Strategic Human Resource Management In Retail Organisations

Strategic Human Resource Management In Retail Organisations Their relationship with suppliers and customers are based on their moral and ethical principles, justice and esteem. (JLP) John Lewis creates a culture than customers are looking for. John Lewis is the first company to have its staff as partners in the company. John Lewis was first opened in 1864 in Oxford circus. And by 2009 John Lewis Partnership was created which was in great favour for both employers and employees. . As mention John Lewis is such a company that creates a culture that customer are looking for. Since John Lewis has its staff as its partners, its a better way for them to deal with the day to day activities and having a better approach towards its customers. The partners themselves deal with the customers, so they having a better idea and feedback about the company from customers itself. John Lewis is a customer centric company and it has always maintained its staff quality and always makes it better. Their staffs are being rewarded by being shareholders of the compa ny and in return they work hard for the company. John Lewis staffs are lifers. John Lewis allows its staff to develop ideas, since their reputation is enhanced by the quality of their staff. Explain the importance of strategic human resource management in retail organisations Strategic human resource management is an informative process which is always developing and being studied and talked about by academics and commentators. As mentioned by Wright McMahan, SHRM refers to the pattern of planned human resource activities intended to enable an organization to achieve its goals. Human resource strategy is the result of a set of decisions a company makes about the humans with whom it does business. Human Resource Management is also a vital and absolute approach in controlling people and the workplace proficiency and environment. I have an operations dimension to my own role. Nobody working in HR can just voyage you have to make an effort to win confidence. If you can unlock the operations imperative, and do HR actively, you can create a story and then use it for conversations. (Killen, 2012) A strategic path in Human Resource Management is essential especially in expanding companies. Just like in John Lewis focus more on providing good training to its staffs. It also empowers its staffs to make and take decisions. All feedbacks are positively sorted and management will try to help, support and facilitate those ideas. John Lewis always go to an extra miles for its customers and thus is by giving good training to their staffs. Its staffs are well aware and intelligent. They also have a good knowledge of product. It not only has great customer service in stores but in its online business as well. Human Resource management means not only developing the employees, but the entire organization itself. Human Resources include a broad range in management. A growing company depends on its existing success which can sustain and start developing its business with professional staff members. As demands increases, more labour force is needed to abide with them. The current labour force should be monitor but not only if they can adhere with the demand, but it has to make sure to maintain its quality and reputation. Bulk production should not make any difference to quality customer satisfaction and sale. The human resource actions are linked to the success of the organizations overall aims. For a company that is well known in the industry and is focussing on growth such as John Lewis, their status and authenticity must be maintained. The superior of the organisation can now emphasise on the goods itself and growth, and allow the human resource department hold the development of the company. Looking closely after the organisation aims, mission and vision, the growth of achievement standards is basic to detect any issues, employees who are not active and agreement to job. Minor labour and performance issues should be deal with as soon as possible so as to avoid any further annoyance and potential issues to the customer and thus becoming a liability to the organisation. John Lewis has a psychological contract with its staffs. The psychological contract takes it a bit further compared to the written contract and this is why John Lewis is moving forward. Tracey Killen has been through the whole of it. The psychological contract is a powerful determination of behaviour in the organisation. John Lewis has made 75 years of profitable growth and this is all due to its dedicated staffs. The company expects to have honesty, integrity, proposition of new ideas and exceptional quality of customer service from its staff and in return they are treated as partners in the company. Assess the purpose of strategic human resource management activities in John Lewis Partnership Human resource management comes up with motivation, employee retention, recruitment and engagement, and employee deployment. The success and expansion of JPL can accredit to its norms. The size of the organisation matters as communication issues is raised. And along with it, the trust and company aims are not understood and shared everyone. And in its expansion, the culture plays a very important role which has to be adjusted and maintained accordingly to changes. Human resource can work with both employees and management. With more demands and increase in employees, communication maybe a problem for both sides. However, Human resource management can control this and act like a bridge and plan what management wants from employees and vice-versa. Management should have the appropriate skills for organizing, leading, planning and establishing standards. Since they will be responsible in developing the organisation instead of the technical aspects and organising, a higher knowledge of this responsibility is basic, and its also a concern once competition starts. Due to a number of reasons companies fail and mismanagement may be one. Operations can be out of hands if personal plans and politics are placed, and in expanding companies, this should be observed and stopped. Developing is not only important for management but for employees as well. In order to stay in the organisation, employees should be given a number of reasons and do their work properly. Their regular expansion, the right benefits and compensation, and life term contract are just some of the benefits that motivate employees to bring about better outcome thus better outcome for the customers and eventually, the organisation. Recruitment and selection Learning and talent development Human resource planning Provision of equal opportunities Managing diversity Motivating workers to achieve improved performance Employee counselling Talent management Payment and reward of employees Health and safety Redundancy Encouraging involvement and engagement Change management Managing cross-cultural issues or international Human Resource Management All will be concerned in some way to ensure that Human Resource management activities add interest by helping the organisation achieve its strategic objectives. They will focus on ensuring that the overall HR policies and procedures support the strategic objectives and that there is consistency in approach and implementation across the organisation. Thus JLP has a high degree of expectation from its partners. It tries to reward them beyond the hierarchy level. JLP also has a staff committee as well. Partners are expected to serve customers at a professional level. Evaluate the contribution of strategic human resource management to the achievement of the John Lewis Partnerships objectives Organisations are implementing strategic human resource as a developing factor, not to take over an outdated department. Even though there is still confirmation within the UK that once these involvements are implemented, they just reinstate the work of the personnel division. Human resource associated to the board of a company. JPL during the past decade have introduced strategic human resource with a higher level of trained workers. The role of human resource within the company has rise in significance. Their routine of training will be reviewed in the current theory of human resource. This shows that their training is the best and is worth it, thus giving a hope for further expansion. JPL is moving forward with its 81000 staffs also known as their partners owning 37 shops all across the UK. John Lewis also provides a 24hour online shop. John Lewis operates in a competitive market and consumer has a variety of products from electrical to technological to clothing to baby to home and much more. Moreover they have expanded their services from goods, now they offering insurance, broadband and finance as well. Their commitment to customers has proven into a rise in their customer level. A positive relationship has been diagnosed between the company culture, human resource management practice, and organisation performance and employee attitudes. Change and conflicts as well is another aspect where someone has to be very careful. Organisation so spend a lot of money by promoting team work and so negotiating with managers so as conflicts do not occur. Its good that the Human Resource management stay focus on its goals and focus on what he is suppose to achieve for the company. He should also have a vision of what he is planning for the future and what he thinks should happen in order to make the company successful. John Lewis does aim at all these and thats why it has been successful over the past decades and is still succeeding. John Lewis is good at developing its own staff by helping them performing better day by day by coaching them regularly and giving them training as well. They also create jobs that satisfy their employee. Team working is one of the best things. This allows staff to interact and have mutual responsibility. Thus JLP is maintaining its reputation in the market without ignoring any of its competitors such as MS, Tesco Direct, IKEA and much more. Task 2 2.1/2.4 2.1 Analyse the business factors that underpin human resource planning in Spex4U and critically evaluate how a human resource plan can contribute to meeting the organisations objectives Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resources management and the overall strategic plan of an organization. A plan is going to be a structure of what people will be doing in Sam Brown Company. Business growth Business decline Business change Labour cost control Changing nature of work Impact of technology Employee development The human resource planning will also be based on manpower with not only quantitative but also qualitative. Its not all about the number of person needed but also depends on the skills, nature and type of person. Business is affected by many things whether its an event or a situation, either in an affirmative or in an adverse way. These mention situations are called either environmental factors or driving forces or internal and external resourcing. Driving forces are divided into two: Internal driving forces and external driving forces. Any mishap situations happening inside the business are called internal driving forces and remains under the control of the organisation. Examples can be technological capacity, organizational culture and managing system financial or managing employee morale. Anything happening outside of the company is known as external driving forces and its not in the control of the company. Examples can be the industry itself, the economy, demographics, competition, political interference, and so on. As far as it concerns Sams company a rapid expansion will be a bit risky for her due to competitor such as Boots optician, Spec savers, vision express and many more small businesses. She can increase the number of retail outlet and recruit new staff so as they to carry on the work being done by old staff. Motivation of old staff can be done by giving them opportunity to move to better position. Sam will have to look for new staff by advertising for experienced staff or else she will have give additional time for training purposes and spend even more instead of starting with the new expanding business. Since Sam is planning to start an online business that is moving from traditional to modern method, she will have to be very careful as it all depends how the transfer will be done. It needs to be done equally as it is being done in the shop with the same level of quality as being delivered in the shop. She will need to recruits people with IT skills and set up something that will make purchase look similar to the shop. As to what she has to bear in mind is her competitors, retail and E-retail at the same time .Sam will be needing additional staff such as finance, marketing and e-marketing, human resource, IT, stores managers, duty managers, opticians, cleaners, security, distributions, and more. And after recruitments she will have to focus onto training as there should not be any mistake from any of the staff. Sam brown also wants to establish a call centre which will be very expensive unless she does it outside the country which will cost her much more cheaper than in the UK, for example India or Mauritius. Nowadays customers are not as loyal as they used to be in early days and this is all due to technology. Since internet is available everywhere, people just tend to look for value rather than paying more for something they can get at a cheaper price somewhere else. Attaining the competition edge and being successful at the same time, a business must be aware of every changes occurring, and any change that might come in the future and this process is known as forecasting. 2.4 The HR Plan is a working document that allows us to show what we are doing and what we have achieved. The plan includes an overview of the achievements of the HR Department and a review of the previous Strategy and Human resource target. Human resource contributes the success of the company but some changes in the organisation effect in the human resource plan. So positive aspect of the human resource always not the same in some cases it may be criticize. Human resource plan is the key shape of the organisation which guides the company how to do operate the human resource department. Human resource plan is the key to an effective to decision making process. With the help of the efficient human resource the decision by the company can be effective. If human resource plan is effectively implemented it will positively contribute to the achievement of the organisations objectives. Some of the points which are contributing the company are as follow: Shape of the organisation The shape of the organization rely matter in the achievement of organization objectives. So HRM need to plan about it.HRM can help the organization in order to omit all the unnecessary employment from the organization. Thus it is also help in order to find the excess in human resource in the company. According to the requirements of the company if the structure does not match then the human resource plan will not help effectively. Communication Communication plays vital role in the organization it is considered most crucial part in the organization. In any organization human resource management is a communicator for the organizations employees. In the perspective of communication human resource need to be effective. Communication is a barrier and helps to maintain the demand and supply level in the organization and keep them in the right track. Training and development The skills of the employees are sharpened by training and development. It enables the employees to keep them up to date with the latest requirements. Training is necessary in order to facilitator with the new technology, because technology is a source to save the time and maximize the benefits. Transfer of knowledge. This modern era is the era of globalization and every organization is connected globally and can be. And in this way they can recruit human resource globally. But the time and experiences are different according to the time and new trends requirements. Human resource deals with effective way in order to lead the employees because they know how to deal with the situation the implementation of plan human resource would be effective. Human resource would be effective depending on the implementation of the plan. In the organisation how they make the plan and what process they set to implementation is the major. 2.2/2.3 2.2 Assess the human resource requirements for Spex4u and develop the associated human resource plan As Spex4u is expanding its business, the most important department will be the human resource one. The human resource department will help Sam brown choosing the best staff and will be helping Sam with the business plans as well which is a very important for a new business. Human resource main task will be selecting, recruiting, training and developing new staff. This means selecting the right person, giving proper and professional level of training to the newly appointed and developing them into someone worth working for the company and attaining his level best for the organisation thus rewarding them for their good work and motivating them from time to time. Human resource also deals with the following: Workforce planning This is the main department for the Human resource management. This involves forecasting way in advance the company requirements as well as the employees and what should be done for the future. This will allows the company to anticipate future changes in required employment, in training and recruitment of man power to achieve what expected. Recruitment and selection This is about selecting and appointing the best candidate for the vacant job. It will include an interview where more details about the person including what type of person he is, his capacity and his skills. Working conditions This all includes in what condition are the employees working, which means the temperature in and out, toilet facilities, amount of light, working hours, gender discrimination and equality and so on. Working condition is very important as if they are not good employees wont be motivated to work thus causing trouble for the company. Induction training career development Induction training is for the new comers in the company. This concern the history of the organisation, meeting with new colleagues, having a look at the company premises thus including fire exit and covering health and safety topics without forgetting learning how to use machinery. Induction helps new worker to settle down and be a bit more motivating and effective. Performance Appraisal Performance appraisal is about having a closer look on someone and deciding whether hes performing good or not. Performance appraisal may be use for future promotion as well. Consultation Consultation is about talking to people who will be affected by decision before its being taken. After discussion, every view will be seriously study by a responsible before the decision is made. Promotion and transfers Promotion is a reward that one gets after achieving his level best in the company. He is promoted to a higher level. Transfer is done when someone is being sent from one department to another. Termination of employment Human resource management have the right to decide when its right to terminate someone job. This may be cause of misbehaviour, misconduct, frequent absenteeism, laziness, unauthorised breaks, lack of skills, sleeping and many more. Pay, rewards fringe benefits Any reward received will be deal by the HRM. This may include pension scheme, company house or company car. Wage bargaining If an employee feels he needs an increment then he will go directly to the human resource management. He will bargain and give reason why he needs a better wage rather than the old one. Health and safety issues This is the employer duty to make sure that the health and safety equipment are up to date. Safety equipments and safety clothing has to be provided by the company itself for free. Legally employers must provide a safe work place for his employees. And in case of having five or more then a written safety display must be provided. Employment legislation This is the rules and regulation that the company applies and which its employees have to follow. The HRM is responsible for this as well and has to make sure that the rules and regulations are being followed in a proper way. 2.3 Human resource planning refers to the typical Human Resource authoritative key, and the assessment and description of the requirements for human resource for meeting the company aim. It will also need an assessment on the quality of resources needed. Human resource planning has to be a fundamental key of almost each corporations strategic business planning. Sam brown is planning to expand his business and start up an E-retail shop as well. To make sure that they maintain their competitiveness in the market, companies must have original strategies that will keep on motivating and enhancing its employees and also recruit fresh talent. The very first thing to do is to identify and evaluate needs. This means to find out what the needs for the new companies and how to achieve them. As for Sam brown his needs will be the recruitment of new staff and an online domain for his website and also he has to focus on the location for his new shop as there will be many of his competitors in the market. The company mission, strategic vision and core values are important as well. Then is the recruitment process where human resource will have to recruit one of the best staff for both the retail and E-retail shop. Recruitment involves attracting the right standard of applicants to apply for vacancies. Sam brown can first of all have a look at the current employees and allow promotion to those who deserves it and after that he can advertise for the new staff. Since he will be needing number of new staff both for the retail and e-retail, Sam brown can advertise on different websites, in exhibitions and universities so as he can find the suitable person for the vacant job. Selection involves choosing the most suitable people from those that apply for a vacancy, whilst keeping to employment laws and regulations. Screening candidates is a very important part of the selection process. This ensures that those selected for interview have the best fit with the job requirements. In the first stages of screening, Human resource should carefully study each applicants curriculum vitae (CV). Then make a short list and interview the selected candidates. After selection, successful candidates will be trained professionally and can have an induction as well so as to have a better knowledge about the company background. Human resource can perform an environmental scanning to know about the demographic trends, political issues, competitive trends, economics factors, technological changes and any social concerns which can affect the company. Human resource should forecast the demand and supply for labour and goods as well. He should be able to forecast what the company is expecting and what will be its future requirements. A junior HR may be appointed so as he could just deal with recruitment, interview and training so as the senior management is able to control elsewhere. Motivation of current employees is very important. Some of its current employees will not be willing to move from one place to another and this may be because of distance or other factors. Then its the HR to decide about it. Change of contract may be possible so as employees may change from one place to another. Human resource should perform a trend analysis so as to know what their competitor is after. Another important aspect is quality. Human resource should have a closer look at quality and a SWOT analysis as well. Finally by using a balance scorecard to convert strategic aims into operational objectives. Hence Spex4U will be able to move forward and start its e-retail as well. Part 3 3.1/3.2 Explain the purpose of human resource management policies in organisations showing why they are needed at Spex4u with an analysis of the impact of regulatory requirements. HR policies are written authority instruction about issues raised in an organisation should be handled, covering the responsibilities, rights and fundamental rules that both employee and management has to follow. Policies are all about rules and regulations and disciplines that one has got to follow. Policies give managers a control over employees whether they like it or not. HR policies are important so as to know: The description of the company What is actually expected from the company What are the benefits of policies and procedures What is tolerable and intolerable behaviour? The effect of misbehaving Spex4u is a small medium enterprise and in this kind of company its the Human resource who is involved in making the company policies. HR policies help in decision making process as everything is clearly mention in the policies thus making it easier to cover any issues. The introduction of policies can help a company demonstration, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance. For example, in order to dismiss an employee in accordance with employment law requirements, amongst other considerations, it will normally be necessary to meet provisions within employment contracts and collective bargaining agreements. The establishment of an HR Policy which sets out obligations, standards of behaviour and document disciplinary procedures, is now the standard approach to meeting these obligations. There has been an increase in training within the organisation; all employees now receive more training than before. This is a result of the HR department taking a strategic role. HR is not an administrative department; they are proactive and are on the strategic level of the organisation. This increase in training priority has been supported by a rise in Human Resource Management. This practice emphasises that increased growth can only be maintained in the long run; by equipping the work force with the skills they need to complete their tasks (Mullins, L. 2005). The learning process has been challenged to create a culture that allows continual learning throughout the organisation. As knowledge is what matters, organisations and individuals alike must become continuous learners (Hawkins, P 1994). The organisation runs an academy that recognises skills in the individual. The training is identified from core, operational and leadership skills. All employees can access the core skills. These development programmes are tailored to the individuals skill level. The delivery method for the training is varied, allowing for the individuals learning preference. With the policy, there will be the contract of employment where the responsibility of the employee is mention along with the responsibility of the employer as well. Some of the details mention may be the job description, justification, maternity or paternity leave, annual leave, terminations, rewards and so on. Also included under the country law is the time regulation, gender discrimination, disability, age regulation, grievances, discipline, health and safety, redundancy, employment conditions, unfair dismissal, and many more. Policies are here to ensure that a consistence approach is there. And the one which is included in every policy is the human rights act which is very powerful and can tell the British government what to do. Human resource policy should be transparent, fair and consistent. 3.2 Regulatory requirements are those requirements which are concerned about the employment law, regulation requirements, discrimination of law, data protection law and also human rights are related to these requirements. There is a question how an organisation can access to their rules and other activities which are affected to other stakeholders. As Sam brown wants to expand his business, there are many things he will have to go through with the help of his HR. The impact on Spex4u will mostly based on: Minimal wage The company will Benefits Part time post if its seasonal Work life balance Allowances Hours of working Health insurance Part 3 Task 4 4.1/4.2 Analyse the impact of the organisational structure and culture on the management of human resources in the selected organisation An organisation structure consists of action like task allocation supervision and co ordination ,which are leaded the betterment of organizational aims .It might be concerned as the viewing perspective through which individual can see their organisation and its environment ,an organisation can be structured or formed in many different ways, depending on their objectives. The structure of an organisation will be determined the modes in which ways it operates and performs. An organizational structure determines the desired allocation of responsibilities for several functions and process of different equities such as branch, workgroup and branch workgroup. Organization structure effects organizational action in two ways. Firstly it allocates or provides the best foundation on which standard operating procedures and rest of routines. Secondly it concerned in which of the individual involve to participate in the process of decision making. Hence it also helps in order to understand what kind of their views can help in the organizations action. There are several ways through which organization are structured, Functionally as it is explained above, regional area a geographical structure e,g within a marketing manager products like crisps and drinks 4.2 All organizations will have a culture which will have an impact on the way employees behave within the organization.. Employees are seen as a key resource. Our core definition of HRM from Storey talked about cultural aspects of HRM, so part of the way in which employees, as a key resource, can be managed is through the use of organizational culture to generate commitment to the organization and its values. Thus, as Ogbonn (1992: 80) notes, the achievement of HRM objectives requires the management of the organizational value system (culture) and this requires skilful implementation. Often within tourism and hospitality such values will be concerned with encouraging employee buy in to the customer care and service quality initiatives, which organizations see as a form of competitive advantage in the crowded market place. Organizational culture refers to the pattern of beliefs, values, and learned ways of coping with experience that have developed during the course of an or

Summerhill Education

SUMMERHILL EDUCATION Education is one of many elements, which create personalities of young people. We used to the fact that each school aims to teach, require and civilize. Most people think, that young do not know what is good for them, moreover, without appropriate mobilization, they cannot gain a success in future. 1. Alexander Sutherland Neill  (17 October 1883 – 23 September 1973) was a Scottish progressive educator, author and founder of  Summerhill school, which remains open and continues to follow his educational philosophy to this day. He is best known as an advocate of personal freedom for children.Neill believed that the happiness of the child should be the paramount consideration in decisions about the child's upbringing, and that this happiness grew from a sense of personal freedom. He felt that deprivation of this sense of freedom during childhood, and the consequent unhappiness experienced by the repressed child, was responsible for many of the psychologica l disorders of adulthood. Neill's ideas, which tried to help children achieve self-determination and encouraged critical thinking rather than blind obedience, were seen as backward, radical, or at best, controversial.Many of Neill's ideas are widely accepted today, although there are still many more â€Å"traditional† thinkers within the educational establishment who regard Neill's ideas as threatening the existing social order, and are therefore controversial. In 1921 Neill founded  Summerhill School  to demonstrate his educational theories in practice. These included a belief that children learn better when they are not compelled to attend lessons. The school is also managed democratically, with regular meetings to determine school rules.Pupils have equal voting rights with school staff. Neill's Summerhill School experience demonstrated that, free from the coercion of traditional schools, students tended to respond by developing self-motivation, rather than self-indulge nce. Externally imposed discipline, Neill felt, prevented internal, self-discipline from developing. He therefore considered that children who attended Summerhill were likely to emerge with better-developed critical thinking skills and greater self-discipline than children educated in compulsion-based schools.These tendencies were perhaps all the more remarkable considering that the children accepted by Summerhill were often from problematic backgrounds, where parental conflict or neglect had resulted in children arriving in a particularly unhappy state of mind. The therapeutic value of Summerhill's environment was demonstrated by the improvement of many children who had been rejected by conventional schools, yet flourished at Summerhill. Strongly influenced by the contemporary work of  Sigmund Freud  and  Wilhelm Reich, Neill was opposed to  sexual repression  and the imposition of the strict  Victorian values  of his childhood era.He stated clearly that to be anti-se x was to be anti-life. Naturally, these views made him unpopular with many establishment figures of the time. 2. CHARACTERISTIC Summerhill is a democratic, self-governing school providing boarding, day education and care for 78 pupils aged 5 – 17 years old. It is situated in the small market town of Leiston, within walking distance of the town centre. The school adopts an alternative philosophy to education based on the work of its founder, A S Neill. It is based on the notion that children should be free to decide for themselves how to spend their time in school.The proprietor, who is the daughter of A S Neill, continues to uphold these principles. The daily life of the school is governed by the school meetings, held three times a week, in which everybody has an equal vote. School meetings are used to create, confirm and amend all the school laws which form the structure of expectations for the community of staff and pupils, in which the adults and children have complete par ity of status. The school's philosophy is to allow freedom for the individual, each child being able to take their own path in life and find, through experience, the things that they want to do and the person they want to be.The school proposes that this leads to an inner selfconfidence and real acceptance of themselves as people. All of this is done within the structures of the school, through the meetings, self-government and the clear distinctions between freedom and licence, all elements which are at the very core of the school's philosophy and the day-to-day experiences of the pupils and staff. The school is part of a regional, national and international democratic network and reflects the extent of A S Neill’s continuing influence on the world.This is mirrored in the pupil intake. Approximately two thirds of pupils (mainly Dutch, German, Korean Japanese, and Taiwanese) speak English as an additional language. The principal and, from time to time other staff and children , go out from the school to speak to and work with other children and adults and to promote democratic education. A. S. Neill’s system is a radical approach to child rearing. In Summerhill School authority does not mask a system of manipulation. 3. THE PRINCIPLES ? Neill maintains a firm faith â€Å"in the goodness of the child. He believes that the average child is not born a cripple, a coward, or a soulless automaton, but has full potentialities to love life and to be interested in life. ? The aim of education-in fact the aim of life-is to work joyfully and to find happiness. Happiness, according to Neill, means being interested in life; or as I would put it, responding to life not just with one’s brain but with one’s whole personality. ? In education, intellectual development is not enough. Education must be both intellectual and emotional.In modern society we find an increasing separation between intellect and feeling. The experiences of man today are mainl y experiences of thought rather than an immediate grasp of what his hurt feels, his eyes see, and his ears hear. In fact, this separation between intellect and feeling has led modern man to a near schizoid state of mind in which he has become almost incapable of experiencing anything except in thought. ? Education must be geared to the psychic needs and capacities of the child. The child is not an altruist. He does not yet love in the sense of the mature love of an adult.It is an error to expect something from a child, which he can show only in a hypocritical way. Altruism develops after childhood. ? Discipline, dogmatically imposed, and punishment create fear; and fear creates hostility. This hostility may not be conscious and overt, but it nevertheless paralyzes endeavor and authenticity of feeling. The extensive disciplining of children is harmful and thwarts sound psychic development ? Freedom does not mean license. This very important principle, emphasized by Neill, is that res pect for the individual must be mutual.A teacher does not use force against a child, nor has a child the right to use force against a teacher. A child may not intrude upon an adult just because he is a child, nor may a child use pressure in the many ways in which a child can. ? Closely related to this principle is the need for true sincerity on the part of the teacher. The author says that never in the 40 years of his work in Summerhill has he lied to a child. Anyone who reads this book will be convinced that this statement, which might sound like boasting, is the simple truth. Healthy human development makes it necessary that a child eventually cut the primary ties which connect him with his father and mother, or with later substitutes in society, and that he become truly independent. He must learn to face the world as an individual. He must learn to find his security not in any symbiotic attachment, but in his capacity to grasp the world intellectually, emotionally, and artistical ly. He must use all his powers to find union with the world, rather than to find security through submission or domination. ? Summerhill School does not offer religious education.This, however, does not mean that Summerhill is not concerned with what might be loosely called the basic humanistic values. Neill puts it succinctly: â€Å"The battle is not between believers in theology and non-believers in theology; it is between believers in human freedom and believers in the suppression of human freedom. † The author continues, â€Å"Some day a new generation will not accept the obsolete religion and myths of today. When the new religion comes, it will refute the idea of man’s being born in sin. A new religion will praise God by making men happy. †

The Impact Of A Share Repurchase Program For A Fictional...

Summary We considered the impact of a share repurchase program for a fictional company – Blaine Kitchenware, Inc. It was determined that the liquidation of $209 million in cash and marketable securities and the addition of $50 million in long-term would result in a capital structure which was reasonable and sustainable. Overall, tax expense would be lower, the value of the firm would increase and the riskiness of the company’s equity would edge just a touch higher. From the perspective of both family and non-family shareholders, a share repurchase program is the right thing to do. The only possible objector to the proposal would likely be the U.S. Secretary of the Treasury. Background information Blaine Kitchenware, Inc. (BKI) is a publicly-traded, United States-based producer of residential kitchen small appliances (e.g. waffle irons, coffee makers, etc.). Relative to its average competitor in this marketspace, BKI has a strong EBITDA Profit Margin (22%, mean 18%) and Net Profit Margin (16%, mean 10%) but a much weaker ROE (11%, mean 25.9%). See Appendix A for a full financial comparison. The company’s current and long-standing policy to remain completely unlevered in order to keep cash available for possible future acquisitions and eliminate the interest and fee expenses associated with debt financing. As of 12/31/06 BKI had a cash stockpile of $53.6 million and no net debt. While the â€Å"appropriateness† of this policy may be debated, a few red flags have started toShow MoreRelatedWhy Satisfied Customer Defect9193 Words   |  37 Pagescompany’s success? Actually not, as Xerox Corporation discovered. Its merely s atisfied customers were six times less likely to buy again from Xerox than its totally satisfied customers. 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Child G And The Main Components Of The Phonetic Stage

Child G is 6 years old female and her parents express that she enjoys writing both in school and at home. Her older sister goes to sleepaway camp during the summer months and so in this piece of writing Child G talks about her weekend at her sister’s camp reunion. This writing is part of a weekly classroom activity, ‘weekend news’. According to Gentry’s five stages of spelling development, Child G’s writing suggests she is in the phonetic stage, with some examples of transitional writing present (Gentry, 1982). In this piece of writing, the spelling of words has been based on the sounds they hear, one of the main components of the phonetic stage. This is most evident in the way she has spelt ‘reunion,’ as ‘reyouyen.’ This may be understood better by child G with the use of syllable games, such as clapping as saying words aloud to hear how many syllables are present. However, Child G does show knowledge of the rules with reg ards to words ending in ‘e,’ which is evident in ‘side.’ The National Curriculum states that children of this age should understand such rule (Department for Education, 2013a), which indicates that Child G is progressing into the transitional stage, and is starting to become less dependent on sounds when writing (Wyse et al. 2013). In order for Child G to sit comfortably in the transitional stage the child’s teachers and parents/carers could use several methods. The ‘Look-Cover-Say-Write-Check’ method is a popular technique adopted in schools, anShow MoreRelatedArticulatory Phonetics9907 Words   |  40 Pages14 CHAPTER 2 Articulatory Phonetics SPEECH SOUND FORM LEARNING OBJECTIVES 2 When you have ï ¬ nished this chapter, you should be able to: †¢ List the differences in production and function of vowels versus consonants. †¢ Identify the three descriptive parameters that are used for vowel articulations, and classify the vowels of American English using those three parameters. †¢ Differentiate between monophthong and diphthong vowels. †¢ Deï ¬ ne centering diphthongs. †¢ Differentiate between a phonemicRead MoreLanguage Development4237 Words   |  17 Pageseducation field. In addition the author presents how children develop their language at different stages and how those stages influence the growth and development of a second language. Language acquisition is one of the most important topics in cognitive development. In the study of language development it is necessary to consider all the factors that affect cognitive development and their influence on child development. Many theorists investigate how children acquire language skills and how heredityRead MoreRelationship Between The Mother Tongue And The Second Language2773 Words   |  12 Pagesvariety characterized by features resulting from language learning mechanisms. The learner proceeds through a series of interlanguages on his way to complete mastery of the target language, although most L2 learners get stuck at one of intermediate stages. The creative construction hypothesis, it was claimed that L2 learners actively organize the system of the new language in the same way as children learn their first language. In this view, the acquisition process is determined by the structuralRead MoreContrastive Lexicology7808 Words   |  32 Pages aim, and tasks. 2. The history of contrastive lexicology, main units and terms. Ukrainian scientists, manuals, observing. 3. Language and vocabulary. The branches of Contrastive Lexicology. 4. Structural aspects of a word: External and Internal structure. Scientific methods to leant English and Ukrainian words in Comparison. 5. The semantic unity of a word. Polysemy: types of semantic component. Sema, Semema, semantic field. 6. The main scientific aspects: syntagmatics and paradigmatics in ContrastiveRead MorePrefixation Inthe English Language and Its Role in Enriching the English16589 Words   |  67 Pagesrole in enriching the English vocabulary ». The subject matter of the Qualification paper is  «Prefixation in English and Uzbek languages. The object of the research work is Prefixation and its classification, its productivity and non-productivity. The main aim of the research work is the following tasks: - to give basic peculiarities of word formation; - affixation in the English language; - to study prefixations in English and Uzbek languages; - to give some examples of prefixes in the English languageRead MoreLanguage Acquisition7926 Words   |  32 PagesCONTENT Introduction Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…Â…......Â…Â…..Â… 3 Main body 1. Language acquisition Â…Â…Â…Â…Â…Â…Â…Â…Â…Â….Â….Â….......Â… 4 2. The stages of language acquisition Â…Â…Â…Â…Â…....Â…......Â….. 5 2.1. The prelinguistic stage Â…Â…Â….Â….........Â…...........Â… 7 2.2. Babbling Â…Â…Â…Â…Â…Â…Â…Â…Â…........Â…...........Â…Â… 7 2.3. One-word utterances Â…Â…Â…Â…Â…..Â…....Â…...........Â… 9 2.4. Two-word utterances Â…Â…Â…Â…Â…..............Â…..Â….... 10 2.5. Telegraphic speech Â…Â…Â…Â…Â…Â…Â…........Â…...Â…Â… 13 2.6. Language learning during theRead MoreThe Epithet in the Novel Jane Eyre18849 Words   |  76 Pageswhich gives the opportunity to create the most expressive and vivid images. Despite the fact that there are many works devoted to the problem under analysis some important aspects such as structural - the lexical stylistic device the epithet as its component have not been fully investigated. This defines the actuality of the work and its theoretical value. The basic purpose of this course-paper is formulated as a research of linguistic nature of epithet, its types from the point of semantic, structuralRead MoreRepeated-Reading-Based Instructional Strategy and Vocabulary Acquisition: a Case Study of a Heritage Speaker of Chinese9492 Words   |  38 Pagestype of reading, repeated reading, as a fulcrum for vocabulary acquisition. In the sections that follow, we will first introduce and discuss the theoretical background of the research, and then report the study. We will end with a discussion of the main findings and their implications for future research. http://nflrc.hawaii.edu/rfl Han Chen: Repeated-reading-based instructional strategy and vocabulary acquisition 243 Repeated Reading Repeated reading, initially known as multiple oralRead MoreSecurity Forces51988 Words   |  208 Pagesaccomplish missions assigned to the command. Operational control should be exercised through the commanders of subordinate organizations. Normally this authority is exercised through subordinate joint force commanders and Service and/or functional component commanders. Operational control normally provides full authority to organize commands and forces and to employ those forces as the commander in operational control considers necessary to accomplish assigned missions; it does not, in and of itselfRead MoreLanguage of Advertising20371 Words   |  82 Pagestexts with functional expressive features, stylistic devices, syntactic and stylistic features. The eighth chapter introduces the role of parentheses insertion as additional information. Very important advertising text in sociolinguistic coverage and phonetic expressive means and stylistic devices in the ninth chapter (Galperin`s stylistic devices, the definitions of stylistic devices with examples). In the chapter of tenth we consider classification of language styles (Belles-Letters Style, Pablicist