ARISTOTLE Essay Example | Topics and Well Written Essays - 1250 words

ARISTOTLE - Essay Example He posited that the citizenship of the people should not be classified on the basis of their possession of wealth but other features like their age. For example the older experienced lot would be the ones with mature thinking and the younger people would be those who are yet to pass through the stages of development. Thus according to Aristotle the older people who had more experience would be having a superior position as the citizen rather than the younger people. The older people would be wise enough to take the right decision in construction and execution of the government. He also mentioned that it was not possible to separate the outsiders of the state who took part in the affairs of the state from those who are actually originating from the state. He included in his theory the fact that the children who are born to the parents who are citizens would automatically become citizens of the state (Frede, 2005). Thus citizens have been perceived as those who are supposed to share th e office of the government. Aristotle had conceived of a small state where the people would participate in the various kinds of political affairs and would comprise of the citizens. Small state was a feasible option according to Aristotle because the people would in such case be able to directly participate in the affairs. Every people living in a particular state would know about the other person and therefore the understanding of each others’ character would be easier. The identity of a particular state would be identified by the location and the residents of the state. The state ideally should be set up in such a way that the happiness of the citizens is fulfilled and they can develop a positive feeling for their fellow citizens. Therefore there should be a water body located nearby so that trade among people and across states can take place easily. There should be a constitution of the state that would lay down the rules and regulations and therefore it would contain the true essence of the state. However, he had classified this into two types. One is that which looks into the interest of the common man and therefore is favorable to everyone in the state. It is the just constitution. The unjust one is that which is only inclined in the retention of power and look into selfish interests. Thus monarchy that takes care of all the citizens is a fair form of government while tyranny that is detrimental to the other citizens is not acceptable. He also added that power should be distributes across the people and the person who carries out a particular work efficiently should be entrusted with that work. Aristotle claimed that there was a relationship of discomfort between the rich and the poor in the society. It was the middle class that acted as the balancing force in the society. The balance of power would be ensured if there is equitable distribution of power between the poor and the rich (Collin, 2006). Aristotle believed that education and knowledge w as essential for the proper conservation of the constitution. It is also not justifiable to allow all the men to interfere into the affairs of the state. However, time to time scrutiny is required at the same time by the common man. Education would give rise to rational thought and policies by of the state can be formulated through the use of rational ideas. Aristotle also

Strategic Human Resource Management

Strategic Human Resource Management INTRODUCTION: Strategic Human Resource Management (SHRM) is a subject that is in continues phase of transition, from its first emergence in the mid-1980s. In past two decades many authors, theorists and consultants suggested variety of theories and models which can be practically applied in the organization to manage people more effectively. However, according to Legge (1995) and Grantton et al (1999) cited by (Michael Armstrong 2004: 1) there is often a gap between rhetoric of SHRM and reality. Therefore, the main emphasis of this assignment is on the practical execution of these theories and models with the particular reference to Telenor Pakistan (Subsidiary of Telenor ASA, Norway). For the better understanding of the Strategic HRM it is essential to know the basic concept of HRM: it can be defined as strategic and coherent approach to the management of an organizations most valuable assets the people working there who collectively and individually contributes to the achievement of its objectives. (Armstrong and Baron 2003: 3). Development of SHRM: In the last 15 years SHRM has grown considerably. According to Schuler et al. (2001) the development of SHRM is two phased transformation: from personnel management to traditional human resource management (THRM), and then from THRM to SHRM. To survive in the cut-throat competition, organization HR must focus on a new set of priorities, which are more business and strategic oriented such as flexible workforces, quality improvement, team-based job designs, employee empowerment and incentive compensation. Definition of SHRM: Strategy is derived from the Greek word strategia, which means Generalship. The term strategic has been borrowed from the military and modified for the use in business. In business, as in the military, strategy bridges the gap between policy and tactics. Together, strategy and tactics bridge the gap between ends and means. (http://home.att.net/~nickols/strategy_definition.htm) In spite of high focus paid by different scholars the term SHRM still remains unclear. Some theorists have suggested SHRM as an outcome, others have suggested it as a process, and other scholars have recommended it as a combination of both: outcome and process. As an outcome, (Wright and McMahan 1992) cited by (Armstrong 2004: 41) defined SHRM as the pattern of planned HR deployments and activities intended to enable a firm to achieve its goals. Likewise, (Snell et al 1996: 62) described SHRM to be organizational systems designed to achieve sustainable competitive advantages through people. As a process, (Ulrich and Lake 1991) defined SHRM a process of linking HR practices to business strategy. Furthermore, (Bamberger and Meshoulam 2000) suggest that SHRM is a competency-based approach to personnel management that focuses on the development of durable, imperfectly imitable, and non-tradable people resources. Cited by (Chang and Huang 2005: 436) Truss and Gratton (1994) Considered SHRM both: process and outcome, and defined SHRM as the linkage of HR functions with strategic goals and organizational objectives to improve business performance and cultivate an organizational culture that fosters innovation and flexibility. Cited by (Chang and Huang 2005: 436) Michael Armstrong ultimately defines strategic HRM as an approach to making decisions on the intentions and plans of the organisation in the shape of the policies, programmes and practices concerning the employment relationship, resourcing, learning and development, performance management, reward and employee relations. (Armstrong, 2006: 115). In the absence of a common definition, broadly theorists and Authors have been reached to an agreement on its basic function of SHRM, which encompasses designing and implementing a set of internally consistent policies and practices that ensure the human capital of a firm contributes to the achievement of its business objectives (Schuler MacMillan 1984, Baird Meshoulam 1988, Jackson Schuler 1995) cited by (Wei, L. 2006: 49). APPLICATION OF MODELS AND THEORIES: The chosen organisation is Telenor Pakistan (100% owned subsidiary of Telenor ASA, Norway). The Human Resource department is known as Human Capital Division at Telenor; Company regards employees as human capital from which a return can be attained by investing prudently in their development. This concept of managing people is also supported by authors like Fomburn at el 1984 and Guest 1999 cited by (Armstrong 2004: 7) Background of Telenor Pakistan: Telenor Pakistan is one of the leading mobile networks in the country, 100% owned by Telenor ASA-(Norway) and adds on to its operations in Asia together with Thailand, Malaysia and Bangladesh. Telenor launched its operations in March 2005 headed by the CEO Tore Johnson as the single largest direct European investment in Pakistan. Telenor spread across Pakistan, creating 2,200 direct and 20,000-plus indirect employment opportunities. (www.telenor.com.pk) Key facts about Telenor-ASA Group: Employs more than 34,000 people worldwide. Ranked as 7th largest mobile operators in the world. Ranked 5th in Business Weeks 2007 global ranking of the top 100 performers in the technology industry, beating Microsoft, Apple and Nokia Recorded revenues of NOK 91.1 billion (USD 15.9 billion) at the end of 2006 a 37% increase compared to 2005 (www.telenor.com) Telenor PK has been consistently profitable with highest customer satisfaction. This success is reflected in the Revenues increased by 31% and estimated market share increased by 4%. In the year 2007 Telenor has won many prestigious awards like PSHRM (Pakistan Society of Human Resources Management) Preferred Graduate Employer Award 2007, the best brand award, and the most Innovative Mobile Operator at the 6th SAARC Communication Industry Conference 2007, The above landmarks are the true reflection of motivated and well developed human recourse. This can be associated with the dedication and professional excellence of Telenor employees towards the ultimate goal customer delight! (www.telenor.com.pk) Practical Application of Valuing HR: To get the insight of how Telenor Pakistan practices Strategic HRM, first it would be appropriate to know the meaning of SHRM. In 1986 Hendry and Pettigrew suggested that strategic HRM has four meanings: The use of planning; A coherent approach to the design and management of personnel systems based on an employee policy and manpower strategy with underlying philosophy; Matching HRM activities and policies to some explicit business strategy; and Seeing the employees as a strategic resource for the achievement of competitive advantage (Cited by Armstrong, 2006: 114). As the test of fire can only produce the fine steel the application of Hendry and Pettigrew can be reflected by the real example when implementation of planning, good management of human resource brought the Telenor back on track: right after the cartoon controversy of Prophet Muhammad (PBUH) in Jan-06, things got worse for Telenor Pakistan. This incident caused outrage in the Islamic world resulting in consumer boycott for weeks, numerous demonstrations and other protests. In Pakistan due to the western image of Telenor, it became one of the earliest victims of this incidence, resulting drastic slump in sales, and complete abandon of all marketing campaigns. The situation was so critical that Telenor has to make some important decisions as the company had to announce annual salary increments and yearly bonus due after the performance appraisal of past year. Due to the heavy losses and limited funds, it was tough for thee management to pay out the annual bonus to staff. However, analysing the situation closely company decided to pay it out, since it was the right of employee who worked hard in past year. This action of Telenor really standout as other companies has decided otherwise. This made the employee more faithful and loyal towards the company. Furthermore, company was in big dilemma to go for downsizing or not. Lay off would be the common way for other but Telenor decided to retain all the employees; this was even against the employees expectation, as most of the sales people has nothing to do at that time. Yet again to encourage the employees moral and develop their faith in the organization took this bold step. These practical examples can be seen as true picture of how Human capital division regard the people as the most valuable assets for the organisation. Creating Conducive Environment: McGregor in 1960 at the MIT Sloan School of Management came up with two sets of assumptions about human nature (see the Table below). McGregor called these two contrary sets Theory X and Theory Y: with the assumptions underlying that people at work are negative for theory X and people at work are positive and progressive for theory Y. Table of Assumptions Theory X and Theory Y Outdated (Theory X) Modern ( Theory y) Assumptions about people are: Assumptions about people at work: Most people dislike work; they do avoid it when they can. Work is natural activity, like play or rest. Most people must be coerced and threatened with punishment before they will work. People require close direction when they are working. People are capable of self-direction and self-control if they are committed to objectives. Most people actually prefer to be directed. They tend to avoid responsibility and exhibit little ambition. They are interested only in security. People generally become committed to organisational objectives if they are rewarded for doing so. The typical employee can learn to accept and seek responsibility. The typical member of the general population has imagination, ingenuity and creativity . Source: http://www.netmba.com/mgmt/ob/motivation/mcgregor/ Being one of the modern organizations Telenor PK human capital division operates with the norms of theory Y. In one of the interviews, CEO Telenor Pakistan Tore Johnsen said: At Telenor Pakistan our philosophy is to unlock the hidden human potential by building expertise and by providing an energizing environment. Telenor is a young organization with an average employee age of 27 years which means that we are interested in finding young talent and equipping it with the competencies that the fastest growing network requires in one of the fastest growing mobile markets in the world. (http://www.telenor.com.pk/pressCenter/pressrelease.php?release=97lang=en) Telenor HR managers always put high emphasis on incessant customer-centred and employee-driven expansion; such kind of encouraging atmosphere makes employees more confident and allowed them to work freely, whereby they can take their own initiatives to set future direction for the organization which attains competitive advantage. Benefiting Employees to Create Competitive Edge: SRHM is developed in three important phases. All of them hold vital importance to understand the subject and these three phases were: the human relations movement, the total quality management movement, and the contingency approach to management. Theories forwarded by Elton Mayo, Douglas McGregor and Mary Parker Follett were most influential in the human relations movement. Mayo suggested managers to look deep into the emotional side of the employees. On the other hand Follett argued that managers should inspire and stimulate job performance instead of simply demanding it. She also emphasised on quality circles employee empowerment. (http://books.google.com/books?id=AiIPAAAACAAJdq=Mary+Parker+Follettei=2U0qSMj6GJXEyQTUyYmnCg) These viewpoints instigate new way of thinking about human nature behaviour. HR managers in Telenor Pakistan hold tight to these views by providing flexible working environment to staff and hiring only those employees who can understand the companys strategy. Staffs are benefited by profit sharing and incentive schemes which can keep them focused to work more efficiently. Taking the high care of emotional side of employees, one of the benefits that company provides is the free medical treatment policy which is exactly the same for all the staff e.g. from president to junior officer all are entitled for same health benefits. Talking to the local press Nayab Baig (VP HCD) said: we believe in continuous improvement of employees and taking the standards of service to the utmost levels of excellence. (www.telenor.com.pk) Management skills: According to (Kreitner and Kinicki 2004: 6) there are 11 skills exhibited by effective managers, as shown below: In Telenor above mentioned skills are often displayed by the HR managers to deal with the employees in order to induce high performance and employee morale. Moreover these skills also play a vital role in building the climate of trust and motivation among the team members. Lower turnover rate from all the departments of the company as compared with other telecom operators and consistency with higher employees satisfaction, are the factors that exhibit the high involvement and administrative expertise of HR managers in Telenor. To set every staff member in the same direction Human capital Division uses the technique known as Hochin which means compass to check the direction. To enhance the communication level Telenor operates Open environment in offices, whereby there are no cabin for senior staff and every employee from president to junior officer need to work on the same floor. This also inculcates fun and informal culture in the company. With the help of clear communication managers make sure that companys vision and mission, as well as job description are clear to the employees. To provide the feedback on employees performance there is automated IT-system known as TDP (Telenor Development process). This helps company to use performance relationships that can achieve the purpose SHRM to create competitive advantage. Employee Motivation: Terence Mitchell in 1972 proposed a model that provides the basis for how motivation among staffs influences job behaviours and performance. Following is the model which combines the elements from different motivational theories to explain the relationship between motivation and job performance. As mentioned in the below diagram, employees bring set of unique characteristics to the work place, such as their ability, emotions, moods, job knowledge, traits and values, these individual set of skills are then enhanced by the motivational process and transformed into the job performance. Individual inputs Ability, job knowledge Dispositions and traits Emotions, moods, and affect beliefs n value Skills Motivated behaviour Focus: direction, what we do. Intensity: effort, how hard we try Quality: task strategies, the way we do it. Duration: persistence, how long we stick to it. Performance Motivational Process Arousal Attention Intensity and Direction persistence Job context Physical environment Task design Rewards and reinforcement Supervisory support ancoaching Social norms and organisation culture Enable, limit Source: TR Mitchell, Matching Motivational Strategies with Organisational Contexts, in Research in Organisational Behaviour, Vol19, ends LL Cummings and BM Staw (Greenwich, CT: JAI Press, 1997) P 63. To motivate the employees at all levels Telenor offers competitive pay, excellent benefits and exceptional advancement opportunities. With the caring atmosphere Telenor provides relaxed and enriching working environment. Furthermore, training and further education programs ensure a high professional standard amongst all staffs. Such motivational tools create bunch of talented and loyal workforce which plays a crucial role in the organizations ongoing business success. Moreover, to get the 100% commitment from the employees Telenor uses following management criteria for all managers for annual evaluations. They are; (a) Passion for business (b) Change and constant renewal (c) Operational excellence (d) Empower people (e) Integrity. Source: http://www.telenor.com.pk/careers/whyTelenor.php Task 2: Role of the HR Function: According to (Armstrong 2003: 38) The role of HR function is to enable the organization to achieve its objectives by taking initiatives and providing guidance and support on all matters relating to its employees. Moving one step further Michael Armstrong emphases on basic aim of HR function which is to deal effectively with everything concerning the employment and development of people and the relationship that exist between management and workforce. As the personnel standards (Lead Body 1993) cited by (Armstrong 2003: 39) suggested that Personnel management is exercised as a part of full management process and cannot be viewed in isolation. Although a support activity it must be proactive. It must promote business solutions that take advantage of opportunities stemming from business issues just as it must find solutions to apparent constraints. Activities of HR functions: According to (Mithis and jackson 2006: 6) the HR function becoming transactional as organizations compete globally. Furthermore they have suggested seven key HR activities which ideally the every FR function should perform in the organization, those activities are as follows: Strategic HR management Equal employment opportunity Staffing HR development Compensation benefits Health, safety and security Employee and labour relations By combining the HRM function with business strategy, SHRM creates more efficient and effective arrangement and utilization of human resources to attain the organizational goals, and which helps organization to gain a competitive advantage. Telenor Pakistan has developed strong relationships among teams, which helps in creating high levels of coordination and therefore instigating high levels of quality and performance efficacy. This is only possible because of HR function is performing the required tasks within the organization. All the HR activities mentioned above are critical for the success of Telenor and theses activities are often displayed by the Telenor leadership at the top and the frontline managers, to create an environment in which employees can achieve the level of excellence, by not only performing their jobs effectively but also developing their skills and capabilities to the ever changing demands of contemporary organization. The main focus of SHRM is to develop the firms capability in order to deal with changes in an external environment through a better utilization of human resources. Telenor Pakistan has embedded this strategy in their core business, so the company can respond quickly to external changes. HR Function Models: There have been many attempts to categorize the work of the HR function in order to analyze its verity, diversity and complexity. One of the oldest and perhaps one of the best models was proposed by Karen Legge in 1978 cited by (Marchington and Wilkinson 2005: 131). In 1986 Tyson and Fell came up with their own building Site analogy in which they have identified three roles for the personal function. However, Tyson and Fell (1986, p24) rejected the assumption that HR assumes great maturity as it develops along the continuum. Storey (1992) forwarded another model which was updated by Caldwell (2003). This model proposes fourfold map based on two dimensions: the degree to which HR is strategic or operational, and the extent to which it intervenes and has a high profile. (Marchington and Wilkinson 2005: 131-132) Author (date) Categories for the HR roles Reasons for differentiation Legge (1978) Conformist innovator Deviant innovator Problem-solver Relating the work of HR to the values and norms of the organisation Looks for new innovation often based on social values not economic ones Identifying and resolving problems Ways to gain power and influence Tyson Fell (1986) Clerk of the works Contracts manager Architect Predominately administrative serving the needs of line managers Often where systems and procedures and heavily formalised involving industrial relations Greater integration into corporate strategy HR planning and development are important Time-span for decision-making Degree of discretion Involvement of HR Story (1992) Caldwell (2003) Handmaiden Regulator Adviser Change-market Provide a service to meet the demands of the line managers Mainly concerned with managing problems and discontent Operate at strategic level, provide support for line-managers and work to help shape policies and practices Internal consultant leaving much of HR practice to line managers Level-strategic or tactical Degree of interventionism Ulrich (1998) Administrative support Employee champion Change agent Business partner Improving efficiency within function and organisation Improving contribution commitment and engagement of workforce Improving the organizations ability to transform and change Implementing and developing the strategic plans of the organisation Level, focus and time-frame Managing processes for people (Armstrong, 2006, pp. 76-81) Ulrich in 1998 pointed out that there is sort of disconfirmation between the activities that HR perform and the real work of organization. He believes that HR should not be defined by what it does but by what it delivers. Furthermore he proposed that HR can deliver excellence in for in four different ways: (a) Business partner (b) Administrative support (c) Employee champion (d) change agent. Ulrich model for the HR function: Source: (Marchington and Wilkinson 2005: 135) Application of Models: All of the above stated models hold great value in present world, but the model that fits the Telenor Pakistan HR function is combination of these; Proposed Paradigm: Deviant Innovator Architect Regulator Change agent Employee champion Deviant innovator: Here the HR looks for new innovation driven from social values rather than economic ones. Telenor Human Capital Division plays this role by providing equal opportunities to all employees and providing flexibility in working hours where the staffs is studying or doing some other courses. Empowerment is the key in this role of HR, in Telenor Pakistan line managers are encouraged to delegate authority to their lower level, where by encouraging junior staff to gain confidence and develop their capabilities to cope the future demands. Architect: According to Tyson and Fell this is the most sophisticated role of Hr function it is concerned with grand designs at a senior level and the integration of HR into the broader business plans. Telenor HR managers display the quality of architect by creating the right culture in the organization e.g. open environment to promote speedy work and higher level of communication. Secondly operating as business managers rather than personnel professionals, those can proactively work to analyse the present and future needs of employees. Regulator: Telenor HR work as regulator by managing and resolving departmental conflicts, for example, different incentive plans for Sales and Customer services department can create discontentment among the employees, such issues are regulated by HR to compensate the staff equally. Moreover, HR develops policies practices, and level of hierarchy at which decisions are taken. Change Agent: This role of HR seeks to develop new processes culture and providing new vision to the company. Human Capital Division in HR work as change agent in a manner that it develops the organizations ability to sustain the change forces and transform vision into reality. For instance the service centres operations timings were increased from 9:00am to 9:00 pm to cater the changing demand of customers. However, to facilitate employees company has provided conveyance allowance with higher rate of pay to keep the workforce motivated. Employee Champion: HR in Telenor performs this role by working as a representative of employees by conveying the concerns of the employees to the higher management. Furthermore, as suggested by Ulrich, HR department keep regard of things by which employees are kept motivated and will to work beyond contract when needed. For example in Telenor there is IT regulated system know as service desk, if any employee has any issue he/she can log that complaint on the system and HR will take care of that issue. Source: (Marchington and Wilkinson 2005, pp 132-135) Horizontal vertical Integration: HRM Align: Alignment of Human resources simply means integrating people management decisions with a core business strategy of the organization. By align or integrating human resources management into the organisations planning process develops and promotes strong relationship between HR and management. By this action of management it ensures that the management of human resources contributes towards the achievement of desired goals of company and for any shortcomings managers are held answerable for their HRM decisions. In contemporary organization like Telenor Pakistan, in routine the work requires high level of coordination and most of the work is interdependent among the employee groups. To facilitate high level of coordination and to generate quick response all the Telenor employees are trained for multitasking with very little job description, which clearly mentions one thing at the end: Working for Telenor is better than working for department. This kind of HR structure prevents its not my job attitude and the absence of rigid work roles develops strong partnerships between different departments and create efficacy. Why to align? Study of (Miles Snow 1984, Baird Meshoulam 1988, Wright McMahan 1992) related to SHRM put high emphasis on creating fit between HR practice and business strategy. Implementation and execution of effective HR policies and the design of a HR system align with the firms overall strategy, are vital for the successful implementation of business strategies which can gain competitive advantage.(Lengnick-Hall Lengnick-Hall 1988). HR alignment increases the firm capabilities to better serve and anticipate its customers needs, aggrandizes the organisations strength to implement strategic business goals, and provides decision-makers with vital information for resource provisioning. Finally, it is important for the firms accountability. By regularly defining, maintaining, assessing and communicating HR goals throughout the organisation ensures that the management of human resources contributes towards the mission accomplishment. For any shortcomings managers will be liable for their HR decisions. There are the other areas as well where HR office contributes to align with mission accomplishment, such as HR function working as a consultant, for instance Telenor Pakistans HR office provide consultation to the manager rather than telling manager what he/she can or cannot do. (Wei, L. 2006) Horizontal Integration: One of the vital roles of Strategic HRM is create horizontal integration which aims to ensure that the different elements of the HR strategy fit together and are mutually supportive. (Hendry C and Pettigrew A, 1986: 2), also cited by (Michael Armstrong, 2006, p156). (Walker, J. W. 1992), described strategic HRM as the means of aligning the management of human resources with the strategic content of the business. Vertical integration: Vertical integration focuses on developing a reciprocity or two-way communication between strategic planners and human resource planners in organisations (Milkovich et al., 1983). Walker, J. W. 1992 in his book Human resource strategy suggested that vertical integration is necessary to provide congruence between business and human resource strategy so that it supports the accomplishment of the business. Such two-way methods of communication results in meaningful information regarding human resource being fed into the strategic planning process. Following is the graphical presentation of how the Horizontal and vertical integration creates an overall fit for the organization. Determinants of Both Types of Fit: In Telenor Pakistan Integrative strategies are executed by involving the coordination of human resource planning and the personal functions such as recruitment, training, and career management. These strategies are also practiced to minimize the cost and to instigate efficient coordination of resources to obtain their maximum output. Telenor horizontal and vertical integration goes a long way in building a team that is vibrant and well coordinated for achieving the corporate objectives and long-term goals. Moreover, Telenor practice Vertical integration, to emphasise the congruence of a HR measures with the strategy the firm is pursuing. This in long term can gain a competitive advantage for the organization. Telenor HR exercise vertical and horizontal integration by the help of following Hr tools: Clarifies goals and objectives Encourages participation Planning and organises Facilitates work Provides feedback Empowering and delegates Recognises good performance In practice Telenor HR in many ways influence the achievement of horizontal fit and vertical fit, as achieving both kinds of fits are necessary for company to performance efficiently. More importantly the vision of Telenor is HR and customer oriented which embraces the theories and models discussed above: Our vision is simple: Were here to help. We exist to help our customers get the full benefit of communications services in their daily lives. The key to achieving this vision is a mindset where every one of us works together: Making it easy to buy and use our services. Delivering on our promises. Being respectful of differences. Inspiring people to find new ways. Source: www.telenor.com.pk. Recommendations: Follow are the recommendations to improve the vertical and horizontal integration: (a) There is nothing permanent except change; likewise the top management role in Telenor Strategic Human Resource Management Strategic Human Resource Management Introduction This point of time when globalization become a natural phenomenon, bring human resource in a lime light. A large number of organizations viewed human resource as a source of competitive advantage. There is greater acceptance that distinctive competencies are obtained through highly developed employee skills, distinctive organizational cultures, management processes and systems. However, it is necessary to invest the concept with clear meaning. In todays highly competitive business environment, organizations cannot sustain excellent performance unless they develop a competence for rapid, continuous strategic change. According to Edward E. Lawler (2008) the source of competitive advantage has shifted in many organizations from reliability to innovation and flexibility. Further argue that it is a combination of the right structure and the right people that provides the foundation and tools for creating competitive and innovative organizations. Traditionally, human resource has been considered a factor only after the strategic business decisions are made. Human resource issues were not even discussed during the decision to purchase the business. One human resource executive put it succinctly when he said â€Å"the line job is to tell us where the business is going and then it is up to us to find the people to develop.† Companies like GM and AIG are some of the example when they sour large number of their stake because they had not considered the human resource implication of their purchase. However, companies such as IBM, GE, and Intel use of human resource management as an integral part of strategy formulation. Indeed, many companies have begun to require the human resource component in their strategic plan. Where they begun a great deal of experimentation and problem solving to decide what data are required, what issue should be considered, and how they can relate to the various aspect of the business. The major emphasis in strategic planning has doubtless been on formulation. This led to a conclusion up until 1980 that much time and thought had gone into analyzing and planning strategy yet very little into implementation. But after 1980 it changes to the effective implementation of the strategy. i.e getting people to do the right things to make strategies happen. In this respect, the human resource tools become central and focus. Strategic Human Resource Management Strategic human resource management is a multipart process which is frequently developing and being studied and discussed by academics and commentators. Its characterization and associations with other aspects of business setting up and strategy is not complete and estimation varies involving writers. It has been defined as: * All those activities affecting the actions of individuals in their efforts to put together and put into action the strategic needs of business. (Schuler, 1992) * The prototype of planned human resource deployments and activities anticipated to facilitate the forms to attain its goals (Wright, Macmahan, 1992) In general, Strategic human resources management is defined as the linking of HRM with strategic goals and objectives in order to improve business performance and develop organizational cultures that foster innovation and flexibility. Boxall and Purcell (2003) argue that strategic HRM is apprehensive with explaining how HRM influences organizational performance. They also point out that strategy is not the identical as strategic plans. Strategic planning is the formal procedure that takes place, generally in larger organizations, defining how things will be done. However strategy exists in all organizations even though it may not be in black and white and expressed. It defines the organizations behavior and how it tries to cope with its environment. Strategic HRM is based on HRM philosophy incorporating the concept of strategy. So if HRM is a logical approach to the management of people, strategic HRM now implies that that is done on a planned way that integrates organizational goals with policies and action sequences. Coppers Lybrand (CL) consider HRM and its development as their top priority. The administration is determined in hiring and retaining skilled and competent workers. Each worker should meet the demands of the highly competitive and growing business industry worldwide. Chairman and CEO says that the attraction and retention of people, which they consider as the highest intellectual capital is the critical objectives of CL. The Basic Architecture of HR Source: Brian Becker et al. 2001 Implementing Strategy There are four generic human resource activities of all the organization 1. Selection/ promotion/ placement process Example of Chase Manhattan bank During the period between 1975and 1980 the bank underwent major managerial changes key to the bank s successful turnaround from a troubled bank in the mid -70s was a careful strategic level selection and placement of executive. Historically in banking in general and specifically at chase senior level positions were based on historical precedent with old-boy net works playing a major role. Also the tradition incident based on historical precedent with old-boy net works playing a major role. Also the tradition in banking was reward those with banker skills not those with managerial skills which were implicitly considered to be less importance .Under the stress of serious performance problems chase manhattan when the trust manager retired corporate management decide that the department whose operation had been essentially stable should focus on a more aggressive growth strategy instead of seeking a veteran banker chase hired a man whose experience had been with IBM because it was felt h e brought a strong marketing orientation to the trust department which the new strategy required. Similarly, when chase reorganized it retail banking business from a low margin operation in which the stress was keeping down costs of to a more expansionary business offering broader consumer financial services it hired because of his entrepreneurial skills an executive who had been a division chief of a small industrial firm and had a track record of entrepreneurial management experience. 2. Reward processes Good selection is the sine qua non of performance. Once people are in job and perform however they should also be rewarded for good performance. These incumbents should also be developed to improve performance and prepare them for a new position. The linkage to reward outcomes reduces or eliminates the developmental value of appraisals. Rather than an opportunity for constructive review and encouragement, the reward-linked process is perceived as judgmental, punitive and harrowing. For example, how many people would gladly admit their work problems if, at the same time, they knew that their next pay rise or a much-wanted promotion was riding on an appraisal result? Very likely, in that situation, many people would deny or downplay their weaknesses. Nor is the desire to distort or deny the truth confined to the person being appraised. Many appraisers feel uncomfortable with the combined role of judge and executioner. 3. Development process Ensuring that organization has an adequate supply of human resource talent at all levels is no easy task especially when organization is going to a rapid strategic changes. The key is to have a human resource planning system that make accurate forecast. In order to plan for the future, an accurate inventory of current human resource stock is important. This should include both the current individual performance and the future potential of an individual. 4. Appraisal process A basic human tendency to make judgments about those one is working with, as well as about oneself. The human inclination to judge can create serious motivational, ethical and legal problems in the workplace. Without a structured appraisal system, there is little chance of ensuring that the judgments made will be lawful, fair, defensible and accurate. Appraisal systems began as simple methods of income justification. That is, appraisal was used to decide whether or not the salary or wage of an individual employee was justified. In many organizations but not all appraisal results are used, either directly or indirectly, to help determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses, and promotions. Sue Peattie It has been seen that Food market continuous to grow rapidly since 1990 in UK. (Sue Peattie). In order to full fill the demand of the market, markets had to use all available marketing tools. Promotion is one of the major adapted tools to maintain or increase the sales. However, more focus remains on price base promotion. As more and more competition is coming into market. This tool needs more attention. Business tends to use different kinds of promotions to attract more and more sales. Buy one get free one free, buy three in price of one, bundle deal are good attraction for promotion. Example: â€Å"During 1972-82, US per capita consumption of variety meats (offal) reached a high of 5.66 lb in 1977 and then declined to 4.21 lb in 1982. The objective of this market test was to measure the effects of promotional and merchandising strategies on food store sales of selected beef/pigment variety meats. Promotion took place in 8 test stores of one food chain in three test markets (Salina, Topeka, and Wichita, Kansas) during three eight-week test periods (TP). Promotional and merchandising strategies tried were: (1) a special clearly designated display section for variety meats; (2) point of purchase (POP) price signs; (3) colored wall posters; (4) POP nutritional information and recipes; (5) newspaper advertising at two conventional supermarkets; (6) in-store advertising at all stores; (7) price specials; (8) personal salesmanship; and (9) product taste samples. Average weekly sales (lbs) of total variety meats increased in every test store from TP-1 to TP-2. Sales of 5 beef it ems (heart, liver, sweetbreads, tripe and oxtail) increased significantly. Retail sales increased 9.6% in the test stores compared to a 6.0% seasonal increase in purchases by all stores associated with a wholesale supplier (AWG). A seasonal decline in lbs of variety meats sold of 19.6% in test stores from TP-2 to TP-3 was matched by a 19.1% drop in wholesale purchases by all stores. Promotion in TP-2 increased retail sales over those of TP-1, but continued promotion in TP-3 did not lead to further sales increases.† (Source: http://www.cababstractsplus.org/abstracts/Abstract.aspx?AcNo=19901880256) Strategic HRM and human capital management Many writers have argued that strategic HRM and human capital management (HCM) is one and the same thing, and certainly the concept of strategic HRM matches that of the broader explanation of HCM relatively well as the following definition of the main features of strategic HRM by Dyer and Holder (1998) shows: * Organizational level because strategies involve decisions about key goals, major policies and the distribution of resources they be inclined to be formulated at the top. * Focus strategies are business-driven and focus on organizational effectiveness; thus in this perspective people are viewed first and foremost as capital to be managed in the direction of the achievement of strategic business goals. * Framework strategies by their extraordinarily nature provide unifying frameworks which are at once broad, contingency-based and integrative. They incorporate a full accompaniment of HR goals and activities planned specifically to fit extant environments and to be commonly reinforcing or synergistic. This argument has been based on the information that both HRM in its appropriate sense and HCM rest on the supposition that people are treated as assets rather than costs and both focus on the importance of adopting an integrated and strategic move toward to managing people which is the concern of all the stakeholders in an organization not just the people management role. However, the perception of human capital management complements and strengthens the idea of strategic HRM relatively replaces it. (Armstrong and Baron, 2002) Strategic HRM could consequently be viewed as the essential framework within which these estimation, reporting and management course of action take place and make sure that they are iterative and communally reinforcing. Human capital consequently informs and in turn is shaped by strategic HRM but it does not substitute it. Strategic HRM and business performance Since the mid 1990s, CIPD and others have been generating evidence for the impact of people management practices on business performance. Much emphasis has been put on the importance of ‘fit. In other words it is argued that HR strategies much fit both with each other and with other organizational strategies for maximum impact. The main areas of practice which all the researchers agreed have an impact on performance are around job design and skills development. However, CIPD work found that practices alone do not create business performance. They can create ‘human capital or a set of individuals who are highly skilled, highly motivated and have the opportunity to participate in organizational life by being given jobs to do. However, this will only feed through into higher levels of business performance if these individuals have positive management relationships with their superiors in a supportive environment with strong values. All these factors will promote ‘discretionary behavior, the willingness of the individual to perform above the minimum or give extra effort. It is this discretionary behavior that makes the difference to organizational performance. Conclusion The SHRM idea is a influential idea if function properly within an organization. HR groups are able to plan for potential growth and react to any changes that may take place. In addition, SHRM allows companies to completely make the most of their human assets to make real improvement over their competitors. This advantage comes from having the HR policies and strategies perfectly aligned with the corporate goals so that the organization has the right human capital, right remuneration packages and training methodologies to allow the employees to efficiently do their jobs. There may also be an remarkable view of HRM as an implicit part of the major strategic change Initiative, relatively as a critical stand alone component of reform. This view may now be Changing as more and more people realize the need to reform human resources management as an equal and necessary component of overall Government-wide reform and reinvention. In short, SHRM allows an organization to create a competitive advantage with their human capital by aligning their strategic goals with their HRM systems. Author Ronald Sims states it clearly when he writes: â€Å"Successful organizations in the prospect must strongly make parallel their HRM strategies and programs with the external opportunities, competitive strategies, and their only one of its characteristics and core capability. Organizations that fail to clearly define HRM strategy or competitive strategy that explicitly incorporates human resources will not be successful† (Sims, 2002, p. 30). Bibliography # ARMSTRONG, M and BARON, A. (2002) Strategic HRM: the key to improved business performance. Developing practice. London: Chartered Institute of Personnel and Development. # SCHULER, R.S. (1992) Strategic human resource management: linking people with the needs of the business. Organizational Dynamics. Vol 21, No 1. pp18-32. # WRIGHT, P.M. and MCMAHAN, G.C. (1992) Theoretical perspectives for SHRM. Journal of Management. March. pp215-247. # BOXALL, P. and PURCELL, J. (2003) Strategy and human resource management. Basingstoke: Palgrave Macmillan. # DYER, L. and HOLDER, G. Strategic human resource management and planning. In: DYER, L. (ed) (1998) Human resource management: evolving roles and responsibilities. Washington DC: Bureau of National Affairs. Cavusgil, T.S. and Zou, S. (1994), â€Å"Marketing strategy-Performance relationship: an investigation of the empirical link in export market Ventures†, Journal of Marketing Research, Vol. 58, January, pp. 1-21 Sims, R. R. (2002). Organizational success through effective human resources management (1st ed.). Westport, CT: Quorum Books. Truss, C., Gratton, L. (1994, September 1994). Strategic human resource management: A conceptual approach. The International Journal of Human Resource Management, 5(3), p. 663.

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Methodology on Renewable Energy in Powys Wales

This chapter identifies the justifications for, and cogency of, the methods and procedures used during the research. As briefly outlined in the debut, this research undertaking will sketch the bing and possible usage of renewable energy through the planning system in Powys, Mid Wales. Presently there are a figure of major undertakings, preponderantly wind farms already present in Powys nevertheless there is range for more every bit good as other renewable beginnings such as Anaerobic Digestion and Micro Hydro Power. The undermentioned subdivisions will aˆÂ ¦ ( do sure you signpost )What is Research?Harmonizing to the Encarta World English Dictionary ( day of the month? Page? ) , Research can be defined as â€Å" Organized survey: methodical probe into a topic in order to detect facts, to set up or revise a theory, or to develop a program of action based on the facts discovered † you need to include page Numberss for direct citations In feeble adult male ‘layman ‘s ‘ footings, this fundamentally refers to the manner in which one undertakes a procedure of achieving information that is required for a peculiar ground. There are changing grades of research methods and besides to changing grades. This could run from a individual â€Å" researching † into a vacation all the manner to a PhD pupil roll uping information for their concluding thesis. This research undertaking is for a Masters degree therefore considerable research is required ref to back up? . Clough and Nutbrown ( 2002 ) who published â€Å" A Students usher to Methodology † suggest that the research at Masters Level is non so much to turn out things but more to look into inquiries and research issues. Clough and Nutbrown both define Research by the moral act within which the research worker holds duty for guaranting that attendant alteration is for the better. It is the purpose of the author to set about this procedure in order to understand the renewable facet through the planning system and to seek to determine the short-falls, if any and how to turn to them. Necessitate to utilize a assortment of refs throughout. Try and avoid the one ref per paragraph manner.Research moralssâ€Å" Research that involves human topics or participants raises alone and complex ethical, legal, societal and political issues † ( Nancy Walton, day of the month? Page? ) . Research moralss concentrates on the analysis of ethical issues that are raised when people are involved as participants in research. Consequently, there are three chief aims in research moralss, the first and broadest is to protection over the human participants. The 2nd aim is to guarantee that any research is conducted in a manner that serves involvements of the persons or groups as a whole. Ref? The 3rd aim is to research the specific research activities and undertakings for their ethical soundness such as analysis of the direction hazards, protection of confidentiality and the procedure of informed consent. Ref? Ethical protection for research participants can be described in a figure of ways which will be explained below. These descriptions have been compiled by the â€Å" research constitution † ref? Need to draw above together into one paragraph Try and avoid utilizing mini paragraphs – it can do the treatment disjointed Voluntary Engagement Voluntary Participation by and large refers to when the populace are non obliged to take part in research. For illustration, this could be when a research worker relies upon a big figure of people where no antecedently audience has taken topographic point, such as pupils at a university or the crowd at a clean event. This would, in the sentiment of the research worker addition more information than any other type. Need to back up these thoughts with refs Informed Consent Closely related to Voluntary Participation, is the demand of Informed Consent which means that research workers must advise any possible participants to derive blessing about the research, including inside informations such as what their purposes are and the relevant processs and hazards involved. ref? Hazard of Harm Parallel with the engagement process, the research worker has a responsibility of attention for their participant to guarantee they are non subjected to any Hazard of Harm. This can be both physical and/or psychological and in order to seek to forestall either, two criterions can be applied in order to keep the privateness of the participant. Unless it is a self apparent fact e.g. the Earth is round, you need to back up points with mentions. Particularly of import as you are seeking to convert the reader that you are utilizing a valid and appropriate method. Consequently, the bulk of research guarantees the participants confidentiality. This means that the participant ‘s individuality would non be made available to anyone who is non involved with the research. The other chief to keep the privateness of the person is to do the participant anon. , therefore non even the research worker being cognizant of the individuality of the topic. Subsequently in the Findings chapter, it will be apparent that in order to determine public perceptual experience of the Case Study ( Wind Farm Application ) , a assortment of voluntary participants will be asked a few basic inquiries after the planning commission for the finding of the application for the aforesaid air current farm. The individuality of the participants will besides stay anon. nevertheless the assortment of participants will be varied such as the general populace, commission members and local authorization officers. Harmonizing to Social Research Methods ( website day of the month? ) , it claims that research workers are obliged to cover with the ethical issues of participants â€Å" right to service and good research pattern † which often uses a control group named a No-treatment control group. This group is devised of individuals who neither include the participants who receive intervention nor the plan that is being researched. However, if there are good consequences from the plans, the persons assigned to the no-treatment control group may non believe they have been allowed equal entree to the services. If there is clear grounds that these ethical criterions and rules exist, the research worker may frequently set about probes that contradict the rights of the participant, nevertheless in this undertaking, there is no ground for this to go on. Obviously, it is highly hard to expect every ethical circumstance nevertheless at that place needs to be some generic processs which have been outlined earlier in this chapter to guarantee research workers to see all relevant ethical issues whilst showing research proposals.Establishing the Research MethodIn order to set up the research methods, it must be noted that the purposes and aims are to be realistic and accomplishable. Upon consideration of both, the purposes and aims are accomplishable and hence the appropriate research techniques must be applied. As with any research, it is non possible to cover every facet of the subject and hence the research inquiries rose in this thesis in bend influenced the pick of methodological analysis. ( A Students usher to Methodology ( Clough and Nutbrown 2002 ) demand to incorporate mentions carefully – where does the above ref belong? Clough and Nutbrown ( 2002 ) have devised three classs that can be assessed against the author of their research and these are as follows: Specifying Limits Clarification of research survey Empirical Issues must be identified In order to specify one ‘s bounds, the author must be cognizant of their restrictions and guarantee that the chosen subject is of a suited volume to successfully roll up a undertaking on. Once the author has identified the bounds, lucidity of the research survey must be recognised. This can be achieved by garnering a broad scope of information and literature in order to measure a assortment of statements and statistics ref? . Finally, to place the Empirical Issues, these must be once more located through a assortment of literature both historical and present informations. Harmonizing to Dirks ( 2005 ) , â€Å" much research is reported informally and seldom qualified by its beginnings † ( p? ) . attempt and avoid tonss of mini paragraphs – can do confused treatment Dirks ( 2005 ) goes on to province that through a sequence of clip, and with polish of what has been named the scientific method, these methods of research have been analysed to guarantee that the consequences are recognised throughout as valid. Furthermore, Dirks ( 2005 ) claims that these methods can be altered to the traditional constructions of deductive and inductive logic. Anyone agree with Dirks? Sprinkle in more refs where you can It is obvious to detect such a procedure in certain probes such as a scientific experiment, in which 1 could try to deduce a truth in a deductive mode. Further observation of this can be seen in societal scientific discipline research where a study may necessarily take to a factual determination of kinds. The model for this undertaking is in conformity with the observations of Cook & A ; Campbell ( 1979, cited in Rudestam & A ; Newton, 2001 ) who identified that the research method pick for societal scientific discipline surveies is of a ‘quasiexperimental ‘ design. This design comprises of some of the cogency of the controlled experiment but maintains the statement and logic of experimental research. In the tabular array 1 below, Chappell ( 2004, cited Robson, 2002 ) identifies the chief constituents of a research design: Table 1: rubric Aim What is the survey seeking to accomplish and what specific facet or procedure within the construct is being investigated? Theory What conceptual model is the construct embedded in? Research Questions What information needs to be acquired to fulfill the intent of the survey? Methods What specific methods will be used to roll up informations? Sampling Scheme From whom will the informations be sought? Beginning: Robson ( 2002, cited in Chappell, 2004, p55 ) . The primary constituents that are contained within this research model have led to the production of believable and robust research.Different types of ResearchIn order to accomplish a believable research method, one must take from a huge array of research types to garner information. This survey is to concentrate chiefly on the planning procedures and counsel and hence chiefly classified as qualitative and non quantitative which would hold concentrated on mensurable issues. The difficultly of using qualitative research methods, are considered, more flexible than those of quantitative methods, is to utilize them to do robust analysis of modern-day issues which can be complex and unconstrained ( Robson, 2002 ) . Table 2 identifies the informations aggregation methods which were engaged throughout the researching process. Need to be consistent in table rubrics Beginning Type Method Information location Primary Interviews Work/Telephone Questionnaires Work Secondary Books Libraries/Shops Diaries Libraries Governmental Guidance Libraries/Internet/Work Other Internet/Work Table 2: Methods of Data Collection Within this undertaking, it is the author ‘s purpose to use the above research methods in order to accomplish the best, most accurate information for the ulterior chapters to analyze.Case Study ResearchHarmonizing to Cassell and Symon ( 2004 ) , â€Å" a instance survey consists of a elaborate probe with informations collected over a period of clip, of phenomena, within its specific context. † Need to associate this is The author ‘s purpose is to supply an analysis of the context and procedures which elucidate the theoretical subjects being studied in this thesis. The chosen subject in this case, Wind Farms is non isolated from its context, i.e. in a research lab, but is of importance due to the purpose to understand how procedures are understood and influenced by, in an influence context. Necessitate to fall in these subdivisions together and make a streamlined treatment A instance survey is peculiarly appropriate for research inquiries which require a elaborate apprehension of societal or organizing procedures because of the rich informations collected in context. Ref? In visible radiation of the above account, it is considered appropriate in this thesis is to integrate a instance survey as it illustrates how the author can place with existent life illustrations without achieving primary informations which would turn out hard due to the limited timescale. There are assorted thoughts of the importance of instance surveies ( Yin, Campbell 1994 ) and harmonizing to Clough and Nutbrown ( 2002 ) , â€Å" They are frequently seen as premier illustrations of quantitative research which can follow an interpretative attack to informations, surveies things within their context and considers the subjective significances that people bring to their state of affairs. † P? Harmonizing to Yin ( 2003 ) , instance surveies, in this case are referred to as an â€Å" explanatory † instance survey, and are the preferable research scheme. This is due to the fact that they are able to get by with operational links which need to be identified over a period of clip alternatively of simply set uping frequences of happening. Yin ( 2003 ) besides argues that when the concluding research inquiries and hypothesis have been established, the concluding survey may non automatically be a instance survey but assume an alternate signifier of research therefore underscoring the flexible nature of instance survey research. Case survey research is hence flexible in that it is capable of accommodating to and examine into countries of planned but besides emergent theory ( Cassell and Symon day of the month? ) Due to a figure of obvious restraints such as clip and location, the clip allocated for field work and desk surveies were slightly restricted. The country chosen is northern Powys ( Montgomeryshire ) as it was the natural pick being an employee for the council, and being based in the Montgomeryshire office in Welshpool. Need to warrant your instance survey choice carefully – usage refs to back up the standards used ( i.e. location, contacts, entree to info ) The instance survey chosen will be a current, undetermined planning application for a Wind Farm in the locality. This specific application was chosen due to the significant changes due to landscape and other environmental restraints that have been considered since entry in 2007. This application was chosen with the counsel of a work co-worker who has been and still is covering with the g application. The procedure that has taken topographic point in the 2.5 twelvemonth period will be interesting to measure and measure in an environmental context and will be to the full explained in the Findingss and Discussions Chapters.Primary Research DataInterviews One of the aims within this undertaking is to seek to set up academic work that small work had been done antecedently utilizing secondary informations. However, in order to accomplish this, it was considered appropriate and good to set about at least one interview. This determination was taken as this signifier of primary research appears to hold a figure of benefits in comparing with other methods such as questionnaire including the following taken from sociologiy.org.uk web site: day of the month? â€Å" Positive resonance between interviewer and interviewee. Very simple, efficient and practical manner of acquiring informations about things that ca n't be easy observed ( feelings and emotions, for illustration ) . High Validity. Peoples are able to speak about something in item and deepness. The significances behind an action may be revealed as the interviewee is able to talk for themselves with small way from interviewer. Complex inquiries and issues can be discussed / clarified. The interviewer can examine countries suggested by the respondent ‘s replies, picking-up information that had either non occurred to the interviewer or of which the interviewer had no anterior cognition. Pre-Judgement: Problem of research worker predetermining what will or will non be discussed in the interview is resolved. With few â€Å" pre-set inquiries † involved, the interviewer is non â€Å" pre-judging † what is and is non of import information. Easy to enter interview ( video / sound tapes ) . † Freedom to research general positions or sentiments in more item that a questionnaire. The interviewer can re-word a inquiry should the topic be unable to understand. There is more to derive information face-to-face than in authorship. Upon reception of an reply, an chance to lucubrate upon such is readily available. Above top 6 points taken from ( www.socialogy.org.uk ) is this a dependable beginning? Blumer ( 1969 ) suggest that the research worker â€Å" seek participants in the domain of life who are who are acute perceivers and who are good informed † ( p? ) need more than one ref from 1969 to back up pick of interviewees In visible radiation of this, the determination of whom to take to interview was highly easy to make up one's mind as there is merely one specialist officer for the full county who dealt with the applications used as the instance surveies. This surely alleviated the force per unit area of agreements although said officer is located in a different office about 40 stat mis off in Llandrindod Wells. For the research to be as nonsubjective and robust as possible, it was indispensable to guarantee a just representation. Is one expert interview sufficient? Argue your instance It is besides proposed to set about a figure of little graduated table structured interviews with the general populace, council members and hopefully planning advisers. This will be undertaken following the planning commission for the finding of the instance survey application. Why the combined attack – explain with refs Due to limited clip available, resources were restricted and therefore it is of import for the author to maximize the end product from the research methods by integrating interviews alternatively of questionnaires, as the information gathered is normally more elaborate and precise to the present twenty-four hours. As already outlined a semi-structured interview will be undertaken with the specializer be aftering officer. This method is frequently used to roll up qualitative informations by set uping an interview which allows the interviewee clip to react with their positions. The agreement for the interview has already been assigned a day of the month and therefore has been notified good in progress should the topic require to research any inside informations relevant to the interview. Contained within the Sociology cardinal web site ( www.socialogy, org.uk ) , it discusses the semi-structured interview and states that its aim is to â€Å" understand the respondent ‘s point of position instead than do generalizations † . This construction uses unfastened ended inquiries which frequently requested by the interviewer and others of course originate during the interview. As listed above, it can be good to derive a resonance with the topic which may enable more information to be discussed as the ambiance of the interview should be slightly relaxed. The inquiries will be prepared nevertheless, as the topic is cognizant of the subject, they will non hold sight of the inquiries. Try and infix other back uping refs instead than over trusting on one beginning Due to the volume of informations being discussed, it is decided that a Dictaphone be used to guarantee all information relayed is recorded every bit good as written and the topic was besides cognizant and agreeable of this determination. If the topic declined a recorded interview, handwritten notes would be the lone method available to retain the information. After an analysis of the gathered recordings, inclusive of the notes, the cardinal issues of the findings will be fed into the treatment for analysis. Detailss of the interview, including the transcript will be included in the ulterior treatment chapter of the thesis. Questionnaires Within this thesis, there was no purpose to include a questionnaire as the pick to use the interview technique on the chosen topic is the preferable option lucidity? . If nevertheless, a big figure of individuals were being used to garner informations, the determination to take a questionnaire would be considered more favorable. Support determination with mentions Harmonizing to Sociological Central ( SC day of the month? ) , a questionnaire comprises of a list of written inquiries that can be completed by one or two ways. Postal Questionnaire – the respondents could finish the questionnaire without the research worker being present. This type refers to any questionnaire that a respondent completes without necessitating any aid. An interview – this has been discussed antecedently nevertheless ; in short, it allows the respondent an chance to reply the questionnaire verbally in the presence of the research worker. The SC recognises, as does the author, that both types are similar whereby the same inquiries can presented in either a postal questionnaire or during an interview format. Basically, there are two chief types of inquiries: Closed-ended ( or â€Å" closed inquiry † ) – this type of inquiry allows the research to bring forth a battalion of responses the respondent can take e.g. Yes/No. ( Quantitative Data ) Open-ended ( or â€Å" unfastened inquiry † ) – this type inquiry does non let the research worker to include any specific reply therefore allows the respondent to utilize their ain words. ( Qualitative Data ) There are strengths and failing to both types and below some are listed: Postal method can let the research worker to entree a big figure of possible respondents Potentially abashing subjects can be easy addressed via the postal system which may besides include namelessness. Questionnaires are by and large easy to compose and reply, particularly should â€Å" closed-ended † inquiries are used. Questionnaires are easy to standardize which allows the research worker to derive huge sums of information on the same subjects. Conversely, the failings are as follows: The simpleness of questionnaire format can turn out hard for research workers to analyze complex issues and sentiments even if open-ended inquiries are used. The research worker will ne'er cognize who completed the postal questionnaire even though it was sent to the intended receiver. The research worker ‘s reading of the inquiries may non fit that of the respondent ‘s – this can frequently be addressed via the usage of Pilot Studies prior to the study. Response rates to postal questionnaire are general rather low ( & lt ; 20 % ) therefore the research worker must direct out the big Numberss of participants to guarantee sufficient responses As mentioned above, it is non my purpose to transport out any questionnaires nevertheless should the chosen capable be unable to go to the interview, a â€Å" back up † questionnaire using a big figure of the interview inquiries will be devised.How relevant is the above subdivision if you clearly province more than one time that you will non be utilizing this method? Possibly paraphrase some of it to propose that you considered it and may utilize it as a supporting technique if required ( update when you have completed the research )Secondary Research DataHarmonizing to Patzer ( 1995 ) , selling research routinely utilizes many types of informations and information. This widespread type is informations and other pieces of information that were originally collected for another intent. When such informations is used in a peculiar mode for market research, this is considered the 2nd usage and the informations becomes classed as Secondary Data. There are two chief types of secondary informations harmonizing to Patzer ( 1995 ) , which are internal and external secondary informations. Within each of these classifications there are several considerations which range from making internal secondary informations to accessing external informations. Need to associate little paragraphs together See presentation – spacing, headers, subheadings, font size etc During this research, a figure of books, diaries, authorities counsel, the cyberspace and university counsel were the chief beginning of informations for this undertaking. The purpose was to utilize the most up-to-date information and to besides guarantee that the beginnings are believable than secondary informations as by and large there are written for academic intents. The usage of the cyberspace in research is considered rather extended due to the ever-growing and updated nature of the world-wide-web. Haddon ( 1997 ) , who has undertaken considerable research in this field, makes suggestions about the type of research that is required to understand people outlooks whilst allowing the Internet ( Haddon and Hartman, 1997 ) . These include what the phenomenon symbolises to people such as how they foremost encountered the Internet, what support they have and any jobs they face, how it is perceived and possibly used in relation to other engineerings and media ; and where it can perchance suit into the clip constructions of families and persons. ( Haddon and Hartman, 1997 ) . It is acknowledged that Haddon and Hartman suggested these points about 13 old ages ago when, the cyberspace could be argued, was still in its comparative babyhood. It is noted that the cyberspace these yearss is considerable more user-friendly than in 1997 hence entree to the cyberspace is virtually in every family and available to everyone. Try and add in another ref above to back up this thought Out of Date Research Some of the literature noted in this undertaking could be considered instead dated nevertheless, it would ne'er be considered â€Å" outdated † due to the information being used and recognised to this current day of the month. Are you placing a job to the reader? Is it necessary? Possibly merely reference that attention has been taken to obtain a scope of stuff, although some of it by its nature is older. In add-on, due to the shear extent of information available on the cyberspace, it is of import to guarantee that the information used is reliable and accurate. This was done by utilizing authorities web site or reliable web site accredited by recognized administrations. Need reasoning drumhead subdivision of chapter Necessitate sentence or so to associate into following chapter e.g. the undermentioned chapter moves on to see aˆÂ ¦

Is Macbeth a Shakespearean Tragic Hero? Essay

In many of Shakespeare’s plays a tragic hero appears and is often the focal point. In order to conclude whether Macbeth’s character falls in to that particular category. I need to consider what factors create a tragic hero. The tragic hero often originates as a figure of greatness and someone with a high social status. His greatness often degenerates due to a character flaw of some kind. The essence of many of Shakespeare’s tragic heroes is that the seemingly good parts of their character turn against them and instigate their downfall. The character always suffers, which creates sympathy within the reader, especially as it is in contrast with previous happiness. Often the actions of the tragic hero create self-inflicted suffering. Other people are generally affected by his tragedy, but on differing scales depending on the play. A deep internal battle often rages within the tragic hero as he battles with his conscience, but he doesn’t often listen to reason. A key factor of the tragic hero is that the audience radiate much pity and sympathy for the character. Even though he has done wrong, he was once great, and he may feel remorse for his actions. At the end of the play the tragic hero invariably dies. This is often for political reasons, or for morale impact. Goodness must always prevail. One of the first factors I stated that creates a tragic hero is someone of greatness. Macbeth has much respect from others because of his braveness on the battlefield. â€Å"For brave Macbeth-well he deserves that name- Disdaining fortune with his brandish’d steel.† Macbeth clearly has earnt praise from his peers and conducts approval from those of a higher social status. He is a loyal warrior, whose efforts are also acknowledged by even the King. â€Å"He was a gentleman on whom I built An absolute trust.† Duncan recognises Macbeth’s greatness and evidently has a high opinion of him. He respects Macbeth to the point where he invests much trust within him and almost views him as an equal. These feelings from a King hugely re-enforce Macbeth’s greatness. â€Å"No less to have done so, let me enfold thee And hold thee to my heart.† This implies a close relationship of affection. Such a close bond conveys that Macbeth must appear a patriotic, and just man especially in the eyes of the King. He is rewarded by adopting the title of Thane of Cawdor. He is growing in social status which is another common trait of a tragic hero. The reader is soon to learn that despite the fact Macbeth appears to be a great man, there are many flaws in his character, the most poignant being excessive ambition. â€Å"Stars hide your fires Let light not see my dark and deep desires.† Macbeth appears shocked at his own evil thoughts. The witches’ prophecies have instigated the ambitious part of his nature to be accentuated. â€Å"†¦let us speak Our free hearts to each other.† Banquo does not share Macbeth’s ambition, so Macbeth lies to his friend. The reader starts to see the extent of Macbeth’s ambitious nature. â€Å"And live a coward in thine own esteem I dare do all that may become a man.† A huge character flaw of Macbeth is that he is easily influenced. Lady Macbeth holds so much power over him, and can manipulate him. She overpowers and influences Macbeth greatly and creates a reaction in him that favours her. This easily influenced part of his nature is also shown when the witches’ prophecies instigate evil thoughts within him. Another common flaw in a Shakespearean tragic hero is jealousy. Macbeth displays this very frequently. â€Å"(Aside) The Prince of Cumberland: that is a step On which I must fall down, or else o’erleap For in my way it lies.† Macbeth is jealous of Malcom, as he is the son of Duncan, this instigates more evil, murderous thoughts within Macbeth. This excessive ambition, jealousy, and easily influenced nature turn Macbeth into a murderer. Despite this, Macbeth knows that Duncan’s murder is not just. Macbeth continually battles with his conscience during the play, and much of this guilt is radiated in his soliloquy, when he can show his true feelings. † †¦As his host Who should against his murderer shut the door Not bear the knife myself.† Macbeth knows his role, as host should be to protect his guest: â€Å"here in double trust.† Macbeth acknowledges the fact that Duncan sees him in a great light and has great respect for him. Macbeth refers to the murder as â€Å"the bloody business.† A euphemism is utilised as Macbeth cannot accept what he is about to do and cannot face up to this evil side of his character. â€Å"This supernatural soliciting Cannot be ill, cannot be good.† Indecisiveness is heavily portrayed here as Macbeth is in a deep internal battle. He knows that treason is wrong, but he also longs to be King, he tries to convince himself his actions can be justified, but his conscience tell him otherwise. Macbeth wants to protect his own title and image, and doesn’t want to face up to the consequences of murder, but still agonises over the decision. Macbeth is evidently suffering greatly because of his conscience. He feels extremely guilty, but tries to hide this fact. We see much evidence of the effect his conscience has on Macbeth after the murder of Duncan. â€Å"Is this a dagger which I see before me? The handle towards my hand?† This quotation conveys to the reader the extent of Macbeth’s suffering. He is affected mentally as he hallucinates and is haunted by disturbing images. â€Å"I had most need of blessing and ‘Amen’ Stuck in my throat.† Macbeth is denied the ability to turn to God. In killing the King he has commited treason against God, so his faith is refused from him. Insomnia is inflicted upon him, and Macbeth can find no solace. â€Å"We have scorched the snake, not kill’d it† This quotation conveys that Macbeth has no peace and stability; he knows he will need to keep on killing. He states his mind of â€Å"full of scorpions† clearly showing he is extremely traumatized. Macbeth progresses to be almost envious of Duncan and Banquo. â€Å"Better be with the dead†¦ Than the torture of the mind to lie In restless ecstasy.† The murders have affected him in such a way that Macbeth yearns for the appealing peacefulness of death. These hint at primary suicidal thoughts, a hugely troubled mind is conveyed. We see more evidence of Macbeth’s guilt causing him great suffering when Banquo’s ghost haunts him. He can no longer keep control of himself, and his mental instability is conveyed to his peers. â€Å"Thou canst not say I did it; never shake Thy gory locks at me.† Macbeth visualises this apparition. His mental state is to the extent that he not only acknowledges the ghost, but also interacts with it, even though he is in the presence of his peers. Macbeth is highly affected by this hallucination. Not only does it affect opinion of him, but leaves him troubled and confused. Self-inflicted suffering is a poignant factor within a Shakespearean tragic hero, and another factor that applies to Macbeth. His conscience creates the ghost to be another reminder of the evil he has done. He cannot escape his guilt that his owns flaws and his own faults have manifested. Clearly the murders are having disastrous effects on Macbeth, but his actions also affect others. Macbeth’s need to kill results in him planning the murder of Fleance and Banquo. He is jealous of Banquo because he knows his children will never be King. â€Å"Upon my head they plac’d a fruitless crown And put a barren sceptre in my gripe.† Macbeth has a great determination to remain King and to protect his status. He almost becomes obsessed by it, and taking people’s lives becomes meaningless and just inevitable steps for him/ † Give to th’edge o’th’sword His wife, his babes and all unfortunate souls That trace him in the line.† He is portrayed as being more than willing to kill innocent women and children if they threaten his reign as King. Macbeth is a ruthless tyrant in protecting his throne. Macbeth’s actions do not just affect other people, but the earth itself. Macbeth has murdered the King, who was appointed directly by God. This Divine Right of the King means God will punish all earth fro allowing this act of treason occurs. Displeasing God is another common factor within a Shakespearean tragic hero. † Some say, the earth Was feverous and did shake.† This quotation infers how nature is heavily disrupted. Lady Macbeth is deeply troubled as a result of her husband’s actions. She is traumatised by her conscience, and her guilt overwhelms her. â€Å"Doctor Remove from her the means of all annoyance And still keep eyes upon her.† The Doctor appears adamant that Lady Macbeth will commit suicide, so advises Macbeth to watch over her. She hallucinates and mirrors other forms of suffering that Macbeth radiated. Eventually Lady Macbeth does kill herself, as she has been so heavily affected by her husband’s deeds. As a result of Macbeth’s obsession with remaining King, he proves to be an inefficient one. He is too preoccupied with his guilt and determination the whole of Scotland suffers from his lack of devotion. † Alas poor country Almost too afraid to know itself†¦ Where sighs, and groans, and shrieks that rend the air† This is yet another trait of a tragic hero. He, whether inadvertently or not, greatly inflicts suffering on others. Despite all of this, the reader still feels a sense of pity towards Macbeth. He was once great, and one of the great factors in him turned around to be his downfall. In many ways, Macbeth was influenced into his actions. To begin with the witches planted the idea into his mind, and pushed him into justifying his actions. Lady Macbeth instigated the murder, and manipulated him to carry through with this deed. The inferiority of her gender meant she needed him to act through. â€Å"But screw your courage to the sticking place And we’ll not fail.† Macbeth is very easily influenced, so can be manipulated continually by Lady Macbeth. We also feel a sense of pity, because Macbeth is so heavily affected by his actions. He is traumatised and destroyed. He often shows remorse and regret fro his actions. â€Å"Wake Duncan with thy knocking: I would thou Couldst.† Macbeth is tricked by the witches’ prophecies. He takes the apparitions literally and is lulled into a false sense of security. † For none of woman born Shall harm Macbeth.† We feel pity as Macbeth’s trust and faith in the witches’ predictions cause his death. He is tricked into feeling protected, but the witches’ words have other meanings. Readers often feel pity for the Shakespearean tragic hero, but despite this fact we accept he needs to die. Political and moral reasons dictate this fact. If he had lived, then murder and evil could be justified. Treason against the King or Queen or ultimately God could go unpunished. Resulting from the readers’ accumulating sympathy for Macbeth, there is some apparent sadness surrounding his death. He is extremely brave which creates much admiration fro him. â€Å"Though Birnam Wood be come to Dunsinane And thou oppos’d being of no woman born, Yet I will try the last. Before my body, I throw my warlike shield.† Macbeth knows his death in an inevitable fact, but despite this he fights to the bitter end. We see some of Macbeth’s past greatness in his last moments. Macbeth can be portrayed as a victim, this fact and the fact that he does adds to the effectiveness of the play. It instigates a variation of emotions within the reader, which makes it an intense experience. Without Macbeth’s death, much of this would be lost. This ending complies with a tragic heroes exit to a play. I conclude that Macbeth can indeed be classified as a Shakespearean tragic hero. He radiates all of the factors I first portrayed a tragic hero to have. Macbeth falls from greatness due to a character flaw, his suffering is self-inflicted and this affects others. A continual battle with his conscience is conveyed within Macbeth, and the reader is made to pity him. We are left with a classic version of a Shakespearean tragic hero, and a very compelling character. Macbeth exuberates all of the common characteristics of one of Shakespeare’s favourite classifications, but is still an original figure, which greatly adds to the effectiveness of the play.