The Issues Of The Companies Act - 2134 Words

The Companies Act, 1956 lays down the detailed provisions with respect to the preparation and maintenance of books of accounts and of annual accounts and also the publication of the same in the prescribed manner. It specifies the roles, responsibilities, duties and liabilities of directors and also the matters to be reported upon by them in the annual reports of the companies disclosing the required information. Under the provisions of the Act, it is compulsory for all companies registered under it to prepare the annual accounts and get them audited by an independent auditor. The Act extensively deals with the qualification, appointment, removal, rights, duties and liabilities of auditors and provides contents of auditors’ report. In case†¦show more content†¦2.1.1 Disclosure of Financial statements Section 128 of the Companies Act, 2013 deals with the books of account and mandated that every company shall prepare and keep at its registered office books of accounts and other relevant documents and financial statements for every financial year which give the true and fair view of the state of the affairs of the company. The section also makes it mandatory for the companies to keep the books of accounts of the branch offices at the place of registered office. Such book keeping has to be done in accordance with the accounting standards and in consonance with the accounting principles which have been given statutory recognition. Up to 1997 there was no statutory backing of accounting standards in India and there was only professional requirement by the ICAI, the standard-setting body in India for ensuring compliance of accounting standards through audit function by its members. However, in the absence any statutory requirement of the observance of accounting standards on the managem ent of companies, compliance with accounting standards was left to discretion of the management. In 1998 the Companies (Amendment) Ordinance, 1998 was promulgated by the President of India. This Ordinance gave statutory recognition to accounting standards and required the auditor to report on the compliance with accounting standards. The ordinance also provided for the constitution of

Impact of HR Practices on Organizational Performance in Bangladesh Free Essays

string(69) " abilities and the organization’s requirement \(Fernandez, 1992\)\." Impact of HR Practices on Organizational Performance in Bangladesh Mir Mohammed Nurul Absar1 abstract Impact of human resource management practices on organizational performance has been a widely researched area for years. But unfortunately, very insufficient number of studies have been conducted on this area in the context of Bangladesh and other developing countries. This study was undertaken to fill this obvious research gap. We will write a custom essay sample on Impact of HR Practices on Organizational Performance in Bangladesh or any similar topic only for you Order Now Data collected from fifty manufacturing firms in Bangladesh shows that HR practices have significant association with organizational performance. Out of HR practices, only performance appraisal is found to have significant impact on organizational performance. Keywords: HR Practices, Organizational Performance, Manufacturing Firms JEC Classification: M12, D24 Balasundaram Nimalathasan2 Munshi Muhammad Abdul Kader Jilani3 1. IntroductIon Impact of human resource management practices on organizational performance has been a widely researched area for years. Results of studies, from developed countries to developing countries, have been time and again showing that HR practices have significant impact on organizational performance (Delaney Huselid, 1996; Katou Budhwar, 2007; Sing, 2004; Tzafrir, 2006). But unfortunately, very insufficient number of studies have been conducted in this area context of Bangladesh and other developing countries. To augment the contemporary knowledge base of HR practices of developing countries, this study has been undertaken. 2. esearch QuestIons Specifically, this study was undertaken to explore the answer to the following research questions (RQ): RQ1: Is there any association between HR practices and Organizational Performance? RQ2: Do HR practices have any impact on Organizational Performance? resource(HR)’ aspects of a management position including human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development, and labour relations (Dessler, 2007, p. ). HRM is composed of the policies, practices, and systems that influence employees’ behaviour, attitude, and performance (Noe, Hollenbeck, Gerhart, Wright, 2007, p. 5). There are four top models of HRM such as the Fombrun, Tichy, and Devana Model of HRM, the Harvard Model of HRM, the Guest Model of HRM, and the Warwick Model of HRM (Bratton Gold, 1999, pp. 17-24). Out of these models, the Fombrun, Tichy, and Devana Model of HRM are considered to be the first one (Aswathappa, 2008, p. 18). The present study selected the HR practices such as recruitment and selection, training and development, performance appraisal, and compensation which were incorporated by the Fombrun, Tichy, and Devana Model of HRM. The model assumed that these four key HR practices have significant impact on organizational performance. 4. 2 Organizational Performance 3. objectIves The main purpose of the study was to identity the impact of HR practices on organizational performance. In order to materialize this objective, the following specific objectives were considered. †¢ To address the linkage between HR practices and organizational performance. To indentify the impact of HR practices on organizational performance. †¢ To offer some measures in order to enhance the organizational performance of the selected manufacturing firms in Bangladesh and other similar countries. 4. hr PractIces and organIzatIonal Performance: concePtual and emPIrIcal overvIew 4. 1 hr Practices Human resource man agement (HRM) refers to the policies and practices involved in carrying out the ‘human 1 2 The ultimate goal of a business organization is higher financial performance or maximisation of wealth for stake holders (Becker Huselid, 1998; Horngren, Foster, Datar, 2000). Nonetheless, attaining the organization’s goals depends upon the extent to which its organizational performance is reached (Katou Budhwar, 2007). Organizational performance is generally indicated by effectiveness (whether an organization can achieve its objectives), efficiency (whether an organization uses resources properly), satisfaction of employees and customers, innovation, quality of products or services, and ability to maintain a unique human pool (Delaney Huselid, 1996; Dyer Reeves, 1995; Guest, 2001; Katou Budhwar, 2007). The organizational performance variables of the present study included features such as product quality, customer satisfaction, new product development, ability to attract employees, ability to retain employees, and relationship between management and employees. According to the earlier studies (Delaney Huselid, 1996; Harel Tzafrir, 1999; Singh, 2004), the respondents were asked to assess their organizations’ performance in comparison to the performance of their competitors. Mir Mohammed Nurul Absar, Assistant Professor, East Delta University, Agrabad, Chittagong, Bangladesh. Balasundaram Nimalathasan, Faculty, Department of Commerce, University of Jaffna, Sri Lanka. 3 Munshi Muhammad Abdul Kader Jilani, Faculty, University of Information Technology Sciences Bangladesh. IJBIT/Volume 3/Issue 2/April – September 10 | 15 Mir Mohammed Nurul Absar et al. Impact of HR Practices on Organizational Performance in Bangladesh 4. 3. Relationship between Organizational Performance HR Practices and Though most of the studies have been conducted in the western world, it is now well established that HR practices have significant impact on productivity, corporate financial performance, and employee turnover (Arthur, 1994; Huselid, 1995; Ichniowski, Shaw, Prennushi, 1997; Katou Budhwar, 2007). Pollitt (2004) found that the HRM practices of Nokia played vital role in helping the company in reaching its 40% percent share of the global handset market, and industry leading profit margins of 20%-25% at a time of unmatched change and competition. Katou and Budhwar (2007) through an in-depth study on 178 manufacturing firms of Greece found that HR practices such as recruitment, training, promotion, incentives, benefits, involvement, and safety and health were positively related with the elements of organizational performance such as innovation and satisfaction of stakeholders. Singh (2004) in a study on 82 Indian firms observed that HR practices such as training and compensation had significant impact on perceived organizational performance. Two recent studies (Billah Islam, 2009; Billah, Prince, Islam, 2009) in context of Bangladesh also found that HR practices have significant association with employee turnover and organizational commitment. Hypothesis 1: HR practices have significant association with organizational performance Hypothesis 2: HR practices have significant impact on organizational performance: The Recruitment and selection process determines the decisions as to which candidates will get employment offers. The aim of this practice is to improve the fit between employees, the organization, teams, and work requirements, and thus, to create a better work environment (Tzafrir, 2006). Sophisticated recruitment and selection system can ensure a better fit between the individual’s abilities and the organization’s requirement (Fernandez, 1992). You read "Impact of HR Practices on Organizational Performance in Bangladesh" in category "Essay examples" Hunter and Schmidt (1982) concluded that employment stability can be achieved through a selection procedure based on ability. Katou and Budhwar (2007) also found that recruitment and selection was positively related to all organizational performance variables such as effectiveness, efficiency, innovation, and quality. Hypothesis 3: Recruitment and selection positively influences on organizational performance: Training and development is considered to be the most common HR practice (Tzafrir, 2006). Training and development refers to any effort to improve current of future employees’ skills, abilities, and knowledge (Aswathappa, 2008). Thang and Buyens (2008) through reviewing 66 studies conducted in different parts of the world opined that training and development leads to superior knowledge, skills, abilities, attitudes, and behaviour of employees that eventually enhance organizational performance. Hoque (1994) unearthed that training and development had positive impact on organizational effectiveness in Bangladeshi context. Hypothesis 4: Training and development positively influences on organizational performance: Performance appraisal is a systematic process to evaluate the performance of an employee after certain period (Schuler, 1981, p. 11). Performance appraisal also influences other HR practices such as recruitment and selection, training and development, compensation, and employee relations. IJBIT/Volume 3/Issue 2/April – September 10 |16 As performance appraisal leads to pay raise, promotion, and training; it is assumed that better performance appraisal can have impact on organizational performanc e. Hypothesis 5: Performance appraisal positively influences on organizational performance: Compensation refers to all types of pay or rewards going to employees and arising from their employment (Dessler, 2007, p. 90). Compensation is very much important for employees because it is one of the main reasons for which people work. Employees’ living status in the society, satisfaction, loyalty, and productivity are also influenced by the compensation (Aswathappa, 2008). Delaney Huselid (1996) found that incentive compensation was associated with perceived market performance in USA. Employee compensation, particularly the performance based compensation system, resulted in better organizational performance in Indian firms (Singh, 2004). Hypothesis 6: Compensation positively influences on organizational performance: Moyeen and Huq (2001) studied HRM practices of 92 medium and large business enterprises (public and private sector) located in Dhaka, Bangladesh. They found that only 62% of surveyed organizations had an HR/Industrial Relations (IR) department. HRM practices of ten local private manufacturing enterprises listed under Dhaka Stock Exchange (DSE) were examined by Akhter (2002). She measured correlation between employees’ opinions regarding HRM practices in their enterprises, their age, education, and experience. Mahmood (2004) observed that other than organizational contingencies, the institutional context such as national education and training system, national industrial relations system, regulatory frameworks, and overall societal context had significant influence on the development of HR practices in Bangladesh. Furthermore, HR practices were found to have significant impact on affective commitment in context to Bangladesh (Haque Azim, 2008) Thus, the above review of literature shows that there have been several studies around the globe focusing on HR practices and organizational performance. However, very limited numbers of studies have been conducted on the impact of HR Practices on organizational performance in context of Bangladesh and other developing countries. This study has been undertaken to fill this obvious research gap. 5. research frameworK ( Figure 1 ) 6. research methodology Research methodologies of the present study were outlined below. 6. 1 Sample A directory of 85 manufacturing firms listed under Chittagong Stock Exchange (CSE) was prepared (Chittagong Stock Exchange, 2010). The structured questionnaire was sent to the HR managers of the all 85 manufacturing firms. Finally 50 useable questionnaires were found for the study (63% response rate). 6. 2 Data Sources and Instrumentation The study was complied with the help of primary data and secondary data. Questionnaire survey method was used to gather primary data in the present study. A 23-item and a 05- Impact of HR Practices on Organizational Performance in Bangladesh Mir Mohammed Nurul Absar et al. Training and Development Recruitment and Selection Performance Appraisal Compensation Positive Negative No Impact Organizational Performance source: Modified from Fomburn, C. J. , Tichy, N. M. , Devanna, M. A. (1984) Figure-1: Research Framework item Likert type questionnaire (where1=strongly disagree to 5 = strongly agree) were developed with some modifications from earlier studies (Delaney Huselid, 1996; Harel Tzafrir, 1999; Singh, 2004) to measure the HR practices and organizational performance of manufacturing firms in Bangladesh respectively. As HR managers are the most reliable persons to provide data related to HR practices and overall organizations (Huselid Becker, 1996; Tzafrir, 2006), the structured questionnaire was sent to the HR managers of the surveyed manufacturing firms. Moreover, the desk study covered various published and unpublished materials on the subject. From the table-1, it is seen that reliability value was estimated to be ? =. 726 to . 818, if we compare reliability value of the scale used in the present study with the standard value alpha of 0. 6 advocated by Cronbach (1951), Nunnally and Bernstein (1994), and Bagozzi and Yi’s (1988); it is observed that the scale of the present study was highly reliable for data analysis. Validation procedures involved initial consultation of the questionnaires. The experts also judged the face and content validity of the questionnaires as adequate. Hence, researchers satisfied reliability and validity of the scale. 7. data analysIs and fIndIngs 6. 3 variables Independent Variables: According to Fomburn, Tichy, and Devanna, (1984), the following four (04) HR practices were selected as independent variables. RNS : Recruitment and Selection. TND : Training and Development. PA : Performance Appraisal. COM : Compensation. Dependent Variable: Organizational Performance (Perceived) In the present study, we analysed our data by an enter wise method in a multiple regression analysis. In this context, a multiple regression was performed, by making use of all the discrete variables (i. e. , dependent and independent variables) available in the dataset. The estimation process was based on Ordinary Least Squares (OLS) [i. e. ,Y= a + bx]. For this, purpose, we consider the following model specifications, by taking as dependent variable i. e. , organizational performance by making HR practices as independent variables. OP=? O+? 1(RNS)+? (TND)+? 3(PA)+? 4(COM)+e†¦ Model (1) Where ? 0 , ? 1, ? 2, ? 3, and ? 4, are the regression co-efficient OP : Organizational Performance RNS : Recruitment and Selection TND : Training and Development PA : Performance Appraisal COM : Compensation e : error term To test how well the mode-1 fit the data and findings, correlation (r), R, R2 (Coefficient of determination), variance, analysis of variance (ANOVA) and the t statistic were used. Correlation analysis was performed to find out the pair wise relationship between variables; RNS, TND, PA, COM, and OP. Hence, the results are summarised in table-2. Table 2: Correlations Matrix for HR Practices and POP variables RNS TND PA COM OP rns 1 0. 497** (0. 000) 0. 569** (0. 000) 0. 509** (0. 000) 0. 557** (0. 000) 1 0. 635** (0. 000) 0. 404** (0. 000) 0. 508** (0. 000) 1 0. 660** (0. 000) 0. 723** (0. 000) 1 0. 595** (0. 000) 1 tnd Pa com oP 6. 4 Reliability and Validity Before applying statistical tools, testing of the reliability of the scale is very much important as its shows the extent to which a scale produces consistent result if measurements were made repeatedly. This is done by determining the association in between scores obtained from different administrations of the scales. If the association is high, the scale yields consistent result, thus is reliable. Cronbach’s alpha is most widely used method. It may be mentioned that its value varies from 0 to 1 but satisfactory value is required to be more than 0. 6 for the scale to be reliable (Malhotra, 2002; Cronbach, 1951). In the present study, we, therefore, used Cronbach’s alpha scale as a measure of reliability. Table 1: Reliability value of the Scale scale 1. Recruitment and Selection 2. Training and Development 3. Performance Appraisal 4. Compensation 5. Organizational Performance source: survey data No. of Items 05 06 07 05 05 Cronbach’s Alpha (? ) . 780 . 774 . 818 . 726 . 799 IJBIT/Volume 3/Issue 2/April – September 10 | 17 Mir Mohammed Nurul Absar et al. Impact of HR Practices on Organizational Performance in Bangladesh Mean Standard deviation 3. 584 . 840 3. 643 . 844 3. 760 . 750 3. 448 . 856 4. 032 . 722 Table 5: Coefficients for Predictors of JS models 1 Constant RNS TND PA COM Unstandardized Standardized Coefficients Coefficients ? 1. 114 . 148 . 039 . 467 . 142 Std. Effor . 92 . 107 . 111 . 151 . 113 . 172 . 046 . 485 . 168 Beta 2. 845 1. 380 . 354 3. 081 1. 258 . 007 . 174 . 725 . 004 . 215 t sig Source: Survey data; **Correlation is significant at the 0. 01 level (2-tailed) Table-2 shows that the factors RNS, TND, PA, and COM are independently positively correlated with OP and also highly significant at 1% levels. Therefore, Hypothesis 1 of the present study was accepted. Here it is obvious that the maximum correlation (r =0. 723) is existed between PA and OP, followed by the association (r =0. 595) between COM and OP; RNS and OP(r= 0. 557); and TND and OP (r =0. 08). It should be needed to give the highest emphasis on PA for superb OP. Compensation is also crucial for wonderful perceived organizational performance followed by other HR practices (i. e. , RNS and TND). HR practices are pair-wise positively correlated with one to another and also statistically significant at P-value 0. 000. Among the four HR practices, the relationship (r =0. 660) between PA and COM is the highest, followed by the link (r =0. 635) between TND and PA. Further, a multiple regression analysis was performed to identify the predictors of OP as conceptualized in the model. An enter-wise variable selection was used in the regression analysis and table-3 and table-4 show the summary measure and analysis of variance (ANOVA) of the model. Table 3: Predictors of JS – Model summary a. Predictors: (Constant), RNS; TND; PA; and COM. model 1 r 0. 755a r2 0. 570 adjusted r2 0. 532 Source: Survey data The table-5 shows that PA is positively influencing on OP. For PA, the value of t is 3. 081(p=0. 004). Thus we accept Hypothesis 5 But for RNS, TND, and COM which fall in the area of rejection. Thus, we do not accept the Hypothesis 3, 4, and 6. Hence, it can be concluded that PA has significant impact on OP. Therefore, hypothesis-2 is also partially accepted. 8. conclusIon From the correlation matrix, the highest positive value of correlation between PA and OP clarifies that the authorities of selected manufacturing firms are required to give main focus on PA for getting fabulous organizational performance. In addition, the maximum average point (3. 760) of PA also discloses the identical conclusion followed by COM; RNS and TND (For details please see table-2). It is also found that PA has significant impact on POP. . lImItatIons and dIrectIons for the future researches tables 4: anova model 1 Sum of squares Regression Residual Total df 14. 568 10. 981 25. 549 Mean square 4 45 49 The study used only perceptual measure of HR practices and organizational performance. Only single source (HR managers) was also used to collect data. Future studies may be conducted in context of the service sector enterprises with larger sample s ize. Case studies, focus groups, and longitudinal studies may also be undertaken. references 1. 2. 3. 4. Predictors: (Constant), RNS; TND; PA; and COM. Dependent Variable: OP The HR practices (RNS; TND; PA; and COM) in the above model revealed the ability to predict OP (R2 = 0. 570). In this model value of R2 denotes that 57. 0 percent of the observed variability in OP can be explained by the HR practices namely RNS; TND; PA and COM. The remaining 43. 0 percent is not explained which means that the rest 43. 0 percent of the variation of OP is related to other variables which are not depicted in the model. This variance is highly significant as indicated by the F value (F=14. 926 and P = 0. 000) [For details please see table-4]. An examination of the model summary presented by the table-3 in conjunction with ANOVA, presented by the table-3, indicates that the model explains the most possible combination of predictor variables that could contribute to the relationship with the dependent variable. 5. 6. 7. 8. Akhter, N. (2002), Human Resource Management in Bangladesh: A Study of Some Local Private Manufacturing Industries. Unpublished Doctoral Thesis, University of Dhaka, Bangladesh. Arthur, J. B. (1994), Effects of Human Resource Systems on Manufacturing Performance and Turnover: Academy of Management Journal, Vol. 7, No. 3, pp. 670-687. Aswathappa, K. (2008), Human Resource Management: Text and Cases, Tata McGraw-Hill Publishing Company Limited, Delhi. Becker, B. E. , and Fuseli, M. A. (1998), High Performance Work Systems and Firm Performance: A Synthesis of Research and Managerial Implications: Research in Personnel and Human Resource Management, Vol. 16, pp. 53-101. Billah, M. M. , and Islam, S. (2009), H uman Resource Management Practices and Organizational Commitment; A Survey on Private Commercial Banks In Bangladesh: Southeast University Journal of Business Studies, Vol. , pp. 153-166. Billah, M. M. , Prince, S. A. , and Islam, S. (2009). Human Resource Management Practices and Employee Turnover; A Study on Private Commercial Banks in Bangladesh. Journal of Business and Technology, Vol. IV, No. I, pp. 63-82. Bratton, J. , and Gold, J. (1999), Human Resource Management. Theory and practice. Macmillan Press Ltd, London. Chittagong Stock Exchange (2010), Listed Companies. Retrieved January 12, 2010, from http://www. csebd. com. IJBIT/Volume 3/Issue 2/April – September 10 |18 Impact of HR Practices on Organizational Performance in Bangladesh Mir Mohammed Nurul Absar et al. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28. 29. 30. 31. Cronbach, L. J. , (1951), Coefficient Alpha and the Internal Structure of Tests: Psychometrika, Vol. 6, No. 3, pp. 297-334. Delaney, J. T. , and Huselid, M. A. (1996), The Impact of Human Resource Management Practices on Perceptions of Organizational Performance: The Academy of Management Journal, Vol. 39, No. 4, pp. 949-969. Dessler, G. (2007), Human Resource Management, Prentice Hall of India Private Limited, New Delhi. Dyer,L. , and Reeves,T. 1995), Human Resource Strategies and Firm Performance: What Do We Know and Where Do We Need to Go? : International Journal of Human Resource Management, Vol. 6,pp. 656-670. Fernandez,C. J. (1992), Solider Quality and Job Performance in Team Tasks. Social Science Quarterly, Vol. 73, pp. 253-265. Fomburn, C. J. , Tichy, N. M. , and Devanna, M. A. (1984), Strategic Human Resource Management, John Wiley Sons, New York. Guest ,D. E. (2001), Human Resource Management: When Research Confronts Theory: International Journal of Human Resource Management, Vol. 12,pp. 092-1106. Haque, M. M. , and Azim, M. T. (2008), Affective commitment and its antecedents: An empirical study in the context of Bangladesh. Paper presented at the 7th International Conference on Ethics and Quality of Work-life for Sustainable Development, Bangkok, Thailand. Harel,G. H. , and Tzafrir,S. S. (1999), The Effect of Human Resource Management Practices on The Perception of Organizational and Market Performance of The Firm: Human Resource Management, Vol. 38,pp. 185-200. Hoque, M. J. (1994), Human Resource Development and Organizational Effectiveness. In R. B. Talukder (Ed. ), Management of Change in South Asia (pp. 433-451). Dhaka: UPL. Horngren, C. T. , Foster, G. , and Datar, S. M. (2000), CostAccounting: Managerial Emphasis, Prentice Hall, New Delhi. Hunter, E. J. , and Schmidt, L. F. (1982), Ability Tests: Economic Benefits Versus The Issue of Fairness. Industrial Relations, Vol. 21, No. 3, pp. 293-309. Huselid, M. A. (1995), The Impact of Human Resource Management Practices on Turnover, Productivity, and Corporate Financial Performance. The Academy of Management Journal, Vol. 38, No. 3, pp. 35-672. Huselid, M. A. , and Becker, B. E. (1996), Methodological Issues in Cross-Sectional and Panel Estimates of The HR-Firm Performance Link: Industrial Relations, Vol. 35, pp. 400-422. Ichniowski, C. , Shaw, K. , and Prennushi, G. (1997), The Effects of Human Resource Management Practices on Productivity: A Study of Steel Finishing Lines: The American Economic Review, Vol. 87, No. 3, pp. 291-313. Katou, A. A. , and Budwar, P. S. (2007 ), The Effects of Human Resource Management Policies On Organizational Performance In Greek Manufacturing Firms. Thunderbird International Business Review, Vol. 49, No. 1, pp. 1-35. Mahmood, M. H. (2004), The Institutional Context of Human Resource Management: Case Studies of Multinational Subsidiaries in Bangladesh. Unpublished Doctoral Thesis, University of Manchester, UK. Malhotra, N. K. (2002), Marketing Research: An Applied Orientation (3rd ed. ). Pearson Education Asia, New Delhi, India. Moyeen, A. F. M. A. , and Huq, A. (2001), Human resource management practices in business enterprises in Bangladesh: Journal of Business Studies,Vol. Xxii, No. 2, pp. 263-270. Noe, R. A. Hollenbeck, J. R. , Gerhart, B. , and Wright, P. M. (2007), Human resource management: Gaining a competitive advantage, McGraw-Hill, USA. Nunnally, J. C. , and Bernstein I. H. ,(1994), Psychometric Theory, McGraw-Hill, New York. Pollitt, D. (2004), Nokia Connects HR Policy with Company Success. Human Resource Management. Vol. 12, No. 6, pp. 3032. Schuler, R. S. (1981), Personnel and Human Resource Management, West Publish ing Company, USA. 32. Singh, K. (2004), Impact of HR Practices on Perceived Firm Performance in India: Asia Pacific Journal of Human Resources, Vol. 2, No. 3, pp. 301-317. 33. Thang, N. N. , and Buyens, D. (2008), What We Know about Relationship between Training and Firm Performance: A Review of Literature. Paper Presented at The 7th International Conference on Ethics And Quality of Work-Life for Sustainable Development, Bangkok, Thailand. 34. Tzafrir, S. S. (2006), A Universalistic Perspective for Explaining the Relationship between HRM Practices and Firm Performance At Different Points In Time: Journal of Managerial Psychology,Vol. 21, No. 2, pp. 109-130. IJBIT/Volume 3/Issue 2/April – September 10 | 19 How to cite Impact of HR Practices on Organizational Performance in Bangladesh, Essay examples

Mental Health Nursing Practice and Delivery †MyAssignmenthelp.com

Question: Discuss about the Mental Health Nursing Practice and Delivery. Answer: Mental Health nursing practice and delivery has changed over the years in caring for people from different cultures. Handling mental health patients has now become more flexible as compared to the outdated rigid methods, which were there before. People from different cultures perceive situations and their environment differently, therefore, putting into consideration the cultural diversity of the mental health patients is essential in their recovery process and management of their conditions. The varying beliefs can also affect how patients perceive the mental health services they receive. When cultural diversity is not put into consideration during the assessment and treatment of mental health patients, it results in misdiagnosis and poor service delivery (Sharma, Meurk, Bell, Ford Gartner, 2017). This paper will look at how the mental healthnursing practice and delivery has changed over the years and how this has affected the clinical and psychosocial outcomes of people from diffe rent cultures. There used to be specific and rigid procedures involved in the care of mental health patients. These procedures were designed and based on a particular group and it failed to incorporate the views of other diverse cultures. For example, the standardized tests that were being used contained language that could only be understood by a particular group of people. The design of these tests was only appropriate for those in the western countries and some of the constructs being measured were not applicable to people from other cultural groups. The care of patients was also very strict and they were not given the chance to be part of their treatment program. Involving culturally diverse patients in treatment enables the clinician to understand aspects of the patients culture that may be contributing to their condition or that may help in recovery. However, the rigidness and strict rules of mental health services have changed over the years and it has taken into account the cultural diversi ty that exists among mental health patients (Slade, Amering, Farkas, Hamilton Whitley, 2014). To begin with, the approach used during assessment and interaction with mental health patients acknowledges the diversity of values, attitudes, and behaviors found in different cultures (Wand, White Patching, 2010). This has formed a basis for understanding the meaning of concepts within a particular culture. This approach has affected people from different cultures clinically since it enables the clinician to carry out the proper diagnosis of the patients condition from the specific information they get related to the patient's cultural beliefs and understanding of concepts. Psychosocially, it has been beneficial since the patients from diverse cultures; now feel more comfortable seeking mental health services because they feel accepted despite their diversity. It also provides an environment where the patient feels comfortable with the services they are receiving without compromising their values (Macleod, Elliott Brown, 2011). Standardized instruments are now being used in culturally sensitive ways. This is done by putting into consideration the cultural data during the interpretation of the results. Whenever it is possible, accurately translated versions are used instead. Through this, the patient can effectively participate in psychological tests that can determine their mental conditions (Robson, Haddad, Gray Gournay, 2013). The clinician is able to get better results from these tests and this means that the patient will receive effective treatment. Translated versions have helped culturally diverse patients to feel more comfortable undertaking psychological tests since they can understand the concepts clearly. The accurate data obtained from these tests are also very essential in follow-ups that enable the clinician to determine the progress the patient has made (Robson, Haddad, Gray Gournay, 2013). The involvement of the patient in the mental healthnursing practice has also been beneficial. The treatment models are now modified and diverse hence making them largely compatible with the patients expectation. Psychosocially, this ensures greater follow up and patient compliance (Isobel Edwards, 2017). When the patient feels like their values are being respected they are more likely to comply with the treatment they are undergoing since they do not have to compromise what they believe in. Clinically, it encourages the patient to be more open about any issues relating to their treatment. Since the patient feels accepted, they can disclose medication side effects so that they have a replacement in medication or alteration of their dose instead of simply deciding to skip the medication (Grundy, Walker, Meade Callaghan, 2017). In addition, non-compliance to treatment occurs when dissimilar cultures gather in a health care setting leading to a crash in expectations (Whitehead, Wilson, Carlyle Joyce, 2010). In this case, most of the healthcare providers view their clients from a different culture as a hurdle to healthcare delivery. For instance, the eastern people have different beliefs on disease causation and the probable treatment; this is followed by misconceptions and unwillingness to discuss with the healthcare providers about their health, which can lead to a negative clinical outcome. Therefore, to enhance compliance, patients should be educated about illness and the importance of seeking treatment. In addition, healthcare providers should identify factors that cause non- compliance to treatment and establishing a strong patient- nurse relationship (Kidd, Kenny McKinstry, 2015). In conclusion, the paper has discussed how mental health has changed over time and its psychosocial and clinical outcome on individuals from diverse backgrounds. In this case, it is evident that an individuals beliefs, customs, and values are mainly shaped by their cultures. Therefore, culture cannot be ignored when it comes to taking care of mental health patients. Rigid concepts in the mental health service system that was used before impaired the services that were provided to the patients from culturally diverse groups. The changes that have been made over the years to accommodate cultural diversity has greatly improved mental health andnursing practice delivery and resulted in better clinical outcomes and psychosocial well-being for the patients. It is essential to understand other peoples cultures to ensure effective provision of mental health services. References Robson, D., Haddad, M., Gray, R., Gournay, K. (2013). Mental health nursing and physical health care: A cross?sectional study of nurses' attitudes, practice, and perceived training needs for the physical health care of people with severe mental illness.International Journal of Mental Health Nursing,22(5), 409-417.doi: 10.1056/NEJMp1012121 Kidd, S., Kenny, A., McKinstry, C. (2015). The meaning of recovery in a regional mental health service: an action research study.Journal of advanced nursing,71(1), 181-192.doi.10.1111/jan.12472 Grundy, A. C., Walker, L., Meade, Callaghan, P. (2017). Evaluation of a co?delivered training package for community mental health professionals on service user?and carer?involved care planning.Journal of Psychiatric and Mental Health Nursing. 1(3) 23- 45. doi.10.1111/jpm.12378 Macleod, S. H., Elliott, L., Brown, R. (2011). What support can community mental health nurses deliver to carers of people diagnosed with schizophrenia? Findings from a review of the literature.International journal of nursing studies,48(1), 100-120. doi.10.1111/inm.2345 Sharma, R., Meurk, C., Bell, S., Ford, P., Gartner, C. (2017). Australian mental health care practitioners practices and attitudes for encouraging smoking cessation and tobacco harm reduction in smokers with severe mental illness.International Journal of Mental Health Nursing. 5(8) 1102- 1120.doi. 10.1111/inm.12314 Isobel, S., Edwards, C. (2017). Using trauma informed care as a nursing model of care in an acute inpatient mental health unit: A practice development process.International journal of mental health nursing,26(1), 88-94.doi.10.1111/inm.12236 Robson, D., Haddad, M., Gray, R., Gournay, K. (2013). Mental health nursing and physical health care: A cross?sectional study of nurses' attitudes, practice, and perceived training needs for the physical health care of people with severe mental illness.International Journal of Mental Health Nursing,22(5), 409-417.doi.10.1111/j.1447-0349.2012.00883.x Slade, M., Amering, M., Farkas, M., Hamilton, Whitley, R. (2014). Uses and abuses of recovery: implementing recovery?oriented practices in mental health systems.World Psychiatry,13(1), 12-20.doi.10.1002/wps.20084 Wand, T., White, K., Patching, J. (2010). Applying a realist (ic) framework to the evaluation of a new model of emergency department based mental health nursing practice.Nursing inquiry,17(3), 231-239.doi.10.1111/j.1440-1800.2010.00488.x Whitehead, L., Wilson, L., Carlyle, M., Joyce, P. (2010). Disorder-specific psychosocial interventions for bipolar disorderA systematic review of the evidence for mental health nursing practice.International Journal of Nursing Studies,47(7), 896-908.doi. 10.1111/j.1347-0349.2010.00883.x

What is Conflict Management Essay Essay Example

What is Conflict Management Essay? Essay Needless to say, management is an inevitable part of present-day businesses. The most crucial role of management is to work with people in order to achieve a common goal and find the points of agreement among members to achieve a common good. Management is not an easy activity, and every successful manager should know the hundreds of existing techniques to rule other people effectively. It depends on the situation which such style is the most suitable for a particular case. One of the challenges in the sphere of management is a troublesome situation that arises on a daily basis. We can define it as a situation that involves more than one person with different points of view who cannot find a common agreement. The difference in viewpoints ranges starting from philosophical views and divergent goals to the desire to get power over a situation. If arguments are not handled successfully, they usually lead to the breakdown in one’s trust and the decrease of team’s productivity, and this fact may eventually lead to the death of the business. The main ground of the conflict We will write a custom essay sample on What is Conflict Management Essay? specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on What is Conflict Management Essay? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on What is Conflict Management Essay? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The main reason why disagreement arises is that of different viewpoints individuals have on a particular subject. Without understanding one’s viewpoint, a person gets easily pulled into the conflict. Fortunately, there exists the practice called conflict management that deals with identifying and handling conflicts with the minimum of risks and fairly, to address the needs of all participants of a bad situation, concentrating on a general good. There are numerous interpersonal techniques when it comes to managing conflicts in one’s workplace. These techniques may help to remove the misunderstanding between colleagues. It is important to know them as they are applicable to any relationship. The first step when it comes to managing troubles is to foster an environment appropriate for open communication. Regardless of differences in one’s opinion, it is much easier to stay on the same page with an interlocutor. Another interesting conflict management strategy is dealing with healthy conflict that mainly predetermines the largest outcomes. In fact, conflict serves as a motivator for big changes, and change is an inevitable part of any process of development. Negotiation during a healthy argue may help to elaborate new ideas that will lead a company to future success. Unfortunately, not all conflicts that appear are healthy. It is imperative that effective conflict solving techniques should be applied in such cases to lead members of a team through the difficult times. Conflict management Academic Writing Conflict way out is one of the major themes for an essay. The assignments to write an essay on this topic can be given not only to students whose major is Management but also to students of such majors as Psychology, Politics, Philosophy, Ethics, Journalism and many others. Completing the assignment, students have a chance not only to demonstrate their writing skills but also to persuade the readers and demonstrate own logic effectively. Critical thinking is the most significant thing when it comes to writing a paper on conflict   solving. The language and keywords students choose for their essays have a lot of weight as well. Many students wonder why this topic is popular. First of all, considering that conflict is a natural part of any workplace, it is significant for students to learn how to resolve various conflicts and understand their basis. Life makes individuals participate in unpleasant situations, and students should be able to overcome the difficulties. To be an effective manager, students should know how to face with daily stresses inside a team, how to handle loads of work, and how to consider the needs of every individual. It is a well-known fact that social interactions very often imply conflicts and conflict management essays help to understand that there is nothing bad about this in case one knows how to solve conflicts in productive ways. Generally, individuals like reading management essays to gain credible insights into today’s business and reveal the knowledge of basic concepts in that sphere. Management is a soft skill, one that is developed basically through the practice. That’s why such essays serve as a great practice to reflect the theories. How to write an excellent essay? The first step To write a conflict management essay is not only about demonstrating your knowledge of theory and prominent writing skills. Before the writing process, we should do a lot of work. First of all, you should read and deeply analyze the given instructions or a provided situation. Remember that an essay should be related to contemporary theories on managing. Then, you may use the brainstorming method and write down the theories you find the most related to the theme of your essay. Be confident that you are aware of these theories not to mislead future readers. If you received a topic, the best idea is to take a situation that will serve as a great example of new concepts you will discuss later. Even more, you may refer to real-life examples to sound more persuasive. Remember that the more complicated a situation is, the more material and ideas you will have to write about. Choose a situation that will allow you to demonstrate your awareness of conflict managing theories. The second step The next significant step as far as writing a management essay is concerned is to determine a structure of your writing. Write down a brief outline of the main points and make sure that your essay has a coherent structure. In general, the most popular structure is the introduction that serves as a brief synopsis of theory, a body containing concrete concepts of conflict management and appropriate examples, and conclusion with future recommendations and summarizing of your main points discussed throughout the paper. Regardless of strict academic standards, many modern-day essays include some bullet-points and headings to secure better readability. Also, you should remember that as far as conflict management essay is concerned, it is not enough to research literature and credible sources and collect the brilliant thoughts. First of all, you should think as an analytic and apply your logical thinking skills. But there is one more method! In case you still struggle with your writing on conflict solving, you may ask for the professional online help that you may find on Thewritemyessay. The team of professional writers possesses a great knowledge of Management and will create a paper for you that will appeal to your professor. The service proposes a profound analysis of a given situation, and you can be confident that you will get a strong mark as all primary goals will be met according to the original instructions.

Defining Moment in a Prayer for Owen Meany essays

Defining Moment in a Prayer for Owen Meany essays In some cases, one event or revelation has the power to change a story or even a life. In A Prayer for Owen Meany by John Irving, there is an incredible series of many defining events. Due to the supernatural and spiritual nature of the novel, turning points and incredible events are nearly commonplace. Many ideas and concepts conveyed by Owen are crucial to the heart of the story and the meaning contained within. Of all the insightful realizations and defining moments that confront the reader while progressing through story, one of the most outstanding is Owen"'"s vision during a play in the winter of 1953. Owen had always believed in the strong presence of fate in every aspect of life. He repeatedly preached that every action and decision has a divine purpose. Everything is carefully coordinated and planned to intertwine precisely. According to Owen, '"'There were no accidents'"' (p. 102) He claimed that if something were thrown off course or disrupted, it would find a way to occur anyway. An example of this is when Own '"'scares away'"' the angle of death from the bedside of Tabby. He had '"'DISTURBED AN ANGEL AT WORK, he had UPSET THE SCHEME OF THINGS'"'(p. 102). In return, the angel assigned the death of Tabby Wheelwright to Owen himself, later being accomplished by an '"'accidental'"' baseball. Based on these events, we realize, as a reader, that Owen has spiritual views on life and his faith is strong. He is a fatalist who can convince himself that everything has a purpose. This though, is the extent of our insight into Owen"'"s divine predestination. It takes upcoming events for us to begin to realize that Owen Meany is so much more than a mere boy with strong beliefs. As the featured role in two holiday performances, Owen Meany receives great recognition in December of 1953. About six months earlier, he was used as '"'God"'"s instrument'"' to take the life of Tabby. One of his esteemed roles, the Ghost ...

Software and apps admin assistants should master

Software and apps admin assistants should master Administrative assistants have a lot of tasks to handle on any given day, and strong tech skills are a must. From day-to-day essentials like Microsoft Office to helpers like productivity and organization apps, you’ll need to be up on the current software and tech trends in order to be effective in your position. And if you need to build (or refresh) these skills, almost all of the following have free online videos, courses, and usage guides to help you achieve administrative ninja-level skills.Scheduling SoftwareBeing an administrative assistant often involves keeping a live calendar for your boss (and maybe others as well), so this is a bare-bones essential tech skill to have. Most companies use Microsoft Outlook to sync and maintain employee calendars and meeting spaces, so this is the most important one to have under your belt- know it inside and out. But many companies are increasingly turning to free apps like Google Calendar as well.Email Apps and SoftwareMicrosoft Outlo ok is the gold standard for many companies’ email needs, so this is the core email system you should know very well. Gmail, like Google’s other office offerings, has emerged as the next in line because of its flexibility, chat features, and connection to other office-friendly Google apps. And if you want to be extra-current, recent office communication upstart is Slack combines the ease of email with real-time chat options. Many companies are using this app to supplement office email- or even replace it entirely.Spreadsheet SoftwareYou’ll likely need to create spreadsheets, either to track information or create and analyze reports. Microsoft Excel is- surprise!- the default spreadsheet software, and once you have those skills, they apply to Google Sheets too. Bonus spreadsheet skills that will always come in handy: pivot tables and vlookups.Presentation SoftwareWhether it’s you presenting or helping to create/edit someone else’s presentations, Micr osoft PowerPoint and LinkedIn’s SlideShare are the programs with which you’ll want to be familiar.Digital Publishing and Design SoftwareAs an administrative assistant, you may be responsible for creating, editing, or distributing content like newsletters, flyers, invitations, etc., so it’s a good idea to know your way around common design, publishing, and editing software. Adobe has the market cornered here- their Acrobat software creates and edits PDFs, while Photoshop lets you edit images. And if your job is likely to include video content, you should get to know Adobe Premiere or Apple’s iMovie.Document Creation SoftwareTraditionally known as word processing software, these apps allow you to create and edit text-heavy documents. Microsoft Word is by far the most commonly used program, but Google Docs has a close facsimile.Productivity AppsIn addition to keeping your boss organized and productive, you’ll need to keep your own stuff organized as w ell. Personal productivity apps like Asana (which can be used to track your own to-do list or group projects), Evernote (which lets you take notes and keep an annotated to-do list), and Dropbox (which lets you reach your files from anywhere, or share files with team members) all help to make your work life easier. And all of them can be used as tech skills on your resume.So much of our work is digital these days. While classic administrative skills like interpersonal skills, verbal and written communication, and general organization will never go out of style, the more tech cred you can add by learning and mastering these programs will make you even more marketable.

Annexation, Land Use Change, and Landscape Impact Dissertation

Annexation, Land Use Change, and Landscape Impact - Dissertation Example Thus the main aim of the paper is study the use of land policies for the betterment of the society. The global change has serious consequences on different landscapes. With increasingly changing environment and urgent global concerns every nation and community stands at the juncture of growing and evolving, keeping in pace with the environmental change which is critical. The competing visions of the future create the dilemma in many different ways. The type of places people of a community try to inhabit and the environment they leave behind for their future generations bring forth this dilemma. The landscapes and the nature are the factors that sustain the living of the human generation and also the life cycle of other species on the planet. The ideal future for the planet will be one in which the consumption and the use of land are done sparingly and where people cherish the landscapes. The future of the towns and the cities are expected to be vibrant as well as compact along with being green. The economic bases of the society are also expected to be restorative both environmenta lly and socially along with being viable. The ultimate vision of these theories is to result in the creation of an environment by the human community containing enduring values. People should ultimately be proud of the landscape and the environment they are about to leave for the next generations (Beatley & Manning, 1997, pp. 1-2). Carl Sauer, a born geographer was considered to be the grandfather of the theories of landscapes. He was the profounder of what can be called the ethics of land. According to the profounder it is the responsibility of human community to focus on the sustainability of the world environment and the earth for the well being of both the present as well as that of the future generations. An aesthetic rationale for the environmental progress has been given by Carl Sauer.