Analysis of ESNAADs Human resource management - Free Essay Example

Sample details Pages: 14 Words: 4263 Downloads: 7 Date added: 2017/06/26 Category Management Essay Type Case study Did you like this example? Introduction Human being has been endowed with a faculty to think, judge and prioritize his actions. He offers creativity and innovation. Though nature has given these faculties to every human being, his acquisition of knowledge, skills, his attitude of looking at work, his perception about everything he sees, varies so much that one can not expect a standard response from all human beings. Don’t waste time! Our writers will create an original "Analysis of ESNAADs Human resource management" essay for you Create order Thus man as an asset is difficult to control as a uniform resource. Besides, he has a definition of his own satisfaction and may or may not be inclined to work with same enthusiasm. Moreover, he changes this attitude from time to time and his own moods to work. Thus, a human being is an unpredictable resource. When we want to take a human being in the fold of our business or organization, we have to consider him from aspects; as an individual with a given knowledge skills and values, what we can expect now and, say, after three years. Moreover, one has also to look to his personal role in his own family and how it will influence his organizational life. On the one side, he expects greater responsibility and job satisfaction but he is reluctant to work without getting paid for such extra work. Thus, his expectations are to be seen and controlled so that he can be useful to the organization for a long time. His preferences and values also must be gauged before he is employed. The worst is that we have to evaluate all his work life because he can prove to be a liability if neglected for sometime. Thus a human being is an expensive resource to be evaluated all the time. To make him more useful, they have to give them further training. The chances are that the person may leave the organization any time and create knowledge void. Thus, human resource is the challenge to management throughout its life. ESNAAD is a front running service provider in the field of oil and natural gas in the region of mid of east. The origin of this corporation makes an incomparable reputation in Middle East with an eye on global expansion. They have already succeeded in making a palpable presence in UAE. With Middle East Company we perform international standard regarding health environment, safety and quality control. In the port city of Musshaf we provide a second to none work atmosphere regarding cleanliness and Safety. ESNAAD is dedicated to the welfare of employee with excellent track record in the field of safety, professional satisfaction and work environment. As a result they are proud of having best professionals of this field in our team. They have a continuous training program to ensure to give a series of products o the oil Industry. They always remain committed for development of new services and products to fulfill even long term needs our clients. ABOUT ESNAAD ESNAAD is a subsidiary of ADNOC that primarily deals in waste and chemical management, blending of chemicals, mud chemicals, and handling materials to support ADNOC services. ESNAAD has a vision to excel in offshore management of oil production and establish itself as a premier service provider in UAE oil industry. For this, it is extremely important that the company has a strong Human resource system to avoid any mistakes while dealing with labor force which does high risk job. The HR policies must support a clean and safe environment to work and provide continuous trainings to the workforce so that they avoid accidents and provide services that are at-par. The primary services of ESNAAD include: Oil field services These involves processing of crude oil to refine it based on the international standards. Offshore services These involves operations, maintenance and services providing logistics support. Onshore services This is the most important section of servi ces that include at the port services, waste management, chemical handling, material processing, engineering got oil processing. HR NEEDS OF THE COMPANY Let us first discuss the HR needs of the company which can be described in terms of the following heads: Planning Selection Motivation Interpersonal Relationship Wages Compensation and Benefits PLANNING Although all of these five factors are important for a quality HR departments, it must be borne in mind that the person implementing them are more important than former ones i.e. a person with credibly and who is a business person first and then a HR profession. The person having demonstrable commercial sense, knowledge of the concern business and potential competitors and with a capability of Strategic understanding of development needs of the business. At this stage this must be emphasized that there is a greater need for upper management to look HR of ESNAAD not an administrative unit rather as a business partner. In planning of human resources five factors are considered important as per their order i.e. Talent Management Organizational Development Knowledge and Strategy of Business Talent Acquisition Perks and Benefits. I.TALENT MANAGEMENT It should be very clear for a senior functionary of ESNAAD that if they cant do talent management in a professional manner, it will result in losing our skilled workers and professionals to our rivals. A competency based management is supported to be the best for ESNAAD as this means developing strategy and goals to direct behavior and actions of the employees for the success of the organization. II. ORGANIZATIONAL DEVELOPMENT Human sector is the backbone of the growth of ESNAAD. It comprises of all from the top management to the employees and aims at the effective development of the organization. The core of the organizational development is the behavioral research. It has got four basic components: Economics,Technical,personal, and Politico legal. This will include: Work Recognition and Space changes. Group Problem Solving Talent Management (as discussed) Planning of Agenda Team Development Improvement of Business Process Training III. KNOWLEDGE AND STRATEGY OF BUSINESS This will helps ESNAAD in the following way: It enables HR Strategy to be aligned with the overall vision of the organization as it develops knowledge and Confidence to communicate with CEO. It helps for developing a framework for developing business strategy. It acts as a tool for HR to afflict the development of Strategy Process. IV. TALENT ACQUISITION It has evolved from basic staffing to an integrated approach for acquisition of top talent required for dynamic business needs. It utilizes a software tool to substitute all sub process of Finding, attracting and eventually hiring highly talented Individuals to fulfill the organization requirements which is important for the overall growth of ESNAAD. The aim of talent acquisition software is to streamline the entire process of recruitment in following way to Online Creation and editing of job requisition. Facilitate on line interview and their result reduce recruitment costs Scan references pertaining to a particular candidate. V. WAGES, PERKS AND BENEFITS While wages comprise the salary, the perks and benefits are Non-Wage compensations which are provided to an employee in ESNAAD. Some of these non-wage benefits may be health insurance, group insurance, housing, disability coverage, retirement benefits, sick leave, Educational Fund, Social Security and other such benefits. SELECTION This is the process of choosing the most suitable candidate. With elimination of the unfit or less suitable one for particular job, ESNAAD can avoid the danger of accidents and ensure quality services. It is the process based on job related qualification and hence eliminates automatically the job seekers not meeting the essential requirement of a particular job. In this regard this must be borne in mind that the right person must be at right place at right time. Timing factor too is a very important one, as one individual who can do well at starting phase of ESNAAD recruitment cycle may not do well after a certain level of functional maturity of organization is achieved i.e. maintenance phase. A vice versa of this may also be true. Motivation Motivation of human wealth is the most important factor of success of any organization. These are two main groups of factor: Satisfiers: motivation factors creating a highly motivating situation but there absence in the job does not cause serious dissatisfaction. Example Responsibilities Advancement, Recognition. Dissatisfies: Other group of factors if absent may cause serious dissatisfaction, regardless the impact on the motivation. Reduction in the availability of these factors is likely to affect motivation and bring down the performance level .An offer of more of these factors does not in any way improve motivation significantly. For example, a raise of 10 in the salary of a person may not improve his performance, but a withdrawal of this amount will upset a person and is likely to cause dissatisfaction. These factors have been designated as maintenance or hygiene factors or dissatisfaction. They are preventive, environmental and have job context. Thus these two sets o f factors are mostly unipolar i.e. Satisfiers contribute very little job to job satisfaction and dissatisfies contribute very little to job satisfaction. These two sets of factors are listed in the below table: Motivators or Satisfiers MAINTENANCE FACTORS Job Itself Status Possibility of Growth Interpersonal relations with Superiors Peers Subordinates Achievement Technical Supervision Responsibility Company Policy Administration Advancement Job Security Recognition Working Condition Salary Personal Life The impact of an increase or decrease in these factors can be explained as follows: INCREASES DECREASES JOB SATISFACTION When motivations are When motivators are strengthen or present weakened or absent JOB DISSATISFACTION When maintenance factors When maintenance are weakened or absent factors are present The satisfiers describe mans relationship to what he does, but the dissatisfies describes his relationship to the c ontext or environment or situation in which he does his job. The hygiene factors, so called in poor analogy with the way the term is used in preventive medicine, meet mans need to avoid unpleasantness. The motivator factors on the other hand make people happy with their jobs because they serve mans basic and human need fir psychological growth, and his need to become more competent. For proper motivation it is suggested to follow the master model of hierarchy of needs that an individual is supposed to attempt in following order: 1) The physiological needs 2) The safety security and stability needs. 3) The social needs i.e. love affiliation, membership and belonging. 4) The esteem needs-Self Esteem and public Esteem. 5) The need for self realization. THE PSYSIOLOGICAL NEEDS: The physiological needs concern the needs of the human body. They are basic to preserve human life. For example, food, clothing, shelter, etc, are all essential of life, without the reasonabl e satisfaction of which no human being can function normally. Any other need will become proponent only if these physiological needs are at least partly satisfied. As the very survival of human life depends upon the satisfaction of these needs, they are also known as primary needs. They are primarily satisfied through economic behavior and have finite limits. An individual demands only a particular amount of these things. After reasonable gratification, they are no longer demanded. That is why they are motivational only if they unsatisfied. The Safety Needs: The next order need is safety and security need. This implies provision against the deprivation of the basic physiological need. If there is a danger of attack from our neighbor, we must provide for our safety. If there is a fear falling ill, being retrenched, we must provide for a rainy day, i.e. Security. We would have at least liked to maintain that we already have if not better our circumstances. This need also has the same characteristics of being primarily satisfied through money and being motivational only in absence of a reasonable satisfaction. Once these needs are satisfied, they are no longer motivational. The Love Needs: It is natural desire of every human being to be a part of the group which loves him. This group consists of a few individuals who have some commonness and the member of a group is able to unhesitatingly share his problems with other members of the group who are close to him. This may in the family or work organization or else where. He wants to give and receive love. This provides meaning to work life and the individual is recognized as an important member of the group. These needs are regarded as secondary because they are, though important, not essential to preserve human life and emerge only if both the physiological and safety needs are fairly well gratified. The Esteem Needs: Esteem needs are divided into two categories: Self Estee Public Esteem Self esteem means esteem in the eyes of the self, i.e., an inner feeling that one is doing something worthwhile. It is the desire for strength, for achievement, for adequacy, for confidence in the face of the world, and for independence and freedom. When an individual is himself satisfied about the task relevance, he looks for esteem in the eyes of public, i.e. public appreciation, praise, admiration, or public applause it is desire for reputation or prestige, recognition, attention, importance or appreciation. Satisfaction of the self esteem needs to feelings of self confidence, worth, strength, capability, and adequacy of being useful and necessary in the world. But the thwarting of these needs produces feelings of inferiority, is unable to satisfy his need through positive constructive behavior, he may resort to immature disruptive behavior as often a child does in the class to draw the attenti on of a teacher when he fails to do so on the basis of academic performance. The Need of Self- Actualization: The highest order need is the Need of Self- Actualization. This means becoming what one is capable of. It implies an opportunity for the fullest expression of ones personality characterstics. A painter must paint, a singer must sing, and a teacher must teach if he wants to be actually happy. What a man can be, he must be. This need is continuously motivational, and therefore, it is called a growth need .As a personality of a person is constantly growing, the need for its expression is never satisfied. When one reaches a particular stage, one moves slightly higher and accordingly, ones aspiration level goes up. This need is purely physiological in nature and is infinite. One looks for endless challenge and integrates ones interests, talents, and abilities to the point that one work towards become what one must become. This implies that a person who has reached the point of continuous self actualization has necessarily satisfied all his deficit needs. INTERPERSONAL RELATIONSHIP To assist supervisors and managers to tackle difficult issue in ESNAAD with the workforce a three step strategy is to be developed i.e. Active Listening Adaptability Decision Making Active Listening : is the core of any human resource management and comprises of two components- Interpersonal Communication Conflict management Interpersonal Communication is the basic need of any management personal. It should be well understood and practiced as it is the core of all decision making and actions at a workplace. When we work with diverse groups of workforce it requires a lot of interaction. The main objective of interpersonal relationship is to create the respect of the employees for their management in order to have the right working atmosphere and attitude in the workplace. This can be achieved with a four dimensional approach: Influence Interpersonal Facilitation Relation reality Team leadership. A manager can have interest in one or the other or all dimensions and can practice them accordingly. ESNAAD will have to actively look into management of managers. Conflict management is the second skill of the managers to get leverage. It helps to resolve issue of employee management issues and effectively and at a faster pace. It also helps to create greater satisfaction amongst the human assets. There may be many type of open or hidden at various stages. These conflicts if not interviewed or ironed out Properly may result in various problems right from a bad working atmosphere at one end to a medico legal problem on the others. Adaptability: will be most stressed component of HR management within ESNAAD as it is the critical skill of achieving respect of the workforce for their management. A proper policy of adaptability will be having two components: Adaptability of management for Workforce. Adaptability of workforce for the management. Decision making: in terms of interpersonal relationship is different than t hat of a corporate decision making. ESNAAD management must remember that a decision may at the level of interpersonal level is to facilitative the achievement of the organization and not to affect in a negative way. SALARY AND COMPENSATION A sound compensation package is to encompass following factors: Adequacy for wages, Social balance, supply and demand, fair comparison, equal pay for equal work and work measurement. The concept of adequacy has two components, the internal and external. The internal component has a link with the fair wages concept, i.e., for a given job, is the money compensation adequate for an employee to maintain a descent standard of living; is the money wage adequate to cover basic needs such as housing, food, transport, medical care, childrens education and the possibility of saving for a contingency. The external adequacy would be in relation to comparable jobs in other industries with similar background requirements. The wage compensation for a particular job should not be less than what it can command else where. In a labor surplus economy it wills always b e possible to find employees willing to accept jobs at lower rate. Given the supply and demand situation, employees have an ethi cal obligation to pay for their wages. This concept of fairness should operate both for the employer and the employee i.e., standard of work should be comparable with that of similar industries. Comparing jobs across similar industries is one aspect in terms of fairness, but there is yet another factor that needs consideration and that is designing and implementing a compensation system which establishes parity of jobs, internally as well as externally. Internally persons doing similar jobs in an organization should be similarly compensated. In order to establish parity, factors like complexity of the task, skills requirements and job differentials, and an objective system of job measurement needs to be considered. The one that has been evolved is the job analysis and evaluation method. BASIC TYPES OF BENEFITS: 1) FRINGE BENEFITS: Fringe benefits too are the part of cooperation of the organization and may include status (like Car, Entertainment facilities, holidays, foreign travel, telephone); security (insurance, medical facilities, holidays foreign travel, telephone) and work benefits (office accommodation, secretarial services, management training, company scholarships, etc 2) KEY BENEFITS Key benefits such as share schemes, profit sharing, retirement counseling and house purchase. Introduction of Fringe benefits and key benefits depends on how much the company can afford to spend. Certain schemes may not benefit all the employees, so those with maximum coverage are important, if both employee and employer are to be benefited. Employees preferences could be ascertained through regular survey and interviews. The employer could use this information to intrude benefits in accordance with the perforce given by employees, keeping relative costs in mind. A program of benefit also has to include certain items dictated by government laws. Unions also represent some of the workers preferences are generally insist on a satisfactory wage rate and satisfactory fringes and not merely on a satisfactory combination of the two. Fringe benefits in terms of the cost are the real total cost to the company of employing the employee. This benefits since they are regarded as a bonus create a favorable attitude towards the particular job and company. Cost of fringe benefits is not static. Employers may also find it worthwhile and more economical to pay overtime. HRIS AND SECURITY Security consists of a series of burden or doors one must one must pass through before an access to a data or to execute a function on a computer system. These hurdles or doors consists of: Physical protection and Security within the HR system I). PHYSICAL PROTECTION: Locking of hard drive Locking of password Use of password not accessible to all The Password must be changed regularly Use of a separate computer by controlling authority. II). SECURITY WITHIN THE HR SYSYTEM This may be of two types according to the data to be used: Simple for less sensitive data Complex for the data requiring high degree of confidentiality like succession planning. LEVELS OF SECURITY FOR HR SYSTEM There are total five levels of security for any HR system as presented below: Physical Approach: The first level being the physical obstacle to the master computer. Only the authorized person should be allowed approach to the executive office. Access Level: There should be a strict control to access to the data only authorized person should be allowed to see the data. A pass word is to be incorporated at this level. Manipulation Level: At this level a check is to be put on data manipulation by an unauthorized person i.e. entering or changing data. It is to be done by a fully trained person in the field. Reporting Level: At this level standard reports are printed accessed for the quality. It is proposed to introduce a separate password for each level separately i.e. Access level, manipulating level, and reporting level. Decision Making Level: At this level, decisions are made only after total authorization and permission. USER FRIENDLY: Our system is must a user friendly as it covers almost all the issues viz: Reduction in paperwork with accuracy. Cost Effective Provides instant yet accurate knowledge. There is streamlining of the process Makes practice decision making easy Adheres to the preview of legislation. SUSTAINABILITY OF AN EMPLOYEE: Regarding Sustainability of an employee our HRIS software readily provides the answer for all the following answers: Past work experience of an employee. How far his education and skills are practically relevant? How long he will be useful to us? What reciprocation he expects from us? Will he be able to work in a group? Are his family circumstances complimentary to the work carrier we are offering? How will we decide his carrier progression? How much a partner should he be made in decision making? How can he groom to take further responsibilities? His comparison with other workers How will he influence the work group balance? How does he fit in the job description? Can we change the job description to suit his talent? Accommodation for him? KNOWLEDGE MANAGEMENT A Knowledge Management system may be of five types namely: 1. Based on Documentation -Documents like web, databases, notes etc. It permits the creation, management or sharing of these documents 2. Taxonomy Bases It is similar to Document based one, but uses a system of terminology like Author, subject organizations etc. 3. Technologies Based like Artificial intelligence (AI) which represents problem an organization faces. 4. Network Based This method uses network and other means to transfer the information. 5. Increasing Social Computing- Based on personal interaction. Ours being a web based HRIS takes care of all the three aspect of knowledge Management System: Communication: This system can be used on Internet for data exchange with other organization. Information: This system can be used to obtain the knowledge of expertise. Proliferation: Our system can help to get new applications online to perform a variable task. Human Resource Information Sys tem Design for ESNAAD: Employees Profile Employee profile screen will capture the following attributes for Human Resource Information System of ESNAAD: Personal Identification Information of the Employee Previous organizations worked Service expertise details Key contract number in emergency situations Dependants and Emergency contacts Number of days Attended Date of joining the organization Qualifications Key skills Payroll Details This screen will capture the total compensation, perks and earning details of the employee: Pay Grade History of previous pays Bonus details and criteria Tax brackets and deductions Perks and Benefits Yearly/monthly Leave allowance Loan details of the person Food coupons Medical bills reimbursements Total Cost to company Training and Development This screen will capture the training details of the person: Performance Ratings Performance bonus Education and qualification Primary Skill Secondary Skills Certifications Training Needs Training Justification Awards Health and Safety This screen will capture details of any incidents and accidents of the employee: Any accident/Incidents Details of Incident Date of occurrence Place of occurrence Previous ailment Records of Medicine and Treatments Any Disability Library of Document This screen will capture any important documents issued to the person: Letters issued on company letter-heads Purpose of letter Date of letter Any other documents sealed from the employee Any confidential documents associated with the employee HR Dashboard All the employees data will be displayed here: Graphical view of men and women in the firm. Graphical view of certifications held by employee Pie chart of people speaking different languages. View of Pay history of employee. View of various levels at which employees are working. Module to export the data in various formats (such as csv file, excel form. Modules to connect data to other authoritative sources, application such as SAP. Module to manage the security of employees. Password protection. All work related policies and procedures for employees. All insurance benefits listed on this module. All safety and security related training material for ESNAAD employees. Conclusion: Because of the prevailing global atmosphere of competitive business practices there is a closed mouth approach worldwide. Automation in industry has a basic role to have an improved management information without disturbing the safeguard of companys policies and private information. Thus HRIS system is a basic surmounting need for big and even small organizations to a larger extent.

The Holocaust Of The World War II - 879 Words

Elie Wiesel Says.. Nowadays, people tend to forget the morality of human beings. For instance, the people in today’s world are attracted to greed or power letting their mind and body rot them. However, are we doing a right in letting people like that win? It might not seem much or anything, but as history has shown us otherwise with World War II. Like letting a tyrant leader like Adolf Hitler take over different countries and bring in what is believed the most horrific discrimination ever known. Therefore, it is right to agree with Elie Wiesel a former target of the Nazi Final Solution that the moment race and religion are involved then that soon must become the center of the universe’s attention. To begin with, this all started when†¦show more content†¦The only reason Britain and France actually cared to fight against Hitler was the invasion of Poland. In addition, the same goes for the United States when they entered the world war because of the attack on Pearl Harbor. So it comes to question does anyone in the world have any heart? Some say yes and others say no. However, why did the world not listen to what was going on? Government elites must have known but ignored and came only to care when their country was on jeopardy. On the other hand, most people believe that this ideal of race and religion discrimination has ended and that the world is a lot better today than the way it was began. They are right that world is better than it was, yet race and religion discrimination has only tricked to a certain amount. For instance, former president Donald Trump has since shown his hate towards Mexican Americans by exponentially criticizing them on national television and during his presidential speeches. He has also stated in letting all illegal and legal Mexican Americans transfer back to Mexico. However, the catch is only if one obviously is that they are illegal and two if they have any criminal record against federal and state government. Therefore, what is there to be said about the universe? Some state that it is good and beneficial, but he just started and is already bringing up different types of chaos like insulting Mexican President Enrique Pena Nieto and forcing Mexico to pay for a border wall that theShow MoreRelatedThe Holocaust Of The World War II1123 Words   |  5 Pagessuch as wars; however, during World War II, millions of people were treated less than human, forced into labor and killed on sight. Others were given a swift death by a bullet to the head while others died of starvation and disease. What makes this treatment of human even worse is how the Jewish people were targeted. Killing a specific group of people is called Genocide. A crime known to the U.N. as the worst crime a human can do. People in Europe in 1939 to 1945 were in terror due to war. Jews onRead MoreThe Holocaust Of World War II1879 Words   |  8 PagesBy the time 1945 was coming to an end, the horrors of World War II were only jus t revealed to the public eye. Racial and religious discrimination was at an all-time high and was the primary reason for the emergence of the Holocaust. Religious bigotry against Jews was the focal point for the Holocaust. Around 6 million Jewish people were killed by the Nazis of Germany through warfare, forced labor, concentration camps, and also mass executions and kill-on-sight orders. Countless of others within theRead MoreThe Holocaust : The World War II890 Words   |  4 Pagessaid The Holocaust illustrates the consequences of prejudice, racism and stereotyping on a society. It forces us to examine the responsibilities of citizenship and confront the powerful ramifications of indifference and inaction(Holden). Holden’s quote has a specific point that is incredibly important which is confronting the consequences of inaction. 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There was much discrimination and hatred towards the Jews during that time, and there were many events that happened before the Holocaust, and many of those events were part Adolf Hitler, the leader of the Nazi s plan that would lead up to the horrible gen ocide, known as the Holocaust. KristallnachtRead MoreWorld War II And The Holocaust940 Words   |  4 Pageser the war, as the years went on the Jewish population in Palestine grew tremendously. The growth created a lot of violence between Jews and Arabic’s. This violence ultimately led to Britain to make a big decision on the future of Palestine. This with the fueling of World War II and the Holocaust caused international support for Zionism. So, in 1948 they established official declaration of the State of Israel (Cohen, 2003; Levin, 1974.) 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Corporate Business Ethics and Social Responsibility

Question: Discuss about the Corporate Business Ethics and Social Responsibility. Answer: Introduction: The most popular search engine that the world uses on everyday basis is Google, which has emerged as the most profitable internet company in the world (Google.com 2017). Google has created many products such as you tube, Android, Google Glass Google Plus and Google wallet. Google is currently facing the issue concerning the privacy policy and usage of the personal information of the users. There are many risk and ethical issues faced by Google and it needs address on constant basis. In the technology industry, Google has always the ethical conduct. Despite this, Google has been accused of having a clavier attitude towards the privacy policy. It has been accused of violating the users privacy. Various privacy issues faced by Google has lowered the trust of the customers and trust is very essential for the customers in making interaction with the company. Google has faced challenges concerning the privacy despite the adoption of different approaches in handling the privacy. There is a need to address the ethical and the privacy issues faced by the company while maintaining its profitability (Hartman et al. 2014). It is not acceptable on the part of the multinational such as Google to purse profitability without taking into accounts the needs of its employees, consumers, communities and environment. Discussion: The strategies taken by Google are diversified because of the wide array of the products provided. Stakeholders of Google comes from different groups and they are impacted by the varied business of the organization. They include users, employees, investors, advertisers, communities and government. Users are considered the most significant in terms of the effect on the firm. Google has program and policies that addresses the interest of all group of stakeholders. The strategy of the company is to focus on the users and this led to popular and useful products that are beneficial to the user, investors and customers and thereby making the business profitable (Grant 2016). The advent of mobile technology and internet has enable the organization such as Google to serve the needs of its stakeholders. It has the responsibility to ensure that the rights of the stakeholders are protected. All the strategies are intended to improve the reputation and the credibility among the stakeholders. In social responsibility, Google has made great strides and there has always been room for improvement (Crane et al. 2013). Google has taken several initiatives to serve the existing shareholders by offering diversified products. The stakeholders of the company have been seen to be existing in the different types the different groups that are operating in varied businesses. Some of the stakeholders groups of the company have been seen in terms of users, employees, Governments, investors, users, communities, advertisers and other customers. Google has taken several initiatives related to the implementation of the Corporate Social Responsibilities (Khan et al. 2013). The most critical stakeholders include the users of Googles search engine and Chrome. Hence, company has taken several initiatives to provide seamless service in the associated area. In several other instances the developments related to the associated improvement related to the stakeholders has been seen in terms of the continuous developments, which are being made in these platforms. The employees of the company are seen as the second most important priority for the company. It has been seen that the employees are in tested in terms of receiving of adequate level of compensation and rewarding experience for the company. The compensation strategy set by Google is seen to be higher in terms of the other exiting software companies. It has been further seen that the company is responsible providing higher salaries and incentives to the employees. Some of the initiatives taken by Google for the employees are seen in terms of developing strategies, which will offer fun working conditions. The workers are given the flexibility to exercise, enjoy sharing ideas and play games. The main code of conduct has been seen to be supplied by Google Supplier Code of Conduct which has been seen to be considering factors such as health and safety of the employees (Meyer 2015). It has been also seen that from the year 2004, Google started to consider the investors a major form of stakeholders of the Google. Hence, it has been seen the company is able to devise strategy, which has ensured the retained interest do the shareholders of the company. The continuous facilities provided by the RD team of the company have been able to ensure that the company is able to increase the usefulness of the products and apply the same for the profitability of the company (Morris et al. 2014). Government is also seen as a major form of stakeholders of the group. It has been seen that company receives several support from the government in form of the collection of the data related to the geographical and spatial information. It has been further seen that the Government is seen to be interested in ensuring Googles regulatory compliance (Kuenkel, Petra and Andrew 2015). These stakeholders of the company are seen to be taking an important step in terms of approving Googles busi ness operations in their respective jurisdictions. The company has been further seen to be serving the other customers to improve the popularity of the product and improving the overall market reach. In this way, it has been able to contribute to the firms services (Baumann-Pauly et al. 2015). It is possible to improve the lives and gain the trust of stakeholders if the Google find ways to secure the private information form the users so that it is not publicly spread. Google should create several secure files of the information they have gathered for the purpose of protection. Any information that identifies the users and which needs to be shared with the outsider or the third parties must have consent of the stakeholders. Google needs to take some additional strategies in protecting the privacy of the users because fulfilling the objectives of the stakeholders is sometimes at the cost of the information of the users. Such information are used to tailor the advertisement and this information should be shared with the outsiders with the consent of the users. Google can respect privacy and still maintain its profitability but the battle of the users privacy are something that the Google needs to deal with for some time. In order to maintain the profitability, Google relies on tracking along with some other activities to maintain its profitability. Google use the information generated from the tracking for customizing the services to the individual users. Google has constantly updated the privacy policy of Google so that it had better comply with the needs and wants of the users when it comes to their private information. Google revamped their privacy policy in the year 2012 by combining the information gathered from the different Google services (Pearson 2013). It was stated by the Google that the users are provided with the option of turning certain features that collects the information. The new policy would remain highly committed to the privacy of users and would not affect the amount of data deleted or gathered. Google has experienced its share of ethical issues being a large company. One of the major criticism concerning privacy about the Google is keeping track of users searched items and securing information of some disturbed hack attacks (Murphy and Schlegelmilch 2013). The new policy adopted by Google committing to the privacy of the users without any clash with the profitability would make the organization to perform its operations seamlessly. Keeping the profitability and the users privacy separately without one influencing the other can be explained by the example. Most of the users use the Google search engine making sure that their private information is not leaked to hackers and it secured. In this regard, Google has the power to maintain the two issues separately. Some of the significant change concerning the privacy can be taken by Google, which will help it in maintain its profitability. Google can put a price on privacy and the default search engine for signed in users can be enhanced. It can move to secure servers and the standards needs to be changed. It need to draw a fine line between maintaining profitability by using informations of users and violating privacy of users (Slavin et al. 2016). Google mainly depend on tracking to maintain its profitability and therefore in this regard, it try to increase transparency in its operations and improve its privacy practices. In relation to WiFi, applications and mobile devices, the users of Google is provided with the terms and conditions that are needed to be accepted in order for the installation of any services. Google would make profit once the users accept the terms and conditions, whether the users acknowledge the terms and condition or not. If Google works on maintaining the privacy of its users and changing the standard, which suits to the need of the users while protecting their privacy, this is automatically create the platform of generating the profitability (Bygrave 2014). Google need to make cost effective investment in maintaining the customer information policy. Various factors influencing the privacy of the users should be analyzed and accordingly the investment should be made. From the perspective of an organization, privacy protection is just another element of overhead until there is a loss of the private information of the customers. This way would help Google in achieving the profitability. The privacy of Google would provide the platform and give a blow to the operating activities of Google and thus maintaining the profitability. Investigations launched by Federal Trade commission revealed that the organization has violated the privacy policies (Fleming et al. 2013). The biannual privacy audit by allowing the parties regarding the use of the user information by the company. Such audit would take place for twenty years and these audits has given blow to the profits of Google indirectly. Imposing such audit would make the company tread more carefully regarding how it collects and uses the data of the users. This would provide the company with the opportunity to improve the internal control along with its internal policies to ensure that the data of the users are protected. This would help the organization in gaining the trust of the users and preventing the future legislation action against the company, which is also a way of adding up the cost (Ferrell and Fraedrich 2015). This would significantly influence the future activities of Google and its profitability. Being a multinational company, Google has to abide by numerous rules and regulations depending upon on the laws and legal requirement of different countries. The regulations of the Government in China has affected the operation of Google. The government in China is very strict with internet. Google has many opportunities when it entered China but faced many rule and regulations. The government blocked many sites of Google and this caused abundant problems with the search engine of Google. This compelled Google to leave the Chinese market and moved to Hong Kong. Tracking problems and privacy violations is another issue concerning governmental regulation, which Google has on its operations (Johnson et al. 2013). As discussed in the case study, it is evident that the European union Justice Commissioner questioned the new policy adopted by Google. It indicated that the policy of Google might not be adhering to the internet transparency law of European Union. It was discovered by the company that some of the activities, which are legal in one country, could not be legal in other countries. This would affect the operations of the Google and therefore, there arises the need to increase the global regulation of privacy to address the consumers concern over privacy promptly. However, this regulation might have few negative affect on the operations of Google. The various operating activities of Goggle such as tracking would be seriously limited. Some of the evidence in this regard can be taken form the case study. The legislation cold become serious threat to Google and some of the legislation was protested along with other company. The protect IP Act and Stop online piracy Act are some of the regulations that was protested by Google as it would restrict the usage of material by the website that might be subject to copyright. Another legislation such as Do not Track Mechanism and the Bills of rights make it mandatory for the firm or organization to adhere to certain privacy practices (Moon 2014). This would seriously affect the methodology used by the company in collecting various useful information. Another legislation such as Do not call Registry does not allow the company to sell the products to the customers that are on the National Do not Call Registry (Koene et al. 2016). Companies would be subjected to fines when doing so. The sources of collecting the information of the users for improving the services would get limited and severely affect the operations of Google. Google is exposed to the risk from some of the proposed legislation that would be passed in the future. There are range of laws and new interpretation of the existing laws that would affect the business of Google. Several act such as Digital Millennium Copyright act contains the provisions that imposes limit but it is not necessary that they eliminate the liability of the company for hosting the third party listing, which include material that infringe copyrights (Winkler and Zeadally 2016). Concerning the area of data protection, state has passed act such as Californias Information Practices Act, which requires giving notification to users whenever there is a breach for personal data. In the future, the cost of compliance may increase because of changes in the interpretation. Moreover, Google would be subject to significant liabilities in the event of failure to comply with any of the law. The ability of Google to deliver the services to Google would be restricted and there will be exposure to substantial liability due to the application of law in an anticipated manner. There is also risk related to the operating activities of Google in the event of the failure of the government of different countries to preserve the basic neutrality of the internet as to the sites and services that the users can access through their broadband service provider (Campbell et al. 2015). Such failure on part of government and the restrictions imposed by the various legislations would limit the pace of innovation of the internet and the ability of large business such as Google to develop and deliver the new product and services. This will ultimately harm the operation of the business and eventually its profitability. Such rules and regulations related to privacy would result in preceding against the government, which would affect the business operation. The data protection law and the application of application to the internet is in a state of flux and unclear (Yus et al. 2014). Such laws would be interpreted different countries and applied in a conflicting way from one country to another country. These laws might be imposed in a manner that is not consistent with the current practices of data protection of Google. It is not possible on part of Google to forgo the legislations, which restricts some of the activities of the organization. Steps taken by Google in this regard could by working with the regulators for considering the various regulations so that the negative impact on its operations is minimized or reduced. Conclusion: The detailed discussion of the case study provide with the conclusion that Google has faced many privacy challenges. It has been addressed by the organization and it is not possible to completely remove such challenges, as the privacy issue would not be solved anytime soon. Google has large stake in privacy issues as it depends upon the tracking for its profitability. It is necessary to address the interest of stakeholders in order to maintain the leadership position as an innovative technological organization. Google should choose to improve its practices concerning privacy and the operations should have more transparency. History, size and the reputation of Google would provide a unique opportunity that would positively influence the interaction of the company on the internet. 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What impact did the protestant reformation have on women Essay Example

What impact did the protestant reformation have on women? Paper They had to be acceptant of all the teachings received by husbands and priests, for they could not read the books which would have allowed them to form their own opinion. Women therefore remained in the most essential way secondary citizens and were deprived of any genuine influence. The real battle was for the minds of men and that of women would then follow. 14 Though the women as a whole were not involved in shaping the changes made by the reformation, they were affected by them all the same. Women of the time might only have felt the impact of the actual change in religious rituals. We will write a custom essay sample on What impact did the protestant reformation have on women? specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on What impact did the protestant reformation have on women? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on What impact did the protestant reformation have on women? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The act of Childbirth cleansing was one such custom, which maintained that the unclean and dangerous new mother was surrounded by all kinds of prohibitions and taboos15 and should therefore abstain from church services for six weeks and must then attend purification. The ban of this and similar rituals was not always respected and it might seem that even the disbanding of convents was not felt to be a major impact by the contemporary population. With little written evidence to account for the woman on the street this is hard to judge. And although references to the impact of the reformation on women might be found in some writings it is problematic to generalise and apply them to the fate of women in other countries. The reformation was heavily localised, with extremes emerging in Switzerland, Martin Luther providing a focal point in one of Germanys many duchies and the Netherlands being more open than most to female commentary. To emphasise this point one can look at the political turmoil that sparked the reformation in England, not the masses: The dissolution of monasteries were acts undertaken at government level, less out of faith than covetousness16 Further problematic is the separation of what changes in perception were brought on by economic developments and which might be the result of the protestant reformation. But hindsight and the recent improvements for the female world allow us to judge the impact of the reformation in a way which might not have been possible to the woman of the day. In general the protestant reformation brought an improvement for mothers and wives, it was a step forward for womanhood, not a step back. This is not due to any increase in independence, for it did not occur. If anything women were more restricted in what they could do and where there could do it. They were tied to the stove, so to speak. But though modern, feminist commentators might judge this a negative development, it is not so. It placed women firmly on the social map and acknowledged the importance of their position. Without this change in perception women would have continued to be understood as an unwanted necessity by men in their dominant positions. It gave the modern world a healthy understanding of the importance of the woman and paved the way for future feminist developments. Within a hundred years of the beginning of the reformation, female commentary and critique was being more widely tolerated and even accepted. We will not sit in silence became the slogan of those days. 17 Change of this dimension cannot be rushed, though it requires events to push the developments forward. The protestant reformation was undoubtedly one of these. You make me do what you will; you have full sovereignty here, and I award you, with all my heart, the command in all household matters, reserving my rights in other points. 18 1 Andrew Pettegree, Europe in the Sixteenth Century (Oxford, Malden/Mass. 2002), chapter 5 2 Die Bibel, Trans. Martin Luther, Mose 1:27 (United Bible Society, London and Edinburgh, 1949) (German: schuf sie, einen Mann und ein Weib) Translation taken from Good News Bible, American Bible Society, 1994, Genesis 1:27 3 Die Bibel, Trans. Martin Luther, Mose 2:23 (United Bible Society, London and Edinburgh, 1949) (German: man wird sie Maennin heissen, darum dass sie com Manne genommen ist. ) Translation taken from Good News Bible, American Bible Society, 1994, Genesis 2:23 4 Martin Luther, Luthers Work: Volume 1, Edited by Jaroslav Pelikan (Philadelphia 1958), page 202 5 Olwen Hufton, The Prospect Before Her Volume I: 1500-1800 (London, 1995), page 366 6 Prof. P Matheson, A Reformation for Women? Sin, Grace and Gender in the Writings of Argula von Grumbach, Scottish Journal of Theology 49 (1996) pages 39-55, page 44 7 Hufton, The Prospect Before Her Volume I: 1500-1800, page 368 8 Lynn Abrams and Elizabeth Harvey (eds. ), Gender Relations in German History (London, 1996), page 44 9 Jeffery R. Watt, Women and the Consistory in Calvins Geneva The Sixteenth Century Journal 24 (1996) page 429ff. : Figures date from tenth Consistory, February 16th 1542 May 29th 1544. 10 Hufton, The Prospect Before Her Volume I: 1500-1800, page 412 11 Sibylle Harksen, Die Frau im Mittelalter (Leipzig 1974) quoted in Merry E. Wiesner, Working Women in Renaissance Germany (New Brunswick, New Jersey 1986), page 2. 12 Wiesner, Working Women in Renaissance Germany, page 45 13 Matheson, Scottish Journal of Theology 49, page 54 14 Hufton, The Prospect Before Her Volume I: 1500-1800, page 365 15 R. W. Scribner, The Impact of the Reformation on Daily Life, in: Lyndal Roper (editor), Religion and Culture in Germany (1400-1800) (Leiden, Boston, Koeln, 2001) page 290 16 Hufton, The Prospect Before Her Volume I: 1500-1800, page 398 17 Hufton, The Prospect Before Her Volume I: 1500-1800, page 413 18 Martin Luther, Table Talk (London, 1995), paragraph 728.