Human resource strategy proposal for bp

Human resource strategy proposal for bp 1.1 Introduction The changes in business and the impact of globalisation on increased competitiveness have pushed organisations to incorporate a strategic approach to human resource management (HRM) to achieve competitive advantage. Strategy is defined by the Chartered Institute of Personnel and Development (CIPD), (http://books.google.co.uk/books?hl=enlr=id=zXG_lJ8BrMwCoi=fndpg=PR9dq=the+key+to+improved+business+performanceots=GLUULx2eFZsig=I9jHj5YhE5QIBmWYn-o-U0NvDlc#v=onepageqf=false).[Online].(Accessed 05 Mar. 2011) as a plan that integrates the goals, policies and action of an organisation into a cohesive whole. Fundamentally strategy is concerned with achieving a competitive advantage. By adopting a strategic approach to HRM, organisations seek to manage its human resources in a coherent approach that replicate the business strategy. CIPD views strategic HRM from two main perspectives, CIPD, [Online].(http://www.cipd.co.uk/subjects/corpstrtgy/general/strathrm.htm?IsSrchRes=1).(Accessed 05 Mar. 11); The ways in which an organisation achieves its business goals by putting in place activities that support and guide employees behaviour. And the manner in which the human resources and activities are planned to achieve the business goals. Therefore, strategic HRM is an integrated approach that aligns the internal and external context of an organisation for organisational performance, that is, a strategic fit between strategic intent and organisation resources. In order to suggest an appropriate human resource strategy for BPs human resource issues (appendix), this paper shall adopt an integrated approach to the various views of strategic HRM; Best Fit, Resource Based and Best Practices approach. 1.2 Best Fit The best fit view is all about the vertical integration. It is a contingency view in which an organisation links its business strategy (external market) and individual performance (internal environment) to create an effective HR policies and practices and achieve competitive advantage. Beardwell J and Claydon T., Human Resource Management: A contemporary Approach (Prentice Hall, 2010) used the life cycle and competitive advantage model to explain the best fit approach. The life cycle model links the appropriate HR practices to the different stages in the life cycle of a business. This model suggests that the HR policies at start up will differ with those during an organisations growth, mature and decline phase. Drawing evidence from BPs website, a statistical review in June 2010 by then BPs CEO, Tony Howard, BP,(http://www.bp.com/sectiongenericarticle.do?categoryId=9023752contentId=7044473).[Online ].(Accessed 05 Mar.2011), shows a sharp decline on record in global energy consumption and falling energy prices caused by global recession which is likely to continue in the long term. This decline in global energy consumption will affect energy companies especially BP which is a major player in the energy market with its huge global presence. Assuming this trend continues as predicted, this would set BPs business life cycle at its mature or decline phase. This means the HR strategy for BP will be one of downsizing and redundancy of employees but which needs to retain viability and contribute to sustainable competitive advantage. This dual strategy will enable BP to master the present while preparing for the future eventualities. A proposed strategy will be to retain high performance staff, recruit less and train staffs to multi task. On the other hand, the competitive advantage model argues that HR practices work best when adapted to the competitive strategy; Redman T and Wilkinson A., Contemporary Human Resource Management (Prentice Hall, 2009). The model identifies three types of strategic behaviour which can be linked to BPs HR practices: defenders, prospectors and analysers. Defenders operate in small niche market producing high quality products and services backed by high prices. Prospectors are more flexible and use innovative strategy to change product line quite often. Analysers are less innovative but stable and efficient and will only enter the market when it is risk free. Evidence from BPs website, (http://www.bp.com/productlanding.do?categoryId=9025115contentId=7047794).[Online].(Accessed 05 Mar. 2011) shows that innovations and technology and an efficient energy are a priority to tackle the challenges to meet energy demand and environmental concern. Therefore, to gain competitive advantage BP could adopt a dual strategy of make defender and buy prospector to remain both innovative and efficient at a lower operating cost. That is a make strategy that invests in employees to seek efficiency and a buy strategy for new technology to remain innovative in the market. This is a similar dual strategy approach that has been successfully used by the Singapore Airlines (SIA), (http://www2.warwick.ac.uk/fac/sci/wmg/ftmsc/modules/modulelist/pop/articles/singapore_airlines.pdf).[Online].(Accessed 05 Mar. 2011) that adopts a cost reduction strategy while providing premium services. The best fit view has been strongly criticised for its lack of flexibility in a dynamic changing environment. To achieve dynamic fit and given that BP is; an innovative, a high risk taker, results oriented, flexible to change, quality and process focus company, it should develop a human capital pool with these broad range of skills that will promote behavioural flexibility among its employees. This should help solve the problem of flexibility in changing environment. 1.3 Resource Based View (RBV) The resource based view is a paradigm shift from the best fit approach that draws on the internal resources of an organisation. It is particularly applicable in unpredictable external environment and focuses on achieving uniqueness and sustainable competitive advantage through the manipulation of an organisations resources. The VRIO (Value, Rarity, Inimitable, Organisation) framework, Beardwell J. and Claydon T., Human Resource Management: A contemporary Approach (Prentice Hall, 2010), is a useful tool to explain RBV relationship and formulation of a strategy. Value is all about the impact of HR contribution through improved customer service and customer added value. Rarity is simply to exploit rare characteristics of the firms human resources to gain competitive advantage. Inimitability means recognising an organisations unique history and culture to develop unique practices and behaviours that make it difficult for competitors to copy. Organisation is integrating internal resources into a coherent system so that they can capitalise on adding value, rarity and inimitability. The VRIO framework has been successfully used by the Singapore Airlines, (http://www2.warwick.ac.uk/fac/sci/wmg/ftmsc/modules/modulelist/pop/articles/singapore_airlines.pdf).[Online].(Accessed 05 Mar. 2011) to develop a set of unique characteristics such as replacing its fleets more frequently than do its competitors. As a result, its fleet is young and energy efficient and operates at a lower cost. BPs website (http://www.bp.com/sectiongenericarticle.do?categoryId=9025116contentId=7046892) .[Online].(Accessed 05 Mar. 2011) shows that BP is very keen on deep sea exploration, an activity other energy companies are afraid to venture into. Using this approach, BP can make deep sea exploration its unique culture and develop unique practices such as training and developing deep sea specialists to make it difficult for its competitors to copy. Implementing HR policies has been a key issue highlighted with the RBV and BP can overcome this by creating opportunities that will improve the discretionary behaviour of both line managers and employees such as; team working, training and development schemes, long term employment security and better pay structure. 1.4 Best Practice Best practice or high commitment human resource practices are a distinctive set of successful HR practices which firms can adopt irrespective of their setting and which will lead to improvement in performance. Due to the global economic crisis, most organisations are now adopting a policy of negotiating reduced wages to maintain job security and employment commitment. In same way, BP can adopt this best practice and integrate it with others that are specific to its needs. The BPs career webpage; What BP is Looking For, (http://www.bp.com/sectiongenericarticle.do?categoryId=9031574contentId=7057908).[Online].(Accessed 11 Mar. 2011), shows that BP is committed to developing leaders and supporting its employees through continuous improvement. Therefore, the appropriate best practices for BP should focus on enhancing the skill base of employees and this could be achieved through HR activities such as; introducing succession planning scheme to train future leaders, comprehensive training and development opportunities, selective staffing, results based performance and working in teams. 1.5 Recommended Strategy and Main Features The recommended human resource strategy for BP to adopt will be one that integrates all the key features of best fit, RBV and best practice views proposed above and as explained in the table below. Key Strategic Features Explanation Leadership Qualities A Priority Management should introduce comprehensive leadership training and development programmes. A succession planning scheme should be encouraged and practiced. Recruitment process should be selective and make leadership qualities a priority A Deep Sea Organisational Culture Employees should be encouraged to be innovative, take risk, results oriented, flexible to change, quality and process focus. There should be continuous training for specialists and high investment in deep sea exploration. Management should invest in employees to seek efficiency. Combined Organisational and Industrial Best Policy and Practice Retain high performance staff, recruit less and train staff to multi task. Negotiate reduce wages to maintain job security and employment commitment Continuous training programme for all employees to develop a broad range of skills. Team working should be encouraged to improve on discretionary behaviour. 1.6 Conclusion Strategic HRM is a complex process which is constantly evolving. The HRM strategy identified above is unique to BP in terms of the evidence found from its website and its major human resource issues discussed during the module session. The strategy adopts an integrated approach of best fit and resource based incorporating best practice as seen fit. Given that the economy is constantly changing, flexibilities have been imbued in the proposed strategy to make it dynamically feasible. 2.0 STRATEGIC RECRUITMENT AND SELECTION PROCESS 2.1 Introduction The biggest asset in any organisation is its people. In order to remain a high performance company and stay competitive, BP needs to attract and nurture the right people with the right talent and right leadership qualities. Therefore, BPs HR practices and policies will play an important role for managing its people and achieving its business objectives. The challenges faced by BP to manage its people can be categorised as, BP,(http://www.bp.com/sectiongenericarticle.do?categoryId=9031553contentId=7057895).[Online].(Accessed 02 Mar. 2011); Attracting, developing and retaining talent. Shortage of skilled personnel. Developing a true leadership. Developing corporate social responsibility Transferring key knowledge and relationships. Responding to these challenges, BP has introduced a number of initiatives; BP, (http://www.bp.com/subsection.do?categoryId=2319contentId=7060032) [Online].(Accessed 02 Mar. 2011). Though these measures are good, a strategic recruitment and selection process can be adopted to tackle these challenges. 2.2 Strategic Recruitment and Selection Process. According to a survey by CIPD, Annual Survey Report 2007: Recruitment, Retention and Turnover (CIPD, 2007) only 51% of the organisations surveyed in the UK had a resourcing strategy. Given that eight in ten of the employers ranked recruiting as a top priority in resourcing, it becomes imperative for BP to develop a recruiting strategy. To source the right type of employees, BP can select its talents internally, externally, use a combination of both or adopt alternative methods. The internal approach is a traditional method where employees are given priorities for unfilled vacancies before an external source is considered. The advantage with this method is that it motivates employees, improves their morale and provides them with opportunities for career progression. However, internal sourcing is expensive and generally leads to inbreeding and lack of creativity while external recruitment brings in fresh ideas and skills by hiring employees with different backgrounds. Whatever method BP decides to use, it is crucial that BP adopts a strategic approach that will identify the skills required before selecting the most suitable people to meet the human resource needs of an organisation; Boxall P. and Purcell J., Strategy and Human Resource Management, (Palgrave Macmillan, 2003). Furthermore, Beardwell J. and Claydon T., Human Resource Management: A Contemporary Approach (Prentice Hall, 2010) emphasis this need of a strategic approach as a prime source of competitive advantage to ensure the organisation has the right people in the right place at the right time. The strategic recruitment and selection process include techniques that stretch from attracting, selection and induction. 2.2.1 Attracting Talents: BPs Brand Strategy CIPD, (http://www.cipd.co.uk/hr-resources/factsheets/employer-brand.aspx) .[Accessed 03 Mar. 2011) defined employers brand; as a set of attributes and qualities often intangible that makes an organisation distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform best in its culture BPs brand strategy will depend on its brand strength and how it differs from its competitors. A useful strategic approach is that by CIPD: A no-nonsense approach, (http://www.cipd.co.uk/hr-resources/factsheets/employer-brand.aspx).[Online].(Accessed 03 Mar. 2011). In this step-by-step approach, BP will first need to investigate by communicating with top management, the employees, and external talent sources to understand the true perception of its employees experience. Secondly, BP should use the feedbacks from this investigation to create a distinctive Value Propositions (VP); a unique and compelling offer by BP to attract, retain and engage the employees in return for their performance. A suggested unique and compelling VP for BP is shown in fig 1 below; Next BP is to make sure it can deliver on its brand promise. By doing this and thinking about the employees experience not only from the recruitment stage but through induction to actual work life experience, BP will be using its employees to sell itself in a process known as employee branding. Therefore a good employee branding should be reflective of the employee experience as shown in fig 2 below; Finally BP will need to continuously measure, evaluate and review its brand strategy to make sure it is delivering real value.  This will be reflected through increase in application and enquiries, employees going the extra mile, and advocating for BP. 2.2.2 Strategic Recruiting Methods Globalisation and the global economic recession have pushed many employers to search creative employment channels and target a diverse application group. A CIPD report, Annual Survey Report 2007: Recruitment, Retention and Turnover (CIPD, 2007) indicated that local newspaper and corporate website were still favourite routes used by most employers. But due to technological changes and employees preference for a more flexible approach, organisations are now resorting to online recruitment techniques such as social networking sites like Facebook because they are cost effective and faster. BP a strong promoter of diversity, (http://www.bp.com/sectiongenericarticle.do?categoryId=9023446contentId=7058326).[Online].(Accessed 05 Mar. 2011), can win the war on diversity by creating a diverse recruitment policy that is inclusive of both the traditional (newspapers and corporate website) channels plus mainstream recruiting channels. Fig 3 portrays the diversity recruitment process; To use both traditional and mainstream recruiting methods such as; Newspapers, Universities, E-recruitment, social networking sites, career fairs, and iPhone, to develop a heterogeneous group of applicants. Top management to become involved and support line managers in implementation. To provide management with diversity training. To keep altering recruitment practice so as to avoid recruiting every time from same social background and age groups in case it discriminates against certain job seekers. 2.2.3 Strategic Selection Techniques Strategic recruitment is a continuous process and includes adopting the right selection techniques. There are different techniques organisations have used to select potential employees: interviews, integrity test, curriculum vitae, assessment centres and psychometric tests. CIPD, Annual Survey Report 2007: Recruitment, Retention and Turnover (CIPD, 2007) reported that local newspapers and corporate websites were still favourite routes used by most employers though the psychometric and assessment centres have been popular. Whatever method BP chooses, it is important that the method is reliable and valid. Reliability measures the accuracy and consistency of the selection test while validity measures its predictability. The psychometric test has typically been associated with the best practice for employee selection; Redman T and Wilkinson A, Contemporary Human Resource Management (Prentice Hall, 2009). The psychometric tests are designed to accurately measure a candidates knowledge, abilities and personality traits. These tests have become popular with recruiters because they are designed to be reliable and predictable and are effective for handling large volumes of applicants. Assessment centres on the other hand focus on behaviours required for the job and involves candidates completing a number of different tasks as part of the selection process; CIPD, (http://www.cipd.co.uk/hr-resources/factsheets/selection-methods.aspx).[Online].(Accessed 05 Mar. 11). BP website shows its corporate website is the preferred selection route; (http://www.bp.com/sectiongenericarticle.do?categoryId=9031578contentId=7057906) .[Online].(Accessed 05 Mar. 2011). But selection is more than just using a particular technique, BP needs to implement a strategic psychometric approach which takes into account a social framework that includes selection as best fit and as an interactive discussion process; Redman T and Wilkinson A., Contemporary Human Resource Management, (Prentice Hall, 2009). To adopt a best fit approach, BP will need to identity its unique qualities such as values and culture, employment patterns, market segment and use these qualities to differentiate it selection practices from a best practice approach. Furthermore, BP should make its selection process interactive. The HR department should exchange information with other managers that are directly affected. Moreover, negotiation with participants should be a two-way process and designed to be perceived as fair. That is; treating participants with respect and dignity, providing them with information and making them part of the whole process. In addition, it is important that BP should provide adequate training courses for all those involved in assessing candidates at all stages of the selection process and that they are adequately briefed about the jobs. 2.2.4 Induction It is the process whereby employees adjust to their jobs and working environment; CIPD, (http://www.cipd.co.uk/hr-resources/factsheets/induction.aspx).[Online].(Accessed 05 Mar. 11). The purpose, which is to ensure a smooth integration of staff into the organisation. BP can make its induction process more effective by; Making induction a vital part of its recruitment process. Designing a well structured induction programme to ensure that all new recruits receive information consistent with BPs values and culture. Carrying out physical orientation to describe where the facilities are and an organisational orientation to show new employees the important role they play in the overall business strategy. Ensuring a quality welcome because employees develop lasting impressions within their first few weeks of working. In a nutshell, if BP decides to adopt a strategic recruitment and selection approach to tackle challenges in its people management it will be vital that BP differentiates its brand strategy from that of its competitors. Furthermore, BP should be able to determine its core competencies to determine the correct recruiting channel(s). Finally, how it assimilates its new employees speak loud about its culture and values. TOTAL WORD COUNT: 3000

Essay --

The Creeds of the church were key parts of the origins of the church. They lay the foundation for the first years of the church in order to accomplish the mission given to the Apostles by Jesus. Two of these creeds were the Apostles Creed and the Nicene Creed. Culture during that time period was key to the layout of these creeds and the messages they set. A creed was an early statement of Christian beliefs, and a symbol for others to follow by. There were numerous cultures and needs that led to the ultimate development and writing of the creeds, which are still used for their original purpose today. One of these needs was for the church to have a basic statement of beliefs, which was accomplished by the Apostles creed. Early Christians knew that people needed to have an understanding of what they believed in that wasn’t requiring a lot of research. Cultures of the people and the time period also had a great influence on the creation of these creeds. They needed a way to sprea d the word of Christ to all people, in a time period where we didn’t have the technology and communication options that we have today. A combination of the churches basic needs for success and the fact that the word needed to be spread were two of the leading causes in the creations of these creeds. One of the most important reasons that led to the creation of the church was the essential need of the early church to have a document which listed the basic beliefs and practices of the Catholic Church. This was created by the authority of the church, the apostles appointed by Christ to lead the church. They had to find a way to spread the church of God, and these creeds provided a method to complete this task. None of the churches at the time had all books tha... ...hrist, along with making sure everyone in the Church understood the basic beliefs of the Catholic Church. The creeds provided both of these, as they clearly stated what things the Catholic Church supported and instructions for its followers. These were vitally important to the success of the Church. Now, there was a set list of things that every catholic person could look to if they began to lose sight of their faith in the Catholic beliefs. They also served as an effective method of communicating the ideas of God to all cultures, allowing the word of God to be communicated to people of many different cultures and beliefs. The languages they were written in were widely spoken in that time period; therefore many could understand it without needing a translator. This allowed the Creeds to spread the word to the entire world, just as Jesus instructed the apostles to.

First Day at College Essay

My first day at college is a memorable day in my life. I had been earnestly waiting for that day for a long time, because I heard many things about college education from my elder brother and neighbors who were college students. I started feeling that they had the advantage of moving about with an air of superiority. At last the long-sought day came and it was the 20th of July, 2002. A new pulsation began to urge me since morning to start for the place where the college stands. So, it was quite early when I reached the college. I was loitering hither and thither until I met a friend. He advised me to take down the routine which was displayed in the notice board. He showed me the notice board. I went there and took down the routine. It was the first thing that I did on my first day at college. I started to experience that the system in the college was different from what I was accustomed to in the school. With the ringing of the bell announcing the end of a period, the students change d class-rooms unlike in a school where rooms were fixed for different classes. The professors looked comparatively grave and composed and not grim and frightening like school teachers. The students behaved with chastening politeness. Even the menial staff appeared relatively refined and cultured in their dealings. I did not know before that roll-call was done in each period. All that, in fact, gave me a new kind of experience. On that day I had three classes, scheduled for the third, fifth and sixth periods. In the third period I had English. The Professor came, called over the rolls; told us a few words of welcome and then focused on the importance of learning English. In the fifth period we had the professor of Math. I enjoyed the class very much, while in the sixth period, the professor of Logic and Philosophy gave us an introductory talk on Deductive logic. All teachers were past masters in their respective subjects and I felt proud to have become a student of such erudite scholars. I had a big gap in the fourth period followed by recess. I was moving about in the college compound while a new class-fellow took me to the college canteen. He entertained me with a tea and snacks and we felt like being great friends. From there we went to students’ Common Room where I skipped over the newspaper head-lines and he played a game of ping pong with other students. A big gathering near the Botanical Garden drew my attention and I felt curious to see what happened there. I took leave of my new friend and made for that place. Having gone near, I noticed that a student, ostensibly a leader, was addressing the crowd. I did not like the harangue and went to the nearby building. I found that it was the library building. I entered into the spacious reading room wherein many students were engrossed in study. I felt highly tempted to sit with them but I had no library card. So, I had to check my temptation. I came out the intention to procure a library card as soon as possible. Meanwhile, the bell for the fifth period rang and I moved into the college hall for the class in Math. After my class-hours I straight came back home with a strange thrill of pride and pleasure. In fact, I started feeling that I was on the threshold of shaping up.

Global Value Chain Lincoln University Essay - 1297 Words

Lincoln University Global Value Chains Ereatara Enari ID: 1119812 COMM110 – The Global Business Environment Dr. Anthony Brien 19/03/2015, 12:00pm 1.0 Table Of Contents: 1.0 Table Of Contents †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.1 2.0 Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦2 3.0 Global Value Chain Definition†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..2 4.0 GVC Example 1: Adidas†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...3 4.1 Value 1†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.3 4.2 Value 2†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.4 5.0 GVC Example 2: Dell†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.....5 5.1 Value 1†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦5 5.2 Value 2†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦6 6.0 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...†¦7 2.0 INTRODUCTION: The 21st century has come with big changes to production processes within Global Value Chains (GVC) as different stages of production are being conducted in a variety of different countries. Businesses have been locating their operations internationally in the past few decades through outsourcing and offshoring value chain activities such as production, marketing, design and distribution. (Global Value Chains, 2015) The purpose of this report is to clearly define the concept of Global Value Chains. I will contextualise this information through two businesses of which I will provide examples of the GVC in action. For each of these businesses, I will discuss two different examples of the element ‘value’. 3.0 GLOBAL VALUE CHAIN DEFINITION: A Global Value Chain is a production model where businessesShow MoreRelatedFords Vision Statement : Ford6350 Words   |  26 Pageshelped drive its global organization to reach its higher performance levels. Both areas assist in the overall foundation that Ford’s strong beliefs stand on. Both mission and vision statement are factors that solidify the success and strategic direction in the automotive industry. 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Benjamin Franklin´s Involvement in the English Empire Essay

With Benjamin Franklin’s ambition to see one day the glorious English Empire shifted to North America, specifically in Pennsylvania and to get rid of the proprietors, he envisages a single community that will embody Englishmen only. For that reason, Franklin is against massive immigration of Germans and the presence of African slaves which will fade the identity of a perfect English Empire. He becomes more optimistic of his vision when the Crown appoints him in 1753 as a postmaster at Williamsburg. Despite all the failures that he encounters from not passing solutions such as colonial union and the Albany Plan, Franklin still maintains his degree of confidence and loyalty to the mother country. Closer to his dream, he has been selected in†¦show more content†¦On the other hand, the Stamp Act has a different and a direct effect on the colonies. The objective of the act is to tax legal documents, almanacs, newspapers, playing cards, and nearly every form of paper used i n the colonies. This seems to be a threat to the American constitutional rights. Therefore, colonial agents in London and lieutenants Governor oppose to the Stamp Act, including Franklin saying that â€Å"It will affect the printers more that anybody†. Franklin, despite his British’s loyalties and love, comes up with an alternative plan for raising revenue instead of taxing legal paper. He proposes a plan that parliament authorize the issuing of paper currency at interest. Franklin knows exactly how his proposed plan will work and assures his fellows by saying that â€Å"it would not be an unpleasing one†. This action taken by Franklin to find another option to raise money demonstrates how he has his country of birth’s interest at heart. Unfortunately, his proposal is rejected by Greenville, a chief minister under who’s the Stamp act is planned. But that does not stop him from appealing the plan. However, many colonies such as Pennsylvanian blame Franklin for creating the Stamp Act. 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Copyright Law in Canada Essay - 835 Words

Canadas copyright law is one of our hardest laws to enforce. The reason the police have so much trouble enforcing this law, is due to technology. This law is very easy to break, and once broken, it is very hard to track down violators. So although some form of a copyright law is needed, the one we have has, too many holes to be effective. There are three main ways in which the copyright law is broken in everyday life. They is audio/video tape copying, plagiarism, and software piracy. The first, and most commonly violated aspect of the copyright law, is the copying of audio tapes for oneself and friends. Thanks to the invention of dual cassette stereos, this has become very easy. You simply take an original or even another copy of a†¦show more content†¦Very often a student when doing a research paper will quot;accidentlyquot; forget to footnote his work. By quot;forgettingquot; to give the author credit, the student has claimed the work as his own. Another reason students may copy someone elses work is to sound more sophisticated hoping that if they use someone elses words it will sound better than their own. Generally, this provides an easy way for a teacher or the police to catch them. Teachers also plagiarize rather frequently. Very often a teacher will photocopy several pages from a book, in order to save the students the expense of having to buy the book for themselves. While this is a noble act by the teacher, in most cases, this is illegal. Unless the author of the book, gave consent for his/her work to be freely distributed, teachers cant copy it any more than students or anyone else can. The third category of piracy is Software Pirating. There are several forms which this can take. The most common form is very similar to audio/video cassettes. It is when someone copies a game or program from his/her computer to someone elses. As long as the two people have the same type of computer, (they both have apples or IBMs) this is a very simple process, so long as the programmer didnt put a bug into the program (a precaution they take against people copying their work). Another form of Computer Piracy is a quot;crackerquot;. A cracker is someoneShow MoreRelatedThe Copyright Law Of Canada Connected With An Ethical Line Within Music Sharing1672 Words   |  7 PagesThis paper discusses the copyright law in Canada connected with an ethical line in music sharing. Before embarking on the discussion, it is imperative to understand what copyright entails under the umbrella of intellectual property; the latter refers to intangible property, which is entirely a creation of the mind (Alexander Penalver, 2012, p. 188). Copyright is the exclusive right granted to the original author of literary work. 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Pictorialist Photography Essay Example For Students

Pictorialist Photography Essay As photography grew in popularity, talented artists realized that photography could be used as a means to express emotions or convey a message, similar to artworks. After a tough period of artists trying to bring photography into the world of art, it was finally accepted as a new and unique refined art. One of the first photography movements to have been spawned out of this period was the Pictorialist movement. Thriving in 1885 – 1915, Pictorialism was the main style in photography, where photographs would usually appear to lack a sharp focus and appear to have manipulation upon the surface. Soon, it declined in popularity in 1920, where a new style of photography grabbed the attention of the public. When the ability to capture an image and develop it into a photograph was invented, Pictorialism was one of the first styles for photography. There is no true origin of this genre but that it began when people started to question the idea of photography being nothing more than a way to capture an image, and not art. Photographers and artists were frustrated at this notion and developed the Pictorialist style in the 1880s to counter this. We will write a custom essay on Pictorialist Photography specifically for you for only $16.38 $13.9/page Order now Pictorialism is when the photographer manipulates the photograph so that it resembles the way that artworks are created. Typically, they lack in focus and have visible brush strokes on the surface, similar to a real painting. They also joined together different sections of different photographs to create a composite image which became ‘art’ through the use of external influences. Pictorialism is also about using photography as a means to create art and convey artistic elements through the use of tones, symbols and blurring. It is a vague term that is often debated about by photographers and artists. Pictorialism has had a lasting effect on photography as a whole. It allowed the idea that photography was not just a means to simply capture an image, but was also another way to create an artwork. As one of the first photography genres to appear, it has influenced every other genre after it through the way the style manipulates negatives to create a final product – an artwork. Harold Cazneaux was a Pictorialist photographer, born in 1878, 30th of March and living until 1953, 19th of June. He was an Australia photographer who style had a major impact on Australian photography history. Harold was born in Wellington, New Zealand where he entered many solo shows which exhibited his photographs in the windows of the Kodak Salon in Sydney. His photography was also featured in international shows organized by the London Salon of Photography and in the Royal Photographic Society of Great Britain’s annual salons. In 1916, he was the founder of the Pictorialist Sydney Camera Circle which consisted of six other photographers. In 1937 he was the first Australian to be conferred an ‘Honorary Fellowship’ by the Royal Photographic Society. He was the official photographer for a magazine called the ‘The Home’ from 1920 to 1941. Harold was also paid by Ure Smith for producing images for many of Smith’s publications such as Sydney Surfing and The Sydney Book. Harold also established the Sydney Camera Circle where it mainly embraced the uniqueness of the Australian landscape and light. ‘Peace after War and Memories’ is a photograph taken by Harold Cazneaux which was produced in 1918, right when World War I had ended. The image has a peaceful and relaxing mood with a bright atmosphere that is created by the contrast of the light and the dark clouds. Harold has established this photograph to be on a farm, out in the outback by including the horses and the farmer in the picture with the grand landscape. The beige tone of the image identifies the photograph as an ‘Australian’ landscape. The deep emotional quality of this image that is shown reflects on Harold Cazneaux’s thoughts about the war. .u8c9ee3583f48af844ce862c47329f569 , .u8c9ee3583f48af844ce862c47329f569 .postImageUrl , .u8c9ee3583f48af844ce862c47329f569 .centered-text-area { min-height: 80px; position: relative; } .u8c9ee3583f48af844ce862c47329f569 , .u8c9ee3583f48af844ce862c47329f569:hover , .u8c9ee3583f48af844ce862c47329f569:visited , .u8c9ee3583f48af844ce862c47329f569:active { border:0!important; } .u8c9ee3583f48af844ce862c47329f569 .clearfix:after { content: ""; display: table; clear: both; } .u8c9ee3583f48af844ce862c47329f569 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u8c9ee3583f48af844ce862c47329f569:active , .u8c9ee3583f48af844ce862c47329f569:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u8c9ee3583f48af844ce862c47329f569 .centered-text-area { width: 100%; position: relative ; } .u8c9ee3583f48af844ce862c47329f569 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u8c9ee3583f48af844ce862c47329f569 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u8c9ee3583f48af844ce862c47329f569 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u8c9ee3583f48af844ce862c47329f569:hover .ctaButton { background-color: #34495E!important; } .u8c9ee3583f48af844ce862c47329f569 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u8c9ee3583f48af844ce862c47329f569 .u8c9ee3583f48af844ce862c47329f569-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u8c9ee3583f48af844ce862c47329f569:after { content: ""; display: block; clear: both; } READ: The History of and Impact of Photography on our World EssayHe is relieved and happy that the war has ended and knows that the future will become a happier and peaceful time than it was then. He admires the Australian landscape, especially the outback and prefers that Australia is kept as a peaceful country. This shows that Harold himself is a person that is non-violent and a relaxed natured man. Harold Cazneaux used the standard procedure of producing this image but using the Bromoil technique to produce the beige tone he needed. First he took a snapshot on an analogue camera then exposed the film to the chemicals needed. He created a silver gelatin print by using an oil print technique and then bleached his silver print in a solution of potassium bichromate. Finally he enlarged his film with the image onto the silver print and exposed it to receive his final product. Peace after War and Memories is slightly out of focus in some areas and has received some editing on the cloud to make it darker and make the light contrast better. The image was also produced with a beige tone applied to it to create a more rustic look. All of these aspects show that this belongs to the Pictorialist movement due to the on surface manipulations done to the image and the slight out of focus of the photograph. It is also similar to how an artwork would be presented with the way that the image is set out. The positioning of the farmer and the light escaping the cloud is perfect in reflecting the peaceful mood and uses the rule of thirds to balance the image out. The heavy clouds with light escaping from a crack represents the war that was raging on recently has now stopped and now hope and peace can prosper. The farming tools symbolize how the citizens of Australia must work very hard to rebuild the country against the consequences of World War I. The farmer is used to show an ordinary person from Australia who is witnessing the start of a new era of peace and prosperity after war. The wide landscape that is drawn out and displayed behind the farmer is shown to acknowledge how Australia has a large potential that can be beautiful and breathtaking if nurtured in peaceful times. Pictorialism is an important genre in the early establishment of the photography movement. Through the heated debates about whether photography is just a medium to capture image or if it can be an ‘art’, photography was able to grow as a whole and become much better in the aspect of art. Harold Cazneaux is an Australian photographer who produced the image ‘Peace after War and Memories’ which is an excellent and emotional picture that portrays the ending of a war and the bright future that will take place as Australians work hard to achieve. Using photographic manipulation and techniques to achieve his final product, Harold has accurately captured Australia and its landscape beautifully. Bibliography: https://www.nla.gov.au/selected-library-collections/harold-cazneaux-collection, National Library of Australia, Cazneaux Collection, 5/7/15 http://www.artgallery.nsw.gov.au/collection/works/117.1975/, Art Gallery NSW, Harold Cazneaux Collection, 5/7/15 http://www.australia.gov.au/about-australia/australian-story/harold-cazneaux, Australia Gov Au, Harold Cazneaux, 5/7/15 http://www.metmuseum.org/toah/hd/pict/hd_pict.htm, The Metropolitan Museum of Art, Pictorialist Genre 4/7/15 http://www.britannica.com/EBchecked/topic/752375/Pictorialism, Encyclopedia Britannia, Pictorialism, 4/7/15