Hcl Project Report Essay

Before I begin my documentation I must thank all the people behind the successful completion of my project. I am especially thankful to my industry guide Mr. Vinod Rai for his valuable and enlightened guidance. I am highly grateful to him for providing me an opportunity to undergo the project in his presence. Despite his hectic schedule he showed a keen interest in my research and helped a lot in broadening my vision for the topic. My thanks again go to him for providing me all the required help to compile the data and other information to materialize the study. I am also grateful to my faculty mentor Mr. Tarun Kumar Vashisth for his guidance and kind support throughout the project. I must also not forget to mention the names of people in the organization who pumped me with immense confidence and support without which it would have been impossible to complete the project, hence with warm regards I would like to thank Mr. Sunil Bhatt Mr. Shammi S. Bhatia Ms. Priyanka Ms. Parbhaker PREFACE This project is based on the study of working capital management in HCL Infosystems. An insight view of the project will encompass – what it is all about, what it aims to achieve, what is its purpose and scope, the various methods used for collecting data and their sources, including literature survey done, further specifying the limitations of our study and in the last, drawing inferences from the learning so far. HCL Infosystems Limited (HCL) is a leading domestic computer hardware services company. HCL is engaged in selling manufactured (like PCs, servers, monitors and peripherals) and traded hardware (like notebooks, peripherals) to institutional clients as well as in retail segment. It also offers hardware support services to existing clients through annual maintenance contracts, network consulting and facilities management. The working capital management refers to the management of working capital, or precisely to the management of current assets. A firm’s working capital consists of its investments in current assets, which includes short-term assets— cash and bank balance, inventories, receivable and marketable securities. This project tries to evaluate how the management of working capital is done in HCL Infosystems through inventory ratios, working capital ratios, trends, computation of cash, Inventory and working capital, and short term financing. DECLARATION I Ajay hereby declare that research project submitted to punjabi university, patiala in partial fulfillment of the degree of BBA on Working Capital is the result of my own hard work under continues guidance of Mr. Vinod Rai , HCL CDC Chandigarh.

Vgvjvjv

Being famous Isn't always as great as Its made out to be; It also comes with a variety of effects. Some examples of famous people who may be dealing with these effects are Rappers, Professional Athletes, and Talk Show Host. Famous people are always being harassed and bothered; whether it is by a fan or paparazzi, they never get a break. It is rear to be a celebrity and stay under the map; the radar is always on and its focused on them.The effects of being a famous actor are loss of privacy, schedule issues, and demeanor. To begin with, one of the main effects of being a famous actor is privacy. At no point in time are actors honestly every alone. Everywhere they go and everything they do Is always watched closely. For example, fans and paparazzi are always harassing famous celebrity. How much can an actor do with paparazzi trying to take pictures of every move they make? Along with the paparazzi you also have stalkers who play a big role In the loss of privacy celebrities lose.Stalke rs are everywhere you expect them not to be; they pop up Instantly almost like a virus and tart attacking you mentally and even sometimes even physically. Another thing that may affect famous actors privacy are rumors. The presses along with other huge media news broadcasting companies tend to like to spread rumors. Rumors can have a huge impact on anyone's life; especially famous people because all the rumors made about them expand in the public quickly.Whether the rumors are true or not, they still are an invasion of celebrities privacy. Famous actors being harassed and stalked can also put their own security in danger. For example, when paparazzi take pictures they are usually posted online or shown on television. If a stalker or a criminal Is familiar with the viewed location In the picture, they may now be able to harm or Intimidate that celebrity. Privacy Is a very Important part of everyone's life and being a famous actor can affect that.Incidentally, another effect of being a famous actor is scheduling. At most times in a professional acting career or any career at all in particular, people are constantly busy with work. Actors usually perform in movies, plays, or television shows. The process to do the following is not a short process, not in the slightest bit. With this being said, famous actors lose arsenal time for their selves. Actors are not able to do too much of what they want to do; instead they often have to do much of what's need to be done.Most people in the world are able to enjoy their selves throughout the week; celebrities can't because their schedules are so strict. Another effect of being a famous actor is incomplete work. With a schedule that is so filled pack with things that need to be done, It can be hard for some actors to complete certain task. For example, say an actor has a movie to shoot and It will take all day. Also say the actor has a meeting that's mandatory hat will make him or her lose out on money If they don't go, How will the famous meaning that some task may end incomplete.To change the topic, one final effect of being a famous actor is demeanor. Demeanor is very important if being a celebrity. Eyes everywhere are on celebrities at all times; some may not even know. Being a famous actor come with responsibility. Children, Teens, and Adults look towards celebrities as role models. Role models are usually someone that other look up too and want to be. If famous actors are not showing that they can be a role model, they ay lose fans instantly. Another effect that goes along with that is personal image.Personal image is also a huge situation that can affect a famous actor; image is the first thing that people Judge others off when they don't know them. If a celebrity image isn't good, in some cases people may think they aren't good. This can now affect the amount of fans they have and how much money they bring in. A famous persons attitude can also affect him or her in huge way. If a celebrity att itude is bad, people may tend to not like them. For example, if someone was to ask a actor for their autograph and they were disrespectful and said no, that actor would lose fans and money.In conclusion, being a famous actor comes with many effects. Once a actor reaches that high level of popularity their life is no longer only theirs. Everybody, everywhere, will know everything about you; its almost like the rolling camera never stops. It can sometimes be an amazing opportunity, but it still comes with its effects. Being a celebrity means giving up privacy, scheduling issues, and demeanor. Is becoming a famous actor really worth the effects it comes with? I believe the choice is up to the upcoming actors to make.

Operational Analysis and Effectiveness Essay

Competition in a corporate world is becoming intense. That is why strategic plans for a business in order to advance from competitors should be given proper attention in a business. Operational Performance is one of the important areas in management that needs to be taken focus in a company. It is a complex task in handling the operations of the business. In a manufacturing company, the performance of its facilities can be measured through various parameters, considering the external constraints of the market and defining it to follow its strategy and vision. Performance is all about capability; it is about the future. In any business, operational performance is an important issue. In needs to be measured The focus of achieving results on useful products and services for customers inside and outside the organization is the major contribution of performance management. It emphasizes the objective not only implementing strategic plans but doing them in the most effective way as possible. (McNamara, 2007) The first thing that comes to our mind when we hear this term is the performance in terms of the manpower or basically, the performance of employees. However, performance management refers to the areas where man is involved. First, it focused on the organization. The different activities in a department are involved such as computer support, administration, sales, etc. , the processes that concerns the billing, budgeting, product development, financial management and other), the programs for employees such as implementation of new policies and procedures to provide safe workplace and training programs, the products or services to internal or external customers, the projects (automating the billing process, moving to a new building, etc. ) and the teams or groups organized to accomplish a result for internal or external customers. Critical outcomes and Its Cost In this field of management, there are several activities that can be problematic. These areas have huge impact on the whole system. Costs are involved direct or indirectly. The key areas for measurement that should be considered are the profitability, market performance, resource utilization and people performance. (Wright & Race, 2004) Other matters such as score cards, statistical process control and benchmarking. When performance reviews fail, performance management often conflicts with relationship management. Negative feedback doesn’t motivate; ignoring the subjective element in reviews undermines employee attitudes. (Simmons, 2003) Performance reviews often conflict with relationship management. Negative feedback doesn’t motivate, and ignoring subjective elements in reviews can undermine employee attitudes. In fact, Simmons says this primary tool designed to improve performance can, and often does, create the opposite of the desired and intended result. Instead, she suggests an alternative review system that takes into account the important emotional aspects. (Simmons, 2003) The core assumption of most performance reviews is that if you clarify the gap between current performance and desired performance that will drive improved performance. However, that’s not the case. Instead, reviews tend to amplify the quality of the personal relationship between boss and employee. (Simmons, 2003) Measurements are significant to provide analysis to a certain area that to be studied. These will give valid conclusions on the subject. It is important to find improvements and effectiveness of the activities. Design and Implementation of a Performance Measurement System The main reason for constructing a measurement system for the case organisation was to obtain a tool for developing the organisation. The purpose of the measurement system was to improve the circumstances and the organisation’s employees. In addition, the measurement system was designed for guiding the implementation of the strategy. While designing and implementing the performance measurement system, the special characteristics were taken into account. (Mettanen) In an operational unit, individual approach emphasizes on individual performance appraisal, goal setting, and feedback. Performance appraisal has been a subject of much interest to HRM researchers. Literally hundreds of articles have been written on the subject over the past few decades. Most of this effort has been devoted to characteristics of instruments and raters, with underlying goals to eliminate errors of bias, better understand performance-related information processing, and ultimately to improve rating accuracy. Research on performance management has included other individually-focused phenomena that may occur before, during, and after appraisal. These include planning processes and interventions designed to maintain or improve performance. For example, individual feedback and goal setting have both received much acclaim as ways to manage task performance. Characteristics including the specificity of feedback and the extent to which it includes both behaviours and outcomes, and the degree of goal difficulty have been especially associated with higher performance (Chhokar and Wallin, 1984; Kim, 1984; Locke et al. , 1981). The interconnectedness of goal setting and feedback has also been discussed. Tolchinsky and King (1980) and Bandura and Cervone (1986) proposed that the effect of feedback depends on the beliefs that such feedback generate and, specifically, on the goals that are set in response to feedback. A TQM-compatible Approach Under this approach, the activities are on direct supervision. Their reasoning was largely based on the problems discussed above and the degree of system contribution to variance in work performance. A system-oriented approach would be primarily oriented towards improving processes which affect the performance of all individuals within the system. For example, in a production area, workflow or other technological processes might be evaluated and then improved in such a way as to enhance the performance of an overall work unit. Forms of performance management which attempt to link individual- and unit level performance are consistent with a system-oriented approach and TQM philosophies. Such a linkage may be accomplished in two ways. First, in line with the work of TQM proponents performance management may focus on ways to evaluate and improve the work system. In essence, this involves an identification of the internal or external customers associated with a work unit and measures to determine the extent to which customers’ needs are being met. Group-level involvement is attained so that co-workers and management work together to determine potential chronic problems which may be causing performance variance within the system and low levels of performance in relation to customer needs. A second mechanism for linking individual- and unit-level performance is to focus performance management largely at the unit level in terms of appraisal and rewards. This would be in contrast to the more common existing practice of making fine distinctions among individuals when appraising and rewarding . Individual efforts in organizations must increasingly be integrated in a total group effort and output. This idea leads to conclude that the natural unit of analysis for appraisal in organizations should be the group rather than the individual. Although group level assessment raises potential problems associated with social loafing demonstrated how having group-level goals causes individuals to accept more difficult goals for themselves. Matsui et al. oncluded that by having group goals, members develop a sense of shared responsibility for the attainment of their individual goals. It was showed how membership in quality circles could increase the commitment and productivity of individual members. had argued earlier that the group could be used as a â€Å"medium of change† to ensure the control of individual behavior and performance. (Waldman) Corporate Performance Management methods intend to provide improved. Roles of Operations Manager The operations manager is in charge of the supervision of the operations within the system. First, there must be qualifications for the said job. Operations manager should develop strong analytical skills and a logical approach to problem solving. It is advisable for them to take additional courses in statistics and computer systems. The operations manager is in charge of a more technical side of business so he should know how to handle multiple situations and problems. And also he must be able to communicate with different types of people in various functional areas for him to implement his plans effectively on his subordinates. If he aims to reach the highest levels of operations management he must acquire a master’s degree (MBA). According to a survey to general managers at large, global business firms conducted by (Reilly & Reilly, 2002) , the performance system on their company can be described as the company strategy includes measurable goals that the company is trying to achieve ,the performance measures collected and communicated in the organization are useful to managers in running the business ,managers understand how effective measurement provides key support in the pursuit of corporate goals, an understanding of the consequences of performance results is communicated and understood and the current measurement system encourages behavior that is good for the organization. The methodology used to gather information on managers’ feeling about their performance measurement systems is a questionnaire administered to attendees of various executive education courses at the University of Michigan Business School. Respondents are mostly general managers at large, global business firms. Almost half come from countries other than the United States. The number, form and content of the questions have varied somewhat over the years, but the following conclusions represent a reasonable consolidation of the results. (Reilly & Reilly, 2002) Responding managers most strongly agreed with the following descriptions of their performance measurement systems as the company strategy includes measurable goals that the company is trying to achieve, the performance measures collected and communicated in the organization are useful to managers in running the business, managers understand how effective measurement provides key support in the pursuit of corporate goals, an understanding of the consequences of performance results is communicated and understood, the current measurement system encourages behavior that is good for the organization Survey respondents tend to agree strongly with the most general kinds of statements about performance measurement. Measures are seen as supportive of the business strategy. Managers are positive about the firms’ efforts to communicate measurement results, analysis and significance. They view measurement systems as an important contributing factor to the success of the firm. Responding managers most strongly disagreed with the following descriptions of their performance measurement systems as the complexity of the business is fully reflected in the detail and structure of the measurement system, the company understands and measures the specific aspects of value it creates for customers, investors, employees, suppliers, and other key stakeholders, the measurement system helps managers understand the interrelationships among business activities across all parts of the business, managers at all levels of the business measure and understand the extent to which their process activities contribute to creating value for stakeholders, performance standards are to a large extent determined from a comparison to external sources such as other divisions, competitors, or unrelated, world-class, benchmark companies. As managers get into thinking about their systems in greater detail, they become more negative about their performance measurement systems. They do not think their systems fully capture the complexities and subtleties of the operation of the firm. Interrelationships among measures are not made sufficiently explicit. The â€Å"line of sight† between measures of operating activities and the value-creation results for corporate stakeholders is unclear. Standards for measures are not externally-driven benchmarks. While managers are generally satisfied with the measurement culture, level of measurement understanding, and communication of measures and their consequences, they are less enthusiastic about the structure, content, and connectivity of their measurement systems. Why might this be the case? Three reasons stand out. First, managers support the concept of performance measurement because their experience has shown it to be a positive force in helping to achieve corporate success. The more one knows about measurement, the more open that person is in communicating results, and the more positive a person is about the role of measurement, the greater the chances of achieving the desired business outcomes. Ignorance, secrecy, and negativism regarding measurement are a sure recipe for failure. Second, managers who use measures on a regular basis understand the difficulties inherent in the performance measurement process. Sometimes, the thing being measured and the measure itself are one and the same. Cycle Time, Number of Units Produced, Number of Errors are examples. More often, measures are an imperfect specification of the underlying idea. Return on Assets is meant to comment on the efficiency of the use of capital, but assets are measured using the principles of accrual accounting and are thereby measured by historical cost, or perhaps, not at all. Third, managers know the shortcomings of their own systems. They are aware of the distortions that can be introduced through cost and asset allocations. They know there is a tendency to measure the things that are easy to measure, and to avoid measures that are more difficult. They have watched as others engage in activities that clearly hurt the firm but help a key measure, for example, avoiding value-creating investment because it would drive down Economic Value Added in the current period. Please ensure that measures at the individual level aggregate upwards to the organization level. If the business wants to increase sales or reduce unsafe behavior (Reilly & Reilly, 2002) Improving Performance Measurement Systems It is an indicator of how the business is operating. The key to improved performance measurement is the development of integrated performance measurement systems. Integrated systems are constructed around a unifying theme such as business strategy or value creation, and are concerned with measuring the critical aspects of the structure that links the activities of people and processes in the firm to the intended outcomes for the company’s stakeholders. Integrated systems embody the quality concerns of production, the customer satisfaction focus of sales and marketing, and the monetary discipline of accounting, among other corporate sub-systems. They use measures denominated by money, units, time, feelings and other expressions of actions and results. But they present all these dimensions as parts of a single, overall representation of all aspects of company activity. When there is need for a sub-system, measures are taken from the whole and applied to the part. Measures used in pay-for-performance schemes are selected from the complete structure in recognition of their ability to drive the desired behaviors and outcomes, and will probably be different for different parts of the company. Measures selected to represent the performance of a unit of the organization reflect the unit’s performance, the linkages between the unit and other organizational units, and the linkage between the unit and the firm as a whole. (Kaplan & Norton, 1992) The sophisticated structure of integrated performance measurement systems is highly beneficial to management, but it does not eliminate some of the basic difficulties of performance measurement. There is still the unavoidable disconnect between our desire to know the future and our ability to measure only in the past or present. Some of the things we measure today may have the power to give insight into the future, but future outcomes per se cannot be measured. It must also be recognized that businesses are highly complex organizations that offer far more opportunities for measurement than can effectively be employed by management. The challenge of reducing the required number of measures to a critical few will always be present. Finally, the relationships among measures denominated so differently defy mathematical representation. As a consequence, we must be satisfied with understanding rough approximations of the strength and direction of interactions among measures. (Kaplan & Norton, 1992) In spite of these difficulties, the benefits of measurement integration far outweigh the costs. A better measurement system helps align the actions of people in the organization to ensure they work together to accomplish the intended goals. A unified system facilitates the creation of a â€Å"single version of the truth†, which helps avoid conflicts and misunderstandings resulting from inconsistent data or inappropriate comparisons. Finally, an integrated system motivates individuals by conveying a sense of fairness and logic in the scorekeeping. Employees can seek to do their best knowing that the measurement system will accurately and impartially measure the contributions they make and the extent of their success.

What do we learn, and what can we infer about Hatsue and Ishmael’s relationship from chapters 7 and 8?

Hatsue and Ishmael's childhood relationship emerges at the beginning of chapter eight, with them both on an empty beach at the age of fourteen digging for geoducks, and swimming in the sea. When they find their first geoduck, it appears to me like a films stereotypical dig, with one person, Hatsue, caring about the animal its size, and its condition â€Å"He'll break if we start pulling. Lets be patient†¦ † â€Å"Easy is the way. Don't hurry it. Slow is best. † With the other person wanting to dig it out straight away, only caring what they get out of it â€Å"My turn to dig. â€Å"Lets pull it now. † This I think is the first comparison of the difference, a metaphor, of Hatsue and Ishmael's personalities. I see this as how they will treat their relationship to come. This can be seen as how men and women see relationships as general. Ishmael wanting to dig straight away and pull at the goal as soon as it is seen not caring if it breaks, and Hatsue wanting to be patient dig away at the foundations to reach a better goal, not just for the short term. Then in the conversation they have on the oceans, the roles, to me, have been reversed, Ishmael seeing the oceans as one big ocean with different areas, and Hatsue seeing the oceans as not just different areas but as different temperatures, colour, and amounts of salt. Ishmael says you cannot tell a change when you cross them, Hatsue knows they are different colours and should be considered different because of this. Hatsue's views on the oceans and her personality as a young Japanese woman arises from her lessons from Mrs. Shigemura in how to take care of her skin, how to sing, stand, sit, and walk. In the lessons I think Mrs. Shigemura blinds Hatsue of racial equality, Japanese for Japanese, not to mix with Americans. This is only because Mrs. Shigemura and/or her relatives would have been treated as lower to Americans, which we see in the first four pages of chapter seven. The Japanese people labelled as Jap1, Old Jap Sam. Even in the Island County Historical Archives it is said that â€Å"Jap number 107 lost his hand to a ripping blade on March 12th and received injury payment of $7. 0. † The fact that a county historical book refers to the Japanese as numbers, and compensation for loss of hand is seventy-one hours work at their eleven cents an hour. From the jobs like sweeping sawdust, or oiling machines, you can understand why the Japanese must stay together and treat others differently. Others like Ishmael. â€Å"He had known her for six years and he had not known her. The detached part of her. † This statement refers to the fact that Hatsue would not be seen in public with Ishmael. Never to talk to each other in school, only in the secluded woods and beech where no one would see them or on the berry fields where no one would care. Even if Hatsue did not understand this at first she still follows the unwritten laws, not through choice but respect of what her family and what Mrs. Shigemura tells her â€Å"stay away from white men. † â€Å"Marry a boy of your own kind whose heart is strong and good. † She does however have a mind of her own and follows what she wants by meeting Ishmael alone, I think this is not because she is scared of what others think of her, but what others will think of her family. Ishmael cannot see this in Hatsue and is afraid to talk of it in case he scares her off, but his love for her has these short outbursts which I think he cannot control but he must follow and kiss Hatsue. She does not push away from the kiss, she even prolongs the moment â€Å"She pushes back against him. † Then when she comes back to her senses, jumps up and runs off. This uncontrolled feeling Ishmael has towards Hatsue then reveals itself again four days after that kiss. He spies on Hatsue's house wishing to see her, his love overpowering his other feelings of boredom for long enough to see her To his surprise no boredom overtook him and so he stayed for an hour more. It was a kind of relief to rest his cheek on the earth underneath the stars and to have some hope of seeing Hatsue. † This short glimpse of Hatsue taking in the washing forced him to return the next five nights though he did not want to â€Å"†¦ his walk would become a pilgrimage, he would feel guilt and shame. † Only to see her twice more once taking the washing in, another throwing out the kitchen scraps. This stopped the night her father emerged from his house. They then are caught in a storm while both working picking on the same field. Ishmael follows Hatsue to a hole in the roots of a cedar tree thinking he cannot be seen, but Hatsue turns round and plainly invites him in. giving the impression she knew he was following her but never said anything. They talk about their last kiss Ishmael tries to make the peace exclaiming the kiss as wrong, and that he was sorry. Hatsue is embarrassed more than ashamed and not sorry, Ishmael soon jumps to copy what Hatsue wants. They talk for half an hour and then kissed for even longer. Leaving Ishmael at the happiest moment of his life, for now.

Applied Pharmacology Module 1 Workbook Learning Activity Dropbox Essay

Applied Pharmacology Module 1 Workbook Learning Activity Dropbox - Essay Example They further will also indicate a specific timeframe for the implementation of the policies along with a detailed plan for the expenditure (How to Develop and Implement a National Drugs Policy, 2003). The key components include† selection of essential drugs, Affordability, Drug financing, Supply systems, Regulation and quality assurance, Rational use, Research, Human resources, Monitoring and evaluation† (How to Develop and Implement a National Drags Policy, 1988). As a paramedic, my estimation is that the role played by national strategy in formulating the greatest possible use of medicines to develop the health results of all Australians is very remarkable (About Quality Use of Medicines, 2008). This has also provided an opportunity for the paramedic like me to expand a consistent approach to prescribe medicines that supports quality use of medicines, safe practice, and effectiveness of healthcare services.   Hawthorn is a heart herb belonging to the rose family. It is white to brownish in color and united with its extremely rose-like, lobed leaves, and brown wooded stems. The herb also works well with other tonic herbs and, therefore, fortifies its effect on the patient’s body. The leaves, berries and flowers of Hawthorn are used by herbal practitioners in UK in combination with prescribed drugs to treat hypertension (Herbs and Dietary Supplement in the Pretension and Treatment of Cardiovascular Disease, 1954). â€Å"Hawthorn (Crataegus) may play a role in the prevention and treatment of cardiovascular diseases such as hypertension, hyperlipidemia, and in particular, congestive heart failure† (Research Update of Hawthorn Fruit Extras Hawthorn Leaves Extras, n.d). Evidence gathered show that hawthorn may lead to anti ischemia or reperfusion-injury, hypolipidemic, hypotensive and anti-arrhythmic effects. â€Å"Clinical trials have confirmed that hawthorn leaf and flower extracts are beneficial for

Praxis of Pastoral Counseling Essay Example | Topics and Well Written Essays - 1000 words

Praxis of Pastoral Counseling - Essay Example As the essay outlines  since individuals today are faced with major problems concerning their social status, it could not be avoided that most issues that are presented to the counselors are involved with the inability of the individuals to gain the things that they ought to gain from the society. Aside from this, the fact that the thoughts of human philosophy are not in full accordance with the principles of the Bible, Christian Counseling faces so much issues as to how it is considered effective by individuals who are expecting counseling assistance.  This paper discusses that the crisis in counseling procedures especially that of the Christian-based procedure of counseling is mainly focused on the practicality and the effectiveness of the said process of counseling. The fact that Christian Counseling is based upon the principles of the Holy Scriptures, and that not so many people believe in the power of the Bible nowadays, questions the power of the word of God to actually aid e individuals with their personal issues and thus be able to solve the said problems in a  Ã‚   more practical and effective procedure. However, through the effective application of the principles of the Bible in actual counseling procedures, these questions could be answered and thus prove the fact that the counsel from God’s word is indeed effective and useful for every believer of the truth.  Counselors are expected to have a special concern on how others are feeling. The emotional display of the situation that they are currently dealing with should be immediately noticed by the counselors. This ability is not at all innate.... g is to have faith that these particular guidance assistances could lead to the betterment of the situations that each individual deals with at present. While God is not at this time performing such direct miracles, Christians today find that if they 'do not waver in a lack of faith,' they, too, can enjoy success when they apply God's direction. Said Jesus: "All things can be to one if one has faith."(Mark 9:23) Since individuals today are faced with major problems concerning their social status, it could not be avoided that most issues that are presented to the counselors are involved with the inability of the individuals to gain the things that they ought to gain from the society (Culbertson, 2000, 10). Aside from this, the fact that the thoughts of human philosophy are not in full accordance with the principles of the Bible, Christian Counseling faces so much issues as to how it is considered effective by individuals who are expecting counseling assistance. (Culbertson, 2000, 262) The crisis in counseling procedures especially that of the Christian-based procedure of counseling is mainly focused on the practicality and the effectiveness of the said process of counseling. The fact that Christian Counseling is based upon the principles of the Holy Scriptures, and that not so many people believe in the power of the Bible nowadays, questions the power of the word of God to actually aide individuals with their personal issues and thus be able to solve the said problems in a more practical and effective procedure. However, through the effective application of the principles of the Bible in actual counseling procedures, these questions could be answered and thus prove the fact that the counsel from God's word is indeed effective and useful for every believer of the

Resource,learning and talent mgt Essay Example | Topics and Well Written Essays - 2500 words

Resource,learning and talent mgt - Essay Example Graphic models, data and regression statistics support studies on leadership. Barker (2001) finds that management and leadership are two diverse topics. The statement by Barker shows that leadership and management cannot be used in an interchangeable manner because of their diverse nature. The differences between management and leadership show that it is difficult for an individual to become a good leader and manager at the same time. Organizations offer platforms for learning and developing effective management and leadership practices. An individual has the capabilities of navigating the two positions with the right knowledge and experience (Darr, 2011, p. 4). Leaders identify possible areas that require change and pursue them. These changes are facilitated by organizational theories of action that enable employees and followers to map their actions. Leadership begins with an individual’s choice to pursue and begin the process of change. Organizations, groups and teams requi re effective managers and leaders who can successfully run operations. Leaders and managers influence their employee’s job satisfaction and the operations of a learning organization. This means that leaders influence people’s actions and their abilities to map their actions in order to align with expected outcomes. ... e, Bill Gates assumes the state of both a leader and a manager though the two fields have different definitions, skill sets and behavioral consistency that contribute to effective leadership and management (Lesinski 2009 p. 45). For example, he motivates the workers by setting the vision of the organization, but also participates in providing operational guidelines as evident in the launch of various products within the company (Su-Chao, and Ming – Shing 2007 p. 156). Differences between Leadership and Management Leadership involves acting on possibilities that can influence an organization. This means that leaders see possibilities, describe the possibilities and plan to pursue the possibilities (Lain & Judy 2001 p. 21). For example, Sir Richard Branson of Virgin Atlantic has assumed the role of a leader by providing a vision that contributes to the growth of the company. This has improved his standing in the society because he seems to understand the needs of the company bey ond the management, and administrative roles (Carter 2013 p. 2). Conversely, management occurs as the act of coordinating efforts of people in order to accomplish objectives and goals. For example, the Manager at Bank of America seems to focus on goals stipulated by the administrative entities as well as the vision of stakeholders. He rarely acts on his own since the organization works as a system. Leadership begins with an individual who is willing to act as an agent of change. The main role of a leader is to envision a future and become an agent of change for the achievement of the future. Leadership starts with an individual’s choice to begin the processes of change. According to Dessler (2004), leadership, â€Å"is one person influencing another to willingly work towards a predetermined