Talent Management Essay Example

Talent Management Paper [pic] UNIVERSITI TEKNOLOGI MARA KAMPUS BANDARaya MELAKA EXECUTIVE MBA PART 1 – 2010/2011 human resource MANAGEment (hrm730) GROUP ASSIGNMENT : TALENT MANAGEMENT PREPARED FOR : DR NOOR AZAM ABD AZIZ PREPARED BY: NORZARMILA AZURA ABD. HAMID(2010731695) AHMAD IBRAHIM DAUD(2010579621) MAHFUZA JAMALUDDIN(2010950977) Acknowledgements It has been a challenge to complete this assignment, but also a worthwhile experience, and this work was possible because of the support, patience and assistance of several individuals. We wish to express our sincere gratitude to all those who have helped us. Our heartiest thanks to Dr Noor Azam Abd. Aziz, our HRM lecturer – who has opened our eyes to see things through different angles, practice radical and critical thinking facing the day to day issues at work and promote learning to build the learning organization. Thanks also to all the very inspiring mentors and fellow students of the Executive MBA, UiTM Bandaraya Melaka. Also thanks to our workplace Petronas Gas, Kolej Risda and Kolej Profesional MARA Bandar Melaka for invaluable help. Finally, We wish to extend our special gratitude to our families for their continued support. Norzarmila Azura Abd. Hamid Ahmad Ibrahim Daud Mahfuza Jamaluddin TALENT MANAGEMENT : FACTORS AFFECTING TALENT MANAGEMENT ABSTRACT The paper will reveal the definitions about talent, talent management and discuss factors affecting the talent management including the employee competencies and working environment. This paper finally concluded that according to experts, talent management is a vital factor towards organizational success. Choosing the right talent with the right competencies and providing the conducive working environment will lead to organization effectiveness. . 0INTRODUCTION Since a group of McKinsey consultants coined the phrase The War for Talent in the late 1990s, the topic of talent management has become one of the hottest issues for management academics, consultants and practitioners alike (Colling, D. G et al. ). Talent is considered the most critical source of success in an organization. Thus, talent management is fundamentally about ensuring that the right peop le are positioned in the right places and utilized to the fullest potential for optimal success of the organization. We will write a custom essay sample on Talent Management specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Talent Management specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Talent Management specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Top business leaders clearly understand their talent pools. For most companies, the total cost of human capital is the single biggest expense line in the income statement (Echols, 2008). Organizations know that they must have the best talent in order to succeed in the hypercompetitive and increasingly complex global economy . Along with the understanding of the need to hire, develop, and retain talented people, organizations are aware that they must manage talent as a critical resource to achieve the best possible results. ( Wellins, R. S. , Smith, A. B. Erker, S. , 2010). They work hard to identify the key players who have critical relationships with customers and suppliers, and then work even harder to nurture and keep those key resources. A number of business leaders have asserted that coming up with the best talent for their companies is the most important task they have to perform. Some, like former GE Chairman Jack Welch and Honeywell International’s Larry Bossidy, spen t a signi? cant amount of time searching for the best talent within their own employee pools, hoping to build leadership that way. Both Welch and Bossidy have frequently said that all the great strategies in the world will have little effect on a company unless the right people are chosen to execute those strategies. Steve Miller, the most successful turnaround CEO, clearly connects talent and execution. This master of execution rescued Federal-Modul, Waste Management, Reliance Group, Aetna, Bethlehem Steel, and Delphi, among others. One of his ? rst tasks as a new CEO was to ? nd the critical talent who could exercise the plans to save the company (Miller, 2008). Leaders understand this and put a premium on keeping the talent they need for growth. They do what is necessary to ensure that key people are secure and do not leave the organization. Therefore what is talent and talent management? What are factors that are influencing the talent management in an organization? 2. 0WHAT IS TALENT? According to Buckingham and Clifton (2001) talent refers to a natural recurring pattern of thought, feeling or behavior that can be productively applied. Talent in human resource is the most valuable asset to the organization. It is one of the source of competitive advantage. Lawler(2008) stated that more than any other assets, talent provides the potential for long-term competitive advantage. It plays major roles towards the organization success. Skills and knowledge must be acquired, whereas talent naturally exists within people. This can be referred as strengths, which are made up of a combination of knowledge, skills, and talents. People’s talents are innate, whereas skills and knowledge can be acquired through learning and practice. When talent is augmented with knowledge and skill, the results become individual strengths. The critical talent are the employees who drive a major part of the company’s business performance and generate above-average value for customers and shareholders. Typically, the critical talent possesses highly developed skills and deep knowledge. They don’t just â€Å"do their jobs,† but go above and beyond to contribute to the organization’s success. Surprisingly, these are not always the high-tech or highest paid employees, but often the backbone employees who are seldom mentioned in the annual report. Take FedEx, for example, the world’s largest overnight package delivery company. One report suggested that the couriers might be more critical to the operation than the pilots who ? y the packages through the night. The couriers have direct contact with the customers and must make continual decisions that impact ef? ciency and the effectiveness of the supply chain such as how to recon? gure a route and how long to wait for a customer’s packages (Deloitte Research, 2004). Talent plus skills and knowledge is the ingredients towards a better talent for any organization. Andrew (2011) posits that talent is an asset that must be managed effectively if a business is to grow and remain competitive. . 1WHAT IS TALENT MANAGEMENT? Talent management important towards organization success. Therefore, what is talent management? According to Capelli (2008), talent management is simply a matter of anticipating the need for human capital and then setting out a plan to meet it. Talent in the organization refers to the top achievers and the ones inspiring others to superior performance. Talent is the core competencies of the organization and represents a small percentage of the employees (Berger Berger, 2004). Talent management is not just a new fancy word for finding and developing employees (Laff, 2006). Talent management requires a systematic view that calls for dynamic interaction between many functions and processes (Cunningham, 2007). It is an ongoing, proactive activity (Schweyer, 2004). Talent management is about attracting, identifying recruiting, developing, motivating, promoting and retaining people that have a strong potential to succeed within an organization (Laff, 2006, Berger Berger, 2004, Schweyer, 2004). According to Albrecht Clarey (2007), talent management is the process where the strategy of collecting the individuals that have the skills, knowledge and behaviors to help the company perform well. Part of it is the ability to attract the talents in accordance with the organization needs. The issue regarding to the above statement is, what are the factors affecting talent management in an organization? As talent management is concerned with sourcing talent, integrating and aligning talent, developing talent, engaging and rewarding talent, strategically deploying talent, and assuring there is an adequate talent pipeline to support the business as it moves toward its strategic goals (Ulrich Brockbank, 2005). 3. FACTORS AFFECTING TALENT MANAGEMENT. Since the environment for most organizations today is global, complex, dynamic, highly competitive and extremely volatile, organizations both locally and globally recognize that they have a critical responsibility to recruit, develop, deploy, manage and retain their most valuable asset—talent (Cappelli, 2008). Recruiting fully competent employees avoids some of the cost of initial training, development, and on-the-job learning, although the salary and bene? ts may be higher than those of less-skilled employees. Because talent is so expensive, it must be managed carefully and systematically. Cunningham (2007) identified two general strategic choices to consider when recruiting; aligning people with roles or, aligning roles with people. Aligning people with roles is shortly described as when there are previously agreed job roles and the focus is to align people to these roles. Aligning roles with people is the opposite where the focus is on the people and the job role is adapted to their specific characteristics. If focusing on aligning people with roles, the factors influencing performance are several. Selection, recruitment, placement and promotion are basically to find the right individuals, hire them, place them in the right position and later promote them. Promotion decisions are strategic choices linked to learning and development decisions. If the right capabilities are not to be found in the labour market, or internally, the question is whether the organization should hire/promote someone less then capable but a good learner that can be developed to perform well (Cunningham, 2007). In order to choose the right candidates with the right talent, employees competencies and work environment play a vital role toward the success of talent management. 3. 1EMPLOYEES COMPETENCIES Many have tried to define what competencies are and hence there are many variations on the theme, but it is generally agreed that competencies are a combination of skills, knowledge, attributes and motives that define excellent performance (Andrews, 2011). In recent years, there has been a tremendous focus on the use of competencies, with some experts indicating that attracting talent can only be achieved if it is focused on identifying competencies and using them throughout the process. Thus competency models are fundamental to human capital management systems. It is generally accepted amongst management researchers that a sustainable competitive advantage comes from the internal qualities that is hard to imitate rather than for example the firms’ product-market position(Brandt, E. Kull, P. ,2007). Too many organizations use different languages when describing recruiting standards, training requirements, and promotional criteria. The problem is exacerbated when these organizations operate in different cultures and countries. By utilizing an agreed-upon competency model, the organization can communicate via a common language that describes performance from one unit to the next (Berger Berger, 2004). According to Andrew(2011), although competencies are not a new concept, it is only relatively recently that they have been recognized as the foundation to successful Talent Management. The competencies for a particular job—even similar jobs—can vary. A competency is a reliably measurable, relatively enduring characteristic (or combination thereof) of a person, community, or organization that causes or statistically predicts a criterion or level of performance. Competency characteristics are knowledge, behavioral skills, competency processing (IQ), personality trait, values, motives, and occasionally other perceptional capabilities (Spencer, 2004). The importance of hiring competent talent is evident in any direction. A competency can be any personal characteristic that is measurable and that distinguishes the poor performer from the superior performer. In an increasingly competitive business landscape, excellent performers – â€Å"the talent† ? are one of the key factors that will differentiate successful organizations. Clearly, organizations are extremely interested in excellent performance and hence the competencies that contribute to such performance(Andrews, 2011). Knowledge, skills and right attitude possessed by an employee is known as competency. As based on Berger Berger (2004) some of competencies that organization are looking forward in a talent includes action orientation, communication, creativity/innovation, critical thinking, customers oriented, interpersonal skills, leadership, teamwork and technical/functional expertise. According to scholars, capabilities influencing organizational effectiveness can include talent management systems (Bassi McMurrer, 2008). Thus, managing talent can only be undertaken effectively by clearly understanding the competencies of the people who make up the organization’s talent pool(Andrew, 2011). . 1. 1ACTION ORIENTATION A talent especially those that should be included in the succession planning should be someone with high degree of action orientation. Berger Berger (2004) has defined action orientation as targets and achieves results, overcomes obstacles, accepts responsibility, establishes standards and responsibilities, creates a results-oriented environment, and follows thr ough on actions. A talent should posses the action orientation competency in order to execute the organization strategies that have been formulated in order to achieve the organization goals. Organizational effectiveness begins with productivity, and productivity started when the mission has been executed effectively. Thus it need an action oriented talent to pursue the goals. 3. 1. 2COMMUNICATION Communicates can either be both verbally and in writing. Effectively conveys and shares information and ideas with others can lead to goals attainment. Listens carefully and understands various viewpoints of others may generate more effective ideas and solutions. Capabilities to present ideas clearly and concisely and understands relevant detail in presented information is an important part of communication. Thus communicates well both verbally and in writing, effectively conveys and shares information and ideas with others, listens carefully and understands various viewpoints, and presents ideas clearly and concisely and understands relevant detail in presented information are communication competency as Berger Berger(2004) posited it. A talent must communicate clearly and precisely with organization stakeholders. Otherwise the message is not deliver. Imagine the financial loss that might occurs if the marketing employees are not able to secure sales. Thus talent management must ensure the communication competency is within their talent. Otherwise it is not an asset but only a liability as Northup( 2006), stated that communication plays a vital role in the success of every organization. Successful CEOs build organizations that attract people who want to perform at the highest level possible. One important key they achieve this value trust and mutual information sharing. . 1. 3CREATIVITY/INNOVATION Berger and Berger (2004) define creativity/innovation as the competency to generate novel ideas and develops or improves existing and new systems that challenge the status quo, takes risks, and encourages innovation. A talent must have this factor and must unleash it in order to achieve organization goals. 3. 1. 4CRITICAL THINKING Critical thinking is the ability to de? ne issues and focus on achievi ng workable solutions. Consistently does the right thing by performing with reliability. It a must for any talent to be able to think critically when crisis occurs. Talent management must be able to identify this competency within the organization talent. 3. 1. 5CUSTOMERS ORIENTED A customer is always the king. Any talent management system should recognize that their talent must possessed this competency in order to success especially the Customer Service Department or the front liners. As Berger and Berger(2004) posit it, customer oriented is a competency whereby talent able to listen to customers, builds customer con? ence, increases customer satisfaction, ensures commitments are met, sets appropriate customer expectations, and responds to customer needs. 3. 1. 6INTERPERSONAL SKILLS Capabilities to effectively and productively engages with others and establishes trust, credibility, and con? dence with others is what interpersonal skill is all about. It is important competency that talent management must identify and look forward in a talent, does not matter at what lev el the talents are positioned in the organization. Without it, one will not be able to work effectively with others. 3. 1. 7LEADERSHIP Leader is needed to lead other talented employees to achieve the organizational goals. An organization should identify the genuine talent who can lead instead of manage the organization. A leadership skill is a competency that a talent must possessed in order to ensure a smooth execution of organization vision and mission, thus achieving the organization growth. Leadership skill includes the ability to motivate and persuade other employees toward the goal attainment. Bernard (1992) describes motivation as a combination of three social motives that forms a person’s motivation profile; the drive for achievement, the desire to maintain friendly relationships with others, and the drive for power. The drive for achievement characterizes itself through a tendency to take reasonable risks and the desire to take responsibility for results, a permanent concern for personal improvement and how to do things better, faster or differently. The desire to maintain friendly relationships makes people focus on establishing and maintaining relations at work and they are more sensitive for factors influencing them. Power, or the will to influence, is the third motivator and is concerned with the desire to impress and influence others, build a reputation and to spontaneously offer support and advice. A talent management system should be able to identify and retain the talent that have this leadership competency. 3. 1. 8TEAMWORK Berger Berger(2004) define teamwork as knows when and how to attract, develop, reward, and utilize teams to optimize results. Acts to build trust, inspire enthusiasm, encourage others, and help resolve con? cts and develop consensus in creating high-performance teams. An organization will not achieve it goals if only certain people/talent is very effective and efficient whereas the rest of it is underperform their duty. Therefore a talent should possessed the spirit of team working in order to success. Talent management should includes the capability of becoming a good and efficient team member. The cohesiveness with other members of organization should be nurtured so th at team are working effectively. 3. 1. 9TECHNICAL/FUNCTIONAL EXPERTISE Technical/functional expertise means talent demonstrates strong technical/functional pro? ciencies and knowledge in areas of expertise. Shows knowledge of company business and pro? ciency in the strategic and ? nancial processes, including PL planning processes and their implications for the company(Berger Berger, 2004). If a talent do not possessed any other technical expertise, he/she is considered the organization liabilities and not an asset. Thus, talent management system should be able to select only the capable talent to any vacancy in organization. . 0WORKINGS ENVIRONMENT There is always two size of the coin, if the organization expecting their talented employees to sustain their productivity, or even increases it, thus the management of an organization especially the Human Resource Officers have to ensure that they have done their part in providing the conducive working environment either physical environment such as safe and sound building, comfortable and suitable table, chair, furniture, lighting and air circulation. The right physical work environment plus the right apparatus and tools encourage to stimulate employees creativity and innovation. Furthermore the happy and satisfied employees lead to increase in productivity which will lead to increase in profitability and organization prosperity.. Employees hope to receive gainful employment and a meaningful and stable livelihood. Organizational effectiveness (OE) can be conceptualized as the degree to which a business meets the long term needs of its various stakeholders (Kim Mauborgne, 2009). According to Uren(2007) firm need to have the attractiveness to be able to find suitable candidates, and to give the people which can add to the firms’ competitive advantage a clear view over the capabilities that are necessary and what values they can identify with. Research has found that managers have the biggest impact on whether employees leave or stay, (Branham, 2000) thus they have a great impact on their subordinates and negative interactions have a bigger impact than positive ones. Many examples have been found of managers with abusive behavior against subordinates resulting in lower job satisfaction, concentration, productivity, bad mental and physical health as well as high employee turnover. It is not only bad performers that can have a negative effect on the organization, even high performers can cost more than they are worth due to costs induced by their behavior. Sutton( 2007) noted that if an organization tolerate bad behavior amongst its employees it will have difficulties recruiting and retaining the best performing talent, poorer client relations, damaged reputations and less investor confidence. Pushing out subordinates, legal costs due to law suits, unhappy co-workers all represents substantial costs no matter how good someone is at the specific task they are to perform. Performance and treatment should not be dealt with as separate issues (Sutton, 2007). CONCLUSIONS Success cannot be generated in any way without successful people, not only at the top, but at all levels. People are the most important asset and no organization has been successful without them. The area of most concern in managing talent is when top performers or critical employees depart their jobs. The challenge is to manage this turnover successfully and on-board new employees quickly. In an ideal scenario, talent sources are available so there are no gaps in organizational performance or product road maps. Talent management is a critical strategic objective for growing organizations. This responsibility represents an excellent opportunity to create value. Certain factors that influence talent management and organization effectiveness has been discuss and it is certain that the talent management must includes both factors into considerations the employees competencies and the conducive work environment. COMPENTENCIES | | | |Action Orientation | |Communication | |Creativity/Innovation | |Critical thinking | |Customers Oriented | |Interpersonal skills | |Leadership | |Teamwork | |Technical/ Functional | |Expertise | | | TALENT MANAGEMENT | |WORKING ENVIRONMENT | | | |Physical environment | |Non-Physical environment | Model 1. 1: Factors Affecting Talent Management REFERENCES An drew, A. (2011), â€Å"Why Competency? based Talent Management? Lexonis Limited Albrecht, M, Clarey, J,. (2007), â€Å" How to Attract, Hire, Reward, Motivate, and Train the Very Best People† Talent Management : A Complete Guide to Strategies, Systems and Issues. (online) download at http://www. randon-hall. com/publications/ talent management/talent management(accessed 15 April 2011). Bassi, L. J. , McMurrer, D. P. (2008). Toward a human capital measurement methodology. Advances in Developing Human Resources, 10, 863-888. Berger, L. , Berger, D. R. (2004). The talent management handbook: Creating organizational excellence by identifying, developing, and promoting your best people. New York: McGraw-Hill. Bernard, A. (1992). Managing Motivation for Performance Improvement. In A. Mitrani, M. Dalziel, D. Fitt (Eds. , Competence Based Human Resource Management – Value driven strategies for recruitment, development and reward. (p. 129-148) London: Kogan Page Limited. B randt, E. Kull, P. (2007), Talent Management: How firms in Sweden find and nurture value adding human resources, Master’s Thesis in Business Administration, Internationella Handelshogskolan. Branham, F. L. (2000). Keeping the people who keep you in business: 24 ways to hang on to your most valuable talent. New York: AMACOM. Buckingham, M. Clifton, D. O. (2001). Now, discover your strengths. New York: Free Press. Capelli, P(2008), Talent Management for the Twenty First Century, Harvard Business Review. hbr. org. Collings, D. G. Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19, 304 313. Cunningham, I. (2007). Talent Management: making it real. Development and Learning in Organisations. 21(2), 4-6. Deloitte Research. (2004). It’s 2008: Do you know where your talent is? Why acquisition and retention strategies don’t work. New York: Deloitte Development LLC. Kim, W. C. , Mauborgne, R. 2009). How strategy shapes structure. Harvard Business Review, 87, 72-80. Laff, M. (2006). Talent Management: From Hire to Retire. T+D Alexandria. 60(11). 42-50. Ruyle et al(2001), A New Framework for Understanding Organizational Effectiveness, The Korn/Ferry Institute retrieved on 16 April 2011 from http://www. kornferryinstitute. com/files/pdf1/Strategic_talent_mgmt. pdf Schweyer, A. (2004). Talent Management Systems: best practises in technology solutions for recruitment, retention and workforce planning. Canada: Tri-Graphic Printing. Sutton, R. (2007). Building the civilized workplace: Nasty people dont just make others feel miserable; they create economic problems for their companies. The McKinsey Quarterly, Number 2. Retrieved 15 April 2011, from http://www. mckinseyquarterly. com/article_page. aspx? ar=1963=21=7=17=0. Ulrich, D. , Brockbank, W. , Johnson, D. , Younger, J. (2007). Human resource competencies: Responding to increased expectations. Employment Relations Today, 34(3), 1-12. Uren, L. (2007). From talent compliance to talent commitment. Strategic HR Review. 6(3). 32-35. Wellins, R. S. , Smith, A. B. , Erker, S. (2010), ‘ Nine best practice for

Grendal Of Beowulf Essays - Beowulf, English-language Films, Geats

Grendal Of Beowulf Essays - Beowulf, English-language Films, Geats Grendal Of Beowulf Grendel on the Moors Or How Grendel Got His Groove Back It is true that Grendel is monstrous. He is not only a deadly enemy to Hrothgar and Herot, but to the Geats in general. Grendel seems to take his only pleasure from assaulting Herot and destroying the warriors inside. He is a bane to all those that live under Hrothgar's rule. They hate him. He is called the enemy of mankind (29) and rightly so. However, because of Grendels actions, they cannot see the other part of Grendel that makes him do the evil he does. Grendel, like the Angels before and the Geats soon after, is symbolic of displaced races/peoples and not simply a mindless monster. When Adam and Eve had children, they had two boys. Their names were Cain and Able. When Cain killed Able, God banished him far from mankind (29). From Cain came trolls, elves, monsters, and giants. Grendel is a descendant of Cain, so he shares Cains banishment. Cain may have been the first displaced person after Adam and Eve were thrown out of the Garden. Grendel shares his ancestors sentence. He is displaced not only from whatever land or wealth he would have if he were human but he is also displaced form God. It is this displacement that causes Grendel to destroy. Since he cannot approach the throne (28) like other people, he chooses to try to destroy the throne, because he has no love for him (God) (28). This is the main reason Grendel is symbolic of displaced peoples. After all, he is a direct descendent of the very first displaced people, Adam and Eve. However, unlike Adam and Eve, Grendel is doomed to an eternity of banishment from Gods light because of Cains sin against his br other. That is why Grendel kills, because he cannot be in the light, because he is at war with God. Grendel is not only banished from Gods light, but from the light in general. Throughout the text, references are made to Grendel as the walker in darkness (36), and the dark-death shadow (29). This kind of imagery further shows how displaced Grendel has become. The text refers to him as a creature deprived of joy (36). The text also refers to Grendels dwelling as his joyless home (37). It is no wonder Grendel was considered so monstrous. Like other displaced peoples, he has nowhere that is a refuge to him, because he has been removed from his home, or in Grendels case, the love of the Lord. Grendel, like other displaced peoples, did not accept his banishment without a fight. Like other displaced peoples, Grendel fought back. He had no sorrow over the killings he committed. He did them willingly. The reason behind Grendels slaughter is not because he is a mindless beast, but because he is jealous over not being able to share in the Geats feasting and celebrating under Gods love. Grendel has been permanently kicked out of the light. And like any race that has lost his or her land or home, he fought back, if not to get back in the light, then to at least make sure no one else can enjoy it. Grendel can have no peace as long as he sees Gods people celebrating and living in a way he will never be able to. Thats why Grendel, driven by evil desire and swollen with rage (36), worked so hard at attempting to destroy Herot. In Grendels mind, if he could deprive the Geats of their meadhall, which they loved so much, then they would be like him: a people with no home and with no joy. Grendel, being symbolic of displaced peoples, also makes him very symbolic of the An gels. Grendels tale shares many similarities with the Angels. While God pushed Grendel into exile, the Vikings forced the Angels from their land. Both Grendel and the Angels were forced to retreat under duress. Both of them also fought back. Grendel waged his battle against Herot and Hrothgar people while the Angels battled with the Danes for control of England. However, while the Angels won against the Vikings and formed a truce, Beowulf destroyed Grendel. The Angels are just one of many

Why Sex With Boss Is a Bad Idea for Your Career

Why Sex With Boss Is a Bad Idea for Your Career He may be attractive and give you all the right signals, but having sex with the boss is a bad idea and a potential career killer. Youre not living in isolation with him on a desert island, but sharing a workplace where your illicit relationship affects everyone. Many companies have clear policies on office dating and while relationships between co-workers have become commonplace, an employees affair with the boss still continues to be frowned upon. Even if it turns into something serious and long-lasting, chances are one of you will have to go. Power Playmate Look beyond the physical act of sex with your boss and youll see that power is at the heart of the relationship. Writing for the Times Online, Susie Godson sums it up as a power trip and a huge ego boost and adds, Peel away the perks and what exactly are you left with? The inequity of power, desire to associate with power or attain more power all factor into the situation. Theres also the power that comes from flying in the face of convention and sampling forbidden fruit. Stop and ask yourself: If he wasnt your boss, would you still be attracted to him? Are the excitement and passion based on the fact that although he has control over your life and career, you feel like you have control over him? Do you think that if you sleep with him, hell fast-track you to the top or at least promote you or give you a raise? Or do you just like the buzz that follows you around the workplace because co-workers sense that theres something more to your relationship than supervisor and subordinate? Sex as a Skill Set Sex clouds everyones judgment. You may have been hired because of your skills, your experience, your talent, drive, and enthusiasm. But when youre involved with the boss, you may find your competence in question. Opportunities that come your way, successes you achieve, goals you meet and exceed all may be perceived as arising out of your special relationship with the boss and not your own hard work. You may not get credit where credit is due. And if you end up working for someone else in the same company, that person may be reluctant to believe that youve gotten to where you are based on merit alone. Youll have that relationship with your ex-boss hanging over your head, and it may stunt your career advancement under future supervisors. Some Girl or Another The odds are against an enduring relationship. And when it falls apart, it probably wont wrap itself up with all loose ends tucked in neatly and both parties acting like adults. If the two of you remain in the same workplace and hes still your boss, therell be jealousy on one end or the other, and its going to affect your professional relationship and judgment. He may stall your career out of spite, revenge, or simply because he can, or behave in ways that make it difficult to continue to work for him. Or you may have to sit back, bite your tongue, and watch him launch another steamy affair with someone new under him (in more ways than one.) Because heres the painful truth: many bosses who sleep with their employees dont do it just once. Theyre serial subordinate seducers. As much as youd like to think that youre special the irresistible one he broke all the rules for- its probably not that way. As journalist Dominique Jackson observed in her article An Affair to Forget in Marie Claire, she found out she wasnt the only one to fall for her sexy, dazzling boss when she had dinner with a colleague of his: Great guy. Excellent writer. Underrated, too, said my companion. Trouble is, he always has some girl or other in tow. Usually one of the junior journalists or a secretary. I really dont know how his wife puts up with it. No Employees With Benefits From a purely business standpoint, the relationship is a no-win situation for the company you work for, even if you end up together. Human resources professional Laurie Ruettimann, the founder of Punk Rock HR, says that companies frame the issue of dating under Code of Conduct policies: As an employee, you are not allowed to personally benefit from your role at the office at the expense of the organization. Therefore, you are not allowed to sleep with a subordinate and continue supervising his/her work. Additionally, most companies will not allow you to supervise your family members. The way a friend with benefits is a tricky relationship to manage, an employee with benefits is a liability to the boss who has exceeded the bounds of appropriate behavior and has opened himself up to charges of sexual harassment, even if the sex was consensual. So sex with the boss jeopardizes his position as well as yours. But just suppose its the real thing? After all, according to the Times Online, four out of every ten people meet their spouses at the office. Lets say hes the one. Even if your wildest fantasies come true and you two get married, he cannot continue to supervise you. Someones going to have to leave, and its probably not going to be the boss. Think Before You Act Keep in mind that sex with the boss may poison any other potential future relationships with your co-workers. And since work continues to be the main way in which we meet, socialize with, and get to know people, that would shut the door to many opportunities, both platonic and romantic. As Ruettiman points out, I met my husband at work and weve been together for over a decade. My career wasnt impacted because I am not a drama queen. I used common sense and kept my private dalliances out of my professional role. And finally, for those who say that its sexist to assume the boss is male (since over 36 percent of managers and supervisors are female) and want to view this issue from the perspective of a boss whos female, the truth is theres little difference. The same rules apply. The best advice for any boss, female or male, comes from Marty Nemko in his tips for workplace dating in U.S. News World Report: Think twice about a relationship with your supervisor...Think 10 times before getting involved with a subordinate.

EMILY DICKINSON Essay Example | Topics and Well Written Essays - 1250 words

EMILY DICKINSON - Essay Example The poem â€Å"Before I got my eyes put out† will be examined first. The poem is discussing how the sort of power found in angels and the heavens is too much for people: â€Å"But were it told to me—Today—/That I might have the sky† (5-6). Having the sky is obviously only something a heavenly creature could possess, though there aren’t any directly mentioned in the text. Regardless, something like this is obviously too much for a person: â€Å"The News would strike me dead† (17). In this poem she is setting up the difference between people and the heavens, though it is important to note that she states that she would die, and she does not say that this is particularly a bad thing. Without a judgment as to whether this would be a positive or negative thing, Dickinson is free to develop her theme as she feels fit. Though it’s not obvious in this particular poem, death as a positive event will be developed and treated as the obvious way o f viewing it. Next, â€Å"I like a look of Agony† discusses how pain and death can be seen in a positive aspect. As Dickinson states that people would not pretend to be in pain because it is not a state that people want to be in, one can assume that a person that does appear to be in pain is actually in pain, and she appreciates the honesty of it. Death, which is â€Å"Impossible to feign† (6), is the ultimate form of honesty, and obviously honesty is always regarded as a positive trait. As pain and agony can often lead to death, the link between agony, death, and honesty is apparent. It might seem at first that the poem is a bit morbid, since it sounds as though the speaker is enjoying the suffering of others if one were to merely glance at the first line, by the end of the poem this interpretation obviously cannot be carried all the way through and must be discarded. The next poem,

Rule of Law and Separation of Powers Essay Example | Topics and Well Written Essays - 2000 words

Rule of Law and Separation of Powers - Essay Example This notion is referred to as 'separation of powers'. Over the years 'the Rule of Law' has gained many critical acclaims due to the traditional ethical values it uphold in the UK constitution. Those set of values are universally accepted and implemented in most of the European states for the rule does not allow any deviation or updation in the 'written' or 'unwritten' part of the Constitution. 'Separation of powers' the word created by a French thinker 1 is today pursued by the doctrine of the separation of powers (SOP) which suggests that SOP is no less important globally than nationally. This refers to the fundamental commitment to the creation and maintenance of independent judicial bodies to interpret and apply diverse areas of international law is essential to international law's continuing integrity 2. SOP refers to that established constitutional principle that believes and negates the notion that, there must not be any accumulation of too much power in a single entity (one person) or decision-making body, instead the power must be distributed among the three branches of the constitution named the Executive, the Legislature and the Judiciary. In case the power is vested in a single authority, it would lead to inefficiency and corruption 3. Lord Scarman invoked Entick v. ... The King's messengers were liable for trespass in the absence of authority indicating the legality of general warrants of search and seizure: the 'silence of the books' was held to be authority against them. The House of Lords held that a constable could not lawfully require a person to provide a breath specimen, under the Road Traffic Act 1972, section 8, if he were present on that person's property without permission. Police officers had not been acting in the execution of their duty, as was necessary for a valid exercise of the power, because they were trespassers 4. The Rule of Law indicated in this case provides the foundation of constitutional rights. The legality of the issue and execution of general warrants of search and seizure could not be established, and the King's Messengers were therefore liable for trespass. The judges would see if justification were provided by statute or common law: 'If no such excuse can be found or produced, the silence of the books is an authority against the defendant 5. McGonnell V. UK McGonnell v UK case depicts the violation in the context of separation of power, which the court found guilty of regarding the lack of prejudice in requirement in Article 6(1). "This was mainly because of the personal relations between the judiciary of the Bailiff of Guernsey and his legislative and executive roles. The Bailiff's overlapping functions meant that he had presided over the Guernsey legislature when it had adopted the Development Plan, which was relevant to the applicant's planning application. The Bailiff's attitude in his judicial capacity made clear to the court the applicant's planning appeal, therefore the Court held this to be in breach

Social Media and Network Security

Social Media and Network Security Mohammad I. Khan GMU Honor Code statement: By placing this statement on my webpage, I certify that I have read and understand the GMU Honor Code on http://oai.gmu.edu/the-mason-honor-code-2/ and as stated, I as a student member of the George Mason University community pledge not to cheat, plagiarize, steal, or lie in matters related to academic work. In addition, I have received permission from the copyright holder for any copyrighted material that is displayed on my site. This includes quoting extensive amounts of text, any material copied directly from a web page and graphics/pictures that are copyrighted. This project or subject material has not been used in another class by me or any other student. Finally, I certify that this site is not for commercial purposes, which is a violation of the George Mason Responsible Use of Computing (RUC) Policy posted on http://copyright.gmu.edu/?page_id=301 website. Abstract Social media security is a big concern nowadays and network security itself is another concern. Network security has changed a lot in the recent years. This paper aims to investigate and talk about the public associations on social media networks, the rationale of social practices, the dynamic way of character and protection, the creation and dispersal of social media and network security, the social media network security and the overall network security of the present time. This paper begins with todays social media character and network security for social media. It discusses the nature of network security, system protection, the social networking progression of security. Furthermore, it also describes network security threats, their definition and types, and how we will be benefitted from this, and whats the new network security infrastructure might be in the near future. Also, this paper provides the background, uses, ethical and social issues, advantages and disadvantages of th e network security based on social media sites and network security individually in details. Keywords: Social networking sites; network security; social media and network security Introduction Social media has not only changed the way people interact in the world, but also it is advancing more to make it easier to access. Social networking sites allow people to communicate and remain in contact with friends as well as meet new people. Social media alludes to online communication that takes into consideration client created content as content sound, video, pictures and so on to be distributed in a very versatile way for overall public utilization regularly. It also includes the intuitive exchange with others. Social media is a vital source for sharing social activities. There are various kinds of social media such as Wikis, Blogs, Microblogs, Photo Sharing, Videos, News Feed and so on. Social networking sites are viral; at times, mysterious in nature, prompting social sites being seen as targets for hackers and cyber-criminals recently. Reasons being that online networking itself permits the clients to customize their online identity and share personal information. Along wi th all these things, network security is also a concern nowadays and has a relation with them. Famous social networking sites, for example, Facebook and Twitter have been able to be focused for security attacks. Without network security, we cannot protect our privacy and our stuff on the internet and in the social networking sites. In this paper, I will analyze the current practices of network security for social media services what is network security and the benefit of network security, social networking threats, future of network security, and emphasis on the ethical/legal and social aspects as well as a glimpse at the future security issues facing this area. Background, types and current security threats Network security refers to any kind of activities intended to secure system. In particular, these activities secure the ease of use, integrity, trustworthiness, and safety of the network and information. Compelling network security focuses a variety of threats and prevents them from entering into the network. Network security is refined through software and hardware. The software must be continually updated and figured out how to shield the network from developing threats. A network security system normally comprises of numerous parts. All parts work together, which minimizes maintenance and enhances security. These parts include Anti-virus and anti-spyware, firewall for blocking unauthorized access to the computer, Virtual Private networks (VPN) for providing secure remote access. On the other hand, Social media security is an issue nowadays. Online social networks were especially one of the hackers most loved targets. According to Dong and L.N., network security has turned into th e present spotlight on the improvement of information technology. From all parts of network information security issues, we should first make sense of the variables that trigger network security (Dong, L. N., 2014). According to another research study (2009) accumulated by the US National Cyber Security Alliance (NCSA), more than 74% of clients unveil individual data, including email addresses and birthdays on their profiles (Express Computer, 2009). Cyber-criminals can take data about anyone from their social networking profile and posts and afterward tailor their assaults taking into account anyones interests and likes. This is known as social engineering and it makes security threats a great deal more hard to perceive. According to Wu, Social Engineering, which relies on exploiting the human element of trust, obtain or compromise information about an organization or its computer systems (Wu, 2012, p.173). With such a large A number of users, Facebook is a target for scams; it can likewise uncover anybodys personal information to their group of friends. Scams on Facebook incorporate cross-site scripting, clickjacking, survey scams and theft of identity. One of the scammers most loved strategies for assault existing apart from everything else is known as cross-site scripting or Self-XSS. Clickjacking is likewise frequently fixing to survey scams which trap users into introducing an application from a spammed link. New Facebook security highlights give assurance against scams and spam. However, tragically theyre primarily incapable. Self-XSS, clickjacking and review tricks basically did not exist only a couple of years back, but rather they now show up on Facebook and other social networks every day. Another study showed that Facebook, for instance, was sued commonly in 2011 which made the firm pay about $20 million to compensate its clients for utilizing their information without explicit permission (Vel murugan Mathiyalagan, 2015). Security threats on social networking sites keep on growing. Another example of social networking site is twitter. It is a micro-blogging site. Even though most shortened URLs are real, if a link redirects anyone to another page that requests a twitter password everybody should leave it immediately for security purpose. Ethical issues related to social networking sites and Network security Social networking permits anybody to share essentially anything on the web. Any business without a social media policy networking approach risks expanding outside security attacks. Here are a few ethical rules a business ought to take after when conveying online: Sharing information which will give anyones brand a positive picture. People need believable information, so they should give them that. This will fabricate trust for business, which can expand leads and clients. When sharing, know about others viewpoints. Be interested in what others need to say. When to react, be reasonable in what we say to make a social prosperity for our business and client connections. Be mindful of who can see our information, what is being shared, and what is being said and partook in regards to our business. If something negative is being shared, investigate it for believability. On the off chance that it is dependable, react to it in a positive style to demonstrate that we think about what is said concerning our business, and that some kind of move is being made to progress. Overall, a business ought to make a positive, trustworthy online nearness for both their own particular advantage and for the advantage of their clients. On the other hand, a security policy is the accumulation of standards that help the clients to carry on in a certain approach to recognizing what is lawful and unlawful to access to ensure computer system in their network. Also, it helps the administrator to ensure that everything in the network system is secure and no one can pulverize or harm the system. So, the security policies are important to big business network. Likewise, without security policies the clients will open websites and these websites may have a virus or worms which will impact to our network function. Moreover, an unapproved individual can access to the network and do the illicit activity which will destroy the system. There is numerous approach to apply security policy. For instance, strong password, use a firewall and so on. However, one of the greatest ethical issues that identified with system is security policy. In some organizations the security policies are apply feebly or in awful way. Secondly, the hacke rs are enormous issue to the network and it is spread quickly in the word for quite a while. For instance, stolen medical insurance record from any organization and they will offer this data to another organization with no authorization. Third, the weak network design security system is gotten to be one of the greatest ethical issue that identified with network. Some administrator in the organizations do not apply enough security to the network, which cause a great deal of unauthorized clients access to network and look over the secret information. It happens because of the weak network security. According to Jayson, Some of Facebooks research on client conduct found that 71% of individuals drafted at least one post that they never posted (Jayson, 2014). Social Implications Social media is potentially the most indispensable segment of the Internet. At the same time, being open and social networking sites makes true worries about protection and security. Social networking sites urge individuals to be more open about their own lives. Besides, things they post stay accessible uncertainly. While most sites permit their clients to control who sees the things theyve posted. Social networking sites are possessed by private organizations, and that they profit by gathering information about people and offering that information on, especially to third party advertisers. Security settings are just intended to shield one from different individuals from the social network, yet they dont shield ones information from the proprietors of the service. Basically, one person is giving every one of his/her information over to the proprietors and believing them with it. There are other reasons also that can expose ones privacy. One study showed that boasting more than 500 mi llion active users around the world, the social networking site is presently being focused by cyber-criminals (Sanchez, 2010). On the other hand, Viruses and malware frequently discover their direction into computers through enticing advertisements. Its better not to click those ads. Secondly, we have to be cautious of whom we acknowledge invitations from while making online network. Sharing our information to individuals we dont know can be hazardous. In case, if we get friend requests from an unknown person, we should not accept the request in the social networking sites. Third, Part of the online networking websites are all the different games and applications. These are also called third party apps. Most of them are unsafe, before giving the application a specific level of consent concerning our information we have to be careful. We have to ensure what the application is viewing and sharing before consenting to the terms. Exposing too much information falls us into trouble. Four th, we have to utilize our security settings properly. Social media sites give us the capacity to limit who has the access to our information. For instance, Facebook gives us a chance to choose who our friends are and what content they can see.   One Consumer Reports says that issues are on the rise 11% of households utilizing Facebook had inconvenience a year ago, which ranges from a more unusual utilizing their login information to online harassment (Fitzpatrick, 2012). Future of social networking and network security The future of security controls on social networks is by all accounts on a promising direction. for example, biometrics system will be installed with two-step verification and enhanced endeavors are being made for securing clients privacy. With thoughts, for example, online ID labels, eye recognition system etc. Conclusion Social network holds colossal control over the lives of people and this force brings a duty of making social network a more secure spot. This must be done when security frameworks are solidly set up without bargaining the wellbeing of clients. References Dong, L. N. (2014). Design of computer information network security system.  Applied Mechanics and Materials, 539, 305-309. doi:  http://dx.doi.org.mutex.gmu.edu/10.4028/www.scientific.net/AMM.539.305 This is research and reviews that describes the network security systems. Fitzpatrick, A. (2012). Study Says Facebook Privacy Concerns Are on the  Rise Is It Accurate? Retrieved October 04, 2016, from http://mashable.com/2012/05/04/facebook-privacy-concerns-study/#vnDzBrKMnqqf This is a website that says about the Facebook privacy and security. Jayson, S. (2014). Social media research raises privacy and ethics issues.  Retrieved October 04, 2016, from http://www.usatoday.com/story/news/nation/2014/03/08/data-online-behavior-research/5781447/ This is a newspaper publication that discussed privacy and ethics issue for social media. Social networks: Boon or bane? (2009).  Express Computer, Retrieved from http://search.proquest.com.mutex.gmu.edu/docview/217384554?accountid=14541 This is a research and reviews that describes the network security threats. Sanchez, M. (2010, November 10). Know the Security Implications  of Social Media. Retrieved October 04, 2016, from http://blogs.cisco.com/smallbusiness/know_the_security_implications_of_social_media This blog was created for knowing the security implications of social media. Velmurugan, J. S., Mathiyalagan, P. (2015). SOCIAL NETWORKING THREATS AND  SECURITY ISSUES: AN ENQUIRY. International Journal of Management Research and Reviews, 5(4), 270-274. Retrieved from http://search.proquest.com.mutex.gmu.edu/docview/1683315551?accountid=14541 This is a research and reviews on Social networking threats and security issues. Wu, H. (2012). A review of social media security risks and mitigation  techniques.Journal of Systems and Information Technology, 14(2), 171-180.doi:  http://dx.doi.org.mutex.gmu.edu/10.1108/13287261211232180

Production and Operation Management Essay

The Bronson Insurance Group was originally founded in 1900 in Auxvasse, Missouri, by James Bronson. The Bronson Group owns a variety of companies that underwrite personal and commercial insurance policies. Annual sales of the Bronson Group are $100 million. In recent years, the company has suffered operating losses. In 1990, the company was heavily invested in computer hardware and software. One of the problems the Bronson Group faced (as well as many insurance companies) was a conflict between established manual procedures and the relatively recent (within the past 20 years) introduction of computer equipment. This conflict was illustrated by the fact that much information was captured on computer but paper files were still kept for practical and legal reasons. FILE CLERKS The file department employed 20 file clerks who pulled files from stacks, refilled used files, and delivered files to various departments including commercial lines, personal lines, and claims. Once a file clerk received the file. Clerks delivered files to underwriters on an hourly basis throughout the day. The average file clerk was paid $8,300 per year. One special file clerk was used full time to search for requested files that another file clerk had not been able to find in the expected place. It was estimated that 40 percent of the requested files were these â€Å"no hit† files requiring a search. Often these â€Å"no hit† files were eventually found stacked in the requester’s office. The primary â€Å"customers† of the file clerks were underwriters and claims attorneys. UNDERWRITING Company management and operations analysts were consistently told that the greatest problem in the company was the inability of file clerks to supply files in a speedy fashion. The entire company from top to bottom viewed the productivity and effectiveness of the department as unacceptable. An underwriter used 20-50 files per day. Because of their distrust of the files department, underwriters tended to hoard often used files. A count by operations analysts found that each underwriter kept from 100-200 files in his or her office at any one time. An underwriter would request a file by computer and work on other business until the file was received. Benson employed 25 underwriters. MANAGEMENT INFORMATION SYSTEM Upper management was deeply concerned about this problem. The MIS department had suggested using video disks as a possible solution. A video disk system was found that would be sufficient for the Semester II Examination Papers IIBM Institute of Business Management companies needs at a cost of about $12 million. It was estimated that the system would take two years to install and make compatible with existing information systems. Another, less attractive was using microfilm. A microfilm system would require underwriters to go to a single keyboard to request paper copies of files. The cost of a microfilm system was $5 million. 1. What do you recommend? Should the company implement one of the new technologies? Why or why not? 2. An operations analyst suggested that company employees shared a â€Å"dump on the clerks† mentality. Explain. Caselet 2 Harrison T. Wenk III is 43, married, and has two children, ages 10 and 14. He has a master’s degree in education and teachers junior high school music in a small town in Ohio. Harrison’s father passed away two months ago, leaving his only child an unusual business opportunity. According to his father’s will, Harrison has 12 months to become active in the family food-catering business, KareFull Katering, Inc., or it will be sold to two key employees for a reasonable and fair price. If Harrison becomes involved, the two employees have the option to purchase a significant, but less than majority, interest in the firm. Harrison’s only involvement with this business, which his grandfather established, was as an hourly employee during high school and college summers. He is confident that he could learn and perhaps enjoy the marketing side of the business, and that he could retain the long-time head of accounting/finance. But he would never really enjoy day-to-da y operations. In fact, he doesn’t understand what operations management really involves. In 1991 Kare-Full Katering, Inc. had $3.75 million in sales in central Ohio. Net profit after taxes was $ 105,000, the eleventh consecutive year of profitable operations and the seventeenth in the last 20 years. There are 210 employees in this labor-intense business. Institutional contracts account for over 70 percent of sales and include partial food services for three colleges, six commercial establishments) primarily manufacturing plants and banks), two long -term care facilities, and five grade schools. Some customer location employs a permanent operations manager; others are served from the main kitchens of Kare-Full Katering. Harrison believes that if he becomes active in the business, one of the two key employees, the vice president of operations, will leave the firm.Harrison has decided to complete the final two months of this school year and then spend the summer around Kare-Full Katering – as well as institutions with their own food services – to assess whether he wants to become involved in the business. He is particularly interested in finding out as much as possible about operations. Harrison believes he owes it to his wife and children to fairly evaluate this opportunity.