Networking Assignment Example | Topics and Well Written Essays - 1000 words

Networking - Assignment Example Typically, the Transmission Control Protocol (TCP) is utilised in order to deal with HTTP transport purposes (W3, 2004 a). What is meant by an HTTP request and response, giving an example of each? How are these transmitted? By which underlying TCP/IP protocol? Essentially HTTP is a request and response protocol. The request is used to designate the instructions sent by the client to the server. This transmission takes place in the form of a request method such as Uniform Resource Identifier (URI). Typically, these requests contain the protocol version, request modifiers, information about the client and any other forms of body content. The server reacts to the request by producing a response. The response initiated by a server contains a status line which outlines the protocol version of the involved message along with an indication of failure or success. This is often followed by a message that provides information about the server, any meta data or meta information available and an y other forms of attached body content. A basic example of HTTP request-response protocol is the interaction between web browsers and websites. A web browser tends to act as a client while any application present on a website tends to function as the server. The client, in this case a web browser, sends a HTTP request to the client. In turn the server provides the client with the required resources such as HTML files and other hypermedia. The response from the server’s end contains the required content as well as the completion status of the client’s request. A number of different internet protocol suite protocols are available for carrying out HTTP transportation. However, in most cases the Transmission Control Protocol (TCP) is utilised in preference to other protocols such as User Datagram Protocol (UDP) based on reliability concerns. HTTP connections are of two primary sorts. One of these involves the idea of pipelining request. Explain this concept and describe wh y and how HTTP can benefit from one of these connection types relative to the other. HTTP relies in large part on two primary connection types namely persistent connections and HTTP pipelining. The older versions of HTTP, including 0.9 and 1.0, utilised a single request response pair after which the connection was closed. This meant that the TCP connection request had to be renegotiated for every single request response pair. Persistent connection was introduced in HTTP 1.1 to keep the connection alive after a single request response action had been executed. This meant that the TCP connection did not have to be reinitiated every single time a request response was required. In turn, this meant that connection speeds improved since the TCP restart time was not required for every request response action. However, there was still one serious shortcoming. The client had to wait for a response before it could initiate a new request. This meant that a request response action could be carr ied out one at a time. HTTP pipelining was introduced in version 1.1 to allow the client to send multiple requests without any need to wait for responses. The use of HTTP pipelining allows the reduction of lag time since the client can send multiple requests at the same time and can then wait for their corresponding responses (W3, 2004 b). The use of this technique allows drastic improvements in the internet connection speed since HTML pages

Trade Union UNITE Essay Example | Topics and Well Written Essays - 3500 words

Trade Union UNITE - Essay Example Management wants high profits and lower costs so that profitability can be maximised. For achieving such a target, the employees are affected by the management. In the urge to reduce the cost of production and operation, at times the management ignored the genuine rights of workers striving hard to achieve the organisational goals. They overlook the fact that it is due to their valuable workforce that they are able to achieve their desired targets and profits for the firm. If the employees do not perform their job roles, then there is no way the organisation can complete its target in its stipulated time period. Employees need to be given strong consideration by all organisations but mostly it is observed that employees at times are taken for granted by organisations. As workers realized that they are the major drivers of production and operation cycles and all the activities are dependent upon them, they rightfully thought of protecting their interest. The workers working for their rights is important for them as they should not be taken by granted by the organisation and should be provided with the complete resources for conducting their tasks effectively and efficiently. Particularly speaking in the context of workplace, the workers raised their voice to improve their working conditions and get the recognition of their inevitable role in the organisational functions. The body established with this purpose was named as trade union. Trade Unions are in place since long to protect the rights of workers at workplace (Smethurst and Ryan, 2009). They serve as independent organisations whereby the workers serving in various organisations register themselves to protect their rights and interests. In case of conflict of interest between the management and worker, the trade union is considered to be the representative of worker. The trade union can be approached by the worker concerning the issues they have with the organisation, and the trade union takes action accor dingly, either through negotiation or other resolution strategies. It is an organised entity which is backed by Law in the country. The labour laws promote the workers to be part of the trade union so that it can be strengthened and the interests of workers can be protected to the maximum (Scrope and Barnett, 2008). The importance of trade unions increases in the developed countries like UK. The reason lies in the fact that these countries are economically developed and organisations are well settled. The regulation has great control over them so that they can play important role in the overall development of the country. As labour is considered to be a force, its empowerment may lead to significant consequences at workplace. It is important to note, that the modern world is highly dynamic and unpredictable. The modern workforce is also knowledgeable and is well versed with the labour laws of the country; hence they work towards retrieving their rights at the optimum level, either t hrough trade unions or other legal ways. The

Vancouver Olympic Essay Example | Topics and Well Written Essays - 2000 words

Vancouver Olympic - Essay Example According to Participation Agreement, the city accepted to be the host city and proceeded with the bid (Larry, Para 1-2). In December 1998, the Canadian Olympic Committee approved the Vancouver bid and agreed upon its representation Canada in the international bidding competition to host the 2010 Olympic Games. The Bid City Agreement was signed by the City, the COA and the bid group. The Bid City Agreement allowed the City to present its bid before the International Olympic Committee and established some roles and the responsibilities for all the parties in presenting the Bid. It also included intellectual property matters like copyright and trademarks, expenses, marketing, community consultation, the signing of the IOC Host City Agreement and operation of the Organizing Committee for the Olympic Games. The conditions of the Bid City Agreement need the City to work with the COC just to make sure that all features of the bid are covered and they are in compliance with the provisions of the Olympic Charter (Larry, Para 3). Initial Cost of Vancouver's Bid: The budget of the Bid Corporation for this bid was Can$34 million and of this total amount the Province of British Colu... Public corporation contributed 54 percent of the bid and private companies offered 46 percent of the funding. Contributing Factors: Hosting the Olympics in Vancouver and Whistler will affect the economy of the Province of British Columbia. Positive outcomes have been understood more important than the negatives for hosting the games. This point of view became very helpful for BC economy of the period around 2002 when the Canadian Dollar was weaker than the American Dollar. The time when Vancouver was selected as host city it was considered as capable as boosting the economy and increasing the tourism. Since then the Canadian Dollar has become stronger than American Dollar and tourism is expected to be lower as it will be very costly to come to Canada and spend in Canadian Dollars (Jay and Adam, Para 2). Motivation: The BC Government has created a favorable opinion of the games in the public eye. The government has guaranteed an economic boom following the games. It is expected that provincial growth will be approximately in between 0.9 and 1.2% per year from 2005 to 2011 (Derek, 2005, Para 1). Announcements have been made regarding the budget of the games and about its expected overall profit. It also has been claimed that there will be approximately 5600 new full time jobs, which will be created directly by the Games. The problem with the claims is that the government has speculated that Vancouver and Whistler areas would not be visited by the tourists if there were no Olympics and the jobs which are created by the Games would not be filled up by the workers and there would be unemployment, which seems to be wrong because there would certainly be large number of tourists and the unemployment rate in Vancouver area is one of the lowest in the

Thomas Hardys Essay Example for Free

Thomas Hardys Essay In chapter 6, we learn that Bathsheba has inherited her uncles farm, which was very unusual, Tisnt a master, tis a mistress, shepherd. Lately came here from a distance. Took on her uncles farm, who suddenly died. Men would normally benefit rather than a women, and landowners and workers did not view her as the best prospect for the farm to begin with, one of the reasons given in chapter 45 was, she is too young and beautiful. Even Gabriel felt she was unable to manage without him, How would the farm go on with nobody to mind it but a woman. In chapter 10, she forms a resolution to run the farm without a bailiff, the workers were very amazed, She would hopefully be better than a man in the role, she promised, in order that they will have confidence in her abilities despite her being a female. In chapter 12, Bathsheba attends the corn market. Although she is dainlty dressed she is determined to brave the stares and drive hard bargains. Nearly every face turned towards her, except for which she noticed was Boldwood who didnt seem to recognize her. Now she saw him as a challenge. Going into chapter 19, Boldwoods proposal and the promises he offers would have been seen as very advantageous to her, from the view point of the society, but she turns him down, saying she wants to marry for love. However, sending the Valentine card to him has restricted her, she has had to pay the consequences and could not have turned down the proposal fully as she did with Gabriel, She had a strong feeling that having been the one who began the game, she ought in honesty to accept the consequences. There had been a second proposal from Boldwood in chapter 23, and still Bathsheba was unable to deny the proposal, Hardy even suggests she felt a, fearful joy about the situation she was in. From then on she is trapped by her behaviour, even when she marries Troy, and when he goes missing Boldwood negotiates a further marriage promise. In chapter 26, Troy is flattering Bathsheba so much that, she becomes feverish. At first she tries to behave towards Troy with a sense of independence in her, but to the end of chapter 27 she is agreeing to meet him without a chaperone, Well, I wont bring Liddy and Ill come. But only for a short time, a very short time. Bathsheba is reacting very differently to the passion offered by Troy. Bathsheba changes she becomes powerless to withstand or deny him. She loses her sense of control and becomes the opposite of herself. In chapter 34, Boldwood pleads with Troy to save Bathshebas reputation by marrying her, which indicates how much regard the Victorian society put on a womans reputation as a virgin, Oh, How can she be saved now, unless I marry her? says as he teases Boldwood. Later, we learn that Bathsheba has married Troy. In this marriage she has lost her role as a mistress of the farm. After the marriage Troy has already started ordering Bathsheba by telling her and the rest of the women to go home so the men can carry on drinking, well send the women folk home! Tis time they were in bed. Then we cockbirds will have a jolly carouse to ourselves! . This direction undermines Bathsheba in front of her workers, but it also puts the farm in jeopardy because the workers are too drunk to save the hay from the storm. In chapter 37 we find that Gabriel is working with Bathsheba and he saves the day. Bathsheba tells Gabriel of her trip to Bath, she shows her understanding that maybe she has out the farm in jeopardy by marrying Troy but she felt her reputation was at stake because she had not adhered to the general rule of society but had driven to see Troy unaccompanied late at night: I saw that a scandal might seize hold of me for meeting him alone in that way. Now, Bathsheba is getting unhappier by the day. She turns into an emotional woman and she is no longer in control of herself. Having married Troy, Troy is becoming reckless with money and Bathsheba can do nothing to stop him becoming like this. This happens because in marriage in the 19th century the husband becomes in control of his wife and his wifes possession. In chapter 51 Bathsheba is not wanting to attract anyones attention with her beauty. In chapter 56, Hardy suggests that Bathsheba has had this downfall because she had so much pride and vanity in herself. Chapter 56 also starts with Bathsheba expressing the reliance she has had on Gabriel, and so she is upset when she hears of Gabriels resignation letter, It is that I may soon have to give up the management of your farm, Mrs. Troy. The fact is, I am thinking of leaving England not ee, you know next spring. Realising that she is now reliant on Gabriel she would not refuse his marriage proposal if he were to ask again. Hardy shows that just like Fanny, Bathsheba is also reliant on the security a man can offer her and she comes to realize that this security only comes with marriage. Bathsheba has taken on the role of the typical Victorian female, dependant on marriage for security, although the relationship is based on substantial affection. In Far from the Madding Crowd Hardy illustrates the position of 19th century women as being disadvantaged. Fanny and Bathsheba both provide contrasting examples of Victorian women who were victims of the treatment of their men. In their lives they are seen in the role of second-class citizens in need of a trustworthy man for survival, unless they can survive themselves. Womens social behaviour was expected to be restricted whereas men could have very little restrictions on how they behaved. They were even admired for some of their roguish tendencies. Hardys language as he describes Fannys plight expresses his sympathy for her, but Bathshebas suffering is not dealt with in the same sympathetic response. Her character, which was independent, has changed at the end of the novel. She appeared a more reserved character accepting the role of Gabriels wife. I think that Bathsheba had wrong treatment from men as a result the way she acted, having so much pride in herself and being vain. It was good for her to have that independence in her but maybe she felt too much of her independence, which got her in a muddle. The classic example is when in the beginning of the novel Gabriel proposed to her and she did not accept, because she did not want to be thought of as mens property, yet in marrying Troy she destined herself to this very fate.

The Performance Appraisal Systems Performance

The Performance Appraisal Systems Performance The research explores the effect of performance appraisal on performance of employees and in turn on companies as well. The purpose considers the operation of Shell in UK and Pakistan to enhance its employee performance. Furthermore, the academic requirement, the research aim and question are specified in literature available on performance appraisal system. Also with the supporting of related theory available by book s, journals, articles and surveys, the critical review of literature is made in all the aspects of topic and concept of performance appraisal system and its relationship to drive performance. The self administered questionnaire is distributed among the selected sample, like Shell UK and Shell Pakistan staff members, also a telephonic interview from the top mangers helped in collection of the required data. Than data is analyzed through different ways of comparison and contrasts. Finally the general recommendation of research findings is made on the current performance appraisal system and main driver of employee performance which company and employee wants. The study seeks to examine Analyze performance appraisal system and its impact on employees performance working in different working environments a case study of Royal Dutch Shell retail specific to operation in UK and PAKISTAN. In the 1980s Western world observed the achievement of Japanese organizations. The main factor identified for this success was the recognition and proper utilization of their work force. This has subjective the key practitioners and writers of western countries and they also start considering the significance of proper management of their work force, they name this management, Human Resource Management or HRM. Most the organization is no longer rely on the fixed resource of capital and technology to achieve competitive advantage in fast changing and highly competitive environment(sparrow et ,1994).its mainly on the hiring and skilled retention, devoted and motivated employees that will give an organization a competitive edge. To improve the effectiveness of their employees organization are more focusing on the management of their human resources. According to Boxall and Purcell (2003) when the human resource practices are aligned to an organization business strategy it become more effective. Furthermore, McCourt and Eldridge (2003) propose the integration of individual human resource practices so that they balance each other.Nonaka and Takeuchi (1995) and Collins and Porras (2004) highlight organizations which have successfully aligned their human resource practices with business strategy. Unfortunately, for many organizations the effective human resources management is still problematic. Therefore Bratton and Gold (1999), state that performance appraisal (pa) in organization is a continuous and problematic process which is not liked by both mangers and employees. According to Latham and Wexley (1994) performance appraisal is like a seatbelt which still necessary, is unpopular. Lawler et (1995) suggest that since it is noticed that performance appraisal fulfilled the needs of organization and the individual, which are different, performance appraisal will always be characterised by differences in purpose, miscommunications and ineffectiveness. Fletcher (2004) states that many organization move away with the effective performance appraisal. The term performance appraisal will be used in this study to consign to the appraisal practice. Different organization called this on different names such as performance evaluation, performance review, performance rating ,employee evaluation and employee appraisal (ivancevich ,1995).after finding that employee performance can affect largely on productivity of organization ,they continue to endeavour to find out the most effective way of managing its human resources. Performance appraisal is human resource practice used by organization for the development of their employee to best output potential and overall enhancement of an organizations performance and efficiency. Shell is known for exploring and producing oil and natural gas products and also famous for retail stations. Shell transport and trade oil and gas product for heavy industrial uses includes fuel and lubricant for ships and planes. Many other activities includes wind power, electricity production, and making solar panels, producing petrochemicals which are used for coatings,plastics and detergents, and build up new technology for hydrogen vehicles .More importantly, approximately 3% of the worlds oil and approximately 3.5% of the worlds gas is produced by Shell companies, similar to other major private oil and gas companies (Shell, 2005). Using royal Dutch shell plc for research study is because it is international group of energy and petrochemicals companies, operating in more than 145 countries and employing approximately 119,000 people (shell, 2005). They are one of the biggest in the oil sector is known to be listed in the top 50 companies on number one in the world. (Fortune ,Global 500 ,2009).This research is going to look at the concept of HRM, draw up a unified work to examine its role on profitability and growth of businesses, and finally, investigate the current business context with regards to performance appraisal system of Royal Dutch Shell Plc. Literature review 2.1 Performance appraisal Performance appraisal is one of the important practices of human resource management started early in 1813 in United states of America ,(Bellows and Estep 1954m cited in wise and Buckley ,1998)so there is increasing interest in and uses of performance appraisal system in the last three decades stated by Murphy and Cleveland ,(1995).therefore extensive literature available on this subject. in spite of this success ,many organization still struggling to make and implement effective performance appraisal system. all the thought given to process ,many of flaws still willful (wise and Buckley ,1998).performance management is a bigger picture in which performance appraisal is located (piggot ,Irvine ,2003),performance management focuses on providing a framework for guiding employee performance towards achieving organizational goals(Torrington et ,2002)performance management is therefore anxious with improving the performance of teams and individual to ensuring the optimal environment is av ailable for their employees to enhance their performance (Armstrong ,2003). Wilson and westrn, (2003), and Cattell, (1999) argued that performance appraisal is looked in the broader term and that its begin in management by objectives, performance management is a continues repeated process of decisive performance expectation, supporting performance, appraising performance and, managing performance standards (Analoui and Fell, 2002). Performance appraisal generally means the annual interview between the manger and employee to discuss the individuals job performance during the previous 12 months the result of action plans to encourage enhanced performance (Wilson and western, 2001). Armstrong and Barron (2003) stated that it is easier to achieve the desired goals and objectives when the manger and subordinates clearly know what is expected of them. According to Fletcher (2004), performance appraisal provides a prospect for a manger and for subordinates to discuss the previous performance work on agreed objectives and standards to reach an agreement on how the appraise can enhance job performance. Performance appraisal is spread in organization since 1960s for employee evaluation, for organization planning purposes, and it is becoming the important element for maximizing the effectiveness of all part of the organization ,from management staffing and development to production and customer services (Creamer and jonosik, 2000).it was used before in this century by larger organization mostly for the administrative purposes (peter and Liang ,2007). 2.2 Why performance appraisal? Performance appraisal is one of the important among the HRM practices ,many organization is able to measure the development of their employee posture and behavior through the use of appraisal system.teh information which is get by this approach is used for the changing in the selection and training practices to chose and develop employees with the require behavior and attitude. The effectiveness of skilled employee is not in favor unless they are properly motivated to perfume their job (Singh K, 2004). Wan et al (2002) explored that there is encouraging relationship between performance appraisal and employee performance or organizational performance. The basic object of performance appraisal is how productive and employee is and verify the way in which employee productivity can be improved. 2.2 .1 Benefits of performance appraisal to employee Generally, performance appraisals serve an important purpose in the management of workforce and in achieving the organization objective. From employee perspective, performance appraisal give direction to employee that what exactly their way of required to do the job, also to motivate them to achieve their target and help them to improve their work performance. According to Brown and Heywood, (2005) performance appraisal is formalized way of monitoring the work force and it is proposed to be a management tool to enhance the performance and productivity of worker. Performance appraisal also improves the commitment of employee (Brown and Benson.2003).The Organization needs an appraisal system in order to put their managers in charge of relation to the performance of organization because when employees are given their job responsibilities and duties, then they are liable for these responsibilities. Also Fletcher (2004) suggested that performance appraisal provide a platform for employees to look forward their tough goals and objectives, which leads them in successful completion of their job. The positive feedback receive from the mangers in appraisal interview will motivate employees in improving their performance likely. Martin and Jackson, (2000) appraisal is also a method of enhancing employee training and development as it provide information about the strength and weaknesses in performance, which create a debate how to improve the performance of employee. In the end it helps the employees to understand their overall contribution in achieving organization goals (Martin and Jackson, 2000). 2.2 .2 Benefits of Performance apprisal to organization In most of the organization performance appraisal are used to take meaningful decision regarding salary increases, promotion and transfer. Performance appraisal is also the known to be best for the training and consultation of individual employees by their superiors to improve job performance (Wan D et al 2002, Sels L 2003: Singh K, 2004).the performance related pay processes can also be used in integration with appraisal system. There are many ways by which organization will enhance the performance of their employees. They use performance based compensation to give rewards on successful completion on specific organization goals and objectives. Further research has given evidence that compensation to employees help in improving their performance (Gomez -Mejia wellbourn,1988 ., Milkovich Boudreau 1998). Another system is the bonus system which can also be used for motivating employee to work towards their achievement of the company (Pfeffer 1994).Empirical studies done and found tha t there is positive relationship between performance-related pay and overall company performance. 2.3 Problem with performance Appraisal Deming (2000) stated that performance appraisal is considered to be one of the seven deadly diseases of management practice. He argued that rating employee on individual based was not a suitable way of measuring performance since the working environment is controlled by manager contributes to and affects the way of employee performance. Many problems arise during performance appraisals, some arise from manger side and some from employee, and also some arise from other factors. 2.3 .1 Employee and mangers perception about PA Mostly employees dislike performance appraisal interview for the fear of uncertainty in handling the questions, fear of criticism, concern about promotion, and also fear because their future job with organization mainly depends upon the outcome of these interviews. Employees see these interviews as validation for those decisions which are already made concerning salaries, promotion and job tenures. Poorly conducted performance appraisal system can more damage the organization environment. In organization many managers also dislike performance appraisal interviews; its difficult for them to explain employees about their poor performance they find it unpleasant and awkward. Some managers fear that performance appraisal gives employees self satisfaction and result in lower of performance. Due to these reasons, they not give any positive information to employees. Another reasons to give regular scheduled for taking appraisal interview. Some manger not involve in seriously performance appraisal they just taking it as job to be completed not a mean of exchanging or sharing suggestion and getting new ideas from their subordinates (Wells and Spinks ,1994). 2.3 .2 Complexity of PA procedure Armstrong and Baron, (1998) has name performance appraisal as dishonest annual ritual because manger and staff disbelieve performance rating with the faith that performance related pay may function unfairly. Some problems with appraisal are known as complex procedure used in assessment, biased elements which bring confusion in the assessment, rewards and progress in the hand of single boss, employees have to work with their appraisers after the appraisal and idea is that performance appraisal aims to limit the collective aspects of work. There are some common problems which are faced by both appraiser and appraise such problem like paperwork; formality of the appraisal process .thats why performance appraisal has been termed as curse rather than a solution for organization (Taylor, 1998). 2.3.3 Performance appraisal to organization Grint (1993) argues that due to the subjectivity of performance appraisal is not giving the positive expected result to organization and is unlikely to assist objective appraisals. He indicates that performance appraisal is not as much acceptable to line managers as it is acceptable to human resource managers. However he admits that performance appraisal still play important role in organization. Fletcher (1997) suggests that expecting too much from performance appraisal is danger since it in unlikely solution for all performance problems. In spite of the criticism, Fletcher (2004), Murphy and Cleveland (1995) argue that performance appraisal is important for improvement performance in organization and Simmons (2002) say again that nobody give reasonable alternative for appraising perfomance.Fletcher (2004), Murphy and Cleveland (1995) suggest that the process that is followed in design and implementation of such a system prohibits effectiveness rather than only performance appraisal is not responsible. Fletcher (2004) further argues that organization spends proper money, time and willing to spend effort can achieved successful performance appraisal system. He also acknowledges though that if organization has an effective performance appraisal system they still have to monitor continuously that system to make sure that it compels all needs of its stakeholders. 2.4 Why performance appraisal fails Fletcher and Williams (1985) point out that only assessment of people is not only thing involve in appraising persons work performance. in fact there are two incompatible roles involve in appraisal- these are judge and helper. In its unclear format, foot and Hook (2002) stated that some usual appraisal schemes have been accused of being run for the profit of personnel managers or top managers, with many other people in the organization not really understanding or appreciating what the performance appraisal scheme was trying to achieve.A sample of a typical form for performance appraisal using Management by Objectives (MBO) i.e. (based on objectivity rather than subjectivity) is drawn in appendix a below, that shows that the questions are quite straight forward and seems no direct confusion in terms of understanding: 2.4 .1 Expected many results from PA Foot and Hook (2002) raised the point that why the performance appraisal fails and where we are mistaken? One major point is that too many purposes are attached to fulfil by the appraisal system. Usually, most of the appraisal schemes drop into one of three categories i.e. they are concerned with performance, potential or reward. Failure to this occurs as they dont fall into one of the three categories described, but are expected to achieve all three in general. The recognition of appraisal system downgraded due to the reason that many managers claim that they give this sort of feedback all the time informally, and if they do this well there may indeed be no need for a formal appraisal scheme. Foot and Hook, (2002) But in general, it is important to say that it is unlikely that all managers in a particular organization will appraise their staff constantly and effectively, so we do not have enough argument against the use of performance appraisal systems. There are some other flaws in the approach of performance appraisal that are mentioned by Foot and Hook (2002) as below: Lack of clarity Linking appraisal with pay Keeping information secret from the employee And Subjectivity or attacks on the appraises character As we now entered into the new millennium, so almost everything is reshaped and rethought for more effective results, so the performance appraisal as well. Mentioned by Stone (2002) that a study by William M. Mercer Consulting in 1995 suggested that 84 per cent of responding companies would continue to use the results of performance appraisals for its further improvement. So it is obvious that performance appraisals will be the keystone of performance management programmes. This studies show that majority of organizations will continue to use some version of these systems with the passage of time. 3 Methodology This research follows methodology of Saunders (2003) explain the research its in his famous research onion. The research methodology explained the overall process of implementing research which includes information about how the data will be collected, from whom, who will be included in the collection of data and how the involvement made in research (Saunders,2003).In this research the assessment in detail of findings from the primary research. This will be done through the analysis and discussion of the result obtained through the unstructured interviews and questionnaire which was conduct with various personnel of the shell Pakistan, and Shell UK .The analysis and findings from the primary research, relates to the objective of the research mentioned in the literature review. The primary research findings will be discussed in detail in order to draw conclusions and recommendations, which will discuss in the organizational findings and discussion. In the research a total of 70 questi onnaires spread among the targeted sample of shell Pakistan. A total of 28 completed and returned, showing the participation average rate as 47%, which is still a good response rate for questionnaires. The feedback was expected at least 50%; the reason behind was the good management cooperation and the researchers good recognition among other employees. The management distributed and recollected the questionnaire in the time frame allotted for this activity and the management also shown their own interest due to the examination of upcoming results to find out the actual root of many problems. In addition to the overall result of the questionnaire, the telephonic interviews were also analyzed to see how it can influence the whole results. While in Shell UK the same number 70 questionnaires distributed across the selected sample, mainly these questionnaires distributed in the shell retail patrol service stations. in which 35 of them completed and returned, which is the good expected rate of feedback 50 %.the reason is the mangers corporation and organization culture ,which always welcomes these research for the result which gives useful amount of information to the organization to help them in their organization development. 4 Organizations findings and discussion 4.1Organizational Context: Royal-Dutch Shell Group Overview The Royal Dutch Company for the development of petroleum properly in the Netherlands East indies was registered in Hague in 1890.than in 1949 the name is changed to Royal Dutch petroleum company .Shell was first registered back in 1897 by brothers Marcus and Sam Samuel called as the shell transport and trading company, Ltd .(now it become PLC ,public limited company ).The first joint operating company Royal-Dutch /shell ,the Asiatic petroleum company was first established in 1903 and in 1907,Royal-Dutch and shell merged their operation respectively ,in 60 % Royal-Dutch ,40 % shell. Even though after merging their interests the main company remain separate: like one can buy share in Royal-Dutch or in Shell-Transport, but not in the Group as such.US oil production increase due to the Group founded the American Gasoline Company to sell gasoline along the pacific coast and also to buy oil in Oklahoma establish the Roxanna petroleum in year 1912.this growth further boost up in 2000 result ing 34 percent earnings from discovery and production and 4 percents is comes from the sales of oil products were generate in USA.(shell .com )(financial report 2009,Royal Dutch shell plc). 4.2 Largest profitable MNCs( multinational corporation) The Royal Dutch /Shell Group is one of the largest and profitable MNCs in the world (Shell plc ,Annual report 2009 ) .The Anglo -Dutch group of companies is the Royal-Dutch shell group, the two holding companies which own the group is being the shell transport and trading company Plc (UK) and Koninklijke Nederland (Royal Dutch petroleum company, Netherlands).these companies have divided share between them are 40 percent and 60 percent respectively of the following three subsidiaries, which also own them further holding companies for more operating subsidiaries: these are Shell petroleum NV (Netherland) Shell petroleum Company LTD (UK) Shell petroleum Inc.(USA) 4.3 SHELL UK 4.3 .1 from oil well to the petrol pump Shell UK is best known for its energy product and services from the oil well to petrol pump, from the pit of North Sea to the warm house throughout UK, shell delivers the energy which full fill the Britain needs. Shell makes major contribution in UK economy, Shell is not just through providing product and services to UK customer ,but also contributes through employment ,investment and tax revenues which boost up economy. Shell has around 8,600 workforces in the UK. In UK energy that is use by millions of people for heating and powering their homes Shell is the major provider of energy in UK.(shell.co.uk) 4.3.1,2 Upstream business Shell main upstream business is a leading player in the North Sea for over 30 years. In UK sector of North Sea, shell is giving interest to more than 50 fields, operated in more than 30 installation platforms, 30 subsea installations, three onshore gas plants and a marine terminal. Shell is producing approximately 15 % of UK oil and gas on behalf of its co-ventures.(shell.co.uk) 4.3.1,3 Downstream business Shell Downstream business includes 900 shell-branded service stations, operates the second largest refinery in the UK which providing products like premium fuels, chemicals for industry, and V-power patrol. The global headquarters of shell downstream supporting business functions is located on the south bank of the Thames in London. Shell technology centre Thornton, involved the largest community of scientists working on huge range of research projects, and also working on technologies associated with fuels, lubricants, additives, and engineering.(shell.co.uk) In term of oil and gas production volumes shell is the largest exploration and manufacturing companies operating in UK. Shell operates major number of its operation in UK continental with the 50:50 joint ventures with ExxonMobil. Mostly UK oil and gas production came from the North Sea .in the Atlantic margin area, shell has an interests as non-operating contributor mainly in the west Shetlands area, which cover area of Schiehallion, Clair and loyal fields. 4.3.2 Shell Pakistan Bovee, (1997) stated that today work place is completed of the people who differ in race, gender, age, culture, family structure, religion and educational background. Such cultural diversity is the second movement contributing towards the importance of ability of successful communication with people of other cultural. The business messages, how to create, planned, sent, received, and interpreted in the work place is also affected by diversity. (John v, thrill and Courtland, 1977). 4.3.2,1Shell entry in Asia The brand name Shell enjoys a 100-year history in this part of the world, dating back to 1899 when Asiatic Petroleum, the extreme eastern marketing arm of two companies: Shell Transport Company and Royal Dutch Petroleum Company began importing kerosene oil from Azerbaijan into the subcontinent. Even today, the legacy of the past is visible in a storage tank carrying the date 1898. 4.3.2 ,2 PAKISTAN subcontinent The known history of Royal Dutch Shell plc in Indo Pakistan subcontinent dates back to 1903 when partnership between the two big companies, The Shell Transport Trading Company and the Royal Dutch Petroleum Company struck and start supply petroleum to Asia. In 1928, to increase their distribution capabilities, the marketing interest of Royal Dutch Shell plc and the Burma Oil Company Limited in India were merged and Burma Shell Oil Storage Distribution Company of India was born. After the independence of Pakistan in 1947, the name was changed to the Burma Shell Oil Distribution Company of Pakistan. In 1970, when 51% of the shareholding was transferred to Pakistani investors, the name changed to Pakistan Burma Shell (PBS) Limited. The Shell and the Burma Groups retained the remaining 49% in equal propositions. In February of 1993, as economic liberalisation began to take root and the Burma divested from PBS, Shell Petroleum stepped into raise its stake to 51%. The years 2001-2 have seen the Shell Petroleum Company successively increasing its share, with the Group now having a 76% stake in Shell Pakistan Ltd (SPL) an expression of confidence. The company is among one of the best company in the country. The company provides the entire fue l products, competing with the international standards on the standard price. 5 Main findings After the organizational context the main description of differences in implementation and adaptation of HR practices with the focus on performance appraisal system for their employees while working in the two different business environment ,which is shell UK and shell Pakistan. In research finding it is clear that the present appraisal system at Shell Pakistan is conducted annually in each and every department of the organisation. Also in findings it is clear that the annual appraisal system at Shell Pakistan consists of a formal appraisal system to evaluate the employee performance. The finding also results in that a very short number of employee 15 % is fully aware of objectives of performance appraisal system, 15 % of wholly respondent fully aware of it means that makes a very weak performance appraisal knowledge base for their recommendation. However, it is clear that in Shell Pakistan there is a significant weakness in conducting of effective training and development programmes by management. As employee working in the Shell Pakistan there is need of more awareness program to let the staff fully aware and get the maximum benefits from it. While in shell UK also uses formal appraisal system and uses the scorecard for the performance appraisal, employees are rewarded individual performance and also the team achievement in put to sustainability. As comparison to Shell Pakistan, In research findings it is clear that very good percentage number of employee like 40% of wholly respondent is fully aware of performance appraisal and reward management. They know that they can assess on the number of grounds works and will get rewarded according to their individual and group performances. There is also continues training and development program running time to time for the awareness of Shell UK employees. That why employee working for Shell UK is getting much more benefits compare with the employee working for Shell in Pakistan. Although Shell Pakistan has already been practicing it, there still consist some necessary considerations to PRP (Performance Related Pay).Contingent pay covers various methods of providing additional rewards for individuals or teams. As a cost effective factor, stated by Armstrong (2002) that increments may be withheld for unacceptable performance although this is rare, and some structure have a merit bar which limits increments unless a defined level of merit has been achieved. In the table 1 of appendix has straight merit increments shown as example of merit pay. The increments percentage will depend on total merit pay budget for each performance grade, the number of employee in each performance level and finally their current level of base pay, (John Shields 2007). One of the best ways of motivation is linking pay directly to employee performance, in Shell UK finding results 70 % of the questioners respondents were strongly agree to this statement while 20% agree, 7% disagree and 3 % strongly disagree. It implies that there is need of contingent pay in the company. Even though pay for performance and contingent pay is difficult in mange, but include many methods of providing rewards for individual or team (Armstrong and Stephens, 2002). Improved team working is one of the core elements in the business strategy for the Shell Pakistan, so it is good to attach/associate individual performance pay to the performance of individual and teams. On the other hand ensuring that this scheme is distributed fairly so can meet the desired level of performance, competence, contribution or skill and thus improve organizational performance regarding team based tasks while not de-motivating those who cannot currently compete. (Armstrong M, 2002).here HR and operation manager is agree on the point that rewarding those who can meet assured targets is practicing in Shell Pakistan. To maintain these scheme is hard because of political instability in the Pakistan which influence the shell operation .these factor includes limit on production, civil unrest ,international conflicts, and due to local security concern that affect the safe operation of the shell standards in country. Here also employee keen interest in performance pays more tha n reward because the uncertainty of business environment there is fear of job loss. While UK economy is one of the best stable economies for business operation, where Shell UK deliver very affective performance appraisal system for their employees. To analyze the performance of team and individual Shell UK have very stable roots in country can focus in increase the business perfor

Fraternities and Why They are Misunderstood Essay -- Argumentative Per

Fraternities and Why They are Misunderstood Fraternities have been a major part of student life at universities all over the world since the beginning of the 20th century. For many students they have offered an improvement in social life, more friends, opportunities for athletics, and a great sense of brotherhood. Unfortunately, since their beginning fraternities have been questioned about their activities. Many people today think that they subject their members to harmful acts better known as "hazing." Massachusetts General law defines hazing as: [A]ny conduct or method of initiation into any student organization, whether on public or private property, which willfully or recklessly endangers the physical or mental health of any student or other person"(Anti- Hazing Policy). Specific examples of hazing include: whipping, beating, branding, forced calisthenics, exposure to weather, forced consumption of any food, liquor, beverage, drug or other substance, mental stress, deprivation of sleep, extended isolation, and any activity which seriously affects the health and well-being of an individual. Over the past thirty years there have been many fraternity hazing incidents, which now appear on the web. In one incident at S.M.S.U. Edith Davis, a pledge at Kappa Alpha Psi fraternity was beaten to death in February of 1994. One brother, Keith Allen was sentenced to 18 months in prison for hazing. Keith claimed that the law against hazing was unconstitutional since it was unclear. Even worse is that the case has been appealed numerous times which has caused the victims family's grief to get worse each time. The family asked "what does he expect, does he want the gentleman to go free or what? Does he think he didn't do anythin... ...wego.edu/~milano/. (23 March 1997). Phi Kappa Phi Fraternity. "Chapters In Virginia". http://www.pagelink.com/pi_kappa_phi/index.html. (24 March 1997). News Center Online. "Westminster Fraternities Facing Hazing Issues". http://www.missouri.edu/~joursww/sep01.html. (1 April 1997). The College Reporter. "Student Hospitalized After Day of Pledging Activities". http://www.tandm.edu/CampusLife/Organiza...legeReporter/04-09- 96/NEWS/KappaSig.html. (5 April 1997). The Vermilion. "UP Arrest Three, Seek On in Hazing Case". http://www.usl.edu/Publications/Vermilion/96_03_29/page_01.html. (9 April 1997). The Brothers of the Manitoba Chapter Delta Upsilon. "What is a Fraternity?". http://www.umanitoba.ca/student/groups/DeltaUpsilon/duinfo.html. (10 April 1997). Crouch, Elisa. "Hazing Law Upheld". http://www.mdn.org/1995/STORIES/HAZE.HTM. (20 April 1997).

Essay on national service program

The National Service Program proposal by the US congress once heard will immediately pose a lot of questions. But many of those questions have been answered by the different corps that has been providing utmost help to those who need. Through the National Service Program, public schools would be able to provide the education every child needs, the quality of life improved by providing easy and fast access to public health, providing food to the hungry, shelter to the homeless, environment conservation and protection, care giving to the elders and being there when a community experiences such devastating calamites and disasters like hurricanes, flooding and such terror activities. Most of the time, people would be willing to extend their service, but sometimes they just don’t know where or how (McCain, 2001).With the proposal, almost every single American would be able to show their patriotism to the country. A lot of opportunities to serve others are present, and still many ar e not doing a thing. By providing means on where one could serve, that way, he or she would be able to determine what service could be provided according to his or her knowledge, skills and abilities. Serving the country is not just about joining the army and being involved in wars over Iraq, Vietnam and Afghanistan. Fortunately, a lot of different corps is available depending on the mode of service they provide.The corp can be a group that can provide measures in making a community safe from any kind of crime and terrorists activities. The program also extends its help to countries in overseas by providing means in solving challenges for the development of a nation. Talents and skills are shared in this program for those who want to improve and further develop their capacities(Marshall, 2007). The service programs could be the key for students entering the college in choosing the career path they would be taking. A study has shown that students in high school that were engaged in a community service are more likely to finish college compared to those who have not joined such activity. Also, improvement in their reading skills, mathematics and science is evident(Roscow, 2007).Having a national service program instead of a voluntary or selective program will result into a lot of inevitable issues regarding freedom. Making or compelling the citizens to work for two years will greatly affect their lives. A family man working hard to raise his family would not have two years to serve others. He would of course be putting his family first before others. Or course the government cannot satisfy or at least provide the necessities that a family needs if their provider is gone and doing national service, would they?Two years of public service is too much, considering the fact that it would be full time. Another issue that would be raised is how the government would compel millions of citizens to do national service. Would there be laws that would prosecute a person if he or she did not perform the necessary tasks he or she is into? If so, would it not violate the rights and freedom of the general public? A lot of issues are needed to be considered before passing the proposal especially those ones that concerns the rights and freedom of every American citizen.The government alone cannot rely on the workforce is has. It needs more than it could have in providing services. As every American individual obtain the ever ending rights, entitlements and freedom, obligation to the nation lacks. And some don’t even know what really is their responsibility and obligation to their country. John Kennedy once told the country about not asking what a nation or a country do for them but it’s about doing something for the country (Healy, 2007). With the National Service Program, billion of hours of service could be provided in making a country far well-protected, stronger and a better place. It not only teaches patriotism but responsibility and comp assion as a whole. Not everyone could be called a hero like those that have saved lives or the war veterans in World War II, but by providing service to your fellow countrymen, you can be a their hero.Healy, A. L. Y. a. M. (2007). Citizenship means giving something back. THe Denver Post.Marshall, W. (2007). Ideas for national service that would benefit America. The Sacramento Bee.McCain, J. (2001). Putting the â€Å"National† in National Service [Electronic Version]. Washington Monthly. Retrieved July 1, 2007 from http://www.washingtonmonthly.com/features/2001/0110.mccain.html.Roscow, D. (2007). Academic Performance Enhanced By High School Civic Engagement. CIRCLE.