Human Resource Management ( Hrm ) - 1547 Words

Human Resource Management (HRM) is the phrase designed to illustrate official techniques organized for the administration of people within an company. The duties of a human resource manager fall into three major areas: recruiting, worker benefits and advantages, and designing work. Clearly, the purpose of HRM is to increase the efficiencies of an company by enhancing the impact of its employees. This mandate is unlikely to change in any essential way, inspite of the ever-increasing speed of change in the business world. As Edward L. Gubman found in the Journal of Business Strategy, the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change. Until quite recently, an organization s human resources department was often consigned to decrease rungs of the firm hierarchy, regardless of its mandate is to reload and encourage what is often cited—legitimately—as an organization s greatest resource, it s workforce. But in the past few years authorization of the benefits of human resources management to a company s general health has continued to grow drastically. This recognition of the importance of HRM stretches to small businesses, for while they do not generally have the same volume of human resources necessities as do larger organizations, they too face personnel management issues that can have a vital impact onShow MoreRelatedHuman Resource Management ( Hrm )1508 Words   |  7 Pagesâ€Å"Human resource management (HRM) is the managing of human skills and talents to make sure they are used effectively and in alignment with an organization’s goals† (Youssef, 2012). The primary role of human reso urce management is to plan, develop, and order policies and programmers designed to make prompt use of an organization’s human resources. It is that part of management which is concerned with the people at work and with their relationship within an organization. I currently work for a HumanRead MoreHuman Resource Management ( Hrm )1552 Words   |  7 PagesHuman Resource Management (HRM) is the function within an association that has emphases on the employment of, administration of, and providing direction for the employees within an organization. The Human Resource Management department members deliver knowledge, training, tools, administrative services, and lawful and organization advice. The HRM department is organized by very talented managers who has a mission to make sure the rest of the business has the needs for successful operation. HumanRead MoreHuman Resource Management ( Hrm )1562 Words   |  7 PagesHuman resource management (HRM) is an important strategic and systematic approach that provides each company with the opportunity to create policies and practices, as well as to establish administrative forms (Pfeffer, 2007). According to Armstrong (2009) HRM is an approach that deals with ‘employment, development, and well-being of the people working in organizations’. However HRM has evolved significantly through the years due to the rapid social, economic, political and environmental changes.Read MoreHuman Resource Management ( Hrm )1142 Words   |  5 Pageshe HRM Process Human Resource Management (HRM) is a combination of elements that work interdependently on each other to carry out the daily functions within an organization. Human Resources Management operates in several roles serving as a liaison between the organization and the employee. This dual role often present challenges within HRM; therefore it is vital the HRM Department is skilled on various issues that may arise on a daily basis within an organization. In this paper, I will discussRead MoreHuman Resource Management ( Hrm )1105 Words   |  5 PagesHuman Resource Management (HRM) is the function within an association that has emphases on the employment of, administration of, and providing direction for the employees within an organization. The Human Resource Management department members deliver knowledge, training, tools, administrative services, and lawful and organization advice. The HRM department is organized by very talented managers who has a mission to make sure the rest o f the business has the needs for successful operation. HumanRead MoreHuman Resource Management : Hrm772 Words   |  4 Pagesa brief description of the models of HRM discussed in the first chapter of the textbook, and explain how each one relates to strategic human resource management. Human Resource Management (HRM) at its best seeks to manage people and resources to maximize economic and social outputs. Social output resulting from providing opportunity for advancement will ultimately make employees become true participants in the company. Bratton and Gold (2012) outline six HRM models, they are: the Forbrum, TichyRead MoreHrm And The And Human Resource Management1094 Words   |  5 PagesIntroduction The main purpose to write this essay is to analogize the differences in the field of HRM and IR. The Foundation of Industrial Relations and Human Resource Management is based on intense academic study. The essay is an endeavor to illustrate by scrutinizing their objectives and the viewpoints or the approaches of this field. The first part of the essay is an attempt to define HRM and IR and it further continues to explain the differences and similarities between the two. In the lastRead MoreHuman Resource Management ( Hrm )1405 Words   |  6 PagesHuman Resource Management (HRM) seeks to manage people and resources to maximize economic and social outputs. Bratton and Gold (2012) outline six HRM models which include: the Forbrum, Tichy and Devanna model, the Harvard model, the Guest model, the Warwick model, The Storey model, and Ulrich’s Strategic Partner model of HRM. Forbrum Tichy and Devanna model of HRM is based on the principle of selecting, appraising, developing and rewarding employees who fulfill management strategic business interestsRead MoreHuman Resource Management ( Hrm )2412 Words   |  10 Pages these human traits can bring considerable benefits to organizations† (Mullins 1999). However, when managed poorly they have the potential to limit organizational growth and threaten the viability of a business. â€Å"There are countless examples of corporate and project crises in the construction sector which have arisen as the result of people s behaviour, and it would seem that human resource management (HRM) has the potential to eliminate more construction risks than any other management approach†Read MoreHuman Resources Management ( Hrm ) Essay794 Words   |  4 Pages Human Resources Management (HRM) is people who work in an organization. The manager is a person who manages people, leads, facilitates and provide tools for the organization. Human resources management also, sets strategic processes and procedures, run difficult and complex communication as the organization attracts the best talents from the recruiting process. Human resources management is where everything begins and ends for an individual and the organization. Consequently

A Doll s House By Henrik Ibsen - 1639 Words

In the play A Doll’s House, Henrik Ibsen examines the roles of a woman during the nineteenth century in a male dominated Victorian society. The play is a well-played out journey of the main character, Nora, self-discovery and struggles against the oppression of her husband Torvald and the society he represents. Nora, who is the wife of Torvald Helmer, is the heroine of the play in the end. At the beginning of Act I, the scene is a clear picture of the lifestyle of the Helmer’s household. The Helmer’s are prominent members of the Victorian society. Nora purpose in life is to be happy for her husband and children. Torvald appears to be a loving, devoted, and generous husband. (3). Nora has taken drastic measures to save her husband’s†¦show more content†¦Torvald is constantly treating Nora like a child by calling her childlike names and not regarding her as an adult. In Act III, Nora goes from being Torvald’s â€Å"little singing-bi rd† (132) to being a â€Å"miserable creature† (133) when Torvald feels his reputation is in jeopardy and begins to berate and verbally abuse Nora by name calling. He is more worried about what people will think of him that he wants to cover up Nora’s mess at any cost. Torvald does not care about what Nora is going through, but she did it all for the appearance of her husband. Torvalds’s role as her husband is understood to the reader as the masculine role of the bread winner as both a lawyer and banker. Ibsen makes it clear that Torvald has a physical and emotional control over his wife as he treats her like a child, a plaything, and his personal doll. He constantly uses degrading pet names such as â€Å"little squirrel,† â€Å"little lark,† â€Å"little spendthrift,† and â€Å"little featherhead.† (I.4-5). As Torvald treats Nora like a child, she continues to follow her husband’s conception of her. Nora’s actions conveys the many compromises women make in order to fit into society and marriage. Ibsen has set the tone for Nora’s character as one who is a helpless damsel as she asks for money for Christmas from Trovald. He continues to show her that he is in control by telling her â€Å"still, you know, we can’t spend money recklessly.† (I.5). Acting as a spoil child, Nora replies to

Occupational Stress in Law Enforcement Intervention Strategies Free Essays

Occupational Stress in Law Enforcement Intervention Strategies Stress in law enforcement is complex. Stressors vary by individual and because of that combatting stress is law enforcement is not an easy task. Broad strokes and blanket programs are used in an effort to reach the greatest number of employees with strategies designed to prevent and reduce stress in the field of law enforcement. We will write a custom essay sample on Occupational Stress in Law Enforcement Intervention Strategies or any similar topic only for you Order Now I believe that a more individualized approach is required to have the greatest impact on officers working in this field. The occupation of a police officer is commonly referred to as one of the most stressful occupations. Causes of stress for police officers can be linked to the organizational structure and the demands of the profession to include shift work, overtime, and years of service. The rigid nature of the organization has been referred to as one of the primary sources of stress for law enforcement. In addition to the stress of the organizational structure, police encounter the threat of violent criminals and disturbing crime scenes as a part of routine daily possibilities. Potential causes of stress for correctional staff are similar to the stress that police officers endure. Stress is derived from internal and external sources to include, prison/jail organizational structure, nature of work-supervision of the inmate population, overtime, shift work, length of time on the job, privacy/safety concerns, threats of inmate violence/actual inmate violence, inmate demands/manipulations, co-workers, specific post or assignments, poor public image, and low pay. Correctional officers and police officers had the highest rates of non-fatal violent incidents at work between 1990-1995 (Finn, p. , 2001). Research regarding causes of stress for law enforcement was inconsistent when attempting to determine the highest rates of stress. Areas of concern for both correctional and police officers that experience work-related stress span from work-related effects to the effects on the employees personal life. Officers can suffer physical ailments as a result of work-related stress that include heart disease, high blood pressure, and eating disorders, etc. Studies have shown that disability of officers has been linked to stress related causes. Additional areas of concern are staff burnout, personal and family relationships that include the displacement of frustration onto family/friends and poor work performance which ultimately compromises institutional safety and creates stress for co-workers. One of the most significant causes of stress in law enforcement is critical incidents and the impact of critical incident stress in law enforcement. A critical incident can be defined as â€Å"any situation in which an officer’s expectations of personal infallibility suddenly become tempered by imperfection and crude reality† (Kureczka, 1996). Critical Incidents in law enforcement are loosely defined because the nature of the incidents can affect officers differently. Examples of critical incidents in law enforcement include line of duty death, serious injury of a co-worker, officer involved shooting, traumatic death of a child, hostage and riot situations. Critical Incident Stress can lead to Post Traumatic Stress Disorder. Four to ten percent of individuals who experience a critical incident will develop PTSD. Research shows that 87% of all emergency workers experience the effects of critical incident stress (Kureczka,1996). Stressors can be multiplied by compounding events (i. e. death of a suspect and injury to the officer). The effects of a critical incident affect the officer physically, emotionally and cognitively. Physical affects (effects) can range from headaches, muscle aches, sleep disturbance, decreased sexual activity, decreased appetite, and impotence. Emotional affects include anxiety, fear, guilt, sadness, anger, irritability, withdrawal and a sense of feeling lost. Cognitive affects include flashbacks, repeated visions of the incident, nightmares, slowed thinking, difficulty in decision making, disorientation, memory lapse, and the lack the ability to concentrate. Intervention strategies include a variety of options that have been implemented in law enforcement over the past twenty years. Some intervention programs are specific to the everyday stressors of the profession while others are more concentrated to areas involving critical incidents. The development and establishment of stress programs or Employee Assistance Programs are types of intervention programs available. Programs vary by department and in levels of perceived success. Possible program components include trained correctional staff assisting other correctional staff that have experienced a critical incident at work, implementation of a counseling team, implementation of a stress unit, critical incident debriefing, increased communication with employees, wellness programs, staff involvement in policy making and training education programs. The benefits of the implementation of programs to help employees deal with stress include, reduction of overtime costs incurred due to sick time usage, reduction in staff turnover rates, enhanced staff morale coupled with improved job performance, increased institutional and officer safety, improved relations with the union, staff feeling that management/administrators value them as individuals. The role of the administration in providing support to officers’ both pre and post critical incidents has a tremendous The administration’s role in combatting critical incident stress is mutually beneficial to the employee and the agency. The agency impact is on the organizational structure (i. e. other officers, the department, the public, and families) as a whole as well as budgetary impact that affects all areas (retention, training, etc. ). When compared to the cost of intervention, it is financially more beneficial to the organization to spend money on intervention which in turn also benefits the entire organizational structure. . Intervention strategies specific to critical incidents include counseling for employees with counselors that have a thorough understanding f the type of work of law enforcement, as well as the availability of peer support officers that are specially trained to recognize problems and make referrals. The availability of pre-incident stress education and stress management training for new recruits and seasoned employees throughout employment allows employees who experience critical incident stress to recognize the signs and seek help. Additional orientations for families also provides for information on stress in law enforcement to be communicated to prepare families for what to expect in the event that an incident occurs. References Finn, P. (2001). Addressing Correctional Officer Stress: Programs and Strategies. Criminal Justice Media, Inc. Retrieved from http://search. proquest. com/socialsciences/docview/ 214386062/fulltext/ 136F9663B05382C356E/ 3? accountid=36616 on May 28, 2012 Kureczka, A. (1996). Critical Incident Stress in Law Enforcement, FBI Law Enforcement Bulletin. Retrieved from http://search. proquest. com/socialsciences/docview/204132441/ fulltextPDF/136F9D8BC523F17E9DF/2? accountid=36616 on May 28, 2012 Feemster, S. 2010). The Forensic Examiner. Addressing the Urgent Need for Multi- Dimensional Training in Law Enforcement Retrieved from http://search. proquest. com/ SocialSciences/docview/859010103/fulltextPDF/136FB22E6C16A280637/4? accountid= 36616 on May 28, 2012 To Quit or not to Quit: Perceptions of Participation in Correctional Decision Making and the Impact of Organizational Stress Retrieved from http://search. proquest. com/social sciences/docview/214563577/136FB3A66E950711643/2 ? accountid=36616 on May 28, 2012 Jaramillo, F. , Nixon, R. Sams, D. (2004). The Effect of Law Enforcement Stress on Organizational Commitment. Retrieved from http://search. proquest. com/socialsciences/ docview /211301458/ fulltextPDF/136FB495CC464AAE192/14? accountid=36616 on May 28, 2012 McCarty, W. , Zhao, J. Garland, B. , (2007). Occupational Stress and Burnout between Male and Female Police Officers Retrieved from http://search. proquest. com/socialsciences/ docview/211277163/fulltextPDF/136FBFDCC4976A43D80/1? accountid=36616 on May How to cite Occupational Stress in Law Enforcement Intervention Strategies, Essay examples

According To the Principles of Common Law Contributory Negligence

Question: Discuss About the According To the Principles of Common Law Contributory Negligence? Answer: Introducation: In the provided scenario Keith would be referred to as the defendant and Ruth would be referred as the Plaintiff. The plaintiff in this case would file a claim for damages with respect to breach of duty of care by the defendant which arises out of negligence in the law of torts. It is on the plaintiff to prove that he had suffered from the negligent actions taken by the defendant (Osborne 2015). It has to be proved beyond doubt that the injury caused to the plaintiff has resulted from the negligent act of the defendant that is if the act did not take place than the plaintiff would not have been injured. In this case it has to be proved that a duty of care was owed by the defendant towards the plaintiff. The plaintiff then needs to prove that the negligent actions of the plaintiff made him breach the owed duty. Finally the plaintiff has to prove that the breach was the reason the injury had been suffered by the plaintiff. The remoteness of damage also has to been established by the pl aintiff and show that the remote damage was a result of the harm (Daye and Morris 2016). The law in relation to the tort of negligence is generally dealt by common law. Through the case of Donoghue v Stevenson 1932 AC 562 the concept of neighbor principle had been provided. In this case the plaintiff went to a bar with his friend and ordered a ginger beer. The bottle in which the beer was provided was opaque. The plaintiff consumed the beer and at the end found snail in it. The sight made the plaintiff mentally and physically sick. The plaintiff decided that he would take action against the injury suffered by him. The plaintiff consumed the beer manufacturer for the damages suffered by him. It was argued by the defendant in this case that there was neither any legal or contractual relationship between the plaintiff and the defendant (Jeffries 2013). The defendant had a relationship with the bar owner but not the plaintiff. In this case the court made the neighbor principles that is to love a neighbor law and was modified into one must not cause injury to his neighbor. Th e court further provided in relation who can be considered as a neighbor by stating that a person who can be directly or closely affected by the act of the person and the person could reasonably foresee that his acts could harm the other. The court thus held that the claim made by the plaintiff in this case was justified as the manufacturer could foresee that the defect in his goods could harm the consumers (Henderson, Kysas and Pearson 2017). In this case it was further provided by the court that the existence of a duty of care is not enough to held a person liable for negligence. It has to be proved that the person observed negligence towards his course of action and breached the duty of care. The sole breach in duty of care is also not a complete basis for claiming damages until and unless an actual injury is caused to the plaintiff because the duty was breach a claim for negligence does not arise. In order to determine whether a duty of care exists or not the type of injury that has been caused needs to be considered. In case the loss is in relation to damage of personal property than the Caparo test has to be applied. The caparo test had been provided by the case of Caparo Industries pIc v Dickman[1990] 2 AC 605House of Lords. According to the test the foresee ability with respect to damage in any condition is the fundamental ingredient to analyze the duty of care. Once the existence of the duty of care has been established by the application of the test, the duty has been breach or not has to be proved by the plaintiff. The objective test which was used and provided by the case of Vaughan v Menlove(1837) 3 Bing N.C. 467 has to be applied. With the objective test it is analyzed by the court that a prudent person would have committed the same mistake or would have taken extra precautions in similar circumstances. In this case the haystack of the defendant had been exposed to fire because proper ventilation was not available. He had been warned about the defect several times by the plaintiff who was damaged due to the fire. It was argued by the defendant in this case that he used his best decision making skills with respect to the ventilation. The court rejected his argument and held the claim of the plaintiff by comparing the actions of the defendant with a reasonable man (Shulman et al. 2015). Whether the injury has been caused due to the negligent action or not is determined using the but for test. In the case of Barnett v Chelsea Kensington Hospital[1969] 1 QB 428 the but for test had been provided by the court. . In this case the plaintiff went to the hospital with the complaint of vomiting and severe stomach pain. He was told by the doctor to consult his general physician and go home. The plaintiff died after five hours as he was suffering from arsenic poisoning. It was held by the court in this case that the defendant was not liable for the breach in duty of care. In this case the but for test had been applied by the court to determine the question. The court held that even if the doctor would not have been negligent the plaintiff would have died in any case. Thus according to the test if the injury would have take place even if the act was not committed than it does not account to negligence. According to the principles of common law contributory negligence can be used as a partial or complete defense against the liability in negligence. The concept of contributory negligence has been used successfully in the cases of Revill v Newbery[1996] 2 WLR 239 and Nettleship v Weston[1971] 3 WLR 370. In the case ofPitts v Hunt[1990] 3 All ER 344 it was found that the plaintiff had contributed 100% towards the harm caused to him. The concept of contributory negligence arises when although the tort of negligence exists after the satisfaction of all its essentials it has been found that the actions of the plaintiff has partially or wholly contributed towards the harm caused to him. In this case the liability of the wrongdoer is adjusted based on the percentage of contributory negligence made by the plaintiff. For instance, if the plaintiff has contributed 30% towards the harm caused to him than the defendant has to pay only 70% of the total damages allocated to the plaintiff (Cusimano and Roberts 2016). When remedies are provided by the court to the person to whom the harm has been caused certain principles of remedies are followed. In the case of British Transport Commission v Gourley[1956] AC 185 it was provided by the court that that plaintiff should not be given any compensation more than what he has suffered as a loss. The primary motive of the court is to restore the position of the plaintiff which he would have been if the negligent act would have not been committed by the wrongdoer. The court generally provides monetary compensations in relation to the tort of negligence (Epstein and Sharkey 2016). In the present case study Ruth wants to claim damages against Keth for the loss suffered by her. Keth is a carpenter who is not qualified but has still advertised about his services. As the plaintiff required some wood work she contacted the defendants. The defendant who did not have proper knowledge about the work has negligently used an old ply where he had to use a fresh wood. As a result the old ply got damaged and according to the plaintiff he got hurt due to the negligent act of the defendant. Firstly the neighbor principle has to be applied in order to determine whether a duty of care existed in the first place or not. As discussed above if the actions of a person affect another and he reasonably foresees that the action can be a cause of harm caused to another their person owes a duty of care. Thus in this case it was reasonably foreseeable for the defendant that if he does not use proper material with respect to the repairs the plaintiff may suffer an injury. As the neighbor principle has been satisfied it can be said that a duty of care is owed by the defendant with respect to the plaintiff. Now in order to analyze that the defendant breach the duty of care or not the objective test has to be applied to the facts. The action of the defendant has to be compared with that of a reasonable person in order to come to a conclusion that the actions were reasonable or not. In this a prudent carpenter would have known the risk of using old wood in the repair work and the same action has not been taken by the defendant. Thus the defendant has breach the duty of care which the plaintiff expected from him to company with. It has to be further analyzed according to the principles of Donoghue v Stevenson that the harm was a result of the negligent action taken by the defendant or not. The thread which had been replaced by the defendant had fallen due to his negligent actions as discussed above. If the thread had not fallen than the plaintiff would have not suffered the injury caused to him. Thus it can be said that the cause of harm was the negligent action of the defendant. However the plaintiff in this case was carrying materials which were obstructing her view. If the materials were not present in the hands of the plaintiff than the view would not have been obstructed and the plaintiff would have seen the fallen thread and thus the harm could have been avoided. It has to be analyzed in this case by applying the objective test that the actions of the PLAINTIFF were negligent or not. Comparing the actions to that of a prudent person it can be said that the plaintiff should have not carries materials by which her view has been obstructed. Thus the plaintiff was also negligent in her actions providing a scope for contributory negligence. As discussed above when the concept of contributory negligence comes into the question the defendant can use it as a total or partial defense. It is for the court to analyze in this case that how much compensation if at all should be given to the plaintiff because of the percentage of contribution done towards the neglige nt act by her. With respect to the claim for twelve months of earning loss by the plaintiff the principles related to remoteness has to be applied. According to the case of The Wagon Mound no 1[1961] AC 388 only damages which could be reasonably foreseen by the defendant and which are not too remote are to be compensated. In this case the plaintiff only suffered injuries which could be recovered in two mothers she herself opted not to work for twelve months so she is only entitled to damages for two months and the cost of her treatment. In this case the court would put the plaintiff in the same position which she would have been if the negligent act would not have taken place. the plaintiff is not entitled to any more compensation that what she has lost. Concluding the paper it can be said that there was negligence on the part of both the plaintiff and the defendant. With respect to the defendant all essentials of negligence have been proved against him. The plaintiff is also liable for contributory negligence in this case. Thus the damages to be awarded to the plaintiff would be adjusted according to the principles of contributory negligence References Barnett v Chelsea Kensington Hospital[1969] 1 QB 428 British Transport Commission v Gourley[1956] AC 185 Caparo Industries pIc v Dickman[1990] 2 AC 605 Cusimano, G.S. and Roberts, M.L., 2016. Contributory Negligence and Assumption of Risk.Alabama Tort Law,1. Daye, C.E. and Morris, M.W., 2016.North Carolina Law of Torts. LexisNexis. Donoghue v Stevenson 1932 AC 562 Epstein, R.A. and Sharkey, C.M., 2016.Cases and materials on torts. Wolters Kluwer Law Business. Henderson, J.A., Kysar, D.A. and Pearson, R.N., 2017.The torts process. Wolters Kluwer Law Business. Jeffries Jr, J.C., 2013. The Liability Rule for Constitutional Torts.Va. L. Rev.,99, p.207. Nettleship v Weston[1971] 3 WLR 370 Osborne, P., 2015.The law of torts. Irwin Law. Pitts v Hunt[1990] 3 All ER 344 Revill v Newbery[1996] 2 WLR 239 Shulman, H., James, F., Gray, O.S. and Gifford, D.G., 2015.Law of Torts: Cases and Materials. The Wagon Mound no 1[1961] AC 388 Vaughan v Menlove(1837) 3 Bing N.C. 467