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Commuting to work is an everyday struggle history assignment help and resources: history assignment help and resources
Exam
Student’s Name
Institutional Affiliation
Date
Section 1
Question 2
Commuting to work is an everyday struggle. Professor Shirin in her article titled Commuting addresses commuting as an economic problem that has been neglected by scholars. The cost of getting to work is not only financial but also takes a toll on individuals who have to spend hours on the road and risk their lives especially women. Shirin, (2020), argues that commuting is a gendered practice as day to day travel to work is more hectic, dangerous and violent for women. 75% of women in Mumbai confessed to not feeling safe when using the public transport system, as they feared they might be raped, mugged or abducted (Shirin, 2020).
The commute women in Mumbai have to endure is a form of alienation. The women are alienated from themselves and from the process and this is because they work to live. They spend two or more hours commuting to work, they still have to adhere to an 8-hour work schedule, go back home and tend to the family. The women juggle a lot of activities that they have little time for themselves. The commute takes a toll on them because they have to wake early, come back home late and this distorts their sleep patterns. Ultimately, they are not happy and may suffer from stress and depression.
The presentation titled ‘The Future of Work‘ addresses four types of alienation. Alienation from products, processes, ourselves and others. Alienation from the process is perhaps the most common and this is because most employers expect their employees to work as ‘well-oiled machines.’ For the case of women in Mumbai, some employers do not care where the employees live and what they have to go through to get to work. What they most care about is whether the employee showed up in time, did they complete their tasks effectively and did they stay at work up to 5 p.m? The result of this alienation is employees experience burnout, stress, depression and even untimely death.
References
Shirin, M. R., (2020), Commuting. International Political Economy of Everyday Life. Retrieved from
http://i-peel.org/homepage/commuting/ on December 5, 2020.
The Future of Work. Living a Good Life? Work and Everyday Life. Presentation
Question 3
The pandemic has the potential to bring back a stronger sense of community and collective responsibility to one another and this will be good from the perspective of workers. Lent, (2020), explains that the world before the two world wars was dominated by European powers struggling to maintain their empires. After the Second World War, the IMF, World Bank and the United Nations were created to help avoid a similar war. It paved way for diplomacy to be used to solve conflicts between nations rather than full-scale war. As Lent, (2020), argues, this was something that was perceived to be impossible before and during the war. The fact that it happened acts as a foreshadow that anything is possible after the coronavirus pandemic.
Neoliberal norms came about to help serve the interest of individuals. Lent, (2020), explains that it was not until the 1970s during the oil crisis that these norms were formed under a capitalist society. These norms perceive humans as individualistic, selfish, calculating, and materialists and the free-market provided the framework to fit this kind of humans. The aftermaths of neoliberalism are already materializing as the gap between the rich and the poor is constantly increasing. Global warming is on the rise as people are thinking of personal interests rather than collective interests. For example, it is in the interest of everyone including those to come to preserve the earth but still, pollution goes on and the global average temperature has risen to threaten the entire humanity (Lent, 2020).
China has come under global scrutiny because of the pandemic. Experts believe that the country concealed important information about the virus early on that could have prevented its spread around the world (Liu, et al. 2019). The reasons for concealing the information were about national interests and saving face and that an example of a neoliberal norm. The coronavirus is a huge pandemic but compared to global warming, it is a drop in the ocean. If humans cannot cooperate in such a pandemic, then humanity is doomed. It is high time that humans stop thinking of personal interests but collective interests so that humanity survives. The question of whether one should wear a mask is not just about protecting oneself, but also about protecting others. To effectively protect others, individual interests have to be put aside and collective interests have given priority.
References
Lent, J. (2020). Coronavirus Spells the End of the Neoliberal Era. What’s next?’. Open Democracy, 12.
Liu, M., Gao, Y., Yuan, Y., Yang, K., Shi, S., Zhang, J., & Tian, J. (2020). Efficacy and Safety of Integrated Traditional Chinese and Western Medicine for Corona Virus Disease 2019 (COVID-19): a systematic review and meta-analysis. Pharmacological Research, 104896.
Question 4
Global migration is on the rise and it’s happening for all reasons; political, economic and social. Sharma, (2005) explains that political crisis is one of the reasons most people flee from South and Central America into the United States. In Canada, there are about 200,000 to 500,000 illegal migrants working in the agricultural and construction sectors. A major challenge in fighting for these migrants is the fear of being deported and taken back to the adversities they were running away from. For the reason that migrants cannot come out and have their issues settled, it becomes impossible to fight for them. They would rather live low lives working in fast-food chains, construction and agricultural sectors get some money and have safety rather than going back to a country in civil wars.
Migrant workers face the challenge of varying laws. This may not be a problem in Canada, but certainly, it is in the United States. As President Trump took office, one of his promises to Americans was to reduce the number of immigrants to the country. He built a wall along the Mexican border to stop illegal movements into the country and most notably enforced Executive order 13769 known as the Muslim ban (Pyle, Linvill, & Gennett, 2018). The executive order banned immigrants from specific countries and also deny them protection against wars, natural disasters and humanitarian crisis. For a migrant worker, that was a nightmare as rights such as temporary asylum were also slashed (Pyle, Linvill, & Gennett, 2018). The Muslim ban is facing a lot of criticism as an attack by the administration on the communities of colour, immigrants and Muslims. Nevertheless, this is a classic example of when the administration makes it difficult to fight for migrants, those fighting to protect them have no choice but to concede and the migrants suffer most.
References
Sharma, N. (2005). Canadian nationalism and the making of global apartheid. WOMEN AND ENVIRONMENTS INTERNATIONAL, 68, 9.
The Future of Work. Race, Gender and Border Ideologies Presentation.
Pyle, A. S., Linvill, D. L., & Gennett, S. P. (2018). From silence to condemnation: Institutional responses to “travel ban” Executive Order 13769. Public Relations Review, 44(2), 214-223.
Section 2
Question 2
Compare and Contrast Kathi Weeks and Karl Marx
Kathi Weeks challenges the assumption that work, or waged labour, is fundamentally a social and political good and she proposes a post-work culture that would permit individuals to be dynamic and creative rather than unremittingly bound to the employment relation (Volunteer Powered Community Radio, 2020). On the other hand, Marxism argument is that the capitalist system isolates the masses. Marx’s reasoning was that, even though employees produce things for the market, the control of things is not their hands but in the hands of the market forces. Individuals are expected to labour for capitalists who fully regulate the means of production, and maintain power in the place of work (Fourel, & Glollain, 2013).
Both Weeks and Marx agree that routine work that focuses on bottom lines perceive people as objects, that is, robot-like mechanisms for getting things done. Weeks in her books The Problem with Work, people have made work the primary element of social organizations. All, that people do for most of their time is work. Whether it is on a weekend or on a holiday, people still manage to work and spend less time with friends and families and even allocate less time for themselves. This kind of toxic thinking has been fueled by the idea that everyone can earn more money and live better lives when they work hard enough. Happiness has been tied to the amount of money one can earn and material things and when people do not earn enough they become depressed as they cannot meet their desires. This toxic kind of thinking woven into the brains of people, make them perfect robot-like individuals to employ as they will work to live. Other aspects of life then become insignificant because they have to work, earn more money and own more things (Volunteer Powered Community Radio, 2020). Marx’s ideas are in line with Weeks’ ideas, as a matter of fact, Marxism is the foundation under which Weeks build her work. Marx believed that when individuals work to chase money, work becomes monotonous and appropriate for machines and not for free creative individuals. Ultimately, individuals themselves turn into objects that have lost touch with human nature and decisions are made based on profit and losses considerations. Both authors conclude that too much work with little focus on human nature blocks people’s capacities to build a humane society (Fourel, & Glollain, 2013).
Both Weeks and Marx agree that alienation is the product of focusing on profitability. Both authors address the four types of alienation which include alienation from products, process, ourselves and others. They both detest these kinds of alienation. Workers are alienated from products, for example, assembly line workers in car manufacturing plants, build cars they cannot even afford. Another example is workers working in farms that produce fruits and vegetables yet they cannot afford a healthy lifestyle. Workers are alienated from the process when they are expected to work without failure and maintain high levels of productivity. The process does not take into account that humans are creative, and they also need rest, they have to abide by the established routine. Workers are alienated from themselves and others as they have a busy work schedule and little time for themselves and those close to them (Fourel, & Glollain, 2013).
Due to the similarity in both works, they have both been criticized that the world they are championing does not exist yet but may, as the world advances through history. For that world to exist, a society that is fully planned and regulated, and is without competition, profit, losses, money, and individual property will have to be designed. In reality, that is a world that is far from existing due to the huge disparities between the rich and the poor and the fact that people still want to own more than they actually need.
References
Interchange – The Strange Life of Work. Volunteer Powered Community Radio. Retrieved from
https://wfhb.org/news/interchange-the-strange-life-of-work-kathi-weeks/ on December 5, 2020.
Fourel, C., & Glollain, F., (2013). André Gorz: Thinker of Emancipation. Books & Ideas.
Comparison of Automobile and Tech Industries history assignment example
Portfolio
Student’s Name
Institutional Affiliation
Part 1: Comparative Analysis
Comparison of Automobile and Tech Industries
Main features
The automobile industry is dominated by giants such as Toyota, Volkswagen and General Motors whose growth came through economies of scale and rich history. The industry also has a market for luxurious high-end vehicles such as Lamborghini, Ferrari and Rolls Royce. The industry is also home to high-tech car manufacturers such as Tesla (Rawlinson, & Wells, 2016). Regardless of the niche a car manufacturer belongs, they all try to achieve fuel efficiency and reduce greenhouse gases emission. Global warming and other forms of pollution in big cities have been attributed to the exhaust fumes coming from cars. Every manufacturer is focusing on sustainability and the use of alternative sources of energy to power their cars and still maintain their market share if not grow it further (Rawlinson, & Wells, 2016).
The tech industry has grown tremendously in the last two decades. Considering where the tech industry is today, it is hard to fathom that as of the 1990s the industry was at its infancy. There are many players in this industry but perhaps the ones credited mostly with growth are Microsoft, Apple, International Business Machines (IBM) and Facebook. All tech companies desire to have a seamless connection between devices by increasing compatibility (Wolf, & Terrell, 2016). For example, Apple Incorporation changed from being a computer manufacturer to electronic goods manufacturer. This change allowed them to manufacture more goods such as iPods, smartwatches and smart televisions. The same strategy has been employed by Samsung and Huawei. The internet of things connection is what the industry is ultimately aiming for where devices will communicate with each other, understand the humans’ taste and preferences and act accordingly with minimal intervention. To make this leap, the industry is focusing on the 5G network rollout that boasts high speeds and will guarantee a seamless connection to allow devices to communicate with each other (Wolf, & Terrell, 2016).
Recent changes
Throughout the history of the automobile industry, it has been learning through experience, take, for instance, General Motors’ Chevrolet Malibu model. The model was designed with its fuel tanks on the rear end of the car and upon a rear-end collision, the tank would rapture and an explosion would follow. In 1979, General Motors was asked to pay $4.9 billion to the victims who suffered severe burns or lost their loved ones in the fires (Dixon, Hong, & Wu, 2020). By learning through experience and doing recalls, the profit margins for companies in the industry are very thin. Part of the reasons why recalls were very common is the human factor. Humans cannot work perfectly for a consistent period of time, they are bound to make mistakes and act based on emotions. When they are happy they work extremely well, and when they are not, they work averagely or poorly. Recent changes have seen large automobile manufacturers replace the workers on their factory floors with robots (Dixon, Hong, & Wu, 2020). These robots are extremely efficient, they do not tire and moreover, they do not work based on emotions. This has not only reduced the recalls but also increased productivity and profit margins because factories can operate for 24 hours and management only has to deal with minimal human factors. As much as the change conveyed efficiency in productivity, it also paved the way to laying off, hundreds of thousands of workers who have depended on the industry for a living (Dixon, Hong, & Wu, 2020).
The tech industry’s recent change has been effective due to the Covid-19 pandemic as people are required to work from home. The most efficient way of communicating has been through video conferencing. Perhaps the most notable video conferencing tool is Zoom but other players quickly adopted the technique to allow more people to connect. Microsoft came up with Microsoft teams, it also remarketed Skype, Google teams has also been established and Facebook is hinting at doing the same. The underlying success for such communication to be possible of portable devices came recently (Hechenbleikner, Samarov & Lin, 2020). Smartphones have so many capabilities today than they did 5 or 10 years ago. They have a lot of storage capacity, high-quality display, powerful cameras and higher processing power. As covid-19 continues to crash the economy and cause havoc, these powerful devices have enabled people to work and still earn a living (Hechenbleikner, Samarov & Lin, 2020).
Expected future trends
The automobile industry is working towards finding a different source of energy that is environmentally friendly to power their cars. Electric cars are now being manufactured at a higher volume but the infrastructure of fueling these cars still does not exist and others have focused on solar powered vehicles. Some scholars have argued that facing out fossil fuel cars is impossible because electric cars are not yet as good and powerful and furthermore, it will take years to create the infrastructure required to charge the cars (Dixon, Hong, & Wu, 2020). While a part of the industry has focused on green sources of energy, another one has focused on self-driving capabilities. Incorporating technology to allow cars to drive themselves and eliminate the human factor as most accidents are as a result of human error (Hechenbleikner, Samarov & Lin, 2020).
The tech industry and automobile may share a similar future trend. As tech industry focuses on the 5G rollout, one of the capabilities will be to enable self-driving cars. Cars are slowly becoming part of the internet of things, as they are an extension of part of human life when they are not in the house or place of work. Other areas that will be revitalized by 5G is medicine where surgeons using robotic arms will be able to conduct surgeries more efficiently (Hechenbleikner, Samarov & Lin, 2020).
Related graduate occupations
The tech industry and automobile industry all have some wonderful career opportunities in human resource management. A human resource manager (HR) is crucial in building an environment that is friendly to the workers and may lead to improved productivity as depicted in Hawthorne studies by Elton Mayo (Mannevuo, 2018). HR’s role is crucial in building networks in and out of the work environment and can turn social capital into a competitive advantage (Mannevuo, 2018). In the automobile industry, as robots are replacing the humans, HR’s role becomes crucial in reminding management that robots are efficient but still humans are needed. The robots have to be programmed and learn from experienced workers. The Tech industry on the other hand has not had a good track record when it comes to treating employees in the right way. Some of complained of long working hours and little pay (Schröder, 2016). These are all problems that need solving and create an opportunity for those interested in human resource management as a career.
Comparison of three organizations in one industry
Strategic statements and Future plans
Apple, Amazon and Microsoft are key players in the tech industry. The core values of Apple include; building products they believe in, they are enthusiastic, simplicity, creativity, care and unity (LI, 2019). Apple’s strategy is to deliver simple but well-designed products with a focus on minimalism, clean lines, and solid tones. Its objective is to convey the best personal computing devices and support individuals in over 150 countries (LI, 2019). The bestselling product of the firm is iPhone and it boasts of 13% market share according to Statista, (2020). Apple’s key activities are designing and selling their products, the company invests a lot more in aesthetics over device performance. Apple’s 2019 net sales amounted to $261 billion according to Statista, (2020). Apple plans to release another model of its flagship product (iPhone). The device will boast full OLED displays, increased battery size and improved performance (LI, 2019).
Microsoft’s values are innovation, diversity and social responsibility. Its objective is to empower individuals and organizations to accomplish more (Prasad, 2019). The firm’s strategy other than innovating, it focuses on making partnerships and acquiring other firms. The flagship product of the firm is Microsoft Windows which is an operating system and boasts 78% market share (Statista, 2020). The key activities of Microsoft include developing, accrediting and supporting consumer software products and services (Prasad, 2019). Microsoft’s revenue in 2019 was $38 billion with an operating income of $16 billion. The firm’s future plan is to spearhead 5G rollout and enable rapid growth in the Internet of Things (IoT) (Prasad, 2019).
Amazon’s core values are customer obsession, invent and simplify, earn trust and deliver results. Its objective is to be the most customer-centric organization and its strategy for accomplishing this objective is through a persistent commitment to the customer experience (Aćimović, Mijušković, & Milošević, 2020). Amazon’s leading business is e-commerce where it commands a 14% market share worldwide and its key activities include merchandising of its digital and physical goods (Aćimović, Mijušković, & Milošević, 2020). It also focuses on the design, development and optimization of its digital platforms as well as managing a complex supply chain and logistics. Amazon’s current revenue is $97 billion which is a 38% increase from 2019’s revenue. Amazon’s plan is to lease more planes and ensure that it can reach to most areas of the world faster and serve its customers (Aćimović, Mijušković, & Milošević, 2020).
Employer brand and SWOT analysis
Apple’s branding is founded on emotions and reputation. The commencing point is the feeling people get when they work for the organization. The employer’s brand is about lifestyle, imaginings, freedom, desire, expectations, dreams and ambitions (Amin, & Munsi, 2020). The strengths of the employer include the creation of a closed ecosystem and it means that the organization’s software and services are tightly regulated. It empowers the employer to have control over products and make them unique which is a source of pride. Apple makes a lot of money because of this strategy and employees earn a good living working for the company. On the downside, employees are always under pressure to innovate and deliver so that the customers’ experience can be improved (Amin, & Munsi, 2020).
Microsoft’s branding is anchored on empowerment. It capitalizes on its strong and good reputation to launch new products and attract top talent across the world. The employer’s strengths are embedded in its organizational culture. Microsoft values wellness and safety, total rewards, diversity and respect of human rights (Villela, 2020). Employees enjoy working in Microsoft because they are empowered and through training and development they become better. The weakness of the employer is the pressure employees are under especially on the verge of a launch of a new product. Typically, employees have to put in more hours, 45 to 60 hours a week (Villela, 2020).
Amazon’s branding is founded on the positioning. It is built on employee satisfaction as it desires to be known as the most employee-friendly organization in the world (Cunningham-Parmeter, 2016). The employer’s strengths lie in its ability to employ a wide range of skill sets, it employs pilots, engineers, truck drivers, warehouse managers, accountants, human resource managers and software developers. The company is big and has a presence in almost every part of the world and therefore, it can boast of diversity (Cunningham-Parmeter, 2016). The weakness of the employer is poor working conditions as the majority of the employees have complained of being overworked as they are under pressure to work faster like machines. The employer has tried to take these complaints seriously and addressing them through better wages for overtime, benefits and offering career opportunities (Cunningham-Parmeter, 2016).
Personal values and career development goals
My personal values are loyalty, respect, action, ambition, compassion, and resilience. I strongly feel that my personal values align with the core values of Microsoft and I would not mind working there. Some scholars have argued that working in the tech industry is always risky and that employees are mistreated in most cases. With my resilience and ambition, I would not mind putting in extra hours because Microsoft rewards good performance. Furthermore, it also puts more focus on training and developing its employees to be more competent. My goal is to be a HR specialist employed in a big firm like Microsoft, probably begin with an administrative role and pave my way into the senior management team and be actively involved in shaping corporate policies.
Part 2: Self-Assessment
Reflection on a personality test, verbal reasoning, numerical reasoning results and transferable skills audit
In order to understand my personality test, I went online and found a variety of personality tests that I could do. One that caught my attention was Jung typology test and when I did it, my results fascinated me. My 4 letter word was ISTJ, as I scored 44% on introvert, 1% on sensing, 9% thinking and 16% judging (see appendix 1). This test revealed my personality of having a keen sense of right and wrong and having a preference for contemplating over feelings (Jung’s, 2017). This test demonstrates my personality of being honest, direct, strong-willed, responsible, calm, practical, enforcer and a jack-of-all-trades. My weaknesses include; stubbornness, insensitivity, always by the book, judgmental, and blaming myself unreasonably (Jung’s, 2017).
Verbal reasoning tests are very time consuming but they aim at determining how quickly one can make sense of the information presented to them (Basagni, et al. 2017). I tested myself through a free online verbal reasoning test and I scored 17 out of a possible 30 (see appendix 2). That score placed me on the 36th percentile meaning that my score was higher than the 36% of the individuals who took it. Even though my score was average, I felt bad that it was only higher than 36% of those who took it. I am competitive and I believe I can do better in verbal reasoning. Part of the reason I did not score highly was due to cognitive dissonance, the statement given may have been logical based on the information within the passage but it conflicted with what I already knew. The trick is to answer the questions based on the passage and not what one already knows (Basagni, et al. 2017).
Numerical reasoning test is a psychometric assessment aimed at gauging an individual’s numerical aptitude and their capability in deducing, examining and drawing a conclusion from sets of data (Santos, & Boyon, 2020). I tested myself online and I was proud of the results as I scored above average score of 12 out of a possible 21 (see appendix 3). I believe I would have scored higher if it was not for a limited time. My score placed me on the 79th percentile which means my score was higher than that of 79% of the individuals who took the test. I have always known that I am good with numbers but I do not think I can perform well under pressure. If I am given sufficient time I always deliver.
I did a personal audit to determine skills that I can learn over time. To accomplish this, I completed a personal audit where I rated myself on personal skills, interpersonal, intellectual skills, technical skills and communication skills (see appendix 4). The audit helped me gauge where I am at the moment on those skills, I then proceeded to reflect on how I can develop the skills further. I created a personal journal where I wrote the skills I felt I needed to work on and how I would work on it. For instance, working under pressure is something I have been struggling with. I started engaging in more activities to see how well I would perform them. Last month I started attending job interviews, work on my assignments and volunteered also in a children’s home. Through this strategy, I am confident that I will improve my skills and convert my weaknesses into strengths.
Reflection on the developmental network and cultural intelligence toolkits
The importance of networks cannot be underestimated. The world is a global village and people from all walks of life work together. For instance, Amazon employs virtually people from almost all countries around the world. The management of the company coordinates with the locals to ensure a smooth delivery of goods ordered from its e-commerce segments. To effective networks, one has to exhibit cultural intelligence. In the last few months, I have studied works by Ljubica, Dulčić, & Aust, (2016), on multicultural organizations. The authors explain how metacognitive, cognitive, behavioural and motivational CQ can help individuals develop cross-cultural competence. I learnt that I have to be aware of the culture in a particular place so that I do not feel out of place. Secondly, I need the knowledge of that culture and willingness to learn, thirdly, I need to show the ability to exhibit acceptable verbal and nonverbal actions when interacting with individuals of different cultures and finally, confidence and interest required to adopt in a cross-cultural environment (Ljubica, Dulčić, & Aust, 2016). After familiarizing myself with the basics of cultural intelligence I need to put theory to test. I am planning to get an internship in a culturally diverse environment and gauge whether I possess the ability to cross boundaries and thrive in multiple cultures.
My personal brand statement
My personal brand statement has to be built on my personality and capabilities. My personality test demonstrated the following qualities; honesty, directness, strong-willingness, responsibility, calmness, practicality, enforcer and a jack-of-all-trades. I also like to think of myself as a specialist in human resource management and competent in cultural intelligence. Below is my personal brand statement;
I am an honest, responsible human resource specialist, who will help your organization turn social capital into a competitive advantage.
Developing such a personal brand statement is a positive step towards increasing my chances of landing a lucrative job in today’s competitive job market and business. This statement may be altered in future as I keep learning more and more about myself but at the moment it is a unique selling point that sets me above the competition.
Part 3: Career Management
Career Plan, managing my job searching efforts and strategy
Career Plan
Long term goal >5 years
· Become HR specialist in a big firm (Apple, Microsoft, Google etc)
Mid-term goals (2 to 5 years)
· Develop into a senior role
Short term goals
· Graduate college
· Learn to work under pressure
· Secure an internship in a multicultural organization
Action plan
Action
Objective
Measurement
Complete assignments, read course books and pass exams
Graduate with top honours
Feedback from tutors and results of exams.
Apply for internships, link theory and practice and seek absorption and promotion into the firm.
Help solve an existing HR issue, for example, lack of motivation or high turnover rate.
Stakeholder satisfaction rate and increased productivity.
Make my work noticeable to senior managers in large firms through networking.
Secure a senior role in a top firm in the tech industry.
Feedback from stakeholders.
Table 1: Career plan
Job searching is always a difficult task and most people fail to secure jobs not because they are not good enough but because they got tired of searching. My plan is to get an internship which is never too difficult to secure. Once I have done that, the hard part begins which is to make sure that I get noticed by the firm because of my performance. This will give me a platform where I can demonstrate my abilities and reasons why I should be hired by the firm. Upon hiring I will execute the following strategy;
Get noticed by my dream companies (Apple, Microsoft, Google) through networking
Apply for the right positions
Customize my resume and cover letter
Make sure companies that are hiring can find me through professional applications such as LinkedIn
Do well in interviews
Follow up after the interviews
CV and cover letter for a real vacancy
Curriculum Vitae
NAME…
Address
Phone
LinkedIn Profile
Twitter/Blog/Portfolio
OBJECTIVE
To obtain a position within a professional environment where my skills are valued and can be of benefit to the organization. Gain further experience while enhancing the organization’s productivity.
EDUCATION
Masters of … | Institution …
2020 – PRESENT
It’s okay to brag about your GPA, awards, and honours. Feel free to summarize your coursework too.
Bachelor of Arts with Honours in Business Studies | Institution …
2015 –2016
It’s okay to brag about your GPA, awards, and honours. Feel free to summarize your coursework too.
Advance Diploma in Business Management, Leading to Bachelor of Arts in Business Studies | Institution…
2014 – 2015
It’s okay to brag about your GPA, awards, and honours. Feel free to summarize your coursework too.
General Education Certificate (GEC)/ Advanced Level (A’ and O’ Levels): | Institution…
2007-2009
It’s okay to brag about your GPA, awards, and honours. Feel free to summarize your coursework too.
EXPERIENCE
Job Title | Company
DATES FROM – TO
Describe your responsibilities and achievements in terms of impact and results. Use examples, but keep in short.
Job Title | Company
DATES FROM – TO
Describe your responsibilities and achievements in terms of impact and results. Use examples, but keep in short.
SKILLS
· List your strengths relevant for the role you’re applying for
· List one of your strengths
· List one of your strengths
· List one of your strengths
· List one of your strengths
ACTIVITIES
Use this section to highlight your relevant passions, activities, and how you like to give back. It’s good to include Leadership and volunteer experience here. Or show off important extras like publications, certifications, languages and more.
Cover Letter
MML Turner & Townsend,
The Courtyard, 2nd Floor,
General Drive,
P.O. Box 62899-00200,
Westlands, Manchester.
Dec 12, 2020.
Dear Sir/Madam
Application for Human Resource Management Internship at MML Turner & Townsend
I graduated from the University of ——– with a degree in Human Resource Management the year —– and I am applying for an internship position in your firm, MML Turner & Townsend. In 2019 I worked at Elegant Properties, a Real Estate and Construction firm for six months. At Elegant I worked as an assistant to the HR manager and I helped in the process of recruiting workers to project sites. I also helped with the welfare of the employees ensuring that they had proper gear before entering the site.
Later in October of the same year, I joined the Building Capacity for Developing Infrastructure Projects (BCDIP) programme by Howard Aidevo Inc. Four months into the programme I was able to replenish my knowledge on human resource management, how it links to project management and why it is needed in the construction industry. I am passionate, honest, good at working in teams, respectful and quick to learn and adapt in a new environment. I am interested in working with your team of managers to learn and also ensure that projects both in building and civil engineering sectors are planned, procured and executed to the highest quality in the market.
Yours in service,
Name
Graduate Human Resource Manager.
Reflection on the virtual mock interview
Preparing for interviews is nerve-racking because the questions, setting, length and even the individuals involved remain unknown to the interviewee. In order to cool my nerves and give me some peace of mind, I have done a number of mock interviews. It has helped me rehearse answers to probable questions that I may be asked in the interview. Scholars agree that this technique is one of the most effective in helping job seekers do well in their interviews (Hudak, Kile, Grodziak, & Keptner, 2019). I was able to boost my confidence because I had familiarized myself with the questions that I may be asked. I also found it very convenient because I could do an interview anywhere and anytime. The system permitted me to choose general and specific interview questions across different industries, furthermore, it allowed me to choose difficulty level in order to challenge my ability. I strongly feel that I am more prepared now for any sort of an interview related to my field of study.
Reflection on virtual assessment centre simulation
The virtual assessment simulation put my skills to the test. The simulation involved making tough decisions on hiring new candidates, firing employees, implementing pay cuts as well as motivating employees and creating a friendly environment that encourages productivity. One interesting simulation involved role plays where I was playing as a senior HR consultant and I had to implement a strategy of reducing the workforce due to Covid-19 pandemic effects. I must say, these are some of the decisions that make the job difficult because deep down I know I am laying off someone who needs the job for the sake of the company’s survival. These scenarios, brought me closer to reality because I am familiar with the work situations and some of the tough decisions human resource managers have to make. I also love virtual assessment simulation because I feel the result are authentic, it makes use of new-age technology to accomplish widespread and effectual outcomes, without compromising on the trustworthiness and effectiveness of the process (Šíšová, n.d).
References
Aćimović, S., Mijušković, V., & Milošević, N. (2020). Logistics aspects of goods home delivery: The case of Amazon company. Marketing, 51(1), 3-11.
Amin, M. R., & Munsi, M. (2020). Motivational Techniques for Business Organization–A Case Study of Apple Inc.
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Appendices
Appendix 1: personality test scores
Appendix 2: Verbal reasoning score
Appendix 3: Numerical reasoning score
Appendix 4: Transferrable skills journal
4.1
4.2
The Aboriginal Sydney Now Concept. african history assignment help: african history assignment help
Aboriginal Sydney Now
Student Name
Institute Affiliation
Aboriginal Sydney Now
This paper analyzes Episode 1 of Redfern Now depiction of family connectedness, sacrifice, resilience, and respect for elders for Aboriginal and Torres Strait Islander people. The episode revolves around Grace and her dedication and commitment to ensure that her nephew and niece, Tyler and Maddi, have a home after Lily, Grace’s sister and the kids’ mother, who is off her medication, angry, and deteriorating mental condition forces Grace to call Child Service who take in Lily.
Family Connectedness
As cited by Lohoar, Butera & Kennedy (2014) Qu & Weston argued that traditionally, Aboriginals built their communities around kinship systems that are complex and fluid compositions with overlapping networks that allow adults and children moving between households (Lohoar, Butera & Kennedy, 2014). While most of the kinship system is lost in cities, family to aboriginals are still pivotal and diverse in their forms and compositions which align to the traditional kinship systems. Grace’s inconveniences because she received Tyler’s call seconds from boarding a taxi for a family vacation with the nuclear family, Grace moves from one relative to the next to take in the kids. Although all aunts decline or coerced by their husbands not to take in the children, most recalled previous times they had cared for the kids which demonstrate the network of family and the role of the extended family in caring for children.
Secondly, the disjointed and the unwillingness of the aunts and other relatives to take in the children complemented by Grace’s son spending all his son playing video games demonstrate assimilation of Aboriginals to the white culture of individuality. For instance, Wesley, Grace’s husband, claims that ignoring the phone call and letting someone else deal with Lily’s issues would have been the best choice. He even threatens to leave if Grace returned with Tyler and Maddi. The family disconnect likely emanated from the era of Stolen Generation which abused Aboriginals in the bid to discard their cultures and beliefs. The Stolen Generation tried to assimilate indigenous tribes which can justify the individualism demonstrated by the relatives and Lily’s paranoia after her husband left her and started another family.
Sacrifice and Resilience
Fredericks (2013) article, “We do not leave our identities at the city limits,” demonstrates that the over 70% of Aboriginals living in the cities and urban areas are just as much part of the Aboriginal and Torres Strait Islander individuals living in remote discrete communities. Hence, Grace is adamant that she will not travel for the lifetime holiday with her children and husband to care for Tyler because none of the relatives would care for him. Although Grace had the option of placing Tyler in Child Placement, she was concerned about maintaining family contact that she sacrificed a family trip and her family just to care for her nephew. McDowall (2016) notes that over 33% of out-of-home care for indigenous children are separated from their families. Hence, Grace’s family icy reaction, because the trip was cancelled, did not diminish Grace’s resilience. Grace was resilient to protect Tyler and ensure that she provided a home, love and care as an Aboriginal’s aunt is required to do. Grace also leaves her home to care for Tyler and Maddi. Tyler also depicts resilience when she carries his sister over 10 blocks to visit their mother.
Respect for the Elders
Respect for elders is a fundamental principle among Aboriginal and Torres Strait Islander people with the elders perceived as the source of knowledge to the younger generation. Although the episode does not expressively demonstrate this theme, it depicts the disrespect towards women by their husbands. Grace stance before returning home to her husband calling for appreciation, respect and accepting Tyler and Maddi in the family depicts her conviction and principles that help her family understand their roots and family connection. Tyler unlike Grace’s children is respectful and helpful which demonstrates that although their mother endured psychological issues, she had taught them to be respectful and obedient.
Conclusion
The episode uses Grace to depict the value of family, sacrifice and resilience among Aboriginal and Torres Strait Islander people. Grace plays the role of reconnecting and reestablishing the Aboriginal and Torres Strait Islander principles and values to her family who seems to have been assimilated in white culture.
Montgomery County Women’s Center history homework help
Montgomery County Women’s Center
Name
Institution affiliation
Date
Montgomery County Women’s Center
Executive Summary
Montgomery County Women’s Center needs to address with urgency is fixing the faulty crisis intervention services that their customers have. The Montgomery County Women’s Center customers are the brand marketers, and their satisfaction is crucial. Montgomery County Women’s Center should have these crisis intervention services fixed as fast as possible so that the customers are not inconvenienced. Montgomery County Women’s Center should accept full responsibility for the damaged cars and provide an immediate solution to this problem because a faulty accelerator might cost the customers’ lives. The first letter received a lot of ridicule because it did not offer an immediate solution (Ahmed, 2015). Montgomery County Women’s Center needs to show customers how the organization cares about them and their safety convincingly. The letter does not say much about what was the cause of the faulty accelerators.
Introduction
The customers and the public, in general, do not feel that Montgomery County Women’s Center has taken into account fully the implications of the problem at hand. Some might even argue that the organization cared about profits and not its customers. This is a big problem for the organization because it risks losing customers, considering the previous year it had another almost similar problem that also put people’s lives at risk. An immediate solution to fixing the faulty accelerators needs to be implemented fast (Duker, 2013). Given the criticism that the first letter received, Montgomery County Women’s Center could show the public that it has the people’s interests at heart by assuring people that the same mistake won’t happen. Another critical issue that Montgomery County Women’s Center needs to look into is wrong in its current service provision process: in a span of fewer than two years, the organization’s crisis intervention services are losing their credibility in the market (Kumar, 2011). This is a severe issue that should be looked into because otherwise, the organization might lose all it has worked for in all the years.
Methods
The problem
The fact that this is the second time that Montgomery County Women’s Center is having a problem with its manufacturing process is a clear indication that something is not working as it should be. Defective crisis intervention services are being released to the public, this endangers lives, and at the same time, it is defaming the organization (Leidecker, 2011).In my assumptions, the organization could be having a problem with the employees because they are responsible for service provision. Issues with employees also directly reflect on management because all employees work under supervision. There are supervisors and leaders within the organization who are responsible for the employees. It could be that the instructions being given to the employees are not clear enough for them, or it could be that communication within Montgomery County Women’s Center is not clear. This affects the final output of the organization.
Another assumption is that there is a problem with the management in the organization. It could be that the leaders are not using effective leadership styles. The leaders could be administering leadership in a way that employees are not pleased with. When employees do not have the right direction, they might cause disastrous service provision (Shtuhl, 2011). It might also be problems with the management of resources. There could be corrupt leaders that the organization cannot identify who is behind the low-quality service provision. When an organization has greedy leaders, they tend to minimize quality for their gains. This could be what is happening in the organization. Another assumption about this problem could be that the organization is facing a competitor who is using unethical means to defeat it. It could be that the result of this is what is happening to the reputation of the organization.
Montgomery County Women’s Center has to first look at what is the cause of the current problem. The organization could also refer to the previous problem and see any relations to the current problem. The organization also needs to look at its staff and look at things like the employees’ satisfaction and how leadership is being done in the organization. The organization also needs to look at making the employees more focused. It could be that the employees have lost their focus and need to be reminded of the goals of the organization and why their full focus on their jobs is needed (Shtuhl, 2011). The employees should also be appreciated to know that the organization cares about them and is grateful for their work. Perhaps the organization should look at making reforms, especially in its administration. This is the second incident that is happening, and reforms should be something that the board is considering.
It is also clear that the organization needs to intensify its research because it could also be that there is less research being done. The organization is not updated on what is exactly is needed in the market. Also, the research could not be covered enough details such that the service provision team is not aware of what is expected of them (Wheatley, 2010). The organization should also test their crisis intervention services and maybe revisit what it previously used to do just for reference (Cole, 2011). It could be that over the years, as the organization has grown, some practices could have been dropped, such as testing due to ignorance. The organization has to look back and see where all these started going wrong.
Alternative evaluation
In doing research, the organization should implement the SWOT analysis. This will help identify the strengths and weaknesses of the organization. It can identify the areas that need to be polished in the organization. The organization also identifies which areas need reform. This can help the organization to make necessary improvements and identify the problem easily. Considering that the organization’s image is now damaged in a way, the SWOT analysis can find ways of improving the organization’s image. What Montgomery County Women’s Center now needs most is a corrective measure for its image that keeps going down with these faults in its crisis intervention services.
A major disadvantage of this evaluation is that the Montgomery County Women’s Center will have to spend more money on finding the research. There is a cost attached to researching for the organization, given that it is a big organization. The cost will be higher. This may also take a lot of time, given the capacity of the firm. Time may not favor the organization because what the organization needs is a quick solution to help solve this crisis (Turell, 1999). However, the organization can opt for other evaluation methods such as giving out questionnaires to the employees of each department so that they know what exactly is the problem.
In revisiting the organization’s past operations to see what exactly went wrong, a lot of time might be taken before a productive answer is achieved. This might also be quite a time consuming, and there is no guarantee that the organization will get exactly what it is looking for (Leidecker, 2014). Looking back at the organization’s past practices might result in some unnecessary practices being repeated, which might be time-wasting or might cause the organization to use more resources unnecessarily.
Recommendations
I would recommend that the organization makes reforms on its whole operations. This is a big crisis, and if this happens again, the organization might lose more than it has already lost. It also risks losing its license of operation. If this happens again, it would not be assumed to be a coincidence; the public is not taking whatever is happening lightly, which is evident even from the first letter’s reaction. Something needs to be done, and I would recommend that the organization keep the public updated on controlling the situation (Kumar, 2011). I would also recommend that the persons who were responsible for this happening are held accountable. The public is most likely reacting badly to the first letter because there are no clear indications of the cause of these faulty accelerators (Wheatley, 2010). Not telling the public the exact cause of the problem is similar to showing the public that the organization barely knows its responsibility.
The organization should also look for a way of making up for these by ensuring nothing repeats itself. The organization could monitor the staff more keenly, not excluding the leaders of departments. I would also recommend that the organization does regular checkups on how work is going on. Ignorance in the organization should not be among the causes of another crisis, and the organization could ensure that no employee encourages ignorance (Ahmed, 2015). I would recommend that transparency be encouraged in the firm so that resource management is not a problem. Creating transparency can be done by creating a system such that all employees feel free to speak up. This can highlight any forms of mismanagement or even corruption. Sometimes junior employees might be afraid of speaking up against their seniors. The organization can create a platform for this, whereby it will feel free to do speak up.
Conclusion
In conclusion, Montgomery County Women’s Center is a large organization, and the many years and hard work that has been put in over the years might be affected by this crisis. The organization cannot afford another crisis because of the effect it will have. Therefore, Montgomery County Women’s Center needs a strategy that will ensure its image is not as bad as the crisis has portrayed it to be. The years that the organization has been on the map should not just be destroyed by this crisis, so the organization needs to act quickly. The organization can look at majoring in areas such as corporate social responsibility. This will be giving back to society, and companies that do this gain the favor of the public more. The organization should also work at investing in quality to feel that they are getting their money’s worth.
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