Monday, January 27, 2020

Google; the most popular and most exciting company

Google; the most popular and most exciting company Google Google is indubitably the most popular and most exciting company in the world today. According to its corporate website, its mission is to â€Å"organize the worlds information and make it universally accessible and useful† (Google, 2010). Google ranked first place in Fortune Magazines annual â€Å"Best Companies to Work For,† besting other top companies for two consecutive years, in 2007 and 2008. The most cited reason its performance as a top employer is because of its internal company culture. Google is the ultimate global company and is described as â€Å"high-energy, fast paced work environment† (Google, 2010). On its website, its policy of â€Å"favoring ability over experience† rings true as the employees of Google are all college degree holders at the very least. Because Google is oriented toward its â€Å"youthful† internet-savvy market, the average age of its employees is noticeably lower than most companies. The median age at Google is 3 0 years old and the gender distribution is 65% male and 35% female (Linkedin, 2010). The dress code is â€Å"casual† and laid-back because the company values ability and hard work, not appearance. Google has a very engaging company culture. Its headquarters at Google Mountain View, CA called Googleplex is designed to be have a â€Å"campus-like† feel attuned to its predominantly young college-level fresh recruits (Google, 2010). There are several facilities in Googleplex such as a cafà ©, snack rooms that are well-stocked, and a cafà ©. There is also a great degree of independence for Google engineers because of the so-called 20% program. Engineers can devote 20% of the total number of work hours on projects that truly interest them . This policy reduces the level of stress as well as promotes creative thinking. Despite being a global business, Google executives say they try to maintain a â€Å"small company feel† and treat everyone equally (Google, 2010). Dur ing lunches, everyone eats at the office cafà ©, we still maintain a small company feel. At lunchtime, almost everyone eats in the office cafà © and the environment is kept casual in order to allow Googlers to interact and share ideas with other teams. There are plenty of perks available for employees. Google have shared cubicles, laptops for everybody, bicycles/scooters for inter-office travels during meetings, massage chairs, dogs, inflatable balls and dogs. There are also assorted recreational activities and facilities such as pool tables, foosball, ping pong tables, video games, pianos, and even yoga classes. Employee groups devoted to all sorts of interests are also encouraged. Nutrition is emphasized with healthy lunches offered at the cafà ©. Company Profile Google has expanded from a two-man team in 1998. Although based in Mountain View, California, Google has over 20,000 employees offices in 57 countries all over the world (Linkedin, 2010). In the US alone, Google offices are located in almost all major cities. Google specializes in Internet-based products and services and derives most of its revenue from advertising profits via the Adwords application. It is most famous for its search engine Google, ranked by Alexa as â€Å"the Internets most visited website† (Alexa, 2009). Its products include email software Gmail, social networking tools like ORKUT and Buzz, desktop applications, web browser Google Chrome, photo editing software, Googletalk instant messaging, and the Android mobile phone (Google, 2010). Googles main competitors are the topnotch tech companies that are competing for the most innovative products to introduce to the world market: Apple, Microsoft, Amazon.com, Facebook, Twitter, Mozilla, Yahoo, Cisco, IBM, and No kia (Global Thoughtz, 2010). Recruitment at Google is famous for being a tough process. Acceptance of applications are based on interviews and college grades. There are also allegations that the company recruits only those below 30 (Logan, 2009). Candidates undergo multiple face interviews and are judged mainly on college academic performance. Google has an â€Å"unlimited sick leave policy† and requires employees to work hard only â€Å"70 percent of the time† (Google, 2010). References Alexa (2009). â€Å"Google.coms worldwide traffic rank.† Retrieved from http://www.alexa.com/siteinfo/google.com Linkedin. (2010). â€Å"Google.† Retrieved from http://www.linkedin.com/companies/google Global Thoughtz Technology (2010). â€Å"10 Toughest Competitors for Google.† Retrieved from http://technology.globalthoughtz.com/index.php/10-toughest-competitors-of-google-in-2010/ Google (2010). â€Å"The Google Culture.† Retrieved from http://www.google.com/corporate/culture.html Logan, G. (2008). â€Å"Google hiring policy is key to its success as best place to work in UK.† Retrieved from http://www.personneltoday.com/articles/2008/06/02/46091/google-hiring-policy-is-key-to-its-success-as-best-place-to-work-in-uk.html

Saturday, January 18, 2020

Implications of a performance pay system

IntroductionHuman resource and industrial relations is viewed by many scholars as themes that see the sights of thoughts that relates to employment relationships in many organizations including teaching institutions in Australia. The issue of performance in these institutions is of interest to nearly every one in the country and much has been centred on improving the results of the students that are in these institutions. Over the past few years, teachers have been under pressure to produce best results in Australia and this development has led to introducing performance/merit pay system. (Williams and Adam, 2006)There is an argument that some or all a worker’s pay is ‘contingent’ that is it only gets paid if the worker meets certain benchmarks. This means that teachers in learning institutions are required to beat specific targets in order to be compensated. The teachers will be compensated for the extra work that they have done and more specifically if their stu dents have performed best in their studies. Research indicates that the Australian teachers with superior degrees and additional years of experience are remunerated extra than those employed recently or those with low educational levels and terms of service are just a manifestation of age and persistence. This system is founded on the supposition that compensating teachers for outstanding performance would offer encouragements for enhanced student accomplishment gains in their studies. (Williams and Adam, 2006)These performance pay strategies are founded on individual instructor performance which may result to rivalry in the middle of the teachers in the learning institutions. This practice has led to every teacher the bright students when they are teaching them in order to achieve the best results and hence get bonuses associated with such outstanding performance. This means that the teacher’s cooperation which is essential in each and ever institution is threatened and actu ally in some cases shattered.This practice of performance pay in Australia has led to unions of teachers being argumentative that the assessment is prejudiced and it is not based on intended statistics. These performance pay systems often provides for additional payments to that of the teachers salaries and has led to economic complexities because more funds are required to be used for the payments.   This system of merit/performance pay has another bad implication to the teachers in that there are under enhanced strain and force to produce good results from their students in the learning institutions within Australia. This pressure in turn leads to low motivation of teachers which may affect the student’s performance in long-term when the teachers involved will feel that they have achieved enough in terms of gaining financial resources associated with student’s performance. (Hagglund and Provis 1996)The Industrial Relation perspectiveThe performance/merit pay system s in Australia has led to teachers expressing their dissatisfaction brought about by the increased pressure of trying to meet the set targets of students performance in order to be compensated. The teachers unions have had the responsibility to champion the rights of the teachers who are the members. (Blyton and Turnbull, 2004)Unitarism/pluralismFor effective collective bargaining teachers through their trade unions are expected to be united and speak in one voice. This implies that with such practice they will have a bigger advantage because their grievances can be solved with ease and with fewer complications. Channelling grievances through trade unions will give them an added advantage and they may be rewarded with payments that they will be comfortable with unlike when they just express their individual opinions to the relevant paying systems.Collectivism v individualismIndividualism is all about achieving individual goals while Collectivism can be defined as a system that asser ts the primacy of collective goals rather than individual goals. Through collectivism individuals’ requirements are viewed to be of less significance than that of the entire society. Individual privileges may be constrained if they are seen to go up against the objectives of the society. Today collectivism is practiced in Australia as socialism whereby socialism can be traced back to scholar known as Karl Marx (1818-1883).In his argument, Marx takes the view that the government or the state ought to own the way of production to guarantee a just reimbursement of workforce and to steer clear of mistreatment of the masses by a few individuals who take advantage of others for their own benefits. Socialism are of two forms; the first one being that of communism whereby its supporters supposes that socialism can only be attained through cruel revolutions and dictatorship. The second form is that of social democrats whereby its supporters seek to achieve socialism or collectivism th rough democratic means. (Hyman, 1975)Merit/performance pay system in Australia have been viewed by the teachers unions to be individual means of compensating performance and thus these unions have been seeking collectivism where all teachers are remunerated equally and depending on there competences. Collectivism in teachers performance may be achieved through the concept of collective bargaining by both the teachers unions and the employer in this case the Australian government. (Hunt and Provis, 1995)Fairness v competitivenessIn order to achieve goals in any learning institutions fairness should be practiced and unfair competition should be avoided because it may results to conflicts between the teachers in teaching fraternities in Australia. If merit pay system is encouraged in the teaching profession teachers will compete for brighter students. This implies that teachers will feel secure and be sure of more bonuses if their students are bright and can perform well in their studi es. With such system also teachers in Australia may result in competition whereby they try to outdo each other in terms of their remuneration that they get from there bonuses. This means that teachers can manipulate the results of their students in order to receive high bonuses than that of their fellow teachers.The HRM perspectiveHuman Resource Management strategy may be defined as a calculated means by which the enterprise deploy its human resources to accomplish its purpose and basic objectives under the most advantageous circumstances. This implies that the HRM strategy defines the direction in which the learning institutions in Australia intends to move and establish the framework of action through which it intends to get there due to the efficiency of the teachers. This is because the institution management and especially the Human Resource Departments believe that people are the most important assets in the institution as compared to other assets that aid in running learning institutions. (Maund, 2001)How can performance be assessed?The human resource perspectives take the view that performance can be assessed through the overall performance of the human resource and in this case the teachers in the various learning institutions. Performance can only be assessed through organizational effectiveness in learning institutions in Australia. Organization effectiveness can defined as achieving results in an organization through a well organized and coordinated series of managerial activities that comprises of planning, leading, organizing, directing, and controlling of all the resources in the organization including teachers in order to achieve desirable results.Organizational effectiveness involves number of activities including; recruiting competent, motivated and qualified teachers in order to achieve good results, good communication system in the learning institutions, unambiguous policies, decisions and regulations, a conducive environment for teaching, good management, ability to adapt to   any changes, and building a viable and strong culture and mission among others. (Sparrow and Hilltop, 1994)Therefore organization effectiveness can only be achieved through management functions; planning, which encompasses defining learning institution’s goals establishing an overall strategy for achieving those goals and developing a comprehensive hierarchy of plans to integrate and coordinate activities, organizing, which is the determination of what tasks have to be done, who does them how the tasks are to be grouped? Who reports to whom and where decisions are to be made.Controlling, this involves monitoring the teacher’s performance, leading, which involves head teachers motivating teachers, directing the activities to be done, selecting the most appropriate channels of communication and resolving any conflicts among the teachers. There are numerous ways in measuring the effectiveness of learning institutions and include; p roductivity, profits, stability, turnover, growth among others.How can differences in performance be rewarded?Rewarding differences in performance is a difficult task in learning institutions and especially in regards to teachers in Australia. It will be wise if the employees in this case the teachers are paid according to the work that they are doing. A good remuneration system that will involve paying better wages to these teachers as required in their profession plus other benefits when they have achieved the set goals. It is prudent for job evaluation to be carried out in order to reward performance.Job evaluation is all about the relative ranking of an individual job in relation to other jobs that exist within the group. This also refers to technique used in ranking of jobs in an organization. This is normally carried out on the basis of various responsibilities and duties that are assigned to the specific job or task. (Sheridan and Provis, 1998)The results of the job evaluatio n process include the job being assigned a specific range of payment.   The range normally includes a maximum pay rate that the specific job can attract and also the minimum rate of payment that can be given to a person holding such a position. Job evaluation as a management tool has been used by employers and managers for approximately more than seventy five years.This management tool has been used both in the private and in the public sector including in learning institutions. Basing on some generic factors, the value of each teaching job is well defined in the job evaluation process. When the teachers responsibilities are evaluated in terms of their results achieved then they can be rewarded with exactness and without prejudice. (Turner, 1962):Will it actually improve performance?Rewarding difference in performance through job evaluation is very important to employers and managers especially in learning institutions in Australia and actually may improve performance. The reason as to why rewarding difference in performance as a management tool never goes out of fashion is because it plays a big role in reducing teacher’s turnover rate.One of the steps involved in job evaluation is bench marking the jobs. This is done in relation to the jobs that have been evaluated before.   In this case the bench mark jobs are those that are commonly included in salary surveys found in most learning institutions. In this process the bench mark jobs of internal pay structures are related to the external structure’s existing in the labour market that is in other institutions.This greatly helps in reducing employee turnover in the various learning institutions because teachers will be satisfied with their pay. This is because job evaluation carried out will enable the learning institution’s pay grades to be at per with competitor institutions. In this case teachers will not see the need of looking for greener pastures since their pay grades will be sim ilar to what their colleagues in the same positions are paid in other learning institutions. This is really important to employers and managers because they will not be worried about losing teachers to better paying learning institutions and will also motivate the teachers to produce results. This generally plays a big role to stability in the organization. (Anderson, Provis, and Chappel, 2002)Possible disadvantages of actuality performance?There are some disadvantages associated with actuality performance and one can be that of teachers being under pressure to produce the best results in their teaching practice. Because of such pressure sometimes they feel over strained and hence they are low motivated at some level. It may also result to unfair competition between the teachers and this may lead to producing bad performance through sub standard teaching practices thus students may not gain the required knowledge and may be termed as half-baked in the job markets. (Provis, 2004)Conc lusionPerformance/merit pay can be both effective and ineffective in learning institutions in Australia. For example with such system teachers can produce the best results because they will be motivated to get bonuses from their work. On the other hand if not utilized well teachers may create an environment full of unfair competition in an effort to produce good results from their students and they may engage themselves in bad activities like leaking exams to students before the exam dates so that they can perform better. This implies that students will not have an opportunity to gain a wider knowledge but instead they will be narrowed to subjects and topics that will be included in their exams. (Provis, 1986)References:Anderson, B. Provis, C. and Chappel, S. (2002): The Recognition and Management of Emotional Labour in the Tourism Industry. Report to CRC on Sustainable Tourism, Pp 124-134Blyton, P. and Turnbull, P. (2004): The Dynamics of Employee Relations, 3rd Edition Macmillan, London Pp 32-56Hagglund, G. and C. Provis (1996): Enterprise Bargaining and Productivity Issues in South Australia, Contemporary Issues in Business and Government 2 (4), Pp 49-54Harris, R.., Provis, C., Park, R., Mason, D., Delbridge, R. and Gough, R. (2002): High Performance Manufacturing and the Learning Factory, Report to Industry Pp 78-89Hunt, I, and Provis, C (1995): The New Industrial Relations in Australia. Federation Press, Sydney Pp 67-78Hyman, R. (1975): Industrial Relations- A Marxist Introduction, Macmillan, London. Pp 67-89Maund, L. (2001): An Introduction to Human Resource Management: Theory and Practice: Palgrave, Macmillan. Pp 67-79Provis, C. (2004): Ethics and Organisational Politics, Edward Elgar Publishing, Cheltenham and Northampton. Pp 100-123Provis, C. (1997): Mediation and Conciliation in Industrial Relations- Reflections from Australia,' Labour Studies Journal 21 (4), Pp 83-99Provis, C. (1986): Comparative Wage Justice.   Journal of Industrial Relations 28 (1) Pp 26-34Salamon, M. (2000): Industrial Relations. Theory and Practice, 4th Edition, Prentice Hall, London. Pp 45-67Sheridan, K. and C. Provis (1998): Enterprise Agreements in South Australia. Progress or pretence?   International Journal of Employment Studies 6 (1), Pp 129-1140.Sparrow, P. and Hilltop, J. (1994): European Human Resource Management in Transition: New York Prentice Hall, Pp 43-78Turner, H. (1962): Trade Union Democracy in Trade Union growth, structure and policy. Allen and Unwin, London. Pp 292-294Williams, S. and Adam S (2006): Contemporary Employment Relations- A Critical Introduction, Oxford Pp 54-67

Friday, January 10, 2020

Film Analysis on There Will Be Blood and the Bicycle Theif Essay

Ladri di Biciclette and There will be Blood Character Analysis Ladri di Biciclette takes place in 1948 post-World War II Rome and is considered one of the best works of Italian Neorealism. There will be Blood is an American drama film set in the late nineteenth and early twentieth century. It is considered one of the best films ever created. Despite their many differences, these two films share plenty of common ground. The theme of these two powerfully inspiring movies is that of a broken relationship between a father and a son. Ladri di Biciclette is one of the few films that do not follow the hero cycle. At no point in the plot does Antonio Ricci, played by Lamberto Maggiorani, ever redeem himself. Instead, he plummets down to the shocking level of stealing another’s bicycle. It is at this point in the story line Bruno, his son played my Enzo Staiola, will forever see his father differently. When Antonio slaps Bruno, Bruno’s world changes drastically. He has never been treated so harshly like this by his father, someone he loves and trusts dearly. This is the first time his perfect image of his dad is shattered. Even though Antonio is put in multiple moral situations, he truly loves and cares for his son. For example, when he hears the cries of a little boy drowning he rushes over to the commotion worried the little boy is Bruno. Fortunately, the boy is not Bruno and he picks up his son in a tight embrace. There are some moments in the film where Antonio forgets his son is with him. For instance, when he spies the thief he will run after him not thinking of his son and whether or not he will get lost trying to keep up in the chase. Still, he will look down to his son and ask if he is tired or hungry. Then he accommodates to the little boy’s needs. Antonio is trying to provide the best life possible for his family even if it meant doing something morally incriminating. Although his father has treat him wrong a few times, Bruno knows how stressful of a situation his father is in and tries to keep his dad in good spirits. In the last scene Antonio has a blank stare and is fighting the urge to cry. Bruno, watching his father, takes his hand. As Antonio looks at Bruno, the camera watches as they disappear into the crowd. They know that the bicycle will never be found, and the defeat can clearly be seen in Antonio’s blank stare. In There will be Blood Daniel Plainview, brilliantly acted by Daniel Day-Lewis, adopts one of his deceased  worker’s o rphaned son, played by Dillon Freasier. Plainview names his son H.W. and he becomes Plainview’s business â€Å"partner†. Later, his son loses his hearing in a drilling accident. Daniel boards a train with his boy and gets up, not looking back as he abandons the train and his child. Daniel doesn’t really feel a loss when sending his son away since the kid is not blood related. He feels H.W. does not have any of his qualities or personality. He eventually reunites with his son, who has now steadily built resentment for his father. H.W.’s teacher and interpreter becomes his new father figure in life as he and Daniel drift apart with his taking to be a drunkard and his more aggressive behavior. In one of the last scenes H.W., played by Russell Harvard) has married his childhood sweetheart and is visiting his now wealthy father to discuss ending their partnership and starting his own oil company in Mexico. Daniel mocks his son and tells H.W. that he is an orphan by saying, â€Å"You’re an orphan from a basket in the middle of the desert. And I took you for no other reason than I needed a sweet face to buy land. Did you get that? Now you know. Look at me. You’re lower than a bastard. You have none of me in you. You’re just a bastard from a basket.† H.W. leaves his father with no regrets and tells his â€Å"father† he is glad he doesn’t have any of Daniel in himself. Clearly these two have had relationship problems from the beginning. H.W. loved and idolized Daniel Plainview, even though the love was usually not returned. His deep interest for oil drilling started and grew all because of Daniel, and for that reason he was grateful and still loved his father, Plainview. Plainview only cared about money and power, so when his son lost hearing, due to the explosion at the oil site, he simply thought of the money he would make not about the well bein g of his only child. When he leaves his child to help with the fire, H.W. for the first time is lost, confounded, scared, and feels betrayed as his father lets go of him, leaving him in the dark with unanswered questions. Daniel Plainview never realizes that even though H.W. is not blood related he still raised, cared, and provided for this â€Å"bastard from a basket†. In both films the two father figures struggle with the yearning for power, money, social gain, and their ambition. Antonio cannot stop thinking of the money he would make if his bicycle is found. He thinks of the different life style he and his family would get to live with the salary he would be making. Anderson, the director of There will be Blood, was inspired by the fact that Sierra  Madre is â€Å"about greed and ambition and paranoia and looking at the worst parts of yourself†. All of those traits can easily be found in Daniel Plainview. Daniel even admits to his half brother’s imposter that he has this hatred and competition in himself. The character Daniel Plainview shows the savagery and obsession in humanity by draining the land of its natural resources for power and wealth. There will be Blood not only addresses the broken father son relationship but also the dark heart of free enterprise. It displays the inner workings of capitalism and how not only gain but domination is the ultimate goal in this grand scheme called politics. These two films are great influences in not only the film industry but also give great messages about life. Neither of the films follow the hero cycle and  the fathers never redeem themselves. This adds to the magnitude of these pieces of art for the reason that it makes them unique and sets them apart from other great works of art in film.

Thursday, January 2, 2020

Is College Tuition Too High - 1056 Words

Tia Williams Mr. Carpenter 1101 composition 1 July 13, 2015 Is College Tuition To High? Jeffery J. Selingo stated in The Washington Post, â€Å"How long can we go with tuition until it is to much?† This statement is what many people think, who are struggling to pay off there tuition. The cost of tuition is extremely too high. Earlier in the 1900’s the cost of tuition was merely 200 dollars a year, but now tuition can be from 15,00 to 50,00 dollars a year. (UNIVERSITY HISTORY. Educational Costs (1900-1909), University of Pennsylvania University Archives. Web. 14 July 2015.) Those statistics show that the cost of tuition has more than tripled from a century ago. In this essay I will be discussing the hurtful side to paying so much tuition from, student loans to financial aid. Also I will be giving you five major reasons why tuition is so high. For many people they have dreamed about going to college whether it is local or far away. They can already picture their future being successful. Some believe they already have a lot of thin gs planned out, from how they will pay for classes to where they will live. Surprisingly everything does not always go as planned. Let’s start off with financial aid. Financial aid is any grant, scholarship, or loans that are offered to help pay your college expenses. Many time this aid provided by federal and state agencies, college or foundations. Many times the aid given to you is based off your parent’s salary. This can sometime be bad if theyShow MoreRelatedIs College Tuition Really Too High?998 Words   |  4 Pagesgrounds, and a warrant. Every claim must include evidence, stated or not stated, to support it. One article to argue their point well is â€Å"Is College Tuition Really Too High?† This topic is highly debated amongst politicians and can easily sway a voter s opinion based on how they plan to fix this issue. 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