Introduction. Alcohol Has Manifested Its Place In Most

Introduction Alcohol has manifested its place in most Western societies over the past few centuries. The fact that it is a drug does not hinder its wide usage and eventual abuse. Nevertheless, sci-entists have proven that alcohol can cause severe health issues and therefore, many govern-ments try to protect children and young people by enforcing a minimum legal drinking age mostly between 16 and 18 years, in some places even 21 years. While from a scientific view-point this law is more than justified, many young people reaching a certain age do not see the need for it nor do they find it necessary to respect this law. How can governments set a fair age for alcohol consumption? At what age are we responsible enough to receive the right to†¦show more content†¦This involves for example the consumption of alcohol. Studies on brain development found that brain structures and processes do not stop changing but continue to develop during our lives. (Johnson et al., 2009). Given this, it seems hard to determine adulthood or maturity on the fact whether the brain is fully developed or not and therefore, the â€Å"correct† minimum legal drinking age is hard to determine or even impossible. It raises the question why the age of 15 seems to be such a vital turning point. If we only consider brain development, the recommended age for first drinking alcohol could easily be higher, say 18 or 21 considering Johnson et al.’s findings that the brain structures change basically all our lives. To sum up, young people might argue that the legal drinking age might as well be 15 years not only because brain development seems less significant considering it changes con-stantly through the course of our live but also because the probability that they are drinking anyway is quite high. The question being targeted by this research paper is whether young people over 18 years think that 15 years would be a reasonable age for legally being able to drink alcohol. It is expected, that females would agree less with a legal drinking age of 15 years than male participants and suggest a significantly higher average drinking age than males would. Methodology Participants In my research paper, I followed a pragmatic worldview,Show MoreRelatedEffects of Alcoholism on the Human Health and Social Life837 Words   |  3 PagesTitle Effects of alcoholism on the human health and social life General purpose/objective The speech is aimed at highlighting the negative effects that excessive intake of alcohol and habitual alcoholism can have on the social aspects of a person and the health repercussions of the aforementioned behavior. The content of the speech is largely informative and in very small part persuasive for people to reconsider their drinking habits. Specific purpose The specific objective of the speech isRead MoreResearch Proposal- Alcohol Abuse Leads to Domestic Violence1471 Words   |  6 PagesDetermining whether Alcohol abuse leads to Domestic Violence Abstract This study seeks to analyze and examine the effects that alcohol abuse may have on domestic violence cases. The main goal of this study is to determine whether or not alcohol or alcohol abuse really has an affect on people and if it causes domestic violence or not. This study will be helpful in many ways and instances and it will help those who are still wondering whether or not these to completely different socialRead MoreContribution of Psychology and Social Psychology to the Study of Health and Welfare Issues1358 Words   |  6 Pages particular the unconscious conflict between the different structures that compose the whole personality. There are a lot of factors that contribute to why people behave in a certain way and why people do things that has an adverse affect on health. Anxiety is a state of apprehension, tension and worry this is associated with the Freudian theory. Freud believes that anxiety arises when the ego which is the executive of the personality is facedRead MoreWhat You Pawn I will Redeem1272 Words   |  3 Pagesquest. In the introduction of the story, Jackson bluntly describes himself as a homeless Indian who â€Å"...married two or three times, fathered two or three kids, then went crazy† (9) and â€Å"...an alcoholic Indian with a busted stomach...† (15). His alcoholism has become critical to his health. Years of alcohol abuse and mental illness may have altered his sense of awareness. 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In general, the concept of culture is well reflected in the history of people, their heritage and how they express their ideas as well as their creativity. The culture of a particular group of people can be used toRead More Case Study on Alcoholism Essay4147 Words   |  17 Pages Introduction: The ingestion of alcoholic beverages for their enjoyable effects is a custom which has been around for thousands of years, and alcohol continues to be a popular drug because of its short-term effects (Coleman, Butcher Carson, 1984). An enormous amount of damage can be attributed directly to alcohol abuse as a result of lost jobs, accidents caused by drunk drivers, and so forth (Maltzman, 2000). Alcohol also compounds other problems--an estimated 25% to 40% of hospital patientsRead MoreChildhood Adversity And Substance Abuse1806 Words   |  8 Pages Childhood Adversity and Substance Abuse Joceline Nieves SUNY New Paltz â€Æ' Introduction The Center for Disease Control reports about 3.4 million children being abused or neglected in the United States in 2012 and 1 in 4 children will experience some form on abuse, maltreatment or household dysfunction while growing up. (Campbell, 2015).Past research has shown a relationship between Adverse Childhood Experiences and substance abuse as an adult. Risk factors in the form abuse and neglect asRead MoreEffective Implementation Of The Social Infrastructure Business Change Within The Workplace3115 Words   |  13 PagesIntroduction: It can be described as a structured approach to the conversion of the individuals, teams and organizations from a current state to a desired future state. The HR magazine suggests that it is the, Benefits change methods and application of knowledge systems, tools and resources arising from the use of change management is to determine and adopt corporate strategy, structure, processes and technology to respond to internal and external changes conditions to produce. Hiatt Creasey

Hobby Lobby Business, History, Culture, Locations, And...

When analyzing and review a company’s human resource practices it is important to fully understand the company’s business, history, culture, locations, and demographics. Hobby Lobby is described as one of the largest privately owned arts-and-crafts stores in the world. Hobby Lobby’s business consists of over 32,000 employees and over 750 stores in 47 states. (Why choose hobby lobby, 2017) Their headquarters are located in Oklahoma City and have three overseas offices in Hong Kong, Shenzhen, and China. Hobby Lobby was ranked #147 on Forbes’ list of America’s Largest privately owned companies. (Forbes, 2016) Demographics and Culture Beginning with just a $600 loan, Hobby Lobby has been a thriving business in accommodating to consumer’s†¦show more content†¦Also their wages are above average starting at $10.50 for part-time employees and $15.50 for full time employees. Another positive aspect of this type of incentive is that it is easier to attract new employees. Hobby Lobby also has many opportunities in their company, specifically with their online usage. They have recognized the importance of an online presence and are currently using social media sites to attract new hires whenever they are opening a new location or participating in a hiring event. Hobby Lobby’s Weaknesses and Threats With strengths comes weakness and with opportunities comes threats. Hobby lobby is lacking strongly in diversity. When conversing with a local Hobby Lobby human resource manager, Gary Adams his primary concern was with diversity. He conveyed that they currently are not exemplifying a diverse workplace as well as a diverse customer environment. Gary also mentioned that it is difficult to attract male employees and other ethnicities. While there are not any large significant indications for this, there are steps to take to increase diversity and ensure a fair recruiting and selection process. (Adams) Recommendations to Increase Diversity As previously stated, there is a need for improvement in the area of recruiting and selection specifically with diversity. Therefore, there is a process to increase diversity within the recruitment and selection process.Show MoreRelatedForeign Market Entry Strategy - Four Seasons in Brazil23037 Words   |  93 Pagesnarrates in detail the marketing plan Four Seasons will implement in the local geopolitical environment. Brazil’s present political, legal, social and economic state draws the conclusion that acquiring a local luxury hotelier while utilizing its business resources like a partner, is the best mode of entry for Four Seasons. Fasano’s grandiose local brand recognition as a world-class hotelier and partnership with Brazilian real-estate developer, JHSF, makes it an ideal candidate for Four Seasons’ marketRead MoreConsumer Lifestyle in Singapore35714 Words   |  143 Pages.................................................................................. ............. 17 Dining Out ............................................................................................................................... 18 Cafà © Culture ........................................................................................................................... 19 Snacking Habits .......................................................................................................Read MoreCase Study148348 Words   |  594 PagesNotes for Student Work Assignments Case Study Teaching Notes 6 7 8 8 12 19 20 25 27 27 28 28 29 Chapters 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 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Save A Girl Free Essays

Save girls, save the girl child, is a campaign in India to end the gender-selective abortion of female fetuses. Aborting a foetus because it is female is a major social problem in India and has cultural connections with the dowry system that is ingrained in Indian culture, despite the fact that it has been prohibited by law since 1961. In India a strong preference for sons over daughters exists, unlike in Western cultures. We will write a custom essay sample on Save A Girl or any similar topic only for you Order Now Pregnancies are planned by resorting to ‘differential contraception’. Following conception, foetal sex is determined by prenatal diagnostic techniques after which female foetuses are aborted. Social discrimination against women and a preference for sons have been promoted. Pre-natal sex-determination was banned in India in 1994. This act aims to prevent sex-selective abortion. But it is estimated that more than 10 million female foetuses have been illegally aborted in India. Researchers for the Lancet journal stated that 500,000 girls were being lost annually through sex-selective abortions. The dowry system in India is often blamed; the expectation that a large dowry must be provided for daughters in order for them to marry is frequently cited as a major cause for the problem. Pressure for parents to provide large dowries for their daughters is most intense in prosperous states where high standards of living, and modern consumerism, are more prevalent in Indian society. In India, dowry is the payment in cash or some kind of gifts given to bridegroom’s family along with the bride. Generally they include cash, jewellery, electrical appliances, furniture, bedding, crockery, utensils and other household items that help the newly-wed set up her home. The dowry system is thought to put great financial burden on the bride’s family. It has been one of the reasons for families and women in India resorting to sex selection in favor of sons. Female foeticide has led to an increase in human trafficking. In 2011, 15,000 Indian women were bought and sold as brides in areas where foeticide has led to a lack of women. Government response to the problem has been known to not have stopped female foeticide from occurring. The existence of several loopholes in the system means the practice of sex-selective abortion continues. An example of one of these loopholes would be on the pretext of checking for genetic disorders in the foetus, who can stop a doctor from examining the sex of the unborn child and informing the parents in secret. Authorities often let the unlawful parents and doctors off with light punishment. Often, when the mothers disobey the husband’s family decision to abort the female foetus and report it to the authorities, the suits are ignored or given a light sentence: The mother is targeted for bearing girls and disobeying the family’s decision to abort the child. She may even lose her job, be expose to constant death threats, and be left with unresolved cases. In addition, others who give birth to girls are prone to violence. Even if she is able to give birth to the baby girls, the family is likely to not report the births and even murder them. The â€Å"Beti Bachao† campaign is supported by human rights groups, non-governmental organizations, and state and local government in India. Beti Bachao activities include large rallies, poster campaigns, wall paintings, billboards, and television commercials and short animations and video films. Some celebrities have become involved in â€Å"Save the girl child† initiatives. Another example of an organization, or campaign designed to help or promote girls right’s and lift them out of poverty is â€Å"Because I am a Girl†. It is geared towards equipping, enabling and engaging girls of all ages to acquire the assets, skills and knowledge necessary to succeed in life. The campaign focuses on inequality faced by girls in developing countries, and promotes projects to improve opportunities for girls in education, medical care, family planning, legal rights, and other areas. The campaign has reported some success in parts of India. In 2009, it was reported that in Gujarat, rates of female births increased from 802 to 882 for every 1000 male births. India declared the year 2007 as â€Å"Awareness year of female feoticide†. Beti Bachao activities were credited with this improvement. How to cite Save A Girl, Papers

Designing and Implementing an HR Scorecard †MyAssignmenthelp.com

Question: Discuss about the Designing and Implementing an HR Scorecard. Answer: Introduction: Corporate Strategy is the overall strategy of a business organisation. It relates to the primary direction path and corporate growth for business organisation. Its scope is relevantly wide and concerned with resource allocation, transfer of resources among businesses and overall management of different portfolio of business. It deals with the uphill task of managing broad range of business portfolio in terms of allocating resources and maximisation of their respective contribution. Corporate Strategy provides a common direction to all business portfolio, ultimately leads to overall corporate objective, mission and vision. Corporate Strategy works as guide to business organisation in planning, organising, implementing and controlling all the aspects of different functions of business management. Alignment between corporate strategy and Human Resource Strategy largely depends on the employee consideration part within the corporate strategy. Any organisation, which is aiming to achieve aspirational corporate goals, must include a serious effort to draft its corporate strategy while considering all human resources aspects. Now-a-days, human resources are treated as human capital and they are the most important asset of an organisation. While corporate strategy focuses on the broadest aspect of organisations, it must include the most important aspect of organisations namely human aspect (Purce, 2014). This report discusses the various aspect of corporate strategy including human resources aspect. Further in this report, a detailed analysis of international aspect of human resources has been discussed. In recent business arena, consideration of key elements of HR strategy is most important while developing corporate strategy. A proper balance between corporate strategy and aspects of human resources can help an organisation to achieve more while making happy human capital. It is very basic that, employees are the ground workers who will make every strategy successful if strategies are well connected and concerned with the aspects of human resources (Chung, 2015). Corporate Strategy is a long term strategy which is developed by every organisation to achieve its objectives and business success in long run. It is concerned with top level decision making to guide overall organisation. Human Resource is a management function through which an organisation attracts, hire, train, motivate and maintain people in order to achieve their corporate goals. It is concerned with employees of the organisation. Through human resource planning and strategy, every organisation tries to manage their human resources and employee pool in a better manner to perform and achieve its corporate objectives which is long term. From todays perspective, deciding about human resource is more strategic as it is taken as an investment decision by organisations. The concept of employee management within organisation changed in various aspects from personnel management to human resource management and now it is about human resource development. Organisations understood that huma n resource is the best asset available to achieve the aspiration goals, mission and vision of the organisation. Regarding HR landscape, the scope has broaden more from compensation and benefits management, compliance and safety, recruitment, training and development to employee relations, employee welfare, human resource accounting and many more (Wright, Coff Moliterno, 2014). In long run, to increase productivity of business, organisation must consider about effective development of human resources through HR strategy. Above discussed meaning of corporate strategy and human resource strategy initiates the thought of need for alignment of corporate and human resource strategy. Bringing selected human resources in an organisation and making them organisation ready, is a costly task as it requires huge investment in terms of money and time. Human Resource Development is not cost free but it a strategic investment decision to be taken by organisations. The long term success and failure of an organisation largely depends on HR strategy of that organisation. In a diversified business organisation, top management must plan about their human resource allocation in between different business portfolios in such a manner that it can deliver the optimum results as intended. Consideration of HR strategies and different elements of HR aspect must be included within corporate strategy for better management and performance of organisation (Sikora Ferris, 2014). The issue of linking HR strategy with corporate stra tegy is emerging an impactful decision aspect due to further discussed reasons. First, employee turnover ratio is increasing in business organisations, which is a strategic issue to be considered into top level decision criteria. Employees are recruited and trained and then they start working for organisation. At the time of leaving organisation, the training and recruiting cost incurred by organisation become sunk cost. Outgoing employees are the trained resources who are developed by the business organisation. In such way, a business organisation must think how it can develop its HR strategy linking with its corporate strategy. Second, it has researched and found that a large number of employees leave their company as they feel they are not the part of the companys journey. Sometimes, employees are unable to integrate themselves with companys vision, mission and goal. They feel disconnected with corporate strategy due less consideration of employees aspect in corporate strategy. T hird, when employees become non-productive and get involved in corporate politics; then within organisation, employees contribution towards companys vision decreases. Fourth, for better return on investment, every business organisation must consider an active interaction between human resources executives and c-level executives. This will improve employees satisfaction, job satisfaction and along with better performance. Fifth, a large number of factors influence the much needed alignment between HR strategy and corporate strategy. In some organisation, HR is still considered to be only personnel administration; but HR must be included in corporate strategy and it will enable business organisation in fast forward thinking (Collier Zheng, 2016). Inclusion of HR aspect in corporate strategy became a topic of discussion in every organisation in recent era. Importance of employees in organisation is increasing day to day as organisations are becoming more and more knowledge-driven and technology driven. Organisations became more individualised as focus on human resources increases in manifold. Human Resource function is now centre focus of any business organisation as business organisations understood that people orientation can only contribute to effective objective achievement. With increasing global competition, organisations need to work on sustainable strategies to develop their human capital (Ulrich Dulebohn, 2015). In todays business environment when lot of merger and acquisitions are happening, business organisation must take care about their human resources strategies more comprehensively. Pre-merger planning and post-merger integration must be linked with overall corporate strategy. It is important to plan organisati ons HR strategy in accordance with the business environment in which it is operating; also it must consider the strategic issues faced by the organisation while planning for recruitment, selection and deciding about downsizing. In uncertain and volatile market environment, business organisation should adopt suitable HR policies and practices which are well planned in connection with overall corporate strategy. To link corporate strategy with HR strategy, inclusion of HR professional into operational details of organisation is very much needed (Beer et al., 2015). It will increase the business understanding of HR professionals about their own companys business. In manufacturing business aspect, HR must work to decrease the gap between human resource strategy and real word industrial relations. The integration of corporate strategy and HR strategy can work well when HR people will consider them as knowledge worker and they will facilitate the process of knowledge flow with the organis ation. From decade, it has been seen and experienced that HR function is considered as support function within organisation, but now HR function is seen and practiced as value creation function within organisation (Kehoe Wright, 2013). The above diagram shows and explains that how HR strategy can be aligned with corporate strategy and business strategy. While considering corporate strategy at very top level, it can influence HR performance at the bottom level. While companies are expanding their operation in different countries, then it is necessary to consider the international aspect of HR manager in detail for the benefit of overall organisation. Companies which are having their offices in different countries and being international, transnational, global and multinational company; face more complicated and multidimensional aspect as compared to companies operating in one country only. HR aspect of a global company must handle different global HR issues and challenges such as deployment, knowledgebase sharing and innovation dissemination and development of global talent pool. When global workforce increases, aligning HR concerns also increase (Sparrow, Brewster Chung, 2016). HR should plan effective about deployment strategy of company. Human Resource strategy must focus on getting appropriate human skills and placing at right place irrespective of diversified geographical location. Human Resource Strategy must consider the fact that within the organisation, accumulated knowledge base must be well shared among the employees and innovation dissemination must be practised whenever it is required. An effective approach of developing talent pool in a global organisation must be well adopted by Human Resource strategy. Developing global talent pool is much needed aspect as it will help organisation to accomplish its goals and objectives in efficient manner (Sparrow, Brewster Chung, 2016). Cultural aspects are having wide ranging impact on HR policies. HR policies must be designed and implemented in accordance with different country specific cultural aspect. Relationship between employees and managers, power and authority relationship, individual consideration, group dynamics and workforce diversity are directly and indirectly impacted differently in different cultural context. HR strategy must be implemented in consideration with specific detailed oriented approach as employees are defined by their culture in individual aspect. Local cultural norms are to be taken into consideration while designing HR strategy in different cultural context. Employees understanding, needs and expectations are defined and influenced by their respective social cultural groups. It is an important decision consideration from HR aspect while planning for HR strategy in a new country, HR professional must study and understand about local social culture and cultural groups (Vaiman Brewster, 2015). Inter-country differences in economic aspect make HR strategies more complicated. HR must consider various aspects of prevailing economic factors such as employment rate, productivity index, availability of workforce, cost of labour and various aspects of industrial relations. Labour cost differences can influence the decisions regarding performance based pay and in turn it can impact the efficiency of human resources. Relationship between employer, human resources and work union impacts the productivity matrix of any organisation operating in different countries (Welch Bjrkman, 2015). In International aspect, HR manager must strategically plan out different key elements of Human Resources impacting the overall performance of the organisation. This aspect becomes more crucial in case the organisation operates in different countries. Human Resource Management basically includes a process of recruitment, selection, training, development, performance management, compensation management, reward management and career management. While recruiting in an international organisation, then it became as a strategic approach and firms need to decide between centralised or decentralised recruitment strategies depends on required effectiveness (Brewster, Mayrhofer Smale, 2016). Employment testing is also important to consider. In International context, employees must be screened through different stress, behavioural, situational and job-related interviews. Back ground check and final evaluation of candidates in term of skills, experiences, aptitude and personality must be done t o increase the effectiveness of selection procedure. Employees should be introduced to organisation in an effective manner through well-planned new hire orientation program. It is the HR departments responsibility to identify training needs time to time as per job requirements. Implementation of fair and effective performance management and reward management can efficiently increase the motivation of employees across the organisation. Career Management practices, HRs suggestions about career development can create an effective employee relation practice within the organisation (Festing et al., 2013). In an International company, HR manager must manage host country nationals, parent country nationals and third country national in such a manner that they should feel like treated as one employee group within the organisation. In particular HR manager should draft and implement a proper leave policy, employee benefits programs in relevance with country specific considerations (Shaw, Par k Kim, 2013). In conclusion it can be said that with increasing focus on international business, functions of HR have broadened in its scope. HR strategy of any organisation should help it to achieve sustainable growth and help it to nurture good employee relations across the organisation irrespective of inter-country presence (Story et al., 2014). References Beer, M., Boselie, P., Brewster, C. (2015). Back to the future: Implications for the field of HRM of the multistakeholder perspective proposed 30 years ago.Human Resource Management,54(3), 427-438. Brewster, C., Mayrhofer, W., Smale, A. (2016). Crossing the streams: HRM in multinational enterprises and comparative HRM. Human Resource Management Review, 26(4), 285-297. Chung, C. (2015).The Conceptualization of Global Integration and Local Responsiveness in International HRM Research: A Review and Directions for Future Research. Discussion Paper JHD-2015-02, Henley Business School. Collier, D., Zheng, H. (2016). What are some Effective HR Measures that can be Built out of Existing HR or Business Strategies to Measure the Impact and Success of HR Intervention?. Festing, M., Budhwar, P. S., Cascio, W., Dowling, P. J., Scullion, H. (2013). Current issues in International HRM: Alternative forms of assignments, careers and talent management in a global context.German Journal of Human Resource Management,27(3), 161-166. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391. Purce, J. (2014). The impact of corporate strategy on human resource management.New Perspectives on Human Resource Management (Routledge Revivals),67. Shaw, J. D., Park, T. Y., Kim, E. (2013). A resource?based perspective on human capital losses, HRM investments, and organizational performance.Strategic management journal,34(5), 572-589. Sikora, D. M., Ferris, G. R. (2014). Strategic human resource practice implementation: The critical role of line management.Human Resource Management Review,24(3), 271-281. Sparrow, P., Brewster, C., Chung, C. (2016).Globalizing human resource management. Routledge. Story, J. S., Barbuto, J. E., Luthans, F., Bovaird, J. A. (2014). Meeting the challenges of effective international HRM: Analysis of the antecedents of global mindset.Human Resource Management,53(1), 131-155. Ulrich, D., Dulebohn, J. H. (2015). Are we there yet? What's next for HR?. Human Resource Management Review, 25(2), 188-204. Vaiman, V., Brewster, C. (2015). How far do cultural differences explain the differences between nations? Implications for HRM.The International Journal of Human Resource Management,26(2), 151-164. Walker, G., MacDonald, J. R. (2001). Designing and implementing an HR scorecard.Human Resource Management,40(4), 365-377. Welch, D., Bjrkman, I. (2015). The place of international human resource management in international business.Management International Review,55(3), 303-322. Wright, P. M., Coff, R., Moliterno, T. P. (2014). Strategic human capital: Crossing the great divide.Journal of Management,40(2), 353-370.