Nathaniel Hawthorne and the Great Stone Face

NATHANIEL HAWTHORNE AND THE GREAT STONE FACE RALPH TRANGIA MRS. ARAGON HS4-8 In this paper, every OPINION from someone else has been acknowledge in a parenthetical citation. I realize that the mere presence of a parenthetical citation does not avoid plagiarism. If I have used the exact words, phrases, clauses, or sentences from someone else, I have enclosed that information in quotation marks. If I have paraphrased the opinions of someone else, I have not enclosed the paraphrased portions in quotation marks; but I have stated those opinions in my own words. I have also introduced the paraphrase and have a parenthetical citation to acknowledge the source. ALL FACTUAL INFORMATION (common knowledge or uncontested knowledge), though not credited with a parenthetical citation, has been stated in my sentence structure. I have not used anyone else’s organization of the factual information. Signed:_______________________ Nathaniel Hawthorne And The Great Stone I. Author Background A. Early Life 1. Born in Salem, Massachusets 2. His legs were hit while playing â€Å"bat and ball† 3. Became lame and unable to walk 4. Due to being lame he was able to read many books and this is when he got his some stories B. Education 1. Attended Bowdoin College 2. Became classmate with Longfellow and President F. Pierce 3. Refused to take public speaking C. Career 1. Chosen as the American Adviser at Liverpool England 2. Was given the position as a Surveyor in 1846 D. Achievements 1. Anonymously, Hawthorne’s early stories were published 2. In 1837, the publication of twice told tales somewhat lifted this spell of darkness 3. Hawthorne’s short stories became the best of American classics. . The Great Stone Face 5. Scarlet Letter Nathaniel Hawthorne was one of America’s best writers. Born in Salem, Massachusets on July 4 1804, he grew up with keen awareness of his religious Puritan family, a understanding which inspired many of his works and achievements. He started his career as writer after he graduated in Bowdoin College. For a mean time Hawthorne was picked as surveyor of customs in Salem and later on, a American consul to Liverpool, England. During his free time, he wrote stories and stories.

Why Did the Founding Fathers Create a Constitution Based

Why did the founding fathers create a constitution based on the ideas of separation of powers, checks and balances, federalism and the bill of rights? The founding fathers wanted to create a constitution because many believed that the national government had to be stronger than what it had been with the use of the Articles of Confederation. But at the same time they were fearful of human nature and how often it could be seen in the history of other countries such as Britain, for people in the position of power to infringe on the rights of others, by becoming hungry with power.Taking this into account, they wanted to create a government with another power to keep order and to govern. But also make sure there were sufficient checks put in place so that the government could never exercise power that threatens individual liberties. The constitution created a government with a written set of rules to follow which it could not infringe upon. This in itself was one way to create a limited g overnment, which is a main factor in why the founding fathers created a constitution.The Founding fathers also wanted to divide power in different ways, in another attempt to prevent its future abuse. The three main concepts within the constitution are separation of powers, cheques and balances, and federalism. The founding fathers originally debated where power should ultimately lie; Alexander Hamilton suggested that a unitary system would be the best. This is where the power lies with the central authority; many knew that this would never work, as the country is far too big and diverse. There were even hints at a monarchy but George Washington quickly made his feelings on the idea open. It is an idea I must view with adherence and reprimand with severity’ George mason on the other hand was in support of a confederate system, this is where the states would be split up , and then all have to agree on individual issues. There are very few examples of a confederate system worki ng, and it is clear to see why it would not work in in America, as it would be very difficult to get all the states to agree on individual issues, due to the diversity of the country.The solution to this problem was suggested by James Madison, which was quite simply a mixture of the two systems unitary and confederate. This is where power is divided between central and state government. National or delegated powers are powers only exercised by the national government, examples of this today would be the right to print money, and the right to declare war. Some examples of concurrent or shared powers are the right to borrow money, and make and enforce law. An example of a state or reserved power is the right to regulate intrastate commerce or create corporation laws.This was done for two main reasons, the first being to limit centralised power, and presidential power, and secondly so that states would agree to the constitution. The states also agreed for two other reasons , one being the Connecticut compromise, and the other being the Bill of rights , which most American historians just count as part of the original constitution, but it wasn’t actually added till 4 years later, Madison claimed it was important as ‘You must specify your liberties’. The Connecticut compromise was created to keep the small states happy, so that they would agree to the constitution.The geographically small states wanted representation based on population, not on size of state, when the biggest states with the smallest population wanted it to be based on the flat rate. So the political compromise was that in the House of Representatives, representation was based on population, and in the senate it was based on the geographical size of a state. The bill of rights is a document that American historians claim is part of the original constitution, although it was sent off to the individual states 4 years later.It was there to clearly show the rights of the people, so that they could never be taken away. The 1st amendment included freedoms such as freedom of assembly and free speech or the 2nd amendment which is the right for everyone to bear arms. It is often shouted out by gun associations when the government tries to put restrictions on the ownership of guns. The founding fathers put this in place so that it would outline in more the detail the precise freedoms of the people, which also helped to convince the smaller states.The constitution splits the power given to national government into three branches, which are separate from each other: the legislature, the executive, and the judiciary. The separation of powers was based on the ideas of Montesquieu, with him ‘L’esprit de lois’ which means the spirit of the law. The executive plays the role of administrating law. The president does this in many ways , for example he; executes federal laws and programs, conducts foreign policy , commands the armed forces, negotiates trea ties and other such roles.Checks and balances another main factor of the constitution comes in here, as the people get to keep a check on the president every 4 years with the presidential election, which stops any tyranny of powers. This can also be seen in another branch of government. The legislature passes law, this is done through congress. Congress is made up of the Senate and the House of Representatives. Its roles include; regulating interstate and foreign commerce , creating and maintaining the armed forces , printing money, declaring war , and other such roles.The power here is limited in two ways, which is exactly what the founding fathers wanted; it’s done through a 6 year change of the senate, which rotates 1/3 of its members for election every 2 years. This is also done in the House of Representatives, as they have to run for re-election every 2 years, this means that representatives have to get things the public want done, or they can just be kicked out. This ke eps power in the hands of the many, which is also how they wanted to constitution to work. The last branch is the Judiciary, its role is to interpret and enforce the law.It is able to stay separate from the other branches, as it operates heavily outside the government, but also because ‘nothing maintains the independence of the judiciary more than its permanency in office’. It is also tied to the other two branches, as if the president wants to pass a law, it must get through congress and through the Supreme Court, as they can rule it unconstitutional, so the founding fathers created a system so that every branch was a check on each other, this also creates a system, where politics becomes the art of compromise.This system of checks and balances means that all the branches have to work together, and have to compromise. Congress holds its check on the president in different ways, such as; Congress is able to impeach and remove a president, although impeachment does requi re a 2/3 majority of house, and removal 2/3 of the senate. Congress can also override a presidential veto, this also requires a 2/3 majority in both houses, but this system means that no one branch can hold far more power than another which is another example of why the founding fathers chose such a system.It also holds other powers such as rejecting treaties which limits presidential foreign policy. Congress also holds checks over the judiciary. It can do this by proposing constitutional amendments, and impeaching and removing judges with the 2/3 majority in the senate. This also shows us that the judiciary can never hold too much power over the president or congress, which is another example of how the founding fathers wanted the constitution to work. There are also powers given to the other two branches of government, which help to keeps checks, so that they can all counter each other with enough majority.But a problem with this is that it can lead to political gridlock, and this means very little can get done, which is not what the founding fathers intended. To conclude, the founding fathers created a constitution that meant that power could never be held within the hands of the few, but with the many. It also created checks on power in every branch of government, not just from the people, but from the branches themselves acting as checks against each other.They had wanted to create a system that worked this way, because of the tyranny that could be seen in other countries. This is why George Washington destroyed any idea of a monarchy, he wanted the United States of America to be founded on principles the promoted compromise, and freedom, and equality. It was also meant to act as a block on any future tyranny, or corruption of power, but it also creates problems in itself, as it can lead to political gridlock, but no political system is perfect.

English Distincive Voice Essay

Distinctive voices are used create meaning and change which explores aspects of human experiences. The texts examined are Severn Cullis Suzuki, 9th Earl Spencers Eulogy for Princess Diana and Pink, Dear Mr President. The voices in these text include and environmental activist, voice of the innocent, grieving brother, everyman, lobbyist and remonstrator. All these voices have the ability to change societies view on an issue. The composers of these texts have had human experiences of grief, concern of the environment and concern for social equality. The distinctive voice of an environmental activist, innocence and remonstrator is expressed in Severn Cullis Suzuki Earth Summit. These voices portray the human experiences of having a concern of the environment, being part of a lobby group and seeing the destruction of the earth and wanted an end to poverty. Introduction and purpose, ‘I’m Servern Cullis speaking for ECO- The Environmental Children’s Organisation’ shows the distinctive voice of an activist exploring Suzuki’s human experience as the founder of ECO. Comparison, ‘In Canada, we live the privileged life†¦ Two days ago here in Brazil, we were shocked when we spent time with kids living on the streets’, clearly shows the difference between countries and seeing this, Suzuki has developed the voice of innocence exploring the human experience of Suzuki wanting a world without poverty. The voice of a remonstrator is developed, through the pleading tone, ‘If you don’t know how to fix it, please stop breaking it! ’. Severn Cullis blames the adults for this destruction of the earth that she has experienced. She wants the adults to change their ways. This remonstrating voice explores the human experience of being a part of a lobby. Exclusive language gives the adults a goal through the use of the cliche, ‘I challenge you please make your actions reflect your words’, which demands the adults to change their ways portraying the remonstrator. The voices throughout this text effectively represent the human experiences, demanding the audience to change their actions towards the environment for which Suzuki has seen the destruction of. Similarly, the voice of the remonstrator is evident in 9th Earl Spencer, Eulogy for Princess Diana. Both texts have the voice of a remonstrator as they plea to an issue both composers have experienced. The voice of a grieving brother, everyman and remonstrator explores aspects of human experiences for 9th Earl Spencer. These voices explore the human experience of grief. The voice of a grieving brother is portrayed through the use of emotive language, ‘I stand before you today, the representative of a family in grief’, showing the human experience of Earl Spencer as the young brother of Princess Diana. Earl Spencer, acknowledges the great life of Princess Diana which creates a sense of sadness for the audience as they listen in silence, through the allusion, metaphor and allusion, ‘ Today is our chance to say ‘thank you’ for the way your brightened our lives, even though God granted you but a half a life’. The voice of an everyman speaks for the entire world. Inclusive language and metaphor, ‘We are all chewed up with sadness at loss of a woman who wasn’t even our mother’, shows the importance of Princess Diana, that the whole world is deeply saddened by her death. This explores the aspect of a human experience, of the entire world that are in grief and shock after Diana’s death. The voice of a remonstrator explores the human experience of Princess Diana being chased by the media. Earl Spencer speaks of the media as being the cause if her death. ‘She never understood why her genuinely good intentions were sneered at by the media’, creates the voice of the remonstrator which explores Earls experience of Diana and how she felt towards the media. The voice of the remonstrator is also conveyed in Severn Cullis Suzuki’s speech which demand a change and creates emotion. The voice of citizen, the voice of society and remonstrator explore aspects of human experiences in Dear President. These voices which are present in the song represent human experience of seeing the president not doing his job and the rights of people being taken away. ‘Rebuilding your house after the bombs took them away’, creates imagery of the bombs and house expressing the voice of a citizen that effectively explores the human experience of a concerned citizen as Pink see’s the struggle that American citizens endured in their life. The American citizen voice effectively represents the human experiences, as the responder is able to emphasize on societies hardships that Pink has seen. ‘What do you feel when you see all the homeless on the street? ’, creates the voice of society through rhetorical question and imagery, portraying the negative human experience of Pink, as she has seen many citizens living on the streets. Pink questions the president which emotively appeals to the audience as they reflect on the President’s job. Formal register, ‘Come take a walk with me’ is an invitation for the president to listen to Pink’s opinions creating the oice of a remonstrator. ‘Let’s pretend were just two people and you’re not better than me’, shows the human experience of Pink and how she feels inequality as the President sees himself as better than society. Pink pleads her opinions to the President through rhetorical questions creating a remonstrating voice. This voice asks the audience to consider the President and what he has done. Dear Mr President, Severn Cullis Suzuki Earth Summit and 9th Earl Spencer Eulogy for Princess Diana have the voice of a remonstrator, which appeals to the audience emotively as it changes their view on an issue. These texts reveal the human experiences of grief, concern of the environment and concern for society through the voices of an environmental activist, the innocent, grieving brother, everyman, citizen, society and remonstrator. The composers have effectively used language to create distinctive voices including emotive language which explores human experiences of the composer and creates meaning for the responder. Distinctive voices are important in representing human experiences as the voice has the ability to demand change and a view on an issue.

The presupposition of the democratic sort of regime is freedom Essay

The presupposition of the democratic sort of regime is freedom (1317a40) - Essay Example Therefore, what is wrong with the principle that allows one to live in the custom that they desire? Indeed, this idea seems to constitute intuitively of the true definition of freedom and it does in a sense. This is because what everyone wants, on top of all else, is to be happy. Thus, every want is aimed indirectly or directly at attaining the ultimate good. What we can ascertain from this is that, in the deepest sense, what individual wants is to live a life of virtue because a virtuous life is a happy one. Aristotle starts out in Politics by discussing the origins of the city of Polisor. He seems to be clearly fascinated by this form of life that is not so old, and the possibilities that the city offers for human excellence (Aristotle et al 41). Aristotle sees it as being emergent from various natural communities such as villages and families, as well as from the relationships that are present between master and slave, parents and children, and between husband and wife. The manner in which these relationships are ordered and the communities that they are found in calls for an appropriate set of rules. Aristotle makes an argument against people who claim that every rule is the same, insisting on fundamental differences between political rules, mastery of slaves, and household management. This can be taken to indicate the basic freedom sense in Aristotle’s Politics. ... This life lets them engage with other people who are not servants or members of their family, although they are also free. Citizens can participate in the molding of their individual futures, as well as the wellbeing and futures of their community in this life. When the city and the city’s constitution fail, then freedom is lost. Despotic rule can be considered as importation of slave domestic management mode to cities that are inhabited by nominally free people. Tyranny is explained as a form of politics that has serious flaws because of its perversions to the tyrant’s sole interests (Aristotle et al 97). Aristotle considers the two manifestations freedom as democratic freedom and as it happens in the best city possible. Aristotle devotes a lot of time in his considerations of the different types of democracy. He views democracy for its weaknesses and strengths. However, he contends that democracy is driven by freedom (Aristotle et al 101). The fact that persons learn to be governed, and how to govern, is a strong feature of democracy. Using a constitution that has its prime grounded in freedom ensures that elections are done on a majority vote basis since everyone is equal. Aristotle is quick to acknowledge that the majority will often achieve judgment that is better than would be if a few people on their own made it. A more radical form of democracy, which is not sans precedence, is whereby offices are given through lots. However, this position on democracy is not uncontested. Aristotle recognizes three human life conditions that lead to justice claims, which are virtue, wealth, and freedom. It is here that we see the differences that exist between aristocrats,

Bonds mod 2 case Essay Example | Topics and Well Written Essays - 750 words

Bonds mod 2 case - Essay Example 5.35% 1.125381 Bond 3 has the highest percentage change and bond 1 has the lowest percentage change. Table 3: Price for the four bonds (after increase of 0.5% in yield to maturity) and the percentage change from base case Bond number Maturity (years) Coupon ($) Price ($) Yield to maturity (%) Change from original (%) 1 2 50 974.1183 6.42% -1.8026 2 3 45 958.3473 6.06% -1.34675 3 4 60 994.5793 6.16% -1.72141 4 6 55 958.6585 6.35% -3.77975 Bond 4 has the highest percentage change and bond 2 has the lowest percentage change. From the results, it can be inferred that under normal circumstances and for normal bonds, the yield increases as the maturity period increases, so, if an investor is holding the bond for longer time, then, he/she will have greater yield as compared to an investor who holds the bond for shorter period. There are various corporate bonds, wherein, the companies raise funds by issuing bonds and make the interest payments to the bond holders. However, in case of corporate bonds, there is a probability of default, if the company defaults, the bond-holder will not be able to generate returns on the bonds. Any investor who wishes to invest in bonds should consider the probability of default. All the above calculations are done on the basis of the assumption that there is no risk of default. Dividend Growth Model The three factors which affect the stock prices in case of dividend growth model are as follows. The current dividend Growth of the dividend Required rate of return The formula which relates the above mentioned parameters with the value of the stock is as follows. (Dividend Growth Model) Value = (Current Dividend * (1 + Dividend Growth)) / (Required Return - Dividend Growth) Some of the inferences from this formula are as follows. The value of... There are various corporate bonds, wherein, the companies raise funds by issuing bonds and make the interest payments to the bond holders. However, in case of corporate bonds, there is a probability of default, if the company defaults, the bond-holder will not be able to generate returns on the bonds. Any investor who wishes to invest in bonds should consider the probability of default. All the above calculations are done on the basis of the assumption that there is no risk of default. The value of stock increases with dividend growth if the dividend growth is less than 50% and it decreases of dividend growth is more than 50%. (Calculated by differentiating the equation with respect to dividend growth)

Legal Research Exercise Assignment Example | Topics and Well Written Essays - 500 words

Legal Research Exercise - Assignment Example The court held that Park, was liable for the actions of his company, creating unsanitary conditions in the compound. The judgement was based on the doctrine of strict liability, together with the principal corporate uplifting veil. The court went for park, who was the natural legal person, who created the company under the terms of company incorporation Act. Strict liability is a doctrine that hold’s an individual liable strictly on him per say, the learned judges in this case noted that, if a person agrees to become a director of a company then he/she must be ready to take consequences and liabilities of illegal practices of the company. Yes, the CEO Mr.Park, was held liable for the company act of unsanitary conditions done by his company and failed to compile with the regulations set up by the regulatory authority, the matter was of public interest and the court dug dipper by applying the corporate veil principals in order to find Mr. Park, criminally responsible for the act s of the company. In matters of criminal liability within a company, the courts will look onto the natural person who gives, directs orders or forms the company in order to establish who committed an act of omission (Upton 125). Civil procedure is a set of rules that governs the way civil cases are litigated in the courts, it also involves the formalities and how cases are filled. They are special proceedings that a person can be granted by the court, outside the normal procedure in civil litigations. This may be based on the complexity of the case or the gravity of case in question. In a civil proceeding, they are two types of parties, the plaintiff and defendant. The plainff is the person who seeks courts action against the defendant who happens to be accused person (Gary 155). A party may appear in any proceeding as a person or represented by a legal representative, accredited by the legal governing body of

Market, industry and company analysis for (Qatarcinemas.com) over the Term Paper

Market, industry and company analysis for (Qatarcinemas.com) over the last five years - Term Paper Example The company’s competitive theory statement is divided into five parts: vertical integration, strategic alliances, creative content, international agency and corporate diversifications. Conglomeration: Qatar Cinemas Company operates in two different fields, such as Consumer Products and studio entertainment. Horizontal integration: Qatar Cinemas Company owns many studio entertainment and consumer product franchise. This becomes horizontal integrated industry as all stake-holders act together in increasing efficiency since they act in the same business line. Globalization: Qatar Cinemas Company Services and Products are found in Arab Media and all over the world in different forms. Vertical integration:Â   Qatar Cinemas Company is made up of different sub-companies and business line, allowing the whole organization to produce, plan, distribute, and advertise all of its products on its own. Seller and Buyer Concentration: Qatar Cinemas Company is in an Oligopoly Seller Concentra tion, it is evident that there are few producers in the market and products can be either differentiated or homogenous. There are many buyers for the company’s products, ranging from different cultures, ages groups, sexuality, preferences and interests. Media synergy: Qatar Cinemas Company bought many film studios that allow making more advanced movies which are then distributed through renowned marketers. Barriers to Entry: Qatar Cinemas Company offers different barriers to entry for competitors in the market place. Qatar Cinemas Company enjoys privileges from trademarks, copyrights, and patents that prevent other entertainment companies from imitating their ideas and productions. For new companies it is difficult to compete with this established and well-known organization because of its long development period in winning known customers and protection legal barriers. Production Costs: Qatar Cinemas Company has high first copy (production) costs and low reproduction (subseq uent) costs of most of its products. Product Differentiation: Qatar Cinemas Company has a wide variety of heterogeneous products; its shows, and movies for different tastes, ages and cultures. Its products are differentiated within the company and from products from its competitors. B. INDUSTRY ANALYSIS Qatar Cinemas Company has developed services and products for different audiences, teens, children and adults of all ages. Median age: 28 (70% between 17 and 34) Men: 90% | Single: 40% Literate: 90 % Employed Full Time: 90% Average HHI: QAR. 7,200. Qatar Cinemas’ Primary Competitors Qatar Cinemas Company competition consists of diversified players that capture media networks, TV content producers, and film producers. Competition is greatest at film production and network service; premium networks like Sonymax have an advantage over film halls because of their subscriptions fees. Presence of competition between services and brands creates an environment of price wars. Market Sh are Controlled by Qatar Cinemas Company Qatar Cinemas’ Total Revenue is approximately QAR 361 million (as for 2012). In order to obtain the market share, revenues from the three major competitors in the entertainment industry are considered. Total Industry Revenue: QAR. 262.9 Millions Qatar Cinemas’ Total Revenue: QAR. 36.1 Million Qatar Cinemas’ Market Share: 13.7% of Total Revenue Industry (inclusive of major competitors share) In the studio entertainment ind

Visual Analysis Project Research Paper Example | Topics and Well Written Essays - 750 words

Visual Analysis Project - Research Paper Example The Caribbean Chili advert features the image of a glossy man pensively seated in a relaxed posture. The text of the ad says â€Å"Alluring, Let the alluring charm of CARIBEAN CHILL take you on a cruise to the islands†. This is followed by ‘KOOL SMOOTH FUSIONS from the House of Menthol†, and appears to be targeting young smokers who want to appear ‘cool’. The image of the pensive man is intertwined in a vast network of lines, depicting the smooth appeal of the product. The background behind the man is a shadow of trees depicting beautiful sceneries common in the Caribbean island, especially at dusk or early mornings. It is the image of delightful twilight sceneries. The advert targets young consumers, and specifically men. A picture of cigarette packet is visibly shown with the words ‘CARIBBEAN CHILL’ plainly written across it in bold. The use of the words ‘Available for a limited time only’ under the cigarette packet clearly communicates the message to the audience. This appears to be a marketing offer. At the bottom a Surgeon General’s warning is clearly printed â€Å"Cigarette Smoke Contains Carbon Monoxide†. ... From the picture, it appears that the Kool smokers are out for a good time with the girls. Further, it appear young male Kool smokers are irresistible. The name of the product is clearly printed on the packets. However, the words on the bottom of the ad are not clear. It could either be a warning for smokers and or information about the advertiser. A critical analysis of the Caribbean Chili ad suggests that the author was trying to promote the product. The use of the words ‘Available for a limited time only’ in the ad communicates an important message to the audience. It informs viewers that the advertisement is a promotion or offer with limited time. The product being promoted and the advertiser are clearly shown. The ad clearly highlights the need for tobacco control policies as illustrated in the Surgeon General’s warning. A critical analysis suggests that the author exemplifies the promotional allowance type of tobacco advertising and promotion. This appears t o target both retail and wholesale promotional allowances. Although packaging is an important method for branding and maintaining product appeal, the visibility of the package shows that the author was keen to advertising on the package. The ad is particularly appealing to the youth segment as reflected in the unique packaging. This is especially important given that cigarette packages are not discarded after a single use rather; they are opened each time a cigarette is removed from the packet. Further analysis of the ad shows that the author was trying to send a message beyond the promotion of the Caribbean Chili. The artist demonstrates the beauty of the Caribbean island is illustrated in the background. The beautiful scene of the island is shown in a twilight giving the ad

She walks in Beauty Essay Example | Topics and Well Written Essays - 500 words

She walks in Beauty - Essay Example An insatiable urge to know the full details of her beauty grips the reader. However, the comparison of her beauty to the night immediately casts doubts, because the conventional attitude in literature has been to compare beauty to something which is bright. This confusion is immediately lifted with words like â€Å"cloudless† and â€Å"stars†. The third and fourth lines of the poem, â€Å"And all thats best of dark and bright/ Meet in her aspect and her eyes† (Byron), give an excellent description of her superb beauty. Darkness helps the stars to project their glow to their best. Similarly, the dark dress the lady wears promotes the glow of her face. There is a heavenly grace, says the poet, in the glow of her face. The poet now tries to convey the personality of the lady which her external beauty reflects. â€Å"One shade the more, one ray the less† (Byron) would have made her beauty slightly imperfect. The word â€Å"grace† now replaces the word â€Å"beauty†, because the poet moves from describing the outer features to express her inner qualities. The poet says that â€Å"the nameless grace/ Which waves in every raven tress† only shows â€Å"how dear their dwelling-place† is (Byron). Her thoughts are â€Å"pure†, and they are â€Å"serenely and â€Å"sweetly† expressed through her face. Thus, the poet has succeeded in turning the attention of the readers from their initial impression. They now realize that the lady not only walks with her physical beauty, but also carries with her a graceful soul. In the last stanza, the poet devotes three lines to repeat the greatness of her physical beauty by using the word â€Å"glow†, in stead of â€Å"â€Å"beauty†, and then spends the last three lines to explain her moral nature. On â€Å"that cheek, and oer that brow/ So soft, so calm, yet eloquent† (Byron) sit the smiles and glow. They speak about her human nature, of her â€Å"days in goodness spent†. She has â€Å"A mind at peace with all

Virtue in Machiavelli's Philosophy Essay Example | Topics and Well Written Essays - 1500 words

Virtue in Machiavelli's Philosophy - Essay Example "It is necessary for a prince, wanting to maintain himself, to learn how to be able to be not good and to use this and not use it according to necessity"(Machiavelli 57). He believes that one good man is surely going to suffer among those who are not good. Thus, the virtue of goodness is meaningless for Machiavelli. If a price is imagined to be just as what Machiavelli conceptualizes, he would not be less than a criminally wicked tyrant. On contrast, the Discourses is a good usable book, though being long, nostalgic, and difficult as well. Here, Machiavelli's advices go to not just the rulers but the citizens, social reformers, political leaders, and the founders of republics. The purpose served is to establish and sustain their liberty as well as the avoidance of corruption "unless indeed the goodness of one individual, together with virtue, keeps it free"(Machiavelli xxiv). Improving from the downgraded non-virtuous theme of The Prince, In Discourses, Machiavelli explain that as a new price tends to preserve his principality with glory for a long time-beyond his death-the foundation of a republic is the best approach. "A corrupt city that lives under a prince, can never be turned into a free one, even if that prince is eliminated along with all his line"(Machiavelli xxiv). However, one thing is clear that he devaluates the republics and principalities as imagined by the writers with virtue. And, the reason is that they emphasized on the moral virtue which, according to him, invites ruin; plus they also rejected violence, cruelty, and loss of faith, which are unavoidable and acceptable for the preservation of the principality according to him. And, this is what is objectionable in The Prince where he goes against the morality set by the classical and biblical values with an intention of framing a novel and modern "political" conception of virtue. The new definition of virtue means something that does not prevent the human from first gaining and then maintaining whatever has been gained, especially the authority. However, morality is one of his targeted themes that also include politics at the first place, necessity, fortune, religion, etc. As far as moral values are concerned, he shows his dislikes for the people of his time because, in his views, they were not actually following the "ancient virtue" but instead were content with keeping ancient statues in their homes, and thus honoring and imitating them in that way. The deeds rendered by the ancient rulers and republics were not at all imitated, neither their examples were meaningful to the then political scenario, according to him. In the first preface to the Discourses he talks about correct history knowledge lacked by his time. This suggests that Machiavelli was not against the ancient value; rather, he praises it with an aim of improving it. He was not much concerned about the would-be negative results of his writings and was eager to bring about a "Machiavellian" interpretation of the ancient virtue-along with a new look of the Renaissance in terms of modernity rather than a copy of the past. Machiavelli's virtue is questioned mainly because some of the advices in The Prince-such as cruelty for the sake of the subject-go against the virtue as perceived by the human masses. Also, his

Sampling and data coolection Research Proposal Example | Topics and Well Written Essays - 3750 words

Sampling and data coolection - Research Proposal Example Both of the said processes have direct influences on the outcome of the research. Furthermore, data collection and sampling are both concerned with the elements to be studied, the population, and what data will be gathered from them. As such, their role in market research is very significant. Careful thought and consideration must be given to the choice of data collection method and sampling approach to be used in any research. Since there are several methods and approaches available, the researcher must analyze the scenario to ensure that the right method and approach will be used. Each situation may call for a different data collection method and sampling approach. Such choice relies on several factors. Primarily, the researcher must consider the problem at hand. He must determine whether the problem requires qualitative or quantitative research. This is important because the researcher must determine what type of data is involved or required. Once the type of research has been established, the researcher must then take into consideration other elements such as the population, budget, time allotted, and the number of personnel at hand. Basically, this means that the researcher should study the resources he has at his disposal for all of these are factors that help determine the most appropriate data collection method and sampling approach. This paper will attempt to highlight the process of choosing the appropriate data coll... Are employees being managed to maximize their productivity as well as commitment to the success of the restaurant' What are the best approaches to attract new customers, and to keep and grow existing customers' To arrive at the appropriate choices, the alternatives for both data collection method and sampling approach will be discussed. This discussion will include an analysis of the advantages and disadvantages of each method and approach as well why it is appropriate or not appropriate for the given situation. In essence, this paper will provide insight as to how to choose the right data collection method and sampling approach. Data Collection Method There are several data collection methods that a researcher may choose to employ. Also, the researcher may choose to combine some of these methods in order to gather the necessary data more effectively. The basic methods that may be used singularly or in combination to achieve specific research objectives are as follows: Internet surveys / Online Data Collection Mail surveys Interviews Real-time tracking Store checks and mystery shops Internet surveys/online data collection Conducting market research online allows the researcher to gather data in a simple, easy, and effective manner. With the internet, one can create interactive electronic surveys for specific markets or groups. Also, one can create surveys that reach wide market bases through the use of the Worldwide Web. Internet surveys are the most cost effective way to gather data internationally. Using various programming techniques, one can easily randomize data gathering. It is most effective in gathering data from a large segment of the population. However, there is a tendency for internet surveys to be non-representative of the entire

Mockingjay Written by Suzanne Collins Essay Example for Free

Mockingjay Written by Suzanne Collins Essay B.Mockingjay, written by Suzanne Collins, is the third and final book to the hit series, The Hunger Games. Katniss Everdeen has ventured through the Hunger Games and the third Quarter Quell, and has been rescued by the rebels in District 13 and has been convinced to become â€Å"the Mockingjay,† which happens to be the symbol of the rebellion in Panem. As she takes lead of the rebellion Katniss demands that the leader of the district, President Coin, allow freedom to all Quarter Quell participants, including Peeta who has been manipulated and brain- washed by the Capitol. Katniss also demands that only she has the right to kill President Snow, leader of Panem. Aggravated and annoyed Katniss is kept in the dark from battles and works to create propaganda for the rebellion. Peetas brainwashing deeply effects and disturbs Katniss, but he slowly begins to improve after much treatment and therapy which had included major cake decorating. His friend from his childhood, Delly Cartwright, helps with his recovery by bringing up lost fond memories of their past lives. Not long after Peeta has become well enough to train with Katniss and her propaganda unit, in which they are then sent off on a mission to the Capitol. The rebels gain and convince and gain control of the districts and are able to begin an ambush on the Capitol. A propaganda filming in a safe Capitol neighborhood goes wrong, and Katniss and her team go deeper into the city with the hope of finding and killing President Snow. Many members of Katnisss team are killed, and Katniss is left alone and pushes toward Snow’s mansion, which has supposedly been opened to shelter Capitol children, but is actually intended to trap the kids and use them as human shields for President Snow. As she reaches the mansion, a hover plane with markings of the Capitol drops supply parachutes to the children which then explode, killing many of the children. A medical team ma de up of rebels, which also involves her younger sister Primrose, attempt to care for the wounded children but more parachutes are dropped and kill the rest of the children along with the medics. Katniss more raged than ever is determined to find Snow in order to avenge not only the District’s, but also her sister. After the victory of the rebels it has been decided that a Hunger Games will be held for the children in the Capitol. While recovering from the same explosion that killed her sister, Katniss accidentally runs into President Snow who is under house arrest. Snow tells her that he did not order the assault that killed Prim, saying he would have escaped if he had access to a hover plane. Katniss assumes it was Gale, but as he denies it she cannot help but face her doubt and finally comes up with the conclusion that President Coin had ordered the assault. At Snow’s execution, Katniss becomes aggravated and shoots Coin instead. The watchers of the execution become angry and begin to run around aimlessly stomping on President Snow until he is dead. Katniss is ordered back to District 12 after trying to commit suicide and after many months Peeta comes to join her and they both fall in love again with eachother and with Haymitch’s help write a book about the Hunger Games and tributes to keep their memory. C.Themes: 1.Bravery, a majorly used trait in the novel. Katniss along with the rest of the rebellion must stand up to the Capitol and take back their lives. Katniss must be brave in order to make the rebellion successful and to create a stronger world. 2. Loyalty, is a major themed used in Mockingjay. Katniss shows her loyalty to her family and all her loved ones. She expresses her loyalty to Peeta by showing her hope towards him to get better and wishing for him to become better. 3. Determination, is highly needed to be a character in the entire series of The Hunger Games. Katniss was determined to avenge not only her sister and the rest of her family, but the entire world. All of the districts depended on her as the lead of the rebellion to stop President Snow. D.Katniss was faced with the problem of leading the rebellion against the Capitol. â€Å"Yeah, so this is the deal. I’ll be you Mockingjay.† (Collins 38) Katniss takes up the role as the â€Å"Mockingjay† and becomes the face of the rebellion. Katniss changes from the beginning of not only Mockingjay, but also throughout the entire series of The Hunger Games. Katniss not only has become the face of the rebellion, but she has led all of Panem against the Capitol and had defeated it. â€Å"I’ll tell them how I survive it. I’ll tell them that on bad mornings, it feels impossible to take pleasure in anything because I’m afraid it could be taken away.† (Collins 390) Suzanne Collins used very specific wording to describe the characters and setting in the book Mockingjay. â€Å"My name is Katniss Everdeen. I am seventeen years old. My home is District 12. I was in the Hunger Games. I escaped. The Capitol hates me†¦Ã¢â‚¬  (Collins 4) Though Collins doesn’t go too much into detail to describe characters or setting she does explain events and characters in an very succinct manner. A major symbol in Mockingjay is the â€Å"Mockingjay.† Katniss represents the Mockingjay, which symbolizes the rebellion against the Capitol. The jabberjay was a bird that was used by the Capitol as spies but was compromised by rebels. The Capitol had realized they were being fed false information by the rebels and were left alone in the wild where they mated with mockingbirds hence the name Mockingjay. â€Å"I take a deep breath. My arms rise slightly as if recalling the black-and-white wings Cinna gave me then come to rest at my sides†¦ â€Å"Im going to be the Mockingjay.† (Collins 31) E.The book Mockingjay was a very entertaining book and was also a part of a very entertaining series. This book was recommended by a family member and the dialogue and the descriptions were captivating. I would recommend this book to anyone who is a fan of the genre and tell them that his series was a great one. The book was very absorbing and seemed to end too fast.

New Digital Technologies: Creativity and Innovation

New Digital Technologies: Creativity and Innovation How true is the debate that New Digital Technologies has enhanced our ability to be more creative and innovative? Since the dawn of time, man has continuously been inventing things which will ensure the survival of his kind. His desire to settle and to make life easier has necessitated him be innovative and creative. The necessity to keep warm made him invent new ways to make fire. For making hunting easier, he invented tools made out of stone. Thus man’s journey through time to his current state wouldn’t have been possible without the use of technology which made up for his weaknesses. New Digital technologies are allowing us spread our wings and explore specific areas which were previously possible. It has been shown that creativity depends mainly on communication and personal initiative. Innovative ideas come about when people from all walks of life come together and share task-related ideas. This gives them the opportunity to share their knowledge and expertise with the rest of the world. Every digital product we have today has passed through the creative process whereby it allows for continuous development in the technological industry. The creative process is something which takes months and even years to implement. The mobile phone is a typical innovative example which took a long time to be implemented by the public due to fear of social acceptance and lack of resources to fund the project. Certain innovative products depend heavily on social acceptance. The mobile phone was accepted because it made peoples life easier and therefore they started making use of it. This in turn facilitated more innovation because it offered faster communication between people. Another exampl e is the interactive whiteboard which was not that successful as people opted to use the normal whiteboard instead of the new high tech boards. This was because teachers deemed it as less complicated and easy to use. Even though the interactive whiteboard encourages creativity with all of its functions, people did not adopt it due to its complexity. Advancement in technology has led to faster ways of communication however certain digital technologies such as social networking and emails are hindering creativity and people are becoming lazier as it is creating a world where there is less face to face communication and people are adopting more the use of digital technology to communicate with other people. Even though technology is allowing humans to concentrate more on idea generation and less about unnecessary things, we are now facing a problem that is polluting our environments. It is having a bad effect on the younger generation because it is reducing their ability to think since they are depending more and more on technology to do the thinking for them. Creativity and innovation is something every human is born with and it can only flourish if it is nurtured. Technology in certain people’s hands can increase quality of work and idea generation while on the other hand it can also make people lazy and depend heavily on it. In the past an artist wasn’t able to make 3-D art and he could neither manipulate images with ease as he could have done with a computer application. In today’s modern era an artist is only limited by his imagination because computer applications such Photoshop and Illustrator allow him explore and create amazing things with a lot of detail and accuracy. Costs also play an important factor in innovation and creation because you need money to invest in technology in order to support your research, further your ideas and eventually sell it to the public. Another example is Microsoft word which allows for easy data transfer and in turns speeds up the innovation process as ideas are shared faster. I n order to stimulate creativity, more work should be done on personalization in technology as it provides a holistic approach for developing technology in conjunction with the outstanding creativity in action. New Digital Technology has had a great impact on manufacturing organizations because they are continuously seeking to lower their costs by introducing technology to replace physical labour. At first thought one might think that it is bad, however upon closer inspection one may see that it is allowing humans to work hand in hand with technology itself. Instead of doing physical labour, machines are allowing us to focus on using our brains to become more skilled at innovating and generating ideas. Advanced Manufacturing technology changed the definition of the job as a worker at a factory. Previously employees use to do all the work necessary to get the product finished and now all that has changed. Today employees supervise machines and make use of reprogrammable software in order to control them. The implication of this implementation is that the productivity chain produces better quality products and allows for faster output levels .Furthermore all the expenses spent that use to be spent on labour and training can now be spent on innovating new ways to further enhance productivity. Innovation plays an important role in the long term and it is necessary for the survival of organizations. A company exists in a dynamic and continuously changing environment. It is essential for a company to keep up with the pace of technology in order to survive in its own business environment. However, a company must also be aware of the needs for changes in its own organizational structure and functioning, in order to adapt itself to such a changing environment. Management of innovation is difficult because individuals adapt to their environment. It was found that innovation is affected a lot by leadership, group working, climate and problem solving style. Therefore it is of utmost importance that we include them in a model that facilitates humans to be more innovative. Technology facilitates the process of innovation with the use of prototypes. Prototypes give us a physical model of an idea which can be touched and then be refined into a better product for the consumer. Ideas ma y be innovative in theory however when they are applied to real life situations, they might end up not being as popular as expected. Therefore experiments are made in order to test their theories and see if it can be applied to enhance its current situation. Experiments on large scale projects cost a lot of money and therefore digital technology can be used cut down on costs and provide at the same time provide more detailed feedback. These experiments are done through simulation software which predicts all the possible outcomes using mathematical theories. In sum, too much addiction to the latest technological inventions seems to be a detriment to the psychological and physical health of our humans. It should be noted that a variety of technological temptations alienate person from person, even giving rise to a state of hopelessness and loneliness within us. Indulging in technology may trigger serious crises, such as academic plagiarism and moral deterioration. But on the other hand, the application of technology to all fields opens another door for us and allows us to be more creative and innovative.

Strategic Human Resource Management in Cadbury Schweppes

Strategic Human Resource Management in Cadbury Schweppes 1.1 Introduction The strategic management of an organizations human resource has been recognized as one of the keys to business success. This particular strategy generally involved the optimization of the employees potentials mainly through training and performance assessment. This organizational strategy has been integrated in several businesses mainly to improve profitability, establish stronger customer relations as well as achieve considerable business expansion. Strategic human resource management (SHRM) has indeed been applied to fulfill various important business goals and plans. Hence, major companies including Cadbury Schweppes, have been developing and applying various means on how to strategically manage one of their essential assets. Cadbury Schweppes is one of the major global players in the food manufacturing sector, specifically confectionery and beverage products. About two hundred countries worldwide are enjoying the companys world-renowned quality products and brands. The company has been able to expand successfully in different foreign countries mainly through its dedication to quality production as well as effective management and marketing practices. In order to progress further, the company still aims to continue on producing quality brands and products, meeting the needs of its shareholders and operating towards optimum performance. Cadbury Schweppes knows that its achievement to operate globally is attributable to its workforce. Thus, the company has been employing different strategies in order to strategically improve its human resources towards continuous global success. This study then analyzes how the company applies strategic human resource management it its operations. In particular, focus was centered on the assessment of the companys strategies for maximizing the potentials, assessing the performance and enhancing the skills of its workforce. This research was conducted mainly to determine the relation of Cadbury Schweppes global success to its SHRM practices. 1.2 The Research Background Strategic human resource management (SHRM) was actually derived from the conventional HR concepts. Due to the growing pressures in business, particularly in the need to become more competitive and innovative, organizations and human resource departments see it necessary to reconsider existing HR practices. The application of the new concept involves the modification of HR policies, provision of training programs, development of performance measurement systems as well as the promotion of the employees overall well-being. In turn, the changes in the HR practice then allowed companies to overcome some of the major hurdles in the business sector. Cadbury Schweppes is among the major companies operating in the world. Aside from multiple branches in several foreign countries, the product lines of the company as well as its market have continuously grown over the years. Along with its global growth and success, the company has constantly upgraded its SHRM efforts as well. The researcher then aims to determine how these HR strategies had contributed to the companys global achievement. Investigating on this HR topic can stress the connection between workforce and business efficiency. As effective employees have long been considered as essential to good business operations, identifying how the strategic management of human resource can contribute to greater success will then be of benefit to many other companies. The researcher then attempted to achieve this objective by using some of Cadbury Schweppes HR staff for information. Using a survey as the research instrument, the data obtained were then analyzed to develop the findings. 1.3 Research Value Considering the increasing competitiveness in the business sector, organizations are in need of maximizing its resources in order to operate successfully. One of these important resources is the organizational workforce. By means of determining the different approaches related to strategic human resource management, workforce issues encountered by other companies may be resolved. In addition, companies intending to operate of expand on the global level may achieve this goal by assessing and improving their human resource strategies. This research may also be of value to employees as this could encourage business companies in general to give due value to their workforce so as to achieve better business outcomes. This investigative study could also contribute to the human resource sector particularly by increasing awareness on SHRM and the new approaches other companies could apply. Clients or consumers may also benefit from this study as the increased awareness on SHRM approaches can likely enhance both production and service provision of other companies. 1.4 Research Aims and Objectives This study aims to determine the role of strategic human resource management in the achievement of Cadbury Schweppes global growth and success. Below are the specific objectives of this research study: To determine the role if strategic human resource management in shaping the development processes of Cadbury Schweppes To analyze the performance assessment, training and potential-maximizing strategies of the global company To identify and analyze the human resource strategies of the company that allowed it to operate globally To relate various human resource management theories to the identified strategies of the company 1.5 The Research Outline The entire study is divided into five chapters. The first chapter presents the background of the study, the objectives, research problems and its significance. In the second chapter, literatures and published documents pertaining to strategic human resource management and the strategies applied by Cadbury Schweppes are discussed. The research methodology used for this study is discussed in chapter three. Specifically, this chapter focuses on the description of the participants, sampling technique and the research instruments utilized in the process. In chapter 4, the results of the survey are presented. Literatures supporting the findings of the study are also integrated in the discussion section of the chapter. Finally, the fifth chapter summarizes the findings of the research; significant conclusions as well as appropriate recommendations are also included in the final chapter. Chapter II: LITERATURE REVIEW 2.1 A Brief Historical Background of Cadbury Schweppes Cadbury Schweppes is actually a company established by a merger involving two of the greatest companies in UK. Jacob Schweppe was the one behind the perfection of the carbonated mineral water manufactured in Switzerland in 1783. On the other hand, John Cadbury established the now world-renowned chocolate manufacturing company in 1824. Over the years, both companies have operated successfully and became household brand names in the British region. It was not until 1969 when these two manufacturing giants decided to merge. Through organic program and acquisition, both companies were able to expand the business worldwide (Cadbury Schweppes 2006a). As two big companies joined into one, the new company developed and implemented several business strategies that led to its success. For instance, during the middle part of the 1980s, Cadbury Schweppes decided to center its attention on its international brand confectionery and beverages. Through this strategy, the company was able to strengthen its key brand names and even led to the purchase of some other major food brands such as Motts, Canada Dry, Trebor, Bassett, Dr. Pepper and Seven Up as well as Hawaiian Punch. The acquisition of other popular brands of the company continued up to the new millennium. In 2000 for example, Cadbury Schweppes acquired the Snapple and Hollywood and even took the second spot in the French soft drink sector when it acquired Orangina. In 2002, the company placed number two in chewing gum production by acquiring Dandy, a Danish chewing gum brand and became the number one company in confectionery at the global level. For $4.2 billion, the company also a nnounced its acquisition of yet another major brand called Adams (Cadbury Schweppes 2006a). 2.1.1 A Brief History and Importance of SHRM Strategic human resource management is considered as the extension of HRM. While HRM is focused on the theoretical concepts, SHRM is centered on how these theoretical foundations should be implemented. The concept of SHRM was actually brought about by the growing pressures of change. Organizations started to realize that changes in the conventional human resource activities must be carried out. This change would help much organization overcome new issues and challenges related to the human resource concept. In turn, human resource agencies and departments have been active in encouraging HR managers to develop means of applying strategy to the HR function (Niehaus 1995). This then gave rise to what is now called SHRM. Strategic Human Resource Management (SHRM) is a strategic approach that helps in managing employee relations. This HR concept emphasizes that leveraging peoples capabilities is critical to achieving sustainable competitive advantage. SHRM is actually applied by means of a distinctive set of integrated employment policies, programs and practices. Considering the increasing competition in the working sector, it is important that the employees are equipped with the abilities so as to assist their organization in overcoming such challenge (Bratton Gold 2003). SHRM gives emphasis on the integration of learning and organization. This means that the conception of learning must be considered by the organization as a purposeful business process (Ruona Roth 2000). Walton (1999) noted that SHRM is made of the introduction, elimination, modification and directional procedures and responsibilities where all employees are armed with the knowledge, skills and competencies necessary for them to pe rform various organizational tasks effectively. Through SHRM processes, employees are able to learn how they can improve their skills and enrich their knowledge, which are very useful in their overall work output. The efficiency of the employees will naturally lead to greater productivity and higher levels of customer satisfaction as well as loyalty. The application of SHRM is also essential for the personal and professional development of the employees, which in turn makes them more confident and committed in their work. The ultimate outcome of SHRM is the attainment of a strong and sustainable competitive advantage out of the companys workforce. For companies, generating competitive advantages out of their workforces is an important key in becoming globally competitive (McWilliams, Van Fleet Wright 2001). Schuler, Dowling and De Cieri (1993) noted that in order to successfully compete in the global market, human resources must be deployed effectively. 2.1.2 A Brief History of Human Resource Strategy of Cadbury Schweppes plc and its impact on the company The human resource strategy of Cadbury Schweppes originated from the company main operation purpose which is to work together to produce brands that others would love. In particular, the company developed a goal related to corporate social responsibility (CSR) in order to achieve this. This goal would direct the company to become socially responsible not only to their consumers but to the people working for it as well. As this goal covers the workforce sector, Cadbury Schweppes develops human resource strategies that are patterned CSR and ethical practices. In fact, one of the essential factors the company uses in its business operations is ethical behavior as well as the establishment of close relations with its stakeholders. The company generally believes that ethical business practices and respect for human rights are core foundation on how the company works and deals with people; the company also claims that good ethics works well with good business, resulting to long term succes s (The Times 100 2006). These core values then became the main influence for the companys human resource strategies. The HR strategies of the company are also influenced by the Quaker values which promote social reform, justice and equality. Thus, from the beginning of its operations, the company has always treated its employees with respect; the company also cares for the welfare of its staff. This explains why the company included sport facilities, parks and housing opportunities for its employees. It is also part of the companys human resource strategy to inculcate its ethical business culture to its employees by ensuring that all staff members understand the values and behavior the company expects from them; this has been achieved through the companys à ¢Ã¢â€š ¬Ã…“Our Business Principlesà ¢Ã¢â€š ¬? statement. The good practice of Cadbury Schweppes was even recognized in 2003 by the Management Today magazine where it was voted as one of the most admirable companies for fulfilling it environmental and community responsibility. During the same year, the company also placed second for the Food and Drink sector in the Business in the Community per cent club index for doing its social responsibilities (The Times 100 2006). 2.2 Human Resource Strategies of Cadbury Schweppes Over the years, the company has implemented several means to manage its human resources strategically. These strategies include those that maximize potentials, train employees, manage HR risks and assess performance. 2.2.1 Maximizing Potentials One of the key personnel of Cadbury Schweppes is its managers. Thus, in order to optimize their skills, the company applied various strategic programs. One of which is its Building Strategic Capabilities (BSC) program that was developed in 1998. This program course was applied in order to maximize the potentials of the companys managers. The program is made up of three important elements. One is that the program course involved the study of real strategic issues rather than hypothetical cases; this made the course content more applicable to actual business problems the managers would encounter. Another important element of this program course was that the process of strategic decision-making is studied from goal-setting to performance-monitoring. This element of the program aims to enhance the managers strategic language, in order for them to be equipped with the necessary processes and standards for effective strategy implementation. Finally, this program is also made up of an eleme nt, which exposes managers to practical or hands-on training. This element is conducted by letting the program participants interact with the members of the top management. For the past five years since this potential-maximizing program has been implemented, Cadbury Schweppes BSC program is still used as the main approach for executive development (Morley Hepplewhite 2004). The company has continuously developed programs and strategies that would optimize the skills of its staff. For example, in 2005, Cadbury Schweppes pursued its People Strategy through its Building Commercial Capabilities program. This strategy is a group learning and development activity which is implemented to ensure that the full potential of all employees are realized. The program aims to develop the participants marketing and sales expertise as well as their commercial decision-making skills; this is done by studying the standard Cadbury Schweppes marketing and selling technique. A total of 1,000 managers have participated in this program (Cadbury Schweppes 2006b). 2.2.2 Training Training is an important aspect of the companys SHRM strategy. Aside from ensuring that all employees have equal access to the companys training opportunities, Cadbury Schweppes also develops training programs that improve the competency of its workforce. For this year, the company developed Passion for People, a people management training program. This aims to teach the standard approach used for managing people; it is also the goal of this program to refresh such management approach among current employees (Cadbury Schweppes 2006b). Bob Stack, Cadbury Schweppes Chief Human Resources Officer, also explained that this program is also conducted for the purpose of improving the drive performance skills of the managers. Furthermore, it is the objective of this training program to instill among employees the values and behavior that make up the companys culture (Cadbury Schweppes 2006c). The company does not only provide training opportunities to the new employees but also offer regular updates of the existing staff members. This strategy is also applicable in cases when one of its employees becomes disabled. When this happens, Cadbury Schweppes sees to it that an alternative job is offered. Moreover, re-training efforts are also provided to the employee if necessary (Cadbury Schweppes 2006b). 2.2.3 Risk Management In order to support the SHRM strategies of Cadbury Schweppes, the company include appropriate HR policies particularly in the recruitment, selection and hiring of employees. Other common work issues are also covered by the companys HR regulations. Through these strategic policies, the company is able to maintain its standards and meet desired business outcomes. Patterned after its ethical business practices, the companys policies promote equal employment opportunities within its global businesses. Thus, Cadbury Schweppes is a company committed to selecting employees based on their abilities and potentials; it is part of the companys SHRM strategy to optimize the talents and experience the employees have and help them realize their other capabilities. The company believes that by shaping its HR policies with this ethical commitment, the business will not only employ people of talent but it will also help is establishing a good image in the communities where it operates (International Labor Organization 2002). In recruiting and selecting employees, it is Cadbury Schweppes aim to hire the best people for the position it offers and use methods that are free from bias and discrimination. For employee selection, the company ensures that necessary criteria including skills, knowledge, qualifications and experience of the applicants are clearly defined. Psychometric testing, assessment techniques ad other selection methods should also be non-discriminatory. It must be clearly described why the applicant was selected; for this, records for employee selection decisions are kept and stored. The advertisements of the company for the job positions it is offering should also be patterned after the equal employment aspect. In particular, the company must ensure that the advertisements present enough opportunities that most people can apply for. Moreover, these advertisements must reach even underrepresented communities and groups (International Labor Organization 2002). In order to improve its selectio n process, the company had also recently used an online system for its testing procedures. An electronic version of its psychometric tests has been installed so as to make this vital phase of selection faster and more efficient (Graduate Recruiter 2006). The risks involved in human resource management are also controlled by Cadbury Schweppes through relevant policies. For instance, the company follows a compensation structure which is not influenced by the employees color, race, ethnic origin, gender, marital status, religion, disability or age. The career development of the employees is also dependent solely on their merits and abilities. The access of the employees to training is also covered by the companys policies. Specifically, regardless of the employees race or origin, all employees of Cadbury Schweppes have equal access to training. Moreover, if certain employees are in need of educational or skill support, the company provides them with the necessary training; this would allow them to progress equally with other employees (International Labor Organization 2002). Fairness and equality are also part of the companys policies used for handling work issues, grievance matters and discipline. When such issues arise, the company ensures that the situations are assessed fairly and on the same basis as with similar cases. For bullying and harassment, the company also requires all its business units to develop clear guidelines that would help manage these human resource problems. These ensure that the employees are aware on how to report and address these matters. The development and use of these guidelines also help these issues from happening (International Labor Organization 2002). Aside from preventing HR-related risks through policies, the company also develops helpful programs that would promote the well-being of the employees. For example, the company conducts education programs for the employees health and nutrition; whole-family health management schemes are also implemented. In order to support these programs, the company also provides nutrition-oriented on-site cafeterias. Medical facilities are also made available in the company to meet the employees basic safety and health requirements. Aside from the employees physical well-being, their mental health is also cared for; this is done through the provision of counseling services. This aims to assist the employees in handling personal and work-related issues (Cadbury Schweppes 2006b). 2.2.4 Performance Assessment The SHRM application of the company also involves the assessment or measurement of the performance of its employees. Specifically, the company uses a two-part performance measurement system. The line manager is the one in charge of assessing the individual performance of the employee every half and end of the year. Clearly developed performance objectives are used for the evaluation. The line manager presides a formal meeting with the employee to be assessed; during this time, the set objectives set at the beginning of the year is documented by the line manager and signed by the employee (Cadbury Schweppes 2006d). The utilization of a performance measurement system at Cadbury Schweppes allowed the company to fulfill its goal of giving due value on its employees development, growth and performance management. Through this system, the company is able to recognize and reward the employees who have displayed exemplary performance and gave much contribution to the companys success. Having a designed system allowed the company to apply a consistent approach for appraising the employees performance, even for those working in other international offices. This approach is composed of tools that facilitate the employees career development and personal growth; Reward programs are also included. These programs generally help in motivating the employees to contribute more for attaining business success (Cadbury Schweppes 2006e). The managers of the company are also assessed using this system. Specifically, the company makes use behavioral factors that support its global leadership needs, which include accountability, adaptability, aggressiveness, forward-thinking capability, motivation, collaboration, teamwork and company values. A separate assessment process is also used by the company in order to evaluate other potentials of its managers; this enables the company to identify other roles its managers could perform. Due rewards are also provided to the individual based on the outcome of his or her performance appraisal (Cadbury Schweppes 2006d). Aside from the individual performance of the employees and managers, the overall performance of the business in relation to the people it serves is also assessed. For this, Cadbury Schweppes uses the climate survey tool that has the ability to identify the relation between overall business performance and employee engagement. This tool was initially used for the companys 10,000 global managers in 2004 and then applied too all employees the following year (Cadbury Schweppes 2006d). 2.3 Impact of the companys HR strategies The use of multiple strategies related to SHRM application has generally been beneficial for Cadbury Schweppes. The performance measurement system of the company for example, motivated the employees to work their best. This finding was further stressed when a study finding showed that almost 90% of the companys global employees are proud to be employed by Cadbury Schweppes. The survey conducted by the company also showed that the employees are highly committed and engaged to good work performance. The commitment of the employees represents the employees attachment to the company while engagement indicates the level of effort the employees are willing to give for the company; they key factors have been directly related to the surveys key areas. The findings clearly showed that Cadbury Schweppes succeeds globally through its employees engagement and commitment, which were brought about by its HR strategies. The outcome of the survey was further stressed by the employee turnover records of the company. As of 2003, the turnover rate was at low level of 2.5% at an annual basis; executive population has also dropped minimally from 180 to 165 in 2003 to 2004. The number of women working in the company on the other hand had increased from 11% in 2003 to 13% in 2004. Despite the promising outcome of the survey, the company sees it necessary to continuously improve the level of engagement employees have for good performance (Cadbury Schweppes 2006e). The performance appraisal system also made the employees more aware of what the company expects from them; this strategy also encouraged the employees to constantly seek ways on how their performance can be improved. The utilization of the performance system has also been helpful for the company as it becomes more knowledgeable with the operation areas that need improvements (Cadbury Schweppes 2006d). In general, having a performance appraisal system in the companys SHRM strategy helped it to become proactive in maintaining its good business practices and in developing ways on how to be a better company. The training and programs of the company has also been showing positive outcomes. Its communication-related programs for example, have been able to enhance the employees communication and engagement level. These skill developments in turn, enabled the company to accomplish several collective bargaining agreements. The SHRM efforts of the company also encourage share ownership among the employees. Specifically, the HR strategy of Cadbury Schweppes made its all-employee share plan arrangements accessible to its employees in UK, US, Spain, New Zealand, Mexico, Portugal, Netherlands, Germany, Australia, France and Ireland. This achievement helped in bringing the companys global employees together (Cadbury Schweppes 2006b). The use of ethical practices in the recruitment and selection of the companys employees has also been of benefit especially in ensuring the high standard performance of the staff. Improving the means of recruiting through information technology systems has also helped the company in short listing the best applicants. Since this development has improved the speed of the of the recruitment process, the company has more time to assess job-related exercises. The improved psychometric test allows Cadbury Schweppes to gain information that emphasize the candidates distinct abilities (Graduate Recruiter 2006). Chapter III: RESEARCH METHODOLOGY 3.1 Introduction Strategic human resource management has been recognized by various companies as an important factor for achieving business success. Cadbury Schweppes is among those major companies who have long been applying various human resource strategies to achieve good business outcomes. This research was then conducted with aim of identifying the role of SHRM in the achievement of global success using the case of Cadbury Schweppes in UK. In order to achieve this research aim, the researcher used the descriptive method of research. A total of 30 respondents from the companys human resource department were selected in random. The survey questionnaire, structure in Likert-format, served as the main research instrument for this study. In addition to primary information, the researcher also used books, journals and other literatures as sources of secondary data. By means of weighted mean computation and the Likert scale, the results of the survey were then analyzed; relevant literatures were used t o discuss these results. 3.2 Data Requirement In order to achieve the objectives of this research, the researcher would need data that would describe the role of SHRM to the global growth and success of Cadbury Schweppes. For this, the researcher would have to contact people who are knowledgeable of the HR strategies developed and implemented by the company; people who are aware of how these strategies had impacted Cadbury Schweppes would also be helpful in answering the needs of this study. Thus, the researcher saw it appropriate to use some of the human resource staff from the company. Considering their participation and experience with these HR strategies, they would be able to provide the data required of this study. 3.3 Research Design In this research, the descriptive method was utilized. The purpose of employing the descriptive method is to describe the nature of a condition, as it takes place during the time of the study and to explore the cause or causes of a particular condition. The researcher opted to use this kind of research considering the desire to acquire first hand data from the respondents so as to formulate rational and sound conclusions and recommendations for the study. According to Creswell (1994), the descriptive method of research is to gather information about the present existing condition. This research method is advantageous for the researcher due to its flexibility; this method can use either qualitative or quantitative data or both, giving the researcher greater options in selecting the instrument for data-gathering. The aim of the research is to determine the role strategic human resource management in the global growth of Cadbury Schweppes; the descriptive method was then appropriate for this research since this method is used for gathering prevailing conditions. The research used human resource management employees as respondents from Cadbury Schweppes based in UK in order to gather relevant data; the descriptive method was then appropriate as this allowed the identification of the similarities and differences of the respondents answers. 3.3.1 Research Philosophy In order to carry out the research, the researcher ensured that a certain research philosophy framework is followed throughout the process. In particular, as this study will make use of human participants for data collection, ethical considerations were taken into account. This is in line with the researchers aim of carrying out the entire process ethically. Among the significant ethical issues that need attention include consent, confidentiality and data protection. Gaining Consent Securing permission and gaining the consent of the participants for this study is an important ethical consideration. In order to do so, the researcher relayed the aims of the research clearly to all participants. Each participant was asked to accomplish a consent form, stating in detail all the activities involved as well as the purpose of the study. The reasons why the human resource staff of the company was selected as participants were also stated so as to enable the selected participants to connect the aims of the research with that of the participant qualifications. In the consent form, the researcher also discussed in detail all the treatments or procedures to be done in the process. The possible risks that may be part of the research were also discussed with the participants in orde Strategic Human Resource Management in Cadbury Schweppes Strategic Human Resource Management in Cadbury Schweppes 1.1 Introduction The strategic management of an organizations human resource has been recognized as one of the keys to business success. This particular strategy generally involved the optimization of the employees potentials mainly through training and performance assessment. This organizational strategy has been integrated in several businesses mainly to improve profitability, establish stronger customer relations as well as achieve considerable business expansion. Strategic human resource management (SHRM) has indeed been applied to fulfill various important business goals and plans. Hence, major companies including Cadbury Schweppes, have been developing and applying various means on how to strategically manage one of their essential assets. Cadbury Schweppes is one of the major global players in the food manufacturing sector, specifically confectionery and beverage products. About two hundred countries worldwide are enjoying the companys world-renowned quality products and brands. The company has been able to expand successfully in different foreign countries mainly through its dedication to quality production as well as effective management and marketing practices. In order to progress further, the company still aims to continue on producing quality brands and products, meeting the needs of its shareholders and operating towards optimum performance. Cadbury Schweppes knows that its achievement to operate globally is attributable to its workforce. Thus, the company has been employing different strategies in order to strategically improve its human resources towards continuous global success. This study then analyzes how the company applies strategic human resource management it its operations. In particular, focus was centered on the assessment of the companys strategies for maximizing the potentials, assessing the performance and enhancing the skills of its workforce. This research was conducted mainly to determine the relation of Cadbury Schweppes global success to its SHRM practices. 1.2 The Research Background Strategic human resource management (SHRM) was actually derived from the conventional HR concepts. Due to the growing pressures in business, particularly in the need to become more competitive and innovative, organizations and human resource departments see it necessary to reconsider existing HR practices. The application of the new concept involves the modification of HR policies, provision of training programs, development of performance measurement systems as well as the promotion of the employees overall well-being. In turn, the changes in the HR practice then allowed companies to overcome some of the major hurdles in the business sector. Cadbury Schweppes is among the major companies operating in the world. Aside from multiple branches in several foreign countries, the product lines of the company as well as its market have continuously grown over the years. Along with its global growth and success, the company has constantly upgraded its SHRM efforts as well. The researcher then aims to determine how these HR strategies had contributed to the companys global achievement. Investigating on this HR topic can stress the connection between workforce and business efficiency. As effective employees have long been considered as essential to good business operations, identifying how the strategic management of human resource can contribute to greater success will then be of benefit to many other companies. The researcher then attempted to achieve this objective by using some of Cadbury Schweppes HR staff for information. Using a survey as the research instrument, the data obtained were then analyzed to develop the findings. 1.3 Research Value Considering the increasing competitiveness in the business sector, organizations are in need of maximizing its resources in order to operate successfully. One of these important resources is the organizational workforce. By means of determining the different approaches related to strategic human resource management, workforce issues encountered by other companies may be resolved. In addition, companies intending to operate of expand on the global level may achieve this goal by assessing and improving their human resource strategies. This research may also be of value to employees as this could encourage business companies in general to give due value to their workforce so as to achieve better business outcomes. This investigative study could also contribute to the human resource sector particularly by increasing awareness on SHRM and the new approaches other companies could apply. Clients or consumers may also benefit from this study as the increased awareness on SHRM approaches can likely enhance both production and service provision of other companies. 1.4 Research Aims and Objectives This study aims to determine the role of strategic human resource management in the achievement of Cadbury Schweppes global growth and success. Below are the specific objectives of this research study: To determine the role if strategic human resource management in shaping the development processes of Cadbury Schweppes To analyze the performance assessment, training and potential-maximizing strategies of the global company To identify and analyze the human resource strategies of the company that allowed it to operate globally To relate various human resource management theories to the identified strategies of the company 1.5 The Research Outline The entire study is divided into five chapters. The first chapter presents the background of the study, the objectives, research problems and its significance. In the second chapter, literatures and published documents pertaining to strategic human resource management and the strategies applied by Cadbury Schweppes are discussed. The research methodology used for this study is discussed in chapter three. Specifically, this chapter focuses on the description of the participants, sampling technique and the research instruments utilized in the process. In chapter 4, the results of the survey are presented. Literatures supporting the findings of the study are also integrated in the discussion section of the chapter. Finally, the fifth chapter summarizes the findings of the research; significant conclusions as well as appropriate recommendations are also included in the final chapter. Chapter II: LITERATURE REVIEW 2.1 A Brief Historical Background of Cadbury Schweppes Cadbury Schweppes is actually a company established by a merger involving two of the greatest companies in UK. Jacob Schweppe was the one behind the perfection of the carbonated mineral water manufactured in Switzerland in 1783. On the other hand, John Cadbury established the now world-renowned chocolate manufacturing company in 1824. Over the years, both companies have operated successfully and became household brand names in the British region. It was not until 1969 when these two manufacturing giants decided to merge. Through organic program and acquisition, both companies were able to expand the business worldwide (Cadbury Schweppes 2006a). As two big companies joined into one, the new company developed and implemented several business strategies that led to its success. For instance, during the middle part of the 1980s, Cadbury Schweppes decided to center its attention on its international brand confectionery and beverages. Through this strategy, the company was able to strengthen its key brand names and even led to the purchase of some other major food brands such as Motts, Canada Dry, Trebor, Bassett, Dr. Pepper and Seven Up as well as Hawaiian Punch. The acquisition of other popular brands of the company continued up to the new millennium. In 2000 for example, Cadbury Schweppes acquired the Snapple and Hollywood and even took the second spot in the French soft drink sector when it acquired Orangina. In 2002, the company placed number two in chewing gum production by acquiring Dandy, a Danish chewing gum brand and became the number one company in confectionery at the global level. For $4.2 billion, the company also a nnounced its acquisition of yet another major brand called Adams (Cadbury Schweppes 2006a). 2.1.1 A Brief History and Importance of SHRM Strategic human resource management is considered as the extension of HRM. While HRM is focused on the theoretical concepts, SHRM is centered on how these theoretical foundations should be implemented. The concept of SHRM was actually brought about by the growing pressures of change. Organizations started to realize that changes in the conventional human resource activities must be carried out. This change would help much organization overcome new issues and challenges related to the human resource concept. In turn, human resource agencies and departments have been active in encouraging HR managers to develop means of applying strategy to the HR function (Niehaus 1995). This then gave rise to what is now called SHRM. Strategic Human Resource Management (SHRM) is a strategic approach that helps in managing employee relations. This HR concept emphasizes that leveraging peoples capabilities is critical to achieving sustainable competitive advantage. SHRM is actually applied by means of a distinctive set of integrated employment policies, programs and practices. Considering the increasing competition in the working sector, it is important that the employees are equipped with the abilities so as to assist their organization in overcoming such challenge (Bratton Gold 2003). SHRM gives emphasis on the integration of learning and organization. This means that the conception of learning must be considered by the organization as a purposeful business process (Ruona Roth 2000). Walton (1999) noted that SHRM is made of the introduction, elimination, modification and directional procedures and responsibilities where all employees are armed with the knowledge, skills and competencies necessary for them to pe rform various organizational tasks effectively. Through SHRM processes, employees are able to learn how they can improve their skills and enrich their knowledge, which are very useful in their overall work output. The efficiency of the employees will naturally lead to greater productivity and higher levels of customer satisfaction as well as loyalty. The application of SHRM is also essential for the personal and professional development of the employees, which in turn makes them more confident and committed in their work. The ultimate outcome of SHRM is the attainment of a strong and sustainable competitive advantage out of the companys workforce. For companies, generating competitive advantages out of their workforces is an important key in becoming globally competitive (McWilliams, Van Fleet Wright 2001). Schuler, Dowling and De Cieri (1993) noted that in order to successfully compete in the global market, human resources must be deployed effectively. 2.1.2 A Brief History of Human Resource Strategy of Cadbury Schweppes plc and its impact on the company The human resource strategy of Cadbury Schweppes originated from the company main operation purpose which is to work together to produce brands that others would love. In particular, the company developed a goal related to corporate social responsibility (CSR) in order to achieve this. This goal would direct the company to become socially responsible not only to their consumers but to the people working for it as well. As this goal covers the workforce sector, Cadbury Schweppes develops human resource strategies that are patterned CSR and ethical practices. In fact, one of the essential factors the company uses in its business operations is ethical behavior as well as the establishment of close relations with its stakeholders. The company generally believes that ethical business practices and respect for human rights are core foundation on how the company works and deals with people; the company also claims that good ethics works well with good business, resulting to long term succes s (The Times 100 2006). These core values then became the main influence for the companys human resource strategies. The HR strategies of the company are also influenced by the Quaker values which promote social reform, justice and equality. Thus, from the beginning of its operations, the company has always treated its employees with respect; the company also cares for the welfare of its staff. This explains why the company included sport facilities, parks and housing opportunities for its employees. It is also part of the companys human resource strategy to inculcate its ethical business culture to its employees by ensuring that all staff members understand the values and behavior the company expects from them; this has been achieved through the companys à ¢Ã¢â€š ¬Ã…“Our Business Principlesà ¢Ã¢â€š ¬? statement. The good practice of Cadbury Schweppes was even recognized in 2003 by the Management Today magazine where it was voted as one of the most admirable companies for fulfilling it environmental and community responsibility. During the same year, the company also placed second for the Food and Drink sector in the Business in the Community per cent club index for doing its social responsibilities (The Times 100 2006). 2.2 Human Resource Strategies of Cadbury Schweppes Over the years, the company has implemented several means to manage its human resources strategically. These strategies include those that maximize potentials, train employees, manage HR risks and assess performance. 2.2.1 Maximizing Potentials One of the key personnel of Cadbury Schweppes is its managers. Thus, in order to optimize their skills, the company applied various strategic programs. One of which is its Building Strategic Capabilities (BSC) program that was developed in 1998. This program course was applied in order to maximize the potentials of the companys managers. The program is made up of three important elements. One is that the program course involved the study of real strategic issues rather than hypothetical cases; this made the course content more applicable to actual business problems the managers would encounter. Another important element of this program course was that the process of strategic decision-making is studied from goal-setting to performance-monitoring. This element of the program aims to enhance the managers strategic language, in order for them to be equipped with the necessary processes and standards for effective strategy implementation. Finally, this program is also made up of an eleme nt, which exposes managers to practical or hands-on training. This element is conducted by letting the program participants interact with the members of the top management. For the past five years since this potential-maximizing program has been implemented, Cadbury Schweppes BSC program is still used as the main approach for executive development (Morley Hepplewhite 2004). The company has continuously developed programs and strategies that would optimize the skills of its staff. For example, in 2005, Cadbury Schweppes pursued its People Strategy through its Building Commercial Capabilities program. This strategy is a group learning and development activity which is implemented to ensure that the full potential of all employees are realized. The program aims to develop the participants marketing and sales expertise as well as their commercial decision-making skills; this is done by studying the standard Cadbury Schweppes marketing and selling technique. A total of 1,000 managers have participated in this program (Cadbury Schweppes 2006b). 2.2.2 Training Training is an important aspect of the companys SHRM strategy. Aside from ensuring that all employees have equal access to the companys training opportunities, Cadbury Schweppes also develops training programs that improve the competency of its workforce. For this year, the company developed Passion for People, a people management training program. This aims to teach the standard approach used for managing people; it is also the goal of this program to refresh such management approach among current employees (Cadbury Schweppes 2006b). Bob Stack, Cadbury Schweppes Chief Human Resources Officer, also explained that this program is also conducted for the purpose of improving the drive performance skills of the managers. Furthermore, it is the objective of this training program to instill among employees the values and behavior that make up the companys culture (Cadbury Schweppes 2006c). The company does not only provide training opportunities to the new employees but also offer regular updates of the existing staff members. This strategy is also applicable in cases when one of its employees becomes disabled. When this happens, Cadbury Schweppes sees to it that an alternative job is offered. Moreover, re-training efforts are also provided to the employee if necessary (Cadbury Schweppes 2006b). 2.2.3 Risk Management In order to support the SHRM strategies of Cadbury Schweppes, the company include appropriate HR policies particularly in the recruitment, selection and hiring of employees. Other common work issues are also covered by the companys HR regulations. Through these strategic policies, the company is able to maintain its standards and meet desired business outcomes. Patterned after its ethical business practices, the companys policies promote equal employment opportunities within its global businesses. Thus, Cadbury Schweppes is a company committed to selecting employees based on their abilities and potentials; it is part of the companys SHRM strategy to optimize the talents and experience the employees have and help them realize their other capabilities. The company believes that by shaping its HR policies with this ethical commitment, the business will not only employ people of talent but it will also help is establishing a good image in the communities where it operates (International Labor Organization 2002). In recruiting and selecting employees, it is Cadbury Schweppes aim to hire the best people for the position it offers and use methods that are free from bias and discrimination. For employee selection, the company ensures that necessary criteria including skills, knowledge, qualifications and experience of the applicants are clearly defined. Psychometric testing, assessment techniques ad other selection methods should also be non-discriminatory. It must be clearly described why the applicant was selected; for this, records for employee selection decisions are kept and stored. The advertisements of the company for the job positions it is offering should also be patterned after the equal employment aspect. In particular, the company must ensure that the advertisements present enough opportunities that most people can apply for. Moreover, these advertisements must reach even underrepresented communities and groups (International Labor Organization 2002). In order to improve its selectio n process, the company had also recently used an online system for its testing procedures. An electronic version of its psychometric tests has been installed so as to make this vital phase of selection faster and more efficient (Graduate Recruiter 2006). The risks involved in human resource management are also controlled by Cadbury Schweppes through relevant policies. For instance, the company follows a compensation structure which is not influenced by the employees color, race, ethnic origin, gender, marital status, religion, disability or age. The career development of the employees is also dependent solely on their merits and abilities. The access of the employees to training is also covered by the companys policies. Specifically, regardless of the employees race or origin, all employees of Cadbury Schweppes have equal access to training. Moreover, if certain employees are in need of educational or skill support, the company provides them with the necessary training; this would allow them to progress equally with other employees (International Labor Organization 2002). Fairness and equality are also part of the companys policies used for handling work issues, grievance matters and discipline. When such issues arise, the company ensures that the situations are assessed fairly and on the same basis as with similar cases. For bullying and harassment, the company also requires all its business units to develop clear guidelines that would help manage these human resource problems. These ensure that the employees are aware on how to report and address these matters. The development and use of these guidelines also help these issues from happening (International Labor Organization 2002). Aside from preventing HR-related risks through policies, the company also develops helpful programs that would promote the well-being of the employees. For example, the company conducts education programs for the employees health and nutrition; whole-family health management schemes are also implemented. In order to support these programs, the company also provides nutrition-oriented on-site cafeterias. Medical facilities are also made available in the company to meet the employees basic safety and health requirements. Aside from the employees physical well-being, their mental health is also cared for; this is done through the provision of counseling services. This aims to assist the employees in handling personal and work-related issues (Cadbury Schweppes 2006b). 2.2.4 Performance Assessment The SHRM application of the company also involves the assessment or measurement of the performance of its employees. Specifically, the company uses a two-part performance measurement system. The line manager is the one in charge of assessing the individual performance of the employee every half and end of the year. Clearly developed performance objectives are used for the evaluation. The line manager presides a formal meeting with the employee to be assessed; during this time, the set objectives set at the beginning of the year is documented by the line manager and signed by the employee (Cadbury Schweppes 2006d). The utilization of a performance measurement system at Cadbury Schweppes allowed the company to fulfill its goal of giving due value on its employees development, growth and performance management. Through this system, the company is able to recognize and reward the employees who have displayed exemplary performance and gave much contribution to the companys success. Having a designed system allowed the company to apply a consistent approach for appraising the employees performance, even for those working in other international offices. This approach is composed of tools that facilitate the employees career development and personal growth; Reward programs are also included. These programs generally help in motivating the employees to contribute more for attaining business success (Cadbury Schweppes 2006e). The managers of the company are also assessed using this system. Specifically, the company makes use behavioral factors that support its global leadership needs, which include accountability, adaptability, aggressiveness, forward-thinking capability, motivation, collaboration, teamwork and company values. A separate assessment process is also used by the company in order to evaluate other potentials of its managers; this enables the company to identify other roles its managers could perform. Due rewards are also provided to the individual based on the outcome of his or her performance appraisal (Cadbury Schweppes 2006d). Aside from the individual performance of the employees and managers, the overall performance of the business in relation to the people it serves is also assessed. For this, Cadbury Schweppes uses the climate survey tool that has the ability to identify the relation between overall business performance and employee engagement. This tool was initially used for the companys 10,000 global managers in 2004 and then applied too all employees the following year (Cadbury Schweppes 2006d). 2.3 Impact of the companys HR strategies The use of multiple strategies related to SHRM application has generally been beneficial for Cadbury Schweppes. The performance measurement system of the company for example, motivated the employees to work their best. This finding was further stressed when a study finding showed that almost 90% of the companys global employees are proud to be employed by Cadbury Schweppes. The survey conducted by the company also showed that the employees are highly committed and engaged to good work performance. The commitment of the employees represents the employees attachment to the company while engagement indicates the level of effort the employees are willing to give for the company; they key factors have been directly related to the surveys key areas. The findings clearly showed that Cadbury Schweppes succeeds globally through its employees engagement and commitment, which were brought about by its HR strategies. The outcome of the survey was further stressed by the employee turnover records of the company. As of 2003, the turnover rate was at low level of 2.5% at an annual basis; executive population has also dropped minimally from 180 to 165 in 2003 to 2004. The number of women working in the company on the other hand had increased from 11% in 2003 to 13% in 2004. Despite the promising outcome of the survey, the company sees it necessary to continuously improve the level of engagement employees have for good performance (Cadbury Schweppes 2006e). The performance appraisal system also made the employees more aware of what the company expects from them; this strategy also encouraged the employees to constantly seek ways on how their performance can be improved. The utilization of the performance system has also been helpful for the company as it becomes more knowledgeable with the operation areas that need improvements (Cadbury Schweppes 2006d). In general, having a performance appraisal system in the companys SHRM strategy helped it to become proactive in maintaining its good business practices and in developing ways on how to be a better company. The training and programs of the company has also been showing positive outcomes. Its communication-related programs for example, have been able to enhance the employees communication and engagement level. These skill developments in turn, enabled the company to accomplish several collective bargaining agreements. The SHRM efforts of the company also encourage share ownership among the employees. Specifically, the HR strategy of Cadbury Schweppes made its all-employee share plan arrangements accessible to its employees in UK, US, Spain, New Zealand, Mexico, Portugal, Netherlands, Germany, Australia, France and Ireland. This achievement helped in bringing the companys global employees together (Cadbury Schweppes 2006b). The use of ethical practices in the recruitment and selection of the companys employees has also been of benefit especially in ensuring the high standard performance of the staff. Improving the means of recruiting through information technology systems has also helped the company in short listing the best applicants. Since this development has improved the speed of the of the recruitment process, the company has more time to assess job-related exercises. The improved psychometric test allows Cadbury Schweppes to gain information that emphasize the candidates distinct abilities (Graduate Recruiter 2006). Chapter III: RESEARCH METHODOLOGY 3.1 Introduction Strategic human resource management has been recognized by various companies as an important factor for achieving business success. Cadbury Schweppes is among those major companies who have long been applying various human resource strategies to achieve good business outcomes. This research was then conducted with aim of identifying the role of SHRM in the achievement of global success using the case of Cadbury Schweppes in UK. In order to achieve this research aim, the researcher used the descriptive method of research. A total of 30 respondents from the companys human resource department were selected in random. The survey questionnaire, structure in Likert-format, served as the main research instrument for this study. In addition to primary information, the researcher also used books, journals and other literatures as sources of secondary data. By means of weighted mean computation and the Likert scale, the results of the survey were then analyzed; relevant literatures were used t o discuss these results. 3.2 Data Requirement In order to achieve the objectives of this research, the researcher would need data that would describe the role of SHRM to the global growth and success of Cadbury Schweppes. For this, the researcher would have to contact people who are knowledgeable of the HR strategies developed and implemented by the company; people who are aware of how these strategies had impacted Cadbury Schweppes would also be helpful in answering the needs of this study. Thus, the researcher saw it appropriate to use some of the human resource staff from the company. Considering their participation and experience with these HR strategies, they would be able to provide the data required of this study. 3.3 Research Design In this research, the descriptive method was utilized. The purpose of employing the descriptive method is to describe the nature of a condition, as it takes place during the time of the study and to explore the cause or causes of a particular condition. The researcher opted to use this kind of research considering the desire to acquire first hand data from the respondents so as to formulate rational and sound conclusions and recommendations for the study. According to Creswell (1994), the descriptive method of research is to gather information about the present existing condition. This research method is advantageous for the researcher due to its flexibility; this method can use either qualitative or quantitative data or both, giving the researcher greater options in selecting the instrument for data-gathering. The aim of the research is to determine the role strategic human resource management in the global growth of Cadbury Schweppes; the descriptive method was then appropriate for this research since this method is used for gathering prevailing conditions. The research used human resource management employees as respondents from Cadbury Schweppes based in UK in order to gather relevant data; the descriptive method was then appropriate as this allowed the identification of the similarities and differences of the respondents answers. 3.3.1 Research Philosophy In order to carry out the research, the researcher ensured that a certain research philosophy framework is followed throughout the process. In particular, as this study will make use of human participants for data collection, ethical considerations were taken into account. This is in line with the researchers aim of carrying out the entire process ethically. Among the significant ethical issues that need attention include consent, confidentiality and data protection. Gaining Consent Securing permission and gaining the consent of the participants for this study is an important ethical consideration. In order to do so, the researcher relayed the aims of the research clearly to all participants. Each participant was asked to accomplish a consent form, stating in detail all the activities involved as well as the purpose of the study. The reasons why the human resource staff of the company was selected as participants were also stated so as to enable the selected participants to connect the aims of the research with that of the participant qualifications. In the consent form, the researcher also discussed in detail all the treatments or procedures to be done in the process. The possible risks that may be part of the research were also discussed with the participants in orde