Survey American History free essay sample

Message was individuals must readmit God and Christ into their daily lives, must embrace a fervent, active piety, and must reject the skeptical rationalism that threatened traditional beliefs. But new denominations no longer accepted the idea of predestination. Popular acceptance of the idea that men and women could belong to different Protestant churches and still be committed t206o essentially the same Christian faith. Women flocked to these meeting which suggests that they were responding to their changing economic roles as well. They moved out of the home and into factories. African Americans: Group of African American preachers. Some translated the egalitarian religious message that salvation was available to all into a similarly egalitarian message for blacks in the present world. Native Americans: Neolin combined Christian and Indian imagery and bringing to Native American religion. He helped stimulate Indian military efforts of 1763 and beyond. Handsome Lake ( a Seneca used to be an alcoholic) inspired many Indians to give up whiskey, gambling and other destructive customs derived from white society. We will write a custom essay sample on Survey American History or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 7. Industrial Revolution (England and the US, how did it start? ) by the end of the 18th century it was well underway in many parts of the world. By the end of the 19th century the global process of industrialization had transformed the societies of Britain, most continental Europe, Japan, and the U. S. weaving- spinning -new devices for carding. For Americans the industrial revolution was largely a product of rapid changes in Great Britain, the nation with which they had the closest relations. America received more immigrants from Great Britain than from any other country. Samuel Slater: Used the knowledge he had acquired before leaving England to build a spinning mill for the Quaker merchant Moses Brown in Pawtucket, Rhode Island in 1790. It was the first modern factory in America. 8. Cotton Gin (effects? ) Eli Whitney: From MA and Yale Educated. Long-staple cotton smooth black seeds and long fibers but could only grow near the coast. Short staple cotton could grow anywhere in the south but the green seeds are hard to separate. Created the cotton gin that separated the seeds quickly and efficiently. He devised a machine to make each part of a gun according to an exact pattern. Tasks would be divided among several workers and one laborer could assemble a weapon out of parts made by several others. Used by manufacturers of sewing machines, clocks and many other complicated products. 9. Early American Transportation System Oliver Evans: Delaware. Made the automated flour mill, a card-making machine, and several important improvements in the steam engine and first textbook of mechanical engineering: The Young Mill-Wright’s and Miller’s Guide. Robert Fulton’s steam boat Turnpike era. They were usually made by private industries and they had tolls so they could make some money out of it. 10. Revolution of 1800 Jefferson considered his election as revolutionary. In his speech he said â€Å"We are all republicans, we are all federalists† and he outdid federalists in their work of expanding the territory 11. Washington DC Designed by Pierre L’Enfant. But during his presidency it was merely a village. Congressmen viewed Washington as a place where they should briefly visit and leave quickly. Some would even resign their seat in congress for a more prestigious seat for a state legislative seat. 12. The Jefferson Administration (policies) They persuaded congress to abolish all internal taxes which left custom duties, sale of western lands as the only source of revenue for the government.

Civil Disobeiance essays

Civil Disobeiance essays Civil Disobedience Civil disobedience is the refusal to obey civil laws. This refusal is in the form of nonviolence. People who use civil disobedience are usually protesting a law that they think is unjust. Usually, they are also willing to accept any penalty Henry David Thoreau was born in 1817 at Concord, Massachusetts. He was Educated at Harvard University. During his early years Henry spent most of his time walking in the wilderness or talking with his mentor and friend Ralph In July of 1846, Henry needed his shoes which had holes in them repaired. After the cobbler repaired the shoes Henry exited the store and was approached by Sam Staples, the town constable. Sam asked Henry to pay his poll tax. Henry intentionally did not pay his taxes because the revenues were used to help finance the United States war with Mexico and supported the enforcement of slavery Since Henry refused to pay, Sam Staples was required to take Henry to jail. Henry spent the night in jail. During that evening someone heard of Henry`s problem and paid his taxes. Most people think that Henry`s Aunt paid the taxes but no one knows for sure. When Henry found out that his tax had been paid, he was outraged . Henry argued that since he was not the one who paid the taxes he still deserved to be The night he spent in jail prompted Henry to write one of the most Famous essays in American history, On the duty of Civil Disobedience. ...

Mental Lexicon Definition and Examples in English

Mental Lexicon Definition and Examples in English In psycholinguistics, a persons internalized knowledge of the properties of words. Also known as a mental dictionary. There are various definitions of mental lexicon. In their book The Mental Lexicon: Core Perspectives (2008), Gonia Jarema and Gary Libben attempt this definition: The mental lexicon is the cognitive system that constitutes the capacity for conscious and unconscious lexical activity. The term mental lexicon was introduced by R.C. Oldfield in the article Things, Words and the Brain (Quarterly Journal of Experimental Psychology, v. 18, 1966). Examples and Observations The fact that a speaker can mentally find the word that he/she wants in less than 200 milliseconds, and in certain cases, even before it is heard, is proof that the mental lexicon is ordered in such a way as to facilitate access and retrieval.(Pamela B. Faber and Ricardo Mairal Usà ³n, Constructing a Lexicon of English Verbs. Walter de Gruyter, 1999)The Dictionary Metaphor- What is this mental dictionary, or lexicon, like? We can conceive of it as similar to a printed dictionary, that is, as consisting of pairings of meanings with sound representations. A printed dictionary has listed at each entry a pronunciation of the word and its definition in terms of other words. In a similar fashion, the mental lexicon must represent at least some aspects of the meaning of the word, although surely not in the same way as does a printed dictionary; likewise, it must include information about the pronunciation of the word although, again, probably not in the same form as an ordinary dictionary. (D. Fay and A. Cutler, Malapropisms and the Structure of the Mental Lexicon. Linguistic Inquiry, 1977)- The  human  word-store is often referred to as the mental dictionary  or, perhaps more commonly, as the  mental  lexicon, to use the Greek word for dictionary. There is, however, relatively little similarity between the words in our minds and the words in book dictionaries, even though the information will sometimes overlap. . . .[E]ven if the mental lexicon turns out to be partially organised in terms of initial sounds, the order will certainly not be straightforwardly alphabetical. Other aspects of the words sound structure, such as its ending, its stress pattern and the stressed vowel, are all likely to play a role in the arrangement of words in the mind.Furthermore, consider a speech error such as The inhabitants of the car were unhurt. where the speaker presumably meant to say passengers rather than inhabitants. Such mistakes show that, unlike book  dictionaries, human  mental dictionaries  cannot be organized solely on the basis of sounds or spelling. Meaning must be taken into consideration as well, since humans fairly often confuse words with similar meanings, as in Please hand me the tin-opener when the speaker wants to crack a nut, so must have meant nut-crackers.(Jean Aitchison,  Words in the Mind: An Introduction to the Mental Lexicon. Wiley-Blackwell, 2003) An Australians Mental LexiconEven with hard yakka, youve got Buckleys of understanding this dinkum English sentence, unless youre an Aussie.An Australian has no difficulty understanding the above sentence, while other English speakers might struggle. The words yakka, Buckleys, and dinkum are in the vocabulary of most Australians, that is, they are stored as entries in the mental lexicon, and therefore an Australian has access to the meanings of these words and can consequently comprehend the sentence. If one possessed no mental lexicon, communication through language would be precluded.(Marcus Taft, Reading and the Mental Lexicon. Psychology Press, 1991)

Analysis of Articles about Gender Studies Essay Example | Topics and Well Written Essays - 500 words

Analysis of Articles about Gender Studies - Essay Example She told them she always thought she had three. And that showed the extended family that the author seems to enjoy. For every person who is a part of the extended family, the author and her growth were more important than anything else. This made everything else immaterial. As the author points out, the pre-conceiving arrangement that the mothers went through ensured that the differences in their thought processes will not occur. There was enough leeway created between all of them and freedom to change their decisions. So much so that no one altered any of the decisions that were made. This made the entire process of bringing up the kid more interesting to the extended family. She was no ordinary child and whatever happened to every one of them was not an ordinary event. The author finally, justifies that the ideas and the opinions taken should be done so in the right spirit and this would ensure that the biotechnological advances made are used in the right spirit. There was nothing wrong or unnatural in the entire process. She does not feel in any way different from the others and neither did anyone else feel that way though many thought she was special. The questions will be: Creation of a human being either by cloning or by IVF methods is out of nature. Will this not give rise to a culture that has the least respect for the natural phenomenon? And will not this lead to a condition where the human race might overpopulate or try to control nature which otherwise could condition the environment in a much better way? While so, how can control and modifying natural occurrences influence the behavior of the human race? All these issues are not really dealt with by the author. When the perspective goes larger those questions come up. Whereas in the case of the author's analysis, she has restricted to her own view and to the views of the people around her.

Logic gates characteristics Lab Report Example | Topics and Well Written Essays - 1250 words

Logic gates characteristics - Lab Report Example Also, an XOR (Exclusive- OR) which is sometimes called an inequality comparator implements the expression such that â€Å"if A is different than B then X is true. Sometimes a buffer may be used between the inputs and output of a logic circuit. The buffer helps to increase the fan-in of the circuit. The XOR gate is commonly used as a buffer to supply a 0 or a1to one of its inputs. Multiplexers behave like rotary switches and select any one of its inputs as output. It is a combination of logic gates thereby having several inputs with only one output. The input channel to be read into the output is controlled by supplying a definite digital word to the select inputs. In experiments using microelectronic chips such as the Multiplexer ICs, care should be taken when handling so as not to expose the chips to static hazards. The input lines to a multiplexer chip are 2, 4, 8 or 16 that supply the output one at a time. They are used to reduce the number of logic gates required to implement th e circuit. Digital multiplexers are constructed from analogue switches encased in a single IC package. The multiplexer is used in signal routing, data communications and data bus control. They can be used together with a demultiplexer to transmit parallel data in serial form through a single data link e.g. fibre optic cable. Multiplexers are also used a A/D converters thereby reducing the amount of heat dissipated (Bate, 1988). Aim To use a digital logic circuits to decode an industrial control system, and to test an equivalent logic decoding circuit using a multiplexer chip. Procedure The control system of a bottled water factory is designed to follow specific process to control the filling upon receiving specific instructions. The process will halt with logic zero output. The processing plant sensors produce logic level outputs for the following devices. B – Bottle Position Correct Position= logic 1, and an incorrect position = 0 W – Water level low Water level low = logic 0, and water level satisfactory = 1 V – Flow Valve Position: Flow valve open = logic 0, and flow valve closed = 1 F – Water Filtration System: Filtration blocked= logic 0, and filtration working = 1 This process is halted on the following conditions: When the bottle position is incorrect and it is filling and this is indicated by an open flow valve. Or if the water level is low, but not when the flow valve is open. Also, if the Filtration is blocked, but only if the Flow valve is closed and the water level is not low. Also, if the Flow valve is open, and if the bottle position is incorrect or water level remains low. Discussion Full truth table of the industrial control process is shown below; The above conditions for halting the process can be simplified as shown here under, Position, P = 0 if; 1). (B= 0).(V=0) 2). (W = 0) (V= 0) = (W = 0). (V= 1) 3) (F = 0). (V= 1). (W = 1) 4). (V = 0). (B = 0). (W= 0) P= X: (V=0). (W=1) Truth Table. The above truth table can be simplified using the Karnaugh Map shown below; From the K- map it is clear that P = W.F. This can be implemented using the circuit shown below; B W V F P The circuit was built using the 74LS151 microchip as shown below and tested to find out if the desired result is obtained. The output Z was tested and found to follow the truth table shown here under, The tested output is found to quite agree with the results in the first truth table.

Paralysis in Dubliners Essay -- Literacy Analysis

In his letters, Joyce himself has said that Dubliners was meant â€Å"to betray the soul of that hemiplegia or paralysis which many consider a city† (55). The paralysis he was talking about is the paralysis of action. The characters in Dubliners exemplify paralysis of action in their inability to escape their lives. In another of Joyce’s writings, A Portrait of the Artist as a Young Man, Joyce writes of Ireland: â€Å"When the soul of a man is born in this country there are nets flung at it to hold it back from flight. You talk to me of nationality, language, religion. I shall try to fly by those nets† (Joyce 238). The characters of Dubliners face similar nets that prevent them from escaping their lives. Unfortunately, their attempts to â€Å"fly by those nets† are not always present; the characters often do not try to break out of their lives (as in â€Å"Clay†). In the case that they do attempt to break their paralysis, the characters typically fail, or at least such is the case for the time before and during the story that the reader observes. The causes of this persistent paralysis vary between the characters: some are paralyzed by lack of motivation or fear, others by familial or other bonds; by religion, addictions, by simple lack of resources, or misconceptions or misinterpretations of events or words. Most all of the characters in the stories covered in class share fear or lack of will as the cause for their being paralyzed in their lives. To give an example, Chandler from â€Å"A Little Cloud† wants to break free of his dull life to become a writer and explore the world. However, he lacks confidence in himself. â€Å"Shyness had always held him back,† in all aspects of his life, from reading poetry to his wife to enter... ...ple no matter what city they are in. But as Joyce shows us, the possibility is there to break out of the mold; to create a meaningful life from a once dull existence. Works Cited Brendle, Mark. "Paralysis and Epiphany in Dubliners." Web log post. Unabashedly Bookish. Barnes & Noble, 14 Oct. 2010. Web. 22 Apr. 2012. Fairhall, James. â€Å"Joyce's DUBLINERS.† Explicator 43.2 (1985): 28. Academic Search Premier. Web. 22 Apr. 2012. Joyce, James. A Portrait of the Artist as a Young Man. New York, B.W. Huebsch, 1922. Print. Joyce, James. Dubliners. Ed. Margot Norris. New York: W.W. Norton, 2006. Print. Joyce, James. Letters of James Joyce. Ed. Stuart Gilbert. New York: Viking, 1957. Print. Rice, Thomas Jackson. "Paradigm Lost: `Grace' And The Arrangement Of Dubliners." Studies In Short Fiction 32.3 (1995): 405. Academic Search Premier. Web. 22 Apr. 2012. Paralysis in Dubliners Essay -- Literacy Analysis In his letters, Joyce himself has said that Dubliners was meant â€Å"to betray the soul of that hemiplegia or paralysis which many consider a city† (55). The paralysis he was talking about is the paralysis of action. The characters in Dubliners exemplify paralysis of action in their inability to escape their lives. In another of Joyce’s writings, A Portrait of the Artist as a Young Man, Joyce writes of Ireland: â€Å"When the soul of a man is born in this country there are nets flung at it to hold it back from flight. You talk to me of nationality, language, religion. I shall try to fly by those nets† (Joyce 238). The characters of Dubliners face similar nets that prevent them from escaping their lives. Unfortunately, their attempts to â€Å"fly by those nets† are not always present; the characters often do not try to break out of their lives (as in â€Å"Clay†). In the case that they do attempt to break their paralysis, the characters typically fail, or at least such is the case for the time before and during the story that the reader observes. The causes of this persistent paralysis vary between the characters: some are paralyzed by lack of motivation or fear, others by familial or other bonds; by religion, addictions, by simple lack of resources, or misconceptions or misinterpretations of events or words. Most all of the characters in the stories covered in class share fear or lack of will as the cause for their being paralyzed in their lives. To give an example, Chandler from â€Å"A Little Cloud† wants to break free of his dull life to become a writer and explore the world. However, he lacks confidence in himself. â€Å"Shyness had always held him back,† in all aspects of his life, from reading poetry to his wife to enter... ...ple no matter what city they are in. But as Joyce shows us, the possibility is there to break out of the mold; to create a meaningful life from a once dull existence. Works Cited Brendle, Mark. "Paralysis and Epiphany in Dubliners." Web log post. Unabashedly Bookish. Barnes & Noble, 14 Oct. 2010. Web. 22 Apr. 2012. Fairhall, James. â€Å"Joyce's DUBLINERS.† Explicator 43.2 (1985): 28. Academic Search Premier. Web. 22 Apr. 2012. Joyce, James. A Portrait of the Artist as a Young Man. New York, B.W. Huebsch, 1922. Print. Joyce, James. Dubliners. Ed. Margot Norris. New York: W.W. Norton, 2006. Print. Joyce, James. Letters of James Joyce. Ed. Stuart Gilbert. New York: Viking, 1957. Print. Rice, Thomas Jackson. "Paradigm Lost: `Grace' And The Arrangement Of Dubliners." Studies In Short Fiction 32.3 (1995): 405. Academic Search Premier. Web. 22 Apr. 2012.

Changing Hr Practices in Cable Co

Changing HR practices in Cable Co Case study Table of Content 1. Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 3 2. Problem diagnosis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 3 3. Data collection and analysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 4. 1 Problem #1 – Human Resources planning†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5 4. 2 Problem #2 – Performance Management System†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6 4. 3 Problem #3 – Recruitment and Selection processes†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 7 4. Proposed Solution†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦7 5. 4 Human Resources planning†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦8 5. 5 Performance Appraisal System†¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 8 5. 6 Recruitment and Selection process†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦10 References List†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦12 Appendix 1 – The 4 stage Leadership Model Appendix 2 – Performance Appraisal form Appendix 3 – Giving Feedback Tool 1. Introduction This case study is based on Ca bleCo which is a joint venture between an Australian corporation AuzCo, and two Chinese organizations Post Bureau and PTA. The purpose of this report is to help the company to diagnose the problem, after research of the company’s background information, identify its causes and offer a solution.This new Australia and China joint venture is located in an Economics and Development Zone about 47 km from the downtown area of Tianjing, a well-developed industrial city in China. The main products of the joint venture are telecommunications and various other kinds of communication cables. The Company has 184 employees in total; most of them 60% (113) are employed in the Production Department, as it is the most important functional part of CableCo. The Company’s mission is expressed â€Å"to produce quality products, provide first-class service to customers and guarantee reliable delivery. The Company’s business strategy is to continuously develop new products, improve the quality of goods, reduce costs, and manage its human resources efficiently and strengthen management control. Implementation of the company’s strategy depended strongly on effective employee performance and management control (Zhu, Case Study A). The telecommunication sector in China where CableCo operates has undergone rapid development. There has been a steady growth in the total number of phones in China.Because of this reason, the cable industry in China has attracted many domestic and international investors. As supply exceeds demand in this market segment, it is more difficult maintain key employees. The CableCo management team has realized that improvements in efficiency and effectiveness had to be achieved through better utilization of its human resources (Zhu, Case Study A). 2. Problem Diagnosis After the initial meeting with the client it is found that the company’s authenticity is rather low in regards to managing their human resources.Although Cable Co realizes that its employees are the most valuable asset they have, the company still has a lot defects and inefficient processes in the HR management area. The key problem that the company is concerned about is how to improve effectiveness and efficiency of the Human Resources management that is the most important area in a highly competitive market. Cable Co is in danger to lose their image as a good quality product manufacturer because of uncertain business development strategy and employee internal dissatisfaction within a growing competitive market.The Management consultant’s main objective would be to assist the company in changing its HR practices and processes in order to improve Cable Co’s Human Resources Management and to enable effective operation in the highly competitive market within a multicultural working environment. A Structured model (Issue tree) enables us to see Cable Co’s situation more clearly. Using this model it would also facilitate in r ecognizing main causes and find the best ways for possible solutions for company’s problems (Fombrun and Nevins, 2004). Inefficient Human Resources Management Problem #2Defects in performance management system Job analysis/Performance appraisals Bonus system Problem #3 Recruitment & Selection Candidate database Selection Methods Problem #1 Organization’s Structure & HR Planning Short-term oriented HR planning To keep a stable workforce 3. Data collection and analysis In order to analyze the situation within Cable Co, data collection had been processed. There were two basic data collection approaches used – deductive and naturalistic. To gain a more detailed overview of the company’s situation the 4 stage leadership model is used.Structured interviews with each leadership team member were conducted. Also questionnaires based on employees’ current job satisfaction, understanding of job requirements and a rewards system were used in the data collectio n process. The work environment observations and interactions between managers, supervisors and employees along with the organization’s documents were an important information source during analyzing the situation in Cables Co. Based on previously constructed issue tree model, the main problem and its causes can be stated: 3. Problem #1 – Human Resources Planning * Organization’s Structure A lot of Chinese companies are operating under strict control of the government. There are unclear and different views between Chinese and Australian managers at Cable Co. Common ground rules and guidelines should be introduced. Currently some leading positions and responsibilies are overlapping or two positions are held by the same person. * Short-term oriented HR planning Both management parties (Chinese on one side, Australian on the other side) have different approaches to business development.To evaluate the demand for new employees the company uses its forecasted product ion needs, based on the market situation. Also data from AuzCo Australian are used as a standard to formulate the staffing needs in the production department. It seems that staffing needs analysis is more affected from how it is done in the West than in China, although it should be based more on China’s market situation. Obviously judgmental forecasting is used to forecast the company’s future employment needs this means that managers and other people within the company decide on staffing requirements. Gully, M. , Phillips M. 2009) There is no research data of Cable Co’s target market in China, and this causes management uncertainty and different opinions where the company is going and in which direction they are supposed be heading? Without knowing the company’s goals, it is very difficult for the managers to agree on a common staffing strategy. * Unstable workforce High turnover in locally recruited employees make it difficult to keep workforce stable w hich affects the effectiveness of the company which reflects badly on HR recruitment.Intensifying competition in employment market, gives a lot of opportunities for employees to seek employment elsewhere. This would have an impact on Cable Co’s productivity as production workers are one of the key employee groups in the company. 3. 2 Problem #2 – Performance Management System * Performance Appraisal system After conducting research interviews with production workers, it is understandable that the company’s performance management system had many defects that reduce its effectiveness. Effectiveness of the existing performance management system in Cable Co is very doubtful for the reason listed below:Key performance criteria for both managerial and non-managerial employees are the same. Appraisal performance results have been kept confidential from the evaluated employees. Evaluations made upon appraiser’s daily observations and individual judgments, make th e current system very subjective and results do not have validity. The company currently doesn’t have job analysis for most of its positions, which makes it really hard to evaluate the employees’ performance or to explain what are the main responsibilities and tasks for a position. Bonus System Currently there is no bonus system in the company. The previous system was used more to avoid potential conflict between employees and lost its function as a motivational tool. The bonus system based on defected performance evaluation process fails and decreases employees satisfaction. Operating in such a highly competitive market, it is essential to have motivated employees, and tools that help to keep them engaged. 3. 3 Problem #3 – Recruitment & Selection * Applicants databaseBecause the company does not have a common computerized database for all applicants, the recruitment process for every new position is more costly and more time consuming. Previous unsuccessful ca ndidates and interview records might be useful for the next recruitment project, but it is difficult to find this information without a database. * Candidate selection There are no common guidelines for the department managers to use when conducting the recruitment process, no selection criteria that would be based on and aligned with the company’s business strategy. 4.Proposed Solution To make changes in the organization’s structures, systems or processes managers should have support from people working within the organization otherwise it will be impossible (Fombrun and Nevins, 2004, p. 209). It is suggested that inefficient Human Resources Management system in the company can be improved by more effective HR planning, a reviewed performance management system and recruitment and selection processes. 4. 1 Solution #1 – Human Resources Planning 1. Organize meetings between Cable Co Board of directors, General Manager and Executive Manager.The objectives for this meeting should be: * To review company’s goals and business strategy; * To identify and review all Cable Co target market segments; * To organized repeated market research to evaluate domestic (China) market demand for their product; * Based on research, reformulate the company’s business development strategy; * Management team should always be present, especially if the company put such a great emphasis on management control in its business strategy and product quality. Formulate Human resources strategy aligned with business development goals that will enable to plan the company’s people resources more efficiently. A previously mentioned problem is that the company is unable to offer accommodation for its employees should be seriously reconsidered. * Review employment offer package – concentrating on accommodation facilities for employees other than those from the local area. * That way company’s candidate pool would be extended, that can increa se the best applicant attraction and give the company a competitive advantage. Organize a team to conduct accommodation market research; * Revise the company’s opportunities to offer accommodation or a housing allowance for their employees. * This will expand the company’s candidate pool and stabilize the workforce and turnover. 4. 2. Solution #2 – Performance Appraisal System â€Å"Employee Performance Management is a process for establishing a shared workforce understanding about what is to be achieved at an organization level. It is about aligning the organizational objectives with the employees' agreed measures, skills, competency requirements, development plans and the delivery of results. (http://www. peoplestreme. com/what-is-performance-management. shtml, 20/05/2012) It is essential to make sure employees know what the positions key requirements are for high performance are. It is hard to maintain or try to achieve any performance level if the employee is not aware what the key aspects they have been evaluated for are. It is recommended to revise key performance criteria for managerial and non managerial positions in the company. These key areas for both types of employees should be formulated in the positions job description.When conducting job analysis, human resources personnel should consider the company’s business strategy. In this case the company pursues cost leadership and differentiation strategies. This kind of business usually requires a workforce who are adaptable, efficiency oriented, trainable and willing to follow standardized procedures (Gully, M. , Phillips M. 2009). Firstly, it is suggested to determine key performance criteria for managers and all other employees, and show those in their job description. Job analysis, which include important aspects of a job and characteristics a worker needs to do it well (Gully, M. Phillips M. 2009) should be conducted for each position in the company. Job descriptions should be received by each employee on the day they sign the employment contract with the company. That way the employee clearly understands the company’s requirements for high performance and key performance criteria for their positions. Secondly, a new performance appraisal form should be developed (Appendix 1 – Performance Appraisal form), which allows matching the key performance criteria from the job description for different positions.An evaluation process should still be conducted from the top to the bottom, but it is important to have open communication and feedback on the results after employee evaluation. Employees won’t improve if managers or supervisors won’t give them honest and constructive feedback on their previous performance against the key criteria. As this is a new thing for supervisors and managers, it is recommended to set up guidelines on how to give constructive feedback about an employee’s performance (Appendix 2 – G iving feedback model). It is also advisable to process 360 degree feedback for company’s managers and supervisors.This would give managerial team a better understanding of their strengths and weaknesses and an insight on how others perceive them. Also provide an opportunity to adjust behaviors and develop skills that will enable them to excel at their jobs (http://www. custominsight. com/360-degree-feedback/what-is-360-degree-feedback. asp, 12/05/2012). A bonus system should be developed for key areas of the company such as Marketing and also Production Departments. It is also recommended to create an incentive plan for all employees if the company has reached its goal at the end of the year (for example, specific amount of sales or profit).That way all employees would feel rewarded, because everyone has contributed to improve productivity, profitability and to keep the organizations’ competitive advantage. Employee performance appraisal form results should also be tak en into consideration when building the bonus system. It should be based on sales results for the Marketing department and productivity and quality for the Production department employees. The company should consider a yearly bonus implementation for all employees if an annual target has been reached.A bonus system is a great motivational tool that means more motivated employees, better work engagement, improved productivity and product quality, which help the company to gain better profitability. 4. 3 Solution #3 – Recruitment and Selection process * Candidate Database It is recommended to invest in the company’s development by creating a computerized HRM system, which includes all previous applicants and records on current employees. Included information on TeleCo employees would be a great source for Cable Co further recruitment processes.In this HRM system the company could also create talent inventories – detailed records that summarize each employeeâ€℠¢s skills, competencies, and qualifications (Gully, M. , Phillips M. 2009, p. 126. ). This can be used as a very helpful tool in filling in future vacancies and also developing succession management in the company. * Recruitment and Selection If the company keeps involving line managers and supervisors in Human Resources processes, the selection and recruitment guidelines for management and supervisor’s team should be developed.It is important to have a formal instructions, and processes to follow when selecting, attracting, assessing and deploying employees (Gully, M. , Phillips M. 2009). Supervisors have to be competent to explain to the new employees what the key areas of the position are and what level of performance is expected from them. This information would be easily found in the job descriptions for each position, based on job analysis and performance appraisal reviews. These recommended changes will help Cable Co’s leadership team to improve the Human Resour ces management in the company and increase management control over organization’s processes.Reference List Gully. M, Phillips M. (2009). Strategic Staffing (2nd ed. ) Upper Saddle River, New Jersey: Pearson Education Fombrun. J, Nevids D. (2004). The Advice Business. Essential Tools and Models for Management Consulting, Upper Saddle River, New Jersey: Pearson Education Warner J. (2002) The Janus Performance Managament System: A Complete Performance Management Support Process for Individuals, Teams and the Entire Organization (Volume I), HRD Press Zhu J. C. Organizations Development and Change. Changing HR practices in China – Cable Co. Case Study A PeopleStream Pty. Ltd. Performance management. Retrieved from http://www. peoplestreme. com/what-is-performance-management. shtml Custom Insight. com. 360 Degree Solutions. Retrieved from http://www. custominsight. com/360-degree-feedback/what-is-360-degree-feedback. asp Business Balls, Performance Appraisal forms. Retrieved from http://www. businessballs. com/performanceappraisals. htm