Avoid Problems when You Buy or Sell Websites :: Technology, Business, E-Business

Avoid Problems when You Buy or Sell WebsitesReprinted with permission of VotanWeb.comThe biggest thing a seller can do to make certain that a transaction proceeds smoothly is to adequately civilise the websites financial statements. The owner should prepare a complete set of financial documents, going fundament two years at least, that accurately and fully represents the websites current business condition.Website owners have a choice here those financial statements can be audited or simply reviewed by an accounting firm or they can be compiled by the website owner. But audited statements offer sellers the best hope of speeding a deal along. With audited numbers, the buyer knows that your financials are accurate and doesnt have to waste time recalculating them.Closings can also grind to a halt when a website seller doesnt prepare interim financial reports. These reports dont have to be audited, but they do have to give the buyer a sense of the websites financial condition. If the w ebsite has warts, theres no full stop trying to hide them. A buyer will discover them during due diligence, which could send you back to square one.Another cause for concern is when the website seller enters negotiations with discover having worked out the bottom line, the actual after-tax compensation he or she wants. Thats a problem because different deals - and deal structures - can have different tax implications. Deals can buy the farm apart when the payment to Uncle Sam is calculated too close to closing and the selling price no longer looks adequate to the website seller.Of course, buyers can also compel problems for themselves.

Software Piracy beyond the Street Corner Essay -- Technology Lawsuits

Software Piracy beyond the Street CornerOn January 23, 2003, the worlds leading computer networking equipment maker Cisco Systems, headquartered in San Jose California, filed a lawsuit against China-based Huawei Technologies and its United States subsidiaries Huawei America and FutureWei Technologies. In the lawsuit, Cisco alleged that Huawei stole intellectual property by copying its Internet Operating System (IOS) computer software and its copyrighted user manuals. Cisco also claimed that Huawei infringed on its patents. After numerous failed attempts to resolve these complaints directly with Huawei, which included a cease and desist letter to unity of Huaweis United Kingdom distributors, Cisco decided that a lawsuit was necessary to protect the company and its shareholders interests. The lawsuit was processed with United States partition Court for the Eastern District of Texas. This paper will provide an overview of this landmark case and discuss whether each company had a di vergent view of ethics that originated from differing cultural perspectives. I. Case BackgroundCisco Systems 77 page complaint filed in the United States District Court for the Easter District of Texas demanded a trial by jury in response to Huaweis misappropriation and intellectual property infringement in the development of its competing Quidway routers. One of Huaweis United States based wholly-owned subsidiary, FutureWei, is located in Plano, Texas the other subsidiary Huawei America is located in Californias Silicon Valley, nearby Cisco Systems headquarters. The China-based rear company is a multi-billion dollar corporation that has manufactured network and telecommunications equipment since 1988.Huawei marketed its Quidway router... ... Huawei Cisco Code is Gone, April 15, 2003, http//www.lightreading.com/document.asp?doc_id=312533 Cisco Wins Huawei Injunction, June 9, 2003, http//www.lightreading.com/document.asp?doc_id=350584 Managing in the Multicultural Environment, Char is Intercultural Training Corporation, 2004.5 Differences of Opinion The Cisco-Huawei compositors case, The Hoffman Agency, China High Tech PR Newsletter, http//www.chinahightechpr.com/fullArticle.cfm?code=2846 WTO Ministerial Conference Approves Chinas Accession, November 10, 2001 Press Release, http//www.wto.org/english/news_e/pres01_e/pr252_e.htm7 The United States and China smart Property Rights (IPR) and Protection, http//usinfo.state.gov/regional/ea/iprcn/8 Baase, S. A Gift of Fire, 2nd edition, Prentice Hall, 2003.Flags obtained from http//www.enchantedlearning.com

Animal Testing Essay -- Animal Testing

Animal TestingUsing Animals for testing is wrong and should be banned. They should be entitled to the rights we have. Every day humans are using defenceless animals for cruel and most practically useless tests. The animals cannot fight for themselves therefore we must. There should be stronger laws to protect them from laboratory experiments. Although private companies run most labs, experiments are often conducted by public organizations. The U.S. government, the Army and Air Force in particular, has designed and conducted many animal experiments. The experiments were engineered so that many animals would suffer and die without any induction that this suffering and death would save a single life, or benefit humans in any way at all. An example of this is some tens of thousands of Beagles experimented with. In Albuquerque, New Mexico, 64 Beagles were forced to inhale radioactive Strontium 90 as part of a Fission Product Inhalation Program which has been compensable for by the U. S. Atomic Energy Commission. In this experiment 26 dogs died. One of the deaths occurred during an epileptic seizure another from brain hemorrhage. Other dogs, before death, became feverish and anemic, alienated their appetites, and had hemorrhages. The experimenters compared their results to those experiments conducted at the University of Utah and the Argonne National Laboratory in which beagles were injected with Strontium 90. They concluded that the...

Kurt Vonnegut and Slaughter House Five :: Biography Biographies Essays

Kurt Vonnegut and Slaughter theatre Five   Kurt Vonnegut is one of the favorite dark humorists of the past century. Combining humor and poignancy, he has fit one of the most respected authors of his generation. For twenty years, Kurt Vonnegut worked on writing his most famous novel ever Slaughter House Five. The novelist was called A laughing illusionist of doom by the New York Times, and his novel a cause for celebration by the Chicago Sun-Times. However, Vonnegut himself thought it was a failure. He said that, just as Lots wife turned into a pillar of salt when she looked back, so his book is nothing but a pillar of salt. Kurt Vonnegut tied in personal beliefs, characters, and settings from his flavor into the novel Slaughter House Five.   Kurt Vonnegut grew up in Indianapolis, Indiana. He alluded to Indiana in his writings frequently and considered himself a Midwesterner. There were three traumatic experiences Vonnegut talked near in this novel that hap pened to him as he was growing up. One was when his father took him to the pool when he was young and taught him to swim by the drown if you dont method. Another time, he and his family went out to see the Grand Canyon. As he was looking over the edge his mother touched him and he wet his pants. The third experience he mentioned was when his family was touring a cave, he was very scared and then the tour guide asked everyone to turn off all their lights and it was pitch black except for two lambency red dots from his dad (Modern Critical Interpretations 4). These experiences showed through Vonneguts novel as his alienation from others throughout the book (Novels For Students 464).   Kurt Vonneguts personal beliefs in life, we also in Slaughter House Five. Vonnegut believes that only heart believes in freewill but it is non-existent. In his novel he writes about a group of aliens called tralfamadorians who come and take Billy to their introduction and put him in a zoo (Kurt Vonnegut Jr. 75). While Billy is with them, they teach him this also, and they are obviously the far superior race. Another belief that Vonnegut has, is that war is horrible, he says war is not an enterprise of glory and heroism, but an uncontrolled catastrophe for all involved (Novels For Students 265).

Mrs. Mallards Reflections on Life in Kate Chopin’s “The Story of an Ho

Anyone who receives notice of a loved ones dying is never expected to take it lightly. In Kate Chopins The Story of an Hour, Mrs. mallard is informed of her husbands death as gently as possible, and immediately she understands the enormous significance this loss will have on her life. Unlike many widows, her feelings of utter bareness do not last. Mrs. Mallards sobs of loss turn to cries of joy after she reflects upon her own guinea pig and discovers truths about her marriage.As any woman would, Mrs. Mallard initially wept at once, with sudden, wild abandonment, (227) at the news of her husbands death. Her weeping almost seems forced as Mrs. Mallards true character is revealed later on. She is described as young, with a fair, calm face, whose lines bespoke repression and even a certain strength (227). Though Mrs. Mallard is still youthful, she has much to a greater extent knowledge, and personal strength than others her age possess. Her extended knowledge and experience leads to r ealization of the position her husbands death has put her in, and that this death might real bett...

Mrs. Mallards Reflections on Life in Kate Chopin’s “The Story of an Ho

Anyone who receives notice of a loved ones death is never expected to take it lightly. In Kate Chopins The Story of an Hour, Mrs. Mallard is informed of her husbands death as gently as possible, and immediately she understands the enormous significance this loss will have on her life. Unlike many widows, her feelings of utter devastation do not last. Mrs. Mallards sobs of loss turn to cries of joy after she reflects upon her own fibre and discovers truths about her marriage.As any woman would, Mrs. Mallard initially wept at once, with sudden, wild abandonment, (227) at the news of her husbands death. Her weeping almost seems force as Mrs. Mallards true character is revealed later on. She is described as young, with a fair, calm face, whose lines bespoke repression and even a certain faculty (227). Though Mrs. Mallard is still youthful, she has much more knowledge, and personal strength than others her age possess. Her extended knowledge and experience leads to realization of the po sition her husbands death has put her in, and that this death might actually bett...

Why Volunteer

Why Volunteer? Have you ever thought about volunteering? If youre not booked for the weekend, try volunteering at your favorite charity. You might like it state who volunteer tend to be to a greater extent successful in life. With this in mind, you may want to consider volunteering your time at a charitable organization. You would be completing tasks that are not assigned to people specifically, learning important life skills, and at the same time, increasing your wellness. Yes, you heard it right. Volunteering does help your health. As you believably know, not all tasks in the world are assigned to people.Take trash pickup for example. If nobody picked up the trash on the side of the road, it would stay in that respect forever and definitely cause pollution. Have you ever noticed the Adopt a high mien/ signs by the road? Well, those organizations who adopt the Highways are all influence by volunteers. Doesnt it feel good to do something without welcometing paid? You may find vo lunteering can be contagious. Think about it if I were to walk on the beach and pick up trash, by standers may see me and begin to pick up trash as well. Before you know it, the beach is middling clean. So, look around.See what is needed in your community, and consider volunteering to do it. A quote by Anne Frank states, You make a living by what you get. You make a life by what you give. What does this mean to you? Most of the time, volunteer work will help you learn important life skills. During middle school, you certainly will get a ton of projects. Do you have a habit of putting them off until the last minute? If so, you need to learn time management. Volunteering can get word you that. However, be careful not to et your volunteer hours interfere with your other responsibilities such as homework or sports.Also, volunteering can teach you communication skills. You would become more comfortable talking to different kinds of people. You may even discover hidden talents. Accordi ng to the University of Arkansas, important life skills are learned by volunteering. That is a accompaniment Yes, I know volunteering takes up a lot of time, but you are helping your health. According to Make a Difference Day Survey, CM, nearly half(a) of all volunteers (47%) say volunteering has improved their physical health and tiniest. Many volunteers state they have been affected when they volunteer.They said it helps your mental health. Studies have shown 18-24 year olds have inebriated less alcohol since volunteering. Volunteering also helps reduce stress. Depression is a sign of loneliness, but when you volunteer, it combats that and you may even meet a friend there. Some health benefits due to volunteering are fewer risks of heart attacks and lower stress levels. Dont you want to help your health? A quote by Ghanaian says, The best way to find yourself, is to lose yourself in he service of others. Volunteering not only gives you a good feeling about yourself, it helps yo u learn more about your community. portion your health, doing tasks that are not assigned, and learning important life skills are all things you can achieve while volunteering. If you dont like to get dirty cooking or cleaning, try volunteering at a bake sale. Without a doubt, you will get to see the joy in childrens faces when they get a messy, chocolate cupcake. Be authorized to hand them a napkin That is why you need to step up and volunteer today.

Margaret Atwood’s The Handmaid’s Tale Essay

tropical language was used by Margaret Atwood, through the persona of Offred, to illustrate The Handmaids Tale. Figurative Language consists of similes, fictions, personification, alliteration, onomatopoeia, hyperbole and idioms.First, figurative language can be used to describe different settings. 1. Offreds experience at night in her sleeping room The heat at night is worse than the heat in daytime. Even with the fan on, nothing moves, and the walls store up warmth, give it out like a used oven. Surely it will rain soon. Why do I want it? It will only mean more dampness. Theres lightning furthest away but no thunder. Looking out the window I can see it, a glimmer, like the phosphorescence you get in stirred seawater, bum the sky, which is overcast and too low and a dull gray infrared. The searchlights are off, which is not usual. A power failure. Or else Serena Joy has arranged it. (Pg. 243)* Similes* Described the milieu* Room Glimmer in the window, like stirred seawater* He at Used oven* Weather Lightning but no thunder2. Offred describing the Particicution of a man convicted of bollix up Theres a surge forward, like a crowd at a rock concert in the former time, when the doors opened, that urgency sexual climax like a wave through us. The air is bright with adrenaline, we are permitted anything and this is freedom, in my body also, Im reeling, red spreads everywhere, but before that flow of cloth and bodies hits him Ofglen is shoving through the women in front of us, propelling herself with her elbows, left, right, and running towards himA high scream comes from somewhere, like a horse in terror. (Pg. 262-263) * Simile and metaphor* Ofglen kicked his head several times and later explained to Offred that the man was part of the underground rebellion, so she wanted to put him out of his misery quickly

Reflection on Judaism

Judaism is considered by religious Jews to be the expire soon of the covenant relationship that God established with the Children of Israel. Judaism includes a wide head of texts, practices, theological positions, and forms of organization. Within Judaism there atomic number 18 a variety of movements, most of which emerge d from Rabbinic Judaism, which holds that God revealed his impartialitys and commandments to Mo season Mount Sinai In the form of both the Written and Oral Torah. 6 Historically, this assertion was challenged by various groups such as the Caduceus and Hellenic Judaism during t he Second Temple utmost the Karate and Sebastian during the early and later media al period 7 and among segments of the modern reform movements. Liberal movements in modern times such as Humanistic Judaism may be monotheistic. 8 Today, the largest Jewish religious movements are Orthodox Judaism (Harder Judaism and Modern Orthodox Juju Dadaism), Conservative Judaism and Reform Judaism. Majo r sources of difference between these e groups are their approaches dishtowels law, the berth of the Rabbinic tradition, and the SSL influence of the State of Israel. 9 Orthodox Judaism maintains that the Torah and Jewish law are divine in origin, eternal and unalterable, and that they should be strictly followed.Conservative e and Reform Judaism are more liberal, with Conservative Judaism generally promoting a m ore traditional interpretation of Judaism requirements than Reform Judaism. A typical Reform position Is that Jewish law should be viewed as a set of general guidelines rather that n as a setoffs restrictions and obligations whose observance Is required of all Jews. 1011 Historically, special courts enforced Jewish law today, these courts still exist but the practice of Judaism I s mostly voluntary.

Interpersonal Communications Assignment

designation 1 Task 1 Developing ICT skills Discussion forum post and evaluation I submitted the following two posts to the BESC1011 discussion forum for Activity 2 (N. B. I score edited the post for typographical errors). Post 1. Activity 2 decision ACAPs online re computer addresss Monday, 24 September 2012, 0356 PM Well, Ive but had a pleasant afternoon finding my way around the maze thats called Myacap. Wow. Ive found Ive ended up with a myriad of browser pages open, and got lost thinking I was finding things. I did find it, Im sure I found itNow where was it Anyway, Ill get there, Im sure, and so will you. The Grail? Not yet, but Im sure its in there somewhere. Incidentally, folks, if youre having trouble finding the link to the Counselling and Therapy in picture show resource, and you only get a 404 error, theres a broken link on the localize. Your browser will be trying to point tohttp//elibrary. acap. edu. au/http%3A%2F%2Fctiv. alexanderstreet. com and the link is broken . Instead, just try removing everything after edu. au -so you havehttp//elibrary. acap. edu. u and youll get to the elibrary homepage where the link to the videos works. Good Luck Post 2. Activity 3. 4 Managing Stress Wednesday, 10 October 2012, 0500 PM Ive played sport in the past as a stress management tool I was planning and then running a study community festival, and they were long days it was a full-on, and if I wasnt working on it I was thinking about it. Baseball season started right in the essence of the planning and I nearly didnt play, but I did and found the focus on the game a real relief Nothing else mattered for those three hours boot out me and the ball.My sleep patterns returned and though tired from the games, I was thoroughly relaxed. But I like this one. You may have comprehend of Gangnam style dancing like youre horseback riding a horse well sort of Its come out of South Korea and its big around the world right now. Anyway heres a bunch of Uni students who make up a flashmob in between classes. I reckon it did their stress levels no end of good http//www. youtube. com/watch? NR=1v=OAXiUmh-KBgfeature=fvwp Hey Lynda, peradventure we could do this for one of our video teletutorialsTask 2 poll plan covering three weeks including strategies The study guide for Activity Three of BESC1011 referred me to RMIT. (2007). Learning stylesVisual, auditive and Kinaesthetic Learning Preferences. Retrieved from https//www. dlsweb. rmit. edu. au/lsu/content/1_StudySkills/study_tuts/learning%20styles/vak. html I at a lower placetook the VAK test. The results showed I am a visual learner with a kinaesthetic inclination. This concurs with my receive understanding of my learning style. I have developed a study plan incorporating this style, and provide a three week example below.Three of the learning strategies I have incorporated in this plan and my study efforts are to create a wall planner highlighting critical assignment dates and besides n on-academic activities that big businessman either clash or be a much needed relief. to use mind maps. to take frequent breaks. I have found it needful for me to tackle each session in bites. I have allocated specific time to open up the weeks session, do the reading, then at a later time go through the session material. In thinking or planning out, I just love Mind Maps they categorize wonderfully. I can get heavily focussed, so taking breaks stops me working till I drop.The five stress management strategies I have determined to remember to practice are to create a comfort qualified pattern of studying that fits into my life. to set a regular schedule for study. to break tasks apart(predicate) so they dont daunt by being too big. resolve to do it now, when now is now. To not procrastinate. to make sure I have down-time when other activities come before studying. If I can regularise my study I think I will be better able to both keep up a consistent level of work, and als o not allow it to overcome me. I think these strategies will do that for me. Study Timetable 15-21 Oct pic Monday Tuesday Wednesday Thursday Friday Saturday Sunday 8-9am On set On target On site On site On site hebdomadally Market serenity time Shopping pic pic pic 9-10am On site On site On site On site On site 10-11am On site On site On site On site On site 11am-12pm On site On site On site On site On site 12-1pm Lunch Lunch Lunch Lunch Lunch pic 1-2pm BESC Reading SOSC reading COUN reading pic pic pic Catchup pic 7-8pm BESC online action SOSC online activity COUN online activity pic Prepare dinner party pic COUN Reading Assignment Assignment Assignment 8-9am On site On site On site On site On site hebdomadary Market pic Shopping Relaxation time pic pic pic pic pic pic pic 9-10am On site On site On site On site On site 10-11am On site On site On site On site On site 11am-12pm On site On site On site On site On site 12-1pm Lunch Lunch Lunch Lunch Lunch pic 1-2pm BESC reading SOSC reading COUN reading pic pic Catchup 7-8pm BESC Assignment SOSC Essay AssignmentCOUN Assignment Catch-up Prepare dinner pic SOSC Reading 8-9am On site On site On site On site On site Weekly Market Relaxation time Shopping pic pic pic 9-10am On site On site On site On site On site 10-11am On site On site On site On site On site 11am-12pm On site On site On site On site On site 12-1pm Lunch Lunch Lunch Lunch Lunch pic 1-2pm BESC reading SOSC reading COUN reading pic pic pic pic Catchup -8pm COUN online activity Assignment BESC online activity Assignment SOSC Teletutorial Relaxation time Prepare dinner pic COUN Essay 8-9pm BESC Chat pic Task 3 Academic resources Literature search and evaluation of quality I chose to attempt the task focussing on the question The importance of acade mic referencing I undertook a brainstorming session with the following results Academic referencing Gives academic credibility of presented/published work. Is a severalize part of the overall process of building a knowledge base in the field of study. Better enables justification of assertions/ hypotheses. Is realisation of others work. Shows the way through the knowledge-base to others. Demonstrates competence in the field of study. Engenders confidence in your works credibility Means ones chain of cogitate to the resultant postulations are verifiable or challengeable. The three key words or phrases I selected to use to undertake literature search are balk (confirmation of theoretical base) Recognition (acknowledgement) Knowledge-building (evolution of theoretical thinking) Keyword search 1. For my first search I used ACAPs e-journal search engine focussing on The Psychinfo database and after some(prenominal) unsatisfactory attempts, tried the Boolean phrase ( acade mic verification) AND referencing. Results offered ten conditions, one of particular but contrarian relevance. In the journal article, Westwood, T. 2005) writes Ive not yet heard a real and convincing argument about why referencing is necessary and it cant be right that we do it like a reflex, a compulsion, Academics dynamics 171 because weve had it drummed into us from way back when we were taught to march our way through essays and exams can it? Left, right, left, right, left, right left. . . And, References shouldnt be used to unloose a position were taking in the sense of victimisation them as a precedent (the characters cant justify the author) only to in the main accompany our position in that we (as authors) are leading the way and not hiding behind anything or anyone that weve written into our text. Summary Westwood appears to be quite a disestablishmentarian, which of itself provides a relevant perspective on the subject matter. However, because of the position the a uthor takes and asserts by his actions or inactions the journal article is consciously not compose. It would be reusable to an essay on the topic in providing an academically valid and contrarian position, but most probably would not be regarded as fully reliable under close academic scrutiny. Reference Westwood, T. (2005). Academics dynamics re-writing referencing, Psychodynamic Practice 11(2), 165-176. Keyword search 2. I then utilised Google scholar for the key word, Recognition. I again used a Boolean phrase, recognition AND (academic referencing).This search received over 40,000 possible webpage hits, but the first page of the search results provided a link to a peer reviewed article by Gray, Thompson, Clerehan and Sheard (2008), addressing the topic of referencing the internet for academic integrity. It proffers a contemporary analysis of the challenges surrounding formal academic referencing in regard to internet based entropy and opinion sources such as blogs, facebook , wikis and audio and video podcasting. Summary I feel this webpage would be a highly reclaimable and relevant reference source for an academic essay on the chosen topic. Reference Gray, K. , Thompson, C. , Clerehan, R. , Sheard, J. (2008) Web 2. 0 authorship Issues of referencing and citation for academic integrity. The Internet and Higher reading,11(2), 112-118. doi. org/10. 1016/j. iheduc. 2008. 03. 01 Keyword search 3. For the third key word search I used www. google. com. au with the search-phrase (academic knowledge building) AND references This provided two potentially useful sites. http//en. wikipedia. org/wiki/Knowledge_building Summary This website site fulfilled good purpose in that it contained numerous references of relevant academic works on the topic. However, despite its authorship obviously being of academic origin, it was offered anonymously and without chronology. While the site could be referenced and the quotes used, the source is not transparent, making it du bious for direct academic purposes. And http//www. csu. edu. u/division/studserv/my-studies/learning/guides/referencing Again the material on this web page provided useful cultivation and even a highly relevant and appropriately referenced quotation (see below), but its usefulness for the purposes of academic quotation was curtailed by its anonymity and absence seizure of chronology. The author writes The academic world is all about knowledge building and the primary reason for citation, therefore, is that it encourages and supports the collective construction of academic knowledge (Walker Taylor, 2006, pp. 29-30). The paragraph continued, Referencing also forms an essential part in avoiding any tendency towards plagiarism. While the quotation in this paragraph from Walker and Taylor (2006) is highly pertinent to the literature search, it itself would have to be searched to establish its credibility, and as the second sentence could not be attributed, it is therefore of limited us e in an academic essay, however true. Summary This webpage provided relevant information for further literature search but itself is not a useful referencing tool for academic purposes as it is undated and anonymous, and perhaps without objectivity. Task 4 Referencing using the APA style Reference List Campbell, T. , Campbell, D. , (1997) Faculty/student mentor program effects on academic performance and retention. Research in Higher Education 38(6), 727-742. Hounsell, D. , Entwistle, N. , (2005) Enhancing teaching-learning environments in undergraduate courses. Final report to the Economic and Social Research Council on TLRP Project LI39251009. Retrieved from

Dissertation: Fast Food Restaurants

ABSTRACT Organizational demeanour in immobile regimen labor is an meaning(a) atomic number 18a to disassemble as firm viands sector is growing rapidly. It has direct positive relation with organisational productivity. Around the globe, the penetration of unfaltering provender sector is enormous. A field study was conducted in order to evaluate the employees in chance variableation of various dynamics of makeupal deportment.The context selected was the unshakable f ar restaurants of Pakistan. A render of coulomb abstain nutrition restaurants employee was selected and information was collected using pre-printed structured questionnaires. The important data army technique employed was factor incumbrance using prescript component analysis. It was performed on various constructs which were used to lowstand the giving medicational demeanor.The findings of this thesis exerts organisational decision markers to focus on acceptance of tilt by managers and employ ees, cosmos to a greater extent responsive to customers suggestions, employees aw arness nigh administrational mission, non-monetary appreciation by the colleagues and seniors, task prioritization, intra-team dynamics, processload adjustment, resource sufficiency, organizational justice in the form of exquisiteness, conveyance of title training to the employees, telephone circuit relevant training to employees, purvey of congenial d alone(a)y milieu to employee, security at wee place, coordination with employees, ensuring transparency while promoting flock and excreta of biasness among employees. The accomplishment of these would hold up primal bearings on over in all organizational behaviour and will supremely improve the productivity of the organization. Like m all questiones, this query in any case has some limitations. Future question should take in to account these short comings. Table of Contents ABSTRACT1You go off read excessively Classifications of Res taurantsCHAPTER 1 admission OF discourse AIMS AND OBJECTIVES OF DISSERTATION5 1-1 A Brief Account of the Area of Interest5 1-2 Choice Rationale of the Thesis interrogation6 1-3 Aim of the Dissertation question7 1-4 card-playing Food Industry of Pakistan the Context7 1-5 look Questions of Dissertation8 1-6 Research designs of Dissertation9 1-7 Nature of Research Output and terminal Outcome of Dissertation10 1-8 Structure of the Thesis11 1-9 Chapter Summary12 CHAPTER 2 look back OF ACADEMIC AND SCHOLARLY LITERATURE13 2-1 Organizational Behaviour An exigent issue for Businesses13 2-2-1 Culture15 2-2-2 channel16 2-2-3 Customer Orientation17 2-2-4 Rewards and credit18 2-2-5 leadership/Supervision19 -2-6 graceful Treatment of Employees19 2-2-7 Job Characteristics20 2-2-8 Training20 2-2-9 Work Environment21 2-3 Summary22 CHAPTER 3 THEORETICAL FRAMEWORK OF THE DISSERTATION23 3-1 metaphysical Underpinnings Rationale23 3-2 Research Aims and Objectives24 6. 1. 13-2-1 Backgroun d Discussion24 6. 1. 23-2-2 Research Aims25 6. 1. 33-2-3 Research Objectives26 3-4 Summary32 CHAPTER 4 DESIGN, ruleology AND METHOD(S) OF DISSERTATION RESEARCH33 4. 1 Nature of Research Endeavours33 4. 2 Type of Research34 4. 3 Reference to Sampling Frame35 4. 4 commonwealth Attributes and Sampling Design35 4. 5 Decision on Sample Size36 4. Characteristics of information Collection performer36 4. 7 Pre-Testing the Data Collection Instrument37 4. 8 Field Survey and Data Collection Primary and Secondary Research37 4. 9 Data Analysis and Report Writing38 4-10 Summary of the Chapter39 CHAPTER 5 FINDINGS AND ASSOCIATED DISCUSSION40 5. 1 The Pakistani Fast Food Sector Context of Dissertation40 5-2 Reliability Analysis42 5 3 Review of Dissertations Aim and Associated Objectives43 5 4 Demographic Profile of the Employees44 5 5 Primary Data Analysis46 5 6 Research Objective 1 To explore the employees science of nicety of refrain regimen restaurants of Pakistan. 9 5 7 Researc h Objective 2 To explore the employees scholarship of counterchange dynamics of fast food restaurants of Pakistan. 52 5 8 Research Objective 3 To explore the employees perception of customer orientation of fast food restaurants of Pakistan56 5 9 Research Objective 4 To explore the employees perception of leaders dynamic of fast food restaurants of Pakistan. 61 5 10 Research Objective 5 To explore the employees perception of rewards and designation of fast food restaurants of Pakistan. 64 5 11 Research Objective 6 To explore the employees perception of production line characteristics of fast food restaurants of Pakistan. 7 5 12 Research Objective 7 To explore the employees perception of fair intervention with employees among fast food restaurants of Pakistan72 5 13 Research Objective 8 To explore the employees perception of training among fast food restaurants of Pakistan75 Table 5 37 gives the rotated component matrix of training. It shows that two factor were extracted when factor loading was applied. The first was number of trainings given to employees in last six months (0. 959) and number of trainings given in last one month (0. 956). The factor could be termed as recent training offered to employees. The second factor extracted was loaded on two variables i. e. , employees training on assessed needs (0. 63) and employees are trained to meet changes in business line (0. 873). The factor extracted could be named as job relevant training. 78 5 14 Research Objective 9 To explore the employees perception of kick the bucket milieu among fast food restaurants of Pakistan. 78 5 13 Summary82 6-1 Conclusion of the Dissertation84 6-2 passports85 6-2-1 Recommendation 1 Change Dynamics86 6-2-2 Recommendation 2 Customer Orientation87 6-2-3 Recommendation 3 Leadership Dynamics87 6-2-4 Recommendation 4 Rewards and Recognition87 6-2-5 Recommendation 5 Job Characteristics88 6-2-6 Recommendation 6 Fair Treatment with Employees88 6-2-7 Recommendation 7 Trai ning89 -2-8 Recommendation 8 Work Environment89 6-2-9 Recommendation 9 Culture90 6-3 Limitations of Research90 6-3 Future Research Opport unit of measurementies91 REFERENCES92 APPENDIX101 QUESTIONNAIRE102 CHAPTER 1 INTRODUCTION OF DISSERTATION AIMS AND OBJECTIVES OF DISSERTATION This is the first chapter of the speech. It will contribute a apprize overview of the oratory topic. It will to a fault contribute the heads and objectives of the sermon look. Further to this, this chapter will accent the concluding outcome of the thesis along with dissertation structure. In addition to this, the chapter will also contribute the structure of the dissertation.The chapter will end with the summary of the chapter. 1-1 A Brief Account of the Area of Interest The world is at the verge of transition (Adler and Gundersen, 2008). This exerts enormous pressures on managers to sharpen their skills with reference to dynamic issues. Priem et al. (1995) suggested that environmental vigor dictat es the decision making process and firm performance. Thompson (1967) highlighted that organizations are open systems situated within an independent external environment. Garg et al. (2003) suggested that these environmental concerns are also almost associate to the choice of senior managers in the organisation. Businesses are growing day by day. Increase in he size changes the possession pattern and separated the self-command form the circumspection of organization. There are different managers who wee-wee on the behalf of their owners and managers have parvenue(prenominal) people who melt down for their managers. These managers assume responsibility of manipulating resources as wholesome as day-to-day running of the enterprise so as to ensure the accomplishment of short-range and long-range plans. An organization is a group of people arrange in different teams and department in a exceptional manner. These people broadly speaking belong to the society where the organiza tion is located. This exhibition of people generally holds for an extended period of time and give way unitedly towards accomplishment of organizations long-term mission. tally to Cartw safe (1965), an organization can be regarded as a collection of link up people arranged on the bases of their interdependence on severally another(prenominal) yet with an emphasis on the whole. The behaviour of people within organization is controlled and can be forecasted quite often. The contribution of people or parts of the system would lead to the accomplishment of organizational civilisations and objectives. Organizational behaviour involves study of activities of people and their behaviour that gos organizational performance. The force areas of OB admit motivation, leader behaviour, group structure and processes, change process, job and work design and work stress (Bigelow et al. , 1999).Research in the empyrean of organizational behaviour corroborates an association betwixt beha viour of an organization and its productivity train. The work of Hansen and Wernerfelt (1989) revealed that as compared to stinting indicators of organizational performance, the factors associated with organizational behaviour have in two fashions as much explanatory power as much the economic variables. The study of organizational behaviour draws attention to lot of areas which might be opportune or cumbersome for the organization. It identifies issues like men diversity and offers solutions to manage it. The insights arising out of OB enables managers to harness the workers efficiency. This is generally accomplished through empowering employees.It also guides managers to design jobs and oeuvre in such a way as to facilitate achievement of organizational goals and objectives and reduce job stress (Robbins, 1998). 1-2 Choice Rationale of the Thesis Research Organizational behaviour in fast food industry is an burning(prenominal) area to break up as fast food sector is growi ng rapidly. Fast food items can be cooked rapidly and thus can be obtained in no time. Around the globe, the penetration of fast food sector is enormous. It gives public toilet for busy lifestyle yet it is high in calories, sugar and fat (Glanz et al. , 1998). Many people dont have their take schedule in terms of breakfast, lunch and dinner.It is generally defined as immediate consumption food available at premises or in specific eating areas (Data Monitor, 2005). Bender and Bender (2000) highlighted that fast food items do non have large variety of goods and generally adopts a unique production processes. Hamburgers, pizzas chicken and sandwiches are specialized fast food products. Fast food industry is regarded as a primer for obesity. Many US fast food producing firms faced approach trial because of public concerns on obesity (Adams, 2005). Importance of nutritional note measure outs of fast food was also analyzed by researchers (Nayga Jr, 1997, O Dougherty et al. , 2006). Further to this, dark-brown et al (2000) also emphasized the importance of understanding nutritional requirements and fast food for youngsters.The above discussion asserts the importance of understanding or studying the fast food organization. This dissertation will use the context of fast food industry and will analyze dynamics of organizational behaviour in the say context. 1-3 Aim of the Dissertation Research This research focuses on analysis of the perception of employees about various dynamics of organizational behaviour in fast food industry of Pakistan. The fast food industry is growing rapidly in Pakistan. It incorporates mushroom growth of both international and national fast food irons in various parts of the country. This phenomenal growth gained prominence in 1993 and since then it has been un controverted. The various imensions of organizational behaviour envisaged for this dissertation research include organizational culture, change dynamics, customer orientation, leadership dynamics, rewards and recognition, job characteristics, fair treatment, training and work environment. 1-4 Fast Food Industry of Pakistan the Context In contrast to past, where the hotels and restaurants were serving conventional and local food, the trend is now shifting towards Western meals especially fast food. The fast and busy life of residents of Pakistan is leading to more and more people dine out. Now-a-days, one can find fast food and fast food restaurants in all parts of the country. People can find fast-food literally all(prenominal) where. Hospitals are serving fast-food. One can stop at a nearby shopping centre.Gas Stations added separate sections which serve fast food. University, college and school cafeterias are offering fast food. One may find huge crowds of people in fast food restaurants on weekends. The Pakistans fast food merchandise comprises of global giants like Kentucky Fried Chicken (KFC), pizza pie Hut, McDonalds, Hardees, etc. In addition to these, Hilal Fried Chicken (HFC), Al-Najam Fried Chicken (AFC), Fried Chicks, Italian Pizza and many other small firms are also gaining popularity. People from all walks of life and from all ages are visiting these restaurants. Despite its nutritional value, the fast food is also becoming a status symbol.According to Health and Integrated Survey (2009), the average spending of a household on food and related is almost 44 percent of the total spending. Moreover, the population of Pakistan has exceeded 170 million. This large size of population spending huge sum of gold on their food and related item makes fast food sector really a lucrative area for investment. Pingali (2007) also account that in Asian people are increasingly using western food and this trend is also influencing the food management system in this country. One of the trends out of this westernization of food in Asia is the outburst of fast-food restaurants in Asian countries. 1-5 Research Questions of Dissertat ionThe achievement of above stated research aim requires answering number of research questions. These research questions are given hereinafter 1) What is the employees perception of culture of fast food restaurants of Pakistan? 2) What is the employees perception of change dynamics of fast food restaurants of Pakistan? 3) What is the employees perception of customer orientation of fast food restaurants of Pakistan? 4) What is the employees perception of leadership dynamic of fast food restaurants of Pakistan? 5) What is the employees perception of rewards and recognition of fast food restaurants of Pakistan? 6) What is the employees perception of job characteristics of fast food restaurants of Pakistan? ) What is the employees perception of fair treatment with employees among fast food restaurants of Pakistan? 8) What is the employees perception of training among fast food restaurants of Pakistan? 9) What is the employees perception of work environment among fast food restaurants of Pakistan? For each of the above mentioned research question, research objectives are developed which are give in the beside section. 1-6 Research Objectives of Dissertation In order to achieve research aim and answering research questions, various research objectives were developed. These are based on selection of nine constructs that have been identified from the literature. It is envisaged that the disseration would encompass following research objectives ) To analyze the employees perception of culture of fast food restaurants of Pakistan. 2) To analyze the employees perception of change dynamics of fast food restaurants of Pakistan. 3) To analyze the employees perception of customer orientation of fast food restaurants of Pakistan 4) To analyze the employees perception of leadership dynamic of fast food restaurants of Pakistan. 5) To analyze the employees perception of rewards and recognition of fast food restaurants of Pakistan. 6) To analyze the employees perception of job characteristics of fast food restaurants of Pakistan. 7) To analyze the employees perception of fair treatment with employees among fast food restaurants of Pakistan ) To analyze the employees perception of training among fast food restaurants of Pakistan 9) To analyze the employees perception of work environment among fast food restaurants of Pakistan. 1-7 Nature of Research Output and Final Outcome of Dissertation The accomplishment of this dissertation will facilitate organizational decision makers, particularly the senior management, in developing an understanding of various factors which are perceived to be important dimensions of organizational behaviour. This understanding could serve as a basis for various insights about evaluating their (senior management) current endeavours and subsequent decision making.By work on various dimensions of organizational behaviour, an organization can improve employees comfort direct with the organization which has direct link organizatio nal performance and positivity. The final outcome of the dissertation is a reduced list of factors which will be regarded as more important by the employees. The dissertation research involves identification of a number of factors from literature which are perceived to be the determinants of organization behaviour. These variables are reduced to few factors by using factor analysis. 1-8 Structure of the Thesis This dissertation comprises of six chapters. At the outset of each chapter, the introduction of the chapter is given.Similarly, each chapter ends with conclusion of the chapter. This section reveals a brief snapshot of each chapter. Chapter 1- Introduction of Dissertation Aims and Objectives of Dissertation This was the first chapter of the dissertation. This chapter emphasized the importance of studying organizational behaviour and importance of fast food industry. It also put forth the research aims and objectives. This chapter ended while elaborating the final outcome of t he dissertation research and overall structure of the dissertation. Chapter 2 Review of Academic and donnish Literature This chapter will contribute the literature on importance of studying organizational behaviour.It will elaborate all the constructs (organizational culture, change dynamics, customer orientation, leadership dynamics, rewards and recognition, job characteristics, fair treatment, training and work environment) and related variables. It would also contribute an overview of global fast food industry with a particular emphasis on wherefore it should be studied. This chapter will extract variables that will serve as the basis of development of theoretical mannikin. Chapter 3 Theoretical Framework This chapter will be relate with previous chapter (Review of Academic and Scholarly Literature) and will designate the theoretical framework developed for this dissertation. It would dictate the methodology and associated areas of research.Chapter 4 Methodology This chap ter will contribute the details of various research techniques which will be used for accomplishment of the dissertation research. Various sections that will be presented in this chapter will include population selection and sampling design, questionnaire development, pre-testing and piloting, overview of statistical techniques and other connected issues. Chapter 5 Findings and Discussion This chapter will present findings based on the dissertation research. These findings will be linked with the dissertation research objectives. Chapter 6 Conclusion, Limitations and Future Research Areas This will be the last chapter of the dissertation and would contribute conclusion, limitations and future research areas. 1-9 Chapter SummaryThis chapter highlighted the overall aim of the dissertation and associated research objectives. It exerted the importance of understanding of organizational behaviour and identified various constructs which will be studied during the course of research. Th is chapter also contributed a snapshot of final outcome of the dissertation research and overall structure of the dissertation. The coterminous chapter will contribute literature review on organizational behaviour and associated constructs. CHAPTER 2 REVIEW OF ACADEMIC AND SCHOLARLY LITERATURE The last chapter gave the introduction of the dissertation. This chapter presents review of literature on various constructs which are shell of discussion of this dissertation.These include culture, change, customer orientation, rewards and recognition, leadership/supervision, fair treatment of employees, job characteristics, training and work environment. The chapter slits with the importance of understanding and studying organizational behaviour and ends with the conclusion. 2-1 Organizational Behaviour An Imperative issue for Businesses Adler and Gundersen (2008) suggested that present era is observing a high level of transition from one type of general and business practices to others. Kaplan and Norton (2001) suggested that in such hostile and dynamic environment, organizations tackle to perform better strategies as compared to their rivals. The key to perform better than rivals is to formulate better strategies as compared to the competitors firms.The organizations, in an approach to compete in the industrial age, attempt to formulate and apply knowledge based strategies yet it has lot of challenges. In contrast to the previous century, where the environmental change is incremental, the current era is characterized by a rapid change in organizations environment. Saint-Onge (1999) commented on organizations abilities and suggested that in the wake of such speedy change, the key to shine out of the crowd is to be better informed as compared to your counter-parts. Further to this, Kennerley and Neely (2003) supported this subject and suggested that the dynamism of environment requires organizations to continuously change the course of action so as to match with the situation.Katz and Kahn (1978), long ago, referred to organizations as open systems. They further exerted that being an open system the organizations interact with the external environment and takes influence from the happenings in the external environment. Earlier, Thompson (1967) contributed similar idea. The work of Garg et al. (2003) suggested that these environmental concerns are in issue of primitive importance for the organization decision makers specially top management. Consequently, the changes in the external environment are closely monitored and their possible influence on the organization is also gauged. In the present times, the size of businesses is increasing.This brings supererogatory challenges for the organizations as it also wills in change in willpower and management pattern of the organization. Increasingly, the ownership and management of the organization is getting distinct. Organizations, being governed by the managers, instead of owners exerted that managers and employees are important stakeholders of the enterprise. They are the one who make important decision making about the enterprises resources. Moreover, they are the one who directs the working of the organization in certain directions so as to enable its ultimate purpose, the mission. Mintzberg (1980) regarded that organizations are coordinated units where people tend to synchronize their work with each other so as to make necessary mutual adjustment.Further to this, the work of Cartwright (1965) also highlighted the features of organizations as a collection of related people who are put together in such a way that they have certain level of dependence on each other. All of these people, if taken together, results in the full organization. The behaviour of the people in the form of their contribution towards attainment of organization goal is important. Such behaviour is often controlled and forecasted by the organizational decision makers. The working of people, their b ehaviour and the influence of behaviour on the organizational performance constitute organizational behaviour (OB). The study of organizational behaviour encompasses variety of areas that has to be studied.These include work stress, motivation, leader behaviour, group structure and processes, change process and job and work design (Bigelow et al. , 1999). A number of management studies revealed strong positive association between OB and organizational productivity. Hansen and Wernerfelt (1989) revealed that as compared to economic indicators of organizational performance, the factors associated with organizational behaviour have twice as much explanatory power as much the economic variables. OB highlights both problems and new advantageous vistas for enterprises. It identifies issues like workforce diversity and offers solutions to manage it. OB has been quite influential in increasing the level of employees performance.It also guides managers to design jobs and workplace in such a way as to facilitate achievement of organizational goals and objectives and reduce job stress (Robbins, 1998). 2-2Construct Definitions The general understanding of the constructs and their various dimensions studied are given under each construct definition. 2-2-1 Culture It refers to a widespread understanding of organizational value system by the people who form organization (Becker, 1982). As a judgment, it has roots in social anthropology and has been extensively used to understand the behaviour of primitive societies (Kotter, 1992). It is concerned about the assignd traditions and customs of an organization and organizational members tonus about these. Organizations should hire those persons that match with the organizational culture.If hiring is not aligned with organizational culture, it would lead to decrease in motivation and commitment of the hired (Reilly et al. , 1991). Misfit employees have more turnover than individuals who perceive a good fit (Sheridan, 1992). It has been widely used as corporate or organizational culture. The work of Denison (1984) and Furnham (1993) suggested that organizational culture can be used to achieved economic success. For this organization need to have a work force commitment towards various dimensions of organization culture including core values, beliefs and assumptions. This idea was furthered by Hofstede (1980). Moreover, Deal (1982) suggested that strong organizational culture is an important determinant of organizational performance.For the dissertation, the construct culture is broken down into various variables including inter-group work coordination, intra-Group work coordination, biasness, people orientation, and innovation and risk-taking (OReilly Iii et al. , 1991, Chatman and Jehn, 1994). Tjosvold et al. (1992) suggested that creating a culture in which people at same management level coordinates with each other is a difficult task however, it is critical for the organization. This issue becomes more important if the environment is turbulent. Beer et al. (1994) also highlighted that in the wake of changing external environment, the success of a change management program depends on the extent of coordination between various functional departments as well between various management levels.Similarly, Lemons and Jones (2001) and Meyer and Smith (2000) suggested that if any organization ensures transparency in its systems specially promotion, it would increase the commitment of employees with the organization. They suggested that disdain the fact that every year companies spend lot of money in ensuring fair treatment with its employees the biasness in promotion is still an imperative issue. Kaplan and Ferris (2001) suggested that if employees find problem in organizations promotion system, it would evoke perceived organizational injustice. Koys (1991)suggested that organizations moldiness maintain transparency in promotion as it is a legal requirement. 2-2-2 Change Dynamic environm ent requires organizations to continuously update them as per the needs of the environment.Hall (1987) suggests that typically organizations do not prefer to change themselves and if they are posed to change, they show massive resistance. Organizations survival depends on its ability to manage change. Similarly, an organizations success or failure depends on the things its employees do or fail to do. There are a number of changes that takes place in an organizational setting. This include change taking place in terms of social value system, educational change, political, technological, environmental, market, business, economical and religious, etc. For the purpose of the dissertation research, various dimensions of change that has been incorporated for study include acceptance of change by individual, acceptance of change by senior management and rewarding of change.Paterson and Cary (2002) highlighted that change management programs result in anxiety among employees. Iverson (1996) suggested that if an organization facilitates its employees during the times when a change is brought in, it would result in positive influence on organization. Kavanagh and Ashkanasy (2006) suggested that if senior management provides leadership in change management, it would facilitate change implementation and acceptance by employees. 2-2-3 Customer Orientation Consumers/customers are at the heart of organizations. Traditional concept of customers satisfaction and customers being the profit centre is transforming into customer delight. Nowadays, the uyers are equip with more information and are better aware in comparison to the past. They have variety of methods through which buyers can check organizational assertions and thus can make an informed decision (Urban, 2003). Customers al ways try to maximise their value commonly regarded as customers perceived value. It can be obtained by comparing a customers thinking about the benefits that he derives from a product and all ass ociated costs that he incurred for obtaining that product. It also includes cost of foregoing related options. Those organizations which provide better value to its customers as compared to its rivals enjoy high level of customer loyalty.This idea was substantiated by Hennig-Thurau (2004) who suggested that if an organization improves the customer orientation of its service employees, it would result in increased customer satisfaction. This would result in enhancement of customers commitment and organization would be better able to retain these customers. Brady and Cronin (2001) highlighted that if the employees maintain customer orientation, it would influence the perception of the customers towards quality of the products and services produced by the organization. So, that makes a strong point that organizations should focus on creation and provision of relatively better value to its customers (Learning, 1998).Shapiro (1988) suggested that customer orientation contends that custom er related information should be transmitted at all levels crosswise the organization. It should then be used in the strategic management and for tactical decision. Similarly, Kohli (1990) exerted that customer orientation deals with the extent to which information about the buyers is gathered and incorporated in decision making. similarly, Ruekert (1992) furthered this idea. The significance of customer orientation can be witnessed from its high recognition in management literature. Similarly, the work of Narver and Slater (1990) and Jaworski and Kohli (1993) substantiated that customer orientation brings economic benefits to an organization. employees empowerment to provide high value services, customer feedback system and customer focused processes were used to evaluate customer orientation construct for this dissertation research. 2-2-4 Rewards and Recognition Despite the fact that in day to day life both recognition received from the management and the rewards given to an emplo yee are used interchangeably yet both are not the same (Hansen et al. , 2002). The area has attracted a lot of discussion and had been topic of lot of research papers (Cooley and Lawrence, 2006, McDermott and ODell, 2001, Bessant and Francis, 1999, Johnson, 1996). However, it is regretful that despite a lot of attention in academic and scholarly literature, the traces of concept in business world are scarce.The evidence of use of rewards and recognition in developing employees motivation development is still not very evident. As a result of this, such organizational initiatives did not prove very fruitful. The work of Lewis (1998) and Parasuraman (1987) suggested that an organization can improve the quality of its service offering by linking the same with rewards that it offers to its employees. The same was also corroborated by Kotler (1999). Similar evidence arise from the work of Bowen (1999) who suggested that if employees were given rewards then they would have enhanced focus i n managing the customers complaints. Its a common phenomenon that one will feel dis pleasant if he/she is not rewarded or recognized for his/her good work.Monetary rewards are regarded as one of the top rated motivators (Locke et al. , 1980). Money is the mean which provides employees an opportunity of satisfying numerous desire. In addition to this, money can also act as a barometer through which an employee evaluate his worth in comparison with other employees who serve with them (Doyle, 1992). Moreover, money is not important to all employees. According to Maslow (1943), human beings have variety of needs categorized into various groups. He further exerted that high achievers are intrinsically motivated. For the purpose of this dissertation, the provision of Monetary and Non-Monetary Rewards were used.Where monetary rewards essentially takes the form of money, Govindarajulu and Daily (2004) suggested that non-monetary rewards takes various forms including appreciation, paid-vacat ion, preferred parking space, time-off from normal working in the office, etc. 2-2-5 Leadership/Supervision Yukl (1994) highlighted that the concept of leadership gained a lot of prominence through-out the century. Despite the fact that there a variety of leadership definitions are in place (Bass, 1990) yet the central meaning behind all of them is that it is meant to influence to influence organizational members towards attainment of goals and objectives of the enterprise.The leaders and founders of the organizations are also influential in setting the overall value systems and in shaping the culture of the enterprise (Schneider, 1987, Schein, 1990). Managers use formal strategic management process to identify and select appropriate goals and actions for the organization (Chandler, 1962). Determining the organizations mission and goals is the first step of the planning process. Once the mission and goals are agreed upon and formally stated in the corporate plan, they guide the fo llowing steps by defining which strategies are appropriate and which are inappropriate (Pearce, 1992). The organizations mission, objectives, strategies and tactics must be communicated to everyone.Therefore, it is the responsibility of the supervisors that they should ensure that all efforts had been made in communicating targets, matters of importance and urgency, technical specifications, words of advice and motivation along with performance related feedback. Friendly and accommodating supervisors yield more satisfied and motivated employees. 2-2-6 Fair Treatment of Employees People exert power and try to influence each other when they work in group. They try to find ways to influence others, earn rewards and advance careers (Culbert and McDonough, 1980). They exhibit or attempt to exhibit political behaviours to persuade the distributions of privileges and punishments (Mintzberg, 1984). Organizations protect the rights of all employees. It leads to respectful working relationshi ps among employees, inculcates sense of ownership and provides a fair dispute resolution system.If a person is not treated fairly, he will feel betrayed. It would possibly result in employees de-motivation and will adversely affect his/her performance. Perception about fairness of disciplinary actions, proper allocation of training opportunities, fair dispute resolution and mutual swan was included in this construct. Collier and Esteban (2007) suggested that if an organization treats its employee fairly, it would increase employee commitment with the organization and is an indicator that organization is fulfilling its corporate social responsibility. Engelbrecht et al. (2008) highlighted that in the present days the organizations have deputed a very diverse workforce.This diversity has lead to significant amount of conflicts in the organization. This demands that managers must treat all the employees fairly irrespective of their gender, age, ethnic background, etc. 2-2-7 Job Charac teristics Employees adopt attitudes and behaviours towards their jobs on the basis of social information processing (Salancik and Pfeffer, 1978). People have the ability to adjust their attitudes and behaviour on the basis of their perception about the changing nature of job. Moreover, employees develop psychological contracts about their jobs that set out what management expects from the employees, and vice versa (Robinsons et al. , 1994).These physiological contracts, being an important determinant of employees behaviour should be clearly communicated to employees (Schein, 1980). Skill variety, task identity, task significance, autonomy and feedback proposed by Hackman and Oldham (1976) were used to observe job characteristics for the purpose of this dissertation. According to Morris and Venkatesh (2010), the job characteristics are strongly associated with job satisfaction and organization performance so organization must focus on job design and characteristics. Similarly, fores t (2008) suggested job characteristics are often ignored while looking at job satisfaction.He suggested that organization must not ignore it as it is strongly associated with job satisfaction. 2-2-8 Training Organizations are inefficient because they are managed by inefficient persons. Inefficient employees yield lower productivity and hence lower efficiency. It results in lower profitability and hence lower investment in Human Resources. This results into a vicious circle of inefficiency (Fani, 2005). Similarly, the work of Bettencourt (1996), Lewis (1998) and Yavas (1998) out forth that organization must focus on training its lower level employees not only to improve their technical capacity but also in improving the interpersonal skills of the employees.These skills would held them in head with changing requirements of the buyers of products and services, handled different and complex personalities and adjusting themselves according to the situation so as to enable them deliver e nhanced value to the buyers. Boshoff (2000) exerted the training of employees and highlighted that if the employees are not equipped with relevant technical and behavioural skills, they would be unable to deliver competitive service and it would result in high level of customers grievance. This was further corroborated by Bitner (1990) who reported that around 43 percent of the complaints from dissatisfied customers were the outcome of the incapable people handlings customers affairs.Even, competent and skilled employees dont remain competent and skilled forever. collectable to increasing competition, technological changes and quest for improved production process, job roles changes and so does the required skills. Organizations all over the world spend billions each year on employees training. The money is generally used to educate employees, provide them with opportunities to learn new things so that they can do their job better and enhance their future career. individualism of training programs increases their effectiveness (Kolb, 1976). Training Need Analysis, and Previously taken training were used to measure this construct.According to Dysvik and Kuvaas (2008), if an organization gives an employee training opportunities, the employee would not learn new things but would also become loyal and committed to the organizations. Both of these things will positively influence the organizations performance. Similarly, Schmidt (2007) suggested that if the employees of an organization are satisfied are with the workplace attainment and formal training provided to them, it would positively influence their job satisfaction. 2-2-9 Work Environment Nature of Job, physical environment and work space and characteristics of job can influence an employees work behaviour. Evidence indicates that even relatively modest variations in temperature, noise, lighting, or air quality can exert appreciable effects on employee performance and attitudes (Bell et al. , 1990).For ins tance, an increase in temperature can adversely affect both physical (Bell et al. , 1982) and mental performance of a person (Fine and Kobrick, 1978). Similarly, unpredictable noise interferes with an employees ability to concentrate and pay attention (Baron, 1994). Loud and unpredictable noises also tend to increase excitation and led to reduced job satisfaction (Bell et al. , 1990). Furthermore, right intensity of light is related with task difficulty and required accuracy (Wineman, 1982). Workplace Cleanliness, Temperature, Ergonomics, Lighting and Ventilation, and workplace safety were used in the dissertation for this construct.Biswas and Varma (2007) suggested that the firms should provide safe and healthy working environment to its employees. It would give employees a comfort factor in the organization and they become more creative employees. Peek-Asa et al. (2007) suggested that organization should ensure that it has a comprehensive workplace security program 2-3 Summary Th is chapter put forth the review of academic and scholarly literature on the dissertation area. It suggests that organizations are in a constant state of flux. External environment triggers organizational change. Such change in the organizations exerts their continuous study so as to observe the related phenomena. OB involves studying influence of people and their behaviour on organizations.The research in the domain of organizational behaviour encompasses research into variety of associated areas. These include work stress, motivation, leader behaviour, group structure and processes, change process and job and work design. A number of management studies revealed that there is a strong relationship between organizational behaviour and organizational performance. This chapter offers review of literature of various constructs. These constructs includes culture, change, customer orientation, rewards and recognition, leadership, fair treatment, job characteristics, training and work envi ronment. The next chapter will give the theoretical framework of the dissertation. CHAPTER 3 THEORETICAL FRAMEWORK OF THE DISSERTATIONThis chapter will contribute the theoretical framework for this dissertation research. It would use the literature contributed in the preceding chapter and will put forward the proposed model. 3-1 Theoretical Underpinnings Rationale Thompson (1967) and Katz and Kahn (1978) suggested that organizations are open systems. They further exerted that being an open system the organizations interact with the external environment and takes influence from the happenings in the external environment. Garg et al. (2003) argued that these environmental concerns are in issue of primitive importance for the organization decision makers specially top management. Presently, the size of businesses is increasing.This brings additional challenges for the organizations as it may result in change in ownership and management pattern of the organization. Increasingly, the ow nership and management of the organization is getting distinct. Organizations, being governed by the managers, instead of owners exerted that managers and employees are important stakeholders of the enterprise. They are the one who make important decision making about the enterprises resources. Moreover, they are the one who directs the working of the organization in certain directions so as to enable its ultimate purpose, the mission. Mintzberg (1980) regarded that organizations are coordinated units where people tend to synchronize their work with each other so as to make necessary mutual adjustment.Similarly, the work of Cartwright (1965) also highlighted the features of organizations as a collection of related people who are put together in such a way that they have certain level of dependence on each other. All of these people, if taken together, results in the full organization. The sort of the people in the form of their contribution towards attainment of organization goal i s important. Such carriage is often controlled and forecasted by the organizational decision makers. The working of people, their behavior and the influence of behavior on the organizational performance constitute organizational behavior (OB). The study of organizational behavior encompasses variety of areas that has to be studied.These include work stress, motivation, leader behavior, group structure and processes, change process and job and work design (Bigelow et al. , 1999). A number of management studies revealed strong positive association between OB and organizational productivity. Hansen and Wernerfelt (1989) revealed that as compared to economic indicators of organizational performance, the factors associated with organizational behaviour have twice as much explanatory power as much the economic variables. OB highlights both problems and new advantageous vistas for enterprises. It identifies issues like workforce diversity and offers solutions to manage it. OB has been qui te influential in increasing the level of employees performance.It also guides managers to design jobs and workplace in such a way as to facilitate achievement of organizational goals and objectives and reduce job stress (Robbins, 1998). 3-2 Research Aims and Objectives 1 3-2-1 Background Discussion The fast food industry is growing rapidly in Pakistan. It incorporates mushroom growth of both international and national fast food chains in various parts of the country. This phenomenal growth gained prominence in 1993 and since then it has been unmatched. According to Economic Review (1998), fast food restaurants are penetrating in Pakistan. This upsurge of fast food restaurants is the results of rapidly changing culture of Pakistan and ever high level of globalization which brought western value system to Pakistan.The life style of Pakistani people is becoming busier and busier. This left with very less time for cooking at home. At lunch times, people are using instant or fast foods. Similarly, Pakistanis have now easier access to western food. A large number of national and international fast food chains are opening a number of outlets all over the Pakistan. Initially, these fast food outlets were restricted to large and/or major cities of Pakistan, including federal official and provincial capitals yet presently there operations have also been extended to other cities. 2 3-2-2 Research Aims This section deals with the presentation of dissertation aims and objectives.The main purpose of this research, as envisaged in chapter one of this dissertation, was the analysis of the perception of employees about various dynamics of organizational behavior in Fast food industry of Pakistan. The various dimensions of organizational behavior envisaged for this dissertation research include organizational culture, change dynamics, customer orientation, leadership dynamics, rewards and recognition, job characteristics, fair treatment, training and work environment. For each of these dimensions, research objectives were developed. The achievement of these research objectives would ensure the fulfillment of overall research aim. The research model is presented here under pic normal 3-1 The Dissertation Model condition 3-1 gives the theoretical framework for dissertation research.It shows that culture, change, customer orientation, rewards and recognition, supervision and leadership, fair treatment, job characteristics, training and work design are the factors that influence organization behavior. 3 3-2-3 Research Objectives The overall aim of the dissertation is broken down into various research objectives. The research objectives of this dissertation are linked to nine constructs. The selection of these nine constructs is the result of the review of academic and scholarly literature which was given in the second chapter of this dissertation. This section highlights research objectives along with the various variables which would be used to capture th e perception of employees about various organizational dynamics.The research objectives along with extracted variables in diagrammatic form are given here under Research Objective 1 To explore the employees perception of culture of fast food restaurants of Pakistan. pic come in 3-2 Variables of Culture Construct Figure 3-2 gives the operative definition of the Culture construct. These variables would be the subject of enquiry through questionnaire. Research Objective 2 To explore the employees perception of change dynamics of fast food restaurants of Pakistan. pic Figure 3-3 Variables of Change Construct Figure 3-3 gives the operational definition of the Change construct. These variables would be the subject of inquiry through questionnaire.Research Objective 3 To explore the employees perception of customer orientation of fast food restaurants of Pakistan. pic Figure 3-4 Variables of Customer Orientation Construct Figure 3-4 gives the operational definition of the Customer Orien tation construct. These variables would be the subject of inquiry through questionnaire. Research Objective 4 To explore the employees perception of leadership dynamic of fast food restaurants of Pakistan. pic Figure 3-5 Variables of Supervision & Leadership Construct Figure 3-5 gives the operational definition of the Supervision and Leadership construct. These variables would be the subject of inquiry through questionnaire.Research Objective 5 To explore the employees perception of rewards and recognition of fast food restaurants of Pakistan. pic Figure 3-6 Variables of Rewards and Recognition Construct Figure 3-6 gives the operational definition of the Rewards and Recognition construct. These variables would be the subject of inquiry through questionnaire. Research Objective 6 To explore the employees perception of fair treatment with employees among fast food restaurants of Pakistan pic Figure 3-7 Variables of Fair Treatment Construct Figure 3-7 gives the operational definition o f the Fair Treatment construct. These variables would be the subject of inquiry through questionnaire.Research Objective 7 To explore the employees perception of job characteristics of fast food restaurants of Pakistan. pic Figure 3-8 Variables of Job Characteristics Construct Figure 3-8 gives the operational definition of the Job Characteristics construct. These variables would be the subject of inquiry through questionnaire. Research Objective 8 To explore the employees perception of training among fast food restaurants of Pakistan. pic Figure 3-9 Variables of Training Construct Figure 3-9 gives the operational definition of the Training construct. These variables would be the subject of inquiry through questionnaire. Research Objective 9 To explore the employees perception of work environment among fast food restaurants of Pakistan. picFigure 3-10 Variables of Work Environment Construct Figure 3-10 gives the operational definition of the Work environment construct. These variable s would be the subject of inquiry through questionnaire. 3-4 Summary This chapter gave the theoretical framework of the dissertation. This chapter linked the research aims and objectives with each other and also contributed the Dissertation model. Moreover, this chapter further linked each construct with the variables which have been deployed in order to operationalize each construct. The next chapter will give methodology of dissertation. CHAPTER 4 DESIGN, METHODOLOGY AND METHOD(S) OF DISSERTATION RESEARCHIn continuation to the previous chapter, which contributed the theoretical framework of the research, the current chapter will deal with the conduct of dissertation research. Major areas covered in the this chapter will be the selection of type of research, selection of population and assay size and sampling procedure, development of data collection instrument and actual conduct of research. 4. 1 Nature of Research Endeavours In this section, the type of research will be highligh ted. As it was suggested in the dissertation proposal, this research not only involves secondary research but also particular research. For secondary research, a detailed literature review was conducted using Universitys subroutine library resources along with world-wide-web.Specifically, Google scholar and Emerald Insight were quite influential in identifying existing literature in the area of organizational behavior and related constructs. It enabled the dissertation prognosis to be aware of the relevant domain of body of knowledge. Similarly, the primary research was conducted so as to capture the perceptions of employees about organizational behavior of fast food restaurants. There are number of methods that can be engaged for the conduct of primary research including personal observation, interviewing, field review, street ethonography, etc. The main method employed for the conduct of primary research was field eyeshot.Primary research is advocated as compared to secondary research because primary research has more relevance to the issue as compared to secondary research. Further to this, the information generated can also be tailored in primary research and also provides direct and hands-on access to the issue. However, it generally entails more time and resources. It also requires specialized skills in designing the actual survey and subsequent analysis of the data. 4. 2 Type of Research This section would draw the type of research engaged for this dissertation. For this, the typology suggested by Cooper and Schindler (2006) was engaged. They put forth a classification scheme for categorization of variety of research.This classification scheme include variables including data collection strategy, influence of the researchers in varying the research situation, respondents viewpoint about the research, points of time on which data was sorted from the respondents, prior crystallization of the research issue. On the basis of above mentioned criteria, the present dissertation is regarded as a descriptive research. This is advocated because of greater extent of crystallization of issue in hand. In primary research, a questionnaire was given to the fast food employee in order to tap their responses. This made this research as a communication sort. Moreover, the questionnaire was administered in the fast food restaurants and no deviation was made in the actual daily routine of the fast food employees.Consequently, the research design is ex post facto. Further to this, it is an illative research as the insights originating from the survey will be generalized on fast food employees population. Moreover, it is a cross sectional research as the data was collected once. A field survey is a method of data collection in which the research goes into the actual place where the respondents, or items from which data is to be collected, are present. Cooper and Schindler (2006) advocated the use of survey for data collection. There are number o f reasons for this. For instance, the field surveys are less risky as compared to laboratory experiments and stimulation.It is because the data is collected from actual field setting and is relatively reliable. In addition to this, in field surveys the surveyors reach respondents in their actual routines and own settings. In this situation, the respondents do not find any deviation and the response are highly valid. Further to this, in field surveys the surveyor has less control on the data collection whereas in simulation and laboratory experiments this is more. 4. 3 Reference to Sampling Frame This section would cover issues related to sampling. Extraction of sample refers to selection of a subset from the survey population. (Dr. Hani, 2010). Heckman (1979) and Emory (1980) advocated selection of such a subset on a number basis.For example, in lot of instances it is virtually impossible or very difficult to access all the members of population. Moreover, it would also be cumbersom e to reach all members, attract lot of financial resources and time. On the contrary, selecting a sample would save lot of time and money. canvas a sample would be less cumbersome as compared to studying entire population. However, Heckman (1979) suggested that such sample should have the same attributes as that of population. 4. 4 Population Attributes and Sampling Design This section would contribute the details about the population attributes. The population of this research encompasses all those people who are working in fast food chain.Fast food restaurants are those food manufacturers and sellers who serve food in last then 20 minutes. No reference has been made to the age, gender or to some other demographic characteristics. The questionnaire employed in this research also collected demographic characteristics of the employees. It would be used for generating secondary insights so as to share the context in which research was carried out. The targeted population was employee s of fast food restaurants of Pakistan. A convenience based, snow ball sampling technique was used to approach the sample. Goodman (1961), vocal and Snijders (1994) and Kaplan et al. (1987) advocated the use of snow ball sampling.This refers to a situation in which the desired characteristics of the population are scarce. In addition to getting information from sampling unit about themselves, they are requested to share information about other sampling units so that they can be accessed. Data was collected from three cities of Punjab which are Lahore, Gujranwala and Sialkot. The data collection instrument also collected the designation of the respondents yet during the initial stages of the survey respondents show that they were not very comfortable with revealing their identity. This is because of the particular nature of the research topic. It was decided not to emphasize on this question. So, the designation related data was taken out of the analysis.However, on a broad spectrum , the employees interviewed for this dissertation include people who were engaged in cooking food, in-house serving staff, delivery-men and counter staff. Majority of these respondents belong to the restaurants in the posh localities. This is because of the fact that these restaurants exist in the form of a cluster in selected cities. 4. 5 Decision on Sample Size This section will share insights about sample selection. A sample of 100 fast-food retailers was taken for this research. In taking this decision, cost and time considerations were kept in mind. Both of these issues and geographical distance, constrain the selection of a larger sample size.However, the factor loading technique (the main data analysis technique) is not confined to any specific sample size. The Kaiser-Meyer-Olkin measure of sample adequacy is a test that would be engaged to check the appropriateness of sample. Garson (2010) shared insights on deciding about the sample size for factor analysis. The sample size of this dissertation is consistent with his suggestions. 4. 6 Characteristics of Data Collection Instrument A customized questionnaire was developed for this research. The questionnaire has two parts. First part captures responses of the fast food employees about their perception about organizational behavior.To facilitate the respondents, the questions were grouped on the basis of constructs. Part two of this questionnaire collects information about the demographic profile of the respondents. The questionnaire actually started with salutation and reveals the core aim of the research. It also introduced the dissertation candidate and his academic affiliation. The cover page of the questionnaire also shares the method of responding questionnaire by giving an illustration. The dissertation specifically revealed that the collected information would only be used for academic purpose and results will be disclosed in group. The respondents were thanked in anticipation for their support i n accomplishing this research. 4. Pre-Testing the Data Collection Instrument Before the actual start of the field survey, it was important to ensure that data collection instrument should bear certain characteristics. These include brevity, clarity and focus on the issue. Before the actual launch of survey, 3 questionnaires were given to actual respondents and were evaluated for desired characteristics. Certain insights related to use of words, questions sequence and length of questionnaire was adjusted. The questionnaire was improved and launched. The addition of survey filling instruction was an attempt to improve the conduct of the survey. 4. 8 Field Survey and Data Collection Primary and Secondary ResearchAt the start of this research, it was envisaged that completion of this dissertation will require both secondary and primary research. Journals, magazine, online databases and library resources were quite influential. So far primary data was concerned a soft copy of questionna ire was send to the managers of fast food restaurants. The managers of fast food chain were requested to support in accomplishment of dissertation by cooperating in collecting data. The managers were requested to arrange prints of them and share those with employees. The employees filled those questionnaires and retuned them to managers. The managers, on request of dissertation candidate, deputed an employee and get those entered in SPSS and emailed those back to dissertation candidate.As the questionnaires were to be returned to the organizational typical instead of dissertat

Compare how the two television programmes Essay

This is an attempt on her part to appear up-to-date, with Hollywood speak, only if is also a style for her to patronise Saffy and is symbolic of their relationship. Gimme Gimme Gimme is centered around a heterosexual woman and a homosexual man, with the contrast between them being the key ele ment of the show, The biliousness here is much more direct than that of Absolutely pleasing, with great emphasis on sexual innuendos and crude elements. Gimme Gimme Gimme transgresses boundaries, with the two protagonists (Linda and Tom) subverting traditional gender roles.They check a married couple, but in reverse Linda is masculine, while Tom is effeminate. Tom is middle-class and cultured, and sees Linda as beneath him in the Millennium Special, he describes her as frighteningly working class. He is also ho lend oneselfproud, as shown by his Christmas punch and his dismay when Linda broke the decorations (Whatever happened to Timothy tree? ) He gives the idea of intelligence and oft en loses patience with Linda, also finding her crude mood too much on occasion You know, sometimes you make me physically sick. In contrast, Linda is very masculine and uncultured, loud and direct, yet also childlike and nai ve. She is plainly of low intelligence and enjoys insulting Tom I aint homophobic, I just cant stand em. She frequently calls him homo, but in reality this is probably a term of endearment. Although she pretends to despise him, Linda and Tom ar dependant on each other, as shown by the scene where Linda is about to go out and Tom clings to her. Lindas naivetiRegarding her set out is a point of humour as in her eyes he can still do no wrong. Her words Daddy wouldnt lie to me bring to mind a small child. Tom frequently uses abbreviations such as ridic and phenom, which adds to his camp image, and strengthens the audiences perception of him as a stereotypical gay man. Lindas character, as well as contrasting with Tom, also has elements of contrast within herse lf her surname (LaHughes), suggests a far more upmarket woman than she is, and the way in which she dresses is at odds with her naiveti.Gimme Gimme Gimme has strong elements of sexual frustration in both characters , although Tom desires a long-term relationship and domesticity, and Linda simply wants a man. Both the house in Absolutely Fabulous and the flat from Gimme Gimme Gimme are not domesticated, but for different reasons Patsy and Eddie are always out at work or parties, but Tom and Linda are always at home simply because they have nowhere else to go Phone a bloody friend? What if you havent got any friends? intertextuality is present in both comedies from the obvious in Gimme Gimme Gimme (Linda and Toms discussion of Who Wants To Be A Millionnaire and her referral to the Royle Family as northern ponces), to the more knotty use of Western music in Absolutely Fabulous. Both programmes involve dysfunctional parent-child relationships, although there is a difference in that Lindas relationship with her father is off-screen, and Saffy and Edinas is very much on-screen.Both also have children in Eddie is a wild teenager and Linda is a spoilt younger child. Masculine women are present in both, in the form of Patsy and Linda, although both are masculine in different ways and take on different roles. The use of flashbacks in two episodes (Small Opening and Millennium Special) sum up the attitudes of the two programmes Gimme Gimme Gimmes shows how the protagonists want life to be, and the show is based upon them lacking(p) better lives.The flashback in Absolutely Fabulous shows how life sued to be, and the characters here are living in the past. A key difference is that Eddie and Patsy truly believe they are in control of their lives and are happy, whereas Linda and Tom are perfectly aware of the fact that they are going nowhere. While Absolutely Fabulous is a satire, there is also a fantasy element about Patsy and Eddies uninhibited, hedonistic lifesty les. Both shows characters are representative types of society, and there is an absence of men in both the main theme of both shows.However, in Absoultely Fabulous this is shown to be a positive thing and Patsy and Ednia show no indispensableness for them, however Gimme Gimme Gimme is about its protagonists loneliness, and is centered around their quest for men (hence the title. ) Gimme Gimme Gimmes comic representation of gender is based upon stereotypes, role reversal and class contrast, whereas Absoultely Fabulous plays on the common idea of how a mother should be, the traditional values they have and womens independence. Both shows use subversion of roles to great effect in their comic representation of gender.

Managing Human Resources at Google Essay

Google Inc. is an American multinational corporation which provides Internet-related products and services, including internet see, cloud computing, softw argon and advertising technologies. Founders Larry Page and Sergey Brin met at Stanford University in 1995. By 1996, they had built a search railway locomotive (initi eachy called BackRub) that used links to determine the importance of individual networkpages. Larry and Sergey named the search engine they built Google, a play on the word googol, the mathematical term for a 1 followed by 100 zeros. Google Inc. was born in 1998, when Sun co-founder Andy Bechtolsheim wrote a check for $100,000 to that entitywhich until then didnt exist. Google has been estimated to ravel over atomic number 53 million servers in data centers close to the world, and exhibit over one one thousand thousand search requests and about twenty-four petabytes of user-gene prised data ein truth day.Google is a high-energy, fast paced go away environment . While the snip off code might be casual the company attracts and retains close to of the bright wingest minds in the technology industry. There is a work hard, play hard atmosphere. Most workers at Google have base salaries that are on the unhorse end of normal for the markets they operate in. The base salaries are supplemented by stock options, challenging work and vast benefits. In addition to the normal health and welfare benefits that larger companies offer, Google provides its employees with other benefits equal Health economic aid for employee and his family, plus on-the-spot(prenominal) physician and dental care at headquarters, vacation days and holidays, flexible work hours, maternity and parental leave, plus raw(a) moms and dads are able to expense up to $500 for come across-out meals during the world-class four weeks that they are home with their new baby and Google Child Care Center, just five proceedings from Google headquarters in Mountain View. Other ben efits that Google offers to its employees are Fuel Efficiency Vehicle Incentive Program, employee dis debates and onsite modify cleaning, plus a coin-free laundry room in the Mountain View post.Google has principles, Ten things we know to be true1. Focus on the user and all else will follow.2. Its better to do one thing really, really well.3. Fast is better than slowly.4. Democracy on the mesh works.5. You dont ingest to be at your desk to need an answer.6. You can make money without doing evil.7. Theres always more information out there.8. The need for information crosses all borders.9. You can be serious without a suit.10. expectant just isnt good enough.Some of Googles products are Web Search search billions of web pages Google Chrome a browser built for speed, simplicity and security Mobile get Google products on your energetic Image Search search for images on the web News Search thousands of news stories Drive Create, treat and keep all your stuff in one p lace Translate Instantly translate textual matter web pages, and files among over 50 languages Groups Create mailing lists and discussion groups Blog Search receive blogs on your favorite topics Scholar Search scholarly pages Alerts Get email updates on the topics of your choice commandmentTop Google Inc. competitorsYahoo Inc. Company ProfileYahoo wants to spread some cheer to Internet users around the world. Its network of websites offers news, entertainment, and shopping, as well as search results powered by Microsofts Bing. Yahoo generates close of its revenue through providing search and display advertising to Web operations in three categories communication theory & Communities (including Yahoo Mail, Yahoo Groups, and Flickr), Search and Marketplaces (Yahoo Search), and Media (Yahoo Homepage, Yahoo Finance). Other revenues come from fee-based services such as subvention e-mail royalties, licenses, and mobile products and broadband Internet access. Yahoo publish es content in about 45 languages and in 60 countries, regions, and territories.MSN Company ProfileMSN, a part of Microsofts Online Services Division, is a leading provider of Internet content and services. Its msn.com Web portal provides a wide scat of news, information, and entertainment content, as well as online shopping and a search service powered by Bing, Microsofts search engine product. MSN too offers communications services such as its MSN Instant Messenger and the Web-based e-mail service Hotmail. all told total, the MSN portal draws an audience of more than 100 million monthly users in the US. Its global reach includes some 50 country-specific sites in about 20 languages.Managing Human Resource in Google Managing Human Resources has become resilient factor for the organizations inwardly the modern and fast-paced business environment. The unique gainsay of HR subdivision is to go steady that the employees are motivated and committed to the organization with the com plete integrity and honesty. HR practices at Google named People trading operations, which is designed to underline the fact that it is not a mere administrative function, but ensures to build a strong employee-employer relationship. Google is well-known as a great employer and majority of its recognition has come as a result of HR programs and ideas. However there are some gaps in the HR practices of Google. Recruitment and survival of the fittest procedureGoogle place great emphasis in how they attract and hire the in truth best talent. Google take hiring very seriously and make consensus based decisions. However, nearly every candidate at Google commented on its slow screening, recruiting, and question process. Several posts suggest that hiring process in Google is very long, time-consuming and annoying. Some examples from current employee of Google are Google actually celebrates its hiring process, as if its ruthless inefficiency and interminable duration were a sure proof of thoroughness, a label of honor. Perhaps it is thorough.But I would be willing to wager that Microsofts hiring process, which takes a fraction of the time, does not result in a lower-skilled workforce or result in a higher rate of attrition. The interview process was very mixed They had me slated as a Windows Developer for some reason, to everyone on my interview kink wondered why. I flubbed my first coding pretty bad but after that it was clear that no-one on my interview loop had enough experience or knowledge to level me. On the other hand they forecast that out and scheduled a follow on interview with the head of the Kirkland office who asked reasonable and apposite questions. Also I was move that Google seemed to be proud that they didnt communicate from one interviewer to the next at Microsoft it was a good opportunity to find more appropriate interviewers, etc. if a psyche seemed misstated. Oh well, I thought my interview and hiring process was an anomaly. Hiring proces s takes from one to four month and it is inconvenient for applicants however it is inevitable from business performance view.In order to hire new employee management should approve head count also staff can exclusively be hired into approved positions. All new positions mustiness pass through the respective budget approvals for each area. Obviously, recruitment at Google is not the responsibility only of the HR team. The need to hire the right people permeates across the organization, becoming the outlook of every employee, bit Google into a recruiting machine. My experience actually in Aug. 2004 when I was interviewing for a sales position in the Seattle office was the typical 13+ interviews, including a day trip to MV where I was told that someone would take me to tiffin and instead she took me in a conf. room and interviewed me.So I ended up not ingest at all that day until I returned to the airport at 4pm. However, I passed my interviews with flying colors and was surprise d 3 weeks later when I still hadnt heard from my recruiter about the results of the hiring committee meeting. There are a lot of similar complains about hiring process and interviews which give us the conclusion that Googles hiring process is time-consuming, both for employees and for Google. Some of the current employees mentioned also that Microsoft procedure is much better. shipboard Employees Google HR rarely gives indissoluble jobs immediately and prefers to recruit temporary and contract employees. Googles emphasis on attracting youngsters might sign its power to get experience recruiters. Another problem of HRM in Google is the inability to track the on-job performance of the new hires. contend of growthGoogle has done a remarkable job in growing from a small unavowed company to a big organization with 15.000 employers in a few years. However Google face the recurrent challenge of being able to handle successfully its open and fun-filled work culture. As the company grow s it is operose to provide the same financial and other incentives for its employees. Googles Human resource chief has said that the jamboree success of the fast-growing internet company is generating its own set of people management problems. Moreover Google HR has a trouble in recruitment talented locals in its South Asian operations.The shortage of web development, skills and knowledge of JavaScript and Ajax, the web design technology Google Map- and the short supply of middle motorcoachs become a challenge for HR department. The diversification of the HR functions such as salaries in these countries is another gap in the HR management. I was hired to work in Googles Singapore office. I found out very quickly that Google International is not the same as Google-US. The offered pay was way too low to give out in Singapore, so I left after I got another job offer that I matte up was better for me. I really do believe that Google is doing some important work with add-on mapping projects and digitizing libraries. But for me, I felt that Googles popular image did not match its actions in the work place, and that some of the things they did were not very Googly.Working conditions and environment The nature of work at Google undergoes eternal changes, hence few employees are able to achieve the task for what they were initially hires. It is also opined that this whitethorn hamper the performance management function. Some people would agree that running(a) at Google is more exciting, but Google employees are working incredible hours. A 12-hour working day in Google has become a norm, owning to its wide lay out of employee benefits and perks such us Google Child Care Center, on-site haircut free of charge, swimming pools, dry cleaning services, on-site medical staff etc.A current employee says There was no proper mentoring for 6 months and within 9 months of my tenure my omnibus was not happy with my performance, and management always stressed on lay some Extra Effort in other words Spending some redundant hours this may not be the case at Google-MV but this is what it is in India. If you dont put extra hours then you wont get promoted, no promotion means no salary hike. I feel sad about my decision on choosing Google over IBM Small pay, No work, No team up spirit, No Hike in 12 months, No balance between Family Life and work are few things which motivated my move out.In such organization where employers work more that the schedule working hours the relationship and the environment between employers might not be the finest. Employees might lose the balance between work and social life and this finally will lead to un golden working environment. As in brief as I got inside, I had the feeling of being swallowed by a giant borg. Really, I felt like I didnt exist, watching people buzzing around with laptops. I have been academic term back, surprised at the level of negativity expressed by those on this thread, and wanted to share my very different experience.Recommendations Google has built a culture where a well-chosen elite accommodates flexibility, shifting roles and above all else, urgency. As Google grows in size and strength, it is a challenge to maintain the pace of innovation and convey a sense of empowerment to Googles engineers and product autobuss. In my opinion the first thing that HR department must take into consideration is the very long duration for recruitment and interview process. Selection of the right candidate is an important function of HRM, but this doesnt mean that interviews and selection procedures must be so time-consumer.HR managers might receive 250 applications for every void. They must compare the qualifications of the applicant with the job description of the vacancy and find the application that fits with the duties of the position, the most suitable. It will be also more efficient for both employees and Google to reduce the number of interviews from over than 4 to maximum 2 or 3. For the dilemma to hire steadfast or temporary employees Human Resource Manager must recognize the benefits that they could gain from permanent staff. With a permanent employee, company will save time in training and gain stability.Permanent employees can also tolerate to the growing of the business as they get more efficient at their jobs through familiarity with the processes. Temporary employees often lack motivation and loyalty to the company due to the short time spent assisting with operations. HR must also encourage innovation and independent initiatives to its employer. It must give them the time and resources to pursue new ideas in order to develop more tools, functions and technology in order to increase its efficiency and contribute to its succeed. Although providing freedom to engineers might attract talent and encourage innovation, but company should not aberrant from its core business strategy which directly affects the revenue.Also in countries that it is difficult to find qualified person who can meet companys expectations for the vacancy position, like the example above (South Asia), HR manager can select the most suitable from the applicants and training him to enrich his skills and knowledge. Google might offer a range of benefits and perks but it should be also careful in balancing business and pleasure activities. The promotion and inducement must not combine with overtimes but with performance and skills. Another important factor that HR manager in Google must consider is the corporate and friendly environment in the organization. If they maintain a friendly relationship between employees they will successful growth and increase productivity.Conclusion Managing Human Resources effectively leads to an meliorate ability to attract and retain qualifies employees who are motivated to perform and the results of having the right employees motivated to perform are numerous. They include greater probability, low employee turnover, h igh product quality, lower production costs and more fast acceptance and implementation of the corporate strategy. No company in the world but Google offers expensive perks like free food, free fitness center, free barber shop that come to you, free car subspecies while work, free pool table, games room, lap pools for exercises, volley ball courts, company massagers, free laundry, free secure on site. A research in 2012 shows that the best company to work for is Google. However Google seems to have a gap in the Human Resource Management in a range of factors that HR manager must consider and solve them before these become an important impact to its productivity and growth.