Employee Recruitment and Retention Research Proposal

Employee Recruitment and Retention - Research Proposal Example Considering this worldwide demands, labor force also needs to acquire more broad skills as well as continuous learning in order to utilize technology efficiently. Understandably, building, operating, and maintaining the petrochemical plants, marketing and distributing of different products, require technical expertise (Dolan, 2004; p 117) critical in the recruitment and retention procedures in a company. As oil and gas companies continuously expand, they are also confronted with labor crisis which brought about by the layoffs made previous years ago and the labor force has continued to shrink according to various petrochemical companies (Parry, Davidson & Clark, 2006; p 2, par 1). The Human Resource Departments of different Oil & Gas Producers added (2005; par 1-2 ) that they are facing one of the greatest challenges companies have encountered in the recent years. Undeniably, pool of engineers in the industry is aging. In United Arab Emirates for example, the mean age of production engineers is around 48. Therefore, HR departments are quite pressured to prepare for the replacement of their aging workforce by the young professionals within the coming years (AME Info, 2005; par 1-2). Besides, competition in the labor market these days is very tight. Khafji Joint Operations (KJO), an oil and gas company of the jointed Saudi Government and Arabian Oil Company (AOC) in accordance with JPPOA or Joint Petroleum Production Operations Agreement operates consistently. The company prioritizes Saudi & Kuwaiti nationals to fill in vacant positions either through worker internal transfer within KJO, or via the Internal Training Program such as KJO training center. In the event that vacant posts are not filled in, Executive Management may announce and seek the assistance of accredited employment agencies to invite applicants outside Saudi Arabia; accommodate them schedule them for panel interviews, oral and written examinations and if they qualify, may undergo a comprehensive medical examination prior to employment. The above stated scenarios suggest for a review of current practices in Human Resources management; thereby challenging HR managers to formulate better agenda. This study will be an offshoot to the future human resource issues that have been forecast in most researches; and may be confronted within KJO on skilled labor shortages and dissatisfaction of their employees. Objectives This study primarily aims to assess the employee recruitment and retention process of Khafji Joint Operations (KJO) and shall achieve these objectives below: 1. Determine the recruitment and retention models adapted by Khafji Joint Operations (KJO). 3 2. Review the evidences on effectiveness of recruitment and retention policies in Khafji Joint Operations (KJO). 3. Describe the characteristics of individuals who enter in in Khafji Joint Operations (KJO) in terms of:

Review #4 Essay Example | Topics and Well Written Essays - 250 words

Review #4 - Essay Example The differences in the years B.C and the years A.D are documented in this chapter too. There is a further understanding that the domestication did not happen overnight, but it occurred over a long period with each year bringing something different from the previous years. The topics discussed in the study are of great significance because they document various instances of outstanding stages in the development of Agriculture. There are many comparisons of the differences recorded between the old and the new worlds. The different patterns in prehistory have been documented in this topic with direct reflection on different hypotheses that explain several situations of origins of agriculture, sedimentary communities, as well as domestications of different crops and animals. The topics cover differences in regards to these advancements with specific backgrounds to the measures that have been made in regards to developing more sophisticated tools for agricultural use, as well as the steps in the developments of certain crops like maize, wheat and beans. The studies incorporate the differences in terms of locations with the likes of Southwest Asia, Central America, Mesoamerica and South America. The critique of this text appears to be of a positive review because the text plays the intended role of documenting the various important scenarios in the platform of agricultural development. The text is educative and quite informative especially to an individual with deep interest on the journey that agriculture has travelled to reach what it is

Employee Recruitment and Retention Research Proposal

Employee Recruitment and Retention - Research Proposal Example Considering this worldwide demands, labor force also needs to acquire more broad skills as well as continuous learning in order to utilize technology efficiently. Understandably, building, operating, and maintaining the petrochemical plants, marketing and distributing of different products, require technical expertise (Dolan, 2004; p 117) critical in the recruitment and retention procedures in a company. As oil and gas companies continuously expand, they are also confronted with labor crisis which brought about by the layoffs made previous years ago and the labor force has continued to shrink according to various petrochemical companies (Parry, Davidson & Clark, 2006; p 2, par 1). The Human Resource Departments of different Oil & Gas Producers added (2005; par 1-2 ) that they are facing one of the greatest challenges companies have encountered in the recent years. Undeniably, pool of engineers in the industry is aging. In United Arab Emirates for example, the mean age of production engineers is around 48. Therefore, HR departments are quite pressured to prepare for the replacement of their aging workforce by the young professionals within the coming years (AME Info, 2005; par 1-2). Besides, competition in the labor market these days is very tight. Khafji Joint Operations (KJO), an oil and gas company of the jointed Saudi Government and Arabian Oil Company (AOC) in accordance with JPPOA or Joint Petroleum Production Operations Agreement operates consistently. The company prioritizes Saudi & Kuwaiti nationals to fill in vacant positions either through worker internal transfer within KJO, or via the Internal Training Program such as KJO training center. In the event that vacant posts are not filled in, Executive Management may announce and seek the assistance of accredited employment agencies to invite applicants outside Saudi Arabia; accommodate them schedule them for panel interviews, oral and written examinations and if they qualify, may undergo a comprehensive medical examination prior to employment. The above stated scenarios suggest for a review of current practices in Human Resources management; thereby challenging HR managers to formulate better agenda. This study will be an offshoot to the future human resource issues that have been forecast in most researches; and may be confronted within KJO on skilled labor shortages and dissatisfaction of their employees. Objectives This study primarily aims to assess the employee recruitment and retention process of Khafji Joint Operations (KJO) and shall achieve these objectives below: 1. Determine the recruitment and retention models adapted by Khafji Joint Operations (KJO). 3 2. Review the evidences on effectiveness of recruitment and retention policies in Khafji Joint Operations (KJO). 3. Describe the characteristics of individuals who enter in in Khafji Joint Operations (KJO) in terms of:

Current Economic Issues Essay Example for Free

Current Economic Issues Essay The current state of the world economy is attributed to economic shake ups dated from 1990s. Such happening shave extended their roots, now firmly clinching on the economy, and thus posing a threatening challenging to the whole world. Such events include the global and United States recession in 1991, Japanese economic stagnations four times since 1990s, currency crisis in European monetary system, mediocre economic performance of Europe and the large swings in the values of G3 currencies. The economy of the world had still not recovered from the 1998s global financial crisis that was caused by economic crisis in Russia. In 2001, IT bubble was experienced in US, leading to sharp fall of investment. The economic troubles challenging us today heavily rest upon the oil shock since 2000 that contributed to global slow down. To add on the pain, china appreciated its currency in 2005 by 2. 1% (Radetzki, 2003, p. 18). The above scenarios have been driving us to the destination we are today although they happened some years ago. This is because when a major economic player experiences a shock; such shock is expended to the rest of world market players, diversifying the impacts. Unemployment is getting on rise in many economies of the world, including even the giant ones. Inflation is increasing at fast rates, with United States experiencing the worst ever after the great depression. The exchange value of several currencies is getting weaker and weaker, with many stock markets closing up their ventures due to economic and financial difficulties. The industrialized economies are stake, with oil crisis holding their economies at the neck (Mullenbach, 2003, p. 20). Global economic growth 0 macroeconomic variables The above graph illustrates the trends which can be assumed by any economy, including the global economy. The long run path shows where the economy can operate at times of equilibrium, without deficits or surplus. Because of the economic forces, the trend has never been attained in history. Point A is a point of depression, C shows recovery, D is a point of economic boom and B is a recessionary trend. The world economy is subjected t all above points by the changing economic conditions of the world market and natural disasters. Today, the economy is possibly at point B, where it is at recession, but the fate is not yet known. Such a scenario is being contributed to by the nature of the economy itself, energy sector, rate of exchange, equity market and emerging markets as discussed below (Howe, 2001, p. 25). Discussion In the world economy, consumer confidence to the production sector has drastically reduced by a margin of 2. 7% since 2007, meaning that the situation is likely to get worse and worse. The recessionary experience in the United States is leading a sharp slowdown of growth in developing as well as developed nations. According to reports released by the IMF and World Bank, current and fiscal accounts of the amalgamated global economy have registered deficits since the year 2005. According to their argument, many nations like US are using weak recovery strategies that only ensure growth of output without creation of job opportunities. In 2003 and 2004, the world made a significant move against downturn, only to be fast back driven by the realization that the strategy was a jobless strategy. Through their economic monitory program, the Breton wood institutions discovered the economy was slowly healing in 2006 with low inflation and good growth, only to be stroke down by spike in oil prices. In struggling against this, the Katrina hurricane ignited its flames. The procedure of events in the world economy has led it to a hard landing especially in the years 2007 and 2008. as we talk of macro effects of the bust in the hosing sector of the united states, the world can not decouple from the effects, because US serves as a world economic hub as well as destination. Within the economic frontiers, unemployment, inflation exchange rates and growth cut rates are challenges surrounding our economic environment (Hansen, 2004, p. 12). As a matter of great concern the global energy sector has since 2004 exposed the global economy to stagflation, because of the spike in oil price. Stagflation is a scenario characterized by both inflation and recession periods. Within the range of 2004 to 2008, the oil price has been hovering around $70 per barrel. The oil crisis has been attributed to the 2000 oil price shock which affected oil importing countries negatively and led to the 2002 recession. Because of the expectation of a war in Iraq, supply shocks in Nigeria and Venezuela, oil prices went further in 2002 and 2003. After the war, the prices spiked further in 2004 and 2005 because the product remained in high demand from US and China. As a result global spare production and refining capacity has reduced as the world believed terrorism concerns in Saudi Arabia and Iraq could lead to shortages in supply. Oil is recognized as a prime mover of production sector. Production activities are essential elements making up the economy. A decline in production either quantity wise or quality wise serves as an obvious economic pitfall. Again, oil is very expensive commodity that leads to high inflation levels, a situation being experienced by the world by now. Every economy is moving fast to slow down the rates of inflation, with a big challenge coming from the instability of the oil market. Energy inflated inflation is a current which is disturbing economic strategists all over the world (Portney, 2006, p. 14). Most of the available information and data about the recent or current economic trends is availed by non governmental institutions, economically integrated institutions and Breton wood institutions. After investigating the moves of the exchange rate in the world market, the above participants have signaled a danger, due to a reflection of the reality on grounds. Exchange of an American dollar against Yen and Euro has declined, leading to large current account deficits as private savings are sinking towards zero. According to their projections, the current account deficit in global accounts may be unsustainable, lead to currency values crash or a spike in interest rates, a very hard landing for the world economy. Devastating trends in exchange rates was sensed in 2002 – 2004, when the American dollar peaked suddenly and later on sharply declined. Interest rates and real growth rates differentials favored the dollar in 2005, but it resumed its fall in 2006 as Fed pause and US slowdown was signaled. As the situation stands as per now, the dollar is expected to continue falling. This is because any global current account imbalances will be disorderly, a witnessed circumstance since 2005. The state of affairs is hardly predictable because despite the dollars instability, Yen is also weakening with china still threatening to revalue its currency. The future of the exchange pattern is still not feasible because Asian economies are declining their willingness to intervene aggressively in foreign market in the search for stable exchange value of the various currencies. As the market turmoil seemed to intimate in 2006, currency crisis in the emerging markets may be experienced. Te situation of exchange rate is not only a current issue, but issues deemed to persist and thus corner the global economy. It therefore requires a sustainability approaches to address both present and future challenges which it may poss (Radetzki, 2003, p. 18). Today’s economy is feeling the impact of the emerging markets, whose economic abilities is determining the health of the world economy. Dismissal of emerging markets took place in 2001, with economic slowdown of G7 and US. Financial crises and outright currency hardly hit Turkey, Brazil, Uruguay and Argentina. In 2006, commodity prices were high, global growth was high and global interest rates were low. The mess to the total progress has come after the encounter of global economy slow down, falling commodity prices, hiking oil prices, G7 short rates going up and thus making financial and economic conditions for emerging market tougher. Their turmoil in 2006 means the economies are vulnerable to financial stress up to early 2010. Both existing and emerging markets are encircled in the same economy, experiencing almost similar challenges but using different survival strategies. It must however be realized that any economic slowdown experienced by any of these entities applies to the rest of the economy. For the sake of sustainability therefore, if the stability of the whole economy has to be tamed, stability of the emerging economies must be put to focus, and thus preserve the global economy at a larger scale (Bonnie, 2003, p. 34). In consideration the present economic characteristics, it would be ignorant act to overlook the state of the equity or earnings market. Following the economic state of the United States and the world economy in general, earnings have sharply slowed down with equity markets underperforming. Based on overoptimistic and excessive expectations of growth, stock market dropped by 9/11 in 2002 when equity markets underperformed. The war that has been going on in Iraq is believed to have led to renewed risk aversion and has frequently slumped the stock market since 2003. When this war reduced shortly in 2003, markets picked up sustained economic recovery strategies accompanied with sharp pick up in earnings and profits. In 2004, 2005 and 2006, stock indexes remained flat regardless of the sharp improvement indicated in corporate balance sheet. It is too difficulty to sustain the growth of earnings, ensure profitability growth that is compatible with the share of GDP and streamline the overall trend of equity markets performance. It is a big dream to the world on how the equity market is expected to perform, its overvaluation based on historically cyclically adjusted P/E ratios. The poor performance of the US economy darkens the future of the equities markets (Howe, 2001, p. 25). In the economic dynamicity, electronic and investment cycle is worth affecting the performance of the world economy. The economy has experienced bust or boom cycle in electronic goods, semi conductors and information technology. The NASDAQ crash in 2004 led to a sharp decline in prices and demand, severely hurting IT firms. When the overinvestment boom which composed of 50% in IT rather than traditional equipment ended, it severely hurt IT exporters such as Malaysia, Hong Kong, Taiwan, Korea, Singapore and Philippines. The extend and depth of the tentative recovery that was started by IT sector in 2004 was too shaky because it could not maintain the demand for IT goods. In 2006, the sector was somehow relieved as the investment turned into a mini investment boom, partially healing Asians economies. This took place because tech goods underwent a pent up demand. Even if the overall poor economic performance may not solely be attached to shopped out consumers, IT strength and impact on global economy is still questionable. World Bank statistics indicate that investments in softwares and equipment have reduced since 2005. This has been the case because corporations do not find profitable real investment opportunities and therefore turning back to their old investment sites. The shake of this sector is also shaking the world economy, meaning that its stability should be sought (Portney, 2006, p. 14). Reference: Bonnie John, 2003. Contemporary economic issues in developing countries. Mahwah, NJ: Praeger, pp. 34. Hansen Alvin, 2004. Economic issues of 2000s. California: American Enterprise Institute; pp. 12. Howe Charles, 2001. Interbasin transfers of water: Economic issues and impacts. California: Resources for the future press; pp. 25. Mullenbach Philip, 2003. Civilian nuclear power: Economic issues and policy formation. London: Twentieth Century Fund; pp. 20.

Effects of Psychological Contract on the Work-Life Balance

Effects of Psychological Contract on the Work-Life Balance A contemporary analysis of the concept of work life balance and the effects of the psychological contract within the business Aimed towards Retail Terms of Reference To define, explore and critically analyse the extent to which contracted work in the retail business is affected by psychological contract theory Establish from primary and secondary sources the factors which impact on the work life balance for employees, and if any policies and practices are effective. Examine the various ideas from the literature around organisational culture and the psychological contract, in order to determine how Toys R Us fits with these definitions. To draw conclusions around the extent to which Toys R Us has managed to achieve a suitable work life balance for all of their employees without the use of a psychological contract; and to examine possible future changes/ recommendations which could be implemented to create said contract. Literature Review The journal Management Research News (2007) provides a useful starting point, as it looks to review the literature around the psychological contract in order to help develop an understanding around the various unique agreements and the work environment that underlies modern working. As such, the paper is a conceptual paper, and its main aim is to categorise the existing knowledge around the psychological contract in the workplace, as well as to provide practical direction for future research. The results of this investigation indicated that the context of the psychological contract must be reconsidered, due to the nature of the flexible modern working environment where jobs are not always seen as being long term commitments. As such, it is important to consider the impact of organisational justice, rather than looking at potential relationship development (Management Research News, 2007). This is particularly relevant for retail organisations such as Toys R Us, where a large number o f their staff may be students or other short term casual workers. Unfortunately, there has been little research into the levels of job security felt by temporary employees and contract employees, and how this impacts on any psychological contract which may exist. This is addressed to some extent by De Cuyper and De Witte (2006), who examined how perceptions of job security, as well as job satisfaction and organisational commitment, varied from permanent employees to temporary ones. This research was based on the claims of psychological contract theory, which holds that a lack of job security only arises if the psychological contract is violated, and that permanent employees tend to feel stronger psychological contracts that temporary and contracted workers. Their results support this argument, showing that the temporary staff tended not to create strong psychological contracts with their employers, and hence their perceptions of job security did not impact on their overall performance. In contrast, for permanent employees job security was a key pre dictor of both job satisfaction and organisational commitment, indicating that the psychological contract is of greater concern for permanent staff (De Cuyper and De Witte, 2006). Indeed, George (2003) found that the use of temporary and contract workers in an organisation could actually harm the psychological contract which existed between the permanent workforce and the organisation. These finding are based on a detailed study of 256 permanent employees across three organisations, and showed that the extent to which contracting and temporary workers were used, combined with the duration of their use, had negative impacts on permanent employees’ trust in the organisation, as well as the psychological contract with the organisation. These results are explained by the fact that permanent workers see the increased use of temporary and contract staff as indicating that their organisations do not have a strong commitment to their permanent employees. As such, permanent employees begin to see themselves as being less attached to the organisation. The grounded theory approach taken by George (2003) indicates that this is consistent with theoretical prediction s that the use of contract staff acts as a violation of the psychological contract for permanent staff, since contracting makes it harder to permanent workers to advance in the organisation. As such, when attempting to manage this, organisations should look to show strong levels of commitment towards their permanent employees, as this will help counter the perceived violations from the use of contracted staff. Whilst George (2003) claims that this can be achieved through making permanent employees supervisors and trainers of other employees, there is little empirical data to support this, hence it is not clear if this would be a valid method for countering the negative impacts of contracting. Another useful empirical study in this area comes from Ellis (2007) who used the theory of psychological contracting to develop a framework exploring employee reactions to the various promises and contract violations they received from their employer. This is based on the hypothesis that an employee’s status within the organisation may affect their perceptions of promises and contract violations, but this will depend on what the promise is about. This hypothesis was tested using a survey of 163 full time employees working for 25 different organizations. The results supported the hypothesis, showing that supervisory and managerial employees placed more value on promises and violations that their manual labouring counterparts. This indicates that, not only will contracted employees have a less significant psychological contract but, in industries where contracted workers are often used for manual labour, this effect will be pronounced by the lower value manual workers assign to organisational promises and violations (Ellis, 2007). When considering the work life balance, Watson (2001) discusses a lecture given by Ewart Wooldridge, the director of the Civil Service College, who claims that many employees are now moving towards a more flexible approach to work. This is in contrast to prior situations, in which work tended to be the dominant feature in many workers’ lives. This is claimed to be largely due to factors such as recession; the reduction in the power of the trade unions; and the rise of a new psychological contract, which is focused on individual employees more than on organisations. As such, Watson (2001) claims that employees will tend to offer less loyalty to their existing employer, whilst attempting to improve their overall employability in an attempt to find a better job with another employer. Whilst they will continue provide their current employer with effective results during this period, they will be less likely to fully commit themselves to their employer. As such, unless their employ er promotes the work life balance they require, there is a chance that the employee will lose faith in the organisation, reducing their effort and hastening their departure (Watson, 2001). However, it should be noted that Watson’s (2001) article is entirely based on theoretical arguments, with not empirical backing. This may reduce its relevance and validity to all situations. In contrast, Conway and Monks (2008) exploration of the relationship between HR practices and employee commitment is based on a case study analysis of three health service organisations in the Republic of Ireland. This research examines how employees perceive HR practices such as work life balance, and how these perceptions affect employee level commitment and perceptions of the psychological contract. These findings indicate that there is a disparity between the HR practices which are valued most highly by employees, and the practices detailed in the HR literature and those which are practiced by organisations. This indicates that organisations need to consider the basic factors underlying the employment relationship and the psychological contract, rather than simply introducing the latest HR practices (Conway and Monks, 2008). However, this research is somewhat limited by the fact that it is only based on one industry, and includes just three organisations. Sturges and Guest (2004) conducted a much larger survey into the factors which affected the perceptions of the work life balance amongst new graduates who had recently started working. They found that the main factors affecting perceptions were conflicts between work and non-work priorities; the number of hours worked; and the degree of organisational and personal commitment shown by the graduates. As such, whilst most graduates tended to look for a good work life balance, their desire for long term career progression tended to lead them to work increasingly long hours in an effort to progress earlier. However, this tendency led to a worsening relationship between the graduates’ perceptions of work, which ultimately acted to harm the psychological contract. As such, Sturges and Guest (2004) argue that organisations need to introduce policies and practices designed to promote a healthy work life balance, showing support for their employees’ lives outside of the workplace , in order to avoid any negative impacts on performance. In addition to this, Sutton and Griffin (2004) argued that the degree to which employees’ expectations prior to starting work were supported by their experiences in the job had a significant impact on their perceptions of their work life balance and the psychological contract. This argument was assessed through a longitudinal study of 235 occupational therapy students who were about to start work, and compared with their views 14 months later. The results showed that if their experiences of work after entering a job were not consistent with their expectations, the employees were more likely to perceive psychological contract violations, and hence lower job satisfaction. In particular, the expectations around work life balance were found to be driven by the recruitment and selection process (Sutton and Griffin, 2004). This indicates that policies aimed at improving work life balance need to take account of, and control, employee expectations at the recruitment stage in order to be effective. Unfortunately, as before, the narrow nature of this study, which only examines one occupation, makes it of limited relevance to the case of Toys R Us. Another factor found to be relevant to the psychological contract, and violations of the contract, is employee personality. Raja et al (2004) carried out a survey of personality types and responses to the psychological contract, finding that personality characteristics such as extraversion, neuroticism and self-esteem were all related to employee perceptions of the psychological contract. In addition, personality characteristics tended to predict employee perceptions of breaches of the contract, as well as when these breaches were perceived as violations. This indicates that, when designing policies, organisations need to pay attention to employee personality characteristics, and their potential impact on the psychological contract. In addition, when considering the nature of the psychological contract, it is important to realise that the contract is a dynamic thing, which can grow and develop over time. As such, organisations need to consider the need to display a level of commitment to shared values, as well as the welfare of their employees, if they are to develop the contract and the level of organisational commitment shown by the employees. Indeed, Barnett and Schubert (2002) claim that a developing psychological contract and employment relationship can have significant benefits for employees and employers alike. Their survey of 194 employees working in a large retail organisation showed that employees valued their employers having strong principles, and showing concern around their employees’ welfare. This indicates that these are key factors to be considered when developing policies and practices aimed at strengthening the psychological contract. Further research in the retail sector comes from DAnnunzio-Green and Francis (2005), who examined how managers’ view of an emotion management leadership programme acted on their perceptions of the psychological contract. The results of this study indicated that the programme led to a shift in perceptions away from a transactional psychological contract, and towards a relational one. This in turn influenced managers’ perceptions around what the organisation’s expectations of them were, as well as what the organisation offered them in return. This effectively led to the construction of a new, ‘trial’ psychological contract, where managers agreed to believe that the leadership programme would create a more favourable work environment, both for the managers and their subordinates. The managers then internalised and tested the contract to determine whether the organisation’s actions lived up to the promises contained in said contract. This indicate s that organisations need to be sure that any new policies enacted do not create unrealistic expectations, as then any benefits from the policies will be undone by the resulting breaches of the trial psychological contract created by the policies (DAnnunzio-Green and Francis, 2005). Finally, Porter et al (1998) carried out a significant study into the extent to which these perceptual gaps between the promises of the contract and the actual behaviour of the organisation had significant explanatory power over and above measures such as employee satisfaction. This was based on a study of 48 executives and 339 employees over four organisations, in an attempt to determine the promises made to the employees, the employees’ perceptions of these promises, and the employee’s perceptions of the actual benefits provided. This showed that the larger the gap between the perceptions of the promises and the perceptions of the actual benefits, the lower the level of employees’ overall satisfaction with the organisation. This effect was found to be significant even after considering factors such as employee satisfaction with their job and their performance. As such, it appears that employee perceptions of organisational promises can have a more significant e ffect than many other factors, including the nature of the employee’s role and their performance within the organisation (Porter et al, 1998). References Barnett, T. and Schubert, E. (2002) Perceptions of the Ethical Work Climate and Covenantal Relationships. Journal of Business Ethics; Vol. 36, Issue 3, p. 279-290. Conway, E. and Monks, K. (2008) HR practices and commitment to change: an employee-level analysis. Human Resource Management Journal; Vol. 18, Issue 1, p. 72-89. DAnnunzio-Green, N. and Francis, H. (2005) Human Resource Development and the Psychological Contract: Great Expectations or False Hopes? Human Resource Development International; Vol. 8, Issue 3, p. 327-344. De Cuyper, N. and De Witte, H. (2006) The impact of job insecurity and contract type on attitudes, well-being and behavioural reports: A psychological contract perspective. Journal of Occupational Organizational Psychology; Vol. 79, Issue 3, p. 395-409. Ellis, J. B. (2007) Psychological Contracts Does Work Status Affect Perceptions of Making and Keeping Promises? Management Communication Quarterly; Vol. 20, Issue 4, p. 335-362. George, E. (2003) External Solutions and Internal Problems: The Effects of Employment Externalization on Internal Workers Attitudes. Organization Science; Vol. 14, Issue 4, p. 386-402. Management Research News (2007) Understanding the psychological contract: a direction for the future. Management Research News; Vol. 30, Issue 6, p. 432-440. Porter, L. W. Pearce, J. L. Tripoli, A. M. and Lewis, K. M. (1998) Differential perceptions of employers inducements: implications for psychological contracts. Journal of Organizational Behavior; Vol. 19, p. 769-782. Raja, U. Johns, G. and Ntalianis, F. (2004) The Impact Of Personality On Psychological Contracts. Academy of Management Journal; Vol. 47, Issue 3, p. 350-367. Sturges, J. and Guest, D. (2008) Working to live or living to work? Work/life balance early in the career. Human Resource Management Journal; 2004, Vol. 14 Issue 4, p5-20. Sutton, G. and Griffin, M. A. (2004) Integrating expectations, experiences, and psychological contract violations: A longitudinal study of new professionals. Journal of Occupational Organizational Psychology; Vol. 77, Issue 4, p. 493-514. Watson, B. (2001) Report: A New Deal? Understanding the Psychological Contract. Public Money Management; Vol. 21, Issue 3, p. 57.

Bilingual Ed Essay -- essays papers

Bilingual Ed BILINGUAL EDUCATION IS BENEFICIAL TO STUDENTS ABILITIES TO ASSIMILATE IN THE MAINSTREAM CULTURE English only--sink or swim? Yeah right! Instead of English Only Advocates worrying about bilingual education cost in our school system, why not take advantage of the skills our ethnic minorities possess to move our economy forward? They are obviously not thinking clearly, because the benefit of bilinguals, significantly outweigh the bad. To deny our youth the opportunity for upward mobility and skill to become more marketable in a worldwide capacity is inhumane. They believe bilinguals threaten to sap our sense of national identity and divide us along ethnic lines. They also fear that any government recognition of minority languages à ¬sends the wrong messageà ® to immigrants, encouraging them to believe they can live in the U.S.A. without learning English or conforming to à ¬The Americanà ® way. That is an overt, racist, and paranoid view, donà ­t you think? The most significant issues that support bilingual education for students ability to assimilate in the mainstream cultur e are, the development of students linguistic resources and preserve their cultural heritage, contributions to the American economy, and diversity. The development of a students language and preservation of their culture is essential for the upward mobility of todayà ­s youth. There always have been some immigrants who viewed themselves explicitly as the preserver and savior of their languages and heritages. Since the late 1800s, ethnic minorities in America have been consistently characterized as culturally inferior. Their language right has consistently been the subject of political review. Politicians do not have (PCC(SW) Taylor/16603/M... ... IV a. Preservation of culture/language b. Ethnic minorities culturally inferior c. Language subject to political review. d. Encourage bilingualism e. Students face difficulty in school f. Educational failure V a. American economy b. English one language c. Information Techmnology. d. 4 year study. e. WEB pages. VI a. We discussed the development of students linguistic resources b. As Equal Opportunity Advisors c. Assimilate ethnic minority personnel into the mainstream of society d. No matter what the theoretical conclusions e. They should be afforded the opportunity to judge for themselves Bibliography: James Crawford Homepage, RethinkingSchools à ± Bilingual Education Summer 1999 http://ourworld.compuserve.com/homepage/jwcrawford. James Crawford Homepage, MAY 1987 http://ourworld.compuserve.com/homepage/jwcrawford

Free Essay - Setting in William Faulkners A Rose for Emily :: A Rose for Emily, William Faulkner

Importance of Setting in William Faulkner's A Rose for Emily Setting is place and time, and often provides more than a mere backdrop for the action of a story. William Faulkner uses this device in his complex short story "A Rose for Emily" to give insight into the lonely world of Miss Emily Grierson. Faulkner portrays the townspeople and Emily in the southern town of Jefferson during the late 1800's to early 1900's. The town is more than just the setting in the story; it takes on its own characterization alongside Emily the main character. It is the main reasoning behind Emily's attitude and actions. It gives the reader an easier understanding into why Emily makes the decisions she does as the story unwinds. The town of Jefferson was deeply indirectly involved in the life of Emily Grierson. They watched and debated her every move, being her analyst, they wondering why she did certain things. They had their own idea of who she was and what they wanted her to be. The reason being was that the aristocratic Grierson family that her father headed was very highly recognized in the past era of the Confederacy. Her father had much power and was close to a very popular mayor named Colonel Sartoris. The power Emily's father has over Emily can be seen in a portrait of the two that the narrator describes: "Emily a slender woman in white in the background, her father a spraddled silhouette in the foreground, his back to her and clutching a horsewhip." (141) He does in fact control her like a horse, never allowing her to date anyone. And until his death she indeed does not. After Emily's father dies, we find her becoming involved with a gay man named Homer Baron who she probably believes she will eventually marry. It is her continual relying on a male figure that gets Emily into this situation. It is the setting in which she lye that has this impact on her thought and understanding. We eventually find out in the end that Emily kills Homer. She does this not do this out anger or hatred toward this man. It is the belief on her part, that a man has to play a significant role in her life that drives Emily to do this unbelievable act of violence. In her mind this was not a crazy thing to do.