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

The Intangible Necessity :: Customer Service Research Papers

The Intangible Necessity Works Cited Missing Introduction It’s the strategic interface between marketing and logistics, it adds value to any given product, yet it’s intangible – what is it? The answer is simple: customer service. â€Å"Customer service has been an issue since the early 1970’s† (Cavinato 60). Though it’s long been considered an issue, it’s important to remember that there isn’t one set formula to developing customer service, it’s more of a mindset (Cavinato 61). Customer service is usually only considered between retailers and end users; however, customer service is the â€Å"fuel that drives the logistics supply chain engine† (Coyle 92). It’s important for logistics companies to look at customer service from all aspects, since it is one way that companies can have a distinctive competitive advantage over competitors. This essay will discuss customer service in two parts, by explaining customer service in terms of its definition and the elements that comprise it and how customer service is applied in the logistics world. What is Customer Service? Definition One author defines customer service as â€Å"a process for providing competitive advantage and adding benefits to the supply chain in order to maximize the total value to the ultimate customer† (Coyle 96). It’s difficult to specifically define customer service because it incorporates several different areas; however, it can be narrowed down to something that a company provides to the end users of its products (Coyle 95). Customer service is important in all areas of a business, upstream to the suppliers of the raw materials and downstream to the end users. Customer service can be viewed in three standard ways: as an activity, as a performance measure, and as a philosophy (Coyle 96). Activity Customer service at this first level is very common. It’s the â€Å"particular task that a firm must accomplish to satisfy the customer’s needs† (Coyle 96). An example at this level would be a customer at a department store voicing a complaint to the â€Å"customer service† desk. The employees at the store must listen and attempt to correct the customer’s problem. The manner in which the employee or the store corrects the problem reflects on the company’s customer service. At the logistics level, it’s merely a transaction (Coyle 96). It’s the communication between the person placing the order and the company’s representative on the other end.

Making decisions Essay

Written by Bernard Malamud, â€Å"The Natural† title does place a key meaning to the term, â€Å"the natural† as it is an inspiring baseball story that places a good read. The author discusses several character traits as well as interesting characters that are found in real life. Therefore, â€Å"The Natural† represents its meaning in such a way that it portrays the natural real life characters of America. Furthermore, â€Å"The Natural† by Bernard Malamud is a work different from the rest of the literature he has written. â€Å"The Natural† is a title that portrays â€Å"the natural† baseball craze of Americans; this is something that is very â€Å"natural† in this literature because the game of baseball places a â€Å"natural† exciting feeling within the American public. The craze of the game is absolutely â€Å"natural† and therefore, the author reflects many characteristics and story plots throughout the novel. Therefore, this can be one of the reasons why the title term, â€Å"The Natural† would place the same meaning as, â€Å"the natural. † After reading through Bernard Malamud’s novel, â€Å"The Natural,† I also felt that there were mixed natural feelings of loss and victory associated with the natural life pattern. Malamud highlights on natural traits of man’s emotions throughout the novel where we experience heightened love, sense of victory as well as loss. The beginning of the novel is strange but the story slowly picks up after a span of 15 years where we see the coaches desperately trying to win the baseball game slot. At this particular stance, we sense the â€Å"naturalness† displayed in the story by the author when Roy takes a straight hit at his first ball throw that makes Roy seem very â€Å"natural† at his game. By â€Å"natural† here, we mean Roy’s fluent attempt at his game that makes him the hero of the novel. Though the psychiatrist tries to messes with his mind, a â€Å"natural† instinct is always followed by a sense that shows familiarity as well as fluency with the task that Roy is trying to accomplish. Roy is not a trained baseball player and that is the reason why we would state that Roy’s â€Å"naturalness† in his game is an attribute he has from within. The title, â€Å"The Natural† can also be related to love or infatuation that Roy develops for Memo Paris since his arrival at Knights. Love or infatuation is truly a â€Å"natural† feeling and again, the author maintains the theme of his title that precisely corresponds to the story he is narrating to his audience. Apart from the natural skill of Roy that Bernard Malamud displays in his character, we also come across the natural feeling of love in the story. â€Å"The Natural† truly places an emphasis on its title and the Bernard Malamud knows his choice of the title. â€Å"The Natural† not only displays the realistic aspects of feelings but also skills that the character in the novel is fluent in. â€Å"The Natural† as stated earlier, also displays several characters that show a natural resemblance to real life characters. It is evident to come across beautiful and wicked women in real life and thus, what we read in â€Å"The Natural† too relates to the natural life. Bernard Malamud discusses the several factors that are associated with the natural aspects of one’s life by narrating Roy’s story. Bernard has been extremely entertaining in providing a perfect baseball story that is of â€Å"natural† interest for its readers and the readers comprise of millions of American baseball fans due to the fact that American baseball is the national sport of the country. We further witness how Bernard Malamud tackles the several issues of Roy’s life naturally where victory is definitely a part of one picture and another picture that Malamud represents at the end of the story is the loss. â€Å"Nature† or â€Å"Natural† has different meanings, of which Bernard Malamud has attempted to cover most of the meanings that have been portrayed in the story. Mostly, it is the realism stance of the story that counts in the Bernard Malamud’s narration. The stance of growth and advancement, as in real life, is another sign of â€Å"naturalness† in Bernard Malamud’s text, â€Å"The Natural. † The real â€Å"natural† life also accounts for the good and the bad. We witnessed characters that came from good backgrounds as well as bad backgrounds. Therefore, the realistic â€Å"naturalism† in the novel plays a vital role in giving an insight into the title; that is â€Å"The Natural. † Overall, the themes that can be found in â€Å"The Natural† placed a natural feeling in the heart of the readers. We saw how victory takes place and how the character in the story, Roy faces defeat as well. We also come across the sense of greed that leads Roy to accepting the bribe that made his team lose. The story serves as a valuable lesson for the readers to take the actions and consequences act into account as for every action, there is a consequence. If the action is good, the consequence is good and if the action is bad, the consequence will also be the same. With regards to the title of the novel, â€Å"The Natural†, I agree with it due to its coinciding incidences with the realism of life. The author successfully draws a sense of naturalness in the entire novel thereby making the title, the perfect match for it. Including the themes of love and infatuation, Bernard Malamud completes his story by highlighting on every aspect of human emotions. Bernard Malamud’s style of presenting the story in a realistic manner pertaining to the game of baseball as well as several characters draws a tremendous interest for the readers to look into the realistic factual characters presented by him in the novel. â€Å"The Natural† is a perfect title that applauds victory and sheds light on failure; love and infatuation; the good and the bad as well as choices. This characteristic feature of the novel makes it distinct and unique, the themes of which are truly â€Å"natural† in every sense†¦ LESSON 2: TROY AND ROY COMPARISON Troy and Roy are characters that are similar as well as differ from each other in many ways. Roy had clearly been an achiever in his life, till the â€Å"almost† end. In case of Troy, we don’t see that coming in his life except before he was jailed. Instead, Troy’s life revolves much around his own family and his own past and his own emotional drama. Roy had his love and his piece of infatuation, victory, failure as well as growth throughout the story. We see the same happening in Troy’s case but with a much different note. The only similarity I found through both the characters was their aim to become a baseball player of which, Roy had achieved a permanent status of a â€Å"natural† baseball player while Troy had given up on baseball based on his age. However, in Troy’s case, we didn’t see this aim in his life. Yes- he wanted to become a baseball player, he became the best baseball player but never returned back. He lost the opportunity when he was provided with one. Roy, however, is wise while making his decisions though at the end of the story, he too loses himself towards greed. That is another part of the story. I agree that both the characters have faced setbacks and triumphs in their own way in their respective stories but they cannot be stated as the â€Å"black and white† versions of the same kind of American male. Troy is more of a confused personality who loses opportunities while Roy is an achiever and the only moment he failed was when he was presented a lofty sum by Judge to lose the game or else, it was clear that Roy would have had led Knights to the path of victory. Troy revolves much around his personal life where he is involved with his sons, Cory and Lyons with his wife Rose and his girlfriend, Alberta. His brother Gabriel has a small role to play but Troy’s feelings towards his brother Gabriel where he holds himself responsible for his misfortunes shows Troy’s naive attitude towards understanding issues. Unlike Roy (whose game and success came naturally to him), Troy has an abusive childhood who was abused by his father. Eventually, the same influence and history was repeated by Troy on his other two sons. There is no change of heart throughout the story. We also sense that though there is a considerable time lapse between the lives of Troy and Roy, age didn’t deter Roy from playing baseball again while Troy easily gave up his game. The other similarity that I can state in both the characters is the sense of moral weakness. Troy and Roy are morally weak. Troy cheated on his wife by involving himself with another woman while Roy gives himself in to the bribe by the Judge. Roy’s character is exhibited less emotionally except when he involved himself in love and infatuation. Troy’s character is more on an emotional stance where he has his life and feelings in dilemma since the beginning. Though, both the characters face their actions and their consequences in their own manner, both the stories end with a sad note; Roy with his failure and Troy with his death. However, Troy’s daughter, Raynell does seem like an angel in the story. Troy had imaginarily built fences around his relationships wanting to keep death away from those he loved and those he hated as well. He had built his own boundaries and thus, was an unsuccessful father and even an unsuccessful husband (as he cheats on his wife). Roy’s weakness lies mainly with money and love as he too had a poor childhood and therefore aimed to become a baseball star. Troy is a fifty-three year old man who has built imaginary fences around himself from everyone in his life, including his own wife and therefore cheated on her. Roy, on the other hand, didn’t cheat on him and thus, Troy and Roy cannot be regarded as the black and white versions of the same American protagonist displayed by the two authors. Troy and Roy are similar, but in a smaller sense with each other. They come across misfortunes and in the end, have a sad ending to their lives. Their emotional stance on the events they faced in their lives is different. In both the novel stories, we come across a time lapse that had passed between the characters. Roy, as I believe, is sincere in his motives and is only confused about certain issues in his life. Troy, on the other hand, does not understand the essence of life at all and proceeds with life as it is, without willing to make any changes. Roy, a personality mostly not guided and mistaken, is underestimated though he has had a few bad hits in the baseball game, based on the story. Troy has faced a long hurdle of hardships throughout, especially when he quit his career as a baseball player after going to the prison. We also witness discrimination, apartheid in August Wilson’s play, â€Å"Fences† where Troy is Black and is not promoted for a long time to the position of the driver based on his skin color. We come across no such issue of discrimination in Roy’s case but further, Roy’s foolishness to achieve the woman he wants. Roy is willing to do anything for her and therefore, blindly accepts what Judge offers and thus, lands in a situation where he is a loser. He could have been victorious only if he had used his senses in a stronger way while making decisions (and by not letting his emotional part overtake him). Troy, on the other hand, has his life in a completely irreversible state where Troy’s confidence is completely shattered by the term he spent in prison. Therefore, he couldn’t change what already happened in his life and therefore, didn’t have sufficient confidence to go back to his previous life. Troy and Roy both differ in a great respect but share only some similarities.

Jefferson and Hamilton on essays

Jefferson and Hamilton on essays Andrew Jackson was elected by the people and sought to act as the direct representative of the common man. Through his determination, Jackson helped to shape the democratic party as the prototype of the modern political organization. In Andrew Jacksons presidential inauguration speech of 1829 Jackson foreshadowed his triumphs in office, stating that: The Federal Constitution must be obeyed, states rights preserved, our national debt must be paid, direct taxes and loans avoided, and the Federal Union preserved. These are the objects I have in view, and regardless of all consequences, will carry into effect. Jacksons first modification in office was rewarding his political supporters with office positions, forming a cabinet of close friends and family who became known as the Kitchen Cabinet. This concept of rewarding political supporters with public office positions had existed since the founding of the republic. However, Jackson stretched this system and made it a policy of his administration to prevent the growth of an entrenched bureaucracy. Jackson replaced several experienced political veterans with his own democratic followers in what he called rotation in office. In 1832, Senator William L. Marcy of New York, defended Jackson and the rule that to the victor belong the spoils of the enemy. Thus, the rotation in office was renamed the spoils system. Jacksons desire for a rotation in office can be paralleled to Jeffersons conflict with the judiciary system during his first term in office. Jefferson and the Republicans saw the federal judiciary branch as the opposition party and a potential obstruction to the administration. He viewed the midnight judges as null and void and eventually repealed the Judiciary Act of 1801. However he was admonished by Chief Justice John Marshall in the infamous case Marbury vs. Madison for withholding the authority of the judges...

The Life And Works Of Bertolt Brecht Essays - Bertolt Brecht

The Life And Works Of Bertolt Brecht Essays - Bertolt Brecht The Life And Works Of Bertolt Brecht The Life and Works of Bertolt Brecht Bertolt Brecht was one of the chief innovators of modern theatrical techniques. He was both a poet and a playwright all in one. His epic theatrical creations developed drama as a forum for social and idealistic causes. Brechts imagination, artistic genius, and social views distinguish his work and his life. Eugen Bertolt Brecht was born February 10, 1898 in Augsburg Germany, a town in Bavaria. His family was of middle class, which he came to resent, in favor of a Marxist proletarian society. In 1917 he attended Ludwig Maximillian University, in Munich, where he studied medicine. Towards the end of the First World War, Brecht served in a military hospital. During this time in 199918, he wrote his first piece of work Baal, however it was not published until a later time. In 1922 he wrote his first success, Drums in the Night. In 1923 Baal was finally produced. Until this time Brecht had lived in Bavaria. In 1924 he moved to Berlin, where he developed a strong antibourgeois attitude. Several people of his generation developed similar attitudes, as a result of the disappointing post World War I society in Germany. Among his friends, at this time, was a group of Dadaist, who aimed at destroying what they called the false standards and ideals of the bourgeois society. Brecht also became acquainted with a prominent theoretician named Karl Korsch, who taught him the elements of Marxism. During this time period from 1924 to 1933, Brecht worked briefly with the directors Max Reinhardt and Erwin Piscator. However he mainly worked with his own group of associates. In 1924 he wrote his first professional production Edward II. In 1927 he wrote A manual of Piety. In 1928, while working with the composer Kurt Weil, Bertolt Brecht created what many believe to be his finest piece of work; The Threepenny Opera; a satirical and successful ballad opera. In 1 930 he wrote The Rise and Fall of the Town of Mahogany. Also during this year he wrote his first exemplary plays, A Mans Man, which introduced his unorthodox idea of epic theatre. Epic theatre is a technique created by Brecht, which causes the audience to feel no emotions about a play, but to think critically about its content. This would become a well-used and important technique in Brechts later plays. In 1933 Brechts Marxist political beliefs forced him to go into self-imposed exile, from fascists Germany. His writings had made him a natural enemy of the National Socialists, rising to power in his native country. He first managed to escape to Switzerland, then to Scandinavia. With help from some of his fellow artists and exiles, especially Lion Feuchtwagner, Brecht was able to come to the United States of America. He became anti-Nazi writer for a periodical published in Moscow, and produced the 1938 drama Fear and Misery of the Third Reich. During this time Brecht wrote what are critically regarded as his greatest works. In 1943 Brechts desire to motivate social concerns, in his audience, led to the play The life of Galileo. In this play, through the character Galileo, Brecht reexamines the recurrent theme of obstacles to social progress. In 1949, he created Mother Courage and her Children, which enlists the spectators feelings as well as their reason. This play was both a success and a failure. It was a success because it was highly popular, but it was a failure in that it caused the audience to feel sympathy for its characters, which violated Brechts technique of epic theatre. In these mature works Brecht overgrew the single-minded didactic message of his earlier pieces, and achieved complex themes that would be impermissible under the official policies of communism. For a brief period of time, Brecht lived in Hollywood on1954 argyle Avenue. He then moved into a house on 817 25th Street in Santa Monica, from 1941 to 1942. In 1943 Brecht moved into a house on 1063 26th Street. Brecht described the latter house in his diary saying this about it one of the oldest is about 30 years old, California clapboard, whitewashed, with an upper floor with two bedrooms. I have a long workroom

Leadership and service improvement Essay Example | Topics and Well Written Essays - 3000 words - 2

Leadership and service improvement - Essay Example It barely comes as a shock that the working conditions in most nursing systems are wanting. My work area is no different. I work as a National Health Service nurse in a Short Stay Ward. We keep patients at the ward for a maximum of seventy two hours before we discharge them or transfer them elsewhere if need be. Of late we have adopted a QCC drive to carry out the function of patient observations for the first twenty four hours of their admission at intervals of four hours each. Thereafter the nurses are required to apply their professional intellect and decide how often the patients need observation. My unit of fellow nurses and I decided that eight-hour-intervals would be quite appropriate for patient observations for the next forty eight hours of their admission. All our patient observations go into the database to enable the Trust note when we complete them on time and when we fail to as well. Failure of which, a fine is charged on all the nurses by the QCC. The system perceives itself to be foolproof and top-notch, needless to mention. The reality is quite the contrar y. Despite our commitment to the working of this system, it has proven to be problematic. Here is why. After a much-needed debate for a reasonable amount of time, my unit and I decided that our first patient observations during the initial twenty four hours which are to be done at eight-hour intervals would be at 6:00 hours and 14:00 hours respectively. As for the latter patient observations at four-hour intervals, we agreed upon 6:00 hours, 10:00 hours, 14:00 hours, 18:00 hours, 22:00 hours and 2:00 hours in that order. The rest of the hours are appropriate but for 6:00 hours, which is undoubtedly a challenge. First off, the patients do need their rest. Waking them up at 6:00 hours in the morning for their routine observations certainly does not help this aspect of their recovery. It is deemed problematic and causes a disturbance to the patients a lot more than it helps. As if