours with us, he constantly reaffirmed his belief that we could make a positive contribution to society through a career in medicine. Shortly after my graduation, Mr. Wiles died of lung cancer. During his last months, as I visited him, walked with him, chopped wood for him, I anguished over my helplessness as his pain grew and his life diminished. The doctors couldn't do much to reverse that process, but at least they could t~ to ease his pain or Blow the spreading disease. I admired and envied that ability.    In the ensuing years, I found myself embracing two seemingly different career paths. I loved being around people and thrived on the interaction, but I was fascinated by the technical intricacies of science. With a love for my science courses, I found that I could readily follow the logic of scientific thought. Then I left school and went to Europe as a volunteer missionary. In addition to learning a foreign Language (French) †¢ I spent that year and a half learning to work with people and help them with their problems. This strengthened my desire to work with people in some kind of clinical setting.    It was... ...e good, some not as good--as they made their rounds. The really good ones seemed able to comfort their patients in more than just a physical sense. One oncologist seemed never to fail to bring a smile to his patients' faces, such was his genuine caring.    I believe, now, the words of Mr. Wiles. I believe that as a physician I can make a very real contribution to society. I can see myself offering all I have to help a patient smile again, using all my resources to find the best scientific solution. And as I become more of a scientist, so must I become even more skilled with people--people with needs and feelings. For medicine is the culmination of that art and science-requiring the best of both worlds.

Reflection Paper for Leadership Class

In today’s society the success of business and personal life of a person depends on the attitude and how he or she handles challenges of life and opportunities it may bring. One of the important things about working together rather it’s in a workplace, school setting, or family is to know what it takes to work successfully in a team. Excellent teamwork, collaboration, good communication, positive attitudes, and adaptable personalities assist in motivating people, greater self-confidence and increased self-esteem.All of these traits combined together provide an effective tool for the success in the work force, sports, extra curricular activities, and in a person’s personal life to name a few. I participated in the DISC Behavioral Assessment in order to further understand my personal strengths and weaknesses so I can meet the demands of my environments better. The report measured how I respond to problems and challenges, how I influence others to my point of view, my response to the pace of the environment I’m in, and how I respond to rules and procedures set by others.The report states that it measures and analyzes normal behavioral style, a person’s manner of doing things. The assessment only took about 10 minutes and had me rate sequences of four words with one word describing me the most and one word describing me the least. The assessment describes my natural behavior as being nonjudgmental, open, patient, and tolerant of differences. Being receptive and listening well, helps me to excel in gathering information. However, having my mind changed is sometimes difficult.The assessment also states that I can be spontaneous and casual in familiar circumstances. I win through hard work and persistence. I like to stay with one task until it is completed. Also being stated is that I am considered to be people-oriented. I don’t resist change as much as I resist being changed. I want to be a responsible person and will avoid b ehavior that is seen by others as irresponsible. I am persistent, stable, tough-minded, and objective.My adaptive behavior in my present work environment is seen as exhibiting an active and creative sense of humor, preferring people involvement over task focus, being flexible, and working without close supervision. It also lists I may need to contact people using a variety of modes and maintain an ever-changing, friendly, work environment. I honestly do believe this assessment is very accurate with my leadership style that I do have. I always want a plan of action and want that plan carried out. I find that making decisions are easier when I know that others respect what I am trying to do.I want a stable, family-oriented environment. I feel like I have been in all situations, high and low, good and bad, and I have true empathy for those experiencing difficulties in any aspect of their lives. The assessment stated that I like to know what is expected of me in a working relationship a nd have the duties and responsibilities of others who will be involved explained as well. This is so, so true. Communication to me is huge. If everyone is on the same page, any and all obstacles can be overcome. I enjoyed taking this assessment. It was quick and easy but listed and provided a lot of wonderful and helpful information.The way that it broke down the areas in which I was valuable to a team, organization, my do’s and don’ts of communicating, and then tips was superior to many other assessments that I have taken. This will encourage me to dig a little deeper and work on strengthening my weaknesses; which in turn will only cushion and build my strengths. This assessment also allows me to compliment myself on my leadership skills that I do possess. Reading wonderful things about my leadership style from this analysis is extremely encouraging and self-rewarding. Durek Neblett

Cable vs. Dial-up essays

Cable vs. Dial-up essays The internet is a method of communication and a source of information that is becoming more popular among those who are interested in, and have the time to surf information superhighway. Ten years ago, using a dial-up method to connect to the internet was jus about the only way to do it. Fortunately, thanks to development of technology nowadays people have an opportunity to choose one of many different manners to hook up their machine to the net. Ones are more popular then others; therefore, it is considered that there are two main technologies profoundly impacting the way people access the internet these days. These are: dial-up and broadband cable. Although they both have a common function to connect us to the internet, differences between them are very obvious. First, and the most important one, which distinguish both connections is speed. While dial-up, in theory, is capable of speed of up to 56 kbps, cable can easily achieve 1.5 Mbps. Abstract in our fast-paced society, nobody has time to sit in front of a computer idly waiting to connect to the ISP (Internet Service Provider), or staring at a blank browser screen while the graphics on a web page loads. Especially, nowadays when files prone to be heavy/big like mp3 or avi files speed can make a crucial difference. Second one is the price. Although days with free dial-up internet are gone, it is still the least expensive access technology on the market, that price is between 10 and 25 dollars. On the other hand broadband cable is one of the most expensive connections with a price often exciding 50$ a month. In addition to monthly charges, unless the cable company in your neighborhood offers a sweet deal on their cable modem service, you will incur a pricey installation fee. Whereas connecting dial-up is free and easy, you dont have to shell out any additional money. On the top of these, cable modem is rather expensive with its price ranging from 60 to 200 doll...

UC Berkeley Free OpenCourseWare Online Classes

UC Berkeley Free OpenCourseWare Online Classes Every semester, University of California Berkeley records several popular courses and offers them free to the public as OpenCourseWare classes. New lectures are posted online each week during the run of the course. The webcast classes are archived for about a year; then  theyre removed from distribution. Like other OpenCourseWare programs, UC Berkeley usually doesnt offer credit or  student/teacher interaction for these free online classes. Where to Find UC Berkeley OpenCourseWare UC Berkeley’s OpenCourseWare webcasts can be found on three websites: Webcast. Berkeley, Berkeley on YouTube, and Berkeley on iTunes University.  By subscribing to UC Berkeley courses via iTunes, you’ll receive new lectures automatically and save a copy of each course on your hard drive. If you’re an RSS user, you can subscribe to a course through the Webcast Berkeley website and watch lectures in Google Reader or another appropriate application. The YouTube site provides streaming videos that can be watched anywhere or embedded in a website or blog. How to Use UC Berkeley OpenCourseWare If you plan to use UC Berkeley OpenCourseWare, it’s advisable to start at the beginning of the semester. Since lectures are posted online shortly after they’re given, you’ll be able to watch up-to-date recordings that reflect the most recent research and world events.The UC Berkeley websites offer only lectures, not assignments or reading lists. However, independent learners are often able to gather class materials by visiting the lecturers’ websites. When watching the first video of a course, be sure to listen for a class web address. Many lecturers provide downloadable material on their sites. Top Free Online Subjects From UC Berkeley Since UC Berkeley’s webcasts vary between semesters, there’s always something new to explore. Popular subjects include computer science, engineering, English, and psychology. Check out the Berkeley website for the most up-to-date list. Three sample classes include: How to Write an Essay: This  five-week  introduction to academic writing for English language learners  focuses on essay development, grammar, and self-editing. The  course is free, but two additional fee-based components are offered: a certificate highlighting the knowledge and skills gained and  weekly interactive  small-group sessions with a live mentor.Marketing Analytics: Products, Distribution, and Sales: This four-week  course offers instruction in advanced concepts such as conjoint analysis and decision tree methodologies to product decisions  as well as  the best ways to distribute and sell offerings to consumers. Also provided for a  fee is a certificate highlighting the knowledge and skills gained in the course.The Science of Happiness: This eight-week course teaches the science of positive psychology, which explores the roots of a happy and meaningful life. A  certificate highlighting the knowledge and skills gained in the course is  offered for aà ‚  fee. Part of a Partnership The UC Berkeley OpenCourseWare program is partnered with edX, an online course provider that offers more than 1,900 free and fee-based online courses from over 100 institutions worldwide. The partnership, founded by Harvard University and the Massachusetts Institute of Technology, also includes nonprofit institutions, national governments, nongovernmental organizations (NGOs), and multinational corporations.

Autobiography(first love) Essay Example | Topics and Well Written Essays - 500 words

Autobiography(first love) - Essay Example On the morning of May 27th, I finally got my chance to do something about the way I felt. It was announced that my school would be starting later than usual that morning, which would give me a chance to go over to her school instead. I thought about what I was going to do for the rest of the day, even during my night-time tutoring session at the Educational Institution, where I was learning English. I saw someone selling flowers, which gave me a tremendous idea. I bought sixteen roses, one for every year of her life, and hid them in my garden so that my parents wouldn’t see them. When I got home, I called a couple of my friends to see if any of them would go with me – I didn’t want to be alone. The next morning didn’t go quite the way I’d planned. I was anxiously waiting at the bus stop for the two friends that said they would go with me and they managed to get there just before the bus to her school. I still regret my choice of clothing for this meeting. I was going to have to go straight from her school to mine, so I was wearing our horrible brown school uniform. We looked like janitors, which was sure to work against me. My planning skills were found to be poor again when we arrived at her school and I realized I had no idea where her classroom was. While we searched from classroom to classroom, we ran into one of the teachers, who recognized that we didn’t belong at that school. He thought we were there to make trouble, so he hit us and banned us from the grounds. One of my friends didn’t want to risk getting in trouble for a girl that wasn’t even for him, so he waited outside while my other friend and I tried to get back through the gates. Although there hadn’t been a guard there before, there was one now and he stopped us to ask why we were trying to get inside. The roses probably should have made it possible for him to guess, but my friend lied and said we wanted to make one of the teachers feel better. He

Care study Essay Example | Topics and Well Written Essays - 2750 words

Care study - Essay Example The Eskimos have a tradition wherein when a member of the family has reached an age where he or she is no longer an active participant of the tribe, the son or the closest member of the family is tasked to take him miles from the home and leave him in the freezing cold. Such practice, although barbaric, was accepted not only by the family member who has to do the form of euthanasia but also by elderly himself to be his fate. In simple logic, those who no longer contribute to the benefit of the family has lost his worth and must therefore accept the reality of death as promulgated by those close to him. The very thought of this scenario where an old person is left to die in frigid weather arouses disturbing thoughts in a humane perspective. The necessity to enforce that every person must be attributed with not only the quality of life but also the quality of death should be affixed to the elderly. The elderly psychiatry ward poses a professional challenge to the individuals assigned to it. But most importantly, it also yields the obligation to impart an emotional aspect to the care that they receive. Otherwise, rather than being treated as individuals, they may be deprived of the respect that is not entirely undue to them. There are a number of problems that arises in the nursing profession. One of such that persists is the ethical dilemmas that health professionals face in their career. Ethics, or in simple interpretation is the ability to distinguish between right and wrong is embraced in the moral conception of decision-making for individuals. Being professional is synonymous to doing the right thing that is good not only for the client but also for one’s own being. The Nursing & Midwifery Council’s promulgation of a Code of Conduct provides for set guidelines that must be met by nurses and midwives in their careers and their interaction with clients to ensure that they remain faithful to their oath. Rumbold (as