Social Work Knowledge And Skills Analysis Social Work Essay Essay Example

Social Work Knowledge And Skills Analysis Social Work Essay Essay This essay provides a critical analysis of a 10-minute AV entering transcript ( appendix 1 ) of an interview with a service user in a fake function drama. This is non a existent interview, but portion of a pupil assignment. All names used in this recording transcript are fabricated and therefore there are no issues refering confidentiality. The essay comprises two parts. In Part 1, Kolb s Learning Cycle ( Kolb, 1984 ) will be utilised to reflect upon the interview. In Part 2, the ASPIRE Model ( Parker and Bradley, 2003 ) will be utilised to sketch how farther work with this service user would be approached. Kolb s Learning Cycle and the ASPIRE Model will both be briefly outlined within the appropriate subdivision. Part 1: Contemplation and Critical Analysis Kolb s Learning Cycle, which will be used to reflect upon and critically analyze the interview, comprises four phases of larning from experience: Concrete Experience ( i.e. active engagement in an experience ) ; Brooding Observation ( i.e. reviewing and reflecting on the experience ) ; Abstract Conceptualisation ( i.e. concluding and acquisition from the experience ) ; and, Active Experimentation ( i.e. planning and seeking what has been learned ) . Each of these phases will be used in this contemplation and review. Concrete Experience We will write a custom essay sample on Social Work Knowledge And Skills Analysis Social Work Essay specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Social Work Knowledge And Skills Analysis Social Work Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Social Work Knowledge And Skills Analysis Social Work Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer A fake function drama interview was conducted with Paul Jones, a 60-year old who contacted the grownup societal work squad to discourse the possibility of some aid. Paul is the exclusive carer of his 92-year old male parent, James. Paul has been happening it progressively hard to care for James, who spends all twenty-four hours on the couch and does non even travel upstairs to his bed at dark. James became this manner shortly after the decease of his girl 1-month antecedently. She died of malignant neoplastic disease non long after Paul and James lost Paul s female parent and James married woman to a bosom onslaught, 6-months antecedently. Their lone relation is Paul s boy, who lives up North and is unable to see on a regular basis. The full instance survey can be found in appendix 2. Brooding Observation The intent of the interview was to work collaboratively with Paul in set uping his current demands. With the exclusion of the beginning of the interview when I was nervous and happening background noise distracting, I communicated in a clear and gracious mode. These accomplishments are of import when set uping resonance with a service user, puting the foundations to develop common regard and trust ( Koprowska, 2005 ) . After some debuts and the scene of boundaries sing confidentiality, I placed the interview docket into Paul s control with the appropriate usage of the open-ended inquiry, What has bought you here today? By recognizing the power instability nowadays between societal workers and service users, I was aware to cut down the oppressive impact of hierarchy ( Dalrymple and Burke, 2000 ) . The inquiry did, nevertheless, seem to faze Paul and he passed the inquiry back by inquiring Well, I m non certain how much you know? I informed him that I do cognize a small spot. . . and so gently encouraged him to supply me with some more information. On contemplation, I should hold clarified with Paul why needed the information once more ( i.e. to corroborate truth of inside informations ) . He was clearly uncomfortable with reiterating the information, perchance due to a old opposition to seeking outside aid. I was focused on arousing information from Paul first-hand to forestall any premises being made, but should hold adapted my attack based on Paul s demands. A cardinal strength within the interview was the effectual usage of empathetic apprehension, which appeared to set Paul at easiness. Statements such as, This must hold been a really hard clip for you and appropriate usage of oculus contact and organic structure linguistic communication conveyed empathy, congruity ( genuineness ) , and unconditioned positive respect. These are three core conditions required in person-centred guidance ( Rogers, 1980 ) . I feel that by using these accomplishments within the interview, Paul was able to talk openly about his concerns. Indeed, grounds suggests that congruity supports anti-oppressive pattern by easing the development of a partnership ( Miller, 2006 ) . Paul sought aid under the premiss that it was for James, but with the appropriate usage of open-ended and closed inquiries it was established that he needed aid excessively. The demands of the carer are far excessively frequently overlooked within societal attention ( Herring, 2006 ) , but I ensured I gained a balanced accretion of information on both Paul and James in order to set up both of their demands. Systems Theory ( Bronfenbrenner, 1977 ) purports that in order to understand an person, they need to be assessed in footings of their interactions with their environment and within their relationships. By the terminal of the interview, a shared apprehension had been reached, every bit good as a program of action in footings of set uping a place visit and reaching Citizen s Advice to discourse fiscal concerns. Therefore, the initial purpose of the interview was met. Abstract Conceptualisation When discoursing his jobs, Paul was really unfastened and extroverted, as was facilitated by the usage of non-verbal encouragers such as nodding and tilting somewhat frontward to demo involvement ( Seden, 1999 ) . He was, nevertheless, resistant to foster outside aid such as from his GP or a counselor. I was careful non to judge Paul on this and to remind myself that there are a figure of grounds why he might be immune ( e.g. old negative experiences with wellness professionals ; household belief systems, etc. ) . Interestingly Paul did portion that James would besides be immune to outside aid, bespeaking the possibility that seeking aid is non portion of the household belief system. It was of import that I did non oppress Paul or James by sabotaging their duties for the picks they make ( Dominelli, 2002, p.47 ) . On contemplation, I should hold been more understanding of Paul s troubles accepting aid and adjusted my attack consequently. In peculiar, if I was to carry on this interview once more, I would alter the manner I responded to Paul s concerns that, I am merely worried that I am traveling to lose it with my pa and I frequently find things shuting in on me. . . I should hold probed these concerns farther, as has been highlighted in my feedback, in order to set up whether Paul was a danger to himself or James. One of the cardinal functions within the National Occupational Standards for Social Work is to Manage hazard to persons, households, carers, groups, communities, ego and co-workers ( GSCC, 2002, p.12 ) . Paul s feelings of desperation were mentioned on more than one juncture and, on contemplation, I should hold detected this as a possible hazard factor. I feel I was effectual in my usage of paraphrasing, as used to clear up issues and show active hearing. However, greater usage of summarizing might hold facilitated communicating and ensured that information provided by Paul was being interpreted harmonizing to his ain subjective experiences ( Seden, 1999 ) . I will endeavor to develop these accomplishments throughout my preparation. Mentions Bronfenbrenner, U. , 1977. Toward an experimental ecology of human development. American Psychologist, 32, pp.513-530. Dalrymple, J. and Burke, B. , 1995. Anti-oppressive Practice: Social Care and the Law. Buckingham: Open University Press. Dominelli, L. , 2002. Anti-Oppressive Social Work Theory and Practice. Palgrave Macmillan. General Social Care Council, 2002. The National Occupational Standards for Social Work. Topss England, April 2004. Herring, J. , 2006. Where are the carers in health care jurisprudence and moralss? Legal Studies, 27 ( 1 ) , pp. 51-73. Kolb, D.A. , 1984. Experiential Learning experience as a beginning of larning and development . New Jersey: Prentice Hall Koprowska, J. , 2005. Communication and interpersonal accomplishments in societal work. Exeter: Learning Matters Miller, L. , 2006. Reding Skills for Social Work. London: Sage Publications. Parker, J. and Bradley, G. , 2003. Social Work Practice: Appraisal, Planning, Intervention, and Review. Exeter: Learning Matters. Rogers, C.R. , 1980. A manner of being. Boston: Houghton Mifflin. Seden, J. , 1999. Reding accomplishments in societal work pattern. Buckingham: Open University Press. Part 2 Further Work with the Jones Family The acronym ASPIRE represents the societal work procedure of Assess, Plan, Intervene, Review, and Evaluate, which enables the geographic expedition of successfully operationalising a program made with a service user ( Parker and Bradley, 2003 ) . Adopting this model besides encapsulates the 4th phase of Kolb s Learning Cycle: Active Experimentation. Importantly, supervising would be required in any interviews since I am a freshly qualified Social Worker. Furthermore, the part of regular and high quality supervising in the societal work profession has been emphasised ( Crippling, 2009 ) . If the instance of the Jones household was allocated to me after this initial appraisal, I would take an eclectic attack, utilizing the ASPIRE model to steer intercession bringing. An eclectic attack would be adopted in order to guarantee that Paul and James single demands were taken into consideration. I would be unable to place the most appropriate attack to utilize without first meeting with James, therefore an eclectic attack would ease flexibleness between service user demands. Assessment would take topographic point within the place, therefore following a person-in-environment position ( Kemp et al. , 1997 ) . Importantly, supervising would be required in any interviews since I am a freshly qualified Social Worker. Systems Theory posits that in order to understand a service user, their ecological system needs to be taken into consideration ( Bronfenbrenner, 1977 ) . This includes their microsystem ( i.e. immediate relationships ) , mesosystem ( i.e. different parts of the microsystem working together ) , exosystem ( i.e. systems that the person is non straight portion of but that affects them ) , macrosystem ( i.e. the larger societal universe, such as authorities and civilization ) , and their chronosystem ( i.e. a system of alteration ) . The principle for using this theory is that the current jobs experienced by Paul and James appear to be related to recent alterations within his microsystem. This includes the loss of two household members, altering wel lness position ( i.e. James has gained weight, has emphysema, and is going less nomadic ) , altering functions ( i.e. Paul is now exclusive carer to James ) , and a alteration in their relationship. Bell ( 2003 ) asserts that it is easier to understand an person s behavior in the scene in which it occurs, which is the attack I feel most appropriate within this scenario. Family relationships are complex and competently described by Dallos ( 1991 ) as, The kernel of household life is that it is complex and altering and that alone state of affairss and combinations of demands continually originate ( p.7 ) . Therefore, effectual support for single members requires the use of theory and cognition that assesses their demands within the household context. An apprehension of demands and resources is of import when working from the systems position, an apprehension which the theory itself lacks to underscore ( Coady and Lehman, 2008 ) . For the Jones household, demands within their life include mourning, deteriorating wellness, and fiscal concerns. In footings of resources, they are reasonably stray and, despite originating this interview, they are both immune to outside aid, which besides limits their resources. This provides the principle for using a Task-Centered, job work outing attack in the intervening phase of the ASPIRE model. The grounds suggests that such an attack is appropriate for covering with household jobs, new functions, and unwellness or mourning ( Reid, 1978 ) . Paul mentioned a figure of jobs, both personally and in relation to James, and therefore easing him to place the cause of these jobs would be a utile enterprise in assisting him undertake them. By utilizing a job work outing attack within a collaborative partn ership with the household, I would expect that it would heighten their capacity to cover with future jobs if they were to originate ( Germain and Gitterman, 1996, p.139 ) . In bend, educating Paul on the usage of job resolution schemes would move to forestall farther subjugation by supplying him with tools he can use in other countries of his life ( Coulshed and Orne, 1998 ) . A job I identified during the function drama, but which would necessitate to be confirmed via a shared reading with Paul and James, is that Paul could accidentally be conspiring with James detachment. For illustration, by go forthing his tiffin next to the couch so that he does non hold to travel, Paul is making dependence. Thompson ( 2001 ) suggests that when working with carers, it is of import non to promote them in a function that could ensue in dependence and therefore farther oppress the individual being cared for. This would necessitate to be attended to sensitively and without doing offense to Paul. One such manner of accomplishing this is via the job work outing attack to assist Paul recognize this for himself. Indeed, alteration is easier if the waies that professionals and users wish to follow coincide ( Dominelli, 2002, p.25 ) . In working with Paul and James, great consideration would be needed in footings of mourning. It sounds like James might be sing depression associated with one of the purported phases of mourning ( Kubler-Ross, 1989 ) . In add-on, Paul might be in the choler phase or perchance unable to treat his feelings due to the emphasis of taking attention of his male parent and worrying about fundss. Their current jobs are likely to impede them both making a period of restoration orientation, where they can concentrate on constructing their hereafter after their loss ( Worden, 2003 ) . In order to ease a move towards Restoration orientation, I would work with the strengths possessed by Paul and James to guarantee anti-oppressive focal point is maintained ( Parker and Bradley, 2003 ) . There has been some review to Systems Theory, including that it lacks theoretical and empirical support in pattern state of affairss ( Healy, 2005 ) . Overall, nevertheless, the intent of the theory is to work with service users in a manner that enhances and strengthens their abilities to accommodate and work out jobs, which finally provides long-run results instead than short-run solutions. The cardinal function of societal work, as agreed internationally, is the publicity of societal alteration, job resolution in human relationships and the authorization and release of people to heighten well-being ( GSCC, 2002, p.12 ) , and I anticipate that the theories and attacks outlined supra would ease the authorization and release of the Jones household. In order to efficaciously run into the demands of the Jones household, it will be indispensable to carry on the reappraisal and rating phase of the ASPIRE theoretical account in order to supply closing, implement any extra intercessions, and develop my ain accomplishments and abilities through contemplation and critical analysis.

Theseus And His Edict essays

Theseus And His Edict essays In the play A Midsummer Nights Dream Eby William Shakespeare, the story takes place in mythical Athens. Theseus, the reigning Duke, has taken over the Amazons and has fallen in love with their beautiful Queen, Hippolyta. When he was asked to judge the case of Hermia, he judged it according to the Athenian law. If Hermia does not marry Demetrius, she must die or spend her life in a nunnery. By the end of the play, however, Theseus urges the marriage of the two couples. Theseus changes his edict because he is an understanding ruler, and he is also in love. As the play opens, Theseus proclaims that their wedding is to take place in five days, which is the Midsummers Eve, a time of great rejoicing and mischief among the fairies that live in the wood. At this point, Egeus, a rich Athenian, brings his daughter, Hermia, to the Duke. Having fallen in love with Lysander, a young man whom her father disapproves of, Hermia refuses to marry Demetruis, who is her fathers choice. Demetruis was in love with Hermia's friend, Helena, but left her for Hermia. Angered by Hermia's disobedience to his will, Egeus demands judgment on his daughter. Unfortunately, the Duke tells Hermia that according to Athenian law, she must marry Demetruis or she will be killed. The only other alternative would be a life of chastity as a virgin priestess: Either to die the death or to abjure Forever the society of men. (1.1.65-66) She has just a short time, until the Dukes wedding, to decide. As a ruler, Theseus has no choice but to carry out the Athenian law. However, by the end of the play, the Duke comes through the wood and offers both of the couples the chance to get married at the same time as him. Lysander and Hermia receive permission to marry when the Duke learns Demetruis has fallen in love with Helena. Although he is a just ruler who should carry out the law, he is also an understanding man. Now everyo...

The Belief in Education Essay Example | Topics and Well Written Essays - 750 words

The Belief in Education - Essay Example The children were having their Hindi lessons. And the teacher was seated on a chair placed inside the broken walls. We greeted each other and the children gathered around me trying to communicate with me in whatever few English words they knew. The teacher told me, â€Å"We had a proper school until last year. But it was destroyed last year in a grenade attack. You might know that in Kashmir we are having some trouble with extremists and there was a shoot out between the army and them. Thank God, it was vacation time. No child was hurt. But we lost the school building.† I was shocked though I knew a little bit about the situation in Kashmir. Even some of our friends had warned us not to go to Kashmir, but my father said, â€Å"What is the use of visiting India without seeing the paradise on Earth!† Our tour operator also said we could visit some safe areas of Kashmir if we insisted. â€Å"Why do you take this much risk to continue the school?†, I could not help a sking the teacher, â€Å"can't the children go to some other school in a safer place?† The teacher smiled and said, â€Å"You know, 25 years back, in this village, every house had at least one man who was with the extremists. But after this school came in 1985, we have two doctors, 13 school teachers, and one deputy collector even, all of them completing their 10th standard in this school. And we have fewer extremists. And of course, less unemployment. If this school is not functioning, the next nearby school is 35 kilometers away from here. How many of these children do you think will be able to go there?† I bade the children and teacher goodbye and walked back to our car. Faces of impoverished child soldiers from Sri Lanka, Africa, Lebanon... that I have seen on television flashed before my mind's eyes. Hadn't their fate been different if they had the opportunity to get a proper education? Until then I had never realized the transformation that education could bring into a man or woman. As I lived in a country where there are universal education and better opportunities to avail it, education was like environment. I was inside it and was never aware of its existence and how it molded me. Now I started thinking.

Dangers of Using Plastic Research Paper Example | Topics and Well Written Essays - 2500 words

Dangers of Using Plastic - Research Paper Example On the other hand, those opposed to the idea of using plastic maintain that plastic is non-biodegradable and that when they are discarded, they will remain intact for decades. Only DANGERS OF USING PLASTIC 4 incineration can result in the disposal of plastic. Incineration has its attendant risks; it causes noxious fumes to be released into the atmosphere. Due to this, the second group consisting of mainly environmentalists, conservationists and health experts insist that the use of plastic be limited. What is Plastic? Plastic is manufactured from hydrocarbons that are found in oil and natural gas. It is formed when molecules, known as monomers bond together. Different types of monomers create different types of plastic each type of plastic has different properties or characteristics. While some are soft and pliable, others are strong and durable. Use of Plastic – Statistics The United States alone produced 13 million tons of plastics as containers and packaging, 11 million ton s as durable goods and nearly 7 million tons as nondurable goods in 2009 (US Environmental Protection Agency, 2010). This shows the prevalent use of plastic in many industries including the electronics, automobile, food, furniture and textile industries. Plastic – Types and Benefits There are two main types of plastic : thermosets and thermoplastics. The first type of plastic known as thermoset solidifies when heated. This type of plastic is known for its durability and strength. Therefore, thermosets are used in the automobile and construction industries. They are also used in the making of ink, coatings and adhesives. DANGERS OF USING PLASTIC 5 The second... This paper stresses that the use of plastic has environmental, health and economic advantages as well as disadvantages. Although it offers advantages such as durability, flexibility affordability and light weight, it creates a host of problems such as contamination of the environment, health problems and the dwindling of the earth’s resources. People who support the banning of plastic do so for several reasons. In the first place, plastic is made up of dwindling natural resources such as petroleum and natural gas. Second, aquatic, marine and land animals are strangled, choked and killed when they consume plastic bags or get caught in them. Plastic has also become a major cause of litter and plastic materials pollute both the land, beaches and waterways. Moreover, plastic takes a long time to biodegrade. Finally, plastic is a health hazard. This report makes a conclusion that many governments are now aware of the seriousness of the situation and are taking measures to combat the problem. These measures include imposing a tax on plastic bags to discourage their use. By imposing a tax, consumers may decide to switch to other more environment-friendly reusable bags. In Ireland, for example, customers have to pay a tax of about 20 cents per bag. This has cut the amount of plastic bags by as much as 90 percent. Many other countries like Bangladesh, Italy, South Africa, Taiwan and India have either banned or reduced the use of plastic bags.

Issues in human resource management

Issues in human resource management Human Resource Management is defined as a strategic and coherent approach to the management of an organisations most valued assets, the people working there, who individually or collectively contribute to the achievement of its objectives. Boxall et al (2007) describe HRM as the management work and people towards desired ends. John Storey (1989) believes that HRM can be regarded as a set of interrelated policies with on ideological and philosophical underpinning. He suggests four aspects that constitute the meaningful version of HRM: A particular constellation of beliefs and assumptions. A strategic thrust informing decisions about people management. The central involvement of line managers. Reliance upon a set of levers to shape the employment relationship. The overall purpose of HRM is to ensure that the organisation is able to achieve success through people. As Ulrich and (1990) remark: HRM systems can be the source of organisational capabilities that allow firms to learn and capitalize on new opportunities. Dyer and Holder (1988) analyse managements HR goals under the dimensions of contribution (what kind of employee behaviour is expected?), composition (what headcount, staffing ratio and skills mix?), competence (what general level of ability is desire), and commitment (what level of employee attachment and identification?). Caldwell (2004) has identified twelve policy goals for HRM: Managing people as assets that are fundamental to the competitive advantage of the organisation; Aligning HRM policies with business policies and corporate strategy; Developing a close fit of HR policies, procedures and systems with one another; Creating a flatter and more flexible organization capable of responding more quickly to change; Encouraging team working and cooperation across internal organizational boundaries; Creating a strong customer-first philosophy throughout the organisation; Empowering employees to manage their own self-development; Developing reward strategies designed to support a performance- driven culture; Improving employee involvement through better internal communication; Building greater employee commitment to the organisation; Increasing line management responsibility for HR policies; Developing the facilitating role of managers as enablers. EX1: Supermarket giant Tesco is offering a massive  £300,000 salary plus bonuses as it starts its search for a new group HR director, Personnel Today can reveal. The HR job, the biggest in the private sector is up for a grabs after Clare Chapman accepted the role of director-general of workforce at the Department of Health. The new confirms that Chapman took a serious cut overall earning to join the public sector in probably the most high-profile and challenging HR job in the UK. She will now earn between 3200,000 and  £220,000for overseeing the people management of 1.3 million staff, a number that dwarfs Tesco 270,000 employees. (Personnel Today, 19 September 2006). But as Dyer and Holder (1998) emphasize: HRM goals vary according to competitive choices, technologies or services tangibles, characteristics of their employees, the state of the labour market and the societal regulations and the national culture. And Boxall, Purcelland and Wright (2007) note that the general motives o HRM are multiples. Managing people at work does not take place in a vacuum. Wider econic, technological, political and social forces influence and shape human resource management (HRM) strategy, policies and practices, global and local economic developments sometimes having an indirect or a multiplier effect. EX2: The electric Giant Siemens, for example, overtakes Philips Electronics, so Philips downsizes and lays off workers. Belt -tightening workers then press for cheaper services from local traders and are prepared to work for lower wages, thereby causing an adjustment in the local labour markets and in the HRM decisions and activities of those organisations affected. William (1993) is one of the number of theorists who have argued the importance of understanding the relationship between economic stability or instability and HRM, but it is not just the economic context that matters. New manufacturing and services technologies, new processes (eg. total quality management and International Organization for Standardization-ISO 9000) and the developments in global telecommunications networks have important ramifications or organizational and work design, and for HRM. Just as significant are demographic changes and the restructuring labour markets that affect the supply of and demand for human resource (HR). Past fluctuations in the birth rate in Anglo-Saxon economies are producing changes in the labour force composition. Human Resource strategies and practices are better understood when they are examined in the broader economic, technological, political and social context that help to shape them ( Maurice and Sorge, 2000). The political factors The political context is the most complex and the most difficult to analyse, both because of its power to shape the nature of the employment relationship and because of its effect on the other contexts. As a result of that power, the social elites in whose hands it lies enjoy immense influence in society, in the political system and in the determination of the states policies and actions ( milliband, 1969). In a social demeocracy, the state has six major responsibilities: Protecting national sovereignty Establishing a legal system Developing economic policies Building basic services and infrastructure Protecting vulnerable people Protecting the environment All these state activities affect business and managers in some way. Human Resource Managers in this case will have for responsibility to educate their staff about the political ideology and continually lobby and seek to influence the policies of the State. HR has help shape and regulates employment relations, and reconcile the conflict that inevitably arises in employment. EX3: Chinas government is worried that the growing gap between rich and poor could provoke more instability this year. The government has announced that the narrowing of the income gap will be one of its main priorities this year and will be at the top of the agenda when Chinas national legislature holds its annual meeting. (Geoffrey York, Globe and Mail, 9 February 2006, P. A1). EX4: Protests against Frances new job law escalate Ten of thousands of students marched in protests of a new law that makes it easier to hire and fire young workers. More protests, in which the students will be joined by Frances main unions, are expected. Last month, the countrys government passed a law that it claims will ease the crisis of high unemployment, especially among young disadvantaged young people in the suburbs. CANADIAN HR REPORTER, 17 MARCH 2006 The social factors Change s in the proportion of the population participating in the labour market and chamging demeographics determine the size and composition of the workforce. In addition, people entering the workplace bring with them different attitudes and values relating to work, parentwood, leisure, notions of fairness and organizational loyalty. EX5: IBM labels diversity a strategic imperative. Hiring women, gays, and minorities is about more than doing the right thing. Fishing ius more fun says IBMs dean of diversity, but golf is the game of business which is why, he explains, Big Blue has installed putting greens at some of its on-site day care centers. IBM should be place where people feel comfortable being popenly gay and where women and people from minority group backgrounds have equal opportunity for promotion and advancement, said Mr Childs, who is black. And anyone who has a problem with that need not apply to IBM, he added. IBMs effort to diversify the work force has moved from being a moral imperative to being a strategic imperative. (Virginia Galt, Globe and Mail, 24 June 2002, P.83) Demographic projections are based on the most basic demographic fact: every year each person gets older. Analysing human behaviour to age offers insights into socioeconomic variables. A 30-years old, for instance is more likely to be married than a 20- years old. A-55 year old probably views work differently from25 year old. The ability to forecast behaviour according to age has the advantage of allowing HR managers to know more about the composition of the workforce and their needs. Demographic data are important source of information that can help HR managers in such areas as recruitment and selection, training and rewards management. EX6: Mandatory retirement attacked Government should ban mandatory retirement at age 65 because it discriminates against people who are capable of working and who often need the money, Ontario Human Rights Commissioner Keith Norton said. Mandatory retirement, where age is used to determine the persons employment status, is unacceptable from a human rights perspective, Mr Norton told Queens park news conference. Whether people seek employment and how they respond to HR practices, designed to elicit both control and the consent of employees, will depend on cultural values. Culture is a collective product, consisting of processes and artefacts, produced over long periods of time by large members of individuals, which enables the past to be carried in the present and the future (Parker et al, 2003). Changing culture values have an impact on HRM activities. Changes in traditional gender roles and new lifestyles, for example, change participation rates in the labour market and the way in which workers are motivated and managed in the workplace. The notion of a work-life balance for instance for employees, the need to balance work and leisure/family activities is a hot area in HRM research that is receiving increasing attention from policy- makers and managers (Purcell, 2004; Surges and Guest, 2004). Research on employer work-life balance strategies can have important benefits for organization. E vidence suggests that, in the face of a highly competitive labour market, work-life policies and practices are necessary for attracting, retaining and motivating highly skilled knowledge workers (Scholarios and Marks, 2004). Work- life boundary and work-life balance strategies are closely related to the commitment that knowledge workers give to their employer and are, in addition, necessary for creative and innovative behaviours and organizational culture (De Cieri et al, 2005). Technological factors A number of authors have argued that the use of technology within HR not only makes HR activity more efficient, but may also facilitate a change in emphasis for HRM to become more strategic within the organisation (Lawler and Mohrman 2003; Shrivastava and Shaw 2004). Literature has commented for the idea of HRM as a strategic business partner (Ulrich 1997) rather than in the administrative or transactional role that it has held historically. With the growth of information technology, much administrative can be accomplished using self-service or automated systems, therefore the HR function can, and increasingly does make significant contribution to building a firm that is staffed by the right human capital to carry out the work of the company, and enable the accomplishment of business strategy ( Lawler and Mohrman 2003: 16). Snell et al (2002) have suggested that HR can meet the challenge of simultaneously becoming more strategic, flexilble, cost efficient and customer oriented by lev eraging information technology. IT can lower administrative costs, increase productivity, speed response times, improve decision making and enhance customer service all at the same time. EX7: Norwich Union is the largest insurer in the UK and is part of the Aviva Insurance Group that has more than 60,000 employees. Human Resources within Norwich Union are managed using shared service model. The company uses an Oracle HR information system (HRI) with an extensive system of manager self-service. Managers can use the system to inform fundamental changes with regard to their employees. These includes: to change salary, cost centre and allowances, process leavers, update absences, produce reports, process overtime payments and compare salaries and performance ratings. The company also uses a degree of employee self-service with employees being able to: maintain personal details and emergency contac, provide information on their pay, request holidays, record absence, change bank account details and look at performance rating and salary history. HRM guide, October 2004 The technology and communication infrastructure can facilitate virtual working and learning. EX8: Nestle, with over 2000,000 employees spread across hundreds of locations, has adopted distance learning approach based on e-learning with courses structured around short modules of between five and seven minutes duration.(Marquardt, 2004). The role of HR managers will be to train employees to adapt with technological changes as it arises through training process in order to face change in the competitive environment. Economic factors As part of the economic context, globalization is the defining political economic paradigm of our time. In term of external context, globalization has affected all aspects in Business. In term of HR strategy, HRM policies and practices have to be aligned to the global activities of transnational enterprises and be able to attract and retain employees operating internationally but within different national employment regimes. EX9: China, India and the USA will drive growth A new research from the Economist Intelligence Unit predicts that more than half the growth in the worlds GDP over the next 15 years will come from China(27%), the US(16%), and India(12%). The foresight 2020 research report, sponsored by Cisco System, bases its predictions on new long term economic forecasts, a survey of more than 1,650 executives and in-depth interviews with senior business leaders. HRM guide, April 2006. The growth of the global economy has resulted in significant sections of the labour market being influenced by the investment decisions and production and HR strategies of transnational corporations. These transnational corporations such as Toyota, Unilever, Ford, have established a global network for research and development, production and marketing. These corporations integrate global resources and outsource some of their work to preferred suppliers to achieve cost efficiencies while maintaining the capability to respond to local markes. These global business strategies strongly affect the nature of local markets and therefore HRM initiatives and practices. EX10: Employees urges British gas to reconsider plan to move 2000 jobs to India Angry British Gas employees are campaigning for the company to reverse its decision to transfer 2,000 back-office jobs to India. British Gas plans to close sites in Manchester, Oldham and Solihull as part of a  £430m over-haul of its customer billing system. People management, 15 August 2005. Human Resource Management is a body of knowledge and a set of policies and practices that shape the nature of work and regulate the employment relationship. These practices suggest three questions: What do HRM managers do? What affects what they do? How do they do what they do? To answer these questions, we draw on the work of Harzing (2000), Millward et al. (2000) and Ulrich (1997) to identify key HRM functions. These are HR policies, programmes and practices designed in response to organizational goals and contingencies, and managed to achieve those goals and gain competitive advantage. Planning: preparing forecasts for future HR needs in the light of an organisations environment, mission and objectives, strategies and internal strengths and weaknesses, including its structure, culture, technology and leadership. Integrating: appropriately integrating or linking HRM with the strategic management process of the company and coordinating bundles of HR practices to achieve the companys desired goals. Staffing: obtaining people with the appropriate skills, abilities, knowledge and experience to fill jobs in the organization. Key practices are HR planning, job analysis, recruitment and selection. Developing: analysing learning requirement to ensure that employees possess the knowledge and the skills to perform satisfactorily in their jobs or to advance in the organization. Performance appraisal can identify employee key skills and competencies. Motivating: the design and administration of reward system. HR practices include job evaluation, performance appraisal, pay and benefits. Designing: the design and maintenance of work system that are safe and promote employee health and workplace wellness in order to attract and retain a competent workforce and comply with regulations. Managing relationship: processes and structures that build cooperative relationship among employees, between employer and trade union. Managing change: which involve helping others to envision the future, communication this vision, changing mindsets and setting clear expectations for performance. Evaluating: designing the procedures and processes that measure, evaluate and communicate the value-added of HR practices and the entire HR system to the organization. EX 11: The 21st century chief human resources officer (CHRO) A new report from Deloitte Consulting, Strategist Steward: The evolving role of the Chief Human Resources Officer outlines the challenges, processes and performance measures facing todays CHRO. According to the report, the modern CHRO is required increasingly to act as both strategist and steward. To quote Deloittes media release, they are leaders who not only manage the HR function and operations team, but also collaborate directly with the CEO and board of directors on a range of critical. Deloitte Consultings Strategist and Steward report is available at htt://www.deloitte.com/us/strategistandsteward. Human resource planning Human resource planning is the process by which the management of an organization determines its future human resource requirements and how the existing human resources can be effectively utilized to fulfil these requirements. In the process, the management strives to have the appropriate number and the appropriate kind of people at the appropriate place. Human resource planning is one of the HR practices that is a futuristic form of assessment. It tries to assess the human resource requirements in advance keeping the organizational objectives, production schedules, and the fluctuations in the background. The basic purpose of human resource planning is to have an accurate estimate of the number of employees required with the matching skills to meet the organizational goals. It helps organization to maintain and improve its ability to achieve its goals by developing strategies that will in optimum contribution of human resource. In order to gain sustainable competitive advantage, Stainer recommends the following nine strategies for human resource planners: They should collect, maintain, and interpret relevant information regarding human resources. They should report periodically human resource objectives and requirements, existing employees, and allied features of human resource. They should develop measures of human resource utilization as components of forecasts of human resource requirements along with independent validation. They should employ suitable techniques to effective allocation of work with a view to improving human resource utilization. They should conduct research to determine factors hampering the contribution of the individuals and groups to the organization with the view to modifying or removing these handicaps. They should develop and employ methods of economic assessment of human resources to reflect its features as income generator and cost and accordingly improve the quality of decisions affecting the human resource. They should evaluate the procurement, promotion, and retention of effective human resource. They should analyse the dynamic process of recruitment, promotion, and loss to the organization and control these processes with a view to maximizing the individual and group performance without involving high cost. They should develop procedures and techniques to determine the requirements of different types of human resource over a period of time from the standpoint organizational goals. Recruitment and selection: Recruitment and selection have always been critical processes for organizations. Recruitment and selection are vital stages in the formation with an emphasis on a two way flow communication; employees are attracted to and select an organization and the work on offer as much as employers select employees. Thus, employers need to see the attraction and retention of employees as part of the evolving employment relationship, based on a mutual and reciprocal understanding of expectations, as well as an attempt to predict how a potential employee might behave in the future and make a contribution to the organization requirements. This is very important when the labour market is tight in other words when there is a strong competition. The purpose of selection is to select the most valuable candidate who would meet the requirements of the job. There is a wide variation s in recruitment and selection practices, reflecting an organizations strategy and its philosophy towards the management of people. Employees seen as part of the primary internal market become the focus for the bundle of human resources practices intended to bring about increased motivation, an increased acceptance of responsibilities, deepened skills and greater commitment, providing the organization with a competitive edge. Human resource planning Staff needs, option internal/external Recruitment Pool of applicants Selection Job performance The stages of recruitment and selection EX12: Blind jobseekers brought up speed Speed recruitment days based on the speed dating format, are being used to boost the number of visually impaired people in work. The charity Blind in Business set up 10 years ago by three blind graduates to make it easier for visually impaired university-leavers to get jobs, believes the events are a way of matching employees and candidates who may otherwise never meet. Human resource development Technology, global markets, customer expectations and competition have all contributed to the view that organizations need to achieve high performance working leading generation of high value added products and services for customers, and trust and commitment from enthusiastic employees (International Labour Organization, 2000).Many organization now claim to take a holistic view that embraces the idea of learning individual and organizational levels as a crucial source of competitive advantage. EX13: Ernst Young: Building your professional career At Ernst Young, you can look forward to enriching your knowledge and experience. Whilst we expect you to take a proactive approach to the management of your career, we also provide considerable support. We provide many opportunities for you to specialize in an industry sector or in particular markets, and, in addition, excellent opportunities exist for our best people to develop experience through international assignments. To provide the in depth learning required to support your development, we offer a comprehensive suite of high quality training courses. Financial times, 24 October 2008 p.16 Flexibility plan The flexible firm model by Atkinson and Meager, 1985, p.2 which draws into a simple framework the new elements in employers manpower practices, bringing out the relationship between various practices and their appropriateness for different companies and groups of workers. This model identified four types of flexibility: Functional: a firms ability to adjust and deploy the skills of its employees to match the tasks required by its changing workload, production methods and technology. Numerical: a firms ability to adjust the level of labour inputs to meet fluctuations in output. Distancing strategy: the replacement of internal workers external subcontractors that is, putting some work, such as running the firms canteen. Financial: support for the achievement of flexibility through the pay and reward system. These flexibilities are achieved through a division of employees into the core workforce and the peripheral workforce. The core group is composed of those workers expected to deliver functional flexibility and includes those with firm specific skills and high discretionary elements in their work. The peripheral group is composed of a number of different workers. One category might be directly employed by the firm to perform work with low discretionary elements. Another might be employed as required on a variety of contracts, and the final category comprises trainees, some of whom may be prepared for eventual transfer to the core group. Functional flexibility could be presented as: Job enlargement Job enrichment Job rotation Training and development In the present competitive and dynamic environment, it has become essential for organization to build and sustain competencies that would provide them sustainable competitive advantage. No enterprise can last long in a highly competitive society unless it keeps pace with the emerging market trends and technological changes. The training programme can be defines as a process through which an organization seeks to attain the objectives of performance enhancement by developing the skills of a set of learners or by fulfilling the learning requirements of an identified group of employees. Development on the other hand is holistic, often aiming at overall personality development. The content of a development programme includes conceptual or theoretical inputs, perspective strategic thinking or focusing on behavioural aspects such as leadership skills, managing teams, groups. We may say that training is imparted to operatives, whereas development is a process of grooming mainly used for exe cutives and managers. The benefits for organization are: There will be an increase in the intellectual capital of the company Training helps in achieving higher standards of quality, building up a satisfactory organizational structure, delegating authority, and motivating employees to perform better. Employee turnover and absenteeism are reduced Wastage is minimized Jon enlargement and job enrichment programmes can be implemented easily Making training a continuous affair in the company can strengthen employee loyalty. EX14: Getting the value from NVQs at the Northern Snooker Centre The Northern Snooker Centre Ltd is a long established family business in Leeds. With over 33 staffs, the company has developed from having 9 snooker tables to over 27,plus 16 pools tables and three bar and lounge areas that are open 24 hours a day and 365 days a year. The family owners have consistently worked towards developing a customer focused culture and ethos based on staff training and development, teamwork and leadership. The company regards the teams as the whole workforce and has therefore sought to provide learning opportunities for everyone, using NVQs as a key mechanism. June williamson, company secretary. Daily Mail, 06 January 2007 p.12 Performance management and appraisal Performance appraisal can be described as the process of reviewing employees performance, documenting the review, and delivering it to the employee in the form of feedback. The information collected from performance measures is used for compensation packages, employee development, identification of training needs, providing feedback, and development of the employee. EX 15: RBS examines its people practices. A project aimed at identifying which people practices drive customer service and business performance has been launched by Royal Bank of Scotland Group (RBS). The initiative, called Service Excellence through People will bring together key data on 4,000 of RBSs retail bank branches worldwide in a bid to take its leading edge human capital strategy to the next level. RBS has engaged Harvard Business School and its survey consultants to carry out the study. Rima Manocha, People Management, 28 July 200 The human resource of an organization constitutes its entire workforce. Human resource management is responsible for selecting and inducting competent people, training them, facilitating and motivating them to perform at high levels of efficiency, and providing mechanisms to ensure that they maintain affiliation with the company. Change is inevitable in life and in the case of organizations, the general tendency is to complacent with policies and practices that have been successful in the past. Human resource , which has been a staff function, has now assumed a strategic function, as it has to coordinate with other functional areas in forecasting the future and gearing up human resource to meet the future challenges. REFERENCES Rima Manocha, People Management, 28 July 200 June williamson, company secretary. Daily Mail, 06 January 2007 p.12 Financial times, 24 October 2008 p.16 www.deloitte.com/us/strategistandsteward People management, 15 August 2005 HRM guide, April 2006 Marquardt, 2004 De Cieri et al, 2005 HRM guide, October 2004 Virginia Galt, Globe and Mail, 24 June 2002, P.83 CANADIAN HR REPORTER, 17 MARCH 2006 Geoffrey York, Globe and Mail, 9 February 2006, P. A1 (Personnel Today, 19 September 2006).

How Are Vision & Mission Statements Used to Set the Strategic Direction?

Best Examples of a Vision Statement A vision statement for a company or organization focuses on the potential inherent in the company's future, or what they intend to be. While a vision statement might contain references to how the company intends to make that future into a reality, the â€Å"how† is really part of a â€Å"mission† statement, while the vision statement is simply a description of the â€Å"what,† meaning, what the company intends to become. Ads by Google Trading Stocks Online ? Find why many prefer to Trade Forex High Leverage,1/1Training & support www. iforex. h Vision Statements: Reviews and Ideas To find the best examples of vision statements, consider these statements made by some of the world's most innovative and successful companies: Online Retailer â€Å"We intend to provide our customers with the best online shopping experience from beginning to end, with a smart, searchable website, easy-to-follow instructions, clear and secure payment methods, and fast, quality delivery. † From this statement example, you can clearly tell that this company is an online retailer. You can also tell they have put thought into the statement by making a list of goals.They don't simply say that they want to be â€Å"the best† online shopping site – they give a list of ways in which they intend to do that. This is a quality vision statement because it outlines the specific future they intend to create for themselves, but it doesn't give specific steps on how they will do it (better saved for a mission statement). Hair Salon â€Å"Our salon will change the way you think about a haircut. Full service comfort, friendly staff, a relaxing atmosphere, and the best prices in town give you an experience that will leave you glowing both inside and out. Once again, it's clear from this vision statement what type of business is behind it. It's also a good, clear list of goals, without being too specific. It paints an overall p icture of a pleasant, successful business that the company hopes to become, and since the vision statement isn't just a vision of your future – it's also a vision you're presenting to your customers about who you are – it's important that it do just that. Apple Computer â€Å"We believe that we are on the face of the earth to make great products and that's not changing. We are constantly focusing on innovating. We believe in the simple not the complex.We believe that we need to own and control the primary technologies behind the products that we make, and participate only in markets where we can make a significant contribution. We believe in saying no to thousands of projects, so that we can really focus on the few that are truly important and meaningful to us. We believe in deep collaboration and cross-pollination of our groups, which allow us to innovate in a way that others cannot. And frankly, we don't settle for anything less than excellence in every group in the company, and we have the self-honesty to admit when we're wrong and the courage to change.And I think regardless of who is in what job those values are so embedded in this company that Apple will do extremely well. â€Å"- Tim Cook, CEO of Apple Computer (Quoted on CNN Money. com). PepsiCo â€Å"PepsiCo's responsibility is to continually improve all aspects of the world in which we operate – environment, social, economic – creating a better tomorrow than today. Our vision is put into action through programs and a focus on environmental stewardship, activities to benefit society, and a commitment to build shareholder value by making PepsiCo a truly sustainable company. (Quoted from Pepsi Co. com. ) Amazon â€Å"Our [Amazon's] vision is to be earth's most customer centric company; to build a place where people can come to find and discover anything they might want to buy online. † (Quoted from Amazon. com) Short Vision Statements Sometimes a vision statement ca n be summarized in one sentence. Examples include: †¢To help people be healthy, †¢To have our product in every home in the United States, †¢To help people enjoy life, or offer an affordable solution to health care. Local companies might aspire to be the best company in the town or to offer ocally grown produce. A restaurant may have this vision statement: To offer fresh and delicious food to our customers along with a fun-filled dining experience. Long Vision Statements Vision statements may also be longer as well. Some examples include: †¢As we move towards our goal of being a world-class university, we will support research on a global scale. Locally, our campus will service the research needs of the learning community, granting access to many informational resources. †¢The XYZ Company will inspire its employees to be the best they can be.We will engage in sustainable practices and anticipate the needs of our customers. We will maximize return to the stock holders while still maintaining quality in our products. †¢Our vision is to bring our students into the 21st century through innovation and modern technology. Learning will be enhanced with computer software and educational games that will allow students to proceed at their own rate according to their ability. In each of these examples, the vision statement helps to define goals, creating something to work towards in the future.Ads by Google Best Vision Correction LASIK, LASEK, Laser eye surgery. Find best deal in Korea through KMH kmhglobal. com Cars For Sale Philippines Brand New & Used Cars For Sale At Sulit Cars Buy And Sell Philippines Cars. Sulit. com. ph Writing a Good Vision Statement Looking at these vision statement examples should give you a good jumping off point for knowing what a vision statement is and how to write one. Vision statements are a challenge for many people because they aren't sure what form the statement is supposed to take. A typical corporate or co mpany vision statement will be brief and succinct; it will say a lot in just a few words, so those words must be very carefully chosen. †¢The key to a good vision statement is to think of things in a long-term, broad sense, without sounding generic. †¢If you're too specific, you will limit your vision and it won't be applicable ten years down the road: for example, if your current goal for your business is to move into a larger building, that's a vision for the future but it's not the vision for the future of your entire business. It's too narrow in focus. On the other hand, if you say that you want to achieve success – well, any business in the world could say that. It's too generic. The best statement will be clear about who you are as a company as well as who you wish to become. Writing a good vision statement isn't difficult. Think about what your business does and what, in an ideal world, you would like it to do and how you would like to appear to the outside w orld. Consider the services and attributes that your company provides, then imagine how it would be if you provided the very best version of them possible.List those visions, and incorporate them into a brief statement that gives a good overview of the kind of image you want to represent. Understanding your goals and being able to state them clearly is the first step toward making them happen. =————– †¢PRESENTATION By Mirabel †¢2. DEVELOPMENT OF MISSION & VISION STATEMENT . FOR THE TRAMPORL GROUP. [Sandwich Makers] TASK 2 †¢3. MISSION STATEMENT. To be recognised as a leading distinctive brand of fresh, homemade, quality sandwich makers; Offered to customers at the most reasonable, affordable price; For a healthier, refreshing, filling and totally satisfying meal .MIRABEL TETTEH 3230 UNIT 4 †¢4. TECHNIQUE USED TO DEVELOP THE MISSION STATEMENT. 1. Identified the company’s winning idea: – Providing FRESH & HEALTHY pro ducts. 2. Identified the key measures of success:- Affordable & reasonable price, best quality, for a good quantity, delivered to the customer. 3. Combined the winning idea and success measures into a measurable goal:- Total satisfaction derived by the customer. MIRABEL TETTEH 3230 UNIT 4 A mission statement describes the basic overall purpose and function of the organisation. †¢5. TECHNIQUE USED TO DEVELOP THE MISSION STATEMENT. (contd†¦.. ) 4.Finally, I refined the words until I came up with a concise and precise statement of Tramporl’s mission which expresses our ideas, measures and desired result. Hence, our MISSION STATEMENT : MIRABEL TETTEH 3230 UNIT 4 †¢6. MISSION STATEMENT. â€Å" To be recognised as a leading distinctive brand of fresh, homemade, quality sandwich makers; Offered to customers at the most reasonable, affordable price; For a healthier, refreshing, filling and totally satisfying meal . † MIRABEL TETTEH 3230 UNIT 4 †¢7. VISION S TATEMENT. We at Tramporl take cautious steps to ensure that all our sandwiches reach our customers in the utmost best and fresh condition.Delivered straight to you to foster a healthy, wholesome, nourishing and flourishing lifestyle. Absolutely affordable to all to generate the optimum value. MIRABEL TETTEH 3230 UNIT 4 †¢8. TECHNIQUE USED TO DEVELOP THE VISION STATEMENT. MIRABEL TETTEH 3230 UNIT 4 After identifying the company’s mission, uncover the real human value in that mission. Nutritional value for the health conscious consumer. Homemade, prepared under the right food & health policies to ensure freshness. (right temperatures, proper hand washing and glove-use procedures etc. ). 2.Identified what the company, it’s customers and A vision statement is a vivid idealised description of a desired outcome that inspires, energizes and helps you create a mental picture of your target. †¢9. TECHNIQUE USED TO DEVELOP THE VISION STATEMENT . (contd)†¦ other st akeholder will value most about how the company will achieve this mission. Customer : Healthy, nourishing & wholesome lifestyle. Filling meal. Commitment to improving health Employees : Teamwork, Diversity, commitment to employee happiness and well-being, Trust and respect. Shareholders : optimising profits & minimising our cost. (optimum value for all).MIRABEL TETTEH 3230 UNIT 4 †¢10. TECHNIQUE USED TO DEVELOP THE VISION STATEMENT . (contd)†¦ Government : adhering to the policy and legislative processes in the food industry in operation in the UK, EU and internationally. Community/Society : Tackling the social issue of obesity by helping to bring about lasting improvements to the nation’s nutrition and health. Hence a call for a change towards healthier habits in the food service companies. 3. Combining the mission and values I polished the words until I came up with a vision statement inspiring enough to energise and motivate people inside and outside the company. Hence, our VISION STATEMENT; MIRABEL TETTEH 3230 UNIT 4 †¢11. VISION STATEMENT. â€Å" We at Tramporl take cautious steps to ensure that all our sandwiches reach our customers in the utmost best and fresh condition. Delivered straight to you to foster a healthy, wholesome, nourishing and flourishing lifestyle. Absolutely affordable to all to generate the optimum value. † MIRABEL TETTEH 3230 UNIT 4 Our vision Our vision is what we want to be and how we want to be perceived. It is what we aspire to. It inspires and motivates us. We make sustainable food production possible.Our mission Our mission is our reason for being, what we do on a daily basis to fulfil our vision. †¢We team up with customers. †¢From our leading position in dairy farming we innovate and expand in new segments and new geographies. †¢We provide integrated solutions and ensure that everywhere we do business, we lead. †¢We exist for the customer around the clock. Our core values Our co re values help us make the right decisions and guide our daily working behaviour. Passion †¢We share a passion for delivering customer value. †¢We are proud of our heritage and our success. From our leading position in dairy farming, we expand our business with passion. †¢This passion distinguishes us from other companies People †¢We have the ability and are trusted to make decisions within our area of responsibility. †¢We build our success on competence and constantly invest in personal development. †¢We share our knowledge, support each other and enjoy being part of a team. †¢We encourage diversity and appreciate the creativity that comes from a mix of cultures, gender, sexual orientation, religions, experiences and personalities. †¢We are part of a global network.Professionals †¢We deliver quality in everything we do. †¢We have clear responsibilities and fulfil our commitments. †¢We listen, learn, innovate and constantly impr ove. †¢We are proud of who we are and humbly reflect this through our attitude and behaviour. †¢We stay true to our values. Partnerships †¢Our customers, their needs and expectations, are the starting point for everything we do. †¢Our dealers are business partners with whom we jointly deliver customer values. †¢DeLaval employees, our dealers and customers partner for long-term business results.Baskin-Robbins Ice Cream Mission Statement – 12 Values & Principles for Success Mission Statement, Headquarters and History of Baskin-Robbins and Dunkin’ Brands The Baskin-Robbins Ice Cream mission statement is comprised of 12 Values and Principles for Success fashioned by its parent company, Dunkin’ Brands. (See the Baskin-Robbins and Dunkin’ Brands Values & Principles below. ) 6 of 138 PreviousNext Ad Manila | Virtual OfficesRegus. com. ph/Manila_Virtual_OfficesPrime Address & Mail Forwarding. Cost Effective to Start up. 50% OFF Getty Imag e Baskin-Robbins Ice Cream Stores Founders Facts and Trivia:Baskin-Robbins was founded by brothers-in-law Burt Baskin and Irv Robbins, who each started their own ice cream shops, and then merged them together to create the Baskin-Robbins concept. Irv’s ice cream store was Snowbird Ice Cream, which he opened in Glendale, California in 1945, featuring 21 different ice cream flavors. Burt’s ice cream shop was called Burton’s Ice Cream Shop, and the first one opened in Pasadena, California in 1946. In 1953 more than 40 Burton’s and Snowbird Ice Cream shops were rebranded as Baskin-Robbins 31 Ice Cream, with â€Å"31† representing a different flavor for every day of the month.Baskin-Robbins was acquired by London-based J. Lyons & Col, and is now part of the Dunkin’ Brands group along with the Dunkin’ Donuts chain. Baskin-Robbins Ice Cream Chain Headquarters: The corporate headquarters of Baskin-Robbins Ice Cream are located with the headqu arters of the Dunkin’ Brands group in Canton, Massachusetts. The Mission Statement of Baskin-Robbins Ice Cream and Dunkin’ Brands: Since 100% of the more than 6,000 Baskin-Robbins Ice Cream stores in 50 countries are franchise-owned, each Baskin-Robbins franchise owner could have their own mission statement.But as the parent company of Baskin-Robbins, Dunkin’ Brands has 12 Values and Principles that the company believes should guide the decisions of everyone associated with Baskin-Robbins retail outlets, leading Baskin-Robbins franchisees toward success. The Dunkin’ Brands Values and Guiding Principles are: †Our Values †¢Honesty – Embrace the truth about oneself and the world. †¢Transparency – Demonstrate openness and vulnerability. †¢Humility – Acknowledge own mistakes and commit to learning. †¢Integrity – Say what you think and do what you say. †¢Respectfulness – Honor the dignity, inclus ion, and diversity of others. Fairness – Do what is right based on common principles. †¢Responsibility – Make yourself accountable to the community. Our Guiding Principles †¢Leadership – Responsibility with passion at every level. †¢Innovation – Excellence in everything we do. †¢Execution – Ownership and accountability for results, success and failure. †¢Social Stewardship – Demonstration of good corporate citizenship and responsibility to all constituencies. †¢Fun – Approach every challenge with enthusiasm, energy and excitement†¦ celebrate every step of the way! † More About U. S.Company Mission Statements, History, and Headquarters: Ben and Jerry's Ice Cream Founders Facts and Trivia: The first Ben and Jerry's ice cream store was opened on May 5, 1978 in Burlington, Vermont after Ben Cohen and Jerry Greenfield completed a correspondence course on ice cream making from the Pennsylvania State University Creamery. Ben and Jerry were born four days apart, and met in junior high school. The first Benn and Jerry's ice cream flavors included Dastardly Mash, Heath Bar Crunch, Chunky Monkey, Tuskegee Chunk, and Cherry Garcia. Ben and Jerry's Ice Cream Headquarters:The headquarters of Ben and Jerry's Ice Cream is located where the company first began in Burlington, Vermont. The Mission Statement of Ben and Jerry's Ice Cream: The mission of Ben and Jerry's is really about contributing to making a positive change in the world. To do that, Ben and Jerry's has three missions that the company strives to integrate into its daily business operations†¦ â€Å"Ben and Jerry's Social Mission To operate the Company in a way that actively recognizes the central role that business plays in society by initiating innovative ways to improve the quality of life locally, nationally, and internationally.Ben and Jerry's Product Mission To make, distribute and sell the finest quality all natura l ice cream and euphoric concoctions with a continued commitment to incorporating wholesome, natural ingredients and promoting business practices that respect the Earth and the Environment. Ben and Jerry's Economic Mission To operate the Company on a sustainable financial basis of profitable growth, increasing value for our stakeholders and expanding opportunities for development and career growth for our employees. â€Å"

Medicine and Thesis Statement

Some people think old buildings should be destroyed and replaced with modern buildings. To what extent do you agree or disagree? Study foreign language at overseas is beneficial or not agree or disagree with extent? D? u hi? u trong d? bai: Only, the most important, some, all, necessary, many M? d? u: NP†¦. Brings the negative and positive that lead to wide discussion. Thesis statement: Example 1 Some people believe that it is acceptable for young children to undertake jobs that they are paid for, whereas others believe that this is wrong and should be illegal. This essay will discuss both sides of the issue.Example 2 At present, more and more young children are becoming involved in paid work. Whilst some people are of the opinion that this is an entirely acceptable practice, others believe that this is completely wrong and should be made illegal. Example 3 At present, more and more young children are becoming involved in paid work. Whilst some people are of the opinion that thi s is an entirely acceptable practice,  I believe  that this is completely wrong and should be made illegal. 2) Agreeing or Disagreeing Currently there is a trend towards the use of alternative forms of medicine.However, at best these methods are ineffective, and at worst they may be dangerous. To what extent do you agree or disagree with this statement? A thesis statement that  agrees with the opinion: Alternative medicine is not new. It is accepted that it pre-dates conventional medicine and it is still used by many people all over the world. However, I strongly believe that this form of medicine does not work and is possibly a danger to those using it. A thesis statement that  disagrees with the opinion: Alternative medicine is not new. It is accepted that it pre-dates onventional medicine and it is still used by many people all over the world. I am unconvinced that it is dangerous, and feel that both alternative and conventional medicine can be useful. A thesis statement that  partly agrees with the opinion: Alternative medicine is not new. It is accepted that it pre-dates conventional medicine and it is still used by many people all over the world. I agree that for certain conditions this type of medicine is ineffective and could even be dangerous, but for some illnesses it is a good alternative choice. Government investment in the arts, such as music and theatre, is a waste of money.Governments must invest this money in public services instead. To what extent do you agree with this statement? These days, the government spends a large part of its budget not only on public services, but also the arts. Although I agree that it is important to spend money on public services, I do not think spending on the arts is a waste of money. 3) Other Essays Problems and solutions: Overpopulation of urban areas has led to numerous problems. Identify one or two serious ones and suggest ways that governments and individuals can tackle these problems.Sample thesis in bold: Many countries of the world are currently experiencing problems caused by rapidly growing populations in urban areas. Both governments and individuals have a duty to find ways to overcome these problems. Causes and Effects: The percentage of overweight children in western society has increased by almost 20% in the last ten years. Discuss the causes and effects of this disturbing trend. Over the last ten years, Western societies have seen close to a 20% rise in the number of children who are overweight.This essay will discuss some reasons why this has occurred and examine the consequences of this worrying trend. Advantages and Disadvantages: In order to solve traffic problems, governments should tax private car owners heavily and use the money to improve public transportation. What are the advantages and disadvantages of such a solution? Traffic congestion in many cities around the world is severe. One possible solution to this problem is to impose heavy taxes on car driver s and use this money to make public transport better. This essay will discuss the benefits and drawbacks of such a measure.