Nike Case Study

Nike Case Study Free Online Research Papers In this day of how business is led it turns out to be difficult to go over an organization or any assembling business that causes their item from the beginning up, without redistributing for all or part of its item. Nike is no exemption this American business quality of leading business. Nike has different assembling offices all through the world (fundamentally Asian nations). Nike was one of the main major worldwide outside organizations who was generally investigate not just for redistributing occupations to bring down financial nations, however a great part of the debate was brought over wages and working states of its representatives; of which a significant part of the legal frameworks put in these nations have no framework upheld for such business rights. Since the start of the Nike Corporation which was established in 1972; the root of business was deliberately contracted with redistributing to manufacturing plants in Taiwan and South Korea; at which that point in time didn't have severe standing rules on workers’ wages or conditions. Following the following two many years of directing business laborers in these nations campaigned to have their administration build up such laws; at which Nike chose to wander into different less settled nations. The helpful incongruity is that the nations they chose to open shop are referred to nations, for example, China, Indonesia and Vietnam where it is unlawful to compose, in addition to these deliberately hit nations are among one of the most minimal paying compensation nations on the planet. (Charles Hill, 2009). Jobs of the Government After much negative press Nike was besieged with numerous charges of un-moral youngster work, constrained extra time and paying beneath destitution level wages. Quite a bit of this media consideration brought pressure from U.S common right associations, for example, Education for Justice, Global Exchange, and Students Against Sweatshop Labor (Charles Hill, 2009). Not exclusively was the weight from these gatherings and open securitizing developing, yet additionally the local residents of these nations were likewise getting anxious; of which they began to dissent for specialist privileges of which such acts are unlawful and firmly arraigned in their nations. Operational Challenges With this negative exposure mounting Nike chose to makes changes which drew and gave the ideal for the worldwide network to investigate the organization on outside grounds. The operational difficulties that confronted Nike director in this open worldwide front consenting to permit arbitrary processing plant assessments from the Fair Labor Association and free checking of universal associations; also Nike included its own specific staff group to remain in consistence of the guidelines set. Taking everything into account business or worldwide business it will consistently come down to the every last cent. It turns into no big surprise that locals of this nation are no longer worth struck or headed to keep the U.S economy developing yet are more gathered on their very own development. Nike being a result of the U.S should hold as nothing unexpected that its regular characteristic to bring in cash; the main explanation Nike is anticipated all the more adversely in light of the fact that they are for a bigger scope and stage. Additionally as a local to these nation characteristics it likewise becomes Nike commitment to show others how its done in showing others how its done and playing police and rule manager to the world by holding ourselves to more noteworthy sculpture. Nike demonstrated this by giving an organization Code of Conduct for every one of its processing plants to direct security conditions, wellbeing and work guidelines in countries were this is just not requ ired. Regardless of whether with every one of its progressions the organization right up 'til the present time despite everything faces a lot of investigation over working long periods of employers’ and wages. References Charles W. L. Slope. (2009). Worldwide Business. Contending in the Global Marketplace. Recovered from Charles W. L. Slope, Mgmt 448 site Exploration Papers on Nike Case StudyNever Been Kicked Out of a Place This NicePETSTEL investigation of IndiaDefinition of Export QuotasTwilight of the UAWMarketing of Lifeboy Soap A Unilever ProductThe Effects of Illegal ImmigrationAssess the significance of Nationalism 1815-1850 EuropeInfluences of Socio-Economic Status of Married MalesRelationship between Media Coverage and Social andHip-Hop is Art

Credibility and Uses of Psychological Experimental Evidence

Believability and Uses of Psychological Experimental Evidence Theoretical Exploratory brain science is the part of mental science that investigates the human psyche and its discernments and practices through test philosophies and ensuing translation of the acquired outcomes. Once more, â€Å"evidence-based practice in brain science is the combination of the best accessible research with clinical mastery with regards to tolerant qualities, culture, and preferences† (American Psychologist, 2006). This definition is in accordance with the one upheld by the Institute of Medicine (2001) that says, â€Å"Evidence-based practice is the combination of best research proof with clinical skill and patient values† (Sackett, Straus, Richardson, Rosenberg, Haynes, 2000, p. 147). Trial mental research utilizes controlled conditions in investigations to close about the legitimacy of a theory and proof based practice in brain science establishes a huge piece of it. This exposition endeavors to talk about the different test confirmations utilized in brain rese arch and structure a feeling on the value and believability of those confirmations. How Good is Psychological Experimental Evidence Confirmations from trial brain research are important to analysts taking a shot at human conduct, mind mechanics, nervous system science, etc; paying little heed to where these are performed either inside the lab or outside of it, individuals structure the significant piece of the investigation. The essential objectives of trial mental research are to be most practical, improve quality and increment responsibility. In any case, the mental communityâ€including the two researchers and practitionersâ€is worried that proof based practice activities not be abused as a legitimization for improperly confining access to mind and selection of medicines (American Psychologist, 2006). Exploratory brain science and its mental methodologies extensively manage analysis, behaviorism, and subjective brain research. Since therapy investigates the brain and clarifies its conduct, it is of prime significance; all things considered, it has been contended that analysis is misrepresented, as it is just ready to clarify the conduct after it has happened and not make any accommodating development expectations. Behaviorism clarifies a wide scope of practices from language utilization to virtues utilizing the standards of conduct forming, speculation, fortification and so on. Behaviorists had the option to think of modestly reliable expectations yet total forecasts for people was unrealistic. Psychological brain science, then again, follows a logical way to deal with clarify basically non-discernable mental procedures through investigations and models. The exact way to deal with brain science is addressed by the backers of the humanistic methodology who lay accentuation on individual cognizant experience and negligence exploratory proof. They weight on emotional discernment and seeing as opposed to target reality. The contention set forward by the humanists says that human conduct is the aggregate of one’s emotions and air, and is formed by the discernment and comprehension of one’s condition. Accordingly, humanists fight the experimentalists on the reason that a point of view of the entire individual is essential to choose any result; one should glance through the ‘observer’ focal point just as the ‘observed’ focal point. The humanists are backers of choice and reject determinism; they don't bolster logical methodology and are not worried about expectations and command over human conduct. The privilege of the person to control and dismember one’s own conduct is embraced by humanists. In ‘Psychology as a Means of Promoting Human Welfare’, Miller condemns the controlling perspective on brain research, proposing that â€Å"understanding ought to be the principle objective of the subject as a science, as he asks, who will do the controlling and whose interests will be served by it? â€Å" (Miller, 1969). Mental trial proof can be substantial in proof based practice as it gives an information point on the speculations that are being investigated. It is tied in with incorporating individual clinical skill and the best outside proof (Sackett, Straus, Richardson, Rosenberg, Haynes, 1996). In this way the outside proof gave by logical methodology like measurable techniques is useful in making findings that thus help with shaping the establishment for proof based medication. An examination by Cathy Faulkner, to validate the utilization of certainty interims for estimation is an a valid example. In her investigation, she â€Å"asked a gathering of driving clinical specialists to think about a clinical preliminary that they have planned and afterward to think about the most focal inquiry in the preliminary. 81% of the respondents imagined that it was †is there an impact? At that point she solicited them to rate the significance from three potential inquiries: 1) is there an impact? (2) How enormous is the impact, and (3) how clinically significant is the impact? Given those prompts her master respondents appraised each of the three as exceptionally significant. At the end of the day, their first reaction was affected by their programmed dichotomous reasoning however when provoked they quickly perceived that a preliminary mental treatment is just helpful in the event that it reveals to us how huge an impact the treatment is probably going to give and how clinically significant that is. Along these lines, estimation, which means certainty interims, is the thing that we requirement for fullest data about the size of an impact and the best reason for surveying its clinical importance† (Cumming, 2012). The estimation of test proof lies in the way that it can give a premise to future research and empower replication of the equivalent, wherein various therapists, after dexterous experimentation would think of comparable answers. For instance, in investigates impacts of medication propensities, the trial results would quite often approve worry as an outcome of medication misuse. In this way by replication of results and ensuing substantiation of realities, a hypothesis is probably going to pick up acknowledgment. In any case, the confinements of the observational methodology following a particular logical philosophy are many: Since brain science manages people, and no two human conditions can be the equivalent, the outcomes are rarely total. In addition, human conduct changes with time thus would the aftereffects of trials. In setting up reasons for occurrences, therapists take the deterministic view and markdown the fringe factors that impact human conduct and ones they have no influence over. Likewise the scope of standards in brain science makes it hard to advocate an all inclusive law for any event/perception. Once more, since the vast majority of the parameters are imperceptible, similar to memory, and some boundless, testability turns into an issue in such examinations. â€Å"Whenever analysts associated with research or practice move from perceptions to surmisings and speculations, there are natural dangers of eccentric understandings, overgeneralizations, corroborative predispositions, and comparative mistakes in judgment† (Dawes, Faust, Meehl, 2002). Objectivity is practically unimaginable now and again. In this way, fundamental to utilization of mental test proof and â€Å"clinical mastery is a consciousness of the restrictions of one’s information and aptitudes and regard for the heuristics and biases†both psychological and affectiveâ€that can influence clinical judgment† (American Psychologist, 2006). Critical mistakes and instability of mental experimentation is displayed plainly in the 1971 Stanford jail try drove by analyst Phillip Zimbardo, held in the storm cellar of the brain science working at Stanford University. The goal of this trial was to test a theory on jail conduct, how imprisonment impacts and changes an individual’s reaction and conduct. Zimbardo and his group needed to see whether the reason for injurious conduct in jails was the inalienable character qualities of the jail authorities. The members of the jail reenactment test, including Zimbardo himself got so charmed in the characters they were playing (after meetings of de-individualization, bewilderment and de-personalization) that it turned perilous for the them and they had to stop it following 6 days. In any case, it was reasoned that the circumstance is the greatest impact on a person’s conduct as opposed to the individual’s character. The Stanford jail try was an eye opener for moral issues with respect to mental investigations utilizing living subjects. It prompted making of better shields for the members and fastidious investigation before setting out on tests. It got basic to exhibit the need of the analysis and show how it would add to the progression of brain science, and furthermore give away from of quitting the set up on the off chance that it gets awkward for the subject. Worries on educated assent have likewise been managed to maintain the security and wellbeing of subjects. A few other spearheading tests like Stanley Milgram’s Obedience to power analyze in 1974, Ivan Pavlov’s old style Conditioning test route in 1903, Henry Harlow’s Emotional Attachment in rhesus monkeys have utilized living subjects; the answerability in this way consequently heightens when utilizing such members. All in all, plainly mental exploratory proof has a vital influence in the advancement of brain science; be that as it may, the scientist needs to find some kind of harmony and fundamentally settle on the requirement for experimental methodology in inclination to humanistic methodology. Studies intended to explore the validity of mental hypotheses and clarify certain standards of conduct by confining situational controls utilizing living subjects (human or creature) should be dealt with most extreme consideration and prec

Brian Sides Essays - Cerebrum, Human Brain, , Term Papers

Mind Sides The human mind is an extraordinary organ. It controls thought, memory, judgment, individual character, and different parts of what is normally called mind. It too controls parts of the body including internal heat level, circulatory strain, and the action of inner organs to enable the body to react to its condition and to keep up the body's wellbeing. Actually, the cerebrum is considered so fundamental to human prosperity and endurance that the demise of the mind is considered in numerous portions of the world to be equivalent legitimately to the demise of the individual. Previously fifteen years or so there has been a great deal of discuss left cerebrum and right mind individuals. Obviously their are misinterpretations and certainties about how our mind sides of the equator work. Above all else the legend of the left cerebrum and right mind hypothesis. This expresses for the most part individuals see the left side of the equator of the mind controlling rationale and language and the right, imagination and instinct. In expansion individuals contrast in their styles of thought, contingent upon which half of the mind is predominant. A few people accept that the vast majority of what these ideas state is sham. Next the article investigates the historical backdrop of this interest of the left what's more, right halves of the globe of the cerebrum.. It wasn't until 1962 when Roger W. Sperry started investigating certain parts of the mind that add to reality of the left and right cerebrum hypothesis. Sperry considered individuals who had experienced careful division of the corpus callosum, the extension between the two

Creating a Positive Student/Teacher Relationship

Hello again, Magooshers. When I was a high school student, there were some teachers I didn’t like. As a high school teacher, there were some students who REALLY didn’t like me. Such was life. For you, I’m sorry to say, there will be teachers who don’t connect with you at all. But that doesn’t mean you have to have a bad relationship with a teacher. You’re not destined to get a bad grade (or worse, fail). No matter what, there are ways to create a positive student/teacher relationship that will make you and your teacher better people for it. In this article, we’ll look at the student/teacher relationship from a few angles. We’ll start at the beginning of the year. We’ll examine at what happens when when you and your teacher mix like oil and water. Finally, we’ll discuss how to keep a good relationship going. So if you’re willing to stick with me over the next few paragraphs, I’ll teach you how to make every teacher your ally. The Emotional Piggy Bank Having a good student/teacher relationship doesn’t mean sucking up to your teachers 24/7. Every relationship has give and take. Back at the school where I taught, we called this the emotional piggy bank. Good/positive acts were ‘deposits,’ while slip up of all shapes and sizes were ‘withdrawals.’ In the smallest of nutshells, having a positive student/teacher relationship means having more ‘deposits’ than ‘withdrawals. Of course, the emotional piggy bank goes both ways. If your teacher loses his/her cool, makes mistakes, or does other things that irks you, think about it in terms of all of his or her actions before passing any judgment. This is an example of a withdrawal from the emotional piggy bank. Now let’s talk about the academic year, and what you can do to create a good student/teacher relationship will all your teachers. The Beginning of the Year The beginning of every school year is a new chance, a new opportunity. There are new classes, new peers, and new teachers. And with like just about everything else in life, first impressions count†¦for a lot. So it’s the first few days of school, and you’re wondering how to make a good impression. Here’s an easy to remember tip. If your teachers give you classroom supply lists, make sure to have your supplies by the deadline (usually a week into school). If you or your family has financial or other issues making obtaining supplies difficult, let your teachers know ASAP! Yet if you want to get in your teachers’ good graces, feel free to make a few extra ‘deposits’ early on in the year. For example, if a teacher has an optional classroom supply list (paper towels, Purell, etc.), bringing in a few of these items will create a positive impression of you in your teacher’s mind Bridging the Divide Uh oh. Something went wrong. Maybe you swore in class. Maybe you’ve been tardy one too many times. Maybe your personality and your teacher’s personality are exact opposites. No matter the reason, sometimes it feels like you and your teacher will be at one anothers throats for the rest of the year. Fortunately, this doesn’t have to be the case. First of all, repairing a relationship isn’t completely your responsibility. Like I already said, the relationship road goes both ways. Even so, I’d recommend that you take the first steps. If you did something wrong, the first step is to apologize. I’d recommend doing this before or after school, when your teacher can focus his or her attention on what youre saying. If your teacher did something wrong (or your personalities don’t match), first give him or her the benefit of the doubt, especially if his or her emotional piggy bank has way more deposits than withdrawals. Yet if that’s not the case, let another adult know, preferably your school’s guidance counselor. Sometimes, no matter who caused the friction in your student/teacher relationship, a meeting may have to take place. You and the teacher will be there, an administrator will be there, and likely your parents/guardians will be there. Don’t let the number of adults in the room scare you off. The point of these meetings is to figure out what would be best going forward. After all, no one wants you to fail or drop out just because of a personality conflict. The meeting will result in things you and your teacher can do to move forward. The best thing to do is take your parent’s/guidance counselor’s/principal’s advice and move on. Hopefully your teacher will do the same. After that, it’s all about the emotional piggy bank, not being a perfect student. Remember that and you’re golden. Keeping a Good Relationship Good Besides maintaining your ‘deposits’/’withdrawals’ in the emotional piggy bank, there are a few other things to keep in mind as you maintain a positive student/teacher relationship. One thing to remember that despite how good of a rapport you have with any teacher, he or she is still your teacher. If you forget this, any act of criticism or discipline can feel like a huge betrayal. Case and point: when my AP European History class got a little too rambunctious, our teacher (a great guy who was the reason I went into teaching) plainly stated that, â€Å"I’m not your friend, I’m your instructor.† Those words hurt†¦a lot. But when I became a teacher, I understood exactly what he meant. As a teen, it’s just difficult to understand the fine line between friendship and friendliness. The latter is great in a student/teacher relationship. The former? Well, if you haven’t graduated yet, it’s kind of impossible. (And completely unprofessional from the teacher’s side.) That being said, it’s good to learn these lessons as a teen. Many of the professional relationships you’ll have in life will have the same dividing line. Final Thoughts on a Positive Student/Teacher Relationship Creating and maintaining a positive student/teacher relationship takes a lot of work, yet the payoff is worth it. There will be less stress in your life, and more adults you can turn to if something goes wrong or your need advice. Well, Magooshers, I hope your relationship toolbox is a bit fuller from having read this article. Till next time.

Amy Tan s Two Kinds - 1663 Words

Having a child is one of the most wonderful moments when a person becomes a parent. Although it is foreseen that each couple always hope their children succeed academically, sometimes they overestimate their children’s potential and put a lot of expectations on them. In Asia, such as Japan, China, and South Korea, these expectations become burdens for the children, which may lead them to become rebels. The story â€Å"Two Kinds† of Amy Tan will illustrate Asia parents’ expectation throughout the aspects of the educational system, parental involvement, and single-child family as well as the gender issue. Most Asian countries’ education has been influenced by the philosophy of Confucius (a Chinese philosopher who lived between 552-479 BC), which†¦show more content†¦Ã¢â‚¬Å"Each household pays 288.000 Won (about 250 USD monthly), which is about 8 percent of household income, for their children’s private tutoring. As a whole, Korea spends about 2.2 percent of GDP on private tutoring.† (Nakamura 43). The aspiring universities are usually located in the capital and big cities, which are the center of business trading and academic training. It is not surprised when lots of parents want their children to study and achieve academically in there. For instance, in South Korea, the capital Seoul has been a place for people who wanted to work in academia or government. â€Å"Many parents in rural areas or small cities have been sending their children to schools in bigger towns or large cities. As people, especially younger generations, move to Seoul to study or work and then settle in/near Seoul metropolitan area, rural areas are becoming â€Å"empty nests.† Schools in rural parts of Korea are now being closed in rural parts of Korea due to an extremely low number (or none) of school-age students; meanwhile, many schools in Seoul and vicinity are overcrowded.† (Nakamura 33). After graduating, students will also face with a tight contest of getting a good job with the limited number of positions. One of the qualifications required by most employers is English proficiency, which is evaluated through some exams such as TOEFL (Test of English as a Foreign Language), IELTS (International English Language Testing System), TOEIC (Test of English forShow MoreRelatedAmy Tan s Two Kinds991 Words   |  4 Pagesfor both genders, historically speaking, women have faced significantly more repercussions. In Amy Tan’s, Two Kinds, the theme of feminine oppression is represented by the symbolism of the song in which the main character, Ni kan, must recite as a child. The song she recites is called â€Å"Pleading Child† and she only realizes that the song has a second half called â€Å"Perfectly Contented† until adulthood. The two contrasting pieces of music represent the defiance of women to standards of femininity set byRead MoreAmy Tan s Two Kinds Essay1372 Words   |  6 PagesJing-Mei Woo and her mother are the major characters in Amy Tan’s â€Å"Two Kinds.† The two have a complicated mother-daughter relationship at the beginning of the story, but later, as an adult, Jing-Mei realizes the intentions of her mother. â€Å"Two Kinds† is told from Jing-Mei’s point of view as a mature adult who is reflecting on her childhood. Jing-Mei’s thoughts and feelings are revealed, but she and her mother, the antagonist, have conflictingly opposite desires. Jing-Mei’s mother desires for herRead MoreAmy Tan s Two Kinds869 Words   |  4 PagesIn Amy Tan’s  "Two Kinds† Jin-Mei mother had dreams as she was coming to America. â€Å"My mother believed you could be anything you wanted to be in America. You could open restaurant. You could work for the government and get good retirement. You could buy a house with almost no money down. You could become rich. You could become instantly famous† (Tan 377). She is not alone. There are many people who come to America to make all these dreams come true. They all come with their children with the hopeRead MoreBharati Mukherjee s Two Kinds By Amy Tan1119 Words   |  5 Pagesaesthetics and ethnicity.In the novel,†Two Kinds† by Amy Tan, shows the conflict between a mother-daughter relationship in which the mother forces her daughter into activities so she can have an American dream.In the short story,†By Any Other Name†by Santha Ramu Rau refutes that two girls name shouldn’t matter and ethnicity shouldn’t be the reason why people should mistreat t hem. Bharati Mukherjee’s personal essay,†Two ways to belong in America â€Å" is about two sisters that moved to the United StatesRead MoreAnalysis Of Amy Tan s Two Kinds984 Words   |  4 PagesBig Mistake â€Å"It was not the only disappointment my mother felt in me† (Tan 327). Growing up with a mother like mine, disappointment came very easily. In Amy Tan’s â€Å"Two Kinds† the mother and daughter were always on edge because the mother expected too much and the daughter could never meet up to the standards that she had set. After thirty years went by after their big falling out the mother gives the daughter a piano as a sign of forgiveness, but the daughter has a remaining feeling of guilt forRead MoreAnalysis Of Two Kinds By Amy Tan1567 Words   |  7 Pages One of the most complex relationships is that of a mother and daughter. Amy Tan is an author who writes about her life growing up as an Asian-American in Chinatown. Her novel The Joy Luck Club is a series of short stories about Chinese mothers and their assimilated daughters. One of these stories is â€Å"Two Kinds,† which looks into the life of Jing-Mei Woo and her struggle to gain a sense of self. Some key themes in The Joy Luck Club are the generational and intercultural differences among Chinese-AmericanRead MoreThe Joy Luck Club By Amy Tan1192 Words   |  5 Pagesof women has drastically changed throughout the ages. (CIS) The Joy Luck Club by Amy Tan portrays life in America and in China in the 1930’s for women. (GS1) When stories are true, there is more power behind them. (GS2) Novels need accuracy for the book to have feeling. (GS3) A rave-worthy novel needs truth to really draw the reader in. (thesis) Author Amy Tan accurately portrays life for Chinese women in the 1930’s and it enhances the power of the novel because the stories have true roots, the accuracyRead MoreRules Of The Game, Fish Cheeks, And Two Kinds1395 Words   |  6 Pages In Amy tans short stories Rules of the Game, Fish Cheeks, and Two Kinds part of the novel the Joys Luck Club uses topics concerning the limits and connections in the relationships between mothers and their daughters. I n an Asian society, especially Chinese society assumes a vital part in every one of the three short stories, giving the primary conflict an interesting plot. Amy Tans short stories for the most part depict the inconveniences and strain between Chinese immigrant moms and their AmericanizedRead MoreThe Two Kinds By Amy Tan1272 Words   |  6 Pagesgeneration immigrants, experience a cultural conflict between that of their parents and that of mainstream U.S. society† (Wikipedia 1). Amy Tan the author of â€Å"Two Kinds†, and the young character in the story both are a second generation immigrants, who have struggled in their life with parents, about the culture they assimilating and their real culture. In the â€Å"Two Kinds† story the author illustrates the struggle between her American cultural identity, and her mother’s Chinese culture, as like the charactersRead More`` Two Kinds `` By Amy Tan And The Rocking Horse Winner Essay1458 Words   |  6 Pages The Cusp of Success A common theme we see in the two stories, â€Å"Two Kinds† by Amy Tan, and â€Å"The Rocking Horse-Winner† by D.H Lawrence is the detrimental effects that a forcing a bar of success can have on developing adolescents. Recognizing that the product of success is generally good, clouds the notion that there is in fact a wide range of effects that chasing success can bring about. Some of these effects have positive repercussions, teaching adolescents discipline and work ethic. However, some

Plagiarism Position Paper - 1885 Words

Plagiarism is a serious offense and a growing trend in our society today. Some may associate plagiarism with the idea of taking someone else’s writing and making it their own. In fact plagiarism involves anything that is copied or taken and said to be of your own work. Dictionary.com defines plagiarism as â€Å"the unauthorized use or close imitation of the language and thoughts of another author and the representation of them as ones own original work, as by not crediting the author†. In fact this definition covers all types of cheating and misrepresentation of ones own work. There are many numbers and statistics that can be found on the amount of individuals that have admitted to cheating. Perhaps the most astounding number is one that was†¦show more content†¦According to Martin (2006), â€Å"the main cause of plagiarism is that this era of specialization getting in to reputable institutions of learning especially higher learning is getting difficult and t ough (p. 3).† Because of the grueling process of entrance essays, applications to major universities, and weekly paper assignments, students feel as if there is a high standard set for them. They are unable to reach the demand level of higher education; therefore, they feel the need to use someone else’s work. For the most part, everybody wants to get accepted into a prominent institution for higher learning and do well for themselves, as well as their families. There are enormous amounts of people who work their tails off to accomplish this grueling task; others choose to take the easy way out. Some get caught, others do not, but those who do plagiarize will have to live with that feeling of cheating and dishonesty for the rest of their lives. Some also believe that students cheat because they are lazy and the task of writing and doing their own work is to time consuming, both of these statements are true. Individuals are lazy, let’s be honest, would you rather lie on the couch and relax, or write a term paper? Also, writing is time consuming, it takes multiple hours of research and paper development before you are confident enough to submit your work and put your name on something that is going to be graded by a highly educated teacher or professor.Show MoreRelatedFree Papers1007 Words   |  5 Pagesacademic papers such as free essays, free term papers, free research papers, free dissertations, free book reports/book reviews, free essays, free speeches, there exists a chance of being accused of plagiarism. Free papers downloaded from essay databases and essay sites can be easily detected by plagiarism detection systems and sofwares. You can find a lot of resources and sites with databases of free sample papers and free example papers on any topic. You can use these free college papers, free highRead MorePlagiarism Essay887 Words   |  4 PagesIntroduction Plagiarism is copying another persons ideas, words or writing and pretending that they are ones and one’s own work. Whenever another persons work is copied and republished without an appropriate reference it is considered plagiarism. Because it is so easy to copy and paste digital information, plagiarism in the information age has become a serious problem. The best way to avoid plagiarism is to avoid reading anything written by somebody else. In simple words plagiarism is kidnappingRead MoreFree Papers992 Words   |  4 Pagesacademic papers such as free essays, free term papers, free research papers, free dissertations, free book reports/book reviews, free essays, free speeches, there exists a chance of being accused of plagiarism. Free papers downloaded from essay databases and essay sites can be easily detected by plagiarism detection systems and sofwares. You can find a lot of resources and sites with databases of free sample papers and free example papers on any topic. Y ou can use these free college papers, free highRead More The Problem of Plagiarism Essay1729 Words   |  7 Pagesway to do this is to have students research topics and create position papers, presentations, and various other forms of written expression that require students to synthesize and analyze information. However, in the midst of researching topics and sharing ideas, these same students are faced with the temptation to simply copy and paste information as they find it. Instances of plagiarism are on the rise, yet teachers are in a position where they cannot discontinue this type of assessment. ThereforeRead MoreProfessional Values and Ethics Paper1122 Words   |  5 Pagesand Ethics Paper Rhonda Beron, Andrea De Los Santos, Emilie Goodman, and LaToya Sims GEN/200 August 16, 2010 Andrea Lara Abstract The purpose of this paper is to discuss the relationship among professional values, ethics, and career success. A person’s personal values and ethics can influence their professional values and ethics in the workplace. Finding the right balance between personal and professional views in the workplace will help foster a successful career. This paper will coverRead MorePlagiarism : What Are Some Potential Punishments For Intentionally And Unintentionally Plagiarizing As A Student At Brenau University995 Words   |  4 Pagespursuing advanced education. It has never been easier to get your Bachelors or Masters degree. The business of plagiarism has become big business also. In this paper I will discuss how Brenau University defines plagiarism, what are some potential punishments for intentionally and unintentionally plagiarizing as a student at Brenau University. I will also explain how students attitudes toward plagiarism can impact intellectual property within t he general environment of US businesses. Finally, I will examineRead MoreCollaborative Essay1017 Words   |  5 PagesWhen you are writing collaboratively, how does one determine whether an argument represents ones own position? Sticking to your position while writing collaboratively can be tricky, often times it can be downright impossible. To ensure that one maintains its own position it is important to know well and to constantly stick to your position. You can pretty well guarantee that your portion of the paper is a reflection of yourself and your views by sticking by them and being sure to give support for thoseRead MorePlagiarism : School College Of Health Science840 Words   |  4 PagesRunning head: PLAGIARISM 1 PLAGIARISM 2 Plagiarism Robert Blakley Baptist College of Health Science Abstract The paper analyzes the existing ethical academic dilemma of applying plagiarism within diverse academic works by students in general and nursing students in particular. It presents particular examples of well-known plagiarism cases and allows properly evaluating the reasons and ways of avoiding any acts of intentional and unintentional plagiarism. It emphasizes the necessityRead MorePlagiarism Habits Of Politicians : Plagiarism876 Words   |  4 PagesReshma Shrestha Dr. Lynn R.Brink Government 2305-71001 11th September, 2016 Plagiarism Habits of Politicians The word Plagiarism means, it is an acknowledgement that something came from other source or imitates from other s work. Plagiarism is also considered as copying words or ideas from someone else without giving credit. In these articles, Evan Osnos describes plagiarism in different field and their negative impact. Mainly, our society also practiced this even they know it is notRead MoreJust Following Orders Essay1390 Words   |  6 Pagesfinancial managers are guilty of unethical practices; they had an obligation to their clients to done their job properly. Sub-Discussion to Question 2b: What is your ethical dilemma if any, and how could it resolved for you? Would you be in a position where the dilemma could not be resolved at your level in the organization and you are a victim like many others. Wow this is a tough one. What needs to be considered? Norm If I were a Bank Loan Officer and it was explained to me my quota of

HRM In Walmart

Question: Discuss about the Human Resource Management. Answer: Introduction: Human Resource Management (HRM) defines the process followed for managing the resources available to the corporation. The HR managers consider the significance of recruiting efficient staffs in order to achieve the desired goals of the organisation. The involvement of proper selection process aids in appointing efficient labour force that influences the ratio of productivity and profit margin (Armstrong Taylor, 2014). The department of Human Resource focuses on including several policies for retaining the dignity and self-esteem of the employees in the work area. The HR managers also work on providing a healthy working environment to the staffs in the office ambiance. The Proper function of the HRM department supports in dissolving the issues faced by the staffs in the work area. However, lack of involvement of HR managers creates problems in attaining the business objectivities of the enterprise(Sparrow, et al., 2016). The reluctant attitude of the HR managers fails to increase the involvement of the workers in the office ambiance. It also creates trouble in introducing effective training sessions for motivating the staffs to provide proper service in the work area. The aim of the paper is to address the HRM problems confronted by Walmart. The Organisation: Walmart is one of the leading retail firm of UK that focuses on offering their products to wide range of service users existing in the national and international market. The HR department of Walmart considers the importance of introducing effective selection process. It aids the firm to recruit skillful staffs for increasing the business and sales operation of the corporation. The engagement of compensation program also assists the firm to provide proper monetary facilities to the staffs. It assists in retaining their trust and commitment to the enterprise (Brewster, et al., 2016). However, there are certain human resource issues like staffing or compensation system faced by Walmart in recent time. The problems of the HR department creates a negative impact on the business operation of the firm. The current report focuses on identifying human resource issues confronted by Walmart that influences their business outcome. The recommendation is also provided for dissolving the human reso urce issues faced by the enterprise. HRM Issues Faced by Walmart: Underpaid workers can be considered as one of the most significant issues in human resource management faced by Walmart in recent times. The company is not treating ethically while dealing with the employees. At the same time, they are also providing increased pressure on the labours to buy uniforms. It has also been observed that the employees of Pennsylvania have taken legal action against Walmart for creating a force on them to work on a continuous basis without a break. This can be considered as a crucial issue which is curbing public image of the company. Lack of healthy and safe working environment is another crucial challenge encountered by Walmart in contemporary times. The company has provided cheaper insurance to the workers who have resulted in a poor plan for the workers to enjoy proper health care facility. Thus policy is creating dissatisfaction among the staffs by stimulating health issues among them. This dissatisfaction is affecting performance level of them (Longoni , 2014). It is utterly tough for women to work at Walmart. This company pays the very lower amount of money to the women workers. This is entirely harder for women to work at Walmart. Besides that, the company has also established break free working hour for the women. One of the most crucial issues which have been raised in Walmart is that pregnant employees are being fired by the company for their inability to work through break free hours (Sipe, et al., 2016). This company follows the practice of discrimination while dealing with the employees with disability and old age. Apart from women marginalised group of employees are also being harassed by the company (Dipboye Colella, 2013). This is creating shifting tendency among the employees. The company is not following the rules and regulations related to employment which is leading the company to confront with legal issues which hamper their business practices. One of the most crucial problem in Walmart is that human resource department of the company is continuing their practice to providing a lower amount of wages to the staffs without modifying their method of business (Barak, 2016). It has been observed from several instances that the company exports most of the raw materials from foreign suppliers. It is important to note in this context that the company has created an immense force on the employees of USA to satisfy their needs and requirements related to supply. The firm has also followed some corrupted means in order to curb the matter from being publicised. Human resource department of Walmart has not followed the legal framework related to child labour. The company is forcing the children to work on 12-14 hours per day. They receive the very amount of wage that they cannot even afford their daily living (Honeyman, 2016). Safety policy is also tragic at Walmart. Researchers have shown that the firm had violated the norms of occupational safety and health administration. At the same time, the unsafe working condition of the factories is creating job dissatisfaction among the employees along with decreasing their public image (Ehrenreich, 2014). Recently, the company has introduced lock-ins system to lock the employees overnight in many outlets. This practice is raising depression and anxiety among the employees as well as causing health related issues among them. The impact of the Issues on the Business Operation of the Company: Analysis of variously identified issues: The issues faced by the Human Resource department of Walmart creates a negative impact on their business operation. The employees face problems regarding their job roles that influences the business function of the enterprise (Wilton, 2016). Lack of involvement of the HR managers generates problems for the staffs to understand their roles and responsibilities in the workplace. In recent case example of Walmart, it is observed the corporation focusses on hiring foreign labours for reducing the labour cost that influences the profit margin. The involvement of foreign employees in low wages enables the retail firm to increase the ration of productivity that creates a positive impact on their sales operation. The engagement of international labourers is effective for managing the supply chain process of the corporation. Walmart has also recruited child workers for exploring their business in both national and international market (Time.com, 2017). It creates anger and frustration among the local staffs that influences the business function in an adverse manner. The involvement of foreign labours increases the chances of terminating local workers from the work area. It also increases the ratio of unemployment that affects the economic stability of the country. The existing staffs of the organisation face problems in understanding their current position in the worker area (Tarique, et al., 2015). The engagement of foreign labours also increases the chances of conflict among the staffs that creates an adverse influence on the office ambiance. Walmart faces the accusation of forcing the child labours to work for more than 12 hours. Walmart imports the raw materials for increasing the quality of products offered to the clients. The enterprise provides relatively low wages to these child labours and compels them to work for seven days. It creates a negative impact on the health status of the child workers of the firm (Walmart.com, 2017). The HR managers of Walmart also fails to provide a healthy working environment to the staffs. The company considers the lock-in system for keeping the employees inside the factory in the night shifts. However, the existence of unhealthy working environment increases the chances of heart attackers and other health problems that can be faced by the staffs during their working hours in the night (Time.com, 2017). The prevalence of unsafe working condition creates depression and anxiety among the staffs that affect their performance in the office ambiance. It also increases the chances of conflict among managers and staffs that influence the business function of the enterprise. The involvement of unhealthy working environment fails to motivate the staffs to achieve the desired goals of the corporation. The company also faces issues in retaining the involvement of the employees in the office ambiance. Therefore, the managers of Walmart focuses on including safety policies for managing the health status of the workers in the office ambiance (Economist.com, 2017). Despite including these policies, the enterprise fails to provide proper health facilities to the employees in the workplace. Excessive workload also influences the health condition of the workers that affects the business function. The inclusion of strict working hours creates immense pressure on the staffs that affects their physical and mental state (Kaufman, 2015). The employees fail to achieve satisfaction in their job roles that influences their business function. The HR department of the corporation is incapable of bringing flexible working hours for deriving proper service from the employees in the office ambiance. The HR managers of Walmart have introduced cheaper insurance policies for their existing service users. It supports the staffs to deal with their minor health problems faced in the workplace. However, engagement of low financial policies fails to retain the trust and loyalty of the staffs in the work area. The corporation also lacks in providing financial support to the employees for dealing with major health issues (Gurnani, 2015). Walmart focuses on using taxpayer subsidies for providing monetary benefits to the staffs in the office ambiance. The managers of the retail firm fail to offer the enough money to the staffs for maintaining their health issues. Lack of healthcare facilities influences the commitment level of the workers in the office ambiance. It fails to encourage the staffs to provide proper service in order to improve the productivity and profit margin (Holden, 2016). The managers of Walmart lacks in making effective health plan for protecting the health status of the workers in the office ambiance. Discrimination among the employees is also visible in different outlets of Walmart. The existence of inequality faced by the staffs creates an impact on their performance in the work area. The enterprise faces complaints about showing discrimination against the physically and mentally challenges individuals working in the office (Walmart.com, 2017). The elderly staffs of the organisation also confront ill-treatment from the managers in the office ambiance. The company focuses on recruiting young workers for increasing the sales and business function. The engagement of efficient young staffs enables the corporation to improve the ratio of productivity that influences their business operation. It increases the chances of discrimination confronted by the physical challenged and elderly staffs of the corporation (Tempest Coupland, 2016). The inequality issues confronted by the staffs also influences the performance of the enterprise. Lack of training sessions fails to make the workers aware of their position in the office. Therefore, they feel demotivated, and it affects their function in the enterprise (Truss, et al., 2013). HR managers of Walmart also lack in possessing direct interaction with the employees for mitigating their issues in the workplace. It increases the distance among the higher authority and staffs that create an adverse impact on the business outcome. The absence of effective training sessions also fails the employees to improve the professional skills for providing proper service in the workplace (Gupta, 2014). The managers of Walmart recently faces issues in hiring efficient workers in different outlets of the corporation. The company faces issues in recruiting talented persons for improving the business performance of the enterprise. The engagement of inefficient workers reduces the chances of improving the growth of business function (Benn, et al., 2014). Walmart also faces issues in keeping proper information about the safety issues confronted by the staffs in the factory. Lack of information creates trouble for the managers to retain the security of the employees in the office ambiance (Walmart.com, 2017). The incorporation of safety measures is effective for retaining the involvement of the staffs in the office atmosphere. It supports the organisation to address the demands of the workers and to provide proper service to them. However, in the recent case of Walmart, it is noticed that the higher authority fails to maintain records of the safety issues confronted by the existing staffs in the work area. The HR managers also lack in incorporating safety rules and regulations for protecting the dignity and self-esteem of the individual in the office atmosphere. It creates a sense of fear among the employees that influences their performance in the workplace. The absence of disciplinary process generates problems for the corporation to make the staffs aware of the business objectives of the enterprise (Schuler E. Jackson, 2014). The managers of Walmart fails to conduct effective conferences and meeting for increasing the involvement of the staffs in the decision-making process of the enterprise. The existing workers lack in sharing valuable information that enables the firm to improve the business function. The presence of traditional management system also creates trouble for communicating with the staffs in an effective manner. The authoritative nature of the managers creates chances of conflict with the subordinates that affects the business operation. Employee empowerment supports in addressing the degree of responsibility provided to the staffs for availing effective business decision (Dickmann, et al., 2016). The process assists the employees to share their valuable suggestions for improving the business operation. Empowered employees can bring necessary changes in the internal business function that influences the ratio of productivity and profit margin (Gooderham, et al., 2015). The issues of employee empowerment are visible to the business function of Walmart. The employees fail to express their viewpoints for facilitating the business operation of the firm. Lack of communication among the managers and subordinates also reduces the scope of availing proper business ideas that influence the sales function. The conflict among the staffs also affects the customer service system of the enterprise. The hierarchical structure of Walmart resists the firm from providing freedom to the employees to take proper decision in support of t he business operation. The absence of empowered workers creates problems for fulfilling the changing requirement of the service users existing in the global market (Bardoel, et al., 2014). It lacks in enhancing the confidence level of workers that influences the business function of the firm. HRM in Walmart: Human resource management decision has a unique and firm impact on organisational performance. Therefore, lack of proper HRM policy is creating a potential barrier for Walmart to operate their business effective along with increasing statistics of sales. The policy of discriminate women to enjoy equal employment opportunity is curbing their public image (Sheehan, 2014). This is creating a major problem for the company to run their company by following legal structure. It is utterly harder for women in Walmart to work there as they are always confronting the issue of underpaying and underrepresented. It is worth mentioning in this context that this gender discrimination has a firm impact on the productivity of the female employees (Paill, et al., 2014). In addition to tat issues related to sexism in everyday life is decreasing their competence level and their ability to cope up with different kinds of job. The organisational structure created by the managers of Walmart along with their staffs of human resource department is making it problematic for women to work over there (Boulouta, 2013). Harmful gender inequality as a result of loose human resource practice is affecting the ability of women to develop their career as a successful working professional. Lack of HR practice like decision making, problem, and absence of proper policies and their implementation is affecting training and development, salary structure and promotional strategy for women. Gender discrimination can be considered as a global phenomenon which is curbing organisational performance. Organisational performance and productivity are entirely dependent on the performance level of the employee which is closely associated with this kind of gender discrimination (Branisa, et al., 2014). Researchers have shown that the unhealthy relationship between male and female employees in Walmart is creating a firm impact on their production. Termination of the employees on the basis of pregnancy is creating a switching tendency among the employees which in turn creating a hindrance for the marketers of Walmart to retain the staffs and thereby increasing the rate of profitability. Gender differentiation during recruitment and selection procedure is acting as a major obstruction for the corporation to integrate innovative and brainstorming ideas with their business practice. The company also follows discriminating treatment at the time of providing facilities to the employees which generate dissatisfaction among the employees and decreasing their performance level (Post Byron, 2015). The practice of the company to promote the male employees without evaluating their competency and seniority level can have a major impact on the performance level of female employees, and they may show the reluctant attitude towards boosting their performance in order to acquire predetermined organisational objectives (Mensi-Klarbach, 2014). Discrimination of the pregnant employees and not allowing them to enter into the much wider business domain is creating a negative impact and making it impossible for them to perform their assigned duty and explore opportunity develop their performance level towards improving organisational productivity. Salary has a crucial impact on organisational productivity. It has been observed that policy of providing salary to the employees of Walmart is not effective which is resulting in a certain level of discrimination among the employees and hampering their ability. One of the most significant matters of consideration in this context that wage factor and quality of life have a significant impact on organisational performance (Gomez-Mejia, et al., 2014). Based on this discussion, it can be said that salary plays a crucial role in generating employee satisfaction. Violation of the rules and regulations related to national minimum wage is decreasing the ability of the company to enhance their public image and thereby reducing their rate of sale and productivity. Category of salary is also involved in the hourly wages. Human resource department of Walmart is not following any regulatory mechanism which in turn is hampering legal structure of the company. At the same time, this human resource department has not even followed the rules related to a minimum working hour and created immense pressure on the employees to work through break free hours. This is generating a sense of boar ness and make them monotonous in the job. At the same time, several health-related issues among the workers is also a crucial outcome of break free working hour and huge working pressure. In addition to that, this break free working hour is making it difficult for the employees to generate innovative and creative business ideas for improving business practices. Higher salary structure acts as a motivational factor for generating commitment among the employees (Shin, et al., 2015). This can also stimulate a feeling of security and let them able to accomplish their jobs within given deadline. Walmarts practice of treating employees unethically by providing a lower wage to them and forcing them to work through break free hours can have a negative impact on the performance of the employees and red ucing organisational productivity. The incentive can also act as a motivational factor to raise awareness among the employees to satisfy organisational objectives. This policy is also missing in Walmart. The company has not followed any kind of rewards policy which can lead a sense of satisfaction among the employees and create urgency among them to gain desired business outcome. Another crucial problem with Walmart is their improper recruitment and selection program. The company does not hire ample amount of employees in `accordance with their staffing needs. This creates a gap in minimum standard of employees and imposes immense pressure on existing employees. The employees have to do multiple tasks in single time failure of which can lead them to face termination from their employers. There lies the problem of job design which is obstruction level among the employees and let them unwilling to improve their performance level. The company follows multiple layers of management. This is a crucial issue which generates a conflicting situation in the workplace and leads to decision-making problem. Coordination problem is another significant problem which has curbed the ability of the employees to work flawlessly by mitigating all the hurdles. This coordination problem can have a negative impact on organisational performance. Issues related to coordination is making the employee unable to share the common goal of mitigating shifting demands of the customers. This is turn is lowering organisational productivity along with the rate of profit margin. The company has not followed any kind of rules and regulations related to dealing with the community. Walmart has accused on the ground of violation of rules and regulations to perform any duty to the community. Corporate social responsibility and organisational performance are closely related to each other. It is important for the business organisations to follow the procedures which can guide to maintain confidentiality towards protecting the personal information of the customers (Okpara Idowu, 2013). However, Walmart has failed to follow such regulatory mechanism which has curbed their public image. It is worth mentioning in this context that customer satisfaction is the desired outcome of the implementation of corporate social responsibility policy. Nonexistence of proper environmental policy in the human resource department of Walmart can have a firm impact on their organisational performance (Budhwar Debrah, 2013). Additionally, the loose environmental policy is also acting a s a major barrier for them to perform their roles and responsibility towards people of the community in which they are operating their business and retain them in the organisation. The company has not even provided any kind of employment opportunity for causing interest among local people towards their community. This is also playing a crucial role towards generating dissatisfaction among the employees which in turn reducing the public image and forming a barrier for them to expand their business in the much wider corporate domain. Therefore, it can be said that Walmart has a very lower contribution towards improving the economic condition of local people (Korschun, et al., 2014). Another crucial issue faced by Walmart in recent times is that all the workers in the community to access and enjoy human rights. This discrimination and unethical practices of Walmart is creating inability among the workers to enhance their accountability among the staffs to work in a culturally diverse w orking environment. Solution and Recommendation: The HR department of Walmart should focus on introducing different rules and regulations to make the staffs aware of their role and responsibilities in the work area. The inclusion of effective HR policies would enable the managers to increase the interaction with the subordinates in the office ambiance. Effective interaction with the employees is beneficial for achieving the business objectives in short period of time. Walmart should focus on following legislations for reducing the recruitment of child labours in different factories. The company should also make a legal agreement in the case of recruiting foreign labours for improving the business function. The managers of the firm should follow the rules and regulations mentioned in the Wage Act (1998) for offering a proper salary to the staffs that assist in retaining their commitment in the work area. The HR managers of the firm should also introduce flexible working hours for the staffs in the workplace. It would enable the corp oration to retain the trust and loyalty of the existing workers in the office ambiance. The policies mentioned in the Wage Act (1998) supports the firm to set minimum wages for the staffs working at different organisational levels. The involvement of effective recruitment and selection process would aid the corporation to introduce skillful labour force in the office ambiance. It would also assist in sharing the workload among efficient employees for accomplishing the task in proper time. The managers should focus on including different legislations for reducing the discrimination faced by the disabling and elderly staffs of the corporation. The inclusion of Equality Act (2010) might support the corporation to reduce the discriminatory attitude of the managers towards the physically disabled employees of the enterprise. The managers of Walmart should also consider various health care policies for offering proper health care service facilities to the workers. The introduction of different health care plans would be beneficial for offering financial benefits to the staffs of the enterprise. The rules and regulation mentioned in the Care Act (2014) might be considered by Walmart for providing high-quality health care facilities to the staffs working in the corporation. The engagement of high amount of insurance policies would also enable the firm to provide proper treatment to the staffs in case of an accident in the work area. It would also support the enterprise to provide care service system to pregnant female employees of the enterprise. The HR department of Walmart should also focus on introducing high safety policies for offering a proper working environment to the workers in the office ambiance. The managers should withdraw the lock-in system for reducing the chances of health hazard confronted by the workers during their time of working in the office ambiance. The involvement of empowered employees would assist the firm to take effective business decision for improving the business function. The process of employee empowerment would aid the higher authority of Walmart to reduce the labour cost that influences the profit margin. It would also facilitate the chances of offering proper service to the clients existing in the global market. The communicative skill of the managers would assist them to increase the involvement of the employees in the office ambiance. Active participation of the workers would aid the firm to increase the quality of product offered to the clients. The HR department should also reframe the ir compensation policies for drawing the attention of existing staffs. The inclusion of appraisal system would also be beneficial for motivating the staffs to provide proper service in the workplace. It would aid the workers to understand their current position in the office ambiance. Reward and recognition would assist the employees to achieve high satisfaction in their job roles. Conclusion: In recent scenario, it can be inferred that Walmart confronts different HRM issues that affect their business function. The staffing problem of the firm resists the growth of their business operation. The company lacks in recruiting efficient workers for facilitating the sales operation. The involvement of excessive foreign labours also creates anger and depression among the local workers that influences their business. The HR managers also lack in introducing flexible working hours for the staffs in the workplace. Excessive work pressure leads to increasing the chances of heart attack and other health problems among the employees in the office ambiance. Lack of communication with the higher authority makes the workers unaware of their current job roles in the workplace. The prevalence of unhealthy working environment also demotivates the workers to achieve the shared goals of the corporation. It fails to motivate the workers to facilitate the business performance of the enterprise. Human resource department can be considered as a significant asset in an organisation which has a firm impact to guiding the employees towards a strategic direction. In the present completive business environment, human resource management plays a very crucial role with the help of which firms can acquire a competitive advantage. Still of in some world famous business organisation, lack of proper HRM policies and practices can be observed. This can have a negative impact on the organisational performance as well as its productivity. Therefore, it is important for the working practitioners in human resource management to take special care towards implementing employee-friendly policies and procedure which can act as a driving force among the employees to boost their performance level along with gain desired business outcome. References: Armstrong, M. Taylor, S., 2014. Armstrong's handbook of human resource management practice. London : Kogan Page Publishers. Barak, M., 2016. Managing diversity: Toward a globally inclusive workplace. London : Sage Publications. Bardoel, E., Pettit, T., De Cieri, H. McMillan, L., 2014. Employee resilience: an emerging challenge for HRM. Asia Pacific Journal of Human Resources, 52 (3), pp. 279-297. Benn, S., Dunphy, D. Griffiths, A., 2014. Organizational change for corporate sustainability. Abingdon : Routledge. Boulouta, I., 2013. Hidden connections: The link between board gender diversity and corporate social performance. Journal of Business Ethics, 113(2), pp. 185-197. Branisa, B. et al., 2014. The institutional basis of gender inequality: The Social Institutions and Gender Index (SIGI). Feminist economics, 20(2), pp. 29-64. Brewster, C., Mayrhofer, W. Morley, M. e., 2016. New Challenges for European Resource Management. London : Springer. Budhwar, P. Debrah, Y. e., 2013. Human resource management in developing countries. London : Routledge. Dickmann, M., Brewster, C. Sparrow, P. e., 2016. International Human Resource Management: Contemporary HR Issues in Europe. Abingdon : Routledge. Dipboye, R. Colella, A. e., 2013. Discrimination at work: The psychological and organizational bases. London : Psychology Press. Economist.com, 2017. Walmart- Thinking outside the box. [Online] Available at: https://www.economist.com/news/business/21699961-american-shoppers-move-online-walmart-fights-defend-its-dominance-thinking-outside [Accessed 27 February 2017]. Ehrenreich, J., 2014. The altruistic imagination: A history of social work and social policy in the United States. New York: Cornell University Press.. Gomez-Mejia, L., Berrone, P. Franco-Santos, M., 2014. Compensation and organizational performance: Theory, research, and practice.. London : Routhledge . Gooderham, P., Morley, M., Parry, E. Stavrou, E., 2015. National and firm-level drivers of the devolution of HRM decision making to line managers. Journal of International Business Studies, 46 (6), pp. 715-723. Gupta, S., 2014. Sustainability as a Competitive Advantage: An Outcome of Strategic HRM. Review of HRM, 3(2), p. 129. Gurnani, R., 2015. Globalization and ethical challenges. The Business Management Review, 5(4), p. .116. Holden, N., 2016. Globalization, Regionalization, and Global Mindset. Global Mindsets: Exploration and Perspectives, 2(3), p. 49. Honeyman, K., 2016. Child workers in England, 17801820: parish apprentices and the making of the early industrial labour force. London : Routledge. Kaufman, B., 2015. Market competition, HRM, and firm performance: The conventional paradigm critiqued and reformulated. Human Resource Management Review, 25(1), pp. 107-125. Korschun, D., Bhattacharya, C. Swain, S., 2014. Corporate social responsibility, customer orientation, and the job performance of frontline employees. Journal of Marketing, 78(3), pp. 20-37. Longoni, A., 2014. Sustainable operations strategies: the impact of human resource management and organisational practices on the triple bottom line.. London : Springer. Mensi-Klarbach, H., 2014. Gender in top management research: Towards a comprehensive research framework. Management Research Review, 37(6), pp. 538-552. Okpara, J. Idowu, S., 2013. Corporate Social Responsibility. Berlin: Springer. Paill, P., Chen, Y., Boiral, O. Jin, J., 2014. The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121(3), pp. 451-466. Post, C. Byron, K., 2015. Women on boards and firm financial performance: A meta-analysis. Academy of Management Journal, 58(5), pp. 1546-1571. Schuler, R. E. Jackson, S., 2014. Human resource management and organizational effectiveness: yesterday and today. Journal of Organizational Effectiveness: People and Performance, 1(1), pp. .35-55. Sheehan, M., 2014. Human resource management and performance: Evidence from small and medium-sized firms. International Small Business Journal, 32(5), pp. 545-570. Shin, J., Kang, S., Hyun, J. Kim, B., 2015. Determinants and performance effects of executive pay multiples: evidence from Korea. ILR Review, 68(1), pp. 53-78. Sipe, S., Larson, L., Mckay, B. Moss, J., 2016. Taking off the Blinders: A Comparative Study of University Students Changing Perceptions of Gender Discrimination in the Workplace From 2006 to 2013.. Academy of Management Learning Education, 15(2), pp. 232-249. Sparrow, P., Brewster, C. Chung, C., 2016. Globalizing human resource management. London : Routledge. Tarique, I., Briscoe, D. Schuler, R., 2015. International Human Resource Management: Policies and Practices for Multinational Enterprises.. Abingdon : Routledge. Tempest, S. Coupland, C., 2016. Lost in time and space: temporal and spatial challenges facing older workers in a global economy from a career capital perspective. The International Journal of Human Resource Management, 4(2), pp. .1-25. Time.com, 2017. Wal-Mart's Problems Go Beyond Underpaid Workers. [Online] Available at: https://time.com/3715877/walmart-satisfaction-index/ [Accessed 27 February 2017]. Truss, C. et al., 2013. Employee engagement, organisational performance, and individual well-being: exploring the evidence, developing the theory. The International Journal of Human Resource Management, 24(14), pp. 2657-2669. Walmart.com, 2017. Walmart. [Online] Available at: https://www.walmart.com/all-departments [Accessed 27 February 2017]. Wilton, N., 2016. An introduction to human resource management. London : Sage.