Characteristics of HRM Approaches

Characteristics of HRM Approaches HRM is the organisational function that emphasises on the intake, management and directing the people who work for the organisation. Main issues dealt with in the HRM include, but are not limited to, intake, monetary and non-monetary benefits, motivation, training, personnel development, communication, wellness and performance management. Characteristics of HRM approach The main characteristic of the HRM approach is to discover, polish and improvise the potential and talent that people working in the organisation have in them but are unaware of that, thus improving the quality, efficiency, productivity and satisfaction. HRM also aims to resolve any problems and conflicts that employees are facing. Moreover, maintenance of discipline is also characterised by HRM. Models of HRM: Following are some renowned models of HRM: Contingency model: advocates of this model believe that there is no ONE best way of leading an organisation. A style that is effective in one situation may not be of use in another and the best style to be applied depends on the situation being faced and that in turn depends on the internal and external constraints. The best practice model: suggests to identify best practice, give HR a high profile, get commitment from top management level, implement the best practice and then make that best practice a bench mark for rewarding employees. Harvard Framework: this model provides that HR policies are affected by situational factors and stakeholder interests. It also states that managers can affect numerous factors by the policies they choose which includes the four Cs i.e. competence, congruence, commitment and cost-effectiveness. Guests Model: discusses six factors which are HRM strategy, HRM practices, HRM outcome, behavioural outcomes, performance outcomes and financial outcomes. HRM Activities: Activities of HRM include the following: Staffing Planning (pipeline development) Benefits Planning Retirement Planning Compliance Performance Enhancement Consulting Employee Relation Labour Negotiations Executive Compensation Employee Development Management Development Recruitment Interviewing Payroll Benefits Administration Retirement Administration Employee Records Relocation Administration Recruitment Information Processing, and Employee Assistance Programs. Personnel and HR management: The difference in personnel and HR management is merely philosophical. Administrative nature to a far greater extent of personnel management than HR management makes it different from HR management. Personnel management mainly includes dealing in payroll, ensuring compliance to employment laws and other administrative tasks. However, in contrast to this, HR management considers the employees one of the most important organisational resource and deals with improvising it. HR Consultancy: HR consultancy aims to abridge the gap between the HR competence of the organisation and the complex HR needs. HR consultants main function is to provide the organisation with the adequate staff it requires. It is a kind of outsourcing. Role of HR practitioner: The role of HR practitioner is to develop a skilled work force that contribute to the organisational success, resolve the issues within the human resource and the between human resource and the organisation, to reconcile and align the individual and the organisational goals, to motivate employees and keep their morale at an acceptable level. Models of HRM roles: Legges Model: Legge has divided the models into four main types including normative, descriptive functional, descriptive behavioural and critical evaluative. Tyson and Fell: defined organisational role as a collection of activities representing a mode of functioning by managers and professionals in HR organisations. HR activities: HR activities include the following: Internal communication, Recruitment, Development of work force, Resolution of issues of work force, Alignment of personal and organisational goals, Training, Integration of organisational objectives, etc. Functions and roles of HR planning: Strategic Planning The rational process, frequently advocated in strategic planning texts and apparently by many practitioners, emphasizes purposeful activity through a logical formulation of goals, examination of alternatives, and delineation of plans prior to action. It tends to have long-term orientation and focuses on measureable forces affecting the firm, as well as quantitative activities and procedures. The process of the comprehensive strategic planning is topically composed of the following steps: Development of organizational philosophy and mission statement Environmental scanning Analysis of SWOT Formulation of strategic objectives Generation of alternative strategies for achieving objectives Evaluation and selection of the strategy Strategic Planning at Corporate Level Competitive strategies at business level are very relevant to human resources and the development of human resource strategies. Porters five forces provides good basis for understanding competitive strategies at business level. Porter has argued that there are five forces that can affect the potential profitability of an industry. The five forces are: The ease with which he new competitor can enter an industry Bargaining power of the customers Bargaining power of the suppliers Rivalry among the competitors Availability of substitutes for the industrys product and services In addition to these forces we also have the strategies that allow the firm to compete in the industry by applying one or mix of the following strategies. Low-cost leadership Strategy Differentiation Strategy Niche or Focus Strategies Planning in Strategic Business Unit Human Resource management can play an important role in strategic planning at the level of the strategic business unit and, as noted, is one of the in value chain analysis. The role may examine the context of human resource input in the development of strategic alternatives. It also called the planning at the different functional units of the organization like, Marketing, Finance, RD, etc. Recruitment methods: Recruitment methods involve setting of requirements for the individual to be hired, primarily. Such an individual may be present in the organisation, in such a case internal recruitment will be done. Thereafter these requirements are advertised. Advertisement: advertisement can be done in different modes that include giving advertisements in newspapers, journals, web sites. Application can also be made to the recruitment agencies of HR firms. Selection: once the advertisement has been made, selection is the next phase. Selection can be based on interviews, written tests, presentations, role playing, group discussions, report writing, etc. Human Resource Development Definition: Human Resource Development (HRD) is a framework to help employees develop personal and organizational skills, knowledge and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development. Organisational learning and learning organisation: It is the study of ways in which the organisation learns and adapts. Whereas learning organisation means an organisation that encourages its employees to learn (be innovative and dynamic) and transforms itself to changing requirements. Learning theories: Learning cycle: the learning cycle model is based on five Es, including engagement, exploration, explanation, elaboration and evaluation. Transfer of learning: it means that the skill and knowledge obtained during the training or the learning phase is implemented when performing job. Training methods: Effective training methods include the following: On the job training, Training courses, Seminars, Workshops, Job rotation, Secondments, Demonstration, Lectures, Conference, Role play, Simulations, Case studies, Projects, and Mentoring. Performance monitoring methods: Once the selection has been done and the candidates have been taken in as employees they are assigned specific tasks after initial training / orientation. Once an employee starts off with his routine work his performance needs to be monitored in order to ensure that he is delivering what in fact is expected out of him and to reward him as well. Performance can be measured in a number of ways out of which performance appraisal is the most commonly used method. In appraising performance of an employee people who interact with him are asked to comment on the benchmark criteria, generally set in advance. After the appraisal is done the appraised is provided feedback in both monetary and non-monetary terms. Most commonly used performance appraisal methods include the following: Management by objective, Graphic rating scales, Essay evaluation method, Paired comparison analysis, 360 degree performance appraisal, Performance ranking method, Behaviourally anchored rating scales, Behavioural observation scales. Reward management: The main aim of reward management is to establish a relation between pay and performance. Moreover, reward management defines the philosophy / rationale behind the remuneration or the benefits and employee is entitled to reap from the organisation after his performance has been measured. Factors determining pay: Following factors determine the pay: Productivity of employee, Comparative wages, Bargaining power, Demand and supply of employees, Condition of product market, and Business brought in by the employee. Job satisfaction and motivation towards working hard does not solely depend on the monetary benefits (hygiene factors) an employee is entitled to, personal growth, self actualisation, work environment and freedom has main contribution towards employees motivation and job satisfaction. If it is noted that the morale of the work team is not at the desired level then strategies should be put in place to ensure that dissatisfaction is removed which may include stringent discipline and grievance procedures after fully taking the employees in confidence. Frameworks like ACAS can be followed to remove grievances between employees and employers. Staff satisfaction can be measured from the behaviour they exhibit unintentionally that includes absenteeism, poor work quality and high turnover rate. The dissatisfaction can be eliminated in a number of ways that include improving the work atmosphere, increasing monetary rewards, counselling, giving reasonable autonomy to the employee, etc. For the purpose of this assignment, I selected the Standard Chartered Bank (SCB) for the practical application of the theory. Investigation as to how HRM contributes to the achievement of organisational goals: Three main activities performed by SCBs HR department related to HRM were: Job analysis: Job analysis provides the foundation for good selection and identifying the knowledge skills abilities and other requirements that need to be performed on the job. Interviews: Interviews are the universal feature of selecting feature of selection system. Research has shown that interview can have substantial validity, particularly when they have shown more structure and are conducted appropriately, and, Redevelopment and retraining: With the increased rate of technological change and potential for skill obsolescence, retraining may become more important. As a result many companies provide retraining for manager those skills have become obsolete. A critical determinant in the success of such program is managers self-efficacy beliefs, or that they will be successful in mastering the new skills. Meeting Organisational Objectives: By careful job analysis it was observed that the people selected for the relevant posts possessed adequate level of skill and competence that is needed to fulfil the tasks of the job. Smart interviewing panel of the SCB ensured that only those people are selected for the jobs that are capable of performing the relevant tasks as required by their jobs. Systems and procedures are changing in with the development of technology and introduction of new and stringent risk management procedures. In SCB it was noticed that to equip the personnel with the latest job knowledge effective retraining procedures were in place that led to the employees continual professional development, thus generating a better level of service and performing in an up-to-date manner. Reference to HRM Models: Contingency model (that suggests there is no one way of leadership and management, a situational model) The best practice model (suggests to identify best practice, give HR a high profile, get commitment from top management level, implement the best practice and then make that best practice a bench mark for rewarding employees). Examination of HR planning and development methods: Human Resource Planning is the process of assuring that right type of people with right capabilities are available when required. HRD of SCB has to take care of all the important activities. It is engaged in the process of hiring, firing, training, development and all other related activities. HRD is also engaged in process of designing and evaluating the jobs and determining a pay structure for the jobs. During planning company analyze its goals, its current strategies, its external environment, and its strengths and weaknesses, in terms of whether or not they can be achieved with the current Banks human resources. Then Bank begins to look at what skills, knowledge and abilities are available internally and where shortage of terms of people skills or equipment may exist. This analyzes leads to the new planning phase and as a result Bank recruit people with specific skills Bank required to organizational development. Its HR department duty to create a link between the organizational goals and ensuring that the company can meet the objectives with which structure in determining skills, knowledge and abilities of jobholder. The employees at SCB are self-motivated and the reason for their kind of motivation is the working environment which has to be conductive for efficiency. The morale of workers in SCB is very high and this high morale is as a result of keen interest and careful supervision of the top management. It is all because of the healthy environment provided at all branches of the Bank and very kind and neat relationship among the employees, and very satisfactory compensation and benefit system. HR department of the company determine what jobs need to be done and how many and what types of workers will be required. At SCB several approaches are available for the development of workforce skills that are needed: Training Program SCB relates training with the productivity. Training solves the many efficiency related programs in the work place it may also involves the analytical and the thinking skills trainings that help to resolve the problems. These programs are for the middle level manager and the lower level manager. Training Methods The Bank continues to follow its strategy of hiring batches of young and energetic Management Trainees who are sent to Training and Development Center for training in all areas of banking. At the same time, short courses are continually conducted to not only enhance their skill level but also increase their performance potential. Training covers broad areas of human resource activities. Following are few very popular and common training methods: Orientation Coaching Mentoring Computer based training or instructional training Computer assisted instructions: Job Rotation: After planned intervals of time employees are transferred. To other locations according to the policy. On the Job training: Three types of employees are subjected to on the job training. Although other type of training programs are conducted for their grooming but the emphasis is gives for on the job training for them. The bank has the latest state of the training facilities and it has its own Training and development Centre. (TDC). Supervisors identify the individuals in the department whether the employee needs training in a particular field or for a particular job. Three types of employees are subjected to on the job training. Although other type of training programs are conducted for their grooming but the emphasis is gives for on the job training for them. Apprentices b) internees Off-The Job Training: The newly inducted officers are being trained to help perform their duties in full competence to avoid any error in bank transaction, and boost their efficiency. Evaluation of the planning and development methods: Proper HR planning has helped the bank to ensure that right people are on the right desks doing the work in the right manner. It has also helped the bank to identify the service gaps and hire people where shortages are evidenced. By planning the HR department has created a link between banks goals and the right people to pursue that. The development of HR has ensured that the staff is adequate and technically well equipped to serve that banks goals. Adequate training ensures that employees are up-to-date and possess necessary skill level to complete the assigned tasks. Analysis of ways in which performance of HR may be enhanced: Review of how HR performance is monitored and indicated: The only basic performance measurement tool SCB has is the performance appraisal system and they are continually making improvements in it to eliminate the bias. Performance appraisal is directly related to the performance description and the work standards. The process of reviewing the individual performance. First of all, bank sets some standards for different level of employees and direct to their employees to do work according to these standards and evaluating their performance. In SCB Performance appraisals are usually prepared every six months. Every employee is to be received and on the basis of this performance compensation and benefits are determined. SCB offers very competitive salaries and benefits to both fresh recruits and experienced bankers. Once part of the SCB family you can expect both monetary and non monetary rewards based on performance, some of our benefits are: Compensating and rewarding employees is very important to motivate the employees and to attain the consistent performance. Reward system provides the ability to reinforce desired behaviours and serve the traditional functions of attracting and maintain a qualified workforce. SCB compensation system is the combination of different practices which are discussed below; Traditional compensation system Traditional compensation system used by SCB is the combination of the factor comparison system and point system which uses the job evaluation manual to assign points to each job. SCB has the traditional compensation system as the basic salary which is fixed for every employee beside other compensations. Skill-based remuneration This is basically for the middle level management for learning and implementing new things which can be offered by the bank or chooses by the individual themselves. Employees know that it increases. The chances of the promotion and the increase in the compensation will increase as well as bank SCB have bonus for learning new skills and doing new management courses. Due to the rapid change in the todays business environment organization need to make-up the employee for the potential jobs and assignments to be competitive in the market. Broadbanding This approach contains some of the factors of the traditional pay based system but like skills based pay it is directed towards obtaining greater flexibility. With broad banding SCB increases the pay of the employee but dont promote them this is usually done for the more experienced employees to with low education they often are not promoted but they pay is increased. Team Based Pay Compensation system is needed to reward team members for behaviors that facilitate strategy implementation. SCB usually forms teams for some projects only. Compensation given to those teams is based on the compensation of the achievement of the objectives of the team. The compensation includes bonuses, stocks, holidays and promotions. In the project management teams employees are also cross trained. Executive Compensation Executive compensation system like other employees have the basic salary but that includes no of benefits besides that, which includes the wide range of conveyance allowance. But same like in many other organizations this is not well-defined in SCB. Ways to improve: The appraisals should be 360 degrees in order to ensure that what all different stake-holders feel about a particular employee. Appraisals should be carried every quarter so that improvements may be made on a timelier basis. The operations staff should not be appraised on the basis of how much business it has generated. Appraisals should also take into account the level of innovation an employee has brought in.

Personal Narrative - My First True Love :: Personal Narratives

My First True Love Teens deal with conflict on a day-to-day basis. This holds true especially for Jared. You could say Jared was your average everyday teenager. He plays the guitar in his free time and has a great number of friends. But as for girlfriends, that’s a different story. It’s not like he isn’t an attractive guy. He has shoulder-length brown hair, dark brown eyes and a smile that was incomparable. His guitar playing skills and singing ability would make a girl go through the roof. And for one special girl, they do. Jared has attended a summer camp for the past four years. During these four years at camp there are at least ten girls who fall for him. Any other guy would see this as great, but not Jared. For three out of the four years he was at camp Jared had Brittany waiting on him at home. Brittany and Jared adored each other. But this summer would be different. Jared attends camp not looking for anyone but ends up meeting Jessi. Jessi lives in Ohio County and this is her second year at the camp. Nothing really happens between them. They just become friends and promise to keep in touch until the next summer. The phone calls are endless with e-mails and online chats even longer. They are really starting to bond. By mid-September Jared’s mom, Kendra decides it’s time for everyone from the camp to meet up again before Halloween. She plans an all weekend sleepover at their house. Friends from all over the state will come and party the whole weekend through. The weekend before the big party, Lorraine, Jared’s best friend from camp comes in and helps his mom get the house ready. During that weekend, Brittany breaks Jared’s heart. She says she still loves him but isn’t in love with him. Jared is devastated. How could this be happening to him? Talking to Jessi on the phone helps because she was going through the same thing. Although Jessi won’t be able to make it to the party the following weekend, she calls often during that time to be there for Jared.

Diversity Training Essay

Research diversity training programs and their effectiveness. Discuss the purpose of diversity training and review the types of programs that are most effective in meeting goals for improving diversity within organizations. Diversity training is recommended to provide employees with the knowledge and skills to effectively communicate and relate to shareholders of different ethnicity, gender, mannerisms, sexual orientation, religion, and age. Diversity training has a positive impact on the company because it helps employees to respond more sensitively to differences in the workplace. Employees will become more aware of their actions, and mannerisms with others in the workplace. Also, it may be necessary to train managers in diversity in order to comply with the equal opportunity/affirmative action laws. Managers that are trained can effectively address diversity issues in the workplace (Reasons for Diversity, n.d.). Diversity training is effective if employees can recognize the advantages of becoming a culturally diverse workplace. Advantages can include; attracting and retaining valuable employees, increased innovation and creativity, and improved team performance. Organizations that encompass diversity can provide a better service or product if employees can understand their customer’s culture and background. The most effective approach for improving workplace diversity is to create a program to promote diversity hiring. A position or task force should be created who’s primarily responsibility is to oversee diversity hiring and training. Typically, diversity training is effectively taught through group exercises, role play, lectures, and video presentations. In conjunction with diversity training programs, the organization should promote employee involvement through diversity committees, diversity staff positions, and affirmative action plans (Rolander, n.d.). When employees are more involved, they become more aware of their actions and the actions of others to help promote diversity. References: Reasons for diversity training. (n.d.). Retrieved April 7, 2010, from Ehow website: http://www.ehow.com/facts_4912414_reasons-diversity-training.html Rolander, G.-C. (n.d.). Creating effective diversity policies . In Divesity central. Retrieved April 7, 2010, from http://www.diversitycentral.com/ diversity_practitioners/research_07_04.html What are the ways an organization can identify managers with dysfunctional behaviors? Once these managers are identified, describe the various actions that could be undertaken to help them change these behaviors. The symptoms and warning signs of a dysfunctional manager include; arrogance in leadership, lack of leadership performance feedback (from employees), favoritism, over-management that inhibits communication between staff members, lack of collaboration, lack of teamwork, low productivity, decline in employee morale, backstabbing, and high rate of employee absenteeism and turnover (Jones, n.d.). Consequently, with bad workplace politics and performance, employees will often distance themselves and can become uncooperative if they feel discriminated against and unappreciated. In some cases, employees will resort to sabotaging the company name, and the organization will risk losing their high performers. Furthermore, employees will lose their motivation and productivity (Jones, n.d.). Once the managers are identified, performance-oriented goals should be set to cure the bad behavior (Jones, n.d.). Fist, the organization must identify the performance issues and get feedback from employees. Employee feedback can be evaluated through an employee feedback survey. The manager must be willing to participate in the change program and recognize their bad behavior. Team-building workshops can be used to educate and train management on effective communication and conflict resolution (Jones, n.d.). If differences are still apparent after arbitration, replacement of the uncooperative management is necessary. References: Jones, M. (n.d.). Dysfunctional Leadership & Dysfunctional Organization . In The Politics of failure: watch out for the warning signs of bad leadership. Retrieved April 7, 2010, from http://www.iim-edu.org/ dysfunctionalleadershipdysfunctionalorganizations/index.htm

Immigration in California

Immigration in California Free Online Research Papers Immigration was a big issue for many Americans about 1- ½ years ago. When I lived in California it was on of the main problems for the state. Honestly I am more for Immigration then against it, but for a little while I was against it. I remember how I felt when I thought that I was a minority in the country that I am a citizen in. I was tired of applying for a job and being told that even though I had the education, and experience, I was not qualified because I didn’t speak Spanish. Or when I was trying to enroll into a program at the local college I didn’t qualify because I was not a minority. It was so frustrating to know that I basically my address said California but it seemed like Mexico. I completely understand why many Americans wanted the borders to be closely watched and why the Governor wanted to send our Troops to guard the borders. The best thing about this is that it opened up a lot of jobs for Americans that paid very well. After I was being selfish for a couple of month I started thinking: â€Å"Who are we to tell people that they couldn’t live here because they are taking up everything?† which was one of the main complaints. All they want is to provide their family with opportunities that they didn’t have and are not able to provide them with in their country. Isn’t that what most Americans stride to do for their families? I feel that it the system to become a citizen wasn’t so expensive and such a long process then they would be legally. I don’t understand why we pride ourselves to be the greatest country in the world and why we brag about it if we don’t want them to be here. When you think of opportunity you think of America, but yet the â€Å"Land of Opportunities† make it hard for others outside this country to experience that opportunities. Over the years we have witness other countries trying to be just like us. America is a role model for these other countries, and what example have we been setting? Some people in this great country is all about telling everyone how great it is to live here and how †free† it is , but then we charge some one from a poor country their whole life savings in order to live here and then it’s not even guaranteed that you will be able to stay here How fair and free is that? Many countries run their government as we do and treat their citizens somewhat like we do. Just like the old motto: â€Å"If you can’t beat them, join them!† Why is it so hard for us to let them join us? Other countries basically welcomes us with open arms, we welcome them with armed guards and an American Boot! This is False Advertisement!!! Research Papers on Immigration in CaliforniaThe Effects of Illegal ImmigrationNever Been Kicked Out of a Place This NiceBook Review on The Autobiography of Malcolm X19 Century Society: A Deeply Divided EraQuebec and CanadaAssess the importance of Nationalism 1815-1850 EuropePersonal Experience with Teen PregnancyDefinition of Export QuotasCapital PunishmentWhere Wild and West Meet

hungarian immigrants to canada essays

hungarian immigrants to canada essays To what extent does the novel or memoir you have chosen provide useful insights into the topic mentioned? John Marlyn's 'Under the Ribs of Death' is concerned with the life of Sandor Hunyadi, a young Hungarian living in Canada. The novel follows his life as a young boy, and then as a young man in the years before the Great Depression. Sandor's efforts to find his place within Canadian society are a dominant theme of the novel, as is the problem of poverty. Perhaps the all-encompassing term which would define Sandor's life is struggle. Sandor's home life can be seen in terms of a constant struggle against poverty. Like many other Hungarian immigrants, Sandor's father is a janitor, a low-paid, menial job. Hungarians brought with them few skills fit for the Canadian job market, and were often employed in jobs with low wages, and were highly exploited by the Canadian employers. Sandor himself was shocked and upset when he heard his father being talked down to by his employer, but this type of treatment was common for Hungarian immigrants to Canada, who were subjected to prejudice and hate. Although being shocked by his father's treatment, Sandor is very aware of the prejudice against immigrants. He shows this from an early age when he tells his parents that "the only people who count are the English ... 'cause when you're English it's the same as bein' Canadian", and because of this prejudice he is determined to demonstrate that he is as Canadian as everyone else. His pride of sharing his birthday with Victoria Da y is clear evidence that he is proud to be Canadian, as is his absolute fervour over obtaining a flag. The most obvious symbol of Sandor's desire to assimilate is his decision to change his name. Sandor's name has always caused him problems with the Canadians, and from his encounter with Mrs Crawford when he became Alex Humphrey, to his later decision to become Alex Hunter, he has always felt that his foreign name was a h...

Continuing with the plan development, this part will focus on the Essay

Continuing with the plan development, this part will focus on the marketing, operations and insurance components. It needs to pr - Essay Example These components are essential since they can determine the success of the restaurant in its operations. Additionally, the plan will outline how I will provide insurance for all employees, and insurance for my restaurant. II. Marketing Plan: In general, I have four methods that will be used to carry out marketing activities for my new restaurant and these include the following: the traditional way by words of mouth, online media, banner & brochures, and redemption door prize& discount. I believe that these methods would increase the popularity of my Hawaiian restaurant and this strategy can also contribute towards attracting a lot of customers. II.1.Words of Mouth One of the crucial aspects in business is the use of traditional method of marketing where the word of mouth will be utilized. The members of society often respond in different ways to a market offering where they may be surprised, disgusted or complain due service failure. Therefore, words of mouth are essential since they can be used as the initial strategy to respond to the concerns of the members of society and the targeted consumers. With this opportunity at hand, I anticipate that my restaurant will be one of the hottest spots in Washington D.C. since it will be the only Hawaiian restaurant. ... I am pretty sure that this word of mouth marketing strategy will help me to attract a lot of loyal customers because of family relationships and ties with the employees. This strategy will positively contribute to the success of the restaurant in its operations since it will mainly involve direct interaction with the potential customers. II.2.Online Media During the current period, it can be seen that the media particularly social media have been transformed into an effective platform for people to discuss various current issues, and events. I will hire people with good public relations, and communication skills to organize and manage my social media campaigns for my Hawaiian restaurant. First of all, I am going to concentrate on Yelp, and Trip Advisor because people often refer to these websites when they are looking for a restaurant in their area. I should try to create and maintain trust among the customers that will visit my restaurant. I will also make sure that we give feedback to the customers through Yelp, and Trip Advisor. In addition, my public relations division should update the restaurant website, Facebook pages, Instagram, and Twitter with current events, new menu, and any changes with our office hours every week. This will attract people to visit my restaurant to see upcoming events such or musicians who will entertain my Hawaiian restaurant customers. II.3. Banner & Brochures This is one of the marketing strategies that I will use for my restaurant. I will create attractive banners and place them on the streets, and I will also hire students from college and high school to spread the brochures at the Metro station, and public grocery stores. There would also be a frequent brochure that will highlight my restaurant’s future

Does globalization threaten cultural diversity Essay

Does globalization threaten cultural diversity - Essay Example By the help of all the advancement and progress in the technology now anyone can travel a thousand miles in matter of hours and days. However Globalization is a very controversial topic, many economist don’t support the idea of globalization as it has many diverse affects on the economy. As many economist believe that Advances in communication and transportation technology, combined with free-market ideology, have given goods, services, and capital unprecedented mobility. And this can affect the local market of the country. It is also argued that globalization threatens cultural diversity by its promotion of an internationalized or corporate culture. Many cultures seem to be overly influenced by the most dominant cultures like American and Britain. The loss of cultural identities leads to the diminishing of such concepts as cultural diversity and multicultural environment. ... diversity by diminishing distinct cultural identities American Cultural Imperialism is the concept that strongly goes against the promotion of cultural diversity through globalization. The dominance of America on world economy and business market leads them to a place where their power of negotiation and economic stability influences the people as well as their beliefs and cultural priorities. The diverse population living in America, for instance, is under the influence of American culture, the freedom it brings, the dresses it allows and the social status it offers. Hence, smaller or less famous cultures are slowly and steadily transforming into an Americanized culture and the concept of cultural diversity diminishes. The swiftly increasing development pace of the globalization concept leads to several uncontrollable outcomes for the diverse cultural identities (Puledda 2000). The technological advancements, mass media and easy transportation give rise to a world where distances ca nnot place a boundary for people from reaching the foreign cultures, business markets and traditions. The people working abroad are even given chances to learn the language that is native to the country they moved to. Although it is a good move, it rejects the cultural diversity concept and rather snatches and transforms the distinct cultural identities of people. Globalization is bringing people together but it is also responsible for diminishing the uniqueness of other cultures. The marketing campaigns and rules of the companies trading in more than one country may not fulfill the cultural rules effectively due to unawareness or difficulty in managing different policies for each country. The unitary code of conduct for employees working under the name of a single brand may not be