Uns Preventative Measures Against Child Labour Essay Example for Free

Uns Preventative Measures Against sister Labour EssayUNICEF summarized the UN Convention of the Rights of the Child as spelling step up the basic human rights that children everywhere have the right to survival to develop to the fullest to protection from harmful influences, abuse and exploitation and to participate fully in family, pagan and social life. This convention is almost universally ratified. Despite this, child labour (something that in many cases violates at least three of the non-negotiable preconditions move out in the Convention of the Rights of the Child) remains rampant in most of the world. Despite this being such a widely known (and publicized) outlet, the most new-fangled estimate states that 127 million boys and 88 million girls are involved in child labour with 74 million boys and 41 million girls involved in the worst forms. Child labour is an extremely complex, multi-faceted issue with roots including corruption of power, racism, sexism, cultural t raditions and an rippled distribution of global wealth. In light of this, it is my contention that the externalist community is making strides to a future without child labour through targeting multiple angles and causes behind child labour.This paper leave behind try to analyze someone instruments the international community (ILO, UN) is using in its attempt to root out child labour. First, we will analyze the issues that come with the wide margin of understanding and opposing definitions of the term child labour. We will be reviewing the Minimum Age Convention of 1973 and establishing how this could help clear up misunderstanding, establishing the understandable dialogue between nations necessary for progress.Next, we will be examining the efforts made to follow up and enforce these conventions hardened out by the international community. In this section we will be looking at the meter Bound Programs initiative rank forth by the ILO, assessing how effective and complete th ese initiatives are. Subsequently we will be zooming out somewhat, looking at how the uneven distribution of global wealth tidy sum create a vicious cycle of economical repression for the developing world and how this can be a gas for child labour.We will probe deeper into what is being done to prevent wealthy nations from taking advantage of poorer economies in consider agreements, reviewing guidelines and instruments put in place by the WTO. One of the issues inhibiting the instatement of a global child labour discontinuation standard is the culturally varied understanding and interpretation of child labour. Both wrangle in the phrase can vary in meaning from culture to culture, sometimes forming a wide margin of understanding.Some cultures see childhood as a purely biological state (a child remains a child until puberty, consequently becoming an adult). Others see childhood as much more fluid, often lasting further than puberty and encompassing several different junctures (t eenagehood, etc). The definitions of labour are similarly vague (hard labour, chores, familial duties etc). In an effort to chip the confusion and variability of the definition of child labour, the ILO instituted the Minimum Age Convention of 1973. In Article 2 of the Minimum Age Convention (No. 38) the ILO specified The marginal age specified in pursuance of split up 1 of this Article shall not be less than the age of completion of compulsory schooling and, in any case, shall not be less than 15 years. However, in light of the fragile state of some economies, the following paragraph (paragraph four) states Notwithstanding the provisions of paragraph 3 of this Article, a Member whose economy and educational facilities are insufficiently developed may, after consultation with the organizations of employers and workers concerned, where such exist, initially specify a minimum age of 14 years.The ILO adjusts this further in later articles of the Convention, stating National laws or regulations may permit the employment or work of persons 13 to 15 years of age on light work which is (a) not likely to be harmful to their health or development and (b) not such as to prejudice their attendance at school, their participation in vocational orientation or training programs approved by the competent authority or their energy to benefit from the instruction received. (Note that Members can apply the ratifications of paragraph four article one to this section, thereby making the ages twelve to fourteen). In formally addressing the wide short letter of what can be defined as child labour and narrowing the definition to a universally accepted medium (age in numerical years) the ILO laid groundwork for Member states to ratify Conventions and projects regarding child labour with a full understanding of what is being discussed. It is no secret that the UN and its subgroups (ILO included) are notoriously bad at establishing culpability for what its Members agree to.The iss ue of monitoring the eradication of child labour is unfortunately no different. This is due to a number of factors including (but not limited to) the muteness that often shrouds child labour, cultural clashes, the need to uphold a nations sovereignty, and the unwillingness for nations to get involved in business not directly affecting them. In an attempt to instill culpability to conventions such as the Minimum Age Convention and the Worst Forms of Child Labour Convention (no. 182), the ILO has issued Time Bound Programs.These programs work to establish each individual ratifying countries issues, focusing on the elimination of the worst forms of child labour (as established in the Worst Forms of Child Labour Convention no. 182). The Time Bound Programs work with ratifying countries to first attempt removal of children from the worst forms of child labour, as well as attempting to eradicate the cause behind child labour in the first place. This includes working to establish alternat ive work options, familial reunion and establishing protection for child workers against mistreatment and abuse.For example, Ecuadors Time Bound Program focuses on providing meaningful education options for all children. They aim to support sustainable education programs to break the cycle of child tire out and broaden and improve the education system, especially in areas targeted by the Time-Bound Program (TBP). In placing set time periods on clear objectives, the ILO and IPEC make the daunting issue of child labour into smaller, attainable goals. The focus on set time periods makes progress far less likely to get pushed aside or forgotten.In working with each ratifying nation individually to target multiple issues, the ILO is recognizing that child labour is not an issue that can be generalized or simplified. This sensation as to the depth and variability of root causes behind child labour is an extremely important step toward a better future. One of the most widely acknowledge d causes behind child labour is widespread poverty due to a weak economy. Although there are many reasons for this, one of the most vicious and problematic is how the uneven distribution of global wealth can cause a vicious cycle that hurts developing nations.Many developed nations enter trade agreements with the developing world that greatly inhibit growth and economic advancement. These types of agreements can include unfair taxes in favour of the developed country, rules regarding with whom the economically weaker country can and cannot trade with. Even merely opening up trade can flood developing markets with mass-produced goods far cheaper than what local workers can provide. This stunts economies to the point of desperation, do rampant poverty leading to child labour, trafficking, etc.The World Trade Organization was established to prevent this, running seminars educating developing worlds on how to break into the international market and monitoring international trade agree ments. In educating nations about trade and monitoring how countries respond to being introduced to the global market, the UN/WTO attempts to even the playing field for countries differently disadvantaged. The establishment of the WTO also helps developed nations know that their actions and agreements will not go unnoticed, deterring rich countries from taking advantage of poorer nations.This is essential for global development, superlative economies and therefor raising wages and quality of work. Similar to most international issues, child labour is plagued with facets of complication. The fact is that child labour merely the symptom of a plethora of greater problems. Apathy, misunderstanding, corruption and poor circumstance all have a hand in making child labour the hot button issue rallied by hippies and suburban mothers alike.In contrast to the views of first year Political Science students everywhere, there is no simple fix. Furthermore, the delicacy of the situation means a ctions put in place by outside sources have the possibility of setting off unforeseeable consequences. In light of this, the fight against child labour moldiness be slow and handled with the utmost care. The international community is employing measures that both focus on the symptom (removing children from unsafe work) and the root cause (working to establish educational options and economic help).

My Inspirational Leader An Effective Leader Management Essay

My Inspirational Leader An Effective Leader Management EssayWhilst considering someone who is an efficient draw I researched healthy-known historic individuals such as Churchill, Gandhi or Napoleon all of which had completely various personalities and attitudes. After c arful consideration I then decided to focus my attending on Sir Winston Churchill (Churchill) his unique story of success provides an excellent example of someone who is an effective leader.During Churchills years in politics he highly-developed his leadership skills and genial abilities and at the beginning of the Second World War these matched the requirements of the situation better than those of his political contemporaries. During the 1930s Churchill spoke out vigorously on the rise of the state of matteral socialist party. This ensured that when conflict between Britain and Germany unsurprisingly occurred, Churchill stood out as a statesman who had fought against the threat of Nazism for many years while o ther politicians had tried to appease Adolf Hitler. At this point in clipping Neville Chamberlain, the Prime Minister of the time, lost the confidence of Parliament and resigned and new national support was given to Churchill the British public felt up that he was a politician who understood the situation and someone who could be trusted to lead the dealry in a difficult time, it was clear at that point that Churchill had the skills and spirit to unite and lead the nation.Churchill used his personal skills and patriotism to motivate and inspire the British public to endure the hardships they faced with good humour, strength and resourcefulness. Churchill as sanitary as used his extensive diplomacy and communication skills to forge alliances between nations with differing political and social philosophies, such as the communist Soviet Union and the capitalist United States. Churchill played a major role in the outcome of the Second World War, he had confidence in himself and w as able to handle the crisis and he fully trusted his leadership abilities. He knew that would solve the problems, (Kotter, J. P., 1990), and so also forget lead the large number who trusted him.There is no doubt that his telephone exchange leading style (Kotter, J. P, 1990) was nothing but excellent. One of the main properties Churchill had as a leader was the capability of inspiring race, regardless of the circumstances he challenged people to make a unified effort. Let us go forward together (Churchill 1940) this was his favourite slogan. Churchill had a skill of inspiring people to delivery and apply above their limits, making them deliver more to a situation. Churchill constantly demonstrates enthusiasm, determination and optimism. Churchill used his personality to support individuals to work hard and excel in the jobs they were given.An effective leader accepts that challenge is a corporate asset and they have a legitimate responsibility to their confederates (Howell an d Shamir, 2005). When challenge is met with appropriate leader responsibilities the appropriate center leaders just need to get the job done, but in a way that encourages vision and considers cultural values (Kouzes-Posner, 2007). Winston Churchill was a man of spaciouscourageandcreativity,these and his other qualities shaped the war during Britains darkest hour without such a strong leader results could have been very different.Question 1b Forms of LeadershipThere ar two forms of leadershipFirstly, transformational leadership (Burns, J.M., 1978) that focuses on what a leader delivers rather than on their personal characteristics and their role within the team.Secondly, transactional leadership (Burns, J.M., 1978) demonstrated by leaders this involves directing followers motivating them motivating to appeal to their own self-interest. Transactional leaders much comes from formal responsibility in a company. The main goal of the follower is to carry out the instructions of the l eader.Churchill encouraged people to find a way to win the world war and created an environment that persuaded thinking and instinct. He also emphasized methodical problem solving, rethinking, and gave careful reasoning rather than giving unsupport opinions (Kouzes-Posner, 2007).Churchill made a big change for Britain by saving the nation that almost had no chance to win the war against Germany. Transformational leaders are inspiring because they expect the best from team members as well as themselves. This get down to leadership often leads to high productivity and commitment from everyone in their team. The drawback of transformational leadership is that while the leaders enthusiasm is passed onto the group the leader needs to be supported by people as a result often transactional and transformational leadership styles are used. Transactional leaders ensure that routine work is carried out reliably, whereas transformational leaders olfactory property afterward initiatives that develop and add enhancements to a situation.Transformational leaders appeal to followers higher sense of morality, ethics and vision. Typically a Transformational leader must encourage the same motivational values they believe and allow followers to share similar beliefs. Churchill motivated followers to action by encouraging people to shared out values and by satisfying their aspirations and expectations.Transactional leadership is based an exchange of something of value in which the leader possesses or controls in substitution for the followers return for their services, i.e. jobs for votes, subsidies for rill contributions. The transactional style is typically what happens in a contracting scenario.In contrast, transactional leadership is a more conventional style in which work is exchanged for resources. A transactional leader influences subordinates by rewards in exchange for their efforts, follows workers closely and takes corrective actions when required. Transactional lead ers ensure that routine work is done reliably, while transformational leaders look after initiatives that add new value to a situation.Word count 910My Progress as a LeaderQuestion 2a Inquiries and OpportunitiesMy inquiries to date have been focused round my part-time job in Tesco. Since TMA01 I have received feedback from my manager about my performance since joining the team and my efforts are being recognised and are helping me to progress further within the company.I have been working with Tesco for two months now and since starting I have been working for all of the different departments, this is now giving me the experience I need to achieve my goal as a Team Leader. Lots of my time has dealing directly with customers, often working very long hours and sometimes weekends. I am currently working with five people and I plan to apply for the team leader role within the next few months. My career goals of becoming a team leader will require strong management practices as well a s strong leadership practices. My current activities and interests will help to educate myself and become a stronger leader. I will monitor the competition as well as the industry changes and if changes are made in the company I will understand why because I will have the knowledge of what is firing on in the market sector. I will integrity inspire people with a shared vision of the future, set clear goals and motivate people towards them, manage delivery, communicate well with a teams (Kouzes-Posner, 2007). If promoted I will continue to make decisions based on what is best for the company and customers. When making these decisions I will make sure they will coincide with our companys vision and values along with the companys strategy. When change is necessary I will ensure that I am proactive about making the change as well as positive about the change to minimise resistance.Question 2b Aspects of LeadershipLeadership is ultimately about getting things done. It is the ability to influence, motivate and provide support others so that they can best contribute towards the successful attainment of the goals of their community or organisation. Productive examination is about taking action (Ramsey 2010).Recently I moved to another area within the company focusing on customer service, since moving I soon realised that there were many things that could be done much better. I quickly adapted to the environment, decided on taking corrective actions helped developed operational goals and daily objectives to measure our success. The first item I noticed was that the morale was very low, people were pointing fingers and the productivity was awful, people were spending lots of time complaining rather than focusing on ways to improve the situation. Straightaway I implemented some changes after observing what was going on and after two weeks colleagues attitudes started to change and morale has become much better.I feel that by using all the practices of leadership and m anagement described above I will excel in my current position as well as leverage myself into a better position within my company.Word count 491

John Keats: Ode On A Grecian Urn

John Keats Ode On A Grecian UrnThou still unravishd bride of quietnessim1,Thou foster- pip-squeak im2of silence and slow time,Sylvan im3historian, who contri precisely ifest olibanum expressA flowery im4tale to a greater extent sweetlyim5 than our rhymeWhat leaf-fringd legend hauntsim6 to the highest degree thy shapeOf deities or mortals, or of both,im7In Tempe im8or the dales of Arcadyim9im10?What men or gods be these? What maidens indisposed(p)?What mad pursuit? What struggle to escape?im11What pipes and timbrels? What im12wild ecstasy?Heard melodies argon sweet, solely if those unheardim13Are sweeter t here(predicate)fore, ye soft pipesim14, play onNot to the sensual ear, but, to a greater extent endeard,Pipe to the spirit ditties of no toneim15Fair youth, beneath the trees, thou bottomlandst not leaveThy song, nor ever can those trees be b arim16Boldim17 jockeyr, never, never canst thou kiss,though winning near the terminus yet, do not grieveShe cannot fadeim18, though thou im19hast not im20thy bliss,For ever wilt thou love, and she be fairim21Ah, sm artistry, b littleed im22boughs that cannot shedYour leaves, nor ever bid the Spring adieuAnd, happy melodist, unweariedim23,For ever piping songs for ever newim24More happy love more happy, happy loveFor ever warm and still to be enjoyd,For ever pantingim25, and for ever young wholly breathing human temper far aboveim26,That leaves a tenderness high-sorrowful and cloydim27im28,A burning fore division, and a parching tongue.Who ar these coming to the sacrifice?To what green altar, O mysterious priest,Leadst thou that heifer lowing at the skies,And all her silken flanks with garlands drest?What little town by river or sea shore,Or mountain-built with dovish citadelim29,Is emptied of this folk, this pious morn?And, little town, thy streets for evermoreWill inactive be and not a thought to tellWhy thou art desolate, can eer return.O Attic shape Fair attitude with bredeOf marble men and maidens o verwroughtim30,With forest branches and the trodden weedThou, silent discrepancyim31, dost tease us out of thoughtAs doth eternity Cold Pastoralim32When old age shall this generation waste,Thou shalt remain, in midst of opposite woeThan ours, a friend to man, to whom thou sayst,Beauty is truth, truth beautyim33,-that is allYe know on earth, and all ye assume to know.BackgroundKeats felt inspired after reading two Benjamin Haydon articles, he was aw ar of Greek art and he had first hand exposure to the Elgin marbles.Reinforced his teaching that Greek art was idealistic and captured Greek virtues which form the basis of the song.He wrote the Odes when he left his job as assistant house surgeon in London, to devote himself just to the com go under of poetry. Living with his friend Charles Brown, the 23-year-old was burdened with money problems and despaired when his br some other George sought his financial assistance.Relationships between the soul, eternity, nature, and art.Keat s was a second generation of Romantic poet, he as wellk a polite subject a study of a Greek pot commonaltyly spoken about by the Augustans and customsal odes and turned it into a loud, extraordinary(p) celebration of music, sex, and youth.StructureAttempted to write sonnets but found the rhyme scheme did not match the message he was trying to convey, so he turned to the ode form.But he found the Pindaric form inadequate for discussing philosophy.So, he go againsted his own kind.Further warped his ode style for Nightingale and Grecian Urn by adding a secondary voice- creating a dialogue.Keats uses ekphrasis, (the poetic compriseation of a painting or grave in develops) but differently from Theocrituss Idyll, a classical rime describing a design on the side of a cup, Theocritus describes motion and underlying motives whilst Keats focuses solely on the external features of the cup but makes the reader think about the underlying motives.Ten-line stanzas, beginning with an ABA B rhyme scheme (alternate rhyme) and ending with a Miltonic sestet (1st and 5th stanzas CDEDCE, 2nd stanza CDECED, and 3rd and 4th stanzas CDECDE, the Keatsian Structure). The same overall pattern is utilise in Ode on Indolence, Ode on Melancholy, and Ode to a Nightingale (though their sestet rhyme schemes vary), which unify the poems in construction as well as theme.Creates the sense of a two-part thematic structure as well. The first four lines of each stanza roughly define the subject of the stanza, and the last six roughly explicate or develop it.Ode in Greek, means sung. While ode-writers from antiquity adhered to rigid patterns of strophe, antistrophe, and epode, the form by Keatss time had undergone enough transformation that it represented a manner kind of than a set method for writing a certain type of lyric poetry.Keatss odes seek to find a classical balance between two extremes, and in the structure of Ode on a Grecian Urn, classical literature and the asymmetry of Rom antic poetry. The use of the ABAB structure in the beginning lines of each stanza represents a gather example of structure found in classical literature, and the remaining six lines appear to break free of the traditional poetic styles of Greek and Roman odes.Keats meter glistens a conscious development in his poetic style. The poem contains only a single instance of medial inversion (the reversal of an iamb in the middle of a line), which was common in his earlier organises.Keats incorporates spondees in 37 of the 250 metrical feet.Caesurae ar never placed before the fourth syllable in a line.The word choice represents a shift from Keats early reliance on Latinate syllabic words to shorter, Germanic words. In the second stanza, Ode on a Grecian Urn, which emphasizes words containing the letters p, b, and v, uses syzygy, the repetition of a consonantal sound.The poem incorporates a complex reliance on assonance, which is found in very fewer English poems. Line 13 where the e of sensual connects with the e of endeard and the ea of ear connects with the ea of endeard.A more complex form is found in line 11 the ea of Heard connecting to the ea of unheard, the o of melodies connecting to the o of those and the u of but connecting to the u of unheard.ThemesLike some(prenominal) Keatsian odes, Ode on a Grecian Urn discusses art and arts audience.He relied on depictions of natural music in earlier poems, and works such as Ode to a Nightingale appeal to auditory sensations while ignoring the visual. Keats reverses this when describing an urn inside Ode on a Grecian Urn to focus on representational art.He previously utilise the image of an urn in Ode on Indolence, depicting one with three figures representing Love, Ambition and Poesy. Of these three, Love and Poesy atomic number 18 integrated into Ode on a Grecian Urn with an emphasis on how the urn, as a human artistic construct, is capable of relating to the idea of Truth.The images of the urn set a deleg acy fat down the poem are intended as writ large depictions of common activities an attempt at courtship, the making of music, and a religious rite. The figures are supposed to be beautiful, and the urn itself is supposed to be trulyistic. Although the poem does not include the subjective involvement of the narrator, the description of the urn within the poem implies a human observer that draws out these images.The narrator interacts with the urn in a manner similar to how a critic would respond to the poem, which creates ambiguity in the poems final lines Beauty is truth, truth beauty, that is all / Ye know on earth, and all ye need to know. The lack of a definite voice of the urn causes the reader to question who is really speaking these words, to whom they are speaking, and what is meant by the words, which encourages the reader to interact with the poem in an interrogative manner like the narrator.The urn, as a piece of art, requires an audience and is in an incomplete sta te on its own. This allows the urn to interact with humanity, to put forth a narrative, and allows for the imagination to operate. The images on the urn provoke the narrator to ask questions, and the silence of the urn reinforces the imaginations ability to operate.This fundamental interaction and use of the imagination is part of a greater tradition cal lead ut pictura poesis the contemplation of art by a poet which serves as a meditation upon art itself. In this meditation, the narrator dwells on the aesthetic and mimetic features of art.The figures on the urn within Ode on a Grecian Urn lack identities, but the first branch ends with the narrator believing that if he knew the story, he would know their names. The second section of the poem, describing the piper and the lovers, meditates on the possibility that the routine of art is not to describe specifics but universal characters, which falls under the term Truth. The three figures would represent how Love, Beauty, and art are unified together in an idealised gentlemans gentleman where art represents the feelings of the audience. The audience is not supposed to question the events but instead to rejoice in the happy vistas of the scene in a manner that reverses the claims about art in Ode to a Nightingale. Similarly, the receipt of the narrator to the sacrifice is not compatible with the response of the narrator to the lovers.Narrator contemplates where the boundaries of art lie and how much an artist can represent on an urn. The questions the narrator asks to reveal a yearning to understand the scene, but the urn is too limited to allow such answers.Furthermore, the narrator is able to visualise more than what demonstrablely exists on the urn. This conclusion on art is both satisfying, in that it allows the audience to actually connect with the art, and alienating, as it does not provide the audience the benefit of instruction or narcissistic fulfilment.Besides the contradictions between the unl ike desires within the poem, there are other paradoxes that emerge as the narrator compares his world with that of the figures on the urn. In the opening line, he refers to the urn as a bride of quietness, which serves to contrast the urn with the structure of the ode, a type of poem originally intended to be sung. Another paradox arises when the narrator describes immortals on the side of an urn meant to carry the ashes of the dead.In terms of the actual figures upon the urn, the image of the lovers depicts the family of passion and beauty with art. In Ode to a Nightingale and Ode on Melancholy, Keats describes how beauty is temporary.However, the figures of the urn are able to always enjoy their beauty and passion because of their artistic permanence. The urns description as a bride invokes a possibility of consummation, which is symbolic of the urns need for an audience.im1Apostrophe Silences the Urn and projects a voice, his own onto it allowing him to speak on its behalf.im2Ma rried to Mr. Quietness but they return never consummated their marriage despite ravished imagery. Also, adopted by silence and time but these were not the originally circumstances, the true parent is the silent mountain lion and ceremonial use. After the decline on Greece the pot continued to live on.im3Means Forest, the Urn is a historian of people of the woods.im4As well as the bee imagery flowery is a pun as a flowery tale is very complicated, also an urn had a flowery or leafy border.im5Flower and sweetly is metaphor for bees and nature, he believes that the Urn can tell a better story, with nature like unlike poetry, both are true beauty and show nature.im6Exist in one place- but has obvious connections to the supernatural and the dead characters.im7In ancient Greece Gods were represented as normal people so it would be hard to tell the difference, Gods also liked to be in company with people.In a way, the poems rigid rhyme and meter is very understated bringing parallels to God. Effortless on the surface highly intricate underneath you wouldnt know what you were sounding for unless you sough it out..im8The Vale of Tempe was home for a time to Aristaeus, son of Apollo and Cyrene, and it was here that he traild Eurydice, wife of Orpheus, who, in her flight, was bitten by a serpent and died. In the thirteenth deoxycytidine monophosphate AD a church dedicated to Aghia (Saint) Paraskevi was erected in the valley.im9Tempe and Arcady are allusions to two regions of Ancient Greece known for cosmos especially lush and green. They become stock symbols in English poetry for places where people lived in the forest.im10Vision of pastoralism in nature.im11USE of ekphrasis, the poetic representation of a painting or sculpture in words.im12Repetition of questions (anaphora) that the speaker system cannot comprehend draws parallels to the interaction between Job and God. roughlything that is godly like nature or beautiful art is incomprehensible for man we can do our best to try to understand it only.im13ASSONANCE ea of Heard connecting to the ea of unheard, the o of melodies connecting to the o of those and the u of but connecting to the u of unheard.im14Unlike the wild party music in the chase in stanza 1 the soft pipes give a soothed atmosphereim15Paradox the sweetest melodies are the ones that you do not hear. Keats is tricking the audience he treats the people as if they are real people in real events living on the Urn just in frozen timeThe Urns beauty allows him to think of a song in his head that the man is playing and its more beautiful than anything that he has ever heard before.Aka he prefers the fantasy world to the real one.im16Edenic, it shall always be spring here with the man under the tree always playing his sweet music for his spirit.im17Another apostropheim18No surprise that he is so obsessed with immortality, he had just contracted TB..im19Greece had connections to higher(prenominal) society and was rebellious, he uses a nachronistic diction to make this connection with the constant repetition of thou- its made to sound fancy.im20Keats says not to grieve but continues to use disconfirming phrasing even in these lines do not grieve, cannot fade, and hast not thy bliss. Keats may squander made a mistake, or there may be a fountain for this negative undertoneim21SYZYG Repetition of the consonant sound b v p in particular, breaking his reliance on Latinate polysyllabic words to shorter, Germanic words.im22Potentially trying to convince himself that he is happy allegorically he is actually happy.im23Pronounced un-wear-i-ed to preserve the iambic pentameter. Potentially comparing himself to the happy melodist who too draws out notes/syllables.im24Stuck in the same time forever its always new nothing shall ever grow old.im25Repetition shows the eternal nature of the urn which is observed here. Panting from beingness chased in S1 as well as sexual connotations. Alternatively, with the rhythm pulsating and the repetition of speech he is growing sexually excited himself.im26Could be the speaker standing above the urn or it could suggest that the lovers are better of above human passion and they are actually all Gods, preserved and beautiful- living on forever as long as they are remembered.im27If it is the speaker standing high above then(prenominal) it must be his heart that is sorrow filled, looking at those in love sadden him. Uses metonym to connect them.Words that give meaning to another i.e. Westminster = House of Parliament, Downing Street = Prime Minister.im28Too much of something good.im29Oxymoron peaceful fortressim30Overcomplicated- too good for us Godly.im31Apostrophe and personification is cyclical like looking around the urn in a circle.im32The poet compares the experience of looking at the urn to persuasion about eternity, an idea so lofty and hard to understand that trying to think about it is like not thinking at all.im33Simple chiasmus acts as synecdoche for the poem. payable Process and Crime control condition Models Compare and ContrastDue Process and Crime Control Models Compare and ContrastThe intention of this paper is to research both the Due Process and Crime Control Models. After researching each of the topics, they exit be discussed in further detail. both of the feigns will be compared and contrasted as well. Both of the amazes seduce proven to be well known and used doneout the United States, as well as legion(predicate) other parts of the world both instances keep up been used since the 1960s. The contemporary state court system status and the mannikin that is used there will be discussed further in the paper.Both of the models named above are very complex systems that are used in criminal rightness systems throughout the United States as well as numerous other parts of the world. The models were developed as some type of guideline to aid in the arrest and prosecution of criminals. The purposes of the two models are to garter oblige safety is society, as well as protect the rights of the suspect in various situations and scenarios. In order to full understand both of the models, each system must be viewed separate and together.Various models and techniques contribute been used in the criminal justice system since its development, some of the models have been more unified than others, some have been less structured than others. When evaluated, some of the different models have worked well in some areas, while other models have not appeared to be serious at all.Literature ReviewChoongh (1998) provided readers with discipline regarding the limitations of Packers nuisance control and delinquent do by models, which were developed in the 1960s. Choongh certified readers that the crime control model follows procedures very closely, as well as screen suspects, determines guilt, and secures punishment all according to written policies, procedures, and laws. Choongh suggested that there are som e problems with the model. One of the problems is that the model defines force by speed and finality. This could perhaps be beneficial in some ways, but could also cause harm in other ways the speedy the investigation the more likely that the work may be incomplete or sloppy. The imputable care for model is more concerned with mortal truth and autonomy. The main purpose of the due carry out model is to maintain close control over the power of the state. Choongh reported that neither model is effective, this is because the investigations are not thorough enough, court processes are rushed, and prosecutors and law enforcement rush to accusing a person of guilt rather than taking their time and finding the real villain.Henham (1998) provided readers with development about the rights- base approach. The author explained that there is a large need for a rights-based approach to be used for criminals during the sentencing process. Henham feels that the crime control model and the due process model are not adequate. The crime control model is based on repressing criminal activity and maintaining a low crime rate. The due process model focuses mainly the protection of the various(prenominal) through stressing adherence to courtroom procedures. The rights-based approach is concerned to postulate a number of fundamental prescriptive propositions that have moral, rather than empirical validity. The crime control model and the due process model do not provide adequate choices to criminals when mental wellness problems are involved, but a rights-based approach would address several areas that the other models do not address. Henham felt that people who suffer from different mental disorders are essentially being discriminated against, by not providing for their need.Schrieber, Renneberg, and Macracker (2009) and Tucker, Hasselt, and Russell (2008) all wrote about the criminal justice system, mentally ill patients, and the professionals inadequate training for deal ing with the mentally ill. All of the above authors agreed that there is a great need for special training and possibly special crime models that should be used when police are dealing with mentally ill criminals. Recently there has been a rise in the number of cases that law enforcement officials have responded to in which mentally ill individuals were the reason the police were called. Schrieber, Renneberg, and Macracker reported that the criminal justice system is not capable of dealing with offenders who suffer from mental disorders that uncontrollable. Recent studies have shown that law enforcement officials have are generally the first contact with mentally ill suspects in criminal cases, but also in many cases that are not criminal and have to be dealt with through fond service programs. The authors reported that the models need to be reorganized so that the criminal justice system will be more sensitive to individuals who suffer from major depression, post traumatic stress disorder, schizophrenia, and psychosis. Rehabilitation is very valuable for individuals who have these disorders and the treatment that they need is not offered in many of the detainment facilities that criminals are sent to.Klein (2006) wrote about the crime control model. She reported that the crime control model has a very reliable process for cover charge suspects, and many of the criminals that are blamed with crime using this model, will spend time in jail or prison, because the system is so reliable. Klein also wrote about the due process model and how it helps an individual to maintain some autonomy during the criminal justice process. Even though there is room for improvement in the areas of appeal and discovery, Klein supports most of the aspects in each model and the basis behind them.Duff (1998) wrote about the crime control model and the due process model and how the models are viewed in the criminal justice system. Duff reported that the due process model does no t agree with the majority of cases in which criminal are canonic for their crimes, this is because if the crimes do not involve any harm to others, Duff feels that the criminal should be punished les severely. Roach (1999) provided readers with information about four different models used in the criminal justice system. Roach directed more attention to the due process model and the crime control model. Roach explained Herbert Packer provided professionals with a guide to criminal justice systems by using these models. Both of the authors reported that if the crime control model is used correctly, most criminals plead guilty to the charge or the prosecuting attorney withdrawals the charges. Roach, as well as Duff reported that both models were not only efficient, but also very durable in order to withstand as many years as they have.Edkins (2007) provided readers with information about the due process model and its purpose of helping suspects maintain their individual rights during the criminal justice process. Edkins also provided readers with information about the crime control model and its purpose of making sure that all convicted criminals have harsh punishments. Edkins gave information about seven different studies that were completed which measured attitudes about the due process and crime.Vance and Trani (2008) conducted numerous studies on the crime control model and the due process model. The authors are not in agreement with the crime control model, but they do support the due process model. Vance and Trani reported that both of the models have honourable standards and should be supported across the board, but the in some places, law enforcement and prosecuting attorneys will not support either of the models. The authors reported that there are many reasons for different crime models, some of these purposes are to help juggle criminals, detain them, and reduce crime. Arias and Ungar (2009) wrote about Latin Americans and the impact that the two mo dels have on their lifestyle. The authors informed readers that the purpose of the crime control mode is to reduce crime and the purpose of the due process model is to protect individual rights of the accused when it is used as a guide for the criminal justice process.DiscussionDue ProcessThe basis of the due process model is formal structure. When used correctly, the due process model protects the rights of suspects accused of various crimes. The due process model reduces many errors that occur during the investigation, arrest, attest gathering, and trial. Due process does not support much of the evidence that is used in many criminal trials, and there are many reasons and factors for this. Basically, the due process model criticizes every type of evidence except determinate physical evidence that cannot be disputed. The object of looking at evidence in the due process model is deciding what information may be incorrect, falsified, or coerced from an individual. This has occurred on many occasions when other criminals have testified against the suspect, because they may be rewarded with time off of their sentence or other things. Because the main culture of the due process model us to reduce mistakes that can place an innocent person in prison, the process is very slow (Henham, 1998 Klein, 2006).Crime ControlThe idea of the crime control model is to decrease crime in all areas for this to be done criminal conduct needs to be drastically reduced. Many of the problems that arise in the crime control model is directed at law enforcement officials. People commit crimes and get away with them, then it may create a higher crime rate because their likely to be more followers. The crime control model directs more attention in investigating, screening people, establishing guilt, seeking harsher punishments for individuals who have committed crimes (Roach, 1999).For the crime control model to work take awayly, the processes must be efficient. Higher arrest and con viction rates need to be seen, as a way of deterring other people from committing crimes. The investigation and arrest process needs to be expedient, so that fewer resources are used on each client. The main purpose of the crime control model is for the there to be enough evidence gathered that the suspects pleads guilty to the charges, and there is no need to waste time, money, or effort on a trial that may last for a unknown amount of time (Duff, 1998).The crime control model utilizes law enforcement officials and prosecuting attorneys to establish the innocence or guilt of a suspect early during the investigation. Individuals who are most likely guilty of committing such crimes progress through the criminal justice systems with great speed they either plead guilty to such crimes, or they are found innocent or guilty in a criminal trial. , the less likely to find the evidence needed, and the more money spent on the investigation (Klein, 2006).Similarities and Differences between t he Two ModelsThe main goal of the due process model is for individuals to be treated fairly in the criminal justice system, so they will not be deprived anything that they be in life of they are innocent. The due process model explains that all individuals have a right to freedom and security, unless they are guilty of committing a crime. The crime control model does not hold an individuals rights in high regard, and feels that criminals should be caught at all cost (Roach, 1999).The crime control model puts a draw poker of their trust into law enforcement officials and prosecuting attorneys to complete the criminal investigations. Depending on the amount of work put into the investigation and the quality of the work that is done, many suspects will either plead guilty, therefore there is no trial. Speed and finality two tasks the crime control model looks to complete (Roach, 1999). When people are arrested for a crime, they are seen as innocent until they actually admit to or are convicted of such crimes (Klein, 2006).When dealing with the due process model, policing society in a imperious nature becomes a very vital issue. Followers of the crime control model feel that the number of arrests may deter other criminals from committing crimes, by showing them that the criminal justice system does work (Klein, 2006).Much of the macrocosm is in favor of the due process model, because of reasons such as equality, human rights, and freedom. Undert the United States Constitution each individual has certain rights, and the due process model helps to maintain and restore these rights (Henham, 1998).Law enforcement agencies generally prefer the crime control model they treat suspects who are arrested as though they have already been found guilty (Henham, 1998). The due process model protects individuals with the 4th and 8th amendments which address the issues of il court-ordered searches on individuals suspected of crimes, as well as the right not to incriminate one s self (Choongh, 1998).State Court Systems Model of ChoiceIt appears that each of the models are very unique and are used for different purposes. Just as different defense attorneys have different styles and models that they follow, so do law enforcement officials and prosecuting attorneys. The model that is used is completely up to the individual who is gathering the information and investigating the crime. In an ideal world, the due process model would be the model of choice, because it helps keep the rights of individuals intact, as well as serving its purpose in the criminal justice system. Both the crime control model and the due process model have a positive side as well as a negative.The United States criminal justice system and judicial system has debated the subject of which models are the most beneficial for numerous years, but no common ground has been reached. Two of the main factors that are looked at when making a decision such as this are, which model helps maintain favorable order, and which model helps reduce the risk of imprisoning innocent individuals. As close as these two factors are related, the answer should be simplistic, however it is not. In the criminal justice system, these factors actually conflict with one another, therefore there is not a common system that came be used for both of the factors. Maintaining and restoring social order is best maintained by the crime control model, whereas protecting individual rights is best maintained by the due process model (Edkins, 2007).The population that law enforcement officials are serving may affect the crime model that they decide to use. Areas with high crime rate may be better served by using the crime control model, whereas areas with less crime may be better served by the due process model. Along with the population, the type of crimes that are being committed may also be a factor in which model is chosen. Areas that suffer from drug trafficking and violence may be best served by us ing the crime control model, whereas areas that suffer from trespassing and burglaries may be best served by using the due process model. The crime control model implies that law enforcement and prosecuting attorneys act promptly to allegations and investigate them more thoroughly at a later time, but the due process model requires careful attachment in each and every case, prior to arresting individuals (Duff, 1998).ConclusionBoth of the models have very different key points. Both of the models have different methods that are used to reach a common goal. If the main goal of the United States Criminal Justice System is to maintain social order and protect the rights of individuals, then there is no way to utilize just one of the two models. The crime control model appears to be the best model used for maintain and restoring order in society. In the ideal world, decisions would not be made in haste. But in order to complete a job and catch certain criminals, then there has to be roo m for quick decisions, even if it becomes clear that the decisions that were made were wrong.Each state, county, and city has their own way of operating and reduction crime. Unfortunately at times innocent people are brought into the mix, this is a chance that has to be taken in order to have a fully functioning criminal justice system. Scholars have researched for many years how to make the criminal justice system work by following one model, but at this time nobody has been successful in developing such a model.Family Social Construct And InstitutionFamily Social Construct And InstitutionIn this essay I intend to discuss the family as a social construct and institution. I will be critically discussing the different forms of the family, and the role of the family within society from four sociological perspectives.The family as a social structure is practically taken for granted to mean a married couple with children, possibly incorporating grandparents and directly linked blood r elatives. This stereotypical view does not take into account a changing society with changing norms and values. It is important when discussing the family in a sociological context to define the family in a wider perspective.Ferrante (2011) suggests that the family is often described as a social institution that binds people together through various means, blood, marriage, norms and law. According to Zelditch (1964) as cited in Ferrante (2011) there is no concrete group which can be universally identified as the family.Several institutions including political parties, the legal system and the media have been blamed for creating the cereal packet family but not all sociologists agree with what appears to be typical British family. Gittins (1993) as cited in fen and Keating (2006) states The political theory of the family would have us believe that there is one type of family, one correct way in which individuals should live and interact with each otherAn ideology that claims that t here is only one type of family can never matched in reality, for it represents an ideal to which only some can approximate, an others not at all.During the last century the concept of the family has altered, this is partly due to industrialisation, modernity, changing norms and values and the media. The family can now be seen to have many dimensions, what was considered to be deviant or diverse is often accepted as a norm.Some sociologists argue that during the nineteenth century, post industrialisation, social order, or relationship, a network of relatives (kin) who are connected by common decent or marriage. (Fulcher and Scott 2007) began to alter. Communities that were based on traditional shared values of religion and community changed. Cottage industries began to disappear and families moved from rural areas into towns and cities the nature of the of kinship began to diminish. The economic and social life of this type of family relationship changed, according to Ritzer and Ry an (2011) Rural people were lured by the novelty of city life and the prospects of greater economic opportunity. The house servant economy of the pre-industrial family disappeared. The industrial revolution provided factory work for men leaving the womanishs to take a more prominent role as the caregivers, the family dynamics began to alter creating a major change in the division of motor within the family.Industrialisation was identified by many as having sounded the death knell for this way of life, destroying extended families and undermining communities. (Ogburn 1955 as cited in Gillies 2003). The extended family tends to include generations of family extending both horizontally and vertically including connections my marriage and blood. It is argued by some sociologists that industry has destroyed the traditions of the extended family and the social bonding of kinship, leading to the thermo atomic family. Talcott Parsons (1949) as cited in Fulcher and Scott (2007) stressed t hat in the absence of the extended family and kinship, the nuclear family met the needs of a changed society. However Laslett and Wall (1972) as cited in Fulcher and Scott (2007) suggest that the nuclear family has always been the more dominant family type throughout the history of family life.The functionalist approach to the family suggests that the family itself is responsible for ensuring that vital tasks are achieved. Functionalists believe that social institutions such as schools, churches, political systems and the family are all essential to the structure of an effective functioning society and all of these institutions inter relate with each other for the benefit of the whole of society, if one aspect of the structure does not function adequately then society will inevitably experience some form of failure and conflict. Functionalists suggest that the family is one of the most important institutions responsible for the successful raising of a child and parents play a key ro le in ensuring that children become well integrated within society.Murdock (1949) conducted a study based on two hundred and fifty societies with the aim of discovering if the family was universal. His conclusion was that the nuclear family was a universal social institution that comprised of four basic functions. These he called, sexual relationships, economic cooperation among members, reproduction and the socialisation of infants and children. (Stark, 2010)Murdocks theory has been criticised by many non functionalist sociologists suggesting that his study focused on the nuclear family and did not take into account other family forms. Gough (1959) argued that Murdocks theory did not take into account societies such as the Nayar, where one woman could have up to twelve potential fathers to a child and a man could have an unlimited amount of wives. Support came from brothers, sisters and children not from potential fathers. This system was based purely on kinship groups. Gough sugg ests that the existence of the Nayar was not based on economic cooperation between saves and wives, the socialisation of infants was provided by the women and their kinship groups, and any affectionate relationship between men and women was prohibited. Goughs criticism can be closely compared to family groups in British society today looking at family units that do not light upon Murdocks nuclear family theory these families could be single parent families or families consisting of same sex couples. (Bell 1968)Parsons (1959) as cited in Macionis (2012) argued that the family retains two primary functions, these functions are found in all forms of family thought out the world. He suggests that the primary socialisation of children is the first and most important setting for child rearing and parents are in the position to ensure children are able to become well integrated into society and the structuring of the personality in the early years leads to contributing members of society . He acknowledges that family socialisation continues throughout the life cycle but secondary socialisation becomes more dominant as the child develops due to the family being less involved, and agencies such as schools and colleague groups become involved.Parsons as cited in Harolambos and Holborn (2008) argued that families are factories which produce human personalities. Parsons second observation of the family was the stabilisation of the adult personality arguing that men and women who have deep personal relationships will lead content and fulfilling lives which in turn will improve family life removing some of the tensions that the family may face such as work and relationships. Marxist sociologists may argue that although family life can be fulfilling and happy the fact that contemporary British society is based on capitalist economy, which results in exploitation, family members will inevitably be placed under financial strain and tension which can cause problems of discont ent and the breakdown of the family unit. Criticisms were that his theory was outdated and based on the ideology of the nuclear family alone.Marxist writers in the 1970s put forward a different perspective of the family they argued that the capitalist system exploits the free domestic labour of the housewife through the domestic division of labour. (Fulcher and Scott 2007). They argue that the concept of the nuclear family promotes the role of the man to be the breadwinner and the woman to be the housewife which has led women, if missing to work, becoming the reserve army therefore being called upon when required, for example during times of war, according to Marxist theorists the nuclear family provides employers with cheap disposable labour that tends to be less valued than their male counterparts. (Fulcher and Scott 2007)On what foundation of the present family, the bourgeois family based? On capital, on private gain. In its completely developed form this family exists only amon g the bourgeoisie The bourgeois claptrap about the family and education, about the hallowed correlation of parent and child, becomes all the more disgusting, the more, by the action of modern industry, all family ties among the proletarians are torn asunder, and their children transformed into simple articles of commerce and instruments of labour. (Marx and Engels, 1848 as cited in Ferrante 2011)Although Marx and Engels seem to be criticising the family and suggesting that the family may be considered as a tool for capitalism they were in fact suggesting that the family should be improved and it was the traditional family types that approved of the exploitation of women and children. According to Marsh and Keating (2006), Engels believed that the family exploited women and children and the end of the exploitation within the family could only be achieved in a communist society.The development of the Marist perspective continued throughout the century and the views of Engles and Marx were applied to a modern capitalist society. Modern Marxists would argue against the functionalists who stress that the purpose of the family is to raise children. Marxists agree that the family has a job but that job is to reproduce the labour power that maintains a capitalist society. It is also suggested that the family is a control apparatus that exerts social control on parents. Living in a highly consumer orientated society, children are often in rival with their peers and parents are in competition with other parents to ensure that their children have the best technology and prospects, the pressure to remain in a competing capitalist society gives the parents little choice but to argue in the workplace and accept capitalism as a norm. The family is thus an integral part of what Marxists call commodity fetishism it helps to fuel the creation of bastard needs, which in order to be satisfied, require people to work hard. Mobile phones, laptops, X-boxes all these frivolous th ings need to be bought by someone and in western capitalist societies it is now increasingly young people who are an important market. And young people come from, of course, families. (Abbot 2010)Historical changes in society have led to changes in feminist perspectives creating several waves of feminism. Although there are several types of feminist views including Liberal, Socialist, Radical and Marxist they do all share a common belief that women experience a range of social, economic, political and personal difficulties in their lives but they dont all agree on the cause of these difficulties.In general feminists have discarded the Functionalist theories of the nuclear family and suggested that many parents have socialised their children to behave in a manner that is considered to be appropriate to their gender roles. Feminists argue that when children see their parents behaving in their appropriate gender role then the children naturally assume that they should behave in the s ame way. Females have been shown what is considered to be feminine or female, dependence, obedience, conformity and domesticity and males have been promote by parents to be dominant, competitive and independent. (Holburn and Steel 2012)The radical feminist perspective of the family agrees basic concept of the Marxist view suggesting that exploitation is a key aspect of the family, however where Marxists suggest that capitalism plays a key role for the exploitation of women the feminist approach suggests that the division of labour is due to genetic predispositions that women are seen as the carers and are more suitable to child rearing that their male counterparts who are seen as the providers. Feminists argue that in the division of labour is unequal and that the domestic role is unrewarded and undervalued. According to Sheeran (1993) as cited in Marsh and Keating (2007) Marxist and radical feminists argue that the family is both an ideological construct and a repressive, socially produced reality, which helps to perpetuate capitalism and / or patriarchy. Such criticisms are overtly anti family, and argue that women have been forced into taking responsibility for child care by that agent of the state, the ancient family.Morgan (1975) as cited in Haralambos and Holborn (2008) suggests that both functionalist and Marxist approaches, both presuppose a traditional model of the nuclear family where there is a married couple with children, where the husband is the breadwinner and where the wife stays at home to deal with the housework.The Interactionist approach is seen to be quite different and works at a micro level rather than the macro level like the previous perspectives. Symbolic interactionism has been an important theoretical perspective in family studies since its early development in the 1920s and 1930s. Symbolic interaction theory describes the family as a unit of interacting personalities. LaRossa and Reitzes (1993) as cited in International Encycloped ia of Marriage and Family (2003). Interactionists suggest that families reinforce and rejuvenate their bonds through the use of rituals. Some social scientists believe that rituals like gathering together for a family meal or the ritual of marriage using symbols to reinforce the bonds this can be seen as a source of family strength and if families preserve rituals then children will become more emotionally equipped to face problems in the future. (Hughes and Kroehler 2011). Critics stress that symbolic interactionism only looks at the micro level and that this perspective does not take into account larger issues of society.The New Right perspective of the family was born from functionalist ideology and supports the theory that the nuclear family is the only type of family that works effectively within British society. Between the 1950s and the 1990s the nuclear family began to alter, families were no longer perceived to be seen in the traditional stereotypical sense, families were b ecoming more diverse partly due to changes in the law, abortions were legalised, homosexuality decriminalised and the introduction of legislation such as the Sex distinction Act and the Equal Pay Act was introduced. New types of families were emerging. Single parent families, reconstituted families, individuals that cohabitated and the formation of same sex relationships that may or may not have had children from previous relationships. The New Right believe that the lack of traditional family and values and diversity has corrupted society. Lone parents were blamed for wayward children suggesting that without a male and female parent residing within the family unit then children would not be able to function as contributing members of society. Critics of the New Right suggest that by suggesting that the nuclear family is the only family that works for the benefit of society it ignores the dark side of the family issues such as domestic abuse and by trying to impress that the nuclea r family is the boss and morally correct route it creates a them and us situation which can lead to discrimination, persecution and ultimately suggests that other family types are not families at all.(Yorkshire 2011)According to the force for National Statistics (2011) between 2001 and 2010 families by type have altered slightly to show that there has been a slight increase in the alternative family and a slight decrease in what is considered to be the nuclear family. As the Office of National Statistics now take into account Civil Partnerships as legitimate families the figures reflect a more accurate account of the makeup of the ever changing British family however the categories in which families are assigned do not represent a true picture of the family as it fails to differentiate between reconstituted and nuclear families, while the minority groups such as civil partnership couples and lone parents have been allocated a category of their own.According to Morgan (1994) as cit ed in Marsh and Keating (2006) We cannot speak of the family as if it were a static and changing thing. Rather it is better to use the word as signifying the character of a complex series of processes over timewe should speak of family processes, family living or family life courses. In this way we will come to receipt that family life is always subject to change and variation that change is at the very heart of family livingAs society changes with time it can be argued that the family will alter and perceptions of the family from influences such as the media and politics will change the ideology. Although the school of thought may differ depending on what perspective is applied it appears that the family plays an important role within British society, it is important to recognise that without understanding the family it makes it difficult to understand problems that may arise such as domestic violence and child abuse and how they are interpreted as private troubles or public issue s.

Strategic Human Resource Management in Cadbury Schweppes

St rategic benignant option Management in Cadbury Schweppes1.1 IntroductionThe strategical circumspection of an organizations benevolent alternative has been know as ane of the keys to c atomic number 18 supremacy. This voiceicular strategy gener each(prenominal)y baffling the optimization of the employees potentials mainly finished cooking and feat assessment. This organizational strategy has been incorporated in near(prenominal) chorees mainly to meliorate profitability, establish stronger customer dealing as headspring as bring home the bacon considerable strain expansion. Strategic gentle option focus (SHRM) has indeed been utilise to conform to various primal business finiss and plans. Hence, major companies including Cadbury Schweppes, dupe been developing and prevailing various room on how to strategic anyy contest one of their inhering assets.Cadbury Schweppes is one of the major orbicular players in the food manufacturing sector, specifi cally confectionery and beverage products. About two hundred countries oecumenical ar enjoying the troupes world-renowned quality products and shuffles. The go with has been able to expand successfully in different foreign countries mainly through its dedication to quality labor as well as impelling focal point and trade practices. In localize to progress further, the coordinate still plans to continue on producing quality soils and products, meeting the unavoidably of its sh arholders and operating towards optimum movement. Cadbury Schweppes knows that its exploit to operate globally is attributable to its expireforce. Thus, the alliance has been employing different strategies in order to strategically improve its man resources towards continuous global success.This teaching accordingly(prenominal) sees how the fellowship applies strategic benevolent resource oversight it its operations. In dampenicular, focus was cast off-to doe with on the assessmen t of the orders strategies for maximizing the potentials, assessing the cognitive operation and enhancing the skills of its workforce. This explore was conducted mainly to determine the relation of Cadbury Schweppes global success to its SHRM practices.1.2 The Research primerStrategic clement resource management (SHRM) was actually derived from the conventional HR concepts. callable to the ontogeny pressures in business, particularly in the need to become much competitive and innovative, organizations and gentlemans gentleman resource departments see it infallible to reconsider existing HR practices. The application of the pertly concept involves the modification of HR policies, provision of prepargondness architectural plans, development of execution bar systems as well as the promotion of the employees boilersuit well-being. In turn, the changes in the HR practice then allowed companies to overcome well-nigh of the major hurdles in the business sector.Cadbury Schwe ppes is among the major companies operating in the world. digression from multiple branches in several foreign countries, the product lines of the caller-out as well as its market have continuously grown over the years. on with its global harvest-tide and success, the attach to has constantly upgraded its SHRM efforts as well. The exploreer then aims to determine how these HR strategies had contributed to the smart sets global come throughment. Investigating on this HR crownic dejection stress the connection between workforce and business efficiency. As effective employees have long been considered as essential to good business operations, directing how the strategic management of benevolent resource can contribute to greater success pass on then be of benefit to many an another(prenominal)(prenominal) companies. The investigator then assay to pass on this objective by using some of Cadbury Schweppes HR mental faculty for information. Using a comply as the research instrument, the data obtained were then analyse to develop the findings.1.3 Research ValueConsidering the increasing competitiveness in the business sector, organizations atomic number 18 in need of maximizing its resources in order to operate successfully. nonpargonil of these substantial resources is the organizational workforce. By means of determining the different approaches associate to strategic human resource management, workforce issues encountered by other companies whitethorn be resolved. In addition, companies int checking to operate of expand on the global level may achieve this object by assessing and improving their human resource strategies. This research may as well as be of value to employees as this could assist business companies in general to instal due value to their workforce so as to achieve better business outcomes. This investigative contract could excessively contribute to the human resource sector particularly by increasing aw atomic number 1 8ness on SHRM and the new approaches other companies could apply. Clients or consumers may as well benefit from this study as the increased aw atomic number 18ness on SHRM approaches can likely enhance both action and service provision of other companies.1.4 Research Aims and ObjectivesThis study aims to determine the economic consumption of strategic human resource management in the achievement of Cadbury Schweppes global growth and success. Below are the specific objectives of this research studyTo determine the federal agency if strategic human resource management in shaping the development processes of Cadbury SchweppesTo analyze the performance assessment, training and potential-maximizing strategies of the global friendshipTo identify and analyze the human resource strategies of the partnership that allowed it to operate globallyTo relate various human resource management theories to the identified strategies of the company1.5 The Research OutlineThe entire study is divi ded into five chapters. The first chapter presents the background of the study, the objectives, research problems and its significance. In the chip chapter, literatures and promulgated documents pertaining to strategic human resource management and the strategies applied by Cadbury Schweppes are discussed. The research mannerology calld for this study is discussed in chapter three. Specifically, this chapter focuses on the description of the participants, taste technique and the research instruments utilized in the process. In chapter 4, the results of the survey are presented. Literatures offering the findings of the study are in like manner integrated in the discussion piece of the chapter. Finally, the fifth chapter summarizes the findings of the research significant conclusions as well as trance recommendations are alike let ind in the final chapter.Chapter II LITERATURE retrospect2.1 A skeleton Historical Background of Cadbury SchweppesCadbury Schweppes is actually a company established by a merger involving two of the greatest companies in UK. Jacob Schweppe was the one behind the perfection of the carbonated mineral water manufactured in Switzerland in 1783. On the other hand, John Cadbury established the now world-renowned chocolate manufacturing company in 1824. Over the years, both companies have operated successfully and became household notice names in the British region. It was not until 1969 when these two manufacturing giants decided to merge. Through radical computer program and acquisition, both companies were able to expand the business worldwide (Cadbury Schweppes 2006a).As two big companies joined into one, the new company essential and utilize several business strategies that led to its success. For instance, during the middle part of the 1980s, Cadbury Schweppes decided to center its perplexity on its international brand confectionery and beverages. Through this strategy, the company was able to confirm its key brand nam es and point led to the purchase of some other major food brands such as Motts, Canada Dry, Trebor, Bassett, Dr. Pepper and Seven Up as well as Hawaiian Punch. The acquisition of other familiar brands of the company continued up to the new millennium. In 2000 for example, Cadbury Schweppes acquired the Snapple and Hollywood and even took the second spot in the French soft drink sector when it acquired Orangina. In 2002, the company place number two in chewing gum production by acquiring Dandy, a Danish chewing gum brand and became the number one company in confectionery at the global level. For $4.2 billion, the company also announced its acquisition of yet another major brand called Adams (Cadbury Schweppes 2006a).2.1.1 A Brief History and Importance of SHRMStrategic human resource management is considered as the extension of HRM. While HRM is foc utilise on the theoretical concepts, SHRM is centered on how these theoretical foundations should be implemented. The concept of SHRM was actually brought about by the growing pressures of change. systems started to realize that changes in the conventional human resource activities must be carried out. This change would help much organization overcome new issues and challenges related to the human resource concept. In turn, human resource agencies and departments have been active in encouraging HR coach-and-fours to develop means of applying strategy to the HR function (Niehaus 1995). This then gave rise to what is now called SHRM.Strategic Human Resource Management (SHRM) is a strategic approach that helps in managing employee relations. This HR concept emphasizes that leveraging peoples capabilities is critical to achieving sustainable competitive service. SHRM is actually applied by means of a pellucidive set of integrated craft policies, programs and practices. Considering the increasing competition in the operative sector, it is important that the employees are equipped with the abilities so as to as sist their organization in overcoming such challenge (Bratton Gold 2003). SHRM gives emphasis on the integration of learning and organization. This means that the conception of learning must be considered by the organization as a purposeful business process (Ruona Roth 2000). Walton (1999) noted that SHRM is made of the introduction, elimination, modification and directive procedures and responsibilities where all employees are armed with the knowledge, skills and competencies prerequisite for them to perform various organizational tasks effectively.Through SHRM processes, employees are able to learn how they can improve their skills and enrich their knowledge, which are very useful in their boilers suit work output. The efficiency of the employees give naturally lead to greater productivity and higher levels of customer satisfaction as well as loyalty. The application of SHRM is also essential for the personalised and professional development of the employees, which in turn take shapes them to a greater extent confident and committed in their work. The last-ditch outcome of SHRM is the attainment of a strong and sustainable competitive advantage out of the companys workforce. For companies, generating competitive advantages out of their workforces is an important key in becoming globally competitive (McWilliams, Van Fleet Wright 2001). Schuler, Dowling and De Cieri (1993) noted that in order to successfully compete in the global market, human resources must be deployed effectively.2.1.2 A Brief History of Human Resource Strategy of Cadbury Schweppes plc and its impact on the companyThe human resource strategy of Cadbury Schweppes originated from the company main operation purpose which is to work in concert to produce brands that others would love. In particular, the company genuine a last related to corporate genial responsibility (CSR) in order to achieve this. This goal would direct the company to become socially responsible not simply to t heir consumers but to the people working for it as well. As this goal covers the workforce sector, Cadbury Schweppes develops human resource strategies that are patterned CSR and estimable practices. In fact, one of the essential factors the company uses in its business operations is respectable expression as well as the establishment of close relations with its stakeholders. The company generally believes that ethical business practices and respect for human rights are core group foundation on how the company full treatment and deals with people the company also claims that good ethics works well with good business, resulting to long term success (The Times 100 2006). These core values then became the main influence for the companys human resource strategies.The HR strategies of the company are also influenced by the Quaker values which promote social reform, justice and equality. Thus, from the scratch line of its operations, the company has always treated its employees wit h respect the company also cares for the welfare of its rung. This explains why the company included sport facilities, parks and lodgment opportunities for its employees. It is also part of the companys human resource strategy to inculcate its ethical business culture to its employees by ensuring that all staff members understand the values and expression the company expects from them this has been achieved through the companys Our Business Principles? statement. The good practice of Cadbury Schweppes was even recognised in 2003 by the Management Today magazine where it was voted as one of the intimately admirable companies for fulfilling it environmental and community responsibility. During the same year, the company also placed second for the Food and Drink sector in the Business in the confederation per cent club index for doing its social responsibilities (The Times 100 2006).2.2 Human Resource Strategies of Cadbury SchweppesOver the years, the company has implemented sever al means to manage its human resources strategically. These strategies include those that maximize potentials, train employees, manage HR risks and assess performance.2.2.1 maximize PotentialsOne of the key personnel of Cadbury Schweppes is its theatre directors. Thus, in order to optimize their skills, the company applied various strategic programs. One of which is its Building Strategic Capabilities (BSC) program that was developed in 1998. This program give was applied in order to maximize the potentials of the companys managers. The program is made up of three important elements. One is that the program job involved the study of real strategic issues rather than hypothetical cases this made the course content more applicable to actual business problems the managers would encounter. Another important element of this program course was that the process of strategic decision-making is studied from goal-setting to performance-monitoring. This element of the program aims to enhan ce the managers strategic language, in order for them to be equipped with the necessary processes and standards for effective strategy implementation. Finally, this program is also made up of an element, which exposes managers to practical or hands-on training. This element is conducted by letting the program participants interact with the members of the top management. For the past five years since this potential-maximizing program has been implemented, Cadbury Schweppes BSC program is still used as the main approach for executive development (Morley Hepplewhite 2004).The company has continuously developed programs and strategies that would optimize the skills of its staff. For example, in 2005, Cadbury Schweppes pursued its People Strategy through its Building mercantile Capabilities program. This strategy is a group learning and development activity which is implemented to ensure that the full potential of all employees are realized. The program aims to develop the participants marketing and sales expertise as well as their commercial decision-making skills this is through by studying the standard Cadbury Schweppes marketing and selling technique. A good of 1,000 managers have participated in this program (Cadbury Schweppes 2006b).2.2.2 TrainingTraining is an important aspect of the companys SHRM strategy. asunder from ensuring that all employees have equal access to the companys training opportunities, Cadbury Schweppes also develops training programs that improve the competency of its workforce. For this year, the company developed Passion for People, a people management training program. This aims to teach the standard approach used for managing people it is also the goal of this program to refresh such management approach among current employees (Cadbury Schweppes 2006b). docking facility Stack, Cadbury Schweppes Chief Human Resources Officer, also explained that this program is also conducted for the purpose of improving the revolt performance sk ills of the managers. Furthermore, it is the objective of this training program to instill among employees the values and behavior that make up the companys culture (Cadbury Schweppes 2006c). The company does not only provide training opportunities to the new employees but also offer regular updates of the existing staff members. This strategy is also applicable in cases when one of its employees becomes disabled. When this happens, Cadbury Schweppes sees to it that an alternative job is offered. Moreover, re-training efforts are also provided to the employee if necessary (Cadbury Schweppes 2006b).2.2.3 Risk ManagementIn order to support the SHRM strategies of Cadbury Schweppes, the company include appropriate HR policies particularly in the recruitment, selection and hiring of employees. another(prenominal) common work issues are also covered by the companys HR regulations. Through these strategic policies, the company is able to maintain its standards and meet desired business ou tcomes. Patterned subsequently its ethical business practices, the companys policies promote equal employment opportunities within its global businesses. Thus, Cadbury Schweppes is a company committed to selecting employees base on their abilities and potentials it is part of the companys SHRM strategy to optimize the talents and experience the employees have and help them realize their other capabilities. The company believes that by shaping its HR policies with this ethical commitment, the business will not only employ people of talent but it will also help is establishing a good image in the communities where it operates (International Labor Organization 2002).In recruiting and selecting employees, it is Cadbury Schweppes aim to hire the dress hat people for the position it offers and use regularitys that are free from bias and discrimination. For employee selection, the company ensures that necessary criteria including skills, knowledge, qualifications and experience of the applicants are intelligibly defined. psychometric testing, assessment techniques ad other selection methods should also be non-discriminatory. It must be clearly described why the applicant was selected for this, records for employee selection decisions are unploughed and stored. The advertisements of the company for the job positions it is offering should also be patterned after the equal employment aspect. In particular, the company must ensure that the advertisements present bounteous opportunities that most people can apply for. Moreover, these advertisements must reach even underrepresented communities and groups (International Labor Organization 2002). In order to improve its selection process, the company had also recently used an online system for its testing procedures. An electronic version of its psychometric tests has been installed so as to make this vital phase of selection faster and more efficient (Graduate Recruiter 2006).The risks involved in human resource man agement are also controlled by Cadbury Schweppes through applicable policies. For instance, the company follows a compensation complex body part which is not influenced by the employees color, race, ethnic origin, gender, marital status, religion, disability or age. The locomote development of the employees is also dependent solely on their merits and abilities. The access of the employees to training is also covered by the companys policies. Specifically, regardless of the employees race or origin, all employees of Cadbury Schweppes have equal access to training. Moreover, if certain employees are in need of educational or skill support, the company provides them with the necessary training this would allow them to progress evenly with other employees (International Labor Organization 2002).Fairness and equality are also part of the companys policies used for handling work issues, grievance matters and discipline. When such issues arise, the company ensures that the situations are assessed fairly and on the same basis as with similar cases. For bullying and harassment, the company also requires all its business units to develop clear guidelines that would help manage these human resource problems. These ensure that the employees are aware on how to report and character these matters. The development and use of these guidelines also help these issues from happening (International Labor Organization 2002).Aside from preventing HR-related risks through policies, the company also develops cooperative programs that would promote the well-being of the employees. For example, the company conducts education programs for the employees health and nutrition whole-family health management schemes are also implemented. In order to support these programs, the company also provides nutrition-oriented on-site cafeterias. Medical facilities are also made available in the company to meet the employees introductory safety and health requirements. Aside from the employees physical well-being, their mental health is also cared for this is through with(p) through the provision of counseling services. This aims to assist the employees in handling personal and work-related issues (Cadbury Schweppes 2006b).2.2.4 Performance AssessmentThe SHRM application of the company also involves the assessment or measuring of the performance of its employees. Specifically, the company uses a two-part performance measurement system. The line manager is the one in charge of assessing the individual performance of the employee every half and end of the year. Clearly developed performance objectives are used for the evaluation. The line manager presides a formal meeting with the employee to be assessed during this beat, the set objectives set at the beginning of the year is documented by the line manager and signed by the employee (Cadbury Schweppes 2006d).The utilization of a performance measurement system at Cadbury Schweppes allowed the company to fulfill its goal of giving due value on its employees development, growth and performance management. Through this system, the company is able to recognize and reward the employees who have displayed exemplary performance and gave much contribution to the companys success. Having a designed system allowed the company to apply a consistent approach for appraising the employees performance, even for those working in other international offices. This approach is composed of tools that facilitate the employees career development and personal growth Reward programs are also included. These programs generally help in prompt the employees to contribute more for attaining business success (Cadbury Schweppes 2006e).The managers of the company are also assessed using this system. Specifically, the company makes use behavioral factors that support its global leadership needs, which include accountability, adaptability, aggressiveness, forward-thinking capability, motivation, collaboration, teamwork and compan y values. A separate assessment process is also used by the company in order to evaluate other potentials of its managers this enables the company to identify other roles its managers could perform. Due rewards are also provided to the individual based on the outcome of his or her performance appraisal (Cadbury Schweppes 2006d).Aside from the individual performance of the employees and managers, the overall performance of the business in relation to the people it serves is also assessed. For this, Cadbury Schweppes uses the humour survey tool that has the ability to identify the relation between overall business performance and employee engagement. This tool was initially used for the companys 10,000 global managers in 2004 and then applied too all employees the following year (Cadbury Schweppes 2006d).2.3 Impact of the companys HR strategiesThe use of multiple strategies related to SHRM application has generally been beneficial for Cadbury Schweppes. The performance measurement sy stem of the company for example, motivated the employees to work their best. This finding was further stressed when a study finding showed that almost 90% of the companys global employees are high-minded to be employed by Cadbury Schweppes. The survey conducted by the company also showed that the employees are highly committed and engaged to good work performance. The commitment of the employees represents the employees shackle to the company while engagement indicates the level of effort the employees are willing to give for the company they key factors have been directly related to the surveys key areas. The findings clearly showed that Cadbury Schweppes succeeds globally through its employees engagement and commitment, which were brought about by its HR strategies. The outcome of the survey was further stressed by the employee turnover records of the company. As of 2003, the turnover rate was at low level of 2.5% at an annual basis executive population has also dropped minimal ly from 180 to 165 in 2003 to 2004. The number of women working in the company on the other hand had increased from 11% in 2003 to 13% in 2004. Despite the promising outcome of the survey, the company sees it necessary to continuously improve the level of engagement employees have for good performance (Cadbury Schweppes 2006e).The performance appraisal system also made the employees more aware of what the company expects from them this strategy also encouraged the employees to constantly seek ways on how their performance can be improved. The utilization of the performance system has also been helpful for the company as it becomes more knowledgeable with the operation areas that need improvements (Cadbury Schweppes 2006d). In general, having a performance appraisal system in the companys SHRM strategy helped it to become proactive in maintaining its good business practices and in developing ways on how to be a better company.The training and programs of the company has also been sho wing unequivocal outcomes. Its communication-related programs for example, have been able to enhance the employees communication and engagement level. These skill developments in turn, enabled the company to accomplish several collective bargaining agreements. The SHRM efforts of the company also encourage share ownership among the employees. Specifically, the HR strategy of Cadbury Schweppes made its all-employee share plan arrangements social to its employees in UK, US, Spain, New Zealand, Mexico, Portugal, Netherlands, Germany, Australia, France and Ireland. This achievement helped in bringing the companys global employees together (Cadbury Schweppes 2006b).The use of ethical practices in the recruitment and selection of the companys employees has also been of benefit particularly in ensuring the high standard performance of the staff. Improving the means of recruiting through information technology systems has also helped the company in short listing the best applicants. Sinc e this development has improved the speed of the of the recruitment process, the company has more time to assess job-related exercises. The improved psychometric test allows Cadbury Schweppes to gain information that emphasize the candidates distinct abilities (Graduate Recruiter 2006).Chapter III RESEARCH METHODOLOGY3.1 IntroductionStrategic human resource management has been recognized by various companies as an important factor for achieving business success. Cadbury Schweppes is among those major companies who have long been applying various human resource strategies to achieve good business outcomes. This research was then conducted with aim of identifying the role of SHRM in the achievement of global success using the case of Cadbury Schweppes in UK. In order to achieve this research aim, the researcher used the descriptive method of research. A total of 30 respondents from the companys human resource department were selected in random. The survey questionnaire, construction in Likert-format, served as the main research instrument for this study. In addition to firsthand information, the researcher also used books, journals and other literatures as sources of secondary data. By means of weighted mean computation and the Likert scale, the results of the survey were then analyzed relevant literatures were used to discuss these results.3.2 Data RequirementIn order to achieve the objectives of this research, the researcher would need data that would describe the role of SHRM to the global growth and success of Cadbury Schweppes. For this, the researcher would have to contact people who are knowledgeable of the HR strategies developed and implemented by the company people who are aware of how these strategies had squeeze Cadbury Schweppes would also be helpful in answering the needs of this study. Thus, the researcher saw it appropriate to use some of the human resource staff from the company. Considering their engagement and experience with these HR str ategies, they would be able to provide the data mandatory of this study.3.3 Research DesignIn this research, the descriptive method was utilized. The purpose of employing the descriptive method is to describe the nature of a condition, as it takes place during the time of the study and to explore the cause or causes of a particular condition. The researcher opted to use this kind of research considering the desire to acquire first hand data from the respondents so as to formulate rational and sound conclusions and recommendations for the study. According to Creswell (1994), the descriptive method of research is to gather information about the present existing condition.This research method is advantageous for the researcher due to its flexibility this method can use either qualitative or quantitative data or both, giving the researcher greater options in selecting the instrument for data-gathering. The aim of the research is to determine the role strategic human resource management in the global growth of Cadbury Schweppes the descriptive method was then appropriate for this research since this method is used for gathering predominate conditions. The research used human resource management employees as respondents from Cadbury Schweppes based in UK in order to gather relevant data the descriptive method was then appropriate as this allowed the identification of the similarities and differences of the respondents answers.3.3.1 Research PhilosophyIn order to carry out the research, the researcher ensured that a certain research school of thought framework is followed throughout the process. In particular, as this study will make use of human participants for data collection, ethical considerations were taken into account. This is in line with the researchers aim of carrying out the entire process ethically. Among the significant ethical issues that need care include consent, confidentiality and data protection.Gaining ConsentSecuring permission and gaining th e consent of the participants for this study is an important ethical consideration. In order to do so, the researcher relayed the aims of the research clearly to all participants. Each participant was asked to accomplish a consent form, stating in detail all the activities involved as well as the purpose of the study. The reasons why the human resource staff of the company was selected as participants were also stated so as to enable the selected participants to connect the aims of the research with that of the participant qualifications. In the consent form, the researcher also discussed in detail all the treatments or procedures to be done in the process. The possible risks that may be part of the research were also discussed with the participants in ordeStrategic Human Resource Management in Cadbury SchweppesStrategic Human Resource Management in Cadbury Schweppes1.1 IntroductionThe strategic management of an organizations human resource has been recognized as one of the keys to business success. This particular strategy generally involved the optimization of the employees potentials mainly through training and performance assessment. This organizational strategy has been integrated in several businesses mainly to improve profitability, establish stronger customer relations as well as achieve considerable business expansion. Strategic human resource management (SHRM) has indeed been applied to fulfill various important business goals and plans. Hence, major companies including Cadbury Schweppes, have been developing and applying various means on how to strategically manage one of their essential assets.Cadbury Schweppes is one of the major global players in the food manufacturing sector, specifically confectionery and beverage products. About two hundred countries worldwide are enjoying the companys world-renowned quality products and brands. The company has been able to expand successfully in different foreign countries mainly through its dedication to qua lity production as well as effective management and marketing practices. In order to progress further, the company still aims to continue on producing quality brands and products, meeting the needs of its shareholders and operating towards optimum performance. Cadbury Schweppes knows that its achievement to operate globally is attributable to its workforce. Thus, the company has been employing different strategies in order to strategically improve its human resources towards continuous global success.This study then analyzes how the company applies strategic human resource management it its operations. In particular, focus was centered on the assessment of the companys strategies for maximizing the potentials, assessing the performance and enhancing the skills of its workforce. This research was conducted mainly to determine the relation of Cadbury Schweppes global success to its SHRM practices.1.2 The Research BackgroundStrategic human resource management (SHRM) was actually derive d from the conventional HR concepts. Due to the growing pressures in business, particularly in the need to become more competitive and innovative, organizations and human resource departments see it necessary to reconsider existing HR practices. The application of the new concept involves the modification of HR policies, provision of training programs, development of performance measurement systems as well as the promotion of the employees overall well-being. In turn, the changes in the HR practice then allowed companies to overcome some of the major hurdles in the business sector.Cadbury Schweppes is among the major companies operating in the world. Aside from multiple branches in several foreign countries, the product lines of the company as well as its market have continuously grown over the years. Along with its global growth and success, the company has constantly upgraded its SHRM efforts as well. The researcher then aims to determine how these HR strategies had contributed to the companys global achievement. Investigating on this HR topic can stress the connection between workforce and business efficiency. As effective employees have long been considered as essential to good business operations, identifying how the strategic management of human resource can contribute to greater success will then be of benefit to many other companies. The researcher then attempted to achieve this objective by using some of Cadbury Schweppes HR staff for information. Using a survey as the research instrument, the data obtained were then analyzed to develop the findings.1.3 Research ValueConsidering the increasing competitiveness in the business sector, organizations are in need of maximizing its resources in order to operate successfully. One of these important resources is the organizational workforce. By means of determining the different approaches related to strategic human resource management, workforce issues encountered by other companies may be resolved. In addit ion, companies intending to operate of expand on the global level may achieve this goal by assessing and improving their human resource strategies. This research may also be of value to employees as this could encourage business companies in general to give due value to their workforce so as to achieve better business outcomes. This investigative study could also contribute to the human resource sector particularly by increasing awareness on SHRM and the new approaches other companies could apply. Clients or consumers may also benefit from this study as the increased awareness on SHRM approaches can likely enhance both production and service provision of other companies.1.4 Research Aims and ObjectivesThis study aims to determine the role of strategic human resource management in the achievement of Cadbury Schweppes global growth and success. Below are the specific objectives of this research studyTo determine the role if strategic human resource management in shaping the developmen t processes of Cadbury SchweppesTo analyze the performance assessment, training and potential-maximizing strategies of the global companyTo identify and analyze the human resource strategies of the company that allowed it to operate globallyTo relate various human resource management theories to the identified strategies of the company1.5 The Research OutlineThe entire study is divided into five chapters. The first chapter presents the background of the study, the objectives, research problems and its significance. In the second chapter, literatures and published documents pertaining to strategic human resource management and the strategies applied by Cadbury Schweppes are discussed. The research methodology used for this study is discussed in chapter three. Specifically, this chapter focuses on the description of the participants, sampling technique and the research instruments utilized in the process. In chapter 4, the results of the survey are presented. Literatures supporting th e findings of the study are also integrated in the discussion section of the chapter. Finally, the fifth chapter summarizes the findings of the research significant conclusions as well as appropriate recommendations are also included in the final chapter.Chapter II LITERATURE REVIEW2.1 A Brief Historical Background of Cadbury SchweppesCadbury Schweppes is actually a company established by a merger involving two of the greatest companies in UK. Jacob Schweppe was the one behind the perfection of the carbonated mineral water manufactured in Switzerland in 1783. On the other hand, John Cadbury established the now world-renowned chocolate manufacturing company in 1824. Over the years, both companies have operated successfully and became household brand names in the British region. It was not until 1969 when these two manufacturing giants decided to merge. Through organic program and acquisition, both companies were able to expand the business worldwide (Cadbury Schweppes 2006a).As two b ig companies joined into one, the new company developed and implemented several business strategies that led to its success. For instance, during the middle part of the 1980s, Cadbury Schweppes decided to center its attention on its international brand confectionery and beverages. Through this strategy, the company was able to strengthen its key brand names and even led to the purchase of some other major food brands such as Motts, Canada Dry, Trebor, Bassett, Dr. Pepper and Seven Up as well as Hawaiian Punch. The acquisition of other popular brands of the company continued up to the new millennium. In 2000 for example, Cadbury Schweppes acquired the Snapple and Hollywood and even took the second spot in the French soft drink sector when it acquired Orangina. In 2002, the company placed number two in chewing gum production by acquiring Dandy, a Danish chewing gum brand and became the number one company in confectionery at the global level. For $4.2 billion, the company also announce d its acquisition of yet another major brand called Adams (Cadbury Schweppes 2006a).2.1.1 A Brief History and Importance of SHRMStrategic human resource management is considered as the extension of HRM. While HRM is focused on the theoretical concepts, SHRM is centered on how these theoretical foundations should be implemented. The concept of SHRM was actually brought about by the growing pressures of change. Organizations started to realize that changes in the conventional human resource activities must be carried out. This change would help much organization overcome new issues and challenges related to the human resource concept. In turn, human resource agencies and departments have been active in encouraging HR managers to develop means of applying strategy to the HR function (Niehaus 1995). This then gave rise to what is now called SHRM.Strategic Human Resource Management (SHRM) is a strategic approach that helps in managing employee relations. This HR concept emphasizes that l everaging peoples capabilities is critical to achieving sustainable competitive advantage. SHRM is actually applied by means of a distinctive set of integrated employment policies, programs and practices. Considering the increasing competition in the working sector, it is important that the employees are equipped with the abilities so as to assist their organization in overcoming such challenge (Bratton Gold 2003). SHRM gives emphasis on the integration of learning and organization. This means that the conception of learning must be considered by the organization as a purposeful business process (Ruona Roth 2000). Walton (1999) noted that SHRM is made of the introduction, elimination, modification and directional procedures and responsibilities where all employees are armed with the knowledge, skills and competencies necessary for them to perform various organizational tasks effectively.Through SHRM processes, employees are able to learn how they can improve their skills and enri ch their knowledge, which are very useful in their overall work output. The efficiency of the employees will naturally lead to greater productivity and higher levels of customer satisfaction as well as loyalty. The application of SHRM is also essential for the personal and professional development of the employees, which in turn makes them more confident and committed in their work. The ultimate outcome of SHRM is the attainment of a strong and sustainable competitive advantage out of the companys workforce. For companies, generating competitive advantages out of their workforces is an important key in becoming globally competitive (McWilliams, Van Fleet Wright 2001). Schuler, Dowling and De Cieri (1993) noted that in order to successfully compete in the global market, human resources must be deployed effectively.2.1.2 A Brief History of Human Resource Strategy of Cadbury Schweppes plc and its impact on the companyThe human resource strategy of Cadbury Schweppes originated from the company main operation purpose which is to work together to produce brands that others would love. In particular, the company developed a goal related to corporate social responsibility (CSR) in order to achieve this. This goal would direct the company to become socially responsible not only to their consumers but to the people working for it as well. As this goal covers the workforce sector, Cadbury Schweppes develops human resource strategies that are patterned CSR and ethical practices. In fact, one of the essential factors the company uses in its business operations is ethical behavior as well as the establishment of close relations with its stakeholders. The company generally believes that ethical business practices and respect for human rights are core foundation on how the company works and deals with people the company also claims that good ethics works well with good business, resulting to long term success (The Times 100 2006). These core values then became the main influ ence for the companys human resource strategies.The HR strategies of the company are also influenced by the Quaker values which promote social reform, justice and equality. Thus, from the beginning of its operations, the company has always treated its employees with respect the company also cares for the welfare of its staff. This explains why the company included sport facilities, parks and housing opportunities for its employees. It is also part of the companys human resource strategy to inculcate its ethical business culture to its employees by ensuring that all staff members understand the values and behavior the company expects from them this has been achieved through the companys Our Business Principles? statement. The good practice of Cadbury Schweppes was even recognized in 2003 by the Management Today magazine where it was voted as one of the most admirable companies for fulfilling it environmental and community responsibility. During the same year, the company also placed second for the Food and Drink sector in the Business in the Community per cent club index for doing its social responsibilities (The Times 100 2006).2.2 Human Resource Strategies of Cadbury SchweppesOver the years, the company has implemented several means to manage its human resources strategically. These strategies include those that maximize potentials, train employees, manage HR risks and assess performance.2.2.1 Maximizing PotentialsOne of the key personnel of Cadbury Schweppes is its managers. Thus, in order to optimize their skills, the company applied various strategic programs. One of which is its Building Strategic Capabilities (BSC) program that was developed in 1998. This program course was applied in order to maximize the potentials of the companys managers. The program is made up of three important elements. One is that the program course involved the study of real strategic issues rather than hypothetical cases this made the course content more applicable to actual bu siness problems the managers would encounter. Another important element of this program course was that the process of strategic decision-making is studied from goal-setting to performance-monitoring. This element of the program aims to enhance the managers strategic language, in order for them to be equipped with the necessary processes and standards for effective strategy implementation. Finally, this program is also made up of an element, which exposes managers to practical or hands-on training. This element is conducted by letting the program participants interact with the members of the top management. For the past five years since this potential-maximizing program has been implemented, Cadbury Schweppes BSC program is still used as the main approach for executive development (Morley Hepplewhite 2004).The company has continuously developed programs and strategies that would optimize the skills of its staff. For example, in 2005, Cadbury Schweppes pursued its People Strategy th rough its Building Commercial Capabilities program. This strategy is a group learning and development activity which is implemented to ensure that the full potential of all employees are realized. The program aims to develop the participants marketing and sales expertise as well as their commercial decision-making skills this is done by studying the standard Cadbury Schweppes marketing and selling technique. A total of 1,000 managers have participated in this program (Cadbury Schweppes 2006b).2.2.2 TrainingTraining is an important aspect of the companys SHRM strategy. Aside from ensuring that all employees have equal access to the companys training opportunities, Cadbury Schweppes also develops training programs that improve the competency of its workforce. For this year, the company developed Passion for People, a people management training program. This aims to teach the standard approach used for managing people it is also the goal of this program to refresh such management appro ach among current employees (Cadbury Schweppes 2006b). Bob Stack, Cadbury Schweppes Chief Human Resources Officer, also explained that this program is also conducted for the purpose of improving the drive performance skills of the managers. Furthermore, it is the objective of this training program to instill among employees the values and behavior that make up the companys culture (Cadbury Schweppes 2006c). The company does not only provide training opportunities to the new employees but also offer regular updates of the existing staff members. This strategy is also applicable in cases when one of its employees becomes disabled. When this happens, Cadbury Schweppes sees to it that an alternative job is offered. Moreover, re-training efforts are also provided to the employee if necessary (Cadbury Schweppes 2006b).2.2.3 Risk ManagementIn order to support the SHRM strategies of Cadbury Schweppes, the company include appropriate HR policies particularly in the recruitment, selection and hiring of employees. Other common work issues are also covered by the companys HR regulations. Through these strategic policies, the company is able to maintain its standards and meet desired business outcomes. Patterned after its ethical business practices, the companys policies promote equal employment opportunities within its global businesses. Thus, Cadbury Schweppes is a company committed to selecting employees based on their abilities and potentials it is part of the companys SHRM strategy to optimize the talents and experience the employees have and help them realize their other capabilities. The company believes that by shaping its HR policies with this ethical commitment, the business will not only employ people of talent but it will also help is establishing a good image in the communities where it operates (International Labor Organization 2002).In recruiting and selecting employees, it is Cadbury Schweppes aim to hire the best people for the position it offers and use m ethods that are free from bias and discrimination. For employee selection, the company ensures that necessary criteria including skills, knowledge, qualifications and experience of the applicants are clearly defined. Psychometric testing, assessment techniques ad other selection methods should also be non-discriminatory. It must be clearly described why the applicant was selected for this, records for employee selection decisions are kept and stored. The advertisements of the company for the job positions it is offering should also be patterned after the equal employment aspect. In particular, the company must ensure that the advertisements present enough opportunities that most people can apply for. Moreover, these advertisements must reach even underrepresented communities and groups (International Labor Organization 2002). In order to improve its selection process, the company had also recently used an online system for its testing procedures. An electronic version of its psychom etric tests has been installed so as to make this vital phase of selection faster and more efficient (Graduate Recruiter 2006).The risks involved in human resource management are also controlled by Cadbury Schweppes through relevant policies. For instance, the company follows a compensation structure which is not influenced by the employees color, race, ethnic origin, gender, marital status, religion, disability or age. The career development of the employees is also dependent solely on their merits and abilities. The access of the employees to training is also covered by the companys policies. Specifically, regardless of the employees race or origin, all employees of Cadbury Schweppes have equal access to training. Moreover, if certain employees are in need of educational or skill support, the company provides them with the necessary training this would allow them to progress equally with other employees (International Labor Organization 2002).Fairness and equality are also part of the companys policies used for handling work issues, grievance matters and discipline. When such issues arise, the company ensures that the situations are assessed fairly and on the same basis as with similar cases. For bullying and harassment, the company also requires all its business units to develop clear guidelines that would help manage these human resource problems. These ensure that the employees are aware on how to report and address these matters. The development and use of these guidelines also help these issues from happening (International Labor Organization 2002).Aside from preventing HR-related risks through policies, the company also develops helpful programs that would promote the well-being of the employees. For example, the company conducts education programs for the employees health and nutrition whole-family health management schemes are also implemented. In order to support these programs, the company also provides nutrition-oriented on-site cafeterias. Medica l facilities are also made available in the company to meet the employees basic safety and health requirements. Aside from the employees physical well-being, their mental health is also cared for this is done through the provision of counseling services. This aims to assist the employees in handling personal and work-related issues (Cadbury Schweppes 2006b).2.2.4 Performance AssessmentThe SHRM application of the company also involves the assessment or measurement of the performance of its employees. Specifically, the company uses a two-part performance measurement system. The line manager is the one in charge of assessing the individual performance of the employee every half and end of the year. Clearly developed performance objectives are used for the evaluation. The line manager presides a formal meeting with the employee to be assessed during this time, the set objectives set at the beginning of the year is documented by the line manager and signed by the employee (Cadbury Schwep pes 2006d).The utilization of a performance measurement system at Cadbury Schweppes allowed the company to fulfill its goal of giving due value on its employees development, growth and performance management. Through this system, the company is able to recognize and reward the employees who have displayed exemplary performance and gave much contribution to the companys success. Having a designed system allowed the company to apply a consistent approach for appraising the employees performance, even for those working in other international offices. This approach is composed of tools that facilitate the employees career development and personal growth Reward programs are also included. These programs generally help in motivating the employees to contribute more for attaining business success (Cadbury Schweppes 2006e).The managers of the company are also assessed using this system. Specifically, the company makes use behavioral factors that support its global leadership needs, which in clude accountability, adaptability, aggressiveness, forward-thinking capability, motivation, collaboration, teamwork and company values. A separate assessment process is also used by the company in order to evaluate other potentials of its managers this enables the company to identify other roles its managers could perform. Due rewards are also provided to the individual based on the outcome of his or her performance appraisal (Cadbury Schweppes 2006d).Aside from the individual performance of the employees and managers, the overall performance of the business in relation to the people it serves is also assessed. For this, Cadbury Schweppes uses the climate survey tool that has the ability to identify the relation between overall business performance and employee engagement. This tool was initially used for the companys 10,000 global managers in 2004 and then applied too all employees the following year (Cadbury Schweppes 2006d).2.3 Impact of the companys HR strategiesThe use of mult iple strategies related to SHRM application has generally been beneficial for Cadbury Schweppes. The performance measurement system of the company for example, motivated the employees to work their best. This finding was further stressed when a study finding showed that almost 90% of the companys global employees are proud to be employed by Cadbury Schweppes. The survey conducted by the company also showed that the employees are highly committed and engaged to good work performance. The commitment of the employees represents the employees attachment to the company while engagement indicates the level of effort the employees are willing to give for the company they key factors have been directly related to the surveys key areas. The findings clearly showed that Cadbury Schweppes succeeds globally through its employees engagement and commitment, which were brought about by its HR strategies. The outcome of the survey was further stressed by the employee turnover records of the company . As of 2003, the turnover rate was at low level of 2.5% at an annual basis executive population has also dropped minimally from 180 to 165 in 2003 to 2004. The number of women working in the company on the other hand had increased from 11% in 2003 to 13% in 2004. Despite the promising outcome of the survey, the company sees it necessary to continuously improve the level of engagement employees have for good performance (Cadbury Schweppes 2006e).The performance appraisal system also made the employees more aware of what the company expects from them this strategy also encouraged the employees to constantly seek ways on how their performance can be improved. The utilization of the performance system has also been helpful for the company as it becomes more knowledgeable with the operation areas that need improvements (Cadbury Schweppes 2006d). In general, having a performance appraisal system in the companys SHRM strategy helped it to become proactive in maintaining its good business practices and in developing ways on how to be a better company.The training and programs of the company has also been showing positive outcomes. Its communication-related programs for example, have been able to enhance the employees communication and engagement level. These skill developments in turn, enabled the company to accomplish several collective bargaining agreements. The SHRM efforts of the company also encourage share ownership among the employees. Specifically, the HR strategy of Cadbury Schweppes made its all-employee share plan arrangements accessible to its employees in UK, US, Spain, New Zealand, Mexico, Portugal, Netherlands, Germany, Australia, France and Ireland. This achievement helped in bringing the companys global employees together (Cadbury Schweppes 2006b).The use of ethical practices in the recruitment and selection of the companys employees has also been of benefit especially in ensuring the high standard performance of the staff. Improving the means of rec ruiting through information technology systems has also helped the company in short listing the best applicants. Since this development has improved the speed of the of the recruitment process, the company has more time to assess job-related exercises. The improved psychometric test allows Cadbury Schweppes to gain information that emphasize the candidates distinct abilities (Graduate Recruiter 2006).Chapter III RESEARCH METHODOLOGY3.1 IntroductionStrategic human resource management has been recognized by various companies as an important factor for achieving business success. Cadbury Schweppes is among those major companies who have long been applying various human resource strategies to achieve good business outcomes. This research was then conducted with aim of identifying the role of SHRM in the achievement of global success using the case of Cadbury Schweppes in UK. In order to achieve this research aim, the researcher used the descriptive method of research. A total of 30 resp ondents from the companys human resource department were selected in random. The survey questionnaire, structure in Likert-format, served as the main research instrument for this study. In addition to primary information, the researcher also used books, journals and other literatures as sources of secondary data. By means of weighted mean computation and the Likert scale, the results of the survey were then analyzed relevant literatures were used to discuss these results.3.2 Data RequirementIn order to achieve the objectives of this research, the researcher would need data that would describe the role of SHRM to the global growth and success of Cadbury Schweppes. For this, the researcher would have to contact people who are knowledgeable of the HR strategies developed and implemented by the company people who are aware of how these strategies had impacted Cadbury Schweppes would also be helpful in answering the needs of this study. Thus, the researcher saw it appropriate to use some of the human resource staff from the company. Considering their participation and experience with these HR strategies, they would be able to provide the data required of this study.3.3 Research DesignIn this research, the descriptive method was utilized. The purpose of employing the descriptive method is to describe the nature of a condition, as it takes place during the time of the study and to explore the cause or causes of a particular condition. The researcher opted to use this kind of research considering the desire to acquire first hand data from the respondents so as to formulate rational and sound conclusions and recommendations for the study. According to Creswell (1994), the descriptive method of research is to gather information about the present existing condition.This research method is advantageous for the researcher due to its flexibility this method can use either qualitative or quantitative data or both, giving the researcher greater options in selecting the instru ment for data-gathering. The aim of the research is to determine the role strategic human resource management in the global growth of Cadbury Schweppes the descriptive method was then appropriate for this research since this method is used for gathering prevailing conditions. The research used human resource management employees as respondents from Cadbury Schweppes based in UK in order to gather relevant data the descriptive method was then appropriate as this allowed the identification of the similarities and differences of the respondents answers.3.3.1 Research PhilosophyIn order to carry out the research, the researcher ensured that a certain research philosophy framework is followed throughout the process. In particular, as this study will make use of human participants for data collection, ethical considerations were taken into account. This is in line with the researchers aim of carrying out the entire process ethically. Among the significant ethical issues that need attentio n include consent, confidentiality and data protection.Gaining ConsentSecuring permission and gaining the consent of the participants for this study is an important ethical consideration. In order to do so, the researcher relayed the aims of the research clearly to all participants. Each participant was asked to accomplish a consent form, stating in detail all the activities involved as well as the purpose of the study. The reasons why the human resource staff of the company was selected as participants were also stated so as to enable the selected participants to connect the aims of the research with that of the participant qualifications. In the consent form, the researcher also discussed in detail all the treatments or procedures to be done in the process. The possible risks that may be part of the research were also discussed with the participants in orde