This paper will reflect on the definition of personality...

This paper will reflect on the definition of personality and some key definitions that define our behavior but not us as individuals. Understanding personality differences is a start of knowing how to adapt when other personalities are presented. In order to understand what personality is let start by defining personality. Personality is a combination of his or her interests, attitude behavior patterns and other traits that may continue throughout his or her life span. â€Å"The definition has two important components. First, each person’s of thinking, feeling, and behaving makes him or her distinctive. The second defining component is the notion that an individual’s personality is relatively consistent (Davis, Palladino, †¦show more content†¦For example our daughter usually dates someone exactly like her father and our son will date someone like their mother. The third personality theory is Cognitive- Behavioral Perspective focuses on patterns of thinking and behavior and how these patterns are reinforced and maintained by the person within his or her environment. It is a practical approach in which the main object is to define goals and techniques to reach the client. Last but not least the Humani stic Perspective that emphasizes on individuals control of their behavior. It focuses on conscious influences on behavior and on the aspects of human nature (p. 475). It looks at the person as a whole including the mind, body and soul. Perhaps the theories are unfamiliar but the nine different defense mechanisms possibility can help understand them. The nine defense mechanisms are; anxiety, denial, repression, projection, reaction formation, displacement, sublimation, compensation and regression. A person can have just one defense mechanisms are several and identifying them early can help the individual person and his or her surroundings. Denial has to be the most common defense mechanisms because most people don’t want to know the truth especially when it comes to their children. For example a child with Autism or a child with Attention Deficit Hyperactivity Disorder (ADHD) typically is not diagnosed until the child attends school and has toShow MoreRelatedA Research Study On Management1710 Words   |  7 Pagesand craft meet. There are many ways one defines management. Throughout the last 5 weeks I got to grasp some of the key concepts one needs to acquire to become effective in management. I was able to gain the knowledge for these main ideas through the small group projects, the in/online class discussions, and the analyzed paper we ve completed thus far. Overall, BUS 250 has demonstrated the importance of teamwork, leadership, organization/planning, personality traits, social responsibility, decisionRead MoreLeadership Model That Deals With Team Performance Outcomes1242 Words   |  5 Pagesgoals. 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Compare the Two Articles on Henri Paul - 1387 Words

Compare the articles on Henri Paul: Which one do you think is most persuasive? Diana, princess of Wales died on 30th August 1997. She died in a car crash In a Paris tunnel. At the time she had divorced Prince Charles who was the father or her two children, (Prince William and Harry), and was in a relationship with Dodi Alfayed. This story was reported worldwide. In the article from the Mirror, they give a biased picture of what Henri Paul Is like. They say he Is a â€Å"speed freak† and â€Å"bike nut, could down nine whiskies in a night†. This suggests that he is a heavy drinker and that he is always speeding. The words Speed freak displays assonance, which makes a bigger Impact on the reader. â€Å"Speed† has several connotations: It Is a drug; It Is†¦show more content†¦The MIrror also uses more colourful language and allIteratIons, â€Å"BIke nut could down nIne whIskIes a nIght†. 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Human Resource Management Research Development and Factors

Question: Discuss about the Human Resource Management for Research Development and Factors. Answer: Outline of review methodology to gather project data Human research management is one of the key factors for the organization development. Without implementing proper human resource management, the organization would not be able to achieve goals and objectives of the business in an effective manner (Hendry, 2012). In this case scenario, the human resource management process will be discussed for identifying the key development area in the business. The research would be conducted on the supermarket giant called Tesco. For accumulating data, the primary data accumulation process will be involved in the research. The primary data will facilitate in identifying the current issues in the human resource management, whereas the secondary data will highlight different key factors for executing the particular process in an effectual manner. In the primary data collection method, both qualitative and quantitative analysis will be discussed. In the quantitative process, a survey on the research topic will be conducted where a selected number of respondents will take participate (Mondy Martocchio, 2016). On the other hand, the qualitative analysis will be conducted based on the gathered data from the key professionals of the organization. The survey process will be conducted on the online platforms including Facebook, Twitter, and Skype. However, the qualitative process will be conducted through focus group interview, where each participant will obtain 25-30 minutes for delivering an opinion. The participants or the respondents will be selected through non-probability sampling technique for reducing biased feedbacks on the research topic. The small sample size will be taken so that the research could be executed within the given budget. The deducted approach will be selected for the particular analysis. Moreover, the descriptive research design will be selected, as it would facilitate the investigator to analysis the research topic in a detailed manner. For accumulating the survey data, some potential and experienced emplo yees of Tesco will be selected, whereas the managers of the company will be approached for being the participants in the interview process. Case organization description, background, and context Organization Description and background: Tesco is one of the supermarket giants across the global platform. The core business or the organization is related to the retailing. Jack Cohen formed Tesco in 1919. The head quarter of the organization is in United Kingdom, England. The prime products of the company include a supermarket, hypermarket, and super store. The organization has accumulated the revenue of 62.284 billion as of 2015. The organization has been operating its business by 500,000 employees worldwide. Tesco has subsidiaries of Tesco Bank, Tesco Mobile, Tesco Ireland, and Tesco Kipa. The particular organization has the market capitalization of 18.1 billion as of 22 April 2015 (Tesco.com, 2016). The business strategy of Tesco is primarily dependent on the huge domestic market of the financial services, telecoms and non-food (Bratton Gold, 2012). One of the prime objectives of Tescos business strategies is to create a sustainable long-term business expansion to the large domestic areas as well as the foreign market. The management of the organization has identified the fact that the effective human resource management is one of the major factors for the enhancement of the business within the short timeframe. Although the particular organization has been operating its business across the global platform, the business is largely dependent on its domestic market (Purce, 2014). Most of the business analysts have discussed the organization has been facing challenges in accumulating adequate revenues from the foreign market due to its ineffective human resource management system. Hence, the organization has been focusing on its strategic human resource management planning so that they could improve their business opportunity in an effective manner. The human resource management is trying to expand its business to the large marketplace along with the international market for increasing their sales revenues (Brewster, Mayrhofer Morley, 2016). For achieving their particular goal, the organization has initially focused on expanding its business enterprises into Asia and Central Europe. According to the recent business report, Tescos human resource management has been focusing on five key market sectors including core business in UK, the communities where it operates its business, non-food products, its retailing services and its international markets (Budhwar Debrah, 2013). The HRM team of the organization has declared that their main objective is to be one of the largest retailers across the global platform. In recent years, the organization has been enhancing its business in the though non-food items. The human resource policy of the organization includes se veral training modules for the new and existing employees for developing their workability skills (Buller McEvoy, 2012). Tesco has been operating its business in a very competitive marketplace. Hence, the management team has been facing challenges from the existing threats and new entrants. Review current Strategic HRM Plan For executing business into the competitive market, the human resource management of the organization needs to complete and feasible HRM plan and employ different strategies to manage the employees (Renwick, Redman Maguire, 2013). It includes the changing strategies to account for the local customs and variations. The current Human resource strategies at Tesco include the training and development of the employees, communication and consultation and rewards and benefits. With the involvement of this triple-headed approach, the organization has been achieving the great success in the business over the past few decades. By reviewing the current HRM plan of the organization, it can be assessed that the training and development indicate the integral parts of the business. The organization has been providing high quality training to the employees for enhancing their work efficiency. By interviewing the key managers of the organization, it can be identified that the organization has been spending adequate financial resources for its training session. Without providing enhanced training and development session to the employees, the particular organization would not be able to expand its business opportunity in an effectual manner. On the other hand, Tesco recruits the qualified graduates from the leading universities. Hence, it facilitates them in improving their workforce management. The organization values all the staffs of the company, as they are the prime resources of the business (Alfes et al., 2013). On the other hand, some key managers of Tesco have highlighted the fact that the communication and consultation process indeed facilitates the organization in executing the business in an effectual manner. The human resource policy includes the effective communication system, which is an integral part of the business. The management has identified the fact that it would not be possible for reducing the challenges of the business without communicating with the employees, as the employees are the prime sources of the information regarding the business (Nickson, 2013). In this particular business environment, employees can provide their feedbacks to the higher authority. Consequently, it reduces the certain risks of the business. The management has discussed that their rewards and benefits policy has been facilitating them in reducing the employee turnover over the past few years. The key managers of the organization have highlighted the huge impacts of the rewards and benefits. The rewarding policy not only facilitates the organization in reducing employee turnover but also motivates the workforce for delivering high quality performance in the business (Hoque, 2013). By analyzing the annual report of the organization, it can be identified that the particular organization has accumulated the revenue of 62.284 billion as of 2015, whereas the revenue of the organization was 70.894 billion in 2014. Hence, it can be evaluated that the organization has been trying to reduce challenges the business. The total profit for the year 2015 was 5.7 billion dollar whereas, in 2014, the net profit of Tesco was only 2.2 billion dollar (Tesco.com, 2016). Hence, it can be assessed that the effective human resources planning has been facilitating the organization in enhancing its financial performance in an effectual manner. The strategic HRM planning not only facilitates the organization in executing the business in a systematic manner but also contributes to the improvement of the market share. The competitors of the organization are Asda, Sainsburys, and Morrisons. By analyzing the report, the market share of Tesco was 30.2% as of 2012 whereas the market shares of its competitors including Asda, Sainsburys, Morrisons are 17.9%, 16.6%, and 12.3% respectively (Ulrich, 2013). High market share facilitates the organization to expand the business in the large marketplace. The human resource management team has discussed the fact that they have been trying to implement different strategies for the enhancing their market shares within the short timeframe. Limited global presence would be the cause for limited market share. Hence, the organization has been focusing on their business expansion processes. Teams perception of the case project HRM challenges and opportunities SWOT analyses Strengths The prime strength of the human resource management is that the organization involves a huge number of competitive staffs in the business, which facilitates them in achieving goals and objectives in an effectual manner. The human resource management provides sufficient supervisions and directions to the employees for executing the work in a systematic manner. The HRM team has a touch base with their customers as well as their staffs. It facilitates in accumulating feedbacks of the process. In the recent years, the human resource team has been focusing on providing the leadership training for the possible advancement of the employees. Weakness Although the training and development session is an integral part of the business, the human resource team often face challenges due to the huge cost of the training module. It has been seen that the staff is mostly part-time employees of the business. The HRM team has a reputation of treating their employees right Sometimes, the huge workforce of the organization creates a challenging situation for the human resource team to conduct the training module in an effective manner. Opportunities The growing percentage of hiring women and minorities indicates the adequate opportunities for the human resource team to enhance the workforce in an effective manner. There are many advanced technologies available for the improving the human resource activities. Threats Sometimes, the business gets affected by the industrial recession. Consequently, it creates difficulties in reducing the recruiting process. Moreover, it causes the high employee turnover Employee union is the next big threat to the human resource management, as it often creates difficulties in executing the business in an effective manner. By analyzing the strengths and weaknesses of the human resource management, it can be assessed that the organization has huge financial resources for the improvement of the HRM strategy implementation process. The biggest weakness is that the retail industry has been experiencing the high employee turnover issues over the past few years (Jackson, Schuler Jiang, 2014). Consequently, it also makes challenges for the particular organization in executing the business in a systematic manner. However, Tesco has been implementing different strategic approaches including effective communication, reward and other benefits and career development opportunities for reducing the employee turnover issue. Other observations and conclusions Tesco is one of the supermarket giants in the UK. Tesco has the wide market presence across the South America, North America, Europe, North Africa and Asia (Bamberger, Biron Meshoulam, 2014). The human resource management has highlighted the fact that the limited global presence would cause limited market share, which is a negative sign for the business enhancement. Hence, the particular organization has been focusing on expanding their business into the international market for increasing its market share. According to the human resource management team, the multi-format businesses including hypermarket, supermarket, and retail market have been facilitating in enhancing the sales revenues in an effectual manner (Delahaye, 2015). By analyzing the strategic plan of the HRM, different approaches can be identified which indeed facilitates the organization in executing the business in an appropriate manner. The management team has focused on the three dimension approaches including training and development of the employees, communication and consultation and rewards and benefits. Although the training and development session is the integral part of the business, the rising cost of the particular process creates challenges for the human resource management team (Head Alford, 2015). On the other hand, the human resource team has discussed that the effective communication is needed for the proper execution of the business. However, the particular organization follows the autocratic leadership technique in the business. Consequently, employees are often unable to share their feedbacks to the higher management. Hence, it contradicts with the strategic planning. On the other hand, the HRM policy includes the employee motivation process for improving the productivity of the business. Without providing proper recognition to the potential employees, the management may not be able to reduce the employee turnover in the business (Campbell, Coff Kryscynski, 2012). Consequently, the management has been focussing on the reward and benefits programs over the past few years. For expanding the business in the domestic and international market, the organization needs to examine their capabilities such as equipment, facilities, finances, and suppliers. However, the workforce is the most important part of the business, as it is the primary source of the production. In this context, Tescos human resource management needs to be analyzed through a particular process. The gap analysis for the human resource management needs to be executed through planning tools, projected staffing, current staffing, and strategies (Cerrato Piva, 2012). The analysis would highlight the key development areas in the business. By analyzing the annual report, it can be assessed that the particular organization has been improving its business through several strategic approaches. In 2015, the net profit was 5.2 billion, whereas the net profit of the organization was 2.2 billion in 2014 (Redpath et al., 2013). Hence, it indicates the improvement of the business. By critically analyzing the HRM planning of the organization, different strategic approaches can be identified that indeed facilitates the organization to enhance the business opportunities in an effectual manner. Summary It can be concluded that the human resource management is one of the integral parts of the business. With the involvement of the effective human resource plan, the organization can enhance their business opportunities in an effective manner. In this context, Tescos human resource planning has been analyzed in a detailed manner. By analyzing the Tescos human resource planning, it can be assessed that the organization follows three prime rules including rewarding policy, training and development policy, and communication and consultation. With the engagement of these strategical approaches, the organization has been experiencing the enhanced growth in the business. In this context, the particular organization has been focusing on their training and development session, as this training session would be the best possible solution for the proper business execution. In this assignment, the interview with the key managers of the organization has been conducted. The key managers have discus sed the fact that the workforce management becomes the most challenging thing to the human resource management. Although the human resource policies of the organization have been facilitating in enhancing the business, it also has some flaws. Sometimes, the management is unable to reduce the employee turnover; which causes the major difficulties in business process execution. Hence, it can be assessed that the effective human resource planning has been facilitating the particular organization in enhancing its business opportunity in the large domestic market. Summarization of previous literature review: The previous literature review has highlighted different factors affecting the human resource management. Strategic human resource management is one of the major factors for enhancing the business opportunities in an effective manner. According to the previous literature review, the management needs to follow the entire management framework for executing the process in a systematic manner. On the other hand, the human resource management needs to follow a particular set of regulations to achieve the goals and objectives of the business. With the involvement of the strategic human resource management, the organization can easily facilitate in achieving the long-term goals of the business. There are many challenges to the human resource management including the workforce management, reducing the employee turnover, etc. The literature review highlights the fact that the modern era of business is mostly affected by the employee turnover issues. Hence, the human resource management team n eeds to implement several strategic approaches in the business for reducing this challenge from the business. Most of the business analysts have discussed that the strategic human resource management is responsible for the improving the business performance in an effective manner. Although it is a complex process, it facilitates the organization in enhancing the business process execution in an effective manner. The previous literature review has highlighted that the effective human resource management is the key factor for enhancing the performance of the employee in the organization. In recent years, most of the organizations have been facing challenges due to enhanced cost of the training and development session. Hence, it creates challenges of for the organization to provide a high quality training session to the employees. On the other hand, the previous literature review reflects the fact that the effective strategic management is responsible for identifying the internal and external opportunities and threats of the business. As per the previous literature review, the prime purpose of the strategic investment is to develop the performance of the employees in an effectual manner. On the other hand, the strategic human resource management facilitates the organization in enhancing the financial performance of the business in an effective manner. Through the engagement of the training and development session, the organization can easily improve their business opportunities. The organization needs to focus on identifying the critical chances for executing and creating great strategic management techniques in enhancing the inspiration of workers and their efficiency. For investing into the human capital process, human resource management plays an integral role in the business. Hence, it can be assessed that the strategic human resource management is an integral part of the business that facilitates in the enhancement of the business. References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Bamberger, P. A., Biron, M., Meshoulam, I. (2014).Human resource strategy: Formulation, implementation, and impact. Routledge. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Brewster, C., Mayrhofer, W., Morley, M. (Eds.). (2016).New Challenges for European Resource Management. Springer. Budhwar, P. S., Debrah, Y. A. (Eds.). (2013).Human resource management in developing countries. Routledge. Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight.Human resource management review,22(1), 43-56. Campbell, B. A., Coff, R., Kryscynski, D. (2012). Rethinking sustained competitive advantage from human capital.Academy of Management Review,37(3), 376-395. Cerrato, D., Piva, M. (2012). The internationalization of small and medium-sized enterprises: the effect of family management, human capital and foreign ownership.Journal of Management Governance,16(4), 617-644. Delahaye, B. (2015).Human resource development. Tilde Publishing. Head, B. W., Alford, J. (2015). Wicked Problems Implications for Public Policy and Management.Administration Society,47(6), 711-739. Hendry, C. (2012).Human resource management. Routledg Hoque, K. (2013).Human resource management in the hotel industry: Strategy, innovation and performance. Routledge. Jackson, S. E., Schuler, R. S., Jiang, K. (2014). An aspirational framework for strategic human resource management.The Academy of Management Annals,8(1), 1-56. Mondy, R., Martocchio, J. J. (2016).Human resource management. Pearson. Nickson, D. (2013).Human resource management for hospitality, tourism and events. Routledge. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Redpath, S. M., Young, J., Evely, A., Adams, W. M., Sutherland, W. J., Whitehouse, A., ... Gutirrez, R. J. (2013). Understanding and managing conservation conflicts.Trends in Ecology Evolution,28(2), 100-109. Renwick, D. W., Redman, T., Maguire, S. (2013). Green human resource management: A review and research agenda.International Journal of Management Reviews,15(1), 1-14. Tesco.com (2016) Tesco | Online Groceries, Homeware, Electricals Clothing. (2016).. Retrieved 5 September 2016, from https://www.tesco.com/ Ulrich, D. (2013).Human resource champions: The next agenda for adding value and delivering results. Harvard Business Press.