Main Characteristics of Human Resource Strategies

Main Characteristics of Human Resource Strategies To understand the main characteristics of human resource management strategies, there is need to define the meaning of human resource management and HR strategies and how they are linked to each other within business environ, irrespective that HR is our daily routine in the aspect of life, development, advancement and the way we choose to do things for achieving better result in all aspect of administration and social life activities What is Human Resource? Obviously HR its believed to be a phrase used to refer to how employees are managed by the organization or to the personnel department handling that particular role. Managerially, its the responsibility of human resource managers in every corporate business environment to conduct these activities in an effective, legal, fair and consistent manner. However, the pitch has moved from a customarily administrative task to a strategic one with the aim of recognizing the link between capable and occupied people and organizational achievement. In this context, the pitch draws upon concepts developed both in industrial/organizational psychology and system theory.Besides, Human resource have at least two interrelated interpretations but depending on the context which we shall be discussing as we progresses although this perception is however changing drastically as a function of new and ongoing research into more strategic approached. Human resource management can also be defined as a unique approach to employment management system which also seeks to achieve competitive advantage through strategic development of a highly committed and capable workforce using integrated array of cultural and structural personnel techniques (Storey 1995). Going by the word human resource managements objectives, it consists of the followings: It simply means to get the most out of the return on investment from the organizations human capital and also curtail financial risk. Administratively, its the responsibility of human resource managers in every corporate business environment to conduct these activities in an effective, legal, fair and consistent manner. Also considering that management is the process of getting things done effectively and efficiently with and through other people to achieve the objective of the firm and organization. The need to understand that human resource management is the organizational function that deals with issues related to people such as the employee motivation, hiring,ÂÂ  communication,ÂÂ  healthsafety, performance management, compensation, organizational development, administration, training and selection, wages and salary, pension management etc. What is HR Strategies? This simply means a way of putting policy in place in the right areas such as how to recruitment the best employees,ÂÂ  how to manage and retain the best employees,ÂÂ  how to terminate poor employees, also it does require thinking ahead, planning ways for a company to meet the needs of its employees and the employees meeting the needs of the company and achieving its goal and targets.ÂÂ  However,ÂÂ  its obvious that companies who work very hard in meeting the needs of their employees can develop a work environment favourable for productivity. HR strategy as defined by Shaun Tyson (1995) as the intentions of the corporation both precise and covert toward the management of its employees, expressed through philosophies, policies and practices, typically, strategic HRM bridges business strategy and HRM focuses on the integration of HR with the business and its environment. A HRM strategy sets out what the organization intends to do about its resources management policies and practices and how they should be integrated with the business strategies and each other. However, they are described by Dyer and Reeves (1995) as internally consistent bundles of human resources practices and according to Richardson and Thompson, (1999) A strategy whether it is an HR or any other kind of management strategy must have two key elements: There must be a strategic objective i.e.(What the strategy aims to achieve) There must be a strategic plan of action i.e. (The means through which such proposed objectives would be met) We must understand that fundamental types of HR strategies can be identified as follows: General strategies: This involves high-performance management, high commitment management and high involvement management. High-performance management strategy basically aims to make an impact on performance of the organisation in the following areas, productivity, growth and profits, levels of customer service, quality. However, it also looks at extensive and relevant training and management development activities, recruitment and selection procedures, incentive pay system and performance management process. These are called high-performance working system which we shall be explaining on how they help employees in problem solving and how it provides incentive to motivate workers to use their flexible effort. High commitment management as one of the major characteristics of HRM which lays prominence on the importance of enhancing mutual commitment. However, its been described by wood (1996) as a form of management which aims at eliciting a commitment so that behaviour is self regulated rather than been controlled by sanctions and pressures external to individual and relations within such an organisation is often based on trust. It is worthy to note that there are many similarities between high-performance and high-commitment. In fact, there is a common ground between practices according to Sung and Ashton (1995). High involvement management its a precise set of human resources practices that focuses on employee decision making, power, access to information, training and incentives. High involvement was used by Lawler (1986) to describe management system based on commitment and involvement as different to bureaucratic system based on control. The principle is that employees will increase their involvement with the company if they are given the opportunity to control and understands their work. However, it was claimed that high involvement works well because it acts as a synergy and has a multiple effect. This approach requires treating employees as partners in the business whose interest are highly respected and who have interest in matters that concern them, concerned with communication and involvement. The practices included in a high involvement system have sometimes expanded beyond this original concept and included high-performance practices InÂÂ  thisÂÂ  today modern world,ÂÂ  its believed that a great human resource strategy provides an undeniable and persuasive business folder for aligning populace andÂÂ  society with business strategy as well as it commands the awareness of management and builds the required obligation for required resources and support for execution. In business,ÂÂ  Strategies create or build a sensitive intelligence of value in business development, growth, size, strategic planning, and willingness to change for better productivity. In Human resource strategy, there is always a link that dovetails from the strategic management process which includes the followings, strategic analysis, strategy formulation, and strategy implementation. The main rationale for strategic HRM thinking is that by integrating HRM with the business strategy, rather than HR strategies being a separate set of priorities, employees will be managed more effectively, organizational performance will improve and therefore business success will follow, also Human resource in itself may not be effective but integrating corporate strategy and HR matters into an organization and people strategy may prove more successful. We can also look at other Features of HR Strategies as follows: Motivation Strategy This is a conscious decision to direct effort in an activity to achieve goal that will satisfy a predominate need. Also we could look at it as a way of motivating employee of any firm/organization to achieve better/quality productivity and achieving the goals and targets of the company in a business environ considering the fact that Its obvious that every organisation is operating in its own style of business to maximize profit and minimize risk occurrence but the question ahead of us is that how can a company motivate its employees in a working environment? Any company/organisation can motivate its staff by the followings: letter of commendation, giving prize, gifts, promotion, and review on increase in salary, required training etc. Implementation Strategy This is a strategy which any firm/organisation applies into their policy after and during meeting decision which helps the company to align their strategies from the corporate level to the shop floor workers to work in accordance with the aim of achieving the set target goal and employees also need to have access to the resources and equipment to do their work effectively. We can also look at other Characteristics of HR Strategy as follows: Performance management : As one of the characteristics of HR strategy that deals on managing performance which is the key responsibility of line managers and any area where a partnership between HR can be most effective and beneficial. However, HR can be of tremendous help to managers to understand how to define roles in the light of business drivers and how to identify the capabilities required to do the job. The key performance indicators for each role should be derive from the business drivers in making job role more responsive to the changing business environment. Job security Job design: In this context HR ensures that the right people are selected for roles which dovetail into helping the employees to see for themselves if they have the capabilities for new roles and HR can work with the line in developing self-assessment. It is obvious that job responsibilities fall between the gaps and most job descriptions are not current for more than a few months. In general, managers most often believe that what workers want most from their jobs are extrinsic rewards such as good wages security, promotions and good working condition but the employees, however, usually rank intrinsic rewards, such as challenging work, recognition for good work, participation in decisions that affects them and sympathetic understanding of personal problems higher than job security and good wages. When they do not get these desire provisions from the organisation they tend to go somewhere else to work. Designing effective appraisal development process : Appraisal requires excellent interview and counselling skills if the process is to be motivating for those involved and it relies on managers and employees having a relationship in which discussing performance is not seen as a burden or a threat, however in many cases, managers do not make the time to appraise peoples performance well. In many organisations the link between personal development and the business strategy is atimes weak but with appraisal being used as an annual administrative chore, which means that employees fail to take personal development seriously but HR can help by designing process which are simple to use and user-friendly. Appraising employee is a significant factor that identifies the loose end of an employee to re-adjust its stand. Selection Recruitment: A strategic approach to recruitment and selection needs to incorporate a wider set of policies, such as reward, development and job design which reflects an understanding of employee motivation and closely linked to trends in the changing labour market. Recruitment is a part of an overall career management strategy which is driven by the business strategy, getting the right staff for a specific job and retention. Remuneration : This is the comparing termsconditions of employment and salary scales including the structure of share options and to whom they are available, severance terms in contract ,incentive and bonus schemes in terms of immediate and future commitments. Strategic management skills especially understanding how to add value to both employees productivity and the new business. Change Organizational structure: Being able to manage change means taking a proactive measure rather than reactive role in bringing about change which involves being able to understand how the organization works as a system, identifying where the changes needs to occur to enable the organisation to achieve its goals and requires being willing to assess how well the HR team is equipped to manage and being prepared to improve the teams capability as appropriate. Trainingdevelopment: Every company/firm needs training and development for their employees for better improvement both in procedures that is cost effective. Training helps in organizational development, increasing returns on investment, improving the market share and increasing the levels of product innovation. However, it helps in both awareness raising and skills development of the member of staff. Also certain drivers of training are already starting to transform the employment landscape, by making the employees to be offered roles which makes the best use of their Talent and uplifting the employees to the right job. Training and development has done a great impact in organization by employee adding value through their positive effect on customers, who will in turn purchase more and produce a positive impact on the bottom line and improve share holder funds. ASSIGNMENT NAME : PATRICK N. MADUGBA IDENTITY: ST2001-09 COURSE: PGD-BA SUBJECT: HUMAN RESOURCE MANAGEMENT TOPIC: WHAT ARE THE BENEFITS OF TRAINING TO STAFF AND ORGANIZTIONS? LECTURER: BENJAMIN A. ADEBOWALE DATE: 1ST MARCH, 2010 Its quite obvious that training and development exercise is necessary in every organization, firm/company. However, before we look into the benefits of training to staff and organization, there is need to understand the meaning of training. Training: Its often said that training is an expensive unwarranted exercise but training is seen as something that is work related on job training, off job training or employment training schemes and also to assess organizational, departmental, divisional group, occupational and individual performance. We shall be addressing the benefits of training from the following point of view as we progresses. JOB ASSESSMENT AND EVALUATION: In this context training helps the effectiveness of the job in terms of the present and immediate future, the potential usefulness, specific changes envisage in terms of priorities and technology. It also identifies the gap in staff organization to be filled. GOOD COMMUNICATIONS: Training aligns itself with the help of effective formal and informal communications and the extent and nature of correcting misunderstandings. It also helps both in staff and in organisational and operational confidentiality. ENHANCES JOB FLEXIBILITY: Especially at formal performance appraisal times and intervals which requires the ability, willingness and flexibility to accommodate issues raised in both approaches. FULFILLING REQUIREMENTS/STANDARDS FOR REGULATORS: Identifying those areas required and usually to consider the absolute standards required in skills, knowledge, attitudes, behaviour, expertise, and performance in both staff and organization. INTRODUCTION OF NEW TECHNOLOGIES: Basically when there is an introduction of new tech in the company it is important to trainretrain staff/organization to be more versatile and get used to how to make use and work with the new product in an effective and efficient way. RESPONSIVENES AND FLEXIBILITY: This refers to the ability to deal with; shortfalls in the usage, potential, capacity of organizational culture, and weakness, unity and clarity of purpose. FOR GROOMING NEW LEADERS: Training development of staff has really shown a great impact in a way of grooming future leaders for better task and product business technology responsibility. IT ENHANCES PRODUCTIVITY: When and after been train there is possibility of increase in productivity which dovetails into size and market growth, share holders funds. NEW EMPLOYEE INDUCTION TRAINING: Basically this is getting to know the staff, setting basic standards; indicating required attitudes, values and behaviour; ways of working; meeting colleagues; job description, goals and target. Meeting key staff with whom they interact; how to interact with key suppliers; customers and clients and general organizational environmental familiarisation which has been of great importance/benefit to both staff and organization. ENHANCING STAFF WORTH: Ensuring that staffs are aware of legislation; their rights and duties; instilling universal standards of attitude, value and behaviour; intolerance of discrimination; bullying; victimization and harassment on race. HRM PROCEDURES AND PRACTICES: Basically explaining staff management requirements and expectations, for instance; disciplinary, grievance, dismissal and redundancy procedures, training opportunities, other things to do with contracts of employment and terms and conditions to both organizations. PROMOTES STAFF EFFICIENCYEFFECTIVENESS: Ensuring that the staffs are trained in monitoring, reviewing and evaluating the effects of what is done and constantly and actively seeking ways of building on success and strengths by addressing the weakness and gap identification for better productive results. PROMOTES INTERPERSONAL RELATIONSHIP: This teaches the staff and organization series of tasks and activities required of them in their daily work and in their perspective and environment. However, it draws a direct relationship between what has been learned elsewhere and how it is now to be applied as required. Training also enhances level of interest and therefore commitment to the work and organization. It is also appropriate in some cases in job rotation, enrichment, enlargement and enhancement programmes where staffs are moved from one job to another on a regular and formal basis. Continuous Training prevents staff from becoming stale or bored in one job and enhances their employability. It enhances collective and individual confidence, identity, commitments and loyalty and brings out potential in staff. Effective training and development enhances the staff knowledge and understanding of what is possible in certain circumstances and under particular constraints. It helps staff in designing, implementing and supporting the required management and supervisory style and increasing higher output per staff. Training and retraining, it provides the opportunity for staff in setting a moral or value possibly taking pride in the organization and its work on the part of all concerned. FOUNDATION FOR SUCCESS: Basically coping with the change and uncertainty in products, services, technology, organization and the environment being productive and successful. Training has been of immense benefit to both staff and organization, accuracy in prioritising those activities that contribute directly to organization profitability and effectiveness Training of staff on how to deliver and respond to the programmes as a whole and also participating in the aspects which may have good knowledge Training has been of benefit to staff to address the full range of needs and ability to maximise the full potential, interest capability and willingness of everyone By enhancing commitment and motivation, clear policy and direction, clear and acceptable set of rules In monitoring, review and evaluation mechanisms at both and operational management levels Gives greater employee expectations, employee commitment and enhancing total awareness of potential Gives a clear common standards in areas of shortfalls in practice, easily identified and effective remedy Training meets best practice standards whatever the sector or occupation and for actual practice Training improves high levels of staff value including high levels of pay and rewards. High priority and high quality on the job training. Training helps to boost and speeds up development processes and reflection of value within the business environment Training promotes uniformity in staff and the way they interact both with other colleagues and clients and customers. Also maintaining standardization in all aspect of production. Continuous training of both products and services thus enhances the staff competency, which brings out the best in any staff to work and aim at achieving the desire targets and goals and objectives of the company. It helps to oversee the design and production of all promotional materials for use in an organization It helps in developing and devising strategies in meeting the set standards and repositioning in the business environment EMPLOYEE MOTIVATION: Training motivates staff, drives the need, motive or goal that triggers action. Also a selection process that directs the choice of action to be carried out for better performance. Training has also helped in understanding where, why and how effective development has taken place and also providing information to be used as a basis for effective corrective action. REBRANDING REPOSITION: Training has been proven to be of immense help in rebranding of products which helps in productivity and sales and thus repositioning of companies image within the business environments. All these benefits through training have been of great impact on staffs and organization in transforming to a better creativity and productivity. ASSIGNMENT NAME: PATRICK N. MADUGBA IDENTITY: ST2001-09 COURSE: PGD-BA SUBJECT: HUMAN RESOURCE MANAGEMENT TOPIC: WHAT DO YOU UNDERSTAND BY INTEGRATED HUMAN RESOURCE STRATEGIES LECTURER: BENJAMIN A. ADEBOWALE DATE: 1ST MARCH, 2010 Integrated HR Strategy This simply means a way of putting policy in place in the right areas such as how to recruitment the best employees,ÂÂ  how to retain the best employees,ÂÂ  how to terminate poor employees, also it does require thinking ahead, planning ways for a company to meet the needs of its employees and the employees meeting the needs of the company and achieving its goal and targets. However,ÂÂ  its obvious that companies who work very hard in meeting the needs of their employees can develop a work environment favourable for productivity. Shaun Tyson (1995) defines HR strategy as the intentions of the corporation, both explicit and cover, towards the management of its employees, expressed through philosophies, policies and practices. Typically, strategic HRM bridges business strategy and HRM and focuses on the integration of HR with the business and its environment. One of the key elements of HRM is the internal integration of HR policy goals with each other. David guest (1989) incorporated the HR policy goals of strategic integration, commitment, quality and flexibility into a model. He suggests that these HRM policy goals are a package which Purcell (1996) considers to have six common elements as follows: Careful recruitment and selection Extensive use of systems of communication Team working with flexible job design Emphasis on training and development Involvement in decision making Performance appraisal with tight links to contingent pay. The rationale for strategic HRM thinking is that by integrating HRM with the business strategy, rather than HR strategies being a separate set of priorities, employees will be managed more effectively, organisational performance will improve and therefore business success will follow ,however this in itself may not be enough . Tony Grundy (1998) suggests: Human resource strategy in itself may not be effective. Integrating corporate strategy and HR matters into an organisation and people strategy may prove more successful. Certain drivers for change are already starting to transform the employment landscape, reversing previous power balance between employers and the employees. Globalisation is highlighting the need for organisation to manage the development of talent as well as to manage knowledge in complex. Technology and the rapid changes in working practices and skills requirements are enabling employees who are truly employable to command their price and dictate terms to their employers, while line management is quite responsible for the growth and survival of the business and its employees. HR as a function has potentially key role to play in partnering the line to prepare their organisations for future challenges. This is where operational effectiveness has to be balanced by a strategic perspective. This need for balance is demonstrated through one of the major thrust of strategic thinking in recent years. Hamel and Prahalads (1994) idea of the core competence of a firm suggests that firms should build their strategies to what they do best. One of the key of challenges for the leaders of any organisation is to provide a sense of direction and a focus for the organisations activities. Ideally, strategic direction involves creating a situation in organisations where the present is being driven from the future, rather than simply being seen as an extrapolation from the past. In changing times there is a greater need for clarity of business direction than in more stable times when the status quo provides employees with guidance as to what is expected of them. However, if employees are to be able to contribute their skills in the most effective way in order to realise business aims, it helps if people know what these aims are, knowing the need of what is expected of them and why. In some organisations, the business direction is made clear in strategic imperatives and the business plan. However, commentators such as Guest (1987) and Storey (1995) regard HRM as substantially different model built on unitarism i.e. employees share the same interest as employers; Individualism, High Commitment and Strategic Alignment (Integrating HR strategy with the business strategy). It suggested therefore, that HRM has also emphasized that employees should be considered as assets rather than variable cost. A strategic HR is likely to have a number of key roles relating to the attraction, development and retention of talent. This may mean competing for the best employees through developing innovative approaches to careers and rewards. Quality of management is likely to be another key agenda item; this may mean introducing tough and effective assessment and development process to ensure that the organisation has the leadership it needs. The enabling of high performance is likely to be a key target for strategic HRM. This involves understanding how high performance is built and sustained, as well as identifying and eliminating barriers to high performance and this will probably involve addressing those aspects of organisational life which have an adverse effect on peoples motivation. HRM policies and practices have been linked to competitive advantage as follows: Communication/corporate responsibility which lays emphasis on communication and corporate responsibility Resourcing Emphasis on external resourcing and internal resourcing on aspect of training and careers development. Culture Promoting an empowerment culture, diversity and an equality culture. Organisational structure and control Emphasis on flexible organisations/work practices, utilising IT to structure the organisation, horizontal management and reward innovation/creativity. Strategic This is where HR planning provides valuable data and is carried out as an integral part of the overall strategic planning process. This involves line managers in developing and evaluating HR practices since this approach recognizes that those who are most knowledgeable about the workforce should be involved in building commitment to the strategy across the organisation. Typical objectives associated with different areas of HR responsibility (after Lam and Schaubrock) include: Maximum strategic impact Aligning HR practices with business objectives, conducting development programmes to support strategic changes. Improving HR adaptability on changing environment and enhancing workforce capability and motivation. Coordinate Integrating diverse HR functions and operations, develop compensation and benefit programmes, improve HR project management, coordination between various HR functions and any potential HR problem. Improve team effectiveness. Communicate Improving employee involvement and understanding of HR, communicating HR policies inside the organisations, conducting job analyses for long-term objectives, improving management acceptance of current/new HR policies and also communicating HR policies outside the company. Control Improving HR resource procedures and control, managing personnel-related cost, reviewing HR operations procedures, improving HR budget control and clarify budget and resources availability.

Comparing Britain To Japan :: essays research papers

In 1900 Britain was in many respects the world’s leading nation, enjoying a large share of world trade, a dominant position in the international money market, and possessing a far flung empire supported by the world’s most powerful navy. Japan was a complete contrast, sharing with Britain only the fact that it too was a nation of Islands lying off the shore of a major continent. Until the 1860s it had possessed a social and economic structure more akin to that of feudal, rather than twentieth century, Europe. By the 1990s, the positions were almost reversed. This paper sets out to examine the contrasting democratic political systems of the two nations and to explore the social and democratic consequences of the changes that have occurred.   Ã‚  Ã‚  Ã‚  Ã‚  The establishment of the Japanese archipelago assumed its present shape around 10,000 years ago. Soon after the era known as the Jomon period began and continued for about 8,000 years. Gradually they formed small communities and began to organize their lives communally. Japan can be said to have taken its first steps to nationhood in the Yamato period, which began at the end of the third century AD. During this period, the ancestors of the present Emperor began to bring a number of small estates under unified rule from their bases around what are now Nara and Osaka Prefectures. At the beginning of the seventeenth century, Tokugawa Ieyasu set up a government in Edo (now Tokyo) and the Edo period began. The Tokugawa regime adopted an isolationist policy that lasted for more than 200 years, cutting off exchange with all countries except China and the Netherlands. The age of the Samurai came to and end with the Meiji Restoration of 1868, and a new system of government centered on the Emperor was set up. The new government promoted modernization, adopted Western political, social and economic systems, and stimulated industrial activity. The Diet was inaugurated, and the people began to enjoy limited participation in politics.   Ã‚  Ã‚  Ã‚  Ã‚  From around 1920 a democratic movement gained strength. However, amid a global economic crisis, the military came to the fore, and Japan eventually marched down the road to war. With the end of World War II in 1945 Japan put into effect a new Constitution, committed itself to becoming a peace-seeking democracy, and successful in relaunching its economy. In 1956, the nation’s entry into the United Nations was approved.

Telephone’s Influence on Society

Over the centuries, people have been striving towards a fast, reliable means of communication. At first, those gaps were bridged with language, usable in face-to-face encounters and then written language, which could be transported over vast distances, though the timeliness of the message left something to be desired. Some civilizations used methods other than written languages to communicate messages accurately across long distances. Perhaps the most famous example would be the Incans of South America. When one village had to deliver a message to another village, several colored pieces of string would be knotted in a specific pattern then run to the neighboring village to deliver the message. Other peoples simply used oral messengers to carry the communication to others. Again, the problems with these systems were two-fold. If one simply sent a messenger, the communication could get lost in the traveling process, and if one sent some sort of written messages, those devices could easily be misplaced. Also, these methods relied on the speed of the messenger, which could vary, and the distance the message had to travel. For instance, in the War of 1812, the English and Americans signed the Treaty of Ghent in late 1814, effectively ending the conflict. However, it took six weeks for word to reach the capital of the United States and even longer for it to reach the outlying cities. Because of this, the bloody Battle of New Orleans occurred after the treaty had been signed, costing the British armed forces over 2,000 lives. Obviously, the need for instantaneous and accurate communication was reaching a paramount level with civilizations being spread across such vast distances. The telephone, invented by Alexander Graham Bell in 1876, solved this problem by transforming human speech into a series of electrical signals that could be sent very much like a telegraph, though on different wires. This invention took quite a while to catch on as the now popular telegraph system had a stable infrastructure already in place. However, the benefits of instantaneous, clear communication eventually outweighed the convenience of the existing infrastructure, and the telephone became the preferred means of communication across distances. Before the telephone, people generally communicated through written prose, usually some type of letter or other document. Although the telegraph did much to speed up the communication process, it was still too cumbersome for everyday use and was not something that normal people used to communicate with their friends and family. Long letter were the norm, with face to face contact being preferred with neighbors unless there was some sort of dispute to work out. Men and women also spent much more time in face to face communication when catching up with the neighborhood gossip. Local clubs and gathering were often hot spots for these exchanges. The telephone made these interactions at once more personal and yet more distant. People were able to communicate instantly (at least they were by the 1960’s when telephones were in more than four out of five American homes) and cost-effectively. For exchanges that took place over great distances, this was quite an advantage, as the news reaching these people was no longer outdated. But it also brought a gradual reduction in the time spent in face to face contact with neighbors or other local peoples. The telephone gradually morphed into many forms involving both wired and wireless technology. From the phonograph to the dial phone to the Iphone these innovations have become almost central to everyday life of modern Americans. And without these products, daily life would be much different, especially with the value people now place upon instantaneous information. This sort of communication is now central to most civilizations, and it would be impossible without the services of the telephone.

Willamette University - Scores, Costs, and Admissions

Willamette University - Scores, Costs, and Admissions If you are interested in attending Willamette University, the good news is that their acceptance rate is 78 percent of applicants. Willamette is a small private university located in Salem, Oregon, directly across the street from the states capitol building. The undergraduate College of Liberal Arts is well-regarded nationally, a fact that earned the school a chapter of the prestigious Phi Beta Kappa Honor Society. The university prides itself on the number students who study abroad and the number of hours its students devote to service (more than 60,000 hours a year of volunteerism). Academics at Willamette are supported by a healthy 10 to 1 student / faculty ratio. Willamette students come from 43 states and 27 countries. In athletics, the Willamette Bears compete in the NCAA Division III Northwest Conference. Popular sports include swimming, rowing, basketball, tennis, cross country, and track and field. Will you get in if you apply to Willamette University? Calculate your chances of getting in with this free tool from Cappex. Admissions Data (2016) Percent of Applicants Admitted: 78 percentGPA, SAT and ACT graph for WillametteTest Scores: 25th / 75th PercentileSAT Critical Reading: - / -SAT Math: - / -SAT Writing: - / -What these SAT numbers meanCompare SAT scores for Oregon collegesACT Composite: - / -ACT English: - / -ACT Math: - / -What these ACT numbers meanCompare ACT scores for Oregon colleges Enrollment (2016) Total Enrollment: 2,556 (1,997 undergraduates)Gender Breakdown: 44Â  percent Male / 56 percent Female93Â  percent Full-time Costs (2016-17) Tuition and Fees: $47,217Books: $950 (why so much?)Room and Board: $11,600Other Expenses: $1,232Total Cost: $60,999 Willamette University Financial Aid (2015-16) Percentage of New Students Receiving Aid: 99Â  percentPercentage of New Students Receiving Types of AidGrants: 99 percentLoans: 56 percentAverage Amount of AidGrants: $26,239Loans: $7,836 Academic Programs Most Popular Majors: Anthropology, Biology, Chemistry, Economics, English, Global Studies, History, Political Science, PsychologyWhat major is right for you? Sign up to take the free My Careers and Majors Quiz at Cappex. Graduation and Retention Rates First Year Student Retention (full-time students): 86Â  percent4-Year Graduation Rate: 70 percent6-Year Graduation Rate: 78Â  percent Intercollegiate Athletic Programs Mens Sports: Swimming, Tennis, Track and Field, Football, Golf, Cross Country, Basketball, Baseball, SoccerWomens Sports: Cross Country, Rowing, Soccer, Softball, Track and Field, Basketball, Volleyball, Tennis, Swimming If You Like Willamette University, You May Also Like These Schools Whitman College: Profile | GPA-SAT-ACT GraphUniversity of Oregon: Profile | GPA-SAT-ACT GraphWestern Washington University: Profile | GPA-SAT-ACT GraphUniversity of Washington: Profile | GPA-SAT-ACT GraphSeattle University: Profile | GPA-SAT-ACT GraphGonzaga University: Profile | GPA-SAT-ACT GraphWhitworth University: ProfileSanta Clara University: Profile | GPA-SAT-ACT GraphUniversity of the Pacific: Profile | GPA-SAT-ACT GraphUniversity of California - Davis: Profile | GPA-SAT-ACT GraphPortland State University: Profile | GPA-SAT-ACT GraphUniversity of California - Santa Cruz: Profile | GPA-SAT-ACT GraphWestern Oregon University: Profile Willamette University Mission Statement mission statement from willamette.edu/about/mission_motto/index.html Willamette University provides rigorous education in the liberal arts and selected professional fields. Teaching and learning, strengthened by scholarship and service, flourish in a vibrant campus community. A Willamette education prepares graduates to transform knowledge into action and lead lives of achievement, contribution and meaning. Data Source: National Center for Educational Statistics

The Magna Carta by Stephen Langton

The Magna Carta by Stephen Langton Introduction The Magna Carta has become known as the first successful attempt on limiting the powers of a ruling authority by citizens under the authority. The document, signed by King John of England in the presence of witnesses, gave more freedom for the people of England in later years.Advertising We will write a custom research paper sample on The Magna Carta by Stephen Langton specifically for you for only $16.05 $11/page Learn More The documents in the Magna Carta set course for development of human rights and empowered parliament in the making of decisions. In the US, the founding fathers used the Magna Carta as a reference point when formulating the American constitution. This article entails a brief history on the source of the Magna Carta and details on its influence in American Law. Background The Magna Carta was first drafted by Stephen Langton, an Archbishop who was perceived as one of the most influential Barons in England. The document was pre viously known as the â€Å"articles of the Barons’, as it was drawn to reflect the discontent of Barons in light of King John’s rule (Clanchy 141). The document has also been referred to as the Great Charter or Magna Charter. The charter aimed to award more freedom to the non-serf community in the country, and thereby reduce the arbitrary powers of the king. It could be viewed as the first step to establish a constitution within a country. King John was reluctant to sign the charter into law since his powers would be reduced. The charter also set a foundation for the establishment of parliament. Several events led to the signing of the Magna Carta. In the year 1205, King John of England had a disagreement with Pope Innocent III on who would be the next Archbishop of Canterbury, whereby the king swore that the pope’s candidate would never be allowed into England (Holt 107). As a result, Pope Innocent III excommunicated the king and banned church services in Engl and. King John also levied high taxes on the citizens of the land, whenever such money was required. The Magna Carta came into effect in the year 1215, and was reissued with a shorter version in 1227 by King Henry III (Danziger and Gillingham 278). Influence on past and current American law The statute held in the Great Charter of 1297 set the pace for the development of citizen rights in England. Due to the close connections between England and America, documents citing English liberties would also influence American liberties. Article 21 of the United States Constitution states, That no freeman ought to be taken, or imprisoned, or disseized of his freehold, liberties, or privileges, or outlawed, or exiled, or in any manner destroyed, or deprived of his life, liberty, or property, but by the judgment of his peers, or by the law of the land. As such, the US constitution has become the supreme law of the land.Advertising Looking for research paper on constitutional law? Let's see if we can help you! Get your first paper with 15% OFF Learn More The most important aspect of the Magna Carta is that it placed everybody under the rule of the law, or as stated in the document, the rue of the land. This enabled greater justice and fairness in the country since the law would be effected for all members if society, thererby abolishing the norm of the class system. The Magna Carta contained elements of English common law and a few other new laws, which were used by Americans when designing their own constitution. In its scope, the Magna Carta later developed to recognize all English in its statement of â€Å"any freemen†, the same way as the American constitution applies to all Americans in the phrase â€Å"we the people†. Certain provisions in the Magna Carta required for the preservation of the rights awarded to citizens. In this case, the Magna Carta specified that subsequent alterations of the law should not cancel out rights of the English citizens. America uses such provisions from the Magna Carta in the formulation of laws by ensuring that new laws do not negatively affect the rights of the citizens. This fact is entrenched in the Ninth amendment to the constitution, stating, â€Å"The enumeration in the Constitution, of certain rights, shall not be construed to deny or disparage others retained by the people.† The Magna Carta limited the slightest of changes in its wording, just as the American constitution requires that only a majority vote can amend a previous law. Another key influence of the Magna Carta is evidenced in the Bill of Rights, for instance in the Fifth Amendment (the Suspension Clause), which states, â€Å"No person shallbe deprived of life, liberty, or property, without due process of law.† The Magna Carta had previously declared,†No freeman shall be taken, imprisonedor in any other way destroyedexcept by the lawful judgment of his peers, or by the law of the land. T o no one will we sell, to none will we deny or delay, right or justice.† This was therefore the reference point of the Fifth Amendment. Although the Magna Carta was not intended to be universally democratic by the barons who designed it, the document became an integral part of the British constitution, and later the American constitution. By limiting the power of the king to raise taxes, the founding fathers adopted this idea when developing a revenue system that would suit the country. The president of the United States of America is not allowed to arbitrarily raise taxes or spend money at his discretion. The President has to explain to congress why the government should implement certain policies while congress votes on the proposed policy.Advertising We will write a custom research paper sample on The Magna Carta by Stephen Langton specifically for you for only $16.05 $11/page Learn More The Magna Carta set a foundation for an appropriate legal sys tem. Just as the king of England was under the rule of the land, the American president would also be under the rule of the new constitution. The Magna Carta imposed that crime offenders be fined according to their capacity to pay such fines, and that no one should be condemned without through judgment of peers and law. The American constitution requires that suspects be tried in a court of law before they are declared guilty or otherwise, in the presence of a group of peers, or trial by jury as interpreted from the Magna Carta. The American revolt against the British was as a result for what the Americans believed was an infringement of the rights awarded to them by the Magna Carta. An interpretation by Sir Edward Coke argued that the Magna Carta provided the same rights for all Englishmen, whether in England or in America (Linebaugh 113-114). Another justification for the rebellion was as an argument against the taxes imposed by parliament in England, to which the Americans argued that it was taxation policy without representation. Americans believed that they should be free to rule themselves, just as the Magna Carta had enabled then formation of parliament in Britain, thereby allowing for self governance. Significance of the Magna Carta The Magna Carta was the first written document citing the laws of the land and their application. Governments around the world have established written constitutions which specify the governing and application of law n their jurisdictions. The Magna Carta also gave way for the development of the basic human rights as championed by organizations such as the United Nations and the United States (Flood 31). The notion of a speedy and unbiased trial, as stipulated by the Magna Carta, called for an effective judicial system. Another great contribution of the Magna Carta was the idea of majority rule. This has allowed for good governance of the United States by allowing citizens to vote their leaders and the elected leader will b e the one with majority votes. This concept also dominates the Congress in the development of new laws. The Magna Carta made a couple of significant contributions to the United States constitution. As noted, the chapter on the Bill of Rights draws heavily from the Magna Carta by emphasizing on the equality of the citizens (Turner 39-40). All Americans, including the President are liable under law for breach of the constitution.Advertising Looking for research paper on constitutional law? Let's see if we can help you! Get your first paper with 15% OFF Learn More The American constitution is the Supreme Law of the land. While individual states within the United States of America may enforce their own laws, such laws should not contravene provisions in the United States of America Constitution. The Magna Carta was the source of English law, and later American law (Thompson 9-10). It also provided protection of the citizens from adverse policies formulated by people in authority while its legacy lies in the empowering of individuals by its protection of human rights. The provision of â€Å"due process† of law was previously aimed at providing checks on powers of the king, while the same currently implies checks within the government system. The supremacy clause, embedded in the constitution, provides that there is a higher law that applies to everyone in the country, including the executive and the legislature, just as the king could be liable for breach of common law as implied by the Magna Carta. The bill of rights and other provision s that are based on the Magna Carta are enforced by the Supreme Court. Clanchy, Micheal. A History Of England: Early Medieval England. New Jersey: John Wiley and Sons, 1997. Print Danziger, Danny and John Gillingham. 1215: The Year of Magna Carta. New York: Simon Schuster, 2004. Print Flood, Patrick James. The effectiveness of UN human rights institutions. Westport, CT: Greenwood Publishing Group. 1998. Print Holt, James Clarke. The Northerners: A Study in the Reign of King John. New York: Oxford University Press, 1992.Print Linebaugh, Peter. The Magna Carta Manifesto: Liberties and Commons for All. Los Angeles: University of California Press, 2008. Print Thompson, Faith. Magna Carta – Its Role in the Making of the English Constitution. 1300–1629. New York: Read Books, 2008. Print Turner, Ralph V. Magna Carta: through the ages. New York: Pearson/Longman, 2003. Print.

Economics and Finance Essay Example | Topics and Well Written Essays - 2000 words

Economics and Finance - Essay Example Another important feature of a developed bond market is that this corporate bond market provides an alternative source for funds used for operational purposes by the private sector other than borrowing from banks or from the equity markets. Debentures, Unsecured Notes and subordinated debts are those securities which are traded and issued on the corporate bond market. Those firms which are running efficiently and successfully can also decide to spread out their activities and start-up new projects. To start new projects the firms need to raise capital. Hence the firm can decide on raising those funds from the bond market as it can be advantageous for the firm in the long run. Understanding the corporate bond market is critical for any company. The following sections give an outlook of the market, on how it functions(the securities which can be issued in the market), the advantages of issuing bonds over other sources such as equity markets and other sources of finance, the types of fi rms that can issue the corporate bonds, the providers of debt and their requirements. The information of the corporate bond markets will help the Board in making informed decision regarding the use of corporate bonds for raising capital to finance the new project which is worth 800 million. Types of securities that can be issued in the corporate bond market The following are the three types of securities that a firm can issue. 1. Debentures A debenture is a type of a document which is not secured by any collateral. Below are the two types of debentures explained? a. Fixed-Charge debenture:. In this type of debenture, a charge is fixed over those assets which are permanent for example fixed assets like buildings. In case the company defaults, these assets are not allowed to be sold until the bondholder has been satisfied in the event of default. The first claim on the assets is of these bondholders b. Floating-charge debenture: In this type of debenture, the charge is floating, that is a charge is issued over assets such as finished goods. Since, these assets are meant to be sold the firm issues a floating charge over these assets. When the firm defaults the floating charge is converted into fixed charge. The bondholders can then take control of the assets. When the claims of the fixed charge bondholders are satisfied, they can claim the remaining assets of the firm. 2. Unsecured Notes It is a corporate bond with no underlying security attached to it. The bondholders cannot claim the assets until the fixed-charge and floating-charge bondholders are satisfied. In the event of default, the unsecured notes holders will be paid last. 3. Subordinated Debt Subordinated debt is that type of a debt which is issued for the long-term and in the event of a default, subordinated debt holders receive after all other creditors. Subordinated debt is closer to equity than debt. It is shown as shareholders’ funds on the balance sheet. It improves the credit rating of the firm. As a result the firm can borrow more easily. Types of firms that qualify for raising direct debt Direct debt can be raised by public limited companies, who can do this by issuing financial securities such as stock and bonds.. These shares can be issued to the general public by means of an Initial Public Offering (IPO) and

Strategies for Effective Team Building Essay Example | Topics and Well Written Essays - 500 words

Strategies for Effective Team Building - Essay Example It must be noted at the outset that language barriers, cultural differences, and goal-setting strategies vary across the globe. Assembling a viable team, therefore, must proceed on the basis that these teams will be of an intercultural nature. Local hires with business contacts will be better able to assist in our global growth than outsiders with a lack of local or regional business acumen and connections. Staffing should be a cooperative effort between a human resource manager in the office and a local staffing organization. Potential team members will be screened by the local company and then interviewed at the regional office in more depth. Most of the sales force ought to be individuals from the region with a few senior members of the team to establish and implement the subsequent team-building tools and to oversee the larger operation of the regional office. Once this team is in place, it is necessary to establish and implement a regime of team-building tools which will encourage a set of common goals and reduce potential instances of miscommunication. Intercultural communication remains a significant issue for businesses and non-commercial organizations around the world. It remains a significant issue because miscommunication and related misunderstandings can negatively affect an organization’s pursuit of its objectives (Organizational Cultures, 2000).   The notions of diversity and multicultural teams, in the context of team development, are central considerations.   There are both demonstrated advantages and disadvantages associated with multicultural teams (Stahl, 2005).   The goal ought to be to emphasize the advantages while at the same time making organizational adjustments to better understand the disadvantages and thereby convert them into advantages.