Virtuoso Teams Essay Example for Free

Virtuoso Teams Essay In a day-by-day shrinking world where new organizations are popping up like mushrooms on a wet forest floor, what can be the one factor that sets you apart from the rest? The common answers would be better technology, brilliant strategies, great work atmospheres and many other such options. While one can’t deny the importance of all this, isn’t it obvious that every business unit on the planet is aware of these factors and trying in their own way to improve upon them. In a world where complex and intricately-woven ideas generally sound â€Å"smarter† it is often a simple and honest idea that does the trick. While thinking of better ways of resource utilization and profit maximization, we often end up overlooking the most conveniently available resource available to us- the â€Å"human resource†. While human capital management and human resource development (HRD) may now sound like run-of-the-mill terms, companies can take these concepts beyond their conventional boundaries to chart new stories of success. â€Å"Virtuoso teams† are the call of the future. When big, discontinuous change is required, a different sort of team and leadership is needed. These Virtuoso Teams make the difference between real success and just achieving another modest result. What are these â€Å"virtuoso teams†? Are they the proverbial genies from an Arabian Nights story that can make all our problems disappear? Well, not quite so fantastic but somewhat equally efficient, these teams are an elite squad- Revolutionaries that are catalysts for big change. They are utterly unique in the ambitiousness of their goals, the intensity of their conversations, the degree of their esprit, and the extraordinary results they deliver. Not bound by the usual rules of the game, these teams comprising of brilliant individuals working together and yet always competing with one another are dynamic and charismatic in their approach. In a world where there is no dearth of talent or skill, the star achievers are no more content with their accomplishments. There is always a hunger for more. Self-actualization needs makes a majority of workers hop jobs in the search for better prospects. The talent-drain problem is one of the major causes of concern in all major companies. A great idea would be to group such star achievers in teams and put before them the toughest challenges whereby they can not only use their exceptional individual skills but also collaborate for doing something truly remarkable. Traditionalists criticize such teams branding them â€Å"too risky, too temperamental, too ego-centric, and too difficult to control†. But they forget an important fact, the innovators and change agents in today’s world are individuals with these very same characteristics. What if Mark Zuckerberg and his team of innovators had preferred â€Å"playing it safe† instead of charging ahead with their self-belief. The world never would have shrunk so close as it has through â€Å"FACEBOOK†. We may call people like Zuckerberg mavericks and temperamental even ego-centric but who can deny that feeding one’s ego is what actually keeps the crà ¨me-de-la-crà ¨me striving for continued excellence. Virtuoso Teams tell some of the most compelling and wide-ranging stories of remarkable team leadership ever assembled. These teams are intense and intimate. They assume that their customers are every bit as smart and sophisticated as they are, so they don’t cater to a stereotypical â€Å"average.† Leaders of virtuoso teams put a premium on great collaboration—and they’re not afraid to encourage creative confrontation to get it. Top companies are realizing that such teams not only engage some brilliant minds in realizing their true potential but help the company as a whole do much better. Other employees are motivated and work harder to be a part of this elite team, top management can delegate responsibilities to these teams and be sure of effective solutions and the team members have what they crave for most- jobs that challenge them to keep doing their best. The future of business enterprises can be defined through proper handling of these virtuoso teams.

Implementing Legal Requirements for Working with Children

Implementing Legal Requirements for Working with Children Nichola Chapman Summarise the current legal requirements for those working with children. This should include reference to the 6 learning goals and how they could be implemented in a child care setting. Every child deserves the best possible start in life and the support that enables them to fulfil their potential. Children develop quickly in the early years and a child’s experiences between birth and age five have a major impact on their future life chances. A secure, safe and happy childhood is important in its own right. Good parenting and high quality early learning together provide the foundation children need to make the most of their abilities and talents as they grow up. The childcare Act 2006 was introduced as a key piece of legislation concerned with children falling into the Early Years age bracket (which spans from birth to the 31st August that falls after the child’s 5th birthday) this means that pre-school childcare providers, along with reception classes in primary schools, are governed by the contents of this act. The Early Years Foundation Stage (EYFS) sets the standards that all early year’s providers must meet to ensure that children learn and develop well and are kept healthy and safe. It promotes teaching and learning to ensure children’s ‘school readiness’ and gives children the broad range of knowledge and skills that provide the right foundation for good future progress through school and life. â€Å"Maslows (1968) hierarchy of needs theory has made a major contribution to teaching and classroom management in schools. Rather than reducing behaviour to a response in the environment, Maslow (1970) adopts a holistic approach to education and learning. Maslow looks at the entire physical, emotional, social, and intellectual qualities of an individual and how they impact on learning†. There are 6 learning goals that need to be applied to every child, as set out in the Early Year’s Framework. Personal, Social and Emotional Development Gaining self-awareness is extremely important in a child. These activities explore their emotional boundaries, and help your child to feel safe and secure, and helping them to recognise their own personal characteristics and preferences. This activity Right and wrong, teaches your child about right and wrong, and what the consequences of certain actions might be, this can be achieved by simple activities such as, reading a story in which some characters break the rules. E.g. The Tale of Peter Rabbit by Beatrix Potter, or The rabbit that belongs to Emily Brown by Cressida Cowell. Discuss what happens to them because of their actions. Make a list of things that are right and things that are wrong. For example, stealing something that is not yours, giving something back that doesn’t belong to you. Understanding the world This activity will help your child develop their knowledge of the world around them. Cat and mouse helps your child to explore the space around them, whilst moving their whole body to show excitement, interest and amusement. You can create an activity to help the child understand. Tell the toddler that she/he is a cat and she is going to chase you, as you are a little mouse. Crawl quickly around furniture and in other rooms encouraging the child to chase you. When he/she understands the game then you can swap roles. Physical Development Physical development helps fine tune both your child’s gross, and fine motor skills. It is also very important in strengthening muscles, controlling the body and co-ordination. This activity Catching and throwing, helps your child increase their control over an object, and allows them to practice these skills by playing games. Provide your child with a large soft ball or beach ball. Get them to throw the ball to you. Catch it and throw it back. Get them to catch the ball. Talk about throwing and catching. Start to introduce a movement vocabulary such as stretch, copy, high, low. As they get more confident move further away when you throw. Mathematics This EYFS Mathematics activity focuses on teaching your child to use mathematical language in every day vocabulary. During a cooking activity or when working with your child in the kitchen compare the weight of some of the ingredients and try to use words such as lighter, heavier etc. Put some stones or weights into two bags. Ask your child which is heavier. Make two piles of sand the same size. Ask your child to make one smaller or bigger. You could also try this out with some water in a plastic see through container. Encourage your child to use comparison words during their role play. This would be particularly useful during pretend cooking or when they are playing in a pretend shop or cafà ©. Literacy This is a good activity and can incorporate mathematics aswell, this will help the child to gage with you and express their own views and opinion. Get a variety of fruit, choose different shapes, sizes and colours such as an apple, pear, banana, pineapple, avocado, strawberries. Let your child feel each fruit. Talk about how they feel, what colour they are and how they are different. Then cut up each fruit into pieces. Encourage your child to count how many pieces there are for each fruit. Then encourage them to try each fruit, talking about how each one tastes and how they are different. Write a label for each fruit and encourage them to read the labels. You could also ask them to draw a picture of the fruits. Expressive Arts and Design Encourage your child to create an autumn collage. Encourage them to explore the materials, talk about how they feel and what colours they are. Depending on their age, encourage them to cut the papers and use paintbrushes and crayons. This will help them to learn how to handle small tools. Try writing the names of colours down on the collage. Talk about what you see in autumn and encourage them to create this on their collage. 2) Explain what is meant by respecting and valuing individuality, and devise a plan of how this can be implemented in the child care setting. A table format may be used for this task. It is important to value individuality because it is an important aspect of teaching a person dignity and respect. It is crucial to see someone as an individual with his or her own unique qualities, character, skill and personality. Respect is a key step in building strong relationships. When it is absent or lacking, conflict or relationship breakdown often occurs. Absence or lack of respect can lead to problems for a child. Parents and care givers play an important role in assisting children and young people to build self-respect, and then through the childs personal understanding of that experience they develop the values and skills needed to express respect to others. This interactional process becomes a continuous cycle, as children with strong self-respect engage in constructive positive behaviours towards themselves and others, attracting praise and reinforcement, and build further self-respect and further facilitating the capacity to demonstrate respect for others. I have devised two charts which I feel would ensure a child is shown all aspects of respect and valuing individuality, it also integrates rewards, and punishment if necessary. Childs Name Respect shown in Group or Individually? How They Showed respect? What activity was they doing? Reward Activity Set? †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Group or Individual Explain what activity the child was doing, how they showed respect Write on the child’s reward chart (These should be individual to the child) Set an activity by where the following can be adapted to show -Learning to share role play interaction Lunch together -Solve problems -Short talk on something they achieved. Name Of Child How they feel? Shown respect? How? Outcome? For example: Joe Smith Very quiet and reserved today, spent day not interacting with others. No (Lacks self-respect) Asked Joe if there was anything the matter, emphasised that he has friends here that he can play with. Asked if he would like to join in with music instruments, as he has shown great interest in this previously. Another example: Katy Nicholls Very excitable, happy as going on holiday tomorrow. Yes has told her friend that she is going to miss her. Also tried to get another child to come in the garden with her to play as he was on his own. Rewarded for showing empathy towards child. (the child should have a reward chart in place to show when they have been good and be rewarded for positive behaviour) Watson believed that all individual differences in behaviour were due to different experiences of learning. He famously said: Give me a dozen healthy infants, well-formed, and my own specified world to bring them up in and Ill guarantee to take any one at random and train him to become any type of specialist I might select doctor, lawyer, artist, merchant-chief and, yes, even beggar-man and thief, regardless of his talents, penchants, tendencies, abilities, vocations and the race of his ancestors† (Watson, 1924, p. 104). This is why it is so important to install respect and individuality, as it is learnt behaviour from a young age that becomes part of us later on in life, we all as children learn in different ways but it is the foundations that are taught to us that stay, encouraging respect and individuality, learning different cultures, religions as a child makes us respect different ways of living early on. Evaluate the benefits of consistency with regard to positive and negative behaviour, and identify strategies that can be used to encourage positive behaviour in the child care setting. Consistency is vital to managing positive and negative behaviour in children, and this is learnt from a very early age. Children need strict boundaries in order to establish right and wrong and without these, things become confusing for the child. For example: A child hit another child at school and was asked to sit on the mat on their own and reflect on what they had done until he/she was ready to apologise for hurting another child. They then do this at home however this time it’s allowed, they then become confused as to what is right and what is not. It may be beneficial to access a copy of the care givers ‘behaviour policy’ this will then give parents an insight into what types of behaviour models are being followed which then can easily be replicated at home to ensure the consistency the child needs. If the child displays challenging behaviour then speak to the care giver to ask for strategies they use on their child if displayed at nursery/school. If your child is displaying challenging behaviour, then at times it can be difficult to remain focussed, especially if the behaviour is causing you upset/anxiety. Positive feedback is the best and most effective way to promote positive behaviour and minimise challenging behaviour and/or situations. Positive feedback and praise encourages the development of self-confidence and self-esteem. Children need to know they are getting it right by their parents using: positive and warm body language tone of voice physical touch praise and compliments encouragement attention Treats, rewards and privileges. When children are praised and rewarded for positive behaviour they are more likely to repeat the appropriate behaviour again and eventually it will become habitual. Sometimes it’s easy to focus on the negative behaviour rather than the positive. Although negative behaviour cannot just be ignored especially if they put themselves in danger. If they are regularly reprimanded for his/her behaviour, a child begins to feel they can never do anything right, and as a consequence can have a greater negative impact on their behaviour, as they know regardless of what they do they are told off. Trying not to use ‘NO’ when they are presenting negative behaviour, explain why you have said no, this helps the child to understand why you say no. 4) Describe the process involved in managing conflict between children and adults. You should refer to at least one behavioural theorist in your answer. Parents face many challenges in raising their children to be safe, happy, well-adjusted and able to deal with conflict and frustrations in non-violent and effective ways. Many parents are concerned about the amount of violence children are exposed to – at school, on the television, in video games, and in their communities. There is a risk that certain types and amounts of aggression have come to be accepted and expected as the solution to a problem. A common concern for parents is how to help their children deal with violence, and how to prevent their children from resorting to aggression or being involved in violence themselves. There are many causes of conflict in children, Needs that are not being met, children display a craving for attention due to unmet social, emotional, physical or intellectual need, and this can result in the form of conflict. This can simply be met by attending to all needs of this child. Selfish Behaviour at a young age, is quite common especially for families of only one child, to overcome this attending groups for mum and children, and express the importance of sharing. This will stop conflict later on in life. Other common conflicts are: Lack of Social Skills Lack of suitable role models Tiredness/Hunger Im Now going to explain the importance of teaching your child how to deal with certain conflicts, this does fall on the shoulders of parents and care givers/providers to teach and make our children understand the above common conflicts. Sigmund Freud believed that if we are in constant conflict at a young age (due to the above) this can then result in us being fixated at this stage, and unable to move on to the next stage. The Role of Conflict Each of the psychosexual stages is associated with a particular conflict that must be resolved before the individual can successfully advance to the next stage. The resolution of each of these conflicts requires the expenditure of sexual energy and the more energy that is expended at a particular stage the more the important characteristics of that stage remain with the individual as he/she matures psychologically. To explain this Freud suggested the analogy of military troops on the march. As the troops advance they are met by opposition or conflict. If they are highly successful in winning the battle (resolving the conflict) then most of the troops (libido) will be able to move on to the next battle (stage). But the greater the difficulty encountered at any particular point the greater the need for troops to remain behind to fight and then the fewer that will be able to go on to the next confrontation. Freuds theory of psychosexual development is one of the best known, but also one of the most controversial. Freud believed that personality develops through a series of childhood stages during which the pleasure-seeking energies of the id become focused on certain erogenous areas. This psychosexual energy, or libido, was described as the driving force behind behaviour. If these psychosexual stages are completed successfully, the result is a healthy personality. If certain issues are not resolved at the appropriate stage, fixation can occur. A fixation is a persistent focus on an earlier psychosexual stage. Until this conflict is resolved, the individual will remain stuck in this stage. For example, a person who is fixated at the oral stage may be over-dependent on others and may seek oral stimulation through smoking, drinking, or eating. Now there were other theories that criticised this theory of conflict, but the foundations of his findings are quite accurate, and has helped many children and parents to overcome common conflicts in children, as a result has helped them move on to next psychosexual stages. References: http://www.simplypsychology.org/psychosexual.html#fix. 2008. Simply Psychology. [ONLINE] Available at: http://www.simplypsychology.org/psychosexual.html#fix. [Accessed 27 August 14]. http://www.simplypsychology.org/naturevsnurture.html. 2007. Nurture v Nature. [ONLINE] Available at: http://www.simplypsychology.org/naturevsnurture.html. [Accessed 27 August 14]. http://eqi.org/respect.htm. 2010. Respect. [ONLINE] Available at: http://eqi.org/respect.htm. [Accessed 29 August 14]. http://www.kidshelp.com.au/grownups/news-research/hot-topics/respectful-relationships.php. 2011. KidsHelpline. [ONLINE] Available at: http://www.kidshelp.com.au/grownups/news-research/hot-topics/respectful-relationships.php. [Accessed 29 August 14]. http://www.foundationyears.org.uk/eyfs-statutory-framework/. 2008. FoundationYears. [ONLINE] Available at: http://www.foundationyears.org.uk/eyfs-statutory-framework/. [Accessed 28 August 14].

Survival Of The Fittest Philosophy Essay

Survival Of The Fittest Philosophy Essay In the current essay we will review the survival of the fitters, different issues and theories connected with it. Survival of the Fittest is the aphorism, introduced by Herbert Spencer and Darwin said in Origin of Species (1859) as the main factor of the theory of natural selection.  This theory states:  (A) reproduction in any species implies a certain degree of natural variations in results;  (B) Any change that increases the survival ability of some members of the species with respect to the other, deprived of such changes could positively selected for reproduction capabilities;  (C) the millennia, this process led to the development of complex organisms from simple and to the great diversification of the small number of initial organisms.  The concept of survival of the fittest in sociology has described a few cases of apparent consumption, except for Social Darwinism.   The chapter on natural selection overrides Darwin from that point on is: Natural Selection, or The Survival of the Fittest.  Darwin was forced to take this step, since his work On the Origin of Species by Means of Natural Selection directly exposed to allegations of massive appearance was in 1859, with the term Natural Selection is personified nature, as described in Charles Darwin Quotes: Scientific Theory.  The decisive argument for the expanded terminology provided then Darwins supporters Alfred Russel Wallace, who wrote to Darwin, the term Natural Selection, which is actually a metaphorical expression for Herbert Spencers Survival of the Fittest.  Natural Selection is therefore inappropriate, as in the evolution is not so much a beneficiary selection, rather than an elimination of unfavorable individuals occur.  Darwin agreed with this criticism and took over the term.   Fit or fitness describes in Darwins sense of the level of adaptation to the environment (the adaptive specialization), or the reproductive capacity despite low specialization, and not the physical strength and ability in terms of direct competitive displacement with the use of force.  That is not the kind of live that defies all repressed and other species, but one which adapts to either the environment or manages to proliferate continuously in spite of adverse environmental conditions.  On the criticality, the ambiguity and the potential for abuse of Spencers terminology even in the original English language -. Darwin and Thomas Henry Huxley associate at an early stage of the discussion have indicated.  Evolutionary biologists today avoid the term because its current idea of evolution does not adequately describe it.  First, it suggests continuity in the evolution toward ever greater fitness.  Todays species would then be fitter than extinct, which is not the case.  Sec ondly, it ignores the principle of sexual selection. Herbert Spencer coined the term Survival of the Fittest in 1864 in his Principles of Biology and brought him to the debate about Darwins book on the origin of species:   If   Individuals of a species   necessary in countless directions and degrees differ, must   then have to be always less exposed than some other of the risk among all individuals and that their balance by a special force acting   would be completely destroyed.  Ã‚  The inevitable result will be that those individuals whose functions differ most from the equilibrium with the modified aggregate external forces must be destroyed, while the other hand, will live those who are their functions closest to the equilibrium with the modified sets of external forces near. This survival of the fittest   is the same as what Mr. Darwin understood as natural selection. Sometimes, represented in the history of science literature view, Spencer had coined the Survival of the Fittest already in 1851 in his Social Statics or 1852 in his Theory of population, which is not correct in this form, as stated by Charles Darwin.  Spencer took the concept here but not the term for the Survival of t he Fittest in a political-sociological sense.  The term Survival of the Fittest, he brought only in 1864 as described above in the Principles of Biology in the debate over Darwins Origin of Species, as described in Charles Darwins The Origin of Species. Generally speaking, fittest in the fittest is the inventor of the Spencer coined as a result of this struggle for the survival of individuals, in Darwins natural selection theory is naturally defined for each individual   the focus on being adaptable.  You can directly observe the individual organism for which natural selection acts, whether a significant impact on survival is certainly lucky. The survival of the fittest takes place thousands of years is a period of tens of thousands of years, a generational change in mean thousands are expected.   Creationists such as the objections to evolution is a survivor of the fittest, the fittest survive, say the claim cycle theory (or a tautology, tautology), and science are not to argue.  However, this expression is a metaphor for a brief description of the mechanism, the theory does not prove anything.  Biologists generally not use this expression, called natural selection.  And natural selection is supported by the fact that the observed field work and experiments.   The idea that species can change under the action of selection, different scholars have repeatedly expressed since ancient times, including some English writers beginning of the XIX century.  However, widespread acceptance of the concept of natural selection was once in 1858 by British scientist Charles Darwin and Alfred Wallace presented in his articles published in the same issue of the Journal of the Proceedings of the Linnean Society of London.  Zoology, the idea that wildlife is a mechanism, similar to artificial selection, and especially after the publication in 1859 of Darwins Origin of Species.  Sense of their idea is that the emergence of successful creation of nature is not necessarily to understand and analyze the situation and can act at random.  It is enough to create a wide variety of animals and, ultimately, the fittest will survive. Currently, some naive views of Darwin himself turned out to be partially redesigned.Thus, Darwin imagined that the change should happen very smoothly, and the range of variation is continuous, as described in Darwins Theory Of Evolution.  Today, however, the mechanisms of natural selection are explained by genetics, makes for some originality in this sense.  Mutations in the genes that operate at the first stage of the process described above, are discrete changes in the genotype.  Clearly, however, that the basic meaning of Darwins ideas remained unchanged.   There are different classifications of forms of selection.  Widely is used classification that is based on the nature of the effect of forms of selection on the variability of the trait in the population.  Driving the selection a form of natural selection, which operates in the directed change of environmental conditions, as described by Darwin and Wallace.  In this case, individuals with symptoms that are deflected in a direction from the average, receive benefits.  In this case, different variations of feature (its deviation in the opposite direction from the mean) are subjected to negative selection.  As a result, in a population from generation to generation, a shift of the average character in a certain direction.  The pressure driving the selection must meet the adaptive capabilities of the population and the rate of mutational change (otherwise the pressure of the environment can lead to extinction).   Stabilizing selection a form of natural selection, in which his action is directed against individuals with extreme deviations from the average, in favor of individuals with an average severity of the trait.  There are described many examples of stabilizing selection in nature.  For example, at first glance it seems that the greatest contribution to the gene pool of the next generation must make the individuals with the highest fertility.  However, observations of natural populations of birds and mammals show that it is not that way.  Selection in favor of mean values was found in a variety of symptoms.  In mammals, newborns with very low and very high weight more likely to die at birth or during the first weeks of life than babies of average weight, as described in Darwins Quotes: Not Survival of the Fittest?   Disruptive (tearing) selection is a form of natural selection, where conditions are conducive to two or more extreme options (directions) of variation, but not conducive to an intermediate, average trait.  As a result, you may receive several new forms from a single source.  Darwin described the action of disruptive selection, considering that it lies at the heart of the divergence, though he could not give evidence of its existence in nature.  Disruptive selection contributes to the emergence and maintenance of polymorphism in populations, and in some cases can cause speciation.   One of the possible situations in nature, which comes into effect disruptive selection is when the polymorphic population is heterogeneous habitat.  The different forms are adapted to different ecological niches or subnishes.   Survival of organisms is important, but not the only component of natural selection exists. Another important component is attractive to individuals of the opposite sex.  Darwin called this phenomenon of sexual selection:  This form of selection is determined not by the struggle for existence in the relations of organic beings to each other or with external conditions, but the rivalry between individuals of one sex, usually males, for the possession of individuals of the opposite sex.  Sexual selection is a natural selection for success in breeding.  Features that reduce the viability of their carriers, may occur and spread, if the benefits that they provide a breeding success is much higher than their weaknesses to survive.  It was suggested that there are two main hypotheses about the mechanisms of sexual selection.  According to the hypothesis of good genes and female reasons as follows: If the male, despite its bright plumage and long tail, somehow managed not to die at the hands of predators and survive to sexual maturity, then, consequently, he has good  genes, which allowed him to do it. Hence, he should be chosen as a father to his children: he will give them his good genes.  Choosing bright males, females choose good genes for their offspring, as described by Michael Heeney. According to the hypothesis of attractive sons, the logic of the choice of females is somewhat different.  If males are bright, for whatever reasons, they are attractive to females, you should choose a bright future for your sons, because sons will inherit the genes of bright colors and will be attractive to females in the next generation.  Thus, a positive feedback loop that leads to the fact that generation after generation of bright plumage of males is increasingly growing.  The process goes on increasing until it reaches the limit of viability.  In the choice of mating females is no more and no less logical than the rest of their behavior.  When the animal feels thirsty, it is not a reason for him to drink water in order to restore fluid and electrolyte balance in the body he is going to drink because he feels thirsty.  Likewise, the females choose bright males, they follow their instincts they like the bright tails.  All those who instinct other behavior, all the y have left no progeny.  Thus, we have not discussed the logic of the females, and the logic of the struggle for existence and natural selection is a blind and automatic process, which, acting continuously from generation to generation, and formed all the amazing variety of shapes, colors and instincts, which we observe in the world of wildlife  .   Positive selection a form of natural selection.  Its effect is the opposite of truncation selection.  Positive selection increases the number of individuals in the population, with useful features that increase the viability of the species as a whole.  Truncation selection is a form of natural selection.  Its effect is the opposite of positive selection.  Truncation selection is discarded from the population, the vast majority of individuals carrying signs, dramatically reduce the viability under these environmental conditions.   Survival of the fittest is in terms of species and populations, such as species having gills in the water, because fit can win the fight for survival.  There are survival bodied organisms, survival of the physically strongest of organisms as physical struggle for resources is an integral part of life.  Survival of the most sexually successful organisms happens because sexual reproduction is the dominant mode of reproduction.  In this case, it takes sexual selection.  However, all these cases are private, but mostly remains successful preservation time.  So sometimes these areas are violated for the sake of following the main goal, as stated in Survival of the fittest.   Charles Darwin believed that natural selection is a fundamental factor in the evolution of life.  Accumulation in the late XIX early XX century, information on genetics, in particular the discovery of the discrete nature of the inheritance of phenotypic traits, prompted many researchers to revise the thesis of Darwin: as critical factors of evolution were considered mutation genotype.  On the other hand, the discovery of the known correlations among the traits of related species led to the formulation of hypotheses about the evolution on the basis of laws and not random variability.  Discussion of the role of various factors in the evolution continues today, and evolutionary biology came to the need for his next, the third synthesis.  As a dact, Darwin long hesitated to publish his theory, as seen the problem of ants, which can be explained only in terms of genetics, as stated in Survival of the fittest. Survival of the fittest is the main driving force of evolution of living organisms.  Thinking about the existence of natural selection came independently and almost simultaneously to several English naturalists: V. Wells (1813), P. Mathews (1831), E. Blythe (1835, 1837), A. Wallace (1858), Darwin (1858, 1859), but only Darwin was able to discover the significance of this phenomenon as the main factor of evolution and created the theory of natural selection.  Unlike human- artificial selection, natural selection is due to effects on organisms of the environment. According to Darwin, natural selection is the experience of the fittest organisms, which resulted on the basis of uncertain genetic variation in the number of generations takes evolution.   In general, we can say that natural selection is daily and hourly throughout the world investigating minute changes, rejecting the bad, preserving and pondered them good, working silently and invisibly, wherever and whenever they are neither presented in this case, on the improvement of each organic being  in connection with the conditions of his life, organic and inorganic.  Man does not see these slowly make changes in their movement forward and time to just ignore diversity of contemporary forms of life once existed.   Although natural selection can only operate for the benefit of the organism and the only effect of this benefit, however the signs and structures, which seem to be quite insignificant, may enter into the terms of the selection process.  When the insects that feed on leaves, green, and eating the bark spotty gray, alpine ptarmigan white in winter, and the red grouse is painted the color of heather, we must assume that these stains are beneficial to these birds and insects, protecting them from danger. Considering these differences between species that seem insignificant, one must not forget that they are directly influenced by climate, food, etc. Also, the force of law correlations should be noted that when one part varies and changes accumulate by natural selection, there are other changes,  often the most unexpected properties, as described in Survival of the fittest.   If the changes that occur under domestication, in a certain period of life, tend to occur in the offspring in the same period even in the natural state, natural selection will act on the organisms and modify them at any age through favorable changes in this age group and by their inheritance in the corresponding  same age.  Natural selection may modify and adapt the larva of an insect to numerous conditions, quite different from those in which the adult insect lives, and these changes in the force of law correlations may impact on the adult form.  Similarly, and vice versa: changes in adult insects may affect the structure of the larvae, but in any case, natural selection will ensure their safety, because otherwise having them exposed to the extinction of species.  Natural selection changes the structure of relatively young parents and parents that are relatively young.  In social animals, it adapts the structure of each individual to the needs of the community, if only to make the community benefit from this change in the selection of exposed individuals.   In order to clarify the action of natural selection, it is sufficient to provide one or two imaginary examples.  Let us consider the example of the wolf, feeding on different animals and one beset by force, and other tricks, the third-speed, imagine that the fastest prey, deer, for example, have increased in number by which any changes that have occurred in the area, or whether another production decreased  in particular, just at the time of year when wolves suffer the most from lack of food.  In such circumstances, the fastest and lean wolves will have a better chance to survive and, thus, remain or be selected.  You can give another more complicated example, illustrating the mode of action of natural selection.  Insects in search of nectar and pollen will crumble very often will move her from flower to flower.  So by going to cross between the flowers, belonging to two different individuals, and this process will give rise to cross over the mighty seedlings, consequentl y will have the best chance for prosperity and survival.  Plants that produce flowers with the nectaries, select the largest amount of nectar, insects will visit more often and more frequently subjected to cross-breeding and, eventually, will overcome their rivals, and form a local variety. One can imagine another case: insects visiting the flowers to collect nectar is not, and pollen, and as pollen is used exclusively for fertilization, then its destruction should be, it would seem to bring only damage to the plant, however, if a little pollen, first accidentally and then permanently tolerated eating insects pollen from flower to flower, and this would be achieved by cross-breeding, at least nine-tenths of the pollen being destroyed, this kind of robbery would be quite beneficial to plants, and individuals that produce more and more pollen  and fitted with larger anthers, would be subjected to selection.  Thus, the examples can be seen in the fact that natural selection opera tes only through the preservation and accumulation of small inherited modifications, each of which is advantageous for saving the creatures.   Much of the variability, of course, and individual differences are likely to be a favorable circumstance.  A large number of individuals are increasing the chances of a given period of useful changes, can compensate for a lesser degree of variation in individual animal and it is an important element of success.  Hybridization plays an important role in nature, as it supports uniformity and consistency traits in individuals of the same species or same species.   Length of time in itself does not promote or impede natural selection.  The length of time is important, as it increases the chances of favorable changes in their selection, accumulation and retention.   Extinction is caused by natural selection.  This issue should be mentioned because of its close connection with natural selection.  Natural selection acts only through the changes, in some sense useful, and therefore root.  Because of the rapid increase in the number of all organic beings exponentially, each area is already filled to the limit of the inhabitants, and from this it follows that, as the favored form will increase in number, the less favorable treatment will usually decrease in numbers and become rare.  The rarity of forms is a forerunner of extinction.  Any form submitted by a small number of individuals has a better chance at the final extinction, due to a significant climatic fluctuations during the year or due to a temporary increase in the number of its enemies.  Species, most wealthy individuals, have the greatest chance for the appearance at any given period of favorable changes.  Hence, rare species at any given time will change and evolve more slo wly and therefore will be defeated in the battle of life change and improve the descendants of the more common species.  From this it follows that, since over time the activities of natural selection, the formation of new species, while others have become increasingly rare, finally disappear.   Sometimes it is difficult to explain the peoples behavior, as people hurt one another, which, for example, you will never see among animals. You dont see wild animals killing animals of the same species, yet people do it all the time. Often people behave in a strange way, and the laws of animal kingdom do not apply. Also, prisoners and people on life support can be compared, as the examples of the consequences of the survival of the fittest. Nature has its laws and sometimes people can not control them. True that people have discovered many types of medicine that help people to survive and often save lives. The survival of the fittest can now be controlled in some way. Nature has its rhythm and whatever people do does not change a lot in the world, as nature is more powerful than we think. Some people survive, some people die, but the tendency is that the number of people is constantly growing. However, some people believe that the laws of nature determine everything. It can be said that the Earth is a living organism and people can not interfere in its life. Some people and philosophers even think that people do not have to cure each other, as there is the survival of the fittest that determines everything.

School Shootings and Denial :: Mass Shootings, School Shootings Essays

I can think of no other way to say this, so here goes: White people need to pull our heads out of our collective *ss. Two more white children are dead and thirteen are injured in Santee, California, and another "nice" community is scratching its blonde head, utterly perplexed at how another school shooting could happen. After all, as the Mayor of the town said in an interview with CNN: "We're a solid town, a good town, with good kids, a good church-going town ... an All-American town." Yeah, well maybe that's the problem. And days later, a teen girl shoots another student in a high school cafeteria in Williamsburg, Pennsylvania, the home of the Little League World Series. I said this after Columbine and no one listened so I'll say it again: White people live in an utter state of self-delusion. We think danger is black, brown and poor, and if we can just move far enough away from "those people" in the cities we'll be safe. If we can just find an "all-American" town, life will be better, because "things like this just don't happen here." Well, bullsh*t on that. In case you hadn't noticed, "here" is about the only place these kinds of things do happen. Oh sure, there is plenty of violence in urban communities and schools. But mass murder; wholesale slaughter; take-a-gun-and-see-how-many-you can-kill kind of craziness seems made for those safe places: the white suburbs or rural communities. And yet once again, we hear the FBI insist there is no "profile" of a school shooter. Come again? White boy after white boy after white boy, with very few exceptions to that rule (and none in the mass shooting category), decides to use their classmates for target practice, and yet there is no profile? Imagine if all these killers had been black: would we still hesitate to put a racial face on the perpetrators? Doubtful. Indeed, if any black child in America -- especially in the mostly white suburbs of Littleton, or Santee -- were to openly discuss their plans to murder fellow students, as happened both at Columbine and now Santana High, you can bet your ass that somebody would have turned them in, and the cops would have beat a path to their doorstep. School Shootings and Denial :: Mass Shootings, School Shootings Essays I can think of no other way to say this, so here goes: White people need to pull our heads out of our collective *ss. Two more white children are dead and thirteen are injured in Santee, California, and another "nice" community is scratching its blonde head, utterly perplexed at how another school shooting could happen. After all, as the Mayor of the town said in an interview with CNN: "We're a solid town, a good town, with good kids, a good church-going town ... an All-American town." Yeah, well maybe that's the problem. And days later, a teen girl shoots another student in a high school cafeteria in Williamsburg, Pennsylvania, the home of the Little League World Series. I said this after Columbine and no one listened so I'll say it again: White people live in an utter state of self-delusion. We think danger is black, brown and poor, and if we can just move far enough away from "those people" in the cities we'll be safe. If we can just find an "all-American" town, life will be better, because "things like this just don't happen here." Well, bullsh*t on that. In case you hadn't noticed, "here" is about the only place these kinds of things do happen. Oh sure, there is plenty of violence in urban communities and schools. But mass murder; wholesale slaughter; take-a-gun-and-see-how-many-you can-kill kind of craziness seems made for those safe places: the white suburbs or rural communities. And yet once again, we hear the FBI insist there is no "profile" of a school shooter. Come again? White boy after white boy after white boy, with very few exceptions to that rule (and none in the mass shooting category), decides to use their classmates for target practice, and yet there is no profile? Imagine if all these killers had been black: would we still hesitate to put a racial face on the perpetrators? Doubtful. Indeed, if any black child in America -- especially in the mostly white suburbs of Littleton, or Santee -- were to openly discuss their plans to murder fellow students, as happened both at Columbine and now Santana High, you can bet your ass that somebody would have turned them in, and the cops would have beat a path to their doorstep.

Chlamydia Trachomatis Essay -- Essays Papers

Chlamydia Trachomatis Introduction: Chlamydia Trachomatis is the organism responsible for diseases such as trachoma and the STD Chlamydia. Chlamydia is the most common STD in the United States, with about 4 million new cases diagnosed every year. The Organism & it’s Life Cycle: Chlamydia are obligate intracellular parasites, and are among the smallest living organisms. There are two stages in the life of Chlamydia: elementary bodies and reticulate bodies. Another feature of Chlamydia is that they are unable to synthesize their own energy (ATP) and are completely dependent on their host for energy. The organism is in the elementary stage of its life when it encounters its host and is taken up by phagocytosis. It prevents the fusion of the phagosome and lysosome; this is what normally kills pathogens. Once the phagolysosome formation is stopped, the bacteria secrete glycogen and transform into the reticulate body. Reticulate bodies obtain their energy by sending forth â€Å"straw-like† structures into the host cell cytoplasm, and they divide by binary fission. Each phagolysosome produces about 100-1000 reticulate bodies. Virulence Factors: The cell wall of Chlamydia has been characterized as gram negative with a notable difference: it lacks muramic acid that is found in the cell walls of most other bacteria. This makes Chlamydia resistant to _-lactam antibiotics such as penicillin, because such antibiotics disrupt the â€Å"typical† cell wall, which includes muramic acid. Being gram-negative, it also contains LPS, which helps cause damage to the host’s body(mainly due to the host’s immune response). Once inside the host, chlamydia bind sialic acid receptors, which are usually found in mucous-rich environments. Antigenic variation is ... ...nant women and neonates (that are infected with Chlamydia), erythromycin is the drug of choice. Chlamydia may be difficult to completely eradicate, but in the past few years, the incidence rates have been steady, and with planning and spreading information about it, we can attack the overwhelming incidence rate and curb the spread of Chlamydia. References: 1) University of Wisconsin. http://www.bact.wisc.edu/Bact330/lecturechlamydia 2) CDC. Recommendations for the Prevention and Management of Chlamydia trachomatis Infections, 1993 http://www.cdc.gov/mmwr/preview/mmwrhtml/00021622.htm 3) Schaechter, Engleberg, Eisenstein, and Gerald Medoff (1999). Mechanisms of Microbial Disease. Third Edition. Lippincott Williams and Wilkins, Philadelphia. 4) MedlinePlus Medical Encyclopedia. http://www.nlm.nih.gov/medlineplus/ency/article/001345.htm

Profit Maximization

Firms are in business for a simple reason: To make money. Traditional economic theory suggests that firms make their decisions on supply and output on the basis of profit maximisation. However many Economists and managerial Scientists in our days question that the sole aim of a firm is the maximisation of profits. The most serious critique on the theory of the firm comes from those who question whether firms even make an effort to maximise their profits. A firm (especially a large corporation) is not a single decision-maker but a collection of people within it. This implies that in order to understand the decision-making process within firms, we have to analyse who controls the firm and what their interests are. The fact that most large companies are not run by the their owners is often brought forward to support this claim. A large corporation typically is owned by thousands of shareholders, most of whom have nothing to do with the business decisions. Those decisions are made by a professional management team, appointed by a salaried board of directors. In most cases these managers will not own stock in the company which may lead to strongly differing goals of owners and managers. Since ownership gives a person a claim on the profit of the firm, the greater the firm's profit, the higher the owners† income. Hence the owners goal will be profit maximisation. When managers† salary stays unaffected by higher profits they may pursue other goals to raise their personal utility. This behaviour strikes the critical observer regularly when for example reading or watching the financial media. Managers there often rather mention the rises in sales or the growth of their company rather then the profits. Some economists like Begg (1996) argued that managers have an incentive to promote growth as managers of larger companies usually get higher salaries. Others like Williamson (1964) suggested that managers derive further utility from perquisites such as big offices, many subordinate workers, company cars etc. Fanning (1990) gives a rather bizarre example: When WPP Group PLC took over the J. Walter Thompson Company, they found that the firm was spending $80,000 p. . to have a butler deliver a peeled orange every morning to one of their executives. An unnecessary cost clearly from the perspective of the company owners. But often it becomes difficult to identify and separate this amenity maximisation from profit maximisation. A corporate jet for example could be either justified as a profit maximising response to the high opportunity cost of a top executive or an expensive and costly executive status symbol. Baumol (1967) hypothesised that managers often attach their personal prestige to the company†s revenue or sales. A prestige maximising manager therefore would rather attempt to maximise the firms† total revenue then their profits. Figure 1 illustrates how the output choices of revenue- and profit maximising managers differ. The figure plots the marginal revenue and marginal cost curves. Total Revenue peaks at x r , which is the quantity at which the marginal revenue curve crosses the horizontal axis. Any quantity below x r , marginal revenue will be positive and the total revenue curve will rise as output goes up. Hence a revenue-maximising manager would continue to produce additional output regardless of its effects on cost. Given this information one might ask why the owners don†t intervene when their appointed managers don†t direct their actions in the interest of the owners, by maximising profits. First of all, the owners will not have the same access to information as the managers do. Where Information relates to professional skills of Business administration as well as those of the firms inner structure and its market enviroment. Furthermore, when confronted with the owners demands for profit maximising policies, a clever manager can always argue that her engagement in activities, like a damaging price war or an expensive advertising campaign serve the long-run prospect of high profits. This excuse is very difficult to challenge until it is too late. Another aspect is that managers aiming to maximise growth of their company (expecting higher salaries, power, prestige, etc. ) often operate with a profit constraint. A profit constraint is the minimum level of profit needed to keep the shareholders happy. The effects of such a profit constraint are illustrated in Figure2. Figure2 shows a total profit curve (T? ). T? is derived from the difference between TR and TC at each output level. If the minimum acceptable level of profit is ? , any output greater then Q3 will result in a profit below ?. Thus a sales-maximising manager will opt for Q3 which gives the highest level of sales at the minimum possible profit. This however would not be the profit maximising option. In order to maximise profits the manager would have to chose an output level that creates Q2, where profits are highest but sales lower then in Q3. So given this conflict of interests between the owners and the managers of a firm? What are the possible solutions available to the owners, to make their agents work in their interest? It is often suggested that an effective way to control the managers behaviour and bring it in line with the owners interests, is to make the managers owners themselves by giving them a share in the company. However, research by De Meza & Lockwood (1998) suggests that even with the managers owning assets, their performance does not necessarily become more profit raising. Rajan & Zingales (1998) assessed the impact of power and access to it on the behaviour and performance of managers. Their findings suggest that the power gained by access to critical resources is more contingent than ownership on managers or agents to make the right investment and decisions then ownership. They also report adverse effects of ownership on the incentive to specialise. Other ways to control managers include performance based pay, which can prove to be effective in the short-run but again, the long-run perspective of the firm may suffer, when managers neglect crucial Long-run investments into Research and Development, restructuring, equipment or advertising to raise short-run profits and hence their own salaries. In conclusion it is important to note that profit maximisation fails to demonstrate a general validity when applied as a theory of firm-behaviour. The real world businesses often operate on a multi-dimensional basis with many confronting interests and aims. As well as differing short-run and long run aims. Therefore profit-maximisation should be regarded as one possible goal of a firm but not necessarily its sole one. There is also a difference to be noted between the size of firms. A small family-run business for instance can easily adopt a pure profit-maximising approach, since the utility of its owners equals that of the labour-force and the management. In this setting, the income will equal profit. Therefore it is imperative to assess and develop a theory of firm behaviour on the different classes of firms with a perspective to their individual differences in management, ownership and market enviroment.

Management Is an Integral Part of the Work of Everyone

Human resource management is an integral part of the work of everyone in a managerial post and therefore line managers are the key drivers of Human Resource Management practices and systems BMAM702: HUMAN RESOURCE MANAGEMENT Executive Summary HRM may have many good thing to offer and line manager and perform many of it’s duties. Some line manager thing they are doing lot of HR duties and they are don’t mind doing it. However, other agrees that they don’t have enough knowledge and experience to carry put some of the action. Also they see these actions as waste of their time.Table of Content Introduction1 Who is line manager? 1 The role of line managers in implementing HR processes2 Relationship between HR and the line2 Devolving responsibility down the line2 Impact of line manager behaviour3 Managing line managers4 Recommendation:5 Conclusion5 Reference5 Introduction This report will look at the how HRM can be incorporated to HRM. The involvement of line manager i n HRM has been noted in literature from early 80’s. this report will try to show the role of line manager in implementing the role of HR and possible obstacle they may face due to this.Who is line manager? Front Line manager usually promoted from normal employees. As a result, they are experienced and know the general employee well, while they may not have any formal management education. CIPD have given a typical role of a front line manager, which may include the followings: * Day-to-day people management * Managing operational costs * Providing technical expertise * Organisation of work allocation and rotas * Monitoring work processes * Checking quality * Dealing with customers/clients Measuring operational performance. Increasingly, line managers are taking new responsibilities such as undertake performance appraisals, handle disciplinary activity also provide coaching and guidance. Moreover, in many companies line manager carry out responsibility such as recruitment and selection along side with HR. To answer the question why line managers are important? Sisson (1994, pp. 7-8) have given four principles of HRM, which includes beliefs and assumptions, managerial role, organisation design and personal policy.Sisson also defines the role of top-manager, where it was stated that top-managers should establish organisation’s mission and values, and shearing their future vision and success with other employee and provide transformational leadership. Where as when describing the role of middle manager Sisson states that they should be able to â€Å"inspire, encourage, enable and facilitate change by harnessing commitment and co-operation of (the organization’s) employees; they also see the development of employees as a primary role† (Sisson, 1994, p. 8).Hence, it can be said that Sisson trying to say every layers of management has important part to play in implementing the HRM approach in an organisation. The role of line managers in i mplementing HR processes Relationship between HR and the line Research has shown front line managers play more central role in implementing people management policies, because they have influence in employee’s attitude and behaviours. Which, in turn affects the performance of an organisation (Hutchinson and Purcell, 2003). Although line manager have some input in this area but many HR directors have shown concern about the ffectiveness of line manager in implementing people management policies (Hutchinso, 2008). When a line manager was asked about their role â€Å"one manager interviewed remarked ‘you are the piggy in the middle’ – on the one hand expected to be the voice of management and yet on the other the champion of the team’s interests† (Hutchinso, 2008). Storey (1992) have made the role of line manager clear and cleared the idea that HRM is not another alternative title for Personal Management; rather it is very unique approach. Store y has identified 3 elements that connects HRM and line manager.The first element is to agree that HR of a company is the ones that â€Å"make the differences†. Connected to the first, the second element is as a result HR needs to be managed in a strategic way. Therefore, Storey states â€Å"people-management decisions ought not to be treated as incidental operational matters or be sidelined into the hands of personnel officers† (Storey, 1992: p. 26). Connecting first and second element, Storey stated his third element, which requires line managers to be aware of HR and Strategic direction of an organisation as stated by top-level managers.Thus, the management of people have to be done accordingly by the line managers. Devolving responsibility down the line In late 80’s and early 90’s the use of the term human resource management (HRM) gave rise to pool of literature to be written in order to establish the definition and differences of HRM compare to Perso nal Management (PM). Among many others Armstrong (1987) was saying â€Å"The game was changing and it was useful to have a new name and a new language to encapsulate what was taking place in the world of work. Even though, there were lot of disagreement about HRM and PM, however many have agreed that the new proposed HRM system increased the role of line manager. Hence, numerous articles and reports have been written on the involvement of Line manager in HRM. Currie and Procter (2001) presented in their report that, recently line manager is playing more central role to HRM because of the fact that some HR works is ‘devolved’ to the line manager. The researches carried out by CIPD have shown that, there are positive feelings amongst the employee when the line manages plays significant role in implementing some of the HR policies themselves.As a result, employees have higher level of commitment and satisfaction in their job, which gives higher performance. Cunningham et. el (1999) have stated that devolution of responsibility between line manager and HR consultants, enables release of HR professional â€Å"from the burdensome toil of conducting routine techniques†. As a result they can focus more on strategic business decision (Whittaker, and Marchington, 2003). Impact of line manager behaviour Line managers have significant effects on employees. Their behaviour and practice will affect the level and focus of employee commitment.The goal of HRM is to achieve employees’ commitment to the organization, with the aim of making these employees â€Å"more satisfied, more productive and more adaptable† (Guest, 1987, p. 513). That is only possible with having a strong line manager who can recognise, and appreciate the work of employees. Research shown that generally line managers are relatively happy in completing some HR work, one of the managers said, â€Å"If there wasn’t any personnel [function] I’d need to do person nel work anyway, because it’s my job (Power Business, Utility Co. †. However, same time they agree that they are on their own inadequacies in HRM. Another manager have made remark such as: â€Å"Look at sickness absence, there are those line managers that will do that without being reminded, there are those that will do that because they care, and there are line managers that just will not do it unless they are actually pushed into doing it. I think the more HR that we push down to the line managers, the more uncontrolled it will become (Generation Business, Utility Co. )† (Renwick, 2003).Renwick (2003) have done extensive research on line manager involvement in HRM, and listed many positive and negative of HRM perctices withing line managers. Some of these are listed below (1) Positives: * The line are taking on responsibility and accountability in HR work. * Flexibility is forthcoming from the line to do HR work. * The line are keen to take part on doing HR wor k. * The line are managing large numbers of employees. * The line take a professional and serious attitude to doing HR work. * Line managers are relatively happy doing some HR work. The line are considerate of employee needs and wishes. * The line see HR as positive helpers in HR work. * The line see career bene? ts for them in doing HR work. (2) Negatives: * The line have many duties, and lack time to do HR work well. * The line do not see themselves as experts in HRM. * Doing HR work dilutes the line’s generalist managerial focus. * Signi? cant line inadequacies in handling HR work. * Tensions between line and HR over transfer and completion of HR duties. * The line need to re? ect and be critical of their performance in HR work. The line are reliant on HR to do HR work properly. * Differing line commitment and discipline levels to doing HRM. * The line have responsibility and accountability in HRM, but little authority. * Little appreciation of line ? exibility in doing HR tasks from ? rms. After the research Renwick summarised it with saying line managers â€Å"acknowledge that they shared the completion of HR work with HR. † However, although line are doing well in some HRM practices, but still they lucks the expertise, knowledge and experience to carry out full HRM duties.Moreover, many aspects of HRM line dislike doing. Redman’s (2001) finding shows that some line will complete employee performance appraisal over phone call. Managing line managers To get best performance from the line manager they have to be managed in right way. The relationship line manager enjoys with from their manager will reflect on how line manager conducts themselves with others. The graph below shows how senior management felt about HRM and effect it will have on value added activities.The trends shows that the move towards strategic HRM mean that an ef? cient and professional service will be delivered within agreed time-scales with an ensured consistency o f approach, (Sisson, 1994). Fig 1. The road to achieving a value-added function (Sisson, 1994). The figure and the report have show that line managers are happen to carry out some of the duties, however, they do feel long and bureaucratic process of HRM is waste of their time. Recommendation: I feel line manager should perform some HRM actions.Such as , undertaking performance appraisal. This process will enable them to learn more about the employee, hence they will be able to relate to the employee and show consideration for them. Since, line manager is the first level of contact with employee they should take the responsibility to overlook the employee‘s training and couching. Moreover, line manager should be the role model and shows how to balance work-life. Conclusion Although HRM practices show benefit to an organisation, however there are still many areas need more clarity.Although line manager understand the importance of HR work but they still require training and unde rstanding some of the practices of HRM. Line manager have the most influence, performance and commitment of employee greatly depends on how line manager conduct themselves with employees. Reference Armstrong, M. (1987. Human resource management: a case of the emperor’s new clothes?. Personnel Management, Vol. 19 No. 8, pp. 30-5. Cunningham, I. and Hyman, J. (1999), â€Å"Devolving HR responsibilities to the line – beginning of the end or a new beginning for personnel? †, Personnel Review, Vol. 8 No. 1-2, pp. 9-27. Currie, G. and Procter, S. (2001). Exploring the relationship between HR and middle managers. Human Resource Management Journal, Vol. 11 No. 1, pp. 53-69. Hutchinson, S. (2008). The role of front line managers in bringing policies to life. Bristol Business School. Hutchinson, S. and Purcell, J. (2003). Bringing Policies to Life: The vital role of front line managers. London: Chartered Institute of Personnel and Development. Renwick, D, (2003) â€Å"Li ne manager involvement in HRM: an inside view†, Employee Relations, Vol. 25 Iss: 3, pp. 262 – 280 Richbell, S. 2001), â€Å"Trends and emerging values in human resource management: The UK scene†, International Journal of Manpower, Vol. 22 No. 3, pp. 261-8. Sisson, K. (1994), â€Å"Personnel management: paradigms, practice and prospects†, in Sisson, K. (Ed. ), Personnel Management – A Comprehensive Guide to Theory and Practice in Britain, 2nd ed. , Blackwell, Oxford. Storey, J. (1992), Development in the Management of Human Resources, Blackwell, Oxford. Whittaker, S. Marchington, M. (2003) â€Å"Devolving HR responsibility to the line: Threat, opportunity or partnership? â€Å", Employee Relations, Vol. 25 Iss: 3, pp. 245 – 261