Music and sound Research Paper Example | Topics and Well Written Essays - 750 words

Music and sound - Research Paper Example Listening to music helps relax the body and in most cases a listener makes some body movements when their favorite music is played. Some of the movements like shaking of the head could happen unintentionally. Listening to music at work has also been seen to improve the performance of listeners (Born, 2013). Music is described as a manifestation of the human spirit while others call it food for the soul. In many areas where it is used as a source of entertainment. However, music is not limited to entertaining alone. Listening to music can help a listener to distract themselves from stressful and painful situations. Music causes the mind to relax and feel better. Neuroscience has proven that music tends to heighten positive emotions of the listener through reward centers of the human brain (Koelsch, 2011). Music stimulates hits of dopamine that helps to make the listener feel good and elated. To students, music stimulates their creativity and assist in their memory. High frequencies of music overtones provide an electrical stimulation to the student’s brains heightening their attention. Listening to music through tempo, rhythm brings students to different energy levels and moods. Upbeat music prompts changes in their body rhythms and engages rhythmic entertainment, helping learners to maintain focus and re-energize. Background music is also said to prolong the attention span for students (Born, 2013). Other than being a means of entertainment, music has also been discovered to have some medicinal value. Listening to music reduces stress, cures depression and lowers the blood pressure in people with high blood pressure. Soothing music renders the body to sleep and calms little babies when crying. Music integrates the mind, body and human spirit (Koelsch, 2011). Music consoles people on low moods bringing some kind of joy and excitement even in difficult situations such as during illnesses and funeral services. However, every kind of

Preparation of Identification by Ir and Nmr Spectroscopy Essay Example for Free

Preparation of Identification by Ir and Nmr Spectroscopy Essay The reactive acid chloride can then be treated with a primary or secondary amine to give the amide along with HCl, which reacts with the excess amine to give an alkylammonium chloride salt. The mechanism of this process is shown on the following page in Scheme 22: [pic] Scheme 2 To carry out this reaction, the apparatus shown in Figure 1 will be assembled. The apparatus must be dry, since thionyl chloride will react with water to give sulfur dioxide and hydrogen chloride. The acid chloride will then be cooled to room temperature and dissolved in anhydrous ether. Ice-cold diethylamine will be added as a solution in anhydrous ether to form the amide. The resulting ether mixture will washed with aqueous sodium hydroxide (to remove any excess acid chloride), then washed with hydrochloric acid (to remove any excess diethylamine). The resulting ether solution of DEET will be dried and evaporated to yield the crude product, which will then be purified by column chromatography to afford pure DEET. The percent yield from m-toluic acid will be determined and the product will be analyzed by transmission infrared spectroscopy (IR) as a neat sample using NaCl plates5 to confirm its structure by (1) looking at the major absorptions and comparing them to a correlation table6 and (2) by comparing the spectrum to that of an authentic sample. Thionyl chloride is toxic and corrosive! Do not breath the vapors! Use in a hood! When heating a reaction apparatus, be sure that it is open to the air so that pressure build up and subsequent rupture of the apparatus does not occur. When heating liquids, make sure the liquid is stirred (or a boiling chip is added) to prevent â€Å"bumping†. When performing an extraction, make sure to vent the separatory funnel often to prevent pressure build-up. The apparatus shown in Figure 1 was assembled. The 10-mL reaction flask was charged with 0. 275 g of m-toluic acid (0. 0020 mol) and 0. 30 mL of thionyl chloride (0. 492 g, 0. 0041 mol). The condenser water was started, and the mixture was gently heated with stirring on an aluminum block (block temp ~ 90 oC) until boiling started. The reaction mixture was then gently boiled for about 15 minutes. After the boiling period was finished, the reaction mixture was cooled to room temperature. 4. 0 mL of anhydrous ether were added, and the mixture was stirred at room temperature until a homogeneous mixture was obtained. To this solution was added (dropwise over a 15 minute period) a solution of 0. 6 mL of cold (0 oC) diethylamine (0. 462 g, 0. 0063 mol) in 1. 33 mL of anhydrous ether. During the addition, a thick white cloud of diethylamine hydrochloride was formed. After complete addition, the reaction mixture was stirred at room temperature for about 10 minutes. 10% aqueous sodium hydroxide (2 mL) was then added, and the reaction mixture was stirred for an additional 15 minutes at room temperature, then poured into a separatory funnel and allowed to separate. The aqueous layer was discarded, and the organic layer was washed with an additional portion of 10% aqueous sodium hydroxide (2 mL), followed by a portion of 10% hydrochloric acid (2 mL). The organic layer was washed with water (2 mL), dried (Na2SO4) and evaporated to yield crude N,N-diethyl-m-toluamide as dark brown liquid. The crude product was filtered through a short alumina column using hexane as the eluent (~ 5 mL). The hexane solution was evaporated to give 0. 340 g of pure N,N-diethyl-m-toluamide as a yellow liquid. Reaction of m-toluic acid with thionyl chloride, followed by diethylamine produced 0. 340 g of a yellow liquid the IR spectrum of which unequivocally showed the presence of the amide carbonyl functional group at 1633 cm-1. In addition, absorptions due to aliphatic C-H (2980 – 2880 cm-1), and aromatic C=C (at 1585 cm-1). The IR spectrum is attached to this report. These data are consistent with the structure of N,N-diethyl-m-toluamide (DEET), shown in Figure 2 below: [pic] Figure 2: N,N-Diethyl-m-toluamide (DEET) In addition, the IR of the product closely corresponds with that of an authentic sample of N,N-diethyl-m-toluamide (DEET) shown in the lab text. 9 Also, the 1H-NMR shows the presence of four (4) aromatic protons in the region 7. 3 – 7. 1 ppm, as well as a three (3) proton singlet at 2. 35 ppm, which corresponds to the benzylic methyl group. The presence of two ethyl groups is clearly shown by the presence of two quartets which integrate to 2 protons each at 3. 53 and 3. 24 ppm, and two triplets which integrate to 3 protons each at 1. 23 and 1. 09 ppm.

Computer Crimes of Today :: essays research papers fc

Computer Crimes on the Internet Thesis: Emerging with the Internet, a group of elite cyber-surfers have turned into todayà ­s computer hackers. Software piracy is a major crime on the Net. $7.5 billion of American Software is stolen each year. Industrial Espionage is gaining access to remote sites illegally. Stealing of information from corporate sites is extremely illegal. Password Sniffers are used to get someoneà ­s password. IP spoofers changes your identity. Many things can be stolen from companies. III. Email hacking is common. Mail bombs are thousands of messages send to a single address. Email forgery can cause people reputations to get ruined. Anonymous Email is illegal. Fraud is very common. Pyramid schemes are nothing but a scam. Credit card fraud is a half billion dollar a year scam. Computer viruses are destructive to computers. Computer viruses can be attached to Email messages. 99% of all computer viruses are detectable. Computer Crimes on the Internet Its the 90à ­s, the dawn of the computer age. With technology changing and evolving everyday, it may seem hard not to slip behind in this ever changing world. The Information Super-Highway has been following computers throughout the past few years. Along with the Internet, an emerging group of elite cyber-surfers have turned into todayà ­s computer hackers. Most people donà ­t know about them, most people donà ­t know they exist, but they are out there, lurking in the shadows, waiting for there next victim. It can be a scary world out there (Welcome to the Internet). In reality it is not nearly as bad as it sounds, and chances are it wonà ­t happen to you.   Ã‚  Ã‚  Ã‚  Ã‚  There are many fields of hacking on the Internet. The most popular type of hacking is software piracy. à ¬According to estimates by the US Software Piracy Association, as much as $7.5 billion of American software may be illegally copied and distributed annually worldwideà ®(Ferrell13). Hackers à ¬pirateà ® software merely by uploading software bought in a store to the Internet. Uploading is send information from point A(client) to point B(host); downloading is the opposite. Once it is uploaded to the Internet, people all over the world have access to it. From there, hackers trade and distribute the software, which in hacker jargon is warez.   Ã‚  Ã‚  Ã‚  Ã‚  Industrial Espionage is another main concern on the Internet. Most recently, the FBIà ­s World Wide Web page hacked and turned into a racial hate page. Anyone can access files from a WWW page, but changing them is very hard. That is why most hackers donà ­t even bother with it. CNET stated à ¬This Web site should have been among the safest and most secure in the world, yet late in 1996, it got hacked.

Marketing Nestle

Nestlà © Purina Pet Care Company (NPPC) has been in existence for 115 years. Nestle’ is a pioneer in pet food and the North American market leader and has consistently demonstrated solid financial results. In 2010 Nestle’ Purina Pet Care Co. or (NPPC) were the proud recipients of the Malcolm Bridge Award.Companies who are honored with this award are achievers of pure performance excellence. The president of the United States presents the Malcolm Bridge award to companies who have demonstrated quality management and therefore they are recognized in an effort raise the awareness of excellence within our business world (ASQ.org, 2013).What marketing elements did NPPC utilize as possible contributors to receiving such an honor? The product mix of this company is diverse and includes a product line consisting of items for both cats and dogs. The width of the product mix includes; dry dog food, wet dog food, dog treats, dog litter, dog training pads, dry cat food, wet cat fo od, cat treats and kitty litter (purina.com, 2013).The second part to the product mix is the depth. According to Lamb, Hair and McDaniel, â€Å"the product line depth is the number of product items in a product line† (2012, pg. 159). NPPC offers eleven products in the cat product line and thirteen products in the dog line. Together these make a good product mix.NCCP also has some major elements in their brand name, some of which are very familiar for those who have pets. The brand names include those such as Purina Alpo, Purina One, Purina Dog Chow, Friskies, Tidy Cats and Fancy Feast to name a few. The major elements of this brand would be the push for healthy pet food which in turn makes a healthy pet, all the while offering nutrition and making both the owner and the pet happy.In order to create a happy customer there are service characteristics that must be met. NPPC offers several. To mention a few let’s begin with the some of the most important service characteri stics. One critical intangible service would include NPPC’s quality. They provide large volumes of their products with a proven track record of consistently high quality and very limited defects or issues. NCCP also creates customer loyalty, healthier pets and longevity by providing a quality product (baldridge.nist.gov, 2010).Along with quality NCCP offers excellent customer service and provides dedicated service teams to insure this service is maintained. Ethics would be another intangible service possessed and research is done to ensure cat and dogs are always treated humane. NCCP participates in a formal ethics program and stays involved in the community. They are also listed as a best place to work (baldridge.nist.gov, 2010).Finally, the dedication to service quality is proven by five different components. The first of which is reliability. NPPC is labeled a most trusted pet care company and strive to earn to more every day by being reliable (baldridge.nist.gov, 2010). R esponsiveness and providing prompt service is measured continually and new innovation and new product development has helped continuous improvement in this area (baldridge.nist.gov, 2010).Assurance has been achieved by proving that NPPC cares about the costumers and their pets. The ethical research done to ensure the nutritional values of each and every product speaks volumes (baldridge.nist.gov, 2010).Empathy is very high on the list of ser quality objectives. This is proven by the massive research, surveys and studies done to make sure each customer has a voice and each pet gets the personal attention they need to have a long and prosperous life. The knowledge of the customers, pets and retailers is unparalleled (baldridge.nist.gov, 2010).Last but not least are the tangibles. The manufacturing and distribution of NPPC products are an example of a tangible service that is performed with excellence and technology of equipment and supplies are updated consistently and held at very hi gh standards. The customer service reps are also held to  standards and treat each retailer, customer and pet with the very highest regards at all times. It is very apparent looking at the track record of NPPC, why they received the Malcolm Baldrige Award. Every element of the company is held to the highest standards possible and the care and attention provided to their customers is phenomenal. Many companies could learn some valuable lessons by looking at the achievers of this highly honored award.

Discrimination in sport Essay

The Project to Eliminate Homophobia in Sport is a collaborative effort involving seven leading national organizations and is designed to create an educated public that respects all athletes and sports-affiliated personnel regardless of sexual orientation and gender identity/expressions. The Project has four main goals: EDUCATION Educate athletes, their parents, guardians, coaches, administrators and the public, plus other key influencers about the origins and effects of homophobia in sport and the relationship of homophobia to sexism and gender oppression. RESOURCE DEVELOPMENT AND DISTRIBUTION Cultivate and develop diversified resources to ensure the effectiveness, durability and strength of the Project to Eliminate Homophobia in Sport. ADVOCACY Advocate for fair policy guidelines on teams, at events and within the workplace for lesbian/gay/bisexual/transgender (LGBT) sport professionals, athletes and fans in sport. RECOGNITION To publicly recognize the athletic achievements and professional successes of openly LGBT sports participants, thereby providing healthy role models. Active Sports Partnerships achieve Racial Equality Standard Three Active Sports Partnerships (ASPs) have become the first ASPs to achieve the Preliminary Level of the Sporting Equals Achieving Racial Equality: A Standard for Sport. The three Active Sports Partnerships Bucks and Milton Keynes, Humber and West Yorkshire were assessed by a separate panel chaired by Chris Hudson of Sheffield Hallam University reporting to the Sporting Equals Assessment Panel. The ASPs joined five governing bodies Amateur Athletics Association, Amateur Swimming Association, British Canoe Union, Rugby Football Union for Women and UK Athletics who were also awarded Preliminary Level by a panel consisting of representatives from Sport England and Sporting Equals, as well as representatives from other national governing bodies of sport. The sports and sports organisations already awarded the Preliminary Level are basketball, cricket, hockey, gymnastics, Institute of Sport and Recreation Management, lawn tennis, rugby league, rugby union and sportscoach UK and Sportsmatch. Chris Hudson, a Lecturer at Sheffield Hallam University and the Chair of the Active Sports Assessment Panel, said: We hope that this recognition of the commitment and success of the first three Partnerships will be a catalyst to encourage others to achieve the Standard. Trevor Brooking, the Chair of Sport England said: I would like to congratulate these Active Sports Partnerships on signing up to the Standard and would like to see all the Partnerships follow their lead. Sport England expects all sports to put policies, procedures and plans in place to tackle racism and promote racial equality. What Is Discrimination? Discrimination has various forms and it happens very day. Discrimination involves making choices about how we treat other people. Those choices can be made using real and relevant information or they can be based on prejudice, stereotypes and bias. Some is unlawful (for example, sexual harassment and racial discrimination)and some is not (for example, a coach who shows favouritism towards their child over other players). All discrimination is undesirable if it leads to unfair treatment of players, members and other participants in recreation and sport. What is Fair Discrimination? A good example in sport relates to team selection. If you are a coach/selector, and you have more players than you can fit in your team, you must discriminate between the available players. You must choose who will be in the starting team and what positions they will play, to arrive at the best possible team. In junior and sub junior sport you have the additional responsibility to ensure fair participation. Those choices should be based upon relevant criteria such as ability, attitude, effort, and attendance at practice. These are all fair and legitimate criteria to apply to team selection. What is Unlawful Discrimination? In sport, this is not easy to define. The Equal Opportunity Act makes discrimination on the grounds of race, sex, age, disability, pregnancy, sexuality and marital status unlawful. The laws also say that two behaviours, sexual harassment and victimisation are also unlawful. However, things like age, gender and disability can have very significant effects on sporting ability. These differences are most evident at the elite sport level. For example compare the power of the best male tennis players with the power of the best female tennis players. To take into account these differences, and to make sure there is fair competition, the law allows for teams to be organised into groups such as age groups, or single sex groups.

Plants essays

Plants essays Fertilizer has played an important role in the health and growth of plants since the beginning of time. Fertilizer has helped farmers and million of people across the world to grow healthy plants that they could sell to the public. It does not have to be sold in bags to be considered fertilizer. Even a banana peal is fertilizer because it promotes the growth and helps improve the health of the plant. For plants to have a successful life they need to be supplied with various types and amounts of nutrients which is sufficiently provided by fertilizers (Secrets to great soil, 1998). There are two types on nutrients that are absorbed and used by plants(Improving the soil, 1996). Those two are macronutrients and micronutrients(Improving the soil, 1996). Micronutrients are the types of nutrients that are used less by plants because they are not as essential for good health(Improving the soil, 1996). They help the plant grow healthy, but the plant can live without them. Some types of micronutrients include calcium, magnesium, sulfur, boron, and manganese (Easy Compost,1997). Plants use macronutrients more frequently than micronutrients (Espoma, 2002). They are necessary and much more essential for the growth of plants than micronutrients (Espoma, 2002).. Macronutrients unlike micronutrients are extremely important for the plants life(Improving the soil, 1996). Without them a plant would most certainly die (Espoma, 2002). . These nutrients are in high demand. They are nitrogen, phosphorus, and potassium(Improving the soil, 1996). Phosphorus is one of the most vital nutrients that a plant needs(Secrets to great soil, 1998). It has a great amount of important role that it fulfills that helps maintain the plants health. One essential role that phosphorus plays in the development of plants is the improvement of its immune system(Secrets to great soil, 1998).. Just like humans, plants can also get ill. That is just one of the many...

How Temp affects rate of react essays

How Temp affects rate of react essays In this investigation I am trying to find out how the temperature of water affects the reaction rate between amylase and starch. The thing that I am going change are the temperature of water, which are 10Â ° C, 20Â ° C, 30Â ° C, 40Â ° C, 50Â ° C. The things I will measure are the colour of the mixture in the present of iodine each minute until it stays a constant brown. I researched this information in a previous lesson in which we did the experiment at one temperature and timing the amount of amylase to break down the starch. Amylase, a carbohydrase found in saliva, works best in slightly alkaline conditions at a pH of about 7.5. I think this information applies to everyday life because it gives us the information about what temperature starch is used in our body. I predict that the 40C experiment will be the fastest to breakdown the starch into sugar. The scientific reasons why I think this might be is because 37C is our bodies temperature and analyse is a biological enzyme in our body so it would work best at 37C. However, as I do not know how amylase will react at a higher temp and I know that any temp below around 40C works slower so I think that it will be faster at the highest temperature. 2) Fill beaker with 200ml water at the specified temperature 3) Put 5ml starch, 1ml amylase into test-tube and place in water 5) While waiting for 1st minute fill spotting tile with iodine 6) At the each minute interval fill one spot to see colour using pipette 7) Repeat until colour does not change 8) Try again for different temperatures I will take measurements every minute. I will make them accurate by carrying out t ...

Systematic and Systemic

Systematic and Systemic Systematic and Systemic Systematic and Systemic By Maeve Maddox Mark, one of our readers, requests a discussion of the difference between systematic and systemic. Both adjectives derive from the noun system which, in late Latin, meant a musical interval, that is, a difference in pitch between two notes. While retaining its original meaning, the Latin word came to mean, in addition: a union of several metres into a whole, the universe, body of the articles of faith, an organized whole, government, constitution, and a body of men or animals systematic [sis tuh MA tik] In its most common use by the general speaker and writer, the adjective systematic means Arranged or conducted according to a system, plan, or organized method. A novelist, for example, may have a systematic method of organizing note cards. More specialized meanings of systematic occur in the writings of philosophers, statisticians, and biologists, as the following examples from the OED illustrate: Logic: When the same words are used in sentences which express different kinds of propositions, yet in each case the usage is significant, then these words are said to have ‘systematic ambiguity’ This ambiguity is systematic because it can be formulated according to a rule. Statistics: an error with a non-zero mean, so that its effect is not reduced when observations are averaged. Natural history: Pertaining to, following, or arranged according to a system of classification; of or pertaining to classification, classificatory. systemic [sis TEM ik] Note: Beware the pronunciation. I once heard a radio reporter pronounce it as sus tee mik.) The adjective systemic is chiefly a scientific term meaning belonging to, supplying, or affecting the system or body as a whole. It is often used to refer to a condition that affects the nervous system in particular. Read the labels on your gardening supplies. If your herbicide, insecticide, or fungicide is described as systemic, it kills the pest youre after by entering its system and making its way throughout the plants or animals tissues. In 1961 M. A. K. Halliday came up with the term systemic grammar to describe a method of linguistic analysis. The rationale for the use of systemic instead of systematic in this instance eludes me, but then, so does the meaning of this OED example which records the use of the expression: The grammar that assigns to sentences structures like the one in Fig. 1 is generative fusion of elements of American-style immediate-constituent analysis, European-style dependency theory, and British-style systemic grammar. Unless you are referring to an organism, you probably want the word systematic. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Misused Words category, check our popular posts, or choose a related post below:When to Capitalize Animal and Plant NamesLatin Plural EndingsKn- Words in English

Curruption in Indonesia Essay Example | Topics and Well Written Essays - 3000 words

Curruption in Indonesia - Essay Example Even reducing poverty to a more substantial extent would be an accomplishment. But the slow pace of getting out being free from corruption at a higher level would require addressing deeper issues that Indonesians themselves must know and realize as they face the problem. This paper will provide a more thorough discussion to these claims. One cannot separate the issue of corruption to political and economic liberation. Indonesians have fought corruption as evil towards their march to liberation. First, they had their political independence after World War II from the Dutch (Crouch, 1985) leading to democracy that would empower them politically and economically but the march seems to be slower than desired. Eradication of corruption levels, which are considered high using the standard used by the Transparency International is something that the vast majority of Indonesians themselves want to happen as they see corruption as an evil (World Bank, 2003). With the proposition that that corruption can the affect the ability of a nation or state to deliver basic public goods to its citizens, there is good reason to stop corruption if Indonesians are to enjoy the benefits of their acquired political freedom. If these people cannot get the essential services and the rules that allow their society to function successfully, they would always remain in an economic condition that is less comparable to developed ones. It would mean failing in the very purpose of their government by making a few to have good life but making many of the poor to suffer. If left uneradicated or not reduced to manageable level, corruption is expected to tax most the poor and the vulnerable Indonesia’s greater majority by creating high macro-economic risks. To illustrate, this would result to government not being able to collect the correct taxes that are due from its citizens and failure to do so could affect

Hospitality Operations Coursework Example | Topics and Well Written Essays - 500 words - 1

Hospitality Operations - Coursework Example Banking on business development also aims at maximizing the quality of services provided to clients. The hospitality industry experiences seasonal fluctuation in client turnout. Products in the industry also tend to be based on determinants that dictate the supply and demand trends in the sector. Tourists, for instance, may visit a region during a given period or depending on climatic conditions. The sales of various products may as well be high during a given event or occasion. This is inclusive of income from a number of tourist attractions that may have peak and off-peak periods. Tourists may visit a park to observe a given behavior of wildlife, e.g., migration, which they portray during a given season. The seasonality in pricing is also prominent in the hospitality industry with variations in demand (Laws, 2005, p. 117). Unlike other industries, customers in the hospitality industry do not acquire physical ownership of the products offered. Being a service industry, customers own the experience that they achieve from the services offered. They do not, notably, own the services offered. Provision of quality service is vital to ensure customers get the best experience. This helps maintain customer loyalty and aids organizations to maintain competitiveness in the industry. Services offered in the tourism industry are nearly perishable and challenging for the time limit available during service provision. This also creates a challenge in achieving harmony between demand and supply constraints. Achieving valuable management of yields is vital in achieving the best performance in the hospitality industry. Setting up complementary services and strategies to boost income during nonpeak demand is essential, as well. Need to Ensure Conformity to Local Needs A strategy by hospitality business to expand operations may meet a number of challenges. Expansion strategies

Is the long predicted elimination of middlemen (as opposed to the Essay

Is the long predicted elimination of middlemen (as opposed to the substitution of one type of middleman for another) on the horizon - Essay Example The purpose of this paper is to determine whether or not the long predicted elimination of middlemen (as opposed to the substitution of one type of middleman for another) on the horizon. The main function of a middleman in this context would be to maintain an inventory of goods and distribute it to retailers. For instance a grocery warehouse can serve as a middleman between the food manufacturers and retail grocery stores. The grocery stores actually purchase their food in bulk from the grocery warehouse, whereas the grocery warehouse has already taken care of ordering the various types of food from the manufacturers themselves and having them on hand. This makes purchasing large varieties and volumes of food easier, faster, and cheaper for retail grocery stores. Another example of a middleman would be website that sells airline tickets and travel packages, such as Travelocity. The website would serve as a middleman between the airline and the customer. Customers find this arrangement convenient since they can shop various airlines at once for the best prices and even purchase additional travel items all in one spot. There are three types of middlemen that facilitate the flow of goods and services from the manufacturer to the customer. These are merchant middlemen, agents, and facilitators (Citeman Network, 2008). Who would assume responsibility for certain functions if middlemen were eliminated depends entirely upon where that middleman exists. For instance, in the grocery warehouse example above, the retail grocery store would be responsible for ordering their food from various different manufacturers if their middlemen were eliminated. In the travel example, customers would have to purchase tickets directly from the airlines if their middlemen were eliminated. The two main places that people shop and purchase are in person and online. In person shopping is performed during physical store hours and online shopping can be performed around the clock from the convenience of anywhere an Internet connection is available. The collection of information on existing, potential, and prospective customers by manufacturers will change if middlemen are eliminated from the channel. The manufacturers would then be selling directly to the consumers themselves instead of to wholesalers and retailers. Customers search for information about products and prices and changes in the distribution of the products they purchase. This is typically done via the Internet. Customers also use circulars and newspapers, as well as coupons, to shop around for the best price. Word of mouth is also a popular means by which customers learn information of this type (Marxists, 2008). There are differences between convenience, shopping, and sought goods/services and elimination of middlemen will not likely occur for one or more of those categories of goods/services. Even though people are always saying that eliminating the middlemen will result in huge savings, this has not been the case. They are simply too convenient. Manufacturers have an easier time selling to companies than they do millions of individual customers, whereas customers are attracted to one-stop shopping and do not want to go all over the place to find the best deal. Some sellers expect consumers to shop in their "brick n' mortar" stores, and these businesses

Management - Report on RSE plc Essay Example | Topics and Well Written Essays - 2000 words

Management - Report on RSE plc - Essay Example After the evaluation, it has been concluded that the marketing division is mainly responsible for the overall planning, promotion, and sales of RSE products. In addition, the responsibility of the human resource department in making necessary changes has been indicated. The following set of recommendations is given to address the current management problems of RSE: take advantage of large opportunities for overseas expansion minimize the threat of economic crisis and trading costs launch an integrated marketing system create general integration and linkage across organizational systems enhance communication networks address organizational weaknesses employ an IT-based human resource system 1. Introduction In the face of the economic crisis, the Strategic Operations of Richard Shaw Enterprises (RSE) could only see the light in the future through expanding the business overseas. Over the last years until its initial public offering in 2006, RSE has been faring well in the UK Stock Exch ange market -- trading at 233p per share, and maintaining a decent profit margin. It had also significantly improved its brand image -- the company is increasingly acknowledged. In fact, its owner and founder, Richard Shaw, was recognized as the â€Å"Businessman of the Year† by the Confederation of British Industry (CBI) in 2000. However, like any other businesses, RSE is not spared from the threat of the economic crisis. Along with this, company is also experiencing serious problems in its business processes primarily in the Marketing Division. In addition, there is also an ongoing problem with regard to the integration and information linkage between the domestic and foreign offices, as well as across the major divisions in the organization. With these issues, this paper seeks to accomplish three things: (1) to report the current status of RSE’s business processes and its emerging business needs, (2) to present detailed information systems solutions that would addre ss such needs, and (3) to explain the relevance of implementing information systems and Internet applications to current business operations of RSE. 1.1 Background (Current Business Processes) Richard Shaw Enterprises (RSE) was founded in the year 1994, and was named after its owner Richard Saw. The company went public by the year 2006, and it has remained competitive in spite of the recession, and the high costs involved with the organization's trading operations. At present, RSE is situated in different locations, namely: Maidstone (Kent), Rome, Paris, as well as in Lagos, Nigeria. It is currently operating in two main trading strands: (1) buy and sell, and customization of shop fixtures, fittings, business machines, and other company equipment, and (2) auctioning of bankrupt office equipment, fixtures, and fittings. To top it all, RSE is equipped with technologically innovative information systems. In order to assist marketing managers in carrying out their functions, particularl y in closely monitoring product selling and distribution, the collateral reporting systems was installed. Moreover, in 1995, a computerized system for the payment of staff salaries was also installed. This was followed by the computerization of sales and purchase order processing in the year 2003. 2. Findings (Current Business Processes) Data used to present these findings were obtained from RSEs strategic review of operations in

Reflections of what happened in early childhood center of early Essay - 2

Reflections of what happened in early childhood center of early childhood education in NZ as in order 509071 - Essay Example I realize I need to learn how to help children resolve conflicts between children whether or not there is a parent present resolve conflicts Analyse: I have learned from my studies and my experiences that young children are very egocentric (Piaget & Inhelder, 1969). The think the world revolves around them and that they can get anything they want. Perhaps that may be true in their homes especially if they are pampered little children who have their parents at their beck and call but when they enter into another social system like joining a children’s centre, they become aware that there are other children like them who are likewise egocentric and that they need to adjust to each other. In doing so, they learn the basics of socialization, sometimes the hard way, such as the fight I witnessed between the two boys wanting the same toy. Although I know that the situation is an opportunity for me to help them learn sharing, I myself was unsure of what to do. Theorise: Play is a goo d avenue for children to learn how they should behave with others. Sharing is one thing they learn when they have prolonged interactions with other children. They also get to learn socially acceptable behavior like not hurting others and playing fair. Most importantly, they get to know themselves better- how they react to certain situations in the play setting. Te Whariki promotes these through its principle of Relationships and its strands of Mana Tangata (Contribution) and Mana Reo (Communication) (Nuttall, 2003). In terms of conflicts that usually ensue during play sessions, children need to learn how to resolve them on their own. However, as toddlers, they would need adults to help them out due to their lack of social and language skills. As they grow, they need to develop the confidence in managing their own conflicts. By having a healthy self-esteem, sound decision-making skills and emotional intelligence, children develop confidence in the management of conflicts. They also n eed to be cognitively capable of processing information in order to solve simple problems. Act: Whether there is a parent around or not, I should learn to help toddlers in conflict with each other. I may be able to provide them both with a toy they both like or introduce a new game altogether. I can also teach them to delay their gratification by waiting for their turn in playing with a toy they both want. I will give each one a toy and one child can play with the preferred toy while the other counts to 10 and at the count of 10, they can switch toys. Not only will they learn to rote count but they will get to enjoy both toys and learn to wait for their turns. Enjoining the parent who is parent to encourage both children to share is one thing I can also do. I will get to see how the parent reacts with my strategy and at the same time I can also get feedback if it works. Reference: Nuttall, J. (Ed.). (2003). Weaving Te Whariki: Aotearoa New Zealand &early childhood curriculum documen t in theory and practice.Wellington, New Zealand: New Zealand Council for Educational Research. Â   Piaget, J. & Inhelder, B. (1969) The Psychology of the Child. New York: Basic Books Reflection 6 LEARNING OUTCOME: Describe: Each day during mat time is a time for the teachers to inculcate in the children their Maori culture. The teachers teach songs in Maori and English, let them count or teach colours in

Accurate Business Forecasting Essay Example | Topics and Well Written Essays - 2000 words

Accurate Business Forecasting - Essay Example The paper analyses the aftermath of a poor forecasting and the success of good forecasting. It explains aspects concerning the platform of business operation, the means for executing the operation, and the levels of desired achievement. It details survival methodologies in a changing market and political scenario. It gives a macro outlook towards the key indicators that should be considered before venturing into a business on building construction. It encompasses almost all vital areas of business that play a role for the success and growth of the company. Why is Business forecasting important when we cannot predict the future? The answer to the question is to evaluate risks that can arise from every angle and prepare to counter them and reduce damage to business as much as possible. However, there is no forecast that is 100% right. All business forecasters strive to achieve the 99.9%. There is another side to the coin here. A business ventured with no sense of forecast can be a total failure at a very early stage. In other words forecasting sets goals for a business. The company strives for its goal and carries out its task according to a well-drawn plan based on the forecast. Building construction is an industry, which involves high amount of planning, huge capital, and careful execution .... Broadly, the company needs to analyze and accurately forecast the following three factors. Firstly, Market analysis and trend forecast. Secondly, Forecast of the company's top line and bottom line numbers, the so-called targets for growth on quality and quantity. Thirdly, Financial Analysis and the prediction of the underlying changes in the macro economy. Market Analysis and Trend forecast: This is the central nervous system of any construction company. As a start up company, it is very important to select the area of operation or to be precise the exact geography, where they propose to start and speed up business. Estimating the current demand for construction, and what would be the expected demand for future construction and the growth of competition. Market analysis and trend forecast (continued) 4 What will be the expected turn in the market condition in the geography of operation, the availability of land, the expected market potential, and how much of the pie will the company own in the future. 'Pioneer builders' a construction company chose nearly four years ago analyzed the market trend in the state of California and picked San Diego as its base of operation, as it could not afford stiff competition in cities like Los Angeles. The city of San Diego had good potential for future construction especially, a rising demand for residential construction. The company analyzed and focused its target segment and was able to drive sales and reap profits in their first project, based on the market forecast. Soon they acquired land for combined residential construction and the growing demand in the city got them better business. The company had analyzed data of almost six different prospective cities

Reflections of what happened in early childhood center of early Essay - 2

Reflections of what happened in early childhood center of early childhood education in NZ as in order 509071 - Essay Example I realize I need to learn how to help children resolve conflicts between children whether or not there is a parent present resolve conflicts Analyse: I have learned from my studies and my experiences that young children are very egocentric (Piaget & Inhelder, 1969). The think the world revolves around them and that they can get anything they want. Perhaps that may be true in their homes especially if they are pampered little children who have their parents at their beck and call but when they enter into another social system like joining a children’s centre, they become aware that there are other children like them who are likewise egocentric and that they need to adjust to each other. In doing so, they learn the basics of socialization, sometimes the hard way, such as the fight I witnessed between the two boys wanting the same toy. Although I know that the situation is an opportunity for me to help them learn sharing, I myself was unsure of what to do. Theorise: Play is a goo d avenue for children to learn how they should behave with others. Sharing is one thing they learn when they have prolonged interactions with other children. They also get to learn socially acceptable behavior like not hurting others and playing fair. Most importantly, they get to know themselves better- how they react to certain situations in the play setting. Te Whariki promotes these through its principle of Relationships and its strands of Mana Tangata (Contribution) and Mana Reo (Communication) (Nuttall, 2003). In terms of conflicts that usually ensue during play sessions, children need to learn how to resolve them on their own. However, as toddlers, they would need adults to help them out due to their lack of social and language skills. As they grow, they need to develop the confidence in managing their own conflicts. By having a healthy self-esteem, sound decision-making skills and emotional intelligence, children develop confidence in the management of conflicts. They also n eed to be cognitively capable of processing information in order to solve simple problems. Act: Whether there is a parent around or not, I should learn to help toddlers in conflict with each other. I may be able to provide them both with a toy they both like or introduce a new game altogether. I can also teach them to delay their gratification by waiting for their turn in playing with a toy they both want. I will give each one a toy and one child can play with the preferred toy while the other counts to 10 and at the count of 10, they can switch toys. Not only will they learn to rote count but they will get to enjoy both toys and learn to wait for their turns. Enjoining the parent who is parent to encourage both children to share is one thing I can also do. I will get to see how the parent reacts with my strategy and at the same time I can also get feedback if it works. Reference: Nuttall, J. (Ed.). (2003). Weaving Te Whariki: Aotearoa New Zealand &early childhood curriculum documen t in theory and practice.Wellington, New Zealand: New Zealand Council for Educational Research. Â   Piaget, J. & Inhelder, B. (1969) The Psychology of the Child. New York: Basic Books Reflection 6 LEARNING OUTCOME: Describe: Each day during mat time is a time for the teachers to inculcate in the children their Maori culture. The teachers teach songs in Maori and English, let them count or teach colours in

Third-Party Logistic Essay Example | Topics and Well Written Essays - 1000 words

Third-Party Logistic - Essay Example The third party logistics is an innovation that has become an inevitable solution for companies. Studies show that the rate of dependency of the 3PL has grown over the years. This is because of the integration model that most 3PL providers include in their package ranging from inventory management, fleet management, and order processing, forwarding among other functions. This puts 3PL providers at the strategic intermediary position that cannot be bypassed by any business. This is very true because 3PL providers are of two categories. The asset based 3PL and the non-asset based 3PL.The latter provides consult services, brokerage, forwarder, marketing companies and information systems management services. The former however provides the transportation and warehousing solutions to business. Both these 3PL act as either direct contractors or sub-contractors to the contracted Logistics Service Provider. The main advantage of acquiring 3PL services is the direct capital cost that can be a voided by outsourcing logistics. This means that businesses do not have to worry about the cost of acquiring modes of transport and managing the modes of transport. Outsourcing logistics means that the company can concentrate on its core business without worrying about factors such as fleet maintenance and the extra costs of paying drivers, mechanics and even security for the vehicles. Another huge cost that a company avoids is the cost of parking the vehicles and coordinating the fleet and routines of the modes of transport.

Donald Duk Essay Example for Free

Donald Duk Essay Donald Duk is the story of a young man coming to terms of his identity as an American with Chinese descent and heritage. Donald felt that most Americans are prejudiced against Chinese so if he were to become American, he should reject his Chinese identity. Yet, at home, his parents also detest American culture. He began to be interested of his Chinese heritage because of the Central Pacific Railroad, which is a part of the Transcontinental Road built mostly by the Chinese immigrants. Upon reading Donald Duk, the interesting points of research include the immigration of Chinese to the United States, the reaction of Americans to immigration as well as the existence of racism and the way in which new generations of Chinese-Americans deal with issues of culture and identity. Outline for the Paper I. Reactions and thoughts on â€Å"Donald Duk† A. Responses to â€Å"Donald Duk† B. Literary Value of â€Å"Donald Duk† II. Issues Dealt with by â€Å"Donald Duk† A. Identity Crisis B. Chinese Immigration C. Racism in the United States Conclusion: How young Chinese-Americans in the United States Deal with identity and cultural issues. Annotated Bibliography Chao, R. K. (2003). Extending Research on the Consequences of Parenting Style for Chinese Americans and European Americans. Child Development, 72 (6), 1832-1843. Chinese parents do not know how to deal with the pressures and identity problems that beset their children. This journal article explores the issue and provides helpful recommendation for Chinese-American families. Chin, K. (1999). Smuggled Chinese: Clandestine Immigration to the United States. New York: Temple University Press. This book chronicles the history of Chinese immigration to the United States. What the immigrants did in the US and how they were brought there. This book can help provide background information about Chinese immigration. Chinese American Citizens Alliance. (2008). 65th Anniversary of Repeal of Chinese Exclusion Act. Retrieved 9 February 2009 from http://www. cacanational. org/. The Chinese Americans Citizens Alliance is a good source of facts and data concerning the experiences of Chinese Americans in contemporary United States. In addition to this, they may also have historical background and further information, which may serve as primary data for research. Rothstein, E. (2008). Museum Review: Seattle Asian Museum Moves Around the Corner and Into Its Identity. The New York Times, May 31, 2008. Retrieved 8 Feb 2009 http://www. nytimes. com/2008/05/31/arts/design/31muse. html? scp=2sq=chinese%20american%20identityst=cse. This museum review presents some information about Chinese and their role in the development of Seattle. The museum and the article, too, helps one understand the accomplishments of Chinese and Asians in the United States.

Employee Involvement and Participation in Service Industry

Employee Involvement and Participation in Service Industry INTRODUCTION The paper will discuss employee involvement and participation in the service industry with reference to Canary Wharf GBK. The paper starts with the objective of the research and ends with the conclusion and recommendation of the research. Employee involvement is a very important programme to utilize the tacit knowledge of the employees to increase commitment and performance with a limited cost. This paper will discuss different types and models of employees involvement and their benefit and limitations. The research start with the secondary research through collected theories to write the literature reviews to build the base of the research. In the literature reviews, it has explained views of different writer on employees involvement. The literature reviews includes types of involvement, models of employees involvement and management support for employees involvement Further, this research includes a methodology where the research strategy, approach, data collection and sample of the research are outline. Research methodology is crucial, as it is giving the researcher ways to conduct the primary research. The research is base on a case study and the data collection methods are interviews and a survey. In the third section the researcher, outline the finding of interviews and survey. In this research, there are three interviews and one survey conducted by the researcher. The participants in the interviews are the managers and the respondent in the survey are the employees of the organisation. Finally, in the last section the researcher presented analysis and conclusion of the research. In the analysis, the data collected from the research has been tested with the theories of literature. The research concludes with a brief conclusion where the result of the research has discussed. In the end, the researcher gives recommendation and discusses the scope, limitation, and interesting issue of the research. Research objectives are Critically analyse the importance of employee involvement as outlined in the literature review that includes its importance in recession. Evaluate Gourmet Burger Kitchen employee involvement strategy in the light of the research finding and theoretical literature. Discuss the benefits and limitations of Employee involvement. Benchmark the GBK canary wharf case study with other restaurant. Reason for choosing this topic The purpose of this study is to investigate the methods of effective involvement of the employees in a company where the researcher is working. Employees are the most valuable assets of a company. Employee involvement is important as it can result in empowerment and democracy in the organisation. This may result in increased motivation to take more responsibility (Judge and Gennard (2005). In this current economic situationwhen the confidence of the employees is low, EIP can motivate the employees to deliver good customer services, which can eventually result in improved profitability. The researcher aims to explore the role of employee involvement in the hospitality industry where the employees turn over is highest. The researcher is presently working at GBK and has accessto conduct interviews and surveys. Furthermore, the researcher is interested in opening a business in India that is why the researcher has chosen this topic. PART ONE LITRETURE REVIEW Definition of employee involvement Employees, the strongest pillar of the organization are the most valuable asset that contributes significantly to its success and prosperity. According to Price (2004), the involvement of employees in the organizational operation not only motivates them but also enables them to contribute more effectively and efficiently. Further, he explains employee involvement as a process involving participation, communication, decision making which leads to industrial democracy and employee motivation. Further CIPD (2009) explain employee involvement as a commitment of the employees towards the values of the organisation and willingness to help each other to achieve the organisational goal. The results are not only to increase job satisfaction, or motivation but the increasing performance of that organisation. In short, employee involvement is creating an environment where people have a continuous impact on decisions and actions that affect their jobs. Employee involvement Vs participation Understanding and defining the concept Employee involvement and employee participation are like two sides of a coin. Both are supplementary to each other and existence of one depends on the other. There is not any significant difference between the two terms. Participation is an act of sharing information and the meaning of involvement is the day-to-day activity of the organization. Many writers have contributed towards the development of this thought of employee involvement or participation. For example Delaney (1996) had used the term participation as a voice of the employee in the decision making process and to describe different types of involvement of employee in the organizations affair. But very few writers tried to find the difference between the two concepts. Kale (1999) argues that participation is any organizational arrangement under which employees have some sort of share in some aspect of the business which is not specific types of employee involvement. Furthermore Ang (2002) has contributed towards the development of the difference between the two terms and concluded that, Employee involvement calls for participation which is all about sharing information, training, mutual decision making process whereas traditional participative managementviews participation as a part of other organizational process. Marching ton et al. (1993) have used employee participation in a different context and as an umbrella term covering all forms of employee influence in the organization. Employee involvement is used to describe managerially inspired initiatives aimed at winning employee commitment, as part of the practices of industrial democracy, whose aim is to increase the rights of employees to participate in management decisions. This not only results in enhanced employee morale but also retaining the potential manpower resulting in lower attrition rate. Many writers have contributed differently and each one of them has different approach to the concept and the context. Employee involvement was and is still known and referred to by different writers under such headings as participative management, employee participation, and worker involvement. Employee involvement and empowerment The concept of employee involvement is incomplete without it being associated with employee empowerment. According to Cunningham and Hyman (1999) there cannot be a single or simple definition of empowerment as some writers see empowerment as a recent development after increase employee involvement. Further Apostolouain (2000) explains that empowerment is the next step of employee involvement means where the employees have the power to take decisions. Blanchard et al. (1999) has defined its scope referring it as a means for involving team members as business partners in determining company success or failure. The real essence of which comes from releasing the knowledge, experience, and motivational power that is already in people but is being severely underutilized. In short it can be said that employee involvement leads to empowerment of the employees in different management decision process. Importance of Employee involvement The increasing competition and technological changes in the last 20 years have demanded higher skills and flexibility from the employees for the organisation. Walton (1985) stated that the highly competitive environment needs a different strategic approach to manage the employees. He further stated that in order to achieve that the jobs needs to be broader. The jobs structure should be made with proper planning and implementation to improve the performance unless just to maintain it. This situation leads to formation of teams, which are accountable for the performance. Employee involvement not only maintained the standard of the operation process but gives emphasis on continuous improvement and it is reflecting the requirement of the market place. Further Marchington (2001) argues that the employee involvement come into focus in the early 90s when the employer looking for a participative way to manage the work force. Judge and Gennard (2005) further outline the other important aspect of employee involvement is the increases job security of the employees by offering them priority in training and retraining. The training equipped them with the skill and knowledge that the job demands. Greater employee commitment leads a growing expectancy to better job satisfaction and performance. It is difficult for the organisation in current business scenario to improve the performance without employee commitment towards the organizations mission and objective. Employee involvement allows the employee to input their views and ideas on performance and the quality of the service. This will lead the development where the employees want to be part of successful organisation, which provides them a good income and opportunity to enhance their skills for a secure employment. Grates (2009) stated that the engaged employees significantly contributes to the success of the organisation to achieve the goal and objective. H e further said that employee involvement could give competitive advantage in the market. It can help to reduce turnover and increase the productivity. An industrial services survey conducted in 1999 on 49 organisations experiences on employee involvement over the period of 1991-1999 has reported that more then 33% people believe that it enhanced employee commitment and motivation. The same number of people believes that it is really help to improve the relationship between the employee and the employer. Approximately 60% people said that the quality of the product and the services has improved. More then 50% believe that their job satisfaction had increased and the organisational profit has increased. Importance of employee involvement in recession The world has seen its worst recession since 1930s and most of the world economies are fighting against it. The economic crisis forces the employers to introduce cost-cutting measure and one of them is redundancies. According to an article HR focus (2009) most of companies in the world complete the lay offs of employees. Now the big question is how this organisation can use the most of the remaining employees. The other important question is how the company survive and can increase their performance in this difficult time. One of the measures that the organisation uses to give confidence to their employees is greater emphasis on employee involvement and participation scheme. According to Frauenheim (2009) the importance of employee involvement is more crucial in this difficult environment of economic trouble. As it is revels by many experts that worker commitment is more important then before as the confidence of the employees are badly hit by the lay offs. Haters stated that its the employees help that improving the situation during this economic turmoil as employee involvement can give the sense of value to the employees and can increase the job security. Juile Gebauer managing director of Towers Perrin believe that the company must give more attention to employee involvement to survive and performing good in recession as his organization found there is direct link between performance and involvement. Low employee satisfaction or confidence may results poor customer services and in recession where customers are very reluctant to spend, companies can not afford bad customer service. In this difficult time companies have to be more efficient to attract more customers to surviveand customer service isof the tool to do that. It is found that EIP can increase employee satisfaction which can lead better performance Types of employee involvement Employee involvement practices/ approaches According to Ang (2002) the idea of employee involvement is still developing although there is large amount of research done in the last decade still there is not any developed ways to use employee involvement as a management approach. The management approach depends how the employer wants to involve their employee in different operation. According to Lawler et al (1998) the most important factor of employee involvement approaches is how it can represent comprehensively in the process of problem solving, sharing information, rewards for performance and developing knowledge and ideas. He further says that in order to implement these practices the organization needs a particular employee involvement program. Traditional versus current perspective There is a significant difference between the current and the traditional way of employee involvement and participation. According to Gary and Sisson (1994) the traditional way is mostly indirect participation and limited direct participation. Further indirect participation includes trade union and work council and direct participation was limited to improve the quality of the work to counter turnover and absenteeism. He further explains that current employee participation is more direct as it concern with improve the performance of the organization that can be linked with the objective of the organization like customer satisfaction. The types of jobs in the current environment is changing as more and more company recruiting part time employees and they need to adopt different strategy to involve them in the process. Representative participation According to Apostolou (2000) one of the main ways to achieve representative participation is joint consultation where employees elected representative to discuss with the management on various issues which concern them. These processes give the employees an opportunity to influence the proposal before it is finally made. Further Judge and Generd (2004) explain that, joint consolation involves seeking acceptable solutions to problem through a genuine exchange of views and information .Employee communication is concerned with the interchange of information and ideas within an organization. Direct, indirect and financial participation In 1999 Oosthuizen and du Toit classify the employee involvement and participation practice as direct, indirect and financial. Direct participation is the communication between the management and the employees regarding different function of the organization like decision making process to problem solving. Whereas in indirect participation the employees are involve through their representatives who are elected leaders. Financial participation is the economic participation of the employees in the success or failure of the organization through share ownership, profit sharing scheme. Marchington et al (1992) talk of direct and indirect employee participation practices the direct participation consist of downward communication from management to employees which includes team briefing, workplace wide meeting ,staff newsletters and cascading of information down via the management chain. Downward Communication from Managers to Employees According to Marchington et al (1992) the downward involvement technique is used to inform employees of management plans. The management can use different ways to do that. Regular and continuous distribution of the company reports, journal, company publication and videos are the effective way to inform employees about the development of the company. Team briefing and regular team meeting is another ways for the top management to aware the employees about the organization news and development. Upward involvement Marchington et al (1992) explain the other way of direct communication which are upward problem solving communication practices and that includes suggestion schemes, employee attitude surveys, and employee groups established to solve specific problems or discuss aspect of performance or quality and suggestion scheme. Further Taily et al (2003) outline the importance of employees attitude survey and it can be done through questionnaire to a sample of employees to find out their views about different factors of the work. He further explain that formal processes like suggestion scheme can be put forward to find out employees thinking on different issues like quality improvement to enhance performance. Financial participation Financial participation is one of the best direct and tangible forms of employee involvement. The financial participation allows the employee to be a part of the financial success and failure of the organization. This will encourage the employees to show greater commitment and encourage them to take extra responsibility.Further, it is argued that a financial stake gives employees increased enthusiasm for the success of the organization. In its most developed form employee share ownership means that employees become significant shareholders in the business or even their own employer (Judge and Gennard, 2005). Financial employee involvement scheme can be carried out in three ways and that is profit sharing, profit related pay and share ownership. Profit sharing According to Judge al (2004) profit sharing methods can help to build a motivated and committed workforce. Further Taily et al (2004) explains that these schemes encourage employees to work as a team rather then individual as the rewards for working together is more then working individually. Profit sharing scheme ensure that employees benefit from an organization that makes profits. Profit related pay Taily et al (2003) explains that profit related pay scheme where employer rewards the employees for their contribution to the business. Further he outlines that it works where a group of people get pay to the profit of the business for their work. This kind of scheme generally found in the sales business where there is bonus for achieving the target. This scheme can increase the motivation and commitment of the employees. Share ownership Judge et al (2004) stated that latest way of financial participation of the employees is share ownership where the employees are owner of some part of the company through share. It means that they have shareholders right. Further Apostolou (2000) stated that it produces interest among the employees about the company matters. In UK one of 5 employees have share ownership in their company .This kind of schemes seeks long term commitment from the employees and its take the employee involvement in a new stage where employees are promoting to some part of the ownership of the company. Owing share makes the employees more motivated and committed as the loss or the profit directly have an impact on them. Task based participation Task based participation is mainly to the job and an integral part of day-to-day life. It is all about perform the task in the same level or higher level, which can be managers or supervisor. Team working and self management Teamwork one of the important ways of employee involvement described by Pfeiffers (1998) as it is one of the seven key HRM practise. It allows employees to take extra responsibility for the task, without direct supervision, to have discretion over work method and time, to multi skill and to recruit team members. Managerial control is at it most subversive and effective when employees take on responsibility for peer surveillance (Marchington and Wilkinson (1998 Benefit of Team working Team meeting benefit both the employer and the employees. Through introducing team working the employer can improve productivity, customer service, cost cutting. In addition the employers can spread the ideas and be competitive in the market by improving the performance. Further its increase the employees motivation to extra responsibility and care for the organization. Team working is benefited for the employees as well as the outcome of team working are greater job satisfaction and motivation. Service industry characteristics and customer driven attitude or orientation is suits team working (Wilkinson et al 1998).Cully et al (1999) claim that team working participation is used in two third of the British industries. In order to introduce team working the organization needs skillful management and resources. Employee Involvement Model Psychological contracts First used in 1960s the psychological contract became very popular following the development in the world economy like globalization and economic crisis in 1990s.It is described as mutual obligations without any written contract between the employee and the employer. As it is not a written contract these obligations are informal and imprecise and are made in the requirement process or in the performance appraisal. Some obligation is seen as a promise whereas others are term as an expectation. The important part of that is the belief by the employees to be part of good relationship with the employer (CIPD, 2009). The difference between the legal contract and psychological contract can be easily distinguished. Legal contract is a paper sign contract between the employee and the employer which represent the limited reality of the employment. The nature and importance of that can be found in an employment tribunal. On the other hand Psychological contract is more influential than the formal contract as it is affecting the employee behavior. This contract helps the employee to understand the requirement to represent their side and bargain and what they can expect from the job. The contract is based on mutual trust and understanding and cant be enforceable as it is not a legal one (CIPD2009). Professor David Guest (2002) of Kings College London outlines the importance of psychological contracts and what it can offer to the employee and the employer. The model suggests that the importance of employer to adopt people management as it is directly influence the psychological contract .The contract is based on mutual trust and fairness of the employee and the belief that the employer is respecting the deal between them. Further he explains that positive psychological contract increase employee commitment and satisfaction which results increase performance. Limitation of psychological contract The main problem with Psychological contract arises when it is broken by management by not delivering the promises. This can leads to low job satisfaction, low morale and dispute between the employee and management. The employees are feeling cheated if the promise like rewards, training is not fulfilled or negative feedback from the managers about the work. Another limitation could be emerging when the company merges or restructure and the employees concerns are not listened to, this can raise dissatisfaction among the employees. What Psychological contract is important? The nature of the jobs changed dramatically in the last 20 years and there are more temporary and part time jobs available and the people do not have a permanent future in that company, they need to build a relationship with the management to secure their future. The cost of labor is increasing and most of the organization wants to work more with less employees makes the jobs more hectic stressful. Human resources are becoming more critical to get competitive advantage by their tacit and explicit knowledge. Team work culture is increasing. Finally positive psychological can result in high efficiency. Black box model People, Performance link In order to understand the importance or significance of employee involvement and participation it is really important to understand the people and performance link. A research team lead by Professor John Purcell (2003) at Bath University carried out an investigation on people and performance link called as black box model. In that they have carried out interviews in 18 organizations which lasted over three years. In the interview with the managers the aim is to collect the information regarding their attitudes, level commitment, views about the job, team and reporting relationship. There information had been investigating in depth the relationships between practice and performance to develop understanding of the nature and mechanics of the relationship. After analyzing the data the team develops the people and performance model famously called as black box model. These models found that the people management creates the building blocks of performance and that are ability, motivation and opportunity. As in the figure shows Purcell make four pillars to describe the people performance link. The first pillar is the human resources; the second is the AMO factors which is with the help of the line management in pillar three can result in employee commitment, job satisfaction and motivation which can finally lead to discretionary behavior. Further he explains that ability is the willing to learn new skill and apply and recognized, motivation assume that the use of ability in an effective way and finally opportunity assume the involvement of the employees in different operation like problem solving and the decision making process. These factors like ability, motivation and opportunity are very important as they are directly related to job satisfaction and commitment of the employees. It will encourage the employee to exhibit discretionary behavior which means the way doing the job like in speed, care and innovation. These activities are the heart of the employment relationship as it is very difficult for the employer to monitor all the activities in an organization. This behavior makes the performance of the organization to a next level with greater job satisfaction and better performance. (CIPD, 2009). Role of line managers According to Judge and Gennard (2005) the main reason of the failure of employees involvement is the attitude of the middle and lower management. The middle and lower management fail to support the scheme as they think they will lose power to control employees Further a research done by CIPD the role of line managers are the most important to implement the employee involvement and practice. Line managers are constantly in the communication with the employees. The line managers are the best person in explaining the variation in both job satisfaction and discretionary behavior as it one of the most important factors in order to developing commitment in the organization .The managers can encages employees towards their jobs and make them responsible for their jobs. The line managers can evaluate the performance through performance appraisal and motivates them by introducing more bonuses for better performance (CIPD, 2009). Organization culture According to CIPD (2009) it is found that the practice and performance is highly influenced by the organization environment. The practice performance link depends on the origination goal mission statement which must influence by the values the organizations stands for. And want to achieve in the future. The goal or the mission is very important for employee commitment. The goals or the mission should be spread throughout the organization to embed that in the policies of the organization. These values encourage employees to achieve new height in their jobs. This will motivate them as they are feeling valued and that eventually result in better performance. Comparison between Psychological contract and black box model Black box model is a medium for creating the atmosphere that reinforces psychological contract through the power of line managers. While psychological contract is a state of mind that already exists between the management and the employees. Implementation of employee involvement schemes Different organization operates differently so it is very important to understand that the schemes good for one organization may be not appropriate for the other one. There are few factors that are really important in order to successfully implement the schemes. The factors are good employee relations, the organization culture and the top management support, monitoring and reviewing and resources. Good employee relation Judge and Gennard (2005) explains that good employee relation is the basic need in order to implement employee involvement scheme as it is very important to motivate the employees and the management to take part in the process. The management and the employees must be open in their attitude and behavior. The scheme cant be successful in a case of dispute between them. Employee involvement can gain and develop in the background of trust and motivation among the management and the employees. Commitment by the top management The most importance factor regarding the success of employee involvement is the support of the top management. It is the top management who can encourage employee involvement and participation. According to Lawler et al (1995) it is essential, as employee involvement needs the management support to develop and smooth implementation without any obstacle. It is the management responsibility to introduce EI through suggestion programs and problem solving teams. The management can give more training to the employees to increase their skills and when they believe that the employees are knowledgeable and more skilled they can involve them in different organization function through EIP. This can leads to introduce reward and recognition for better performance to encourage employee involvement. Further Judge et al (2005) explain that the management must be keeping the momentum after the introduction of the scheme. This will develop trust and motivation among the employees and the employees feel the seriousness of the management about the scheme. Any inconstant management behavior in the workforce involvement can put the scheme in trouble as the employees will de motivates and questioning the management commitment about the scheme. According to Apostolou(2000) there are four important actions the management needs to take to run the scheme successfully and those are trust the employees and give them more responsibility, always updating the training programme to train the employees about the recent change in the business and technology the third action is effective communication and regular feedback of the work. This is the most crucial one as its shows the management seriousness about the scheme and that can motivate the workforce. Finally introducing of rewards and recognition for good work really helps to increase the commitment of the employees. Free flow of information is another important aspect of employee involvement. The management must provide information about the company through different sources to their employees .But the management should be careful to provide too much or too little information as it may create confusion among the employees. The role of leader is even more crucial in the time of recession and economic turmoil where the environment is not conducive for employee involvement because of lay offs. According to Day(2009) the roles of leader is more important then before as it is not possible for them to maintain the same employee involvement scheme if the company is not getting profit. The leadership should be aware the workforce the reason behind the lay off and must use the most remaining talent. The leadership must regain the confidence of the employee by regular informing about the company progress and make them understand about the difficult time. By giving more seriousness on employee involvement the management can help the organizat Employee Involvement and Participation in Service Industry Employee Involvement and Participation in Service Industry INTRODUCTION The paper will discuss employee involvement and participation in the service industry with reference to Canary Wharf GBK. The paper starts with the objective of the research and ends with the conclusion and recommendation of the research. Employee involvement is a very important programme to utilize the tacit knowledge of the employees to increase commitment and performance with a limited cost. This paper will discuss different types and models of employees involvement and their benefit and limitations. The research start with the secondary research through collected theories to write the literature reviews to build the base of the research. In the literature reviews, it has explained views of different writer on employees involvement. The literature reviews includes types of involvement, models of employees involvement and management support for employees involvement Further, this research includes a methodology where the research strategy, approach, data collection and sample of the research are outline. Research methodology is crucial, as it is giving the researcher ways to conduct the primary research. The research is base on a case study and the data collection methods are interviews and a survey. In the third section the researcher, outline the finding of interviews and survey. In this research, there are three interviews and one survey conducted by the researcher. The participants in the interviews are the managers and the respondent in the survey are the employees of the organisation. Finally, in the last section the researcher presented analysis and conclusion of the research. In the analysis, the data collected from the research has been tested with the theories of literature. The research concludes with a brief conclusion where the result of the research has discussed. In the end, the researcher gives recommendation and discusses the scope, limitation, and interesting issue of the research. Research objectives are Critically analyse the importance of employee involvement as outlined in the literature review that includes its importance in recession. Evaluate Gourmet Burger Kitchen employee involvement strategy in the light of the research finding and theoretical literature. Discuss the benefits and limitations of Employee involvement. Benchmark the GBK canary wharf case study with other restaurant. Reason for choosing this topic The purpose of this study is to investigate the methods of effective involvement of the employees in a company where the researcher is working. Employees are the most valuable assets of a company. Employee involvement is important as it can result in empowerment and democracy in the organisation. This may result in increased motivation to take more responsibility (Judge and Gennard (2005). In this current economic situationwhen the confidence of the employees is low, EIP can motivate the employees to deliver good customer services, which can eventually result in improved profitability. The researcher aims to explore the role of employee involvement in the hospitality industry where the employees turn over is highest. The researcher is presently working at GBK and has accessto conduct interviews and surveys. Furthermore, the researcher is interested in opening a business in India that is why the researcher has chosen this topic. PART ONE LITRETURE REVIEW Definition of employee involvement Employees, the strongest pillar of the organization are the most valuable asset that contributes significantly to its success and prosperity. According to Price (2004), the involvement of employees in the organizational operation not only motivates them but also enables them to contribute more effectively and efficiently. Further, he explains employee involvement as a process involving participation, communication, decision making which leads to industrial democracy and employee motivation. Further CIPD (2009) explain employee involvement as a commitment of the employees towards the values of the organisation and willingness to help each other to achieve the organisational goal. The results are not only to increase job satisfaction, or motivation but the increasing performance of that organisation. In short, employee involvement is creating an environment where people have a continuous impact on decisions and actions that affect their jobs. Employee involvement Vs participation Understanding and defining the concept Employee involvement and employee participation are like two sides of a coin. Both are supplementary to each other and existence of one depends on the other. There is not any significant difference between the two terms. Participation is an act of sharing information and the meaning of involvement is the day-to-day activity of the organization. Many writers have contributed towards the development of this thought of employee involvement or participation. For example Delaney (1996) had used the term participation as a voice of the employee in the decision making process and to describe different types of involvement of employee in the organizations affair. But very few writers tried to find the difference between the two concepts. Kale (1999) argues that participation is any organizational arrangement under which employees have some sort of share in some aspect of the business which is not specific types of employee involvement. Furthermore Ang (2002) has contributed towards the development of the difference between the two terms and concluded that, Employee involvement calls for participation which is all about sharing information, training, mutual decision making process whereas traditional participative managementviews participation as a part of other organizational process. Marching ton et al. (1993) have used employee participation in a different context and as an umbrella term covering all forms of employee influence in the organization. Employee involvement is used to describe managerially inspired initiatives aimed at winning employee commitment, as part of the practices of industrial democracy, whose aim is to increase the rights of employees to participate in management decisions. This not only results in enhanced employee morale but also retaining the potential manpower resulting in lower attrition rate. Many writers have contributed differently and each one of them has different approach to the concept and the context. Employee involvement was and is still known and referred to by different writers under such headings as participative management, employee participation, and worker involvement. Employee involvement and empowerment The concept of employee involvement is incomplete without it being associated with employee empowerment. According to Cunningham and Hyman (1999) there cannot be a single or simple definition of empowerment as some writers see empowerment as a recent development after increase employee involvement. Further Apostolouain (2000) explains that empowerment is the next step of employee involvement means where the employees have the power to take decisions. Blanchard et al. (1999) has defined its scope referring it as a means for involving team members as business partners in determining company success or failure. The real essence of which comes from releasing the knowledge, experience, and motivational power that is already in people but is being severely underutilized. In short it can be said that employee involvement leads to empowerment of the employees in different management decision process. Importance of Employee involvement The increasing competition and technological changes in the last 20 years have demanded higher skills and flexibility from the employees for the organisation. Walton (1985) stated that the highly competitive environment needs a different strategic approach to manage the employees. He further stated that in order to achieve that the jobs needs to be broader. The jobs structure should be made with proper planning and implementation to improve the performance unless just to maintain it. This situation leads to formation of teams, which are accountable for the performance. Employee involvement not only maintained the standard of the operation process but gives emphasis on continuous improvement and it is reflecting the requirement of the market place. Further Marchington (2001) argues that the employee involvement come into focus in the early 90s when the employer looking for a participative way to manage the work force. Judge and Gennard (2005) further outline the other important aspect of employee involvement is the increases job security of the employees by offering them priority in training and retraining. The training equipped them with the skill and knowledge that the job demands. Greater employee commitment leads a growing expectancy to better job satisfaction and performance. It is difficult for the organisation in current business scenario to improve the performance without employee commitment towards the organizations mission and objective. Employee involvement allows the employee to input their views and ideas on performance and the quality of the service. This will lead the development where the employees want to be part of successful organisation, which provides them a good income and opportunity to enhance their skills for a secure employment. Grates (2009) stated that the engaged employees significantly contributes to the success of the organisation to achieve the goal and objective. H e further said that employee involvement could give competitive advantage in the market. It can help to reduce turnover and increase the productivity. An industrial services survey conducted in 1999 on 49 organisations experiences on employee involvement over the period of 1991-1999 has reported that more then 33% people believe that it enhanced employee commitment and motivation. The same number of people believes that it is really help to improve the relationship between the employee and the employer. Approximately 60% people said that the quality of the product and the services has improved. More then 50% believe that their job satisfaction had increased and the organisational profit has increased. Importance of employee involvement in recession The world has seen its worst recession since 1930s and most of the world economies are fighting against it. The economic crisis forces the employers to introduce cost-cutting measure and one of them is redundancies. According to an article HR focus (2009) most of companies in the world complete the lay offs of employees. Now the big question is how this organisation can use the most of the remaining employees. The other important question is how the company survive and can increase their performance in this difficult time. One of the measures that the organisation uses to give confidence to their employees is greater emphasis on employee involvement and participation scheme. According to Frauenheim (2009) the importance of employee involvement is more crucial in this difficult environment of economic trouble. As it is revels by many experts that worker commitment is more important then before as the confidence of the employees are badly hit by the lay offs. Haters stated that its the employees help that improving the situation during this economic turmoil as employee involvement can give the sense of value to the employees and can increase the job security. Juile Gebauer managing director of Towers Perrin believe that the company must give more attention to employee involvement to survive and performing good in recession as his organization found there is direct link between performance and involvement. Low employee satisfaction or confidence may results poor customer services and in recession where customers are very reluctant to spend, companies can not afford bad customer service. In this difficult time companies have to be more efficient to attract more customers to surviveand customer service isof the tool to do that. It is found that EIP can increase employee satisfaction which can lead better performance Types of employee involvement Employee involvement practices/ approaches According to Ang (2002) the idea of employee involvement is still developing although there is large amount of research done in the last decade still there is not any developed ways to use employee involvement as a management approach. The management approach depends how the employer wants to involve their employee in different operation. According to Lawler et al (1998) the most important factor of employee involvement approaches is how it can represent comprehensively in the process of problem solving, sharing information, rewards for performance and developing knowledge and ideas. He further says that in order to implement these practices the organization needs a particular employee involvement program. Traditional versus current perspective There is a significant difference between the current and the traditional way of employee involvement and participation. According to Gary and Sisson (1994) the traditional way is mostly indirect participation and limited direct participation. Further indirect participation includes trade union and work council and direct participation was limited to improve the quality of the work to counter turnover and absenteeism. He further explains that current employee participation is more direct as it concern with improve the performance of the organization that can be linked with the objective of the organization like customer satisfaction. The types of jobs in the current environment is changing as more and more company recruiting part time employees and they need to adopt different strategy to involve them in the process. Representative participation According to Apostolou (2000) one of the main ways to achieve representative participation is joint consultation where employees elected representative to discuss with the management on various issues which concern them. These processes give the employees an opportunity to influence the proposal before it is finally made. Further Judge and Generd (2004) explain that, joint consolation involves seeking acceptable solutions to problem through a genuine exchange of views and information .Employee communication is concerned with the interchange of information and ideas within an organization. Direct, indirect and financial participation In 1999 Oosthuizen and du Toit classify the employee involvement and participation practice as direct, indirect and financial. Direct participation is the communication between the management and the employees regarding different function of the organization like decision making process to problem solving. Whereas in indirect participation the employees are involve through their representatives who are elected leaders. Financial participation is the economic participation of the employees in the success or failure of the organization through share ownership, profit sharing scheme. Marchington et al (1992) talk of direct and indirect employee participation practices the direct participation consist of downward communication from management to employees which includes team briefing, workplace wide meeting ,staff newsletters and cascading of information down via the management chain. Downward Communication from Managers to Employees According to Marchington et al (1992) the downward involvement technique is used to inform employees of management plans. The management can use different ways to do that. Regular and continuous distribution of the company reports, journal, company publication and videos are the effective way to inform employees about the development of the company. Team briefing and regular team meeting is another ways for the top management to aware the employees about the organization news and development. Upward involvement Marchington et al (1992) explain the other way of direct communication which are upward problem solving communication practices and that includes suggestion schemes, employee attitude surveys, and employee groups established to solve specific problems or discuss aspect of performance or quality and suggestion scheme. Further Taily et al (2003) outline the importance of employees attitude survey and it can be done through questionnaire to a sample of employees to find out their views about different factors of the work. He further explain that formal processes like suggestion scheme can be put forward to find out employees thinking on different issues like quality improvement to enhance performance. Financial participation Financial participation is one of the best direct and tangible forms of employee involvement. The financial participation allows the employee to be a part of the financial success and failure of the organization. This will encourage the employees to show greater commitment and encourage them to take extra responsibility.Further, it is argued that a financial stake gives employees increased enthusiasm for the success of the organization. In its most developed form employee share ownership means that employees become significant shareholders in the business or even their own employer (Judge and Gennard, 2005). Financial employee involvement scheme can be carried out in three ways and that is profit sharing, profit related pay and share ownership. Profit sharing According to Judge al (2004) profit sharing methods can help to build a motivated and committed workforce. Further Taily et al (2004) explains that these schemes encourage employees to work as a team rather then individual as the rewards for working together is more then working individually. Profit sharing scheme ensure that employees benefit from an organization that makes profits. Profit related pay Taily et al (2003) explains that profit related pay scheme where employer rewards the employees for their contribution to the business. Further he outlines that it works where a group of people get pay to the profit of the business for their work. This kind of scheme generally found in the sales business where there is bonus for achieving the target. This scheme can increase the motivation and commitment of the employees. Share ownership Judge et al (2004) stated that latest way of financial participation of the employees is share ownership where the employees are owner of some part of the company through share. It means that they have shareholders right. Further Apostolou (2000) stated that it produces interest among the employees about the company matters. In UK one of 5 employees have share ownership in their company .This kind of schemes seeks long term commitment from the employees and its take the employee involvement in a new stage where employees are promoting to some part of the ownership of the company. Owing share makes the employees more motivated and committed as the loss or the profit directly have an impact on them. Task based participation Task based participation is mainly to the job and an integral part of day-to-day life. It is all about perform the task in the same level or higher level, which can be managers or supervisor. Team working and self management Teamwork one of the important ways of employee involvement described by Pfeiffers (1998) as it is one of the seven key HRM practise. It allows employees to take extra responsibility for the task, without direct supervision, to have discretion over work method and time, to multi skill and to recruit team members. Managerial control is at it most subversive and effective when employees take on responsibility for peer surveillance (Marchington and Wilkinson (1998 Benefit of Team working Team meeting benefit both the employer and the employees. Through introducing team working the employer can improve productivity, customer service, cost cutting. In addition the employers can spread the ideas and be competitive in the market by improving the performance. Further its increase the employees motivation to extra responsibility and care for the organization. Team working is benefited for the employees as well as the outcome of team working are greater job satisfaction and motivation. Service industry characteristics and customer driven attitude or orientation is suits team working (Wilkinson et al 1998).Cully et al (1999) claim that team working participation is used in two third of the British industries. In order to introduce team working the organization needs skillful management and resources. Employee Involvement Model Psychological contracts First used in 1960s the psychological contract became very popular following the development in the world economy like globalization and economic crisis in 1990s.It is described as mutual obligations without any written contract between the employee and the employer. As it is not a written contract these obligations are informal and imprecise and are made in the requirement process or in the performance appraisal. Some obligation is seen as a promise whereas others are term as an expectation. The important part of that is the belief by the employees to be part of good relationship with the employer (CIPD, 2009). The difference between the legal contract and psychological contract can be easily distinguished. Legal contract is a paper sign contract between the employee and the employer which represent the limited reality of the employment. The nature and importance of that can be found in an employment tribunal. On the other hand Psychological contract is more influential than the formal contract as it is affecting the employee behavior. This contract helps the employee to understand the requirement to represent their side and bargain and what they can expect from the job. The contract is based on mutual trust and understanding and cant be enforceable as it is not a legal one (CIPD2009). Professor David Guest (2002) of Kings College London outlines the importance of psychological contracts and what it can offer to the employee and the employer. The model suggests that the importance of employer to adopt people management as it is directly influence the psychological contract .The contract is based on mutual trust and fairness of the employee and the belief that the employer is respecting the deal between them. Further he explains that positive psychological contract increase employee commitment and satisfaction which results increase performance. Limitation of psychological contract The main problem with Psychological contract arises when it is broken by management by not delivering the promises. This can leads to low job satisfaction, low morale and dispute between the employee and management. The employees are feeling cheated if the promise like rewards, training is not fulfilled or negative feedback from the managers about the work. Another limitation could be emerging when the company merges or restructure and the employees concerns are not listened to, this can raise dissatisfaction among the employees. What Psychological contract is important? The nature of the jobs changed dramatically in the last 20 years and there are more temporary and part time jobs available and the people do not have a permanent future in that company, they need to build a relationship with the management to secure their future. The cost of labor is increasing and most of the organization wants to work more with less employees makes the jobs more hectic stressful. Human resources are becoming more critical to get competitive advantage by their tacit and explicit knowledge. Team work culture is increasing. Finally positive psychological can result in high efficiency. Black box model People, Performance link In order to understand the importance or significance of employee involvement and participation it is really important to understand the people and performance link. A research team lead by Professor John Purcell (2003) at Bath University carried out an investigation on people and performance link called as black box model. In that they have carried out interviews in 18 organizations which lasted over three years. In the interview with the managers the aim is to collect the information regarding their attitudes, level commitment, views about the job, team and reporting relationship. There information had been investigating in depth the relationships between practice and performance to develop understanding of the nature and mechanics of the relationship. After analyzing the data the team develops the people and performance model famously called as black box model. These models found that the people management creates the building blocks of performance and that are ability, motivation and opportunity. As in the figure shows Purcell make four pillars to describe the people performance link. The first pillar is the human resources; the second is the AMO factors which is with the help of the line management in pillar three can result in employee commitment, job satisfaction and motivation which can finally lead to discretionary behavior. Further he explains that ability is the willing to learn new skill and apply and recognized, motivation assume that the use of ability in an effective way and finally opportunity assume the involvement of the employees in different operation like problem solving and the decision making process. These factors like ability, motivation and opportunity are very important as they are directly related to job satisfaction and commitment of the employees. It will encourage the employee to exhibit discretionary behavior which means the way doing the job like in speed, care and innovation. These activities are the heart of the employment relationship as it is very difficult for the employer to monitor all the activities in an organization. This behavior makes the performance of the organization to a next level with greater job satisfaction and better performance. (CIPD, 2009). Role of line managers According to Judge and Gennard (2005) the main reason of the failure of employees involvement is the attitude of the middle and lower management. The middle and lower management fail to support the scheme as they think they will lose power to control employees Further a research done by CIPD the role of line managers are the most important to implement the employee involvement and practice. Line managers are constantly in the communication with the employees. The line managers are the best person in explaining the variation in both job satisfaction and discretionary behavior as it one of the most important factors in order to developing commitment in the organization .The managers can encages employees towards their jobs and make them responsible for their jobs. The line managers can evaluate the performance through performance appraisal and motivates them by introducing more bonuses for better performance (CIPD, 2009). Organization culture According to CIPD (2009) it is found that the practice and performance is highly influenced by the organization environment. The practice performance link depends on the origination goal mission statement which must influence by the values the organizations stands for. And want to achieve in the future. The goal or the mission is very important for employee commitment. The goals or the mission should be spread throughout the organization to embed that in the policies of the organization. These values encourage employees to achieve new height in their jobs. This will motivate them as they are feeling valued and that eventually result in better performance. Comparison between Psychological contract and black box model Black box model is a medium for creating the atmosphere that reinforces psychological contract through the power of line managers. While psychological contract is a state of mind that already exists between the management and the employees. Implementation of employee involvement schemes Different organization operates differently so it is very important to understand that the schemes good for one organization may be not appropriate for the other one. There are few factors that are really important in order to successfully implement the schemes. The factors are good employee relations, the organization culture and the top management support, monitoring and reviewing and resources. Good employee relation Judge and Gennard (2005) explains that good employee relation is the basic need in order to implement employee involvement scheme as it is very important to motivate the employees and the management to take part in the process. The management and the employees must be open in their attitude and behavior. The scheme cant be successful in a case of dispute between them. Employee involvement can gain and develop in the background of trust and motivation among the management and the employees. Commitment by the top management The most importance factor regarding the success of employee involvement is the support of the top management. It is the top management who can encourage employee involvement and participation. According to Lawler et al (1995) it is essential, as employee involvement needs the management support to develop and smooth implementation without any obstacle. It is the management responsibility to introduce EI through suggestion programs and problem solving teams. The management can give more training to the employees to increase their skills and when they believe that the employees are knowledgeable and more skilled they can involve them in different organization function through EIP. This can leads to introduce reward and recognition for better performance to encourage employee involvement. Further Judge et al (2005) explain that the management must be keeping the momentum after the introduction of the scheme. This will develop trust and motivation among the employees and the employees feel the seriousness of the management about the scheme. Any inconstant management behavior in the workforce involvement can put the scheme in trouble as the employees will de motivates and questioning the management commitment about the scheme. According to Apostolou(2000) there are four important actions the management needs to take to run the scheme successfully and those are trust the employees and give them more responsibility, always updating the training programme to train the employees about the recent change in the business and technology the third action is effective communication and regular feedback of the work. This is the most crucial one as its shows the management seriousness about the scheme and that can motivate the workforce. Finally introducing of rewards and recognition for good work really helps to increase the commitment of the employees. Free flow of information is another important aspect of employee involvement. The management must provide information about the company through different sources to their employees .But the management should be careful to provide too much or too little information as it may create confusion among the employees. The role of leader is even more crucial in the time of recession and economic turmoil where the environment is not conducive for employee involvement because of lay offs. According to Day(2009) the roles of leader is more important then before as it is not possible for them to maintain the same employee involvement scheme if the company is not getting profit. The leadership should be aware the workforce the reason behind the lay off and must use the most remaining talent. The leadership must regain the confidence of the employee by regular informing about the company progress and make them understand about the difficult time. By giving more seriousness on employee involvement the management can help the organizat