Managing People†Lenovo China Essay Example

Managing People– Lenovo China Essay Example Managing People– Lenovo China Essay Managing People– Lenovo China Essay Essay Topic: Salvage the Bones Drumhead This assignment expresses and evaluates the Lenovo China’s human resource direction from five parts. At saying. it introduces merely the history of Lenovo China. Then. depicting and analyzing attack of people direction in Lenovo is the cardinal point through five elements of overall attack. system of honoring public presentation. employees’ enlisting. methods to better development employees and the assessment of single public presentation. In peculiarly. the last three is talked chiefly. However. the assessment system has a small job. Next. it mentions the leading of Lenovo China which is mixture Chinese and western manner. At terminal of the assignment. it gives some personal thought and recommendations on the assessment system. 1. 0Introduction The study will measure human resort direction and give recommendations for Lenovo China. At get downing. it will present the background of Lenovo China. Then it will depict Lenovo China’s attack of people direction from five facets. Particularly. it will concentrate on selecting and developing employees every bit good as the assessment. Then it will speak about Lenovo China’s leading and organisational civilization. Finally. it will give personal sentiments on Lenovo China and rating. 2. 0People direction in Lenovo China 2. 1Introduction of Lenovo China The Lenovo China was established in 1984. turning the name of Personnel Department into Human Resources Department in 1995 when they had been an increasing consciousness of the importance of individuals ( Ge. 2004 ) . Nowadays. Lenovo China was a successful company because Lenovo China had ranked NO. 450 in the ranking of the luck Global 500 ( CNN. 2011 ) . 2. 2Approach of Peoples direction in Lenovo China 2. 2. 1Overall attack The overall attack of Lenovo China is the mixture of classical attack and modern direction theory with combination of X and Y theory ( Mullins. 2010 ) . In classical attack ( Mullins. 2010 ) . Lenovo China do non utilize absolute power and control over people. They think extremely of human resource. because they know the importance of the endowments ( Ren. 2003 ) . In add-on. Lenovo China’s leaders besides communicate with employees and listen to their sentiments in order to derive their trust. which could obtain more thoughts for development of the corporation. In malice of this. Lenovo China still have a complete set of the corporation system to pull off people ( Pi. 2011 ) . In Lenovo China. as employees are making any work. they must follow with these three rules: 1. take a firm standing on working harmonizing to the regulations if there are regulations. 2. Working harmonizing to the regulations in progress and coming up with recommendations seasonably. if the regulations are non sensible. 3. Applying and working harmonizing to the cultural value standards of Lenovo China. if there are no regulations ( Pi. 2011 ) . Employees of Lenovo China are in a status of comparative rigorous control. but they will be provided decently freedom to carry on activities and take duties. For case. technicians in Lenovo China have rights to seting their work hours with freedom ( Deng. 2002 ) . Therefore. Lenovo China could offer chances to carry through their self-importance demands. The overall attack is with Chinese and western features of direction and combine good these two direction theoretical account. Lenovo China do non let individuality like America. but they advocate Bolshevism. However. they are non like the old Chinese direction model- centralization. Therefore. the new coevalss can non merely fulfil themselves but enjoy freedom at the same clip. There are regulations to command yet. 2. 2. 2System of honoring public presentation Lenovo China use chiefly the Alderfer’s ERG theory ( Mullins. 2010 ) to actuate employees. because they have two attacks which are physical satisfaction and psychological satisfaction ( Pi. 2011 ) . At get downing. for old coevalss of Lenovo employee. they have higher psychological demands. In add-on to turn out that their ain cognition can transform into hoarded wealths. their intents are concerns about development of China. These people do non inquire for much in physical satisfaction ( Ren. 2003 ) . On the contrary. there is a strong corporate sense of honor between the old coevalss of Lenovo people. Hence. the motive for them is development of corporate spirit and motive of ends ( Ren. 2003 ) . Further. at present. the new coevalss of Lenovo people is chiefly motivated by physical satisfaction. because a plentifulness of foreign corporations and articulations ventures were come ining into China after the 1990s with offering high pay to pull diverse people. it threatened state-owned endeavors ( Ren. 2003 ) . However. presents. Lenovo China’s physical satisfaction includes several sides: wage. fillip. public assistance and warrants. Boness have company’s. departmental and single ( Ren. 2003 ) . For illustration. the half of the extra complete portion shall be handed over to the corporation. and their section will dispose the remainder of portion to honor or give public assistance ( Pi. 2011 ) . Welfare is normal public assistance. such as insurance and lodging public fund and so on. However. Lenovo China take the high criterion. For blink of an eye. authorities has set a regulation that each individual have to salvage the 4 per centum to8 per centum of wage for the lodging public fund. so Lenovo China will salvage the 8 per centum for employees ( Ren. 2003 ) . The advantage of method of motive is that employee could be stimulated to give oneself to fulfilment of overall aims and personal outlooks. In add-on. the ways of stimulations of Lenovo China are really sensible. because it is harmonizing to difference of assorted people to supply distinguishable stimulation. such as different personality. cognition and characteristics of occupations ( Deng. 2003 ) . Nevertheless. the more physical wages. the more outlooks. Overmuch physical wages could non precisely stimulate betterment of employees. to the contrary. it possibly leads the employee to be greedy and acquire private benefit without thought of organisational ends. 2. 2. 3Recruiting and choosing employees The procedure of choosing employees in Lenovo China is really rigorous. There are two facets which are inside enlisting and outside enlisting ( Mullins. 2010 ) . Inside enlisting involve taking directors from within the organisation. nevertheless. Lenovo China adhere to detect their abilities in same on the job conditions instead than proud accomplishments in the yesteryear ( Deng. 2002 ) . which is particular. In add-on. outside enlisting demands to engage new from outside by put up the information of campus enlisting at first ( Pi. 2011 ) . Then. beside proving of quality and rating of comprehensive capacity, Lenovo China besides have a face to confront conversation ( Deng. 2002 ) . There are nine inquiries Lenovo will inquire: 1. ego debut. 2. what do you make in your company and what does your company do. 3. your high qualities and state why Lenovo demand you. 4. your failings. 5. do you hold some suggestions for Lenovo. 6. do you hold wallet. 7. do watch the intelligence. 8. what do you believe of the occupation you apply and how to make good. 9. contrast with Lenovo and other trade name. and the their advantages ( Shi. 2008 ) . Furthermore. Lenovo China are willing to enroll the immature who graduate from a higher establishment. such as. Tsinghua University. Peking University and Beijing Science and Technology University and so on. In order to contend with rivals to seeking the individuals with ability of professional technique and senior direction. Lenovo China held enrolling activities in universities in progress. and carry oning activities was earlier than foreign companies in each twelvemonth. These activities included promotion of thought of Lenovo China and a meeting between pupils and outstanding employees with an on-site audience of employment. Further. Lenovo China sponsored a competition of website appellation for the national college pupils and put up a particular award ( Pi. 2011 ) . Supplying these chances helps Lenovo China to better advance their ain and attract calibrated pupils and graduands efficaciously. Furthermore. presents. Lenovo china focus on people who operate efficaciously on a planetary graduated table. regardless of their birth country ( Hegar and Hodgetts. 2011 p. 536 ) . Lenovo China had appointed William Amelio who was an American executive from DELL in late 2005 ( Schuman. 2010 ) . However. in those old ages. Lenovo was losing out on the faster-growing sections of Personal computer markets ( Schuman. 2010 p. 2 ) . It demonstrated that foreign was non quit cognizing about Chinese markets. 2. 2. 4Methods to better development of employees Lenovo China stress preparation and retaining employees via four methods. because all of these preparations and consequences are associated with publicity ( Wang. 2006 ) . At first. each employee must be working from underside of the corporation. so. holding promotion measure by measure. due to organisational civilization though this procedure being inherited and absorbed sooner ( Ren. 2003 ) . Second. they will take those employees who are the most improved employees to preparation by experient leaders learning immature rivals who will be the deputy occupations ( Ren. 2003 ) . Third. it is indispensable to developing co-ordinated operational capacity through learning how to construct squads ( Ren. 2003 ) . Finally. Lenovo China deem to be substance that is an confidence to pull gifted individuals. such as. giving 10 nowadays of stock of coordination. fillip and societal public assistance harmonizing to taking highest criterions ( Ren. 2003 ) . particularly. holding holiday with sala ry and honoring instantly ( Deng. 2002 ) . In add-on. with respect to new employments. they all require to go to assorted oriented preparations. Then. they need to bit by bit accept preparations of organisational civilization. generic accomplishments and facets of concern and direction ( Deng. 2002 ) . What’s more. though a series of preparations consequences. rating of specializers and 360 degree feedback analyse what aspects of the employees need to beef up. Next. Lenovo China see what aspects employees require to develop harmonizing to their ain development. Combination of two parts determines content of preparation of these employees and the whole twelvemonth preparation programs. ( Wang. 2006 ) On the other manus. the method of dismissal and station changing is an old manner. but it is popular with employees. When an employee could non precisely exercise his cognition in his place. leaders will see to giving his opportunity to look into his ability by giving his specific objects. If he could cover with. it illustrates that the ideas of leader has divergence. If he failed. the leader will hold a personal talk when he admits his mistakes. the leader will go on to provide an chance to him. If he could non success until the 3rd chance. he will run into review the place he stays at nowadays. Then. even if the leader give him a demotion with the same pay as before ( Deng. 2002 ) . meanwhile. he will experience non uncomfortable. To reason. it is a hommization direction esteeming for each member of the development. supplying infinite of development and assisting. 2. 2. 5The assessment of single public presentation Lenovo China wage attending to public presentation and ability with really rigorous assessment of single public presentation ( Wang. 2006 ) . Human resource section and every section of directors implement and command the assessment through two ways which are public presentation steps and capableness appraisal. Performance was measured by quantitative rating of quality and measure and cost of complete work and other parts for company. Capability assessment involves work ability. work attitude and possible development ( Wang. 2006 ) . Furthermore. there are four signifiers to advise: higher-ups to subsidiaries. staff in the same degree. subsidiaries to higher-ups. and the section to the section. Meanwhile. Lenovo China usage questionnaires for sections evaluate each others in each twelvemonth ( Wang. Zhao and Li. 2009 ) . Furthermore. each leaders and employees should put aims they want to accomplish in each one-fourth and twelvemonth and depict what the ends are and list specifically. In the terminal of each twelvemonth and one-fourth. Human resource section and every section of directors have to exam whether the work is achieved and how the quality of work consequences is ( Wang. 2006 ) . In a word. salary determination. publicity and content of preparations are based on these consequences of the assessment ( Wang. Zhao and Li. 2009 ) . The advantage of the assessment of single public presentation is recognizing the importance of taking duty by promoting employees to set their ain aims into endeavor ends ( Deng. 2002 ) . In add-on. it could oversee the achievement of the work. Further. organisation could supervise and mensurate the public presentation with equity. However. the assessment of Lenovo China has disadvantages that employees are evaluated by directors. Due to unsteady factors like personal factors and environmental factors. the consequence of assessment will be influenced. What’s more. sometimes emotional jobs highly affect consequences of rating in the procedure of the assessment. Some public presentations are easy to mensurate like gross revenues. but some are non. 2. 3Lenovo China’s leading Recently. the intelligence said Liu ChuanZhi resigned Chairman of Lenovo China but be an honorary Chairman ; what’s more. Yang YuanQing became the Chief executive officer and Chairman ( Lenovo. 2011 ) . Liu ChuanZhi. as one of innovator of the Lenovo China. he creates tonss of fables. Therefore. he has his ain leading manner. He is more like a participative manner of leading. Liu ChuanZhi ever allow them raise their new thought. he merely animate them to convey up new ideas without pull offing specific affairs ( Deng. 2002 ) . Furthermore. Yang YunQing’s direction theoretical account is uncomplete directing leading. because he gives his advice at get downing. and so allow employees give their positions. and at last. he makes determination ( Deng. 2002 ) . Consequently. they have a common point which is leting employees to take part in procedure of doing determinations. They both wish employees’ originative power to acquire near to organisational ends ( Deng. 2002 ) . Hence. this manner of encouragement is a great chance to carry through self-importance demands. In add-on. Liu ChuanZhi has typical personality and strong personal appeal which convinces employees. because he is a adult male of his words. which shows non merely in high demands to him but his complete committednesss for stockholders and employees ( Deng. 2002 ) . 2. 4Lenovo China’s organisational civilization Liu ChuanZhi pays more attending on organisational civilization. because it is a representative of Lenovo China and has significance of ends accomplishment ( Ren. 2003 ) like undertaking civilization ( Mullins. 2010 ) . It is reflected in the statement: We do what we say and own what we do ( Lenovo. 2011 ) . There are four major organisational civilizations. First. Lenovo China rather advocate spirit of cooperation. because Lenovo China believe that it is a demand of keeping a consistent squad ( Deng. 2002 ) . Second. they emphasize spirit of battle. because Liu ChuanZhi said that five per centum of hope turned into one hundred per centum of world. For illustration. in 1991. Lenovo Hong Kong had loss of more than 50 million Hong Kong dollars in three months. Lenovo overcame. As a consequence. Liu ChuanZhi suffered Meniere’s from syndrome ( Deng. 2002 ) . Third. great repute and recognition is life of corporation. There are two types which are persons and corporation. Individual repute and recognition agencies that working earnestly and making what they had said can win the trust of users. co-workers. subsidiaries and superior. The repute and recognition of corporation came from satisfaction of users. Lenovo China would instead lose money than lose credibleness and repute ( Deng. 2002 ) . For case. in 2003. the rate of bad history is less than 0. 005 % ( Ren. 2003 ) . Fourthly. invention and survey are one of the cultural of corporation ( Deng. 2002 ) . Today’s successes are consequence from Lenovo China innovating and analyzing continually. Further. there is a particular organisational civilization ; they have a CTIME for promoting pass oning like a friend. Meanwhile. CTIME means java clip. Each afternoon at 1o’clock. employees and leaders go to the 3rd floor and can speak easy. Particularly. leaders will pay employees for java every Tuesday which is for promoting friendly commu nicating from each other ( Pi. 2011 ) . Therefore. the civilization of Lenovo China is successful to allow employees hold coherences through communicating and teamwork. In add-on. the efficiency of executing is high because of nice teamwork. Overall. it is a comparative perfect civilization. 3. 0Personal sentiments on Lenovo China If there is an chance to work in Lenovo China. YES is the reply. At get downing. this is a large and well-know corporation. For self-importance demands. it is based on satisfaction of physical demands at first. like nutrient. apparels and so on. In add-on. leading in Lenovo China is different from other old state-enterprises. because it can bring forth a sense of belonging through each engagement of employees. When employees contribute to Lenovo China. it is of import to incarnate the significance of single being. They are non complete power control but participative manner. Therefore. there are more infinites to let employees to develop strengths though proper freedom. Furthermore. the relationship of co-workers is just competitions alternatively of barbarous and harmful competitions. which makes employments safety. Due to Lenovo China recommending friendly communicating between leaders and employees. this policy can acquire rid of alienation between people and give adequate regard for employees which is attractive. Hence. self-importance demands could be satisfied. Then. for single development. Lenovo China offer relevant aid. They choose developing employees to larn new accomplishments for free. because they have their ain preparation base. Apart from the theoretical cognition. there are leaders go throughing on cognition of their experiences which is hoarded wealth and can non larn from books straight. However. the assessment of single public presentation has a small job which is rating with personal emotions. Possibly. it is ineluctable. but it can be evaluated through assorted channels. For illustration. single rating could make like section assessment which is evaluated by making questionnaires in other sections. directors and employees. In other words. the assessment of single public presentation can be evaluated by co-workers. directors and users. 4. 0Conclusion In decision. it can be seen so that Lenovo China’s people direction is comparatively successful. Success of Lenovo China is showed on three parts which are attack of people direction. leading and organisational civilization. In peculiarly. in portion of attack. it focuses on three facets which are choosing employees and how to develop employees and the assessment system. Particularly. it indicates that the assessment of single public presentation has deficit. In add-on. it mentions that organisational civilization is the nucleus of corporation. Finally. it gives sentiments on human relation of Lenovo China and grounds. Mention CNN. 2011. Annual ranking of the world’s largest corporations [ On-line ] . CNN Money. Available from: hypertext transfer protocol: //money. cnn. com/magazines/fortune/global500/2011/full_list/401_500. hypertext markup language [ Accessed 11 December 2011 ] . Deng. Z. H. 2002. The human resource direction of fable. Hohhot:Publication of the people of Inter Mongolia Ge. Ten. 2004. To discourse the Manpower Recourses Management of Legend Grow up. Journal of Liaoning Business Vocational College. 63 ( 2 ) . 18-19. [ On-line ] . Wang Fang Data. Available from: hypertext transfer protocol: //d. g. wanfangdata. com. cn/Periodical_lnswzyxyxb200402009. aspx [ Accessed 11 December 2011 ] . Hegar. K. W. and Hodgetts R. M. 2011. Modern human dealingss at Work. Google Books. Available from: hypertext transfer protocol: //books. Google. com. au/books? id=kleg0QYjidUC A ; pg=PA536 A ; dq=Lenovo+China+human+resource A ; hl=zh-CN A ; ei=BL_lTuqtHMSaiAf9v8y2BQ A ; sa=X A ; oi=book_result A ; ct=book-preview-link A ; resnum=2 A ; ved=0CEMQuwUwAQ # v=onepage A ; q=Lenovo % 20China % 20human % 20resource A ; f=false [ Accessed 12 December 2011 ] Lenovo. 2011. Our Company [ On-line ] . Lenovo. hypertext transfer protocol: //www. lenovo. com/lenovo/ca/en/our_company. hypertext markup language [ Accessed 15 December 2011 ] Mullins. L. J. 2010. 9nd erectile dysfunction. Management A ; organisational behaviour. London: Prentice Hall Pi. B. W. 2011. Liu ChuanZhi: Diaries of Pull offing Lenovo. Beijing: China Railway Publication. Shi. Y. Y. 2008. Analysiss and Enlightenment of the theoretical account of human resource direction. Industrial and scientific discipline Tribune. 7 ( 12 ) . 250-251. [ On-line ] . Wang Fang Data. Available from: hypertext transfer protocol: //d. g. wanfangdata. com. cn/Periodical_cyykjlt200812123. aspx [ Accessed 12 December 2011 ] Ren. Ten. 2003. Liu ChuanZhi discoursing experience of Lenovo China. Beijing :Thread Binding Books publication House Wang. J. P. 2006. Lenovo: How to turn pupils into elites. Computer Education. ( 9 ) . 66-69. [ On-line ] . Wang Fang Data. Available from: hypertext transfer protocol: //d. g. wanfangdata. com. cn/Periodical_jsjjy200609021. aspx. [ Accessed 13 December 2011 ] Zhang. Y. S. . Zhao. M. X. and Li. J. 2009. Human Resources Management Cases Series. Beijing: China Social Sciences Press

Distinct, Distinctive, and Distinguished

Distinct, Distinctive, and Distinguished Though they are related, each of these three adjectives- distinct, distinctive, and distinguished- has its own meaning. Definitions The adjective distinct means separate, clearly defined, and easily distinguishable from all others. Distinct also means notable or highly probable. The adjective distinctive means having a quality that makes a person or thing noticeably different from others. The adjective distinguished means impressive, eminent, and/or worthy of respect. (Distinguished is also the past form of the verb distinguish, which means to demonstrate or perceive a difference, to see or hear [something] clearly, or to make [oneself] noteworthy.) Examples The human species, according to the best theory I can form of it, is composed of two distinct races, the men who borrow and the men who lend.(Charles Lamb, The Two Races of Men, 1813)It is from the blues that all that may be called American music derives its most distinctive characteristics.(James Weldon Johnson)Dr.  Jger was a distinguished child psychiatrist, a music lover, and, I remember, a dog loverhe had two dachshunds, Sigmund and Sieglinde, whom he was extremely fond of.(Walker Percy,  The Thanatos Syndrome. Farrar, Straus Giroux, 1987) Usage Notes Anything that is distinct is clearly distinguishable from everything else; something distinctive is a quality or characteristic that makes it possible for us to distinguish one thing from another. Distinct speech is clear; distinctive speech is special or unusual. So a pileated woodpecker is a woodpecker distinct from most other woodpeckers, distinguishable from other woodpeckers; its large size is distinctive, helping us distinguish it from most other woodpeckers.(Kenneth G. Wilson, The Columbia Guide to Standard American English. Columbia University Press, 1993) Practice (a) The mirror was positioned so the receptionist could survey the entire waiting room from behind her desk.  It showed a _____-looking woman  in a fawn-colored suit, with long, auburn hair and a timeless gaze.(Davis Bunn, Book of Dreams. Simon Schuster, 2011)(b) Suhye let out her abrupt, _____  laugh. Her laugh was like an enormous, swollen soap bubble bursting. He could identify that laugh of hers with his eyes closed.(Jung Mi Kyung,  My Sons Girlfriend, trans. by Yu Young-Nan.  Ã‚  Columbia University Press, 2013)(c)  His face was lined with weariness and his eyes were red. There were two _____  grooves running down his cheeks from his eyes where his tears had fallen.(Alexander Godin, My Dead Brother Comes to America.  Windsor Quarterly, 1934) Answers to Practice Exercises: Distinct, Distinctive, and Distinguished (a) The mirror was positioned so the receptionist could survey the entire waiting room from behind her desk.  It showed a distinguished-looking woman  in a fawn-colored suit, with long, auburn hair and a timeless gaze.(Davis Bunn,  Book of Dreams. Simon Schuster, 2011)(b) Suhye let out her abrupt, distinctive  laugh. Her laugh was like an enormous, swollen soap bubble bursting. He could identify that laugh of hers with his eyes closed.(Jung Mi Kyung,  My Sons Girlfriend, trans. by Yu Young-Nan.  Ã‚  Columbia University Press, 2013)(c)  His face was lined with weariness and his eyes were red. There were two distinct  grooves running down his cheeks from his eyes where his tears had fallen.(Alexander Godin, My Dead Brother Comes to America.  Windsor Quarterly, 1934)

History of Modern Science, Galileo and Newton Essay

History of Modern Science, Galileo and Newton - Essay Example Here in this paper, both are discussed; compared and analyzed in a deep manner as per their respective works which brought about a significant change within our modern day luxuries that mankind has in the present times. Galileo was born on 15th February 1564 and is widely regarded as an Italian physicist, astronomer, mathematician and philosopher of repute. He had a major hand in bringing about the scientific revolution within history. His name is synonymous with the very best in the world of innovators, physicists and thinkers since he was, is and will always remain a genius. Mankind owes a lot of gratitude to the personality of Galileo and hence the reason that he is still remembered as a hero notwithstanding a great amount of time has passed since he died – on 8th January 1642. Galileo brought to the fore his achievements in the line of improvements that he made towards the working domains of the telescope as well as the consequent astronomical observations with added support for the sake of Copernicanism. Without a doubt, this formed the basis as to why he was regarded as the "father of modern observational astronomy", the "father of modern physics", â€Å"the father of Modern Scienceâ €  and the "father of science." Galileo studied the motion of uniformly accelerated objects which is usually there in all school and college curricula. The physics courses have special mention of such objects and it comes especially under the heading of kinematics. Galileo made contributions towards the field of observational astronomy which has entailed within it the discovery of the four largest satellites that Jupiter has and named as the Galilean moons. This was so done to give him honor and respect for his work. He also studied the sunspots, firstly made an observation regarding them and then analyzing them in the end. Further, he worked tirelessly towards the related fields of applied science and technology. (Shea & Artigas, 2003) On the other hand, Sir

Primus Sales Force Case Study Essay Example | Topics and Well Written Essays - 1750 words

Primus Sales Force Case Study - Essay Example ases, the participant might not have received enough correct communication from their supervisor, colleagues or even their customers; however, one is left with the overarching question of what constitutes the right amount of communication. The question did not perform what the result indicated. The consequence was that participants had no idea what they were being ranked by or because misled by phony or inaccurate contents of the question. Otherwise, the question did not give enough information to define the alignment of correct versus incorrect. Due to the fact that different people would have their own judgment or personal value to treat similar issues, without a proper and well-explained definition about the right amount as the standard, every participant would make their own definition to consider about the right amount for them. As a result, the incorrect feedback only wasted valuable time and created corresponding costs. This ultimately led to the failure of the survey. Accordi ng to Baldwin & Garvey, â€Å"The essential information necessary to obtain a correct solution in these subtasks was comprised of four attributes. The communications were scored according to the presence of explicit encoding of this information† (1973, p. 44). If participants could not encode the information clearly, they did not get the correct information they should get. Hence they could not give the correct feedback from the survey questions. From the survey questions, the main focus was with regards to the attitudes that the respondents had. By seeking to engage this metric, the researchers were mostly interested in measuring the impact on attitudes and behaviors that were reflected on the employees after the survey questions. For example, a level of useful information for the sales work from company magazines and intranet portals was provided a level of importance as compared to the communication for the employees’ sales and level of satisfaction from communication within

Graph Theory: The Four Coloring Theorem Essay -- Graph Geography Essay

Graph Theory: The Four Coloring Theorem "Every planar map is four colorable," seems like a pretty basic and easily provable statement. However, this simple concept took over one hundred years and involved more than a dozen mathematicians to finally prove it. Throughout the century that many men pondered this idea, many other problems, solutions, and mathematical concepts were created. I find the Four Coloring Theorem to be very interesting because of it's apparent simplicity paired with it's long, laborious struggle to be proved. There is a very long and eventful history that accompanies this theorem. The concept of the Four Coloring Theorem was born in 1852 when Francis Guthrie noticed that he only needed four different colors to color in a map of England. Through his brother, Frederick, Francis communicated his discovery to De Morgan. Francis wondered if De Morgan would be able to tell him if it was true or not. De Morgan was unsure, so he asked the same question to Hamilton in Dublin. Hamilton was unable to help, so De Morgan continued to ask other prominent mathematicians. In the US, Charles Peirce attempted to prove the Four Color Conjecture in the 1860's and continued to for the remainder of his life. In 1879, Cayley wrote a paper to the Royal Geographical Society explaining the difficulties in attempting to prove the Conjecture. On July 17, 1879, a mathematician by the name of Kempe announced a proof for the Four Color Conjecture. However, eleven years later Heawood, a lecturer at Durham England, pointed out that Kempe's proof was incorrect. Along with proving Kempe wrong, Heawood was able to prove that every planar map is five colorable. In 1898, Heawood also proved that if the number of edges around a region is... ...actually quite fun as well. They don't really have a real importance in the real world. The Four Color Theorem isn't going to save any lives or make life that much easier. However, it does make map coloring more simple by requiring only four colors. Bibliography (1) Fritsh, Rudolf and Gerda, The Four-Color Theorem, Springer-Verlag, New York, Inc., 1998. (2) Harary, Frank, Graph Theory, Adison-Wesley Publishing Co., Redding, MA, 1972, p.130-131. (3) Kainen, Paul, and Saaty, Thomas, The Four Color Problem, McGraw-Hill, Inc., Great Britain, 1977. (4) The Four Color Theorem, http://www-groups.dcs.st-and.ac.uk/~history/HistTopics/The_four_colour_theorem.html, December 10, 1999. (5) The Four Color Theorem, Neil Robertson, Daniel P. Sanders, Paul Seymour, and Robin Thomas, http://www.math.gatech.edu/~thomas/FC/fourcolor.html, December 10, 1999.

HR Employee Resourcing Essay

Talent management is defined as a sub-set of hr functions. . There are a lot of definitions to what talent management is for some it is similar to succession planning and to others it is incorporated attempts to develop attract and keep hold of the best people. A lot of companies select different ways of human resources guidelines to fit into their talent management structure although most consist of performance management, succession, recruiting and development. Krueger,2007 : Rothwell & Kazanas 2003 suggest that managers need to come up with a definition for talent management that meets their own organizations unique needs. Talent management does not automatically indicate poignant talented individuals upwards in the place of work. It is the opposite organizations have to make sure talents are placed at the best place that suites their talent. The purpose of this assignment is to research issues related to talent management this report will also concentrate on one big question which is â€Å"will the HR department be replaced by the talent management department†. The talent management process emerged in the early 90’s it has adopted in organizations continuously as several industries have come to the realization that their employees skills and talent are what makes the business capital. It has been put into practice to unravel employee retention. It is said that the main concern today is that organizations put a lot of energy in drawing workers in their companies that they spend a smaller amount of time into preserving and expanding talent. In order to understand talent management one must first look at how it was revolutionized. stage1 – personal development, this business function was to hire, pay and make sure employees had essential benefits. Stage 2 – strategic HR involves recruiting the right candidates, educating employees, bonuses and communication of a worker’s health and happiness. At this stage businesses become conscious that strategic hr role was indeed large and very important. At this point hr became more than a business function. Stage 3 – As new problems started arising a new process and systems was required this is where talent management comes in. strategic topics that organizations face now are * How to make recruiting extra efficient  * How can leaders and managers be develop ed in supporting culture introducing value This diagram is an example of a roadmap to effective talent management. (A Successful Start with your Performance management System This roadmap to performance management can help you navigate your company’s path to adopting, implementing and succeeding with performance management. Along the way, you will bolster internal communication, inspire enthusiastic, long-term, productive employees, and greatly reduce the administrative burden of annual employee performance and salary reviews. Issues related to talent management Perfomance management Fully realised, performance management is a holistic process bringing together many of the elements that make up the successful practice of people management including, in particular, learning and development. But for this very reason, it is complex and capable of being misunderstood. In their CIPD textbook, Armstrong and Baron define performance management as ‘a process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved.’ They stress that performance management is ‘a strategy which relates to every activity of the organisation set in the context of its human resource policies, culture, style and communications systems. The nature of the strategy depends on the organisational context and can vary from organisation to organisation.’ Conclusion The facts are that employees who don’t know what they are doing get left redundant whilst employees that can adopt, work fats and bring in money get looked after by the company. Different organizations whether small large or medium will only attain the best results and aim by drawing in and holding on to the best talent. So after thorough research I have come to the conclusion that yes, talent management is going to take over the HR department

Dr. Brian Parkinson s Research And Teaching Positions At...

Dr. Brian Parkinson completed his undergraduate and postgraduate education at Manchester University. Additionally Dr. Parkinson held research and teaching positions at Liverpool, Leicester, and Sheffield Universities. Prior to coming to Oxford in 2000, he was a Senior Lecturer in Psychology at Brunel University. Furthermore, he served as Chief Editor of the British Journal of Social Psychology, Associate Editor of Cognition and Emotion, and is currently the co-editor of the Cambridge University Press book series called Studies in Emotion and Social Interaction (http://www.ox.ac.uk). Scope of Research Dr. Parkinson’s primary research focus has been on how emotions have an demonstrative impact on other people. This notion suggests that†¦show more content†¦Furthermore, an observational study of romantic partners conducted by Dr. Parkinson, found that people used certain expressions to elicit a response from their significant other. Depending on the level of emotion and romantic investment of their partner resulted in different responses (Parkinson, Simons, Niven, 2016). Dr. Parkinson’s research and methodologies intended to understand and interpret emotion from a different perspective than typical sociologists or psychologists. His strategies involve exploring day-to-day social situations, where emotion is always a permanent fixture; affecting interpersonal relationships, both in a positive and negative manner. Strategically, Parkinson designates emotion as real-life interactions between people, and their emotions expressed in terms of gesticulation, movement, dialogue, and reticent. The Emotion and Social Relation Research Group Founded in 2001, the group is comprised of postgraduate students, exchange students, and other researchers who all have at least one area of interest in common: emotion. The research group examines emotions as a process, something directly correlated to emotions, and behaviors exhibited in interpersonal and group related settings. Investigations of noteworthy questions utilize several methods, laboratory and field experiments, assessment of video-recordings of staged and real-life interactions,