4th Grade Science Quiz

Essay on Fighting for Equal Rights - 1724 Words

Jane Addams, Harriet Tubman, Elizabeth Cady Stanton, and Rachel Carson were four American women who advocated for social change. Their courage, intelligence, strength and leadership made a positive difference in the lives of many people. These women were pioneers in their times. They either helped to found, or lent their voices to, various social movements, policies, and causes that evolved during their lifetimes and proved successful in helping many oppressed people. Jane Addams is most famous for her work in two major movements, the first of which is the Settlement House movement of the 1800s. Settlement houses, which first originated in England. These facilities were created in response to problems arising from immigration,†¦show more content†¦This signified a major break toward the fight for social justice and the profession of social work. They were using facts gathered from their work in the population to create structured methods of helping these people. Thro ugh these groundbreaking research studies, public policies were eventually enacted. Because of this kind of work in Hull House, Jane Addams emerged as a great leader in the social reform movement. She fought to write and edit legislation about housing, sanitation, factory regulations, immigrant right, and child labor laws. Addams firmly believed that every person deserved his or her equal share of rights as a citizen of the United States. She allowed union meetings to be held at Hull House and was a member of the Progressive Party (Izzo, 2010). While Hull House is arguably Jane Addams most famous project, another movement she is often associated with is the Peace Movement, which included the fight for women’s rights. Once World War I began, priorities in America shifted. Addams remained focused, however, on her party, the Women’s Peace Party, which she cofounded in 1915. This party networked with other peace movements and their activists, eventually evolving i nto theShow MoreRelatedFighting For Equal Right Essays754 Words   |  4 Pagesand act out dumb movements in performance to humiliate the black African Americans. The society was so corrupted that even the law granted rights for white to treat black drastically. Resentment slowly grew among members. In 1950s to 1970s, many different activist sparked a Civil Right Movement. The activist who participates in the ignition of the civil right movement are Rosa Park, Emmett Hill, and Harper Lee, their contribution had unleashed the long suppressed hate within the people, and theirRead More Fighting for Equal Rights in Two Opposite Countries Essay832 Words   |  4 Pages It is hard to believe that in the world that we live in, there are still countries in which women fight to have their rights. 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Project Management for Construction

Question: Discuss about the Project Management for Construction. Answer: Introduction: In this report, the consolidated property services organization will discuss that is a cleaning company. The consolidated property Services Company established in 1977 is a family business run by John Grant and Merry Grant. Both of them have experience in providing the quality cleaning services to the diverse types of industries either private or public in Sydney, Victoria, and Adelaide. Their services include educational facilities, retail cleaning and industrial cleaning. The consolidated property services have experience of 40 years and are far ahead to expand their business in the cleaning services (Hung et al., 2009) This report will examine the current issue of the company that is related to their employee engagement and the problem HR department face when the company takes a new contract for the business services. The reason for the HR department problem, when a new business contract takes is that there is not a specific training procedure for the employees of the company. To improve the training procedure for the employee development, first, the current situation of the company will be analysed and then, the improvement in the process can be done. The improvement can be done by using the concept and tools of designing and analysing the process. Concept and tools of the designing and analysing the process The objective of the designing and analysing the process is to have the knowledge about the function of the process and its interaction. The aim of the analysing phase of the designing process is to improve the process in a way to achieve the performance objectives of the process. The purpose of the process analysis is to understand the culture of the organization and its mission and relation of business with these processes that is analysed Identification and analysis of the current business processes and activities that are operating in the organization and how far these are able to achieve the goals and objectives of the organization (Wiki.opengrads.org, 2016) Same as the designing process of the Apple Company is analysed and sort out how much it helps in achieving the goals and objectives of the company. The result of the analysis phase is fed into the designing of the process whose objective is to Investigation of the options for achievement of the improvement by the redesigning of the process Identification and prioritization of the areas of the improvement Implementation of the designing process in accordance with the scheduled process In the Consolidated property services Company, the training process for the employee development is unable to fulfil the objectives of the performance that are cost, speed, dependability, flexibility, and quality. So, the company has to sort out the options for the improvement that focus on these performance objectives One decision should make in the prioritization of the analysis that what kind of the analysis is required strategic that is top down or the tactical that is bottom up. The strategic perspective is at the higher level that seeks to have knowledge of the processes that make the business and helps in delivering its value. The tactical perspective is at the lower level that seeks to have the knowledge of the activities that supports the designing of the process. In some of the projects, the workshop team spends most of their time in analysing the area of the improvement and in some projects; the workshop team spends time in designing the improved processes (Karpuschewski et. al., 2014). According to the nature and perspective of the process design project, they are divided into two types Design-led process design projects: For these types of the projects, the Clean slate approach is used. In this approach, the workshop teams design the new processes by considering the current situation of the organization. However, an analysis phase is the part of the designing process that is essential for having the knowledge of the drawbacks of the current process and what types of the improvements are required on the priority basis for the achievement of the goal of the organization (www.cibis.com.au, 2016). Therefore, the design-led projects are based on the redesigning of the current process, but they also have the analysis as the essential part of their project. Analysis-led process design project: In many of the projects that are IT driven, the aim and objective of the analysis phase are to have the knowledge of the processes that can be automated. This analysis phase ensures the best fit between the selected technologies and processes and gives an indication that how the technology will be configured (Pinnington et al., 2008). In this type of the situation, there is no time or little time be allocated for the improvement of the existing processes. However, some of the designing work is always required for the assurance of the best use of the technology. In any type of the project or any type of the perspective, it is necessary to spend the time to understand the current processes of the organization. This will help to clarify the language used by the business to describe their processes and provide the basis for the improvement in the designing the business process. The Consolidated property services Company has to spend the time to analyse the current process and what are its drawback and then sort out the areas that should be improved on a priority basis to achieve the goals and objective of the company. The Consolidated Property Services Company has to redesign its training process for the employee development so that it can achieve all the five objectives of the performance (Consolidated Property Services, 2016). They can use any one of the projects that are a design-led and analysis-led project to improve the designing process. In the consolidated property service company, there is very little or no employee development. The reason behind this is the least effective training program of the company that not facilitates the engagement of the employee in the organization. The consolidated property services company has to improve its training program that provides the career development opportunity to the organization. The effective training program in addition to the career development helps in motivation and retention of the employees. Hence the training program of the company can be improved by doing the analysis of the current situation of the company and its training programs. The company has to analyse the drawbacks and limitations of the current training programs and improvement that should be done on the priority basis to improve the training system of the company (Pmbook.ce.cmu.edu, 2016). For all this, the company should analyse the current training services provided to the employees by the HR departm ent and how these training services help in the achievement of the five performance objectives that are cost, speed, quality, flexibility, and dependability. Employee development in the consolidated property services For the employee development, training is necessary at all levels. It provides the main sources of the welfare and maintains a balance between the knowledge of the company and the skill of the individual. Training assists the employee for their current jobs. The HRM training service in the Consolidated Property Services In their current HRM policies and practices, the Consolidated Property Services provide appropriate training, learning material, knowledge, skills and toolbox meeting to all the staff from the causal cleaning staff to the operations manager for performing their better current job. The training practice involves showing a machinist that how the machine operates, a salesperson coaching that how the sale of the product can be done, the training of the supervisor that how to interview and appraise the employees. However, the company required a high-quality training program for the employee development as the company is expanding in the market as the professional cleaning and by considering the demands of customers and clients and also for the retention of the valuable and talented staff members to avoid the external recruitment (Runhaar, 2016). This is known as direct promotion and selection by the management. The advantage of this system is that it provide opportunity and motivation of the own employee's addition to its fast decision that allows the management to review its reward system. Current situation of the employee development The Human Resource Management team of the consolidated property services has strong for the development of their employees. Nevertheless, they do not follow the right path for the achievement of this goal. One year ago, they started the new project that is known as talent mapping, but it has been small in terms of progress. The project follows the current senior management has to put together a nomination form that has the name of the employees that have skill, knowledge and qualification and experience for the new contract and these employees can access the leadership skills and competencies as such Ensures accountability: they hold self and other accountable for the commitments Stakeholders relationship: they build and work collaboratively with the other employees to achieve the common objectives Communicate effectively: they can develop and deliver multi-code communication that provides the clear understanding needs for the different audience. Customer-focus: can build strong customer relationship and provide customer-centring solution Financial acumen: for the better business decision, interpretation and application of understanding of key financial indicators Leadership: they can provide direction, delegation and able to remove obstacles for the completion of the task Drives result: should be consistently achieved result also under the tough circumstances Self-awareness demonstration: should use feedback and reflection in combination to gain the productive insight into strength and weakness of the person Decision quality: can make good and on time decision that helps the organization to move forward Plans and alignment: should plan and prioritize the work to meet commitment by aligning with the objectives of the organization. After one year of the establishment of the above criteria, nothing is done or said within the HR department of the Consolidated Property Services. The development program seems to be on hold for the reason that may not be known, this leads to the need for the external recruitment for the new contracts, although the list of the suitable candidates is present in the organization (Baker et al., 2000) Regardless, of the all internal research and information are given by the senior management to the HR team, the HR team after collection, recollection of the information and few meeting to discuss the development program, no one from the HR department meet to the selected employees for the establishment of a mentoring relationship. In the last, the selected candidates change their carrier and leave the company. In the above development program, there are many drawbacks and limitations. But, the main drawback is the improper functioning of the HR department and improper implementation of the training program. Improved practice to develop a career training program in the Corporate Property services For the improvement of the training program the consolidated property services company that is required for the positive employee development, the company has to follow a systematic process. Training process initiatives that stand alone mostly fails to fulfill the goals and objectives of the organization and the expectation of the participants. Therefore, the consolidated property services company should follow the five steps to develop an effective training program. Assessment of the needs of the training: the first step of the effective training program is the identification and assessment of the training needs. These training needs may be assessed in the strategic plan of the organization, in the developmental plan of the human resource or the individual. Set the objectives of the training program: the assessment of the training program will define the gaps of the current training and the sets of the employees. These gaps will analyze and prioritize in the training process and assume as the training objectives. The main goal of the training process is to fill the gap between the current training process and performance desired from the training process. At the level of the employee, the training process should match the improvement areas that are evaluated from 3600 evaluation. Development of the training action plan: the third step is the development of action plan that includes instructional design, learning theories, contents and other training elements of the training process. The methods and resources of the training delivery should be detailed in the training process. In the development of the training program, the learning style of the participants, training level, need to take into consideration. Most of the companies pilot the initiatives and collect feedback for the adjustment before the launch of the training program. Implementation of the training program: the implementation step is the step in which the new training process starts working. At this step, the organization has to decide whether the training program is delivered in house or coordinated externally. The implementation of the training process is the making schedule for the training program and organization for the related resources. Then the new training program is applied, conducted and promoted. To know the effectiveness of the training program, the progress of the participants is monitored. Evaluation and revision of the training: the training program should be monitored continuously. It should evaluate that the training is successful in filling the gaps of the previous training program and performance desired from the training process. Feedback should collect from all the stakeholders to determine the effectiveness of the new training program. Conclusion The consolidated property services company is a cleaning company that started in 1977. It is a family business run by John Grant and Merry Grant (Businessballs.com, 2016). The company faces the problem of the employee engagement and development and HR department has to recruit new external staff when the company takes a new contract. This whole problem caused due to the improper training program of the company. The development program of the company that supports the development of the employees and employees change their career path and leave the organization. The company has created the development program for the employee in which the senior management makes a list of the employees that take the responsibility of the leadership when a new assignment will take by the organization. This list will create through the internal analysis and by collecting the information about the skills, knowledge, experience and qualification of the employee. The senior management made the list and sen d it to the HR department, but the HR department did not make any mentor relation with the employees. In the last, the employees change their career path and leave the organization. Hence, the development program did not support the development and engagement of the employees. So, there is a need for the company to improve its training program for the employee development (Soto and Litan, 2001). The company has to develop the training program by analysing the internal environment, goal, and objectives of the company and key skills and attitude that are required by the employee for the success of the goal of the company. Then, the company has to make a development-training program by following the five steps of the effective training program that are assessment of the training needs and objectives of the company, set the objectives of the training process, development of the action plan, implementation of the training process and evaluation and revision of the training process. This effective five steps training program will improve the employee development, engagement and retention. References Baker, D., Walsh, M. and Marjerison, L. (2000). High-Performance Leadership at the Process Level.Advances in Developing Human Resources, 2(2), pp.47-72. Business.govt.nz. (2016).Training and development | Business.govt.nz. [online] Available at: https://www.business.govt.nz/staff-and-hr/employee-and-team-performance/training-and-development [Accessed 13 Aug. 2016]. Businessballs.com. (2016).training and development. [online] Available at: https://www.businessballs.com/traindev.htm [Accessed 13 Aug. 2016]. Consolidated Property Services. (2016).Consolidated Property Services | Cleaning Company. [online] Available at: https://www.consolidated.com.au/ [Accessed 13 Aug. 2016]. Hung, R., Lien, B. and McLean, G. (2009). Knowledge Management Initiatives, Organizational Process Alignment, Social Capital, and Dynamic Capabilities.Advances in Developing Human Resources, 11(3), pp.320-333. Karpuschewski, B., Goldau, H. and Stolze, R. (2014). Process force and technology model for designing and controlling finishing operations with rotating grinding tools.CIRP Annals - Manufacturing Technology, 63(1), pp.337-340. Pinnington, A., Kamoche, K. and Suseno, Y. (2008). Property in knowledge work: an appropriationà ¢Ã¢â€š ¬Ã‚ learning perspective.Employee Relations, 31(1), pp.57-80. Pmbook.ce.cmu.edu. (2016).Project Management for Construction: Organizing for Project Management. [online] Available at: https://pmbook.ce.cmu.edu/02_Organizing_For_Project_Management.html [Accessed 13 Aug. 2016]. Runhaar, P. (2016). How can schools and teachers benefit from human resources management? Conceptualising HRM from content and process perspectives.Educational Management Administration Leadership. Soto, H. and Litan, R. (2001). Effective Property Rights and Economic Development: Next Steps.Brookings-Wharton Papers on Financial Services, 2001(1), pp.251-271. van Rooij, S. and Merkebu, J. (2015). Measuring the Business Impact of Employee Learning: A View From the Professional Services Sector.Human Resource Development Quarterly, 26(3), pp.275-297. Wiki.opengrads.org. (2016).Consolidated Property Services Consolidated Property Services - OpenGrADS. [online] Available at: https://wiki.opengrads.org/index.php?title=Consolidated_Property_Services_Consolidated_Property_Services [Accessed 13 Aug. 2016]. www.cibis.com.au, C. (2016).Step 5: Improving practice | Construction and Property Services Industry Skills Council Ltd. [online] Cpsisc.com.au. Available at: https://www.cpsisc.com.au/resource-centre/rtos/TA-Resources/RTOGoodPractice/GdpracBD/Step5ImprovingBD [Accessed 13 Aug. 2016].