Career Planning for the Graduates in UK Essay Example | Topics and Well Written Essays - 3000 words

Career Planning for the Graduates in UK - Essay Example However, they maintain a consistency in their recruitment process hence they can be considered as a dependable industry so that the newly graduates looking for jobs can apply for employment in this sector. The investment banking industry is found to be stagnant for the last few years. The growth in the legal sector has diminished in 2013 compared to 2012 (Schierup, Munck, Likic-Brboric & Neergaard, 2015). However, the field recruits the fresh graduates. Hence, though it does not generate any productive growth in the overall job market of the country, still the nation witnessed employment opportunity generated for the fresh graduates in these sectors (Johnston, Khattab & Manley, 2015).  The growth in the fast moving consumer sector has fallen in 2013 compared to 2012 (Schierup, Munck, Likic-Brboric & Neergaard, 2015). However, in providing employment to the graduates this sector has significant contribution in this country. Nevertheless, the accountancy and the other professional se rvice sector are not so promising for employing graduates. In case of banking sector, the growth has been observed to be negative in 2013 as compared to 2012 (Iammarino & Marinelli, 2015). However it has been noticed that in the graduate job market of UK, the sector has significant contribution compared to other sectors. The people of the country are mainly interested to avail the opportunities in the sectors discussed above (Tran, 2015). Now we look at how these choices change over the year 2014 (Figueiredo, Rocha, Biscaia & Teixeira, 2015).

Aaron Feuerstein Essay -- Essays Papers

Aaron Feuerstein In this paper I will discuss Aaron Feuerstein, the third-generation president and CEO of Malden Mills Industries, Inc., who leads the Lawrence, Massachusetts business with his father’s and grandfather’s values: kindness, justice and charity. He does this through his charismatic leadership and vision, which binds his employees together into realizing and achieving the same goal. I will show exactly what makes him a leader in the modern business setting and explain why a leader’s vision is important in defining a true innovator, effective manager and charismatic leader. Feuerstein and Malden Mills had a history of taking care of its employees. Workers’ salaries average $12.50 an hour compared with the textile industry’s average of $9.50. And in the 1950s, when other New England textile manufacturers fled to the South for cheaper labor, Malden Mills stayed. Although Feuerstein’s hands-on management style has always been admired by his employees, what set him apart as a true leader was a near disaster in the winter of 1996. While celebrating his 70th birthday, Feuerstein received word that his 130 year old family owned textile company in Lawrence, Massachusetts was burning to the ground. Three of its manufacturing factories that produce the popular high-end outdoor apparel knits, Polartec ® and Polarfleece ®, were reduced to charred metal and brick. While watching the fire, Feuerstein decided that he must come up with a plan to not only save his company from financial ruin, but decide the fate of over 3,100 employees th at would soon be without a job. He chose to rebuild the plant in Lawrence. He also decided that if he was to continue providing a quality product to consumers, he would have to take care of the skilled laborers who made the product. Feuerstein kept more than 1,000 jobless employees at full pay and medical benefits for three months until the factories were up and running again. What kept Feuerstein’s company at the top was his strong managing skills. A top management position requires motivation to achieve, but this motivation may be directed to achieving personal, rather than organization goals. Feuerstein believed the role to top management should be to â€Å"manage† and the most important resource they must manage is the people that work at all levels of an organization. Their role should not be "to rule", but "... .... Reduced to its essence, that means superior technology and superior employees. Reduced still further, as Aaron Feuerstein can tell you, it means superior employees. Feuerstein has laid off people for the reasons stated above, but all of these employees have been given generous severance packages that included three months of paid medical benefits as well as job training Feuerstein admits that, as owner, he has a great advantage over leaders of public firms because he answers only to himself. "But I would like to think," he says, "that the average CEO - even though they're reporting to the public and the so-called shareholder -also feels that there's a moral imperative that they must answer to as well." Bibliography: The Christian Science Monitor, ‘Corporate Decency’ Prevails at Malden Mills, Shelly Donald Coolidge, March 28, 1996 Parade, by Michael Ryan, September 6, 1996, p.4-5 Life Magazine, Josh Simon, May 5, 1997 L. Larwood, C. M. Falke, M.P. Kriger, and P. Miesing. Structure and meaning of organizational vision. Academy of Management Journal, 39, 1995, pp.740-769 Fortune, Not a Fool, Not a Saint, Thomas Teal, November 11, 1996, p.201

Principles of Management Essay

1. Discuss three (3) different methods of effecting change. Use practical examples from your experience or knowledge, and describe your experience in implementing change. Change will not be effortlessly implemented without an implementation plan or a framework. Change is often implemented in order to resolve issues, concerns, or setbacks to make situations or conditions more desirable. (National Defense University, 2008) It must then follow a process, called research, in order to identify what changes are to be made and how changes are to be implemented. The initial step is to identify the problem or the issue that is to be resolved through change. Next, there should be sufficient background information that supports the pressing need for change. Then it is time to come up with several changes that are suited to solve the problem. Once the most important plan of change is determined, the question of how the change will be implemented should be answered. This includes the plan of action, rules and regulations, etc. Overall, the implementation plan abovementioned solidifies the need to implement change, and becomes a guide to direct an organization in realizing its goals by lessening confusion and ambiguity. Another method to effect change is to involve everyone concerned. In this way, individuals easily accept and adapt to the changes lessening pressure, stress, confusion, and chaos. Moreover, information circulated for everyone involved should be clear, extensive, flexible, and reasonable. For instance, there is a need to revamp the structure of organization through reappointment. Therefore, laying out the reasons for such action is important. These reasons should be evenhanded and logical. Reappointing, hiring, or even laying off should also be reasonable and explicated to employees. The change should also be open to pleas and petitions from employees with consideration to accomplishments, position, character, etc. The entire process is most effectively done through a meeting, with the aid of a well-researched and written report containing all necessary information. (Actalpha, 2008) In this way, change in the structure of the organization, as an example, is unquestionable and easily accepted due to facts. Personally, being informed about future changes makes it easy to accept expected results and outcomes, and lessens fear, resistance and difficulties to implement changes. Lastly, it is most important to set rules to follow on how everyone is to observe the changes implemented. Consistency is vital in allowing effortless adaptation of changes and the facilitation of submission to these changes. Monitoring and supervision would assist in accomplishing this method of change management. (Caroll, 2008) 2. Why are most organizations and individuals resistant to change? What can managers do to facilitate change? As the saying goes, change is inevitable. Although organizations cannot avoid having to implement changes every now and then, its members are more often than not resistant to change. This is because change is accompanied by adjustment and undeterminable outcomes. For organizations, resistance to change is mainly caused by the fear of loss or defeat once changes are implemented. (Bacal, 2008) Organizations and its members are driven by success and the accomplishment or realization of organizational goals and objectives. The primary purpose of change is to improve organizational structure and atmosphere; however, there is always the fear of failure or a letdown if changes that are implemented backfires and does not prove to be sufficient nor appropriate to develop and redirect the organizational situation. To lessen these fears, ambiguity, or apprehensions regarding organizational changes, the manager should be able to utilize his command to facilitate change. As aforementioned in order to answer the previous question, managers should be able to assure the organization and its members that a change is necessary. Assessing all the aspects related to change is also needed. It is the most basic and the most important process in facilitating change. This is carried out through extensive research analysis, plan mapping, formulation of action plans or process maps, etc. These written reports and plans shall be distributed to everyone involved who will be affected by the planned changes to be implemented. Once information is distributed to the members of the organization, managers should conduct a training program or a seminar workshop to initiate a discussion about the issues related to the type of change, and to prepare members of the organization for changes in roles and responsibilities, rules and regulations, salary, etc. through training and workshop. (Southeast Association of Facilitators, 2007) After the training program or seminar workshop, the management is now able to implement the changes formally. At this point, rules and regulations should be observed strictly and consistently in order to sustain the transition from the old to the new working situation or environment.

Art, Love And Defiance - 1277 Words

Art, Love and Defiance Throughout the 20th century, women struggled to take their place as female artists. One artist who has become very well-known and admired for her bravery and talent is Frida Kahlo. Her art was greatly inspired by her indigenous Mexican culture, she brought bright colors and dramatic symbolism to her works. She primarily painted bold self-portraits, and brought her own personal experiences to life through her artwork. The life of Frida Kahlo is one of love, suffering, and talent. Magdalena Carmen Frida Kahlo y Calderon was born on July 6, 1907 in a small town on the outskirts of Mexico City called Coyoacan. Kahlo was born in her family home that was known as â€Å"La Casa Azul†, meaning The Blue House. Her mother, Matilde Caldron y Gonzalez, was a devout catholic who came from Spanish and Native Mexican descent. Her father, Guillermo Kahlo, was a German Jewish immigrant. Kahlo was the third daughter out of four total siblings and she had two step sisters. She grew up surrounded my women, yet she remained very close to her father. Her father thought she was the smartest of all of his daughters and most like him. At the age of 6, Kahlo contracted Polio which left her right leg thinner than her left. To disguise her frail leg, she started wearing long skirts and dresses. After continually bathing her leg in water scented with walnut, she slowly recovered. In 1922 Kahlo was enrolled in one of Mexico’s premierShow MoreRelatedWings of Desire and Antigone: Conflicts and Opposites Essay1309 Words   |  6 Pagescredibility and accuracy.â€Æ' Art and literature are common with works that employ opposing characteristics and elements in order to demonstrate the conflicts and struggles that people experience. These opposites essentially represent not only the tendency of this world to possess conflicting images, but also an individual’s tendency to have conflicting emotions as well as the struggles between individuals. 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