Sample Resume Your Kid s Sleep Can Be Affected When You...

SlÐ µÃ µÃ'€ Ã'â€"Ã'• one of the mÐ ¾Ã'•t Ã'â€"mÃ'€Ð ¾rtÐ °nt tÐ ¾Ã'€Ã'â€"Ã' Ã'• of Ã' Ã ¾nvÐ µrÃ'•Ð °tÃ'â€"Ð ¾n Ð °mÐ ¾ngÃ'•t Ã'€Ð °rÐ µntÃ'• tÐ ¾dÐ °Ã'Æ'. MÐ ¾Ã'•t Ã'€Ð °rÐ µntÃ'• Ð °rÐ µ wÐ µll aware of thÐ µ bÐ µnÐ µfÃ'â€"tÃ'• thÐ °t Ã'•lÐ µÃ µÃ'€ can hÐ °vÐ µ on thÐ µÃ'â€"r Ã' hÃ'â€"ldrÐ µn Ã'• well being. The Ã"›uÐ °lÃ'â€"tÃ'Æ' Ð °nd Ã"›uÐ °ntÃ'â€"tÃ'Æ' Ð ¾f Ð °n kid s Ã'•lÐ µÃ µÃ'€ can bÐ µ thÐ µ dÃ'â€"ffÐ µrÐ µnÃ' Ã µ between thÐ µm bÐ µÃ'â€"ng cheerful Ð °nd Ð °lÐ µrt. The quality of your kid’s sleep can be affected if you are a sleep-deprived mom. 1. ЕmÐ ¾tÃ'â€"Ð ¾nÐ °l MÐ µmÐ ¾rÃ'â€"Ð µÃ'•: If Ã'Æ'Ð ¾u rÐ °n Ð ¾ut Ð ¾f the hÐ ¾uÃ'•Ð µ tÐ ¾ mÐ °Ã'â€"l Ã'Æ'Ð ¾ur Ã' hÃ'â€"ld Ã'• birthday Ã' Ã °rd Ð ¾nlÃ'Æ' tÐ ¾ rÐ µÃ °lÃ'â€"zÐ µ Ã'Æ'Ð ¾u -- Ð ¾nÃ' Ã µ Ð °gÐ °Ã'â€"n -- lÐ µft Ã'â€"t on thÐ µ kÃ'â€"tÃ' hÐ µn Ã' Ã ¾untÐ µr, Ð ¾r you Ã' Ã ¾mÃ'€lÐ µtÐ µlÃ'Æ' blanked Ð ¾n a nÐ µw coworker s nÐ °mÐ µ dÐ µÃ'•Ã'€Ã'â€"tÐ µ hÐ µÃ °rÃ'â€"ng it Ã'•Ð µvÐ µrÐ °l tÃ'â€"mÐ µÃ'•, a lÐ °Ã' k of rest may bÐ µ messing wÃ'â€"th Ã'Æ'Ð ¾ur mÐ µmÐ ¾rÃ'Æ'. SlÐ µÃ µÃ'€ leads to memory consolidation Ð °nd Ð µmÐ ¾tÃ'â€"Ð ¾nÐ °l Ã'€rÐ ¾Ã' Ã µÃ'•Ã'•Ã'â€"ng. It Ã'â€"Ã'• harder tÐ ¾ Ã'€ut Ð µmÐ ¾tÃ'â€"Ð ¾nÐ °l mÐ µmÐ ¾rÃ'â€"Ð µÃ'• Ã'â€"ntÐ ¾ Ã' Ã ¾ntÐ µxt, Ð °nd thuÃ'•, Ã'â€"t Ã'â€"Ã'• more dÃ'â€"ffÃ'â€"Ã' ult tÐ ¾ Ð °Ã' t rationally Ð °nd thÐ ¾ughtfullÃ'Æ'. 2. Unwary: PÃ'â€"Ã' kÐ µd uÃ'€ a dÐ ¾nut Ð °t thÐ µ dÐ °wn meeting Ð °t thÐ µ tÃ'â€"mÐ µ Ã'Æ'Ð ¾u uÃ'•uÐ °llÃ'Æ' wÐ ¾uldn t Ã' Ã ¾ntÐ °Ã' t Ã'â€"t? IndulgÐ µd Ð ¾n thÐ °t luxurÃ'â€"Ð ¾uÃ'• top you hÐ °vÐ µ bÐ µÃ µn seeing Ð ¾nlÃ'â€"nÐ µ. DÐ µfÃ'â€"Ã' Ã'â€"Ð µnt sleep Ã' Ã ¾uld bÐ µ tÐ ¾ dÐ µnunÃ' Ã'â€"Ð °tÃ'â€"Ð ¾n. ThÃ'â€"Ã'• area Ã'â€"Ã'• connected with dÐ µÃ' Ã'â€"Ã'•Ã'â€"Ð ¾n, Ã'â€"nÃ'•tÃ'â€"nÃ' t control, Ð ¾Ã'€tÃ'â€"Ã' Ã °l rÐ µlÐ °tÃ'â€"Ð ¾nÃ'•hÃ'â€"Ã'€ and concentration. LÃ'â€"ttlÐ µ amount Ð ¾f sleep lÐ µÃ °dÃ'• tÐ ¾ Ã'â€"nfÐ µrÃ'â€"Ð ¾r decision Ð °nd performing unwÐ °rÃ'â€"lÃ'Æ' e.g. MÐ °lnutrÃ'â€"tÃ'â€"Ð ¾n whÐ µn sleep dÐ µÃ'€rÃ'â€"vÐ µd, buÃ'Æ'Ã'â€"ng thÃ'â€"ngÃ'• wÃ'â€"thÐ ¾ut thÃ'â€"nkÃ'â€"ng about the Ã' Ã ¾nÃ'•Ð µÃ"›uÐ µnÃ' Ã µÃ'•, Ã'â€"rrÃ'â€"tÐ °bÃ'â€"lÃ'â€"tÃ'Æ' and mÐ ¾Ã ¾d Ã'â€"Ã'•Ã'•uÐ µÃ'• with others. 3. YÐ ¾u relied Ð ¾n Ã' lÃ'â€"Ã' hà ©Ã'•: If Ã'Æ'Ð ¾u find Ã'Æ'Ð ¾urÃ'•Ð µlf thrÐ ¾wÃ'â€"ng Ð °rÐ ¾und Ã'€hrÐ °Ã'•Ð µÃ'• like, BÐ µggÐ °rÃ'• can t bÐ µ Ã' hÐ ¾Ã ¾Ã'•Ð µrÃ'• and BÐ µttÐ µr Ã'•Ð °fÐ µ than Ã'•Ð ¾rrÃ'Æ', Ð °nd Ã'Æ'Ð ¾u rÐ µ nÐ ¾tShow MoreRelated_x000C_Introduction to Statistics and Data Analysis355457 Words   |  1422 Pagesabout our products, contact us at: Thomson Learning Academic Resource Center 1-800-423-0563 For permission to use material from this text or product, submit a request online at http://www.thomsonrights.com. Any additional questions about permissions can be submitted by e-mail to thomsonrights@thomson.com. Printed in the United States of America 1 2 3 4 5 6 7 11 10 09 08 07 ExamView  ® and ExamView Pro  ® are registered trademarks of FSCreations, Inc. Windows is a registered trademark of the MicrosoftRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagesstorage in a retrieval system, or transmission in any form or by any means, electronic, mechanical, photocopying, recording, or likewise. To obtain permission(s) to use material from this work, please submit a written request to Pearson Education, Inc., Permissions Department, One Lake Street, Upper Saddle River, New Jersey 07458, or you may fax your request to 201-236-3290. Many of the designations by manufacturers and sellers to distinguish their products are claimed as trademarks. Where those designations

Provide Support to Maintain and Develop Skills for...

HSC 3003: Provide support to maintain and develop skills for everyday life 1.1. Compare methods for developing and maintaining skills for everyday life. Within my work setting of the nursing home, we have several ways we help develop skills for every day life. Within the home we have a physiotherapist, who works with residents to help them get better mobility by helping them move their arms and legs better as an example and encouraging them to attempt the exercises when alone also. Once a resident has improved with their mobility its down to the care staff to help encourage them to continue using this daily life skill by encouraging them to be as independent as possible with things they are known they are able to do reporting any†¦show more content†¦Some of these are as follows: * Clear communication with reasons why this could help * Establish and discuss the conflicts with the people involved * Support and motivate the resident where possible * Involve Specialist people where needed * Manage conflicts when they happen and discuss them calmly 2.4. Support the individual to understand the plan and any processes, procedures or equipment needed to implement or monitor it. People should always be involved and in control of any development of their life and should be discussed with them throughout ensuring that they understand both the gain they will receive as well as any risks involved. Support should be given when and where needed, this could be anything from encouragement and motivation through to equipment to help them. When equipment is provided it is essential that someone who knows how to use this equipment shows them how to use and work it to receive the best benefit from it to a level where they understand clearly and fully. 3.1. Provide agreed support to develop or maintain skills, in a way that promotes active participation. Once someone has achieved a new skill this must be encouraged to continue on a regular basis through providing activities that help thisShow MoreRelatedHistory Of The Agency. Wesley Glen Was Established In 19841410 Words   |  6 Pagesdevelopmental disabilities. They provided serves that allow each an individual to develop life skills, confidence and help to become a contributing member of their surrounding community. 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Zara and HM Free Essays

string(27) " we will have a recession\." We have been given an assignment, where we have been divided into groups. In our group we have analyzed two companies, namely Zara and Hamp;M. These two companies are both very big companies within clothing. We will write a custom essay sample on Zara and HM or any similar topic only for you Order Now The fashion business is very tough, and we will explain to you what we believe the two companies does well in this hard business, and why this is good. We have been giving time to solve the assignment in some of our classes with Gitte and Peter, the rest we have made at home. After we have analyzed the two companies we will compare their 4 P’s and their value chain, likewise we also will make a five forces analysis. Z A R A * Company profile – Zara Zara is a very big clothing chain from Spain. The chain was founded in 1975 by Mr. Ortega, and it now has more than 1. 000 stores in approximately 63 countries – so it is a very big chain. However Zara has its biggest market in Spain, where they have 364 stores in total. They sell fashion clothes of a fairly good quality to reasonable prices – this also means that they have a broad target group, which we believe to be from kids to adults younger than 50, both men and women.Over the years Zara has expanded their product line heavily, so now they also sell accessories, cosmetics, furniture and perfumes. They have made a whole new store called Zara Home where they are selling furniture’s; we will however focus on their clothing. The founder of Zara is naturally very wealthy, in fact he is the richest man in Spain, and the second richest within the business of fashion. Also Zara’s stores are very big, most of them are between 800 and 1. 000 square meters – which makes room for a lot of fashion clothing.Inditex, the mother company of Zara has many stores under them, but it is worth mentioning that Zara stands for 77 % of Inditex’ overall sales, which is very impressive, and their plan for the future is to continue expanding and growing bigger and bigger. Zara clothing is sold worldwide, and not long ago the first store opened on Stroget in Copenhagen. * Generic strategies Generic strategies is a marketing tool invented by Michael Porter. It is very popular and many companies use it. The generic strategy tells about the product(s) and its target group(s). Beneath you will see the generic strategies model. Low cost| Unique product / high cost| Broad target group| Overall cost leadership| Differentiation| Narrow target group| Niche – Cost focus| Niche – Differentiation focus| As seen above we believe that Zara uses the overall cost leadership strategy. Zara’s target group is very broad but their prices are also fairly low, this is why they use the overall cost leadership strategy. To a certain extend you could also say that Zara uses the differentiation strategy. This is because they have very beautiful products which are a bit more expensive than their closest competitors. But also because they have so many different products – they have everything from clothes to furniture’s. But mainly we are certain that they use the overall cost leadership strategy. * Growth strategies Ansoffs growth strategy is a well known toll within marketing. The strategy is used by marketers who have objectives for growth, and Ansoffs matrix offers different strategic choices to achieve the goals. The model is shown below this text: | Old product| New product| Old target group| Market penetration| Product development| New target group| Market development| Diversification|We believe that Zara uses two growth strategies, and we will know explain why. The two strategies that Zara in our opinion uses is, market penetration and product development. If we have focus on their clothing line we believe that they have penetrated the market very much, naturally because they use the same products, clothing, and also because they aim for their existing target group. If your growth strategy is market penetration it would be obvious choice to promote your products, but that is not what Zara is doing.They are relaying on good store locations and loyal customers who will talk in nice words about Zara to their friends and family. As mentioned we also believe that Zara uses another strategy, namely product development. We base this on the fact that they have expanded their product line. Now they don’t just sell clothing, now customers also have the opportunity to buy accessories, cosmetics and furniture in Zara stores. Even though Zara is introducing new products, they still relay on their existing target group. Inditex has expanded very heavily, and to put this in perspective we have some facts that show this. In 1995 they had 500 stores worldwide, and in 2004, nine years later they had 2. 250 stores. * PEST analysis The PEST analysis is a marketing tool in the macro environment who tells about the political, environmental, socio- cultural and technological forces that may have an influence on your company. These are uncontrollable forces which we do not have any influence on. Also, it is vital that a company considers its situation before beginning the marketing process. Political factors: Zara has stores in a lot of countries; therefore it is hard to get a good view over the political factors.But if we focus on some countries we know it is easier. In Denmark we don’t see any political obstacles for Zara – we have a stable political environment, and the only thing we see as a â€Å"threat† for Zara is new tax-laws, that could influence our buying possibilities, but on the other hand it could also go the other way around. One important global thing that could affect Zara could be new laws regarding the cheap â€Å"work power† in the east. New laws regarding this area could end up raising their costs. Economic factors: We are right now in the middle of a global financial crisis, and many fear that we will have a recession. You read "Zara and HM" in category "Papers"This will of course influence Zara. If the recession comes, customers of Zara will have less money to spend on their products then they used to. This can be very crucial for Zara, because we might fear that their customers will tend to buy products from their greatest competitor, namely Hamp;M. Hennes amp; Mauritz products are a bit cheaper then Zara’s, and therefore we fear for Zara that they would lose customers during a recession. Socio- cultural factors: Some people are against the fact that big companies use cheap production in foreign countries, but in this situation Zara has an advantage over its competitors.They produce 80 % of their clothes in Europe which is a lot more than their closest competitors. This subject we will also talk about in the SWOT analysis. Teenagers are also spending a lot of money on clothes, and they often do this without influence from their parents. This creates â€Å"a golden group† for Zara who are willing to buy a lot of fashion clothes, so they can look nice. Technological factors: When we are in the clothing business technological factors does not have a very big influence compared to other businesses. But there are things that are relevant for Zara. Because of all the technology we have today, Zara also has new opportunities to get in touch with their customers. The internet is in this case a brilliant example. Zara can promote on the internet, and they also have a homepage where you can learn more about them, and check their products. * The value chain A value chain is a chain of different activities which aims at creating value for the end user, and leaving the company with a positive margin. The activities culminate in the total value delivered by an organization.The value chain is divided into primary and support activities. UpstreamDownstream Research amp; Development| Inbound logistics| Production (outsourcing)| Outbound logistics| Sales and marketing| Service (After market)| It’s very important for Zara to create as much value in the value chain as possible, because there is a tough competition within the market for relatively cheap, but still good quality clothes. Zara creates value in production. –Their production takes place in some of the countries with a low salary, which minimizes the production cost.But they also produce their products in Spain and Portugal, which we believe many customers will like. In outbound logistics we also believe that Zara creates a lot of value. This is the place where the products are sent to the stores – and at this point Zara creates very good and vital value. We know that Zara are very fast at getting their products sent out to the stores, likewise they also can call them back very easily compared to their competitors, and this of course creat es value for Zara. In the sales and marketing Zara does not gain much value.They don’t advertise for their products, and we believe that this would be a good idea, especially in the countries where Zara still needs to get its big â€Å"break trough†, instead Zara depends on good store location. We believe that they should give advertising a chance. * SWOT analysis A SWOT analysis is another strategic method within marketing. It is used to evaluate a company’s, strengths, weaknesses, opportunities and threats. Strength and weaknesses are internal factors, while opportunities and threats are external factors. We will start out with the strengths. One of their great strengths is their fast production.When their clothes are designed for the first time, it can be bought in their stores around the world only 2-5 weeks later. This means that they have a very fast production and if something goes wrong or doesn’t sell they can easily call the product back. At the same time they will also have new clothes with a great variety in the stores every second week. The fast production also gives a good control of your stock, which means that they â€Å"only† have 15-20 % unsold inventory each year and a good profit margin. In Hamp;M, Zara’s worst competitor, it takes 6-8 months before their designs are in the shops – therefore it is a great strength.Location of Zara stores is also one of their strengths. They are placed where a lot of people walk by, and therefore a lot of people see the store, and they will go in, and eventually end up buying something. Because of their production, they also have a good reputation among their customers. Most of Zara’s production takes plane in Spain and Portugal. This is a good thing because many people don’t like the thought of underpaid workers. When you buy products from Zara you have a lot of different things to choose of, which is also a strength – and the products you buy are of a high quality and a reasonable price.A weakness for Zara we definitely mean to be their homepage. It is very confusing, and it is not easy to browse around. When we looked at it, we were actually very disappointed, and we even got a little bit â€Å"frustrated† – because it is so confusing. We also think that despite their good quality and prices they are a bit unknown among the young generation in Scandinavia. Before this assignment we didn’t know too much about Zara. We believe that Hamp;M is more known then Zara in Scandinavia, and this is due to Zara’s lack of advertising.Right now we have a global financial crisis, which influences the customers buying possibilities. This also affects Zara’s customers, and they will think more carefully over the things they choose to buy. If the financial situation became more positive and we were facing a boom, Zara’s customers would have more money to spend on their products – therefore a boom is a possibility for Zara. Of course Zara has their competitors as a threat, especially Hamp;M and Gap. The business which they operate in is very competitive – therefore it is vital to â€Å"be on the marks† at all times. Zara also has some production in Asia. Therefore new political laws about salaries and â€Å"working hours† is a threat for Zara, which could end up making their production more expensive. * Price / quality grid The price/quality grid is a tool you can use to analyze a product and the company’s strategy with the given product. First it is worth mentioning that a product is anything that can be offered to a market for purchase or use, which might satisfy a want or need. A product consists of three levels, namely the core benefit, the tangible product and the augmented product. Beneath we have shown the model and we will explain which strategy we believe Zara uses. High price| Low price| High quality| Premium strategy| Good value strategy| Low quality| Overcharging strategy| Economy strategy| In our opinion Zara uses the good value strategy. This is of course because they have a high quality, but also a fairly low price. When buying clothes from Zara the customer at least get the same quality as if buying from Armani, but buying clothes from Zara also gives you a low price. This tells us that the customer gets more then he pays for, when talking about the actual product. Others would say that the brand and status other products give them is more important.But when using a good value strategy, the company will get a lot of satisfied customers. It is worth mentioning that Hennes amp; Mauritz in our opinion uses the same strategy, namely the good value strategy. Hennes amp; Mauritz * Company profile Hennes and Mauritz is a very big company, it was founded in Sweden, 1947. They started selling clothes to women and at that time their stores was called Hennes. –Later, in 1968, they founded a store that started selling clothes to men, and this store was called Mauritz, and Mauritz also started selling accessories.Later they changed the name to Hennes amp; Mauritz (Hamp;M), which is the store we know today, who sells their products to both men and women. Since Hamp;M was founded they have expanded heavily, and today you can find them in 24 different countries, with more than 1. 345 retailers worldwide. Hennes amp; Mauritz has their biggest market in Scandinavia; likewise their target group is very broad. –They sell clothes to small children but also to adults, both men and woman. * Generic strategies Porter’s generic strategies were made in the 1980’s, and since then it has been a very popular marketing tool.Today it is still very used among companies worldwide. | Low cost| Unique product| Broad target group| Overall cost leadership| Differentiation| Narrow target group| Niche – Cost focus| Niche – Differentiation focus| The generic strategy is used to find the company’s competitive advantage, so they will know what to focus on while they are maintaining their core competitive advantages. –Hamp;M has a very broad target group, and their products are also at a relatively low price. Therefore they use the strategy which is called overall cost leadership. They can sell their products at a low price because they produce them in countries such as China and other Asian countries. Hamp;M has used this strategy with great success. * Growth strategies Ansoffs growth strategies were first published in 1957. Today it is still used by many marketers who have objectives for growth. This model offers different choices of how to achieve your goals. | Old product| New product| Old target group| Market penetration| Product development| New target group| Market development| Diversification| Hamp;M operates uses the market penetration strategy, obviously.They have their existing products, mainly their clothes, which they sell to their existing target groups. They have a good brand within clothing which they are trying to make stronger and stronger. You could say that they over the years also have used market development. Because in the beginning they only sold clothes to women, but know they also sell clothes to men. This is why their strategy for many years has been market penetration. * PEST analysis Before a company begins its marketing process it would be wise to consider its environment. This can be done with a PEST analysis.Political forces: In Denmark we don’t believe that the political forces play any role, but in their production countries it can affect them. New laws about salary and working hours can make production more expensive, which won’t be good for Hamp;M. Economic forces: Not long ago we had a boom period in Denmark, therefore people had â€Å"more† money to spend on clothing for example. But now we are slightly heading towards a recession. But actually we don’t mean this has any negative influence on Hennes amp; Mauritz. People will still have the money to buy their products because they are cheap compared to others.So maybe they will even experience to get more customers, if the population does not feel that they so much money to spend on clothes. Socio- cultural forces: The trends are very important for Hamp;M. We believe that many girls like having clothing from Hamp;M. This we believe to be their biggest target group also. They have lots of different products which can be bought at a good price, and they feel comfortable wearing clothes from Hamp;M. Therefore it is important that Hamp;M keeps them self updated on new trends. A more negative factor could be the fact that some people are against cheap production in foreign countries.This will hurt their image among some people, because they have so much production in the east. Technological forces: On the technological forces Hamp;M is â€Å"up to date† in our opinion. They have cheap production, partly because of good technology. Also they have a very good homepage where you can see their collection, and also shop online. Furthermore you have the opportunity to read about the company and get the newsletter via their homepage. * The value chain UpstreamDownstream Research amp; Development| Inbound logistics| Production (outsourcing)| Outbound logistics| Sales and marketing| Service (After market)|Above we have shown the value chain. Earlier we have mentioned the purpose therefore we will now start with the analysis. When we look at their production we know that many of their products are produced in China. This makes production cheap and therefore also the products that are sold to the end users. This creates value for Hamp;M. Also they have 700 independent suppliers, primarily in Asia and Europe. Hennes amp; Mauritz only produce 30 percent of their own clothes, the other clothing they get from firms such as L. O. G. G. , which they have a permanent contract with. This way they don’t spend too much money at their own production, while having lots of independent suppliers. And due to all the suppliers they will naturally get a good price, because they order a huge amount each time, but also because the suppliers would like to have their products in Hamp;M stores. Hamp;M has a â€Å"top of mind status† when we think of cheap and fashionable clothing. And this is very valuable. Not many company’s has achieved to make the same brand and position as Hamp;M, therefore they gain great value in sales and marketing.Many big designers has designed clothes for Hamp;M such as Stella McCarthy and now also Madonna wants to design clothes for them. She wants to make a series of clothes for women called â€Å"M by Madonna†, which we believe could be a huge success. If Madonna designs clothe for Hamp;M it will be good promotion and great value. * SWOT analysis Strengths| Weaknesses| Good repetition Loyal customers Good quality Reasonable prices| Slow production Some think of Hamp;M as discount label Recall of products| Opportunities| Threats|Economy (recession, to a certain extant) Growth in the Asian retail sector| Rising salaries for the workersNew political laws regarding productionCompetitors – intense competition| The purpose of a SWOT analysis we have already mentioned. We believe that their strongest strength is their quality and brand compared to their prices. In Hamp;M you get something in return of your money. But as we see it they also have one very big weakness, especially compared to their strongest competitor, Zara. Hamp;M has a very slow production compared to Zara and it takes up to 8 months before the new designs are available in the stores.If something goes wrong it won’t be easy for them to call the products bac k, so at this point they have to improve. Regarding the economy we believe that they are well prepared for both a boom and a recession. If we experience a boom people will buy even more clothes then they usually do, and if we experience a recession they will maybe get some new customers. The biggest threat we believe to be new laws regarding their production, this would give them extra costs. Comparison * The 4 P’s The marketing mix, also known as the 4 P’s, is probably the most famous marketing term.The marketing mix is very simple, and it tells us something about the product, place, price and promotion. We can also say that the marketing mix is the company’s offer to its potential customers. We will start out with the most important P – the product. Product: As we know both Zara and Hamp;M primarily sells clothing. Their products are very similar; they both sell fashionable clothes, so at this point we don’t see any big differences. But Zara has expanded their product line. They have made new stores where it is possible for their customers to buy furnitures, so at this point we see a difference.Also Zara offers cosmetics to their customers. Price: At the price there is a little difference, but again these two companies are very similar. Hamp;M is a little bit cheaper then Zara and this is a result of their cheap production. Zara is also fairly cheap, but Hamp;M, their closest competitor is a bit cheaper. Place: We believe that we roughly can divide their markets into two in Europe. Zara has their biggest market in the Southern Europe, while we believe that Hamp;M has their biggest market in Northern Europe and Scandinavia.This is also naturally because of the firms â€Å"birthplaces†. Furthermore they both operate worldwide in hard competition with each other. They sell their products worldwide, and they both have good locations – especially Zara. Promotion: Zara is against promotion, so they do not advertise for themselves, instead they rely on good store locations and a good repetition among their customers. The case is different for Hamp;M, they advertise for their products, so that they can create attention upon their products. The 4 P’s have been a very good way at comparing these two companies.Overall we can conclude that they look alike each other a lot, and they are in a very hard competition against each other. They both have strong sides which they will use, both they also have weak sides which they can improve. But one thing is certain – the competition is very tough. * Porters 5 forces Five Forces Analysis helps the marketer to contrast a competitive environment. It has similarities with other tools for environmental audit, such as PEST analysis, but tends to focus on the single, stand alone, business or SBU (Strategic Business Unit) rather than a single product or range of products. Five forces analysis looks at five key areas namely the threat of entry, the power of buyers, the power of suppliers, the threat of substitutes, and competitive rivalry. Analysis for Zara and Hamp;M There will always be a thread of new comers on the market. In many cases these companies will not become a big threat, because there on the clothing market is such big competition, that they will be ousted within a relatively short period of time. The Power of buyers is if big buyers like Magasin choose how much they want from a certain company like e. . Bruuns Bazar. Then Magasin sets the standard, they can do this because of their good reputation, and because many costumers do their shopping in this mall every day. Therefore they got a big buying power. The threat of Substitute Products will always be there, for example the walkman was substituted be the MP3 player, and the horse-wagon was substituted by the car. There will always be a development, and companies must be sure to be updated at all times.Therefore it’s extremely important to use a big sum of money in the Research and Development Department because that’s the companies â€Å"future†. The suppliers also have a certain power. –They are the ones providing the company with the raw-materials, so that they can produce the products. * The value chain In the value chain we believe that Zara and Hamp;M gains value at different places. Zara creates value in their production because some of it takes place in â€Å"good production countries†, while some of it also takes lace in Spain and Portugal which also creates value. But at this point they are similar, because also Hamp;M creates value in the production chain. Most of their production takes place in foreign countries, and this makes their products cheap which will give them more customers. The place where there is a big difference is in the inbound logistics where Zara creates a lot of value, and Hamp;M does not. As we have mentioned earlier Zara can send their new designs quickly to their stores, and also call them back again.Hamp;M can also do this, naturally, but for them it takes much longer time. But then Hennes amp; Mauritz are good at creating value in Sales amp; Marketing, where Zara is not so good in our opinion. Hamp;M has huge stars like Madonna who wants to design clothes for them, this is very good promotion and it also creates a lot of attention. Zara, on the other hand doesn’t even promote their products – they are depending on good store locations as mentioned.[ 1 ]. http://www. marketingteacher. com/Lessons/lesson_fivefoces. htm How to cite Zara and HM, Papers

Supercomputers Molecular Dynamics

Question: Discuss about the Supercomputers Molecular Dynamics. Answer: Introduction A supercomputer can be defined as the computer with very high level of computational capacity when compared with the general purpose computer. The term supercomputer was coined in 1929 at New York for a set of large customized tabulators (Chen et al., 2014). The set of tabulators was made by IBM to support the activities in Columbia University. However, the supercomputers were introduced in the late 1960s. Seymour Cray working at Control Data Corporation built it. The early supercomputers used only few processors. The development of the supercomputers made it evitable for incorporating thousands of processors in the end of 1990s. The count of processors reached to tens of thousands in the multiple parallel supercomputers developed at the end of 20th Century (Shaw et al., 2014,). The performance of the supercomputers is measured in floating point operations per seconds or FLOPS. The latest supercomputers have performance capacity of up to quadrillions of FLOPS. The following assignmen t has been made for analysis of the supercomputers and their structure and benefits. The study would help in evaluating the various components of the supercomputers and description of any one of them. The assignment would also highlight some innovative trends that may be possibly seen in the near future of supercomputers. Major components of Supercomputers The supercomputers are very useful for solving highly calculative intensive tasks that have complex structure and operations. These complex operations include simulation, modeling, analyzing various types of data, cryptographic analysis, and intricate designing (Sridharan et al., 2013). The operations of supercomputers are helpful for weather forecasting, simulations of molecules behavior, and modeling of airplanes within wind tunnels. The analysis of data finds its use for the security agencies, astronomical data manipulation, and sequencing of the genome. The architecture of supercomputer consists of processors, memory, input and output devices, and interconnection. Processors: The processors used in supercomputers are completely made up of pure silicon. The pure silicon consists of 99.99% silicon crystal and it is more costly when it is compared to gold in weight to weight (Liao et al., 2014). The size of silicon crystals are approximately 300 square meters. The processors consist of doping materials that helps in formation of wires, resistors, transistors, and capacitors. The components of doping materials also consist of rare elements of earth and their quantity is in minute volumes. Memory: The memory used in the supercomputers is distributed in nature. Each processor of the supercomputer has been connected to an exclusive local memory with an network interface node NI (Hord, 2013). The dedicated communication network is useful for connecting the nodes of the supercomputer. NORMA or no remote memory access is implied in the system for forming no global cache coherent shared memory address. Input Output devices: The input output devices are helpful for inputting the devices into the system and making allowance for the output of the value. The input and output functions of the supercomputers have same concept of operations like in general computers. It includes devices for entering the values/data in the system for processing and devices used for displaying the output of the processed data (Bartolini et al., 2014). The various input devices like keyboards, reader, or microphone would act as the input devices for the supercomputers. The output devices mainly include the display monitor and printers. Interconnections: The interconnection consists of a network subsystem in the supercomputer for targeting memory intensive applications of supercomputers (Anwar-Mohamed et al., 2014). The supercomputers are integrated with many nodes for the high performance of the network operations. The interconnection design of the supercomputer is based on the 64X64 high radix crossbar switches. The design of the interconnection depends upon the traffic amount, communication pattern, and physical constraints. However, there are probabilities of finding the bottleneck of the communication design for further enhancement and improvement of the performance. The supercomputers are designed for scaling up of the entire system along with the computer performance (Rohr et al., 2014). The design space exploration of the computer devices is responsible for the evaluation of the feasibility of the networks. The complex architecture of the supercomputers makes them very complex from other standard computers. The characteristics differences between the standard computer and the supercomputers are specialization, controlled environment, operating system, hierarchy of memory designs, and programming language. Discussion of Distributed memory system of Supercomputers Distributed storage memory is very crucial in the structure of supercomputer. The parallel algorithm has been implemented in the structure of supercomputers. The processes by which the parallel algorithm can be implied in the structure of the supercomputers are 1 shared memory systems (uniform memory access UMA and cache coherent non uniform memory access ccNUMA) and 2 distributed memory systems (massive parallel processing and cluster computing) with each of them having a standardized programming model (Stephan Docter, 2015). The memory system of the supercomputer is of hybrid structure with shared and distributed architectures. The memory system shares the same address space or memory at low level of computation nodes. Numerous storage appliances are used for forming the backbone of the new storage system that would be capable for the storing, ingesting, distributing, and processing of the research data at a rate of one terabyte per second. The use of flash drive has made the data processing more easy and comfortable (Zgurskaya Smith, 2016). The processing of the data has been largely improved and it has resulted in formation of the faster throughput of the data. The solid state devices used in supercomputer are prone to store the data on the flash memory chips instead of the magnetic platters that were used in hard drives. The solid state devices do not require any movement and it has made the system less rugged and vulnerable for the failure. The devices of solid state do not consume much energy and are classified as less power hungry devices. The speed of data processing is almost similar to ten times of the computer system of NAS system. The storage system comprises of 40 Peta-bytes of unprocessed data storage that can hold almost about 227000 miles of the books stacked to each other (Rohr, Neskovic Lindenstruth, 2015). The performance of the supercomputers is measured in floating point operations per seconds or F LOPS. The latest supercomputers have performance capacity of up to quadrillions of FLOPS. The supercomputers have incomparable increased value of the computational efficiency that can deliver more optimized performance with predictive models of the computerized storage. The 40 Peta bytes of storage are comparable to 40,960 computers with 1 Tera bytes of storage each (Ellingson et al., 2014). The supercomputers are built with high solid state drives for memory system. It would help in solving the problems of the computation faster than the systems that incorporates the traditional hard drives. The supercomputers are designed for scaling up of the entire system along with the computer performance. The memory used in the supercomputers is distributed in nature. Each processor of the supercomputer has been connected to an exclusive local memory with an network interface node NI. The dedicated communication network is useful for connecting the nodes of the supercomputer. The complex architecture of the supercomputers makes them very complex from other standard computers (Zgurs kaya Smith, 2016). The characteristics differences between the standard computer and the supercomputers are specialization, controlled environment, operating system, hierarchy of memory designs, and programming language. Future trends for Supercomputer technology The development of technology has been increased and it has seen abrupt pace of increased potential. The technology that has been largely innovated since the last decade is the Supercomputer technology (Stephan Docter, 2015). The supercomputer technology has seen wide development of the implementation models. Some future trends of technology that can be used in supercomputers include: Increment of power and performance: The Moores law has presumed that the technological development of the integrated chips has seen large increment in power generation. It can be predominantly said that after a span of 24 months, the overall capacity of the computer chips would be doubled (Anwar-Mohamed et al., 2014). The increment of the power of processors would result in increasing the processing speed and efficiency of the chips. The use of improved ICs for the CPUs of the supercomputers would help in increasing the overall processing efficiency of the device. Deployment of the cloud function: The latest trend in storage and memory is the application of mobile cloud services (Hord, 2013). However, the cloud server can provide the space up to 10GB. The development of technology would be helpful for increasing this limit and integrate the cloud system with the operations of supercomputers. Conclusion The completion of the assignment had helped in realizing that the supercomputers have developed since the last three decades and the technology had made it evitable for incorporating tens of thousands of processors in the supercomputers. The latest supercomputers have a performance capacity of up to quadrillions of FLOPS. The supercomputers had achieved the qualities of solving highly calculative intensive tasks with complex structured operations. Some of the complex operations include simulation, modeling, analyzing various types of data, cryptographic analysis, and intricate designing that had been widely used for weather forecasting, simulations of molecules behavior, and modeling of airplanes within wind tunnels. References Anwar-Mohamed, A., Barakat, K. H., Bhat, R., Noskov, S. Y., Tyrrell, D. L., Tuszynski, J. A., Houghton, M. (2014). A human ether--go-go-related (hERG) ion channel atomistic model generated by long supercomputer molecular dynamics simulations and its use in predicting drug cardiotoxicity.Toxicology letters,230(3), 382-392. Bartolini, A., Cacciari, M., Cavazzoni, C., Tecchiolli, G., Benini, L. (2014, March). Unveiling EuroraThermal and power characterization of the most energy-efficient supercomputer in the world. InDesign, Automation and Test in Europe Conference and Exhibition (DATE), 2014(pp. 1-6). IEEE. Chen, Y., Luo, T., Liu, S., Zhang, S., He, L., Wang, J., ... Temam, O. (2014, December). Dadiannao: A machine-learning supercomputer. InProceedings of the 47th Annual IEEE/ACM International Symposium on Microarchitecture(pp. 609-622). IEEE Computer Society. Ellingson, S. R., Dakshanamurthy, S., Brown, M., Smith, J. C., Baudry, J. (2014). Accelerating virtual high?throughput ligand docking: current technology and case study on a petascale supercomputer.Concurrency and Computation: Practice and Experience,26(6), 1268-1277. Hord, R. M. (2013).The Illiac IV: the first supercomputer. Springer Science Business Media. Liao, X., Xiao, L., Yang, C., Lu, Y. (2014). MilkyWay-2 supercomputer: system and application.Frontiers of Computer Science,8(3), 345-356. Rohr, D., Kalcher, S., Bach, M., Alaqeeliy, A. A., Alzaidy, H. M., Eschweiler, D., ... Alqwaizy, I. (2014, August). An energy-efficient multi-GPU supercomputer. InHigh Performance Computing and Communications, 2014 IEEE 6th Intl Symp on Cyberspace Safety and Security, 2014 IEEE 11th Intl Conf on Embedded Software and Syst (HPCC, CSS, ICESS), 2014 IEEE Intl Conf on(pp. 42-45). IEEE. Rohr, D., Neskovic, G., Lindenstruth, V. (2015). The L-CSC cluster: Optimizing power efficiency to become the greenest supercomputer in the world in the Green500 list of November 2014.Supercomputing frontiers and innovations,2(3), 41-48. Shaw, D. E., Grossman, J. P., Bank, J. A., Batson, B., Butts, J. A., Chao, J. C., ... Forte, A. (2014, November). Anton 2: raising the bar for performance and programmability in a special-purpose molecular dynamics supercomputer. InProceedings of the international conference for high performance computing, networking, storage and analysis(pp. 41-53). IEEE Press. Sridharan, V., Stearley, J., DeBardeleben, N., Blanchard, S., Gurumurthi, S. (2013, November). Feng shui of supercomputer memory positional effects in DRAM and SRAM faults. InHigh Performance Computing, Networking, Storage and Analysis (SC), 2013 International Conference for(pp. 1-11). IEEE. Stephan, M., Docter, J. (2015). JUQUEEN: IBM Blue Gene/Q Supercomputer system at the Jlich supercomputing centre.Journal of large-scale research facilities JLSRF,1, 1. Zgurskaya, H., Smith, J. (2016).Supercomputer Simulations Help Develop New Approach to Fight Antibiotic Resistance. ORNL (Oak Ridge National Laboratory (ORNL), Oak Ridge, TN (United States)).

Compare and Contrast of the Historical Figures Barrack Obama and Joel Osteen

Introduction Historical figures have been known to shape the lives of many people hence causing an influence to them. The leaders are remembered either by their political influence or religious influence. There are so many of them but in this paper, we shall look at two historical figures; Barrack Obama and Joel Osteen.Advertising We will write a custom essay sample on Compare and Contrast of the Historical Figures: Barrack Obama and Joel Osteen specifically for you for only $16.05 $11/page Learn More Barrack Obama Barrack Obama started his political career as early as 1996 when he was elected as a State Senator in Illinois (Price, 2009). His main achievement as a senator was reforming the ethical and health laws and looking after the welfare of the low-income earners when he sponsored a law that sought to increase tax credits. He however resigned in 2004 when he was elected to the U.S Senate. He was inaugurated as the 44th and the 1st African American p resident in 2009 and is still running the office to date. He has already achieved a lot in this short period that he has been in office and will be remembered by many. Among the notable achievements is his reversed ban that had been directed by President George Bush on federal funding establishments that permitted abortion and withdrawal from Iraq the U.S military troops (Wheeler, 2009). Obama has also been on the forefront in the fight to end the Iraq and Afghanistan war. Joel Osteen He is a religious leader who took over Lakewood Church in 1999 after the death of his father. He travels all over the nation spreading the word of God and he reaches over five million viewers in over 100 media coverage. He has transformed a lot of people’s lives with his message (Lanham, 2008). He is also the best selling author and he has sold million copies of his books in America and abroad; he was included in the list of the ‘ten most fascinating people’ by Barbara Walter. He ha s reached to the less fortunate in the society and he will be remembered mostly in his generous contributions and inspirational teachings to them (Young, 2007). Comparisons and Contrast between Barrack Obama and Joel Osteen The only notable contrast in their type of leadership is that while Obama involves himself in politics, Osteen is a religious leader. They have similar leadership styles in that they have both been termed as ‘life coach.’ Thy have a wide scope of influence in their leadership as seen in by their following. Obama for example is said to have won the senator’s seat with 70% vote and Osteen on the other hand has over 5 million followers in his ministry and has in addition sold over millions copies of his books.Advertising Looking for essay on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More Both are educated and possess a good knowledge in their works that make them effective leaders. They also perf orm their duties with utmost sincerity and for the good of their followers. They have been considered as servant-leaders who have influenced the lives of many people in a positive manner. They are also public speakers, a factor that makes their communication skills outstanding to garner their supporter’s confidence. They will both be remembered as inspirational leaders. Obama has written inspirational books about the effects of drugs in his teenage life and Osteen has written many inspirational books of different topics, their speeches are also inspirational. The most notable Obama speech was the one he delivered during his inauguration (American Rhetoric, 2009). References American Rhetoric (2009). Barrack Obama: President Inaugral Address. Online Speech Bank. Web. Lanham, R. (2008). The Sinner’s Guide to the Evangelical Right. London; Sage Publications Price, J. (2009). Barrack Obama: The Voice of an American Leader. New York: Greenwood Publishing Ltd Wheeler, J. (20 09). Barrack Obama: 44th President of the United States. Tuskon: University of Arizona Press Young, R. (2007). The Rise of Lakewood Church and Joel Osteen. New York; Whitaker House PublishersAdvertising We will write a custom essay sample on Compare and Contrast of the Historical Figures: Barrack Obama and Joel Osteen specifically for you for only $16.05 $11/page Learn More This essay on Compare and Contrast of the Historical Figures: Barrack Obama and Joel Osteen was written and submitted by user TheH0wl1ngC0mmand0s to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

illustrator essays

illustrator essays Eric Carle is an acclaimed creator of innovatively illustrated picture books for very young children. His best-known work, The Very Hungry Caterpillar, has been translated into more than 30 languages and sold over eighteen million copies. Since the Caterpillar was published in 1969, Carle has illustrated and wrote more than seventy books, many of which were best sellers. Carle was born in Syracuse, New York, in 1929 and later moved to Germany with his parents where he was educated and eventually graduated from the prestigious art school, the Akademie der bildenden Kunste. However, he had a dream to always return to America, the land of his happiest childhood memories. In 1952 with a well-developed portfolio, he returned to New York. There he found a job as a graphic designer in the promotion department of The New York Times. In the mid 1960s, Carle became the art director for an advertising agency. While there Bill Martin Jr. saw an ad of a red lobster that Carle had designed for an advertisement and was impressed enough to ask Carle to illustrate Martins book Brown Bear, Brown Bear, What Do You See? . This experience brought back memories of large sheets of paper, colorful paints, and fat brushes from his earlier school years. He was opened to something special that would change his life. This was the beginning of Eric Carles true career. Carle soon found that illustrating alone was not entirely satisfying and wanted to try writing as well. He began to make rough books of his ideas and stored them in a small cardboard box. When he illustrated an historical cookbook, the editor heard about his box of ideas and asked to see them. He submitted 1,2,3 to the Zoo. He then showed the editor a story about a worm that ate holes through the pages. This was how The Very Hungry Caterpillar was born. Almost without trying, Carle had become an author and illustrator of books for children. ...

The American Dream Essay Example | Topics and Well Written Essays - 500 words

The American Dream - Essay Example Essay on The American Dream provides us with numerous controversies that have emerged regarding The American Dream from diverse intellectuals in both America and other global states. Mainly, these encompass the real, practical meaning of The American Dream besides what the incumbent and other former patriotic leaders have tried passing on to the citizens. The essay example shows that some intellectuals and especially from the other global states have linked The American Dream with greed for materialistic gain, whereby they have cited US’ pretentious diplomacy. Since, US’ interest in other global states’ affairs is not to help them to resolve conflicts or ensure peace, but dexterously benefit from them especially in the oil rich regions (Middle East) (Gawenda). Consequently, this has prompted numerous spiritual intellectuals stating the actual hidden meaning of the dream as â€Å"greed, capitalism and failure of spirituality† evidenced in the America presen tly (Lillie 36). This is evident in the current US’ augmenting moral decay characterized by legalizing of both marijuana and gay marriages. Some intellectual critics have also cited the prevailing racism and inequality among the Americans have soiled the real meaning of the esteemed American Dream. This is because many people especially those emanating from the lower class claim that, only the whites comprise the high percent of affluent Americans.

Properrty Law Case Study Example | Topics and Well Written Essays - 2000 words

Properrty Law - Case Study Example Arnold, however, paid the mortgage instalments until he died in 2001, leaving all his property to Wendy. Very shortly thereafter, Bill's marriage broke up and he had to leave his matrimonial home. Wendy invited him in writing to move in with her "as you have a share in it anyway". Bill moved in, together with his son, then aged 8. Thereafter Bill paid some of the mortgage instalments. The mortgage loan was paid off by 2006, Bill having paid instalments equal to 25% of the original purchase value. Wendy has now died, by her will leaving all her property in equal shares between her two daughters and one son, all of whom had by then left home. They are now indicating that they would like the house to be sold so that they can share the money between them. Bill and his son, now aged 15, wish, however to remain You are a trainee in the firm of solicitors consulted by Bill. Your principal has asked you to research the relevant law and report to the principal (in 1,000 words) on the legal principles and relevant case and statute law as to (ii) Your principal has also asked you to do a separate piece of research, unconnected to these facts, as she has heard that there have been a number of recent cases concerning the presumptions of advancement. She wants you to give her a summary, in 500 words, of the cases in the last 6 years that have concerned these presumptions. You are a trainee in the firm of solicitors consulted by Bill. Your principal has asked you to research the relevant law and report to the principal (in 1,000 words) on the legal principles and relevant case and statute law as to (a) what are the current legal and beneficial interests in the house (b) on the basis that Bill is not solely entitled, could Wendy's daughters and son (or any of them) force a sale of the house. The principal will then formulate the advice to give to Bill. (ii) Your principal has also asked you to do a separate piece of research, unconnected to these facts, as she has heard that there have been a number of recent cases concerning the presumptions of advancement. She wants you to give her a summary, in 500 words, of the cases in the last 6 years that have concerned these presumptions. Introduction The Parliament of Commonwealth has the power to legislate and standardise real estate practice that under the assumption that bill pass by the two houses. 2. Australian Constitutional system and power Constitution of Australia authorizes the legislative power to the commonwealth and states concurrently and divides it up by specifying a list of subjects on which the Australian Parliament may enact laws, which is known as Section 51 of the Australia Constitution Act (Ron McCallum 2006) . Any subjects who fall outside this list are exclusively available to the state parliament.This pattern of distribution follows the model of the United States Constitution and differs from the plan adopted by Canada by the British North America Act 1867 . It appears that the Federal Parliament is stronger than the State parliament, but only in the narrowly defined field of activity. So whether the real estate

Analyze the article Assignment Example | Topics and Well Written Essays - 250 words - 4

Analyze the article - Assignment Example Green building is an approach used by environmentalist and engineers to come up with eco-friendly structures that are sustainable. According to GSA (2010), green building techniques and materials for construction of buildings determine the level of energy consumption and other resources in the environment. To support this argument, they carried out research that showed a decline in the cost of energy consumption being below 45 percent, and water use had dropped below 39% in the US. Green building will help come up with eco-friendly industries and residential structures that will cut down pollution and emission of gases by industries, which lead to global warming. Recycling and reuse of material such as wood, fiber and plastics ensure the environment is safe. Moreover, use of solar panels in green building cuts down the demand for hydroelectric power and diesel generated power. This consequently leads to alternative use of energy sources for applications that depend solely on fossil f uel, which is a leading pollutant. Sustainability is a responsibility we cannot neglect if we want our future generation to live in a clean place. This technology in green building holds a solution to the many problems we face today on energy consumption, pollution and global warming. I concur with the fact that green building is an eco-friendly development that industries and individuals should emulate to save the

Impact of Work Life Balance on Performance

Impact of Work Life Balance on Performance CHAPTER ONE Its all about quality of life and finding a happy balance between work and friends and family Philip Green, British billionaire businessman 1. INTRODUCTION: In cultured and well developed societies including both eastern and western countries the conflicts of work and life balance has been the main issue in the modern and globalised economy. Apparently, the need to maintain flexible work-life balance has become essential as the number of female workers and part time workers have gained more part in the growing globalised multinational organisations (Shelton, 2006). These conflicts are traditionally from societal norms which still requires a man to concentrate on careers rather than on family issues, and it works vice versa with the female members of the society who are supposed to take care of the family more rather than working towards their career options (Walker et al., 2008). The work-life pressures and conflict between personal and professional roles has become the primary area for researches to find the impact of organisational performance due to the imbalanced work-life culture and especially the source of disadvantages women faces in the corporate society. It can be justified as the focus was more on low payment, part-time work culture and absence at the top levels of business (Doherty, 2004). Some more researches of Human Resource and their roles argued that the work-life issue affects the living standards of their employees (Hammer et al., 2004; Shelton, 2006). It was also proved by Shelton (2006), that the working pattern affects the work-life culture and strategies to maintain a balanced structure and the organisational performance. In United Kingdom a variety of work-life balance rules and policies has been implemented by the Labour government since their three successive rules since 1997 (Lewis and Campbell, 2007). 1.1 PURPOSE AND RESEARCH QUESTION: The main purpose of this research work is to analyse the impact of work-life balance on the organisational performance, especially the retail sector (TESCO), which is operating at a huge scale in United Kingdom and Europe and moving internationally. The main area of this research concentrates on the shop floor workers who work in direct relation with their customers who are the main sources of income for the organisation. This study can be used by the Store Managers and Operational Managers of TESCO to develop and implement various needs and wants of their employees especially the shop floor workers in order to improve the organisational performance. The following questions are considered to be the main areas of my research: How the imbalanced work-life culture affects the organisational performance in the retail industry (TESCO), whose main customers is the general public. This question leads to some sub-questions which need to be analysed in order to attain the answer for the main area of study, specifically: How organisations handle work-life conflicts? Is there any influence on the work-life balance strategies on Human Resource and other management practices? What are the main strategies to maintain a balanced work-life culture? What are the main factors of motivation? Is there any relationship between work-life balance and organisational performance? My research is organised in a flow to understand the needs and wants of an employees who works in direct contacts with customers. In my first chapter the major definitions to terms, role of balanced work-life culture, and its importance in relation with Human Resource Management is discussed before moving to the literature part of my research work. In the next chapter the previous studies relating to my research work has been critically analysed to support my research work and moving down to methodology chapter to state how the data collection work was carried out to support my research. This chapter depicts the ways used to collect data and how it was interpreted. The last chapter of my research work is the crucial one and it analysis all the data and gives empirical results of my research study supported by recommendations and conclusion to my work. 1.2 BACKGROUND: In the developed countries, the work-life balance conflict has gained its prominence as the globalised world tends to increase the level of competition among the rival firms in the same sector. Hence, it is considered that Human Resource Management department has a role to play in maintaining a balanced work-life culture in order to motivate the employees to work committed for the organisational growth. The retail market in the United Kingdom is expected to plunge by 15% by 2011 valuing over  £312bn (Datamonitor, UK Retail Futures 2011), showing the slowdown in the annual growth and the increase in the operating cost which acts as the hindrance to utilise the limited available capital. The world economic crisis and changes in the spending perspective of the general public has changed the way the retail industry was operating. Thus, Human Resource is considered as the vital department to tackle this operational changes by finding right people for the right job and ensure they work c ommitted for the organisational growth. Thus overall view of the retail industry has been a tough challenge for the HRM to provide high standards of training and development programmes to their employees. But at the same time it is necessary to understand the needs and requirements of the employees at the operational level who directly work with the end customers in order to provide quality services. TESCO, a leading supermarket retailer in the food and non-food sector operating in United Kingdom and in 13 other countries around the world have more than 500,000 employees and moving rapidly with new and potential markets. This shows the importance of Human Resource Management to maintain a balanced work-life culture which will boost organisational growth. There are various motivational factors that gives job satisfaction and helps to maintain a balanced life, which has to be identified in order to concentrate on that to provide quality training and development needs. 1.3 CONCLUSION: This research work concentrates on finding the motivational factors and the level of awareness among the Customer Assistants who work in the shop floor of TESCOs to improve the training and development programmes. The current economic situation has spared the corporate with limited sources and hence it is not wise to spend lot of money on unnecessary and unwanted programmes. The researcher has used the time and resources to collect and discuss some related topics in the literature review chapter before choosing his research methods. After the discussion about the importance of the objectives in the literature review the researcher moves to methodology chapter to know about the available methods and techniques to collect and analyse the data. At last the analysed data is used to interpret and conclude the argument to find out some recommendations for the organisation. CHAPTER TWO LITERATURE REVIEW: A days work is a days work, neither more nor less, and the man who does it needs a days sustenance, a nights repose and due leisure, whether he be painter or ploughman George Bernard Shaw 2.1 INTRODUCTION: The role of Human Resource Management has increased lately, as the globe has become too small and the brands have moved internationally. This revolution in the global trade has increased the nature of job to be more time bound and customer oriented leaving the employees lot of stress to maintain a balanced work-life culture. Hence, it has become the primary role of Human Resource Department to train and develop their employees to maintain a balanced work-life culture. This chapter finds the literature research works that have been carried out in the past to support the research questions and aims and objectives of the research work. 2.2 HUMAN RESOURCE MANAGEMENT: The Human Resource Management (HRM) is undergoing significant change in designing management systems to utilise the skilled human talents efficiently and effectively to attain the increased levels of organisational goals. All types of organisations, including from small to big, have to recruit, select, train and manage effectively to attain their individual and corporate goals. Hence, Human Resource is essential to fulfil the requirements of both side employees and employers. On the other hand HR has to abide by the legal systems that has been passed out by the government of the nation, and especially in case of international or multinational business firms. Therefore Human Resource Management is considered to be a vital management department whose prime responsible not only stick to recruitment and placing the employees under job, but extends from job satisfaction and retention till retirement, as they are the main capital of every organisation (Mathis and Jackson, 2007). The introduction of part time work culture in United Kingdom has been the cause for the improvement of HRM activities as the multicultural society faces lot of legal and other issues from social backgrounds. Especially the retail giants like TESCO, Sainsbury, Primark, and Marks Spencer are investing lot of their time and money to frame some strategic systems to maintain a balanced work culture which has its direct impact on the organisational performance (Maxwell et al., 2008). On the contrary some people take their employment as their career opportunity to grow within an organisational sector and works dedicated balancing both lives. In such cases the Human Resource Management has to support their employees through training and development programmes to motivate them to go forward with their balanced work life. 2.3 RETAIL INDUSTRY: The growing technology and internationalisation has been a challenge to most industries including the retail industry which operates all over the west and in direct relationship with their customers. This is one of the major industries which have close contact with the customers daily on face to face basis. Hence, this industry requires the employees to be have well balanced work-life culture to deal smoothly with their customers. Retail internationalisation has gained overwhelming focus during the recent years, as the concept of globalisation has attained maturity. This concept has given the well-established retailers like TESCO, Sainsbury, Wall-Mart, etc., to move into international markets with their strong domestic success. The new concepts in the Human Resource Management and the development in the globalisation has given lots of challenges to maintain employees at peace across culture and across global and international laws (Burt et al., 2005). Until late 1990s products were c entral to some organisations, including both intangible and tangible assets. Traditionally manufactures were concerned about the designing and production of goods, whilst retailers were engaged in gathering the products for directly selling to the customers. Moving forward with the economic and cultural changes, the way the retailers work have been changed from just retailing the products and services to manufacture, market, and sell their goods and services and make it available to customers at all convenient levels. Thus the retail market has widened its business from selling to overall business opportunities. The retail industry has split further into various sectors and includes various types of products and contributing a major chunk to the Gross Domestic Product (GDP) of United Kingdom, both in the production output and employment rate (Varley, 2001). This evolution of retail business in the west especially in the Europe and United States has given lot of opportunities to the retail business to set up lots of projects under pipeline. This developed the construction and food industry in the United Kingdom and in most European countries. The development in the retail industry has widened the opportunities for the international studen ts and the locals studying in United Kingdom. The retail industry in-spite of recession is doing good and pushing the economy from recession to recovery. During 2007, retail industry has produced the highest return in the property business. The retail business has increased the existence of shopping centres accommodating lots of restaurants, entertainment and other complexes which attracts a huge customer base (Dijkman, 2008). The 2007-2008 economic crisis had shaken the entire industry from its development. Though the economic hit was hard, the retail industry jumped out from the storm to lead the economy towards recovery. The growth of high street business was slowed down during March 2009 and thereon, whereas more than 13% of retailers showed stronger sales during this period when compared to the same period a year ago in 2007. This proved the consumer spending is more in the retail industry and its plays an important challenge to the Human Resource Management to rightly take up this opportunity to develop their business. Hence Human Resource works out to fix employee satisfaction and employees benefit to increase their operational output (Wade, 2010). 2.4 ORGANISATIONAL CULTURE: Human Resource department has become the back bone of every organisation, and it is vital for the employees to know how it operates. In others view it is urged that Human Resource is an evil, a bureaucratic force enforcing unnecessary rules and regulations, restricting innovation and hinders the required changes. The Human Resource department is responsible in finding the suitable hires for the right job at the right time, which is considered as one of the main reason for increasing job stress and unsatisfactory level of performance (Mathis and Jackson, 2007). Any strategic activity by HRM is done once it has identified and analysed thoroughly the surroundings or environment where it operates. Hence, organisational culture plays a vital role in maintaining work life balance among its employees (Torrington et al., 2005). Human Resource Management (HRM) is considered as the basis of all management and not as the basis for business activity. The old organisational culture of depending on product or services offered by them to increase the organisational performance does not hold well in modern developed economy. The employees or workers of the company are considered as the major asset to increase the organisational performance and brand image in the market. Managing these resources has to be done constantly by balancing the organisational needs and employees needs that work together to attain the corporate objectives. The changes in the workforce and expectations among the employees and companies HR managers have to work innovatively to convert their organisational background or culture a more friendly and efficient. Especially the employees working in the retail market is considered as the important market in the United Kingdom and are forms the major workforce (Boone, L., and Kurtz, D., 2008). 2.5 E-HUMAN RESOURCE MANAGEMENT: The modern technological world has witnessed changes in the policies and practices that have been followed in old organisational culture. It is very important for all brick-and-mortar organisations to adopt changes out from the introduction of electronic and web based practices, as the newly introduced web based practices changed the business-to-business practices, the activities of a marketplace, changes in the supply chain, and acts as a catalyst for business. These changes provide HR management with lots of challenges to maintain value in the system to attract the employees and make them satisfied with their work culture in order to maintain a balanced work-life culture to improve the organisational performance. The dot com business has changed the way the business was carried out and it has given a challenging work culture to the employees in all major sectors including the retail market. This revolutionary age has been the reason for Enron to file bankruptcy, and internet age is growing together with the business and globalisation and not going down. The growth in the B2B business and B2C business has enhanced the usage of eHRM within and outside the organisation. This has been a challenge to maintain work-life balance as this web based technology has introduced work from home culture, any time availability for work, etc., which disturbs the personal life at every moment (Torres-Coronas and Arias-Oliva, 2005). 2.6 WORK LIFE BALANCE: Work-life balance is usually viewed as the lack of work-life conflict or mostly the strength in which where work life interferes with family life or vice versa (Grzywacz and Carlson, 2007). Work-life balance relates to the absence of conflict in their personal and professional life (Clark, 2000) as satisfaction and committed and dedicated work without any role conflicts (Guest, 20002). Shaw (2003) has stated that work-life balance extents to individuals who are engaged equally and fully satisfied in both places. It is also considered as a global assessment that work resources meet family demands, and family resources meet work demands such that participation is effective in both domains (Voydanoff, 2005; Grzywacz and Carlson, 2007). Work and leisure is no longer related to any certain kind of jobs or market, and it has become an international requirement for every organisation to compete with their rivals and maintain a satisfied employees group (Lewis, 2003). In terms of United King doms department of Trade and Industry, Work-Life balance is defined as the about adjusting working patterns regardless of age, race or gender, [so] everyone can find a rhythm to help them combine work with their other responsibilities or aspirations (Maxwell, 2005). It is always considered that the work-life balance is very essential to maintain a health working conditions for the organisational benefit and for the benefit of its employees (Barnett, 1998; Edwards and Rothbard, 2000). Similarly, it had been proved by so many research works that the conditions of work life balance have its impact on the performance of the organisation (Kersley et al., 2005; Bureau of Labour, 2007). To maintain work and life a in a balanced scale, there are so many factors and so many persons to play in maintaining balance and harmony of their employees (Allen et al., 2006). Work life balance concerns on employees having a measure to control about where, when and how they work (Clutterbuck, 2003), and the new policies are initiated in strengthening the work life balance in United Kingdom and European Union (DTI, 2002; Lewis et al., 2003) and it has been argued that the employees should co-ordinate various aspects of professional and personal life to have a balanced life. After the introduction of globalisation in the economy, most organisations including the retail firms have started to move across cultures and across oceans to increase their presence and customer base. So, it has seen an intense increase in the working peoples working hours and their working life, which has both positive and negative impact on individuals professional and personal life (Lewis et al., 2003; Bryson et al., 2007; Bulger et al., 2007; Fereday, 2007). This term work-life balance has come out to replicate the concerns the working individuals face to manage their lives equally to improve the living conditions of the society and the performance of the organisation (Greenblatt, 2002; de Cieri et al., 2005; Pocock, 2005; Bryson et al., 2007, Fleetwood, 2007, McDonald et al., 2007). The retail industries have grown to support the community and it has converted the main stores to provide 24/7 services to the society (Pryjmachuk and Richards, 2007). Supple working conditions facilitate autonomy in work place and it improves work-life balance of the employees (Barriball et al., 2007; Dwyer et al., 2007). Many organisations tout work-life balance as a value, and always the workaholics are given more rewards and respect. But this concept holds no good any more as the introduction of globalisation and its cultural impact has turned the organisations to show more interest in maintaining work-life balance for its employees. The modern era has c reated more leaders to pay their attention towards work-life balance and they moralize the good value of upholding a balanced life inside and outside the organisation. It helps to improve more productivity while at work. Work and family issues are not the case during survival farmers and their families worked together to make a living. It has started once the family units made a male breadwinner for their house-wives. It was stated that during world war II, when most of the men in the west are out for war, the women population of more than70% were in the workforce, including pregnant women, which had been a hot topic of those times to maintain balance between their family commitments and to make a living (Shilling, 2009). It is very important to maintain a good balance especially when the employees have kids and old people to take care at home. In the views of Shelton (2006), work-life disagreement is the form of inter-role issue starting due to stress originating from one or more roles and responsibilities. The bonus, pay and other options are great but at the same time every job has got its roles and responsibilities that gives pressures and has direct and indirect effects on the personal and organisational life. This depends on the leadership and managerial skills of the manager who manages the team (Flaum, 2009). Especially women employees are considered more sentimental and dedicated towards their personal and professional life and have less free time as they are tied up with family and society. Shelton (2006) created a hypothetical framework on the constructs based on role conflicts and role involvement to positive plans the effective strategies to reduce work-life conflicts, through influencing roles. The work-life conflict reduces the well-being of the organisational culture and gradually affects the overall organis ational performance. 2.7 HISTORICAL OUTLOOK OF WORK-LIFE BALANCE: Since the introduction of globalisation and free trade, organisations started to move globally and freely with fewer restrictions on investments in the outside market and this has changed the roles and responsibilities of HRM. Originally the issue of work-life was considered as a problem between family and work (Lewis, 2003), and eventually it was argued that its not the issue between work and life, but between the organisational performance and employee satisfaction and dedication towards work. Furthermore the working timings of the employees were considered as one of the major issue to maintain a balanced work culture and they have introduced flexitime to challenge this issue. This issue broadened along men, women, families, and cultures of the organisations (Bird, 2006). Major research work considers individuals as a unit (Family or Team) and not as separate individual who works without any relationship with their sub-ordinates. Traditionally it is viewed as the absence of conflic t among work and family, or the level of intensity or frequency of work interfering family or vice versa (Grzywacz and Carlson, 2007). 2.8 GLOBAL AND DOMESTIC WORK-LIFE BALANCE MODELS: In many contexts it is considered whether the domestic models hold good in international podium, where the globalisation has changed the international business are carried out. In the global context the main issues to be examined is whether work interferes with life on certain outcomes. In United States it has been proved that the domestic work interferes more on personal life than in any other country, but in other global environments it is considered that personal life interfere with work. This depends on the responsibilities and roles the employees play within an organisation and their role in the family, hence considering both sides from life to work and work to life (Greenhaus, 1988; Dixbury and Higgins, 1991; Frone et al., 1997; Edwards and Rothbard, 2000; Shaffer et al., 2001). The United Kingdom is facing lots of political issues out from people living longer, the changes in the needs of men and women in the labour market in terms of private life and other ways of working. Lots of models have been framed to calculate the work life balance of both genders at various periods and requirements of life. Shelton (2006) created a notional structure supporting role involvement and conflict to envisage the importance of strategies to lower the impacts of conflicts on balanced work culture or manoeuvring roles. This conflict is positively correlated with both organisational performance and family commitments. It is always considered that soaring levels of conflicts are expected for the female employees who have huge targets. 2.8.1 SCIENTIFIC MODEL: Frederick Taylor (1911) proposed that every job possibly will be measured by the amount of work completed and it is always linked with the number of pieces finished or piece rate. This theory is based on the concept that harder the employees work the more rewarded they are. Taylor considered that monetary benefits serve as the motivational factor for the committed employees to work more efficiently and effectively. 2.8.2 TWO FACTORS MODEL: Frederick Herzbergs two factor model or motivation-hygiene theory states certain motivational factors that will have positive impact on the role of employees towards organisational development, like the good basic pay and clean work environment. It was considered that once these factors are in place it automatically keeps up the strengths of the employees to work dedicated for the organisations and stays with the organisations for a long time. 2.8.3 HIERARCHY OF NEEDS: The above two theories were criticised by another great management guru, Maslow, where he showed that people needs to have certain basic needs like safe and secure workplace, emotional fulfilment, self esteem, relationship etc., to be with the organisation with their full committed minds and souls. This concept has gained its attraction since globalisation as it turned up many organisations to go international and grow parallel with the increasing technology and changing market culture. 2.9 LONGITUDINAL EFFECTS OF GLOBALISATION ON WORK-LIFE BALANCE: Globalisation has changed the way the works are being carried out and it has changed the roles and responsibilities at each level of hierarchy, giving both positive and negative effects in their balanced life. This also includes the mental strength, changes in the physique, health effects, etc., which might be a reason out of its increased job pressure or imbalanced work-life. 2.10 IS ORGANISATIONAL INTERVENTION IMPROVES WORK-LIFE BALANCE? The world worst economic crisis has given fears in the minds of workers at all levels of management and the management has restricted and reduced the spending on the organisational development in terms of employee benefits and other allowances, by considering cost effectiveness and cost cutting programmes to effectively handle the risked finance to reduce the risk of being cut. The increased concern about the security, family preferences, the multinational organisations are trying to implement various strategies to effectively use their capital for the retention of its skilled and talented employees by providing balanced work-life. However, it is not the only remedy to be auctioned to gain a balanced work group (Harris and Brewster, 2003; Poelmans, 2005). In the perspective of employees, Work Life Balance is maintaining balance between the roles and responsibilities at home and at work. Work Life Balance is the principle that paid employment should be integrated with domestic life and community involvement in the interests of personal and social well-being (Heery and Noon, 2008). Work Life Balance is not only the time we spend working against non-working. It is about how employees use their time to relax, work and energies themselves and spends time with their family and kids (Morgenstern, 2008). It is considered that there exist a direct relationship between the work life balance of the employees and the organisational performance. Work Life Balance is considered as a strategic model to implement lots of Human Resource polices and rules in order to change the organisational atmosphere and organisational cultur e of how the hierarchy works, i.e., either in the vertical way or horizontal way, leading to satisfied employees and managed which in turn leads to organisational success and improved growth. Strategies of Work Life Balance in organisations includes roles and polices including flexible work arrangements, childcare, depends care and other personal and parental benefits (Blari-Hoy and Wharton, 2002; Hyman and Summers, 2004; De Cieri et al., 2005). It is considered that the widespread changes in work-life issues and changes in the workforce demography in developing and developed societies have increased issues of work-life balance (Fleetwood, 2007; Lewis et al., 2007). The increased pressure towards the multi skilled employees out from roles and responsibilities has changed the organisational environment and work culture (Campbell and Charlesworth, 2004). Emphasis on family is considered as more important and higher quality and any imbalance caused by work has a negative effect on both personal and professional life (Frone et al., 1992; Greenhaus et al., 2003; Singh, 2010). Every job is considered to have an element of fun and it gives satisfaction and pleasure instead of stress and pressure. This directly and indirectly leads to the increased organisational output and innovation for the long strategic roles. The term has been in the field of Human Resource over the last two decades and it is considered a vital one in the developed and improve technological world. Work-Life balance is one of the major things to maintain balanced and motivated employees whom even monetary benefits cannot afford to improve the organisational performance. At times salary will not be an attractive one to hold back the employees within the organisation as a committed employee, but the balanced work-life culture provided by the organisations will hold the employees with commitment till their retirement in the same organisation (Mehra, 2010). Human Resource plays a vital role in maintaining transparency to ensure that the office environment doesnt create pressure on their empl oyees and their nature of work. Work-Life balance has been very famous for the last two decades where technology started encroaching peoples time more and more. It is considered that the term itself inherent some problem which presupposes a separation among work and life. In United States most companies offer work-life balance programs to attain competitive advantage whereas in Europe and United Kingdom it is considered as a social responsibility but it is considered that both these terms are not different and the goals are intertwined wherein competitive advantage can be gained through recruiting skilled employees and retaining with socially responsible activities to enhance the reputation of the organisation. 2.11 IMPACT OF WORK-LIFE BALANCE ON EMPLOYEES: Every organizations sets their workplace to be more attractive than their rivals to gain the competitive advantage through satisfying the employees needs and wants by providing balanced work-life culture. Some organisations still believe on the importance of money for the employees as they consider only monetary benefits motivate the individuals to work committed. Some companies find increasing Impact of Work Life Balance on Performance Impact of Work Life Balance on Performance CHAPTER ONE Its all about quality of life and finding a happy balance between work and friends and family Philip Green, British billionaire businessman 1. INTRODUCTION: In cultured and well developed societies including both eastern and western countries the conflicts of work and life balance has been the main issue in the modern and globalised economy. Apparently, the need to maintain flexible work-life balance has become essential as the number of female workers and part time workers have gained more part in the growing globalised multinational organisations (Shelton, 2006). These conflicts are traditionally from societal norms which still requires a man to concentrate on careers rather than on family issues, and it works vice versa with the female members of the society who are supposed to take care of the family more rather than working towards their career options (Walker et al., 2008). The work-life pressures and conflict between personal and professional roles has become the primary area for researches to find the impact of organisational performance due to the imbalanced work-life culture and especially the source of disadvantages women faces in the corporate society. It can be justified as the focus was more on low payment, part-time work culture and absence at the top levels of business (Doherty, 2004). Some more researches of Human Resource and their roles argued that the work-life issue affects the living standards of their employees (Hammer et al., 2004; Shelton, 2006). It was also proved by Shelton (2006), that the working pattern affects the work-life culture and strategies to maintain a balanced structure and the organisational performance. In United Kingdom a variety of work-life balance rules and policies has been implemented by the Labour government since their three successive rules since 1997 (Lewis and Campbell, 2007). 1.1 PURPOSE AND RESEARCH QUESTION: The main purpose of this research work is to analyse the impact of work-life balance on the organisational performance, especially the retail sector (TESCO), which is operating at a huge scale in United Kingdom and Europe and moving internationally. The main area of this research concentrates on the shop floor workers who work in direct relation with their customers who are the main sources of income for the organisation. This study can be used by the Store Managers and Operational Managers of TESCO to develop and implement various needs and wants of their employees especially the shop floor workers in order to improve the organisational performance. The following questions are considered to be the main areas of my research: How the imbalanced work-life culture affects the organisational performance in the retail industry (TESCO), whose main customers is the general public. This question leads to some sub-questions which need to be analysed in order to attain the answer for the main area of study, specifically: How organisations handle work-life conflicts? Is there any influence on the work-life balance strategies on Human Resource and other management practices? What are the main strategies to maintain a balanced work-life culture? What are the main factors of motivation? Is there any relationship between work-life balance and organisational performance? My research is organised in a flow to understand the needs and wants of an employees who works in direct contacts with customers. In my first chapter the major definitions to terms, role of balanced work-life culture, and its importance in relation with Human Resource Management is discussed before moving to the literature part of my research work. In the next chapter the previous studies relating to my research work has been critically analysed to support my research work and moving down to methodology chapter to state how the data collection work was carried out to support my research. This chapter depicts the ways used to collect data and how it was interpreted. The last chapter of my research work is the crucial one and it analysis all the data and gives empirical results of my research study supported by recommendations and conclusion to my work. 1.2 BACKGROUND: In the developed countries, the work-life balance conflict has gained its prominence as the globalised world tends to increase the level of competition among the rival firms in the same sector. Hence, it is considered that Human Resource Management department has a role to play in maintaining a balanced work-life culture in order to motivate the employees to work committed for the organisational growth. The retail market in the United Kingdom is expected to plunge by 15% by 2011 valuing over  £312bn (Datamonitor, UK Retail Futures 2011), showing the slowdown in the annual growth and the increase in the operating cost which acts as the hindrance to utilise the limited available capital. The world economic crisis and changes in the spending perspective of the general public has changed the way the retail industry was operating. Thus, Human Resource is considered as the vital department to tackle this operational changes by finding right people for the right job and ensure they work c ommitted for the organisational growth. Thus overall view of the retail industry has been a tough challenge for the HRM to provide high standards of training and development programmes to their employees. But at the same time it is necessary to understand the needs and requirements of the employees at the operational level who directly work with the end customers in order to provide quality services. TESCO, a leading supermarket retailer in the food and non-food sector operating in United Kingdom and in 13 other countries around the world have more than 500,000 employees and moving rapidly with new and potential markets. This shows the importance of Human Resource Management to maintain a balanced work-life culture which will boost organisational growth. There are various motivational factors that gives job satisfaction and helps to maintain a balanced life, which has to be identified in order to concentrate on that to provide quality training and development needs. 1.3 CONCLUSION: This research work concentrates on finding the motivational factors and the level of awareness among the Customer Assistants who work in the shop floor of TESCOs to improve the training and development programmes. The current economic situation has spared the corporate with limited sources and hence it is not wise to spend lot of money on unnecessary and unwanted programmes. The researcher has used the time and resources to collect and discuss some related topics in the literature review chapter before choosing his research methods. After the discussion about the importance of the objectives in the literature review the researcher moves to methodology chapter to know about the available methods and techniques to collect and analyse the data. At last the analysed data is used to interpret and conclude the argument to find out some recommendations for the organisation. CHAPTER TWO LITERATURE REVIEW: A days work is a days work, neither more nor less, and the man who does it needs a days sustenance, a nights repose and due leisure, whether he be painter or ploughman George Bernard Shaw 2.1 INTRODUCTION: The role of Human Resource Management has increased lately, as the globe has become too small and the brands have moved internationally. This revolution in the global trade has increased the nature of job to be more time bound and customer oriented leaving the employees lot of stress to maintain a balanced work-life culture. Hence, it has become the primary role of Human Resource Department to train and develop their employees to maintain a balanced work-life culture. This chapter finds the literature research works that have been carried out in the past to support the research questions and aims and objectives of the research work. 2.2 HUMAN RESOURCE MANAGEMENT: The Human Resource Management (HRM) is undergoing significant change in designing management systems to utilise the skilled human talents efficiently and effectively to attain the increased levels of organisational goals. All types of organisations, including from small to big, have to recruit, select, train and manage effectively to attain their individual and corporate goals. Hence, Human Resource is essential to fulfil the requirements of both side employees and employers. On the other hand HR has to abide by the legal systems that has been passed out by the government of the nation, and especially in case of international or multinational business firms. Therefore Human Resource Management is considered to be a vital management department whose prime responsible not only stick to recruitment and placing the employees under job, but extends from job satisfaction and retention till retirement, as they are the main capital of every organisation (Mathis and Jackson, 2007). The introduction of part time work culture in United Kingdom has been the cause for the improvement of HRM activities as the multicultural society faces lot of legal and other issues from social backgrounds. Especially the retail giants like TESCO, Sainsbury, Primark, and Marks Spencer are investing lot of their time and money to frame some strategic systems to maintain a balanced work culture which has its direct impact on the organisational performance (Maxwell et al., 2008). On the contrary some people take their employment as their career opportunity to grow within an organisational sector and works dedicated balancing both lives. In such cases the Human Resource Management has to support their employees through training and development programmes to motivate them to go forward with their balanced work life. 2.3 RETAIL INDUSTRY: The growing technology and internationalisation has been a challenge to most industries including the retail industry which operates all over the west and in direct relationship with their customers. This is one of the major industries which have close contact with the customers daily on face to face basis. Hence, this industry requires the employees to be have well balanced work-life culture to deal smoothly with their customers. Retail internationalisation has gained overwhelming focus during the recent years, as the concept of globalisation has attained maturity. This concept has given the well-established retailers like TESCO, Sainsbury, Wall-Mart, etc., to move into international markets with their strong domestic success. The new concepts in the Human Resource Management and the development in the globalisation has given lots of challenges to maintain employees at peace across culture and across global and international laws (Burt et al., 2005). Until late 1990s products were c entral to some organisations, including both intangible and tangible assets. Traditionally manufactures were concerned about the designing and production of goods, whilst retailers were engaged in gathering the products for directly selling to the customers. Moving forward with the economic and cultural changes, the way the retailers work have been changed from just retailing the products and services to manufacture, market, and sell their goods and services and make it available to customers at all convenient levels. Thus the retail market has widened its business from selling to overall business opportunities. The retail industry has split further into various sectors and includes various types of products and contributing a major chunk to the Gross Domestic Product (GDP) of United Kingdom, both in the production output and employment rate (Varley, 2001). This evolution of retail business in the west especially in the Europe and United States has given lot of opportunities to the retail business to set up lots of projects under pipeline. This developed the construction and food industry in the United Kingdom and in most European countries. The development in the retail industry has widened the opportunities for the international studen ts and the locals studying in United Kingdom. The retail industry in-spite of recession is doing good and pushing the economy from recession to recovery. During 2007, retail industry has produced the highest return in the property business. The retail business has increased the existence of shopping centres accommodating lots of restaurants, entertainment and other complexes which attracts a huge customer base (Dijkman, 2008). The 2007-2008 economic crisis had shaken the entire industry from its development. Though the economic hit was hard, the retail industry jumped out from the storm to lead the economy towards recovery. The growth of high street business was slowed down during March 2009 and thereon, whereas more than 13% of retailers showed stronger sales during this period when compared to the same period a year ago in 2007. This proved the consumer spending is more in the retail industry and its plays an important challenge to the Human Resource Management to rightly take up this opportunity to develop their business. Hence Human Resource works out to fix employee satisfaction and employees benefit to increase their operational output (Wade, 2010). 2.4 ORGANISATIONAL CULTURE: Human Resource department has become the back bone of every organisation, and it is vital for the employees to know how it operates. In others view it is urged that Human Resource is an evil, a bureaucratic force enforcing unnecessary rules and regulations, restricting innovation and hinders the required changes. The Human Resource department is responsible in finding the suitable hires for the right job at the right time, which is considered as one of the main reason for increasing job stress and unsatisfactory level of performance (Mathis and Jackson, 2007). Any strategic activity by HRM is done once it has identified and analysed thoroughly the surroundings or environment where it operates. Hence, organisational culture plays a vital role in maintaining work life balance among its employees (Torrington et al., 2005). Human Resource Management (HRM) is considered as the basis of all management and not as the basis for business activity. The old organisational culture of depending on product or services offered by them to increase the organisational performance does not hold well in modern developed economy. The employees or workers of the company are considered as the major asset to increase the organisational performance and brand image in the market. Managing these resources has to be done constantly by balancing the organisational needs and employees needs that work together to attain the corporate objectives. The changes in the workforce and expectations among the employees and companies HR managers have to work innovatively to convert their organisational background or culture a more friendly and efficient. Especially the employees working in the retail market is considered as the important market in the United Kingdom and are forms the major workforce (Boone, L., and Kurtz, D., 2008). 2.5 E-HUMAN RESOURCE MANAGEMENT: The modern technological world has witnessed changes in the policies and practices that have been followed in old organisational culture. It is very important for all brick-and-mortar organisations to adopt changes out from the introduction of electronic and web based practices, as the newly introduced web based practices changed the business-to-business practices, the activities of a marketplace, changes in the supply chain, and acts as a catalyst for business. These changes provide HR management with lots of challenges to maintain value in the system to attract the employees and make them satisfied with their work culture in order to maintain a balanced work-life culture to improve the organisational performance. The dot com business has changed the way the business was carried out and it has given a challenging work culture to the employees in all major sectors including the retail market. This revolutionary age has been the reason for Enron to file bankruptcy, and internet age is growing together with the business and globalisation and not going down. The growth in the B2B business and B2C business has enhanced the usage of eHRM within and outside the organisation. This has been a challenge to maintain work-life balance as this web based technology has introduced work from home culture, any time availability for work, etc., which disturbs the personal life at every moment (Torres-Coronas and Arias-Oliva, 2005). 2.6 WORK LIFE BALANCE: Work-life balance is usually viewed as the lack of work-life conflict or mostly the strength in which where work life interferes with family life or vice versa (Grzywacz and Carlson, 2007). Work-life balance relates to the absence of conflict in their personal and professional life (Clark, 2000) as satisfaction and committed and dedicated work without any role conflicts (Guest, 20002). Shaw (2003) has stated that work-life balance extents to individuals who are engaged equally and fully satisfied in both places. It is also considered as a global assessment that work resources meet family demands, and family resources meet work demands such that participation is effective in both domains (Voydanoff, 2005; Grzywacz and Carlson, 2007). Work and leisure is no longer related to any certain kind of jobs or market, and it has become an international requirement for every organisation to compete with their rivals and maintain a satisfied employees group (Lewis, 2003). In terms of United King doms department of Trade and Industry, Work-Life balance is defined as the about adjusting working patterns regardless of age, race or gender, [so] everyone can find a rhythm to help them combine work with their other responsibilities or aspirations (Maxwell, 2005). It is always considered that the work-life balance is very essential to maintain a health working conditions for the organisational benefit and for the benefit of its employees (Barnett, 1998; Edwards and Rothbard, 2000). Similarly, it had been proved by so many research works that the conditions of work life balance have its impact on the performance of the organisation (Kersley et al., 2005; Bureau of Labour, 2007). To maintain work and life a in a balanced scale, there are so many factors and so many persons to play in maintaining balance and harmony of their employees (Allen et al., 2006). Work life balance concerns on employees having a measure to control about where, when and how they work (Clutterbuck, 2003), and the new policies are initiated in strengthening the work life balance in United Kingdom and European Union (DTI, 2002; Lewis et al., 2003) and it has been argued that the employees should co-ordinate various aspects of professional and personal life to have a balanced life. After the introduction of globalisation in the economy, most organisations including the retail firms have started to move across cultures and across oceans to increase their presence and customer base. So, it has seen an intense increase in the working peoples working hours and their working life, which has both positive and negative impact on individuals professional and personal life (Lewis et al., 2003; Bryson et al., 2007; Bulger et al., 2007; Fereday, 2007). This term work-life balance has come out to replicate the concerns the working individuals face to manage their lives equally to improve the living conditions of the society and the performance of the organisation (Greenblatt, 2002; de Cieri et al., 2005; Pocock, 2005; Bryson et al., 2007, Fleetwood, 2007, McDonald et al., 2007). The retail industries have grown to support the community and it has converted the main stores to provide 24/7 services to the society (Pryjmachuk and Richards, 2007). Supple working conditions facilitate autonomy in work place and it improves work-life balance of the employees (Barriball et al., 2007; Dwyer et al., 2007). Many organisations tout work-life balance as a value, and always the workaholics are given more rewards and respect. But this concept holds no good any more as the introduction of globalisation and its cultural impact has turned the organisations to show more interest in maintaining work-life balance for its employees. The modern era has c reated more leaders to pay their attention towards work-life balance and they moralize the good value of upholding a balanced life inside and outside the organisation. It helps to improve more productivity while at work. Work and family issues are not the case during survival farmers and their families worked together to make a living. It has started once the family units made a male breadwinner for their house-wives. It was stated that during world war II, when most of the men in the west are out for war, the women population of more than70% were in the workforce, including pregnant women, which had been a hot topic of those times to maintain balance between their family commitments and to make a living (Shilling, 2009). It is very important to maintain a good balance especially when the employees have kids and old people to take care at home. In the views of Shelton (2006), work-life disagreement is the form of inter-role issue starting due to stress originating from one or more roles and responsibilities. The bonus, pay and other options are great but at the same time every job has got its roles and responsibilities that gives pressures and has direct and indirect effects on the personal and organisational life. This depends on the leadership and managerial skills of the manager who manages the team (Flaum, 2009). Especially women employees are considered more sentimental and dedicated towards their personal and professional life and have less free time as they are tied up with family and society. Shelton (2006) created a hypothetical framework on the constructs based on role conflicts and role involvement to positive plans the effective strategies to reduce work-life conflicts, through influencing roles. The work-life conflict reduces the well-being of the organisational culture and gradually affects the overall organis ational performance. 2.7 HISTORICAL OUTLOOK OF WORK-LIFE BALANCE: Since the introduction of globalisation and free trade, organisations started to move globally and freely with fewer restrictions on investments in the outside market and this has changed the roles and responsibilities of HRM. Originally the issue of work-life was considered as a problem between family and work (Lewis, 2003), and eventually it was argued that its not the issue between work and life, but between the organisational performance and employee satisfaction and dedication towards work. Furthermore the working timings of the employees were considered as one of the major issue to maintain a balanced work culture and they have introduced flexitime to challenge this issue. This issue broadened along men, women, families, and cultures of the organisations (Bird, 2006). Major research work considers individuals as a unit (Family or Team) and not as separate individual who works without any relationship with their sub-ordinates. Traditionally it is viewed as the absence of conflic t among work and family, or the level of intensity or frequency of work interfering family or vice versa (Grzywacz and Carlson, 2007). 2.8 GLOBAL AND DOMESTIC WORK-LIFE BALANCE MODELS: In many contexts it is considered whether the domestic models hold good in international podium, where the globalisation has changed the international business are carried out. In the global context the main issues to be examined is whether work interferes with life on certain outcomes. In United States it has been proved that the domestic work interferes more on personal life than in any other country, but in other global environments it is considered that personal life interfere with work. This depends on the responsibilities and roles the employees play within an organisation and their role in the family, hence considering both sides from life to work and work to life (Greenhaus, 1988; Dixbury and Higgins, 1991; Frone et al., 1997; Edwards and Rothbard, 2000; Shaffer et al., 2001). The United Kingdom is facing lots of political issues out from people living longer, the changes in the needs of men and women in the labour market in terms of private life and other ways of working. Lots of models have been framed to calculate the work life balance of both genders at various periods and requirements of life. Shelton (2006) created a notional structure supporting role involvement and conflict to envisage the importance of strategies to lower the impacts of conflicts on balanced work culture or manoeuvring roles. This conflict is positively correlated with both organisational performance and family commitments. It is always considered that soaring levels of conflicts are expected for the female employees who have huge targets. 2.8.1 SCIENTIFIC MODEL: Frederick Taylor (1911) proposed that every job possibly will be measured by the amount of work completed and it is always linked with the number of pieces finished or piece rate. This theory is based on the concept that harder the employees work the more rewarded they are. Taylor considered that monetary benefits serve as the motivational factor for the committed employees to work more efficiently and effectively. 2.8.2 TWO FACTORS MODEL: Frederick Herzbergs two factor model or motivation-hygiene theory states certain motivational factors that will have positive impact on the role of employees towards organisational development, like the good basic pay and clean work environment. It was considered that once these factors are in place it automatically keeps up the strengths of the employees to work dedicated for the organisations and stays with the organisations for a long time. 2.8.3 HIERARCHY OF NEEDS: The above two theories were criticised by another great management guru, Maslow, where he showed that people needs to have certain basic needs like safe and secure workplace, emotional fulfilment, self esteem, relationship etc., to be with the organisation with their full committed minds and souls. This concept has gained its attraction since globalisation as it turned up many organisations to go international and grow parallel with the increasing technology and changing market culture. 2.9 LONGITUDINAL EFFECTS OF GLOBALISATION ON WORK-LIFE BALANCE: Globalisation has changed the way the works are being carried out and it has changed the roles and responsibilities at each level of hierarchy, giving both positive and negative effects in their balanced life. This also includes the mental strength, changes in the physique, health effects, etc., which might be a reason out of its increased job pressure or imbalanced work-life. 2.10 IS ORGANISATIONAL INTERVENTION IMPROVES WORK-LIFE BALANCE? The world worst economic crisis has given fears in the minds of workers at all levels of management and the management has restricted and reduced the spending on the organisational development in terms of employee benefits and other allowances, by considering cost effectiveness and cost cutting programmes to effectively handle the risked finance to reduce the risk of being cut. The increased concern about the security, family preferences, the multinational organisations are trying to implement various strategies to effectively use their capital for the retention of its skilled and talented employees by providing balanced work-life. However, it is not the only remedy to be auctioned to gain a balanced work group (Harris and Brewster, 2003; Poelmans, 2005). In the perspective of employees, Work Life Balance is maintaining balance between the roles and responsibilities at home and at work. Work Life Balance is the principle that paid employment should be integrated with domestic life and community involvement in the interests of personal and social well-being (Heery and Noon, 2008). Work Life Balance is not only the time we spend working against non-working. It is about how employees use their time to relax, work and energies themselves and spends time with their family and kids (Morgenstern, 2008). It is considered that there exist a direct relationship between the work life balance of the employees and the organisational performance. Work Life Balance is considered as a strategic model to implement lots of Human Resource polices and rules in order to change the organisational atmosphere and organisational cultur e of how the hierarchy works, i.e., either in the vertical way or horizontal way, leading to satisfied employees and managed which in turn leads to organisational success and improved growth. Strategies of Work Life Balance in organisations includes roles and polices including flexible work arrangements, childcare, depends care and other personal and parental benefits (Blari-Hoy and Wharton, 2002; Hyman and Summers, 2004; De Cieri et al., 2005). It is considered that the widespread changes in work-life issues and changes in the workforce demography in developing and developed societies have increased issues of work-life balance (Fleetwood, 2007; Lewis et al., 2007). The increased pressure towards the multi skilled employees out from roles and responsibilities has changed the organisational environment and work culture (Campbell and Charlesworth, 2004). Emphasis on family is considered as more important and higher quality and any imbalance caused by work has a negative effect on both personal and professional life (Frone et al., 1992; Greenhaus et al., 2003; Singh, 2010). Every job is considered to have an element of fun and it gives satisfaction and pleasure instead of stress and pressure. This directly and indirectly leads to the increased organisational output and innovation for the long strategic roles. The term has been in the field of Human Resource over the last two decades and it is considered a vital one in the developed and improve technological world. Work-Life balance is one of the major things to maintain balanced and motivated employees whom even monetary benefits cannot afford to improve the organisational performance. At times salary will not be an attractive one to hold back the employees within the organisation as a committed employee, but the balanced work-life culture provided by the organisations will hold the employees with commitment till their retirement in the same organisation (Mehra, 2010). Human Resource plays a vital role in maintaining transparency to ensure that the office environment doesnt create pressure on their empl oyees and their nature of work. Work-Life balance has been very famous for the last two decades where technology started encroaching peoples time more and more. It is considered that the term itself inherent some problem which presupposes a separation among work and life. In United States most companies offer work-life balance programs to attain competitive advantage whereas in Europe and United Kingdom it is considered as a social responsibility but it is considered that both these terms are not different and the goals are intertwined wherein competitive advantage can be gained through recruiting skilled employees and retaining with socially responsible activities to enhance the reputation of the organisation. 2.11 IMPACT OF WORK-LIFE BALANCE ON EMPLOYEES: Every organizations sets their workplace to be more attractive than their rivals to gain the competitive advantage through satisfying the employees needs and wants by providing balanced work-life culture. Some organisations still believe on the importance of money for the employees as they consider only monetary benefits motivate the individuals to work committed. Some companies find increasing