Personal Experience An Accident and a Cowboy, The Horse...

Prologue Some people might come up to me every now and then and ask me if I am alright now, and some who don’t know me ask what happened. They have heard about me on the news, but have not heard all the details. I am used to the constant questioning, though, as much of it has died off now. I have been counting, exactly four months since the day my life turned around. I am much better now. I actually am all better. My life is exactly the same as before the incident. I am still living with my family, I go to the same school, I still have all my pets, and most importantly I and my horse, Cowboy, are perfectly healthy again. I do not look the same, for I and my horse were stranded for about four months. I have lost weight-I now weigh 81†¦show more content†¦The Run Hi, I am Anna. I am a thirteen year girl who is fearless, but cautious. My horse, as you know, is Cowboy. He is a fast, quarter horse, mustang mix. On a Thursday afternoon, I told my mom I was going out for a quick ride. I saddled my horse up and, as I usually do, put a bucket and a water bottle on the side of the saddle, just in case I ever got lost. I thought I never would, but I strapped it on anyway. In the bucket was a couple of snacks for me and some snacks for Cowboy. I was even almost positive nothing would ever go wrong. But, was I wrong? I jumped on him and walked down the hill onto the road. Instead of turning right for the main road, I turned left, for some change. On the left side, it is more rural and open with many trees. There is not a lot of paved road. There are many houses, but once you get to a certain point, you wont see them anymore. As I was starting to ride, I saw a very tight and mysterious trail. I pulled Cowboy into the trail and I started to run him. To m y surprise, he bolted, faster than ever, and before I could pull the rein to stop him, he turned a turn I have never imagined or seen. I looked behind me, quivering with fear of where I was. I could still see some of the main road, where a car was passing at the time. I tightly turned him around, sure of myself I would get back to the mainroad. We started towards the main road, when Cowboy spooked. I didn’tShow MoreRelatedAmerican Sniper By Chris Kyle1107 Words   |  5 Pagesearning his spot in history as the most lethal sniper in the United States military. During Kyle’s tours in Fallujah, Ramadi, and Sadr city he recorded over 160 confirmed kills. Kyle’s autobiography covers not only daily life on the war front, but the personal and family struggles at home while on hiatus from the War in Iraq. In American Sniper Chris Kyle provides insight on the reality of war while touching on patriotism, Family, and Death. 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McDonald’s quality service Free Essays

McDonald’s quality service is very evident in every outlet it has all over the world. Arguably, serving its customers in an apt and courteous manner, each customer whenever not satisfied is aptly attended to. This is one standard protocol which is implemented in each McDonald’s restaurant. We will write a custom essay sample on McDonald’s quality service or any similar topic only for you Order Now Each crew member is trained and oriented by the head store manager and its store area managers, in order to be efficient in handling the needs of its various customers. In able to make speedy service possible and to ensure accuracy and security, many fast food restaurants have incorporated hospitality point of sale systems (Ray Kroc, Grinding it out: The Making of McDonald’s, 1977). This makes it possible for kitchen crew personnel to screen orders place at front counter and drive through at the actual time. Wireless systems allow orders placed at drive through speakers to be taken by cashiers, as well as kitchen personnel. Drive-through and walk through configurations will allow orders to be taken at one register and paid at the succeeding window. Modern point of sale systems can operate on computer networks using a wide array of software programs. Sales records can be generated and remote access to computer reports can be given to corporate offices, managers, troubleshooters, and some authorized personnel. With this in mind, quality service at McDonald’s is assumed and secured for the betterment of its loyal customers and the company as well. While fast food restaurants usually have a dining area in which customers can eat the food on the premises, some orders are designed to be taken away, and traditional table service is rare. Orders are generally taken and paid for at a wide counter, with the customer waiting by the counter for a tray or container for their food. A â€Å"drive-thru† service can allow customers to order and pick up food from their cars. Nearly from its inception, fast food has been designed to be eaten â€Å"on the go† and often does not require traditional cutlery and is eaten as a finger food (Ray Kroc, Grinding it out: The Making of McDonald’s, 1977). Common menu items at fast food outlets include fish and chips, sandwiches, pitas, hamburgers, fried chicken, french fries, chicken nuggets, tacos, pizza, and ice cream, although many fast-food restaurants offer â€Å"slower† foods like chili, mashed potatoes, and salads. The quality service of McDonald’s doesn’t end there. The company gives a premium on each customer’s health in order to reciprocate the loyalty a customer gives to the company. Some of the large fast food chains are beginning to incorporate healthier alternatives in their menu as well. For instance, white meat, snack wraps, salads and fresh fruits are made available. However, some people see these moves as a tokenistic and commercial measure, rather than an appropriate reaction to ethical concerns about the world ecology and people’s health. McDonald’s announced that in March of 2006, the chain would include nutritional information on the packaging of all its products. Yet amidst the quality service that the company provides, some customers and lobbyists are not contented with what the prominent fast food chain does to suit the various needs of its customers. Because of commercial emphasis on speed, uniformity and low cost, fast food products are often made with ingredients formulated to achieve a certain flavor or consistency and to preserve freshness. This requires a high degree of food engineering, the use of additives and processing techniques substantially alter the food from its original form and reduce its nutritional value. Wal-Mart The Wal-Mart Neighborhood Market is chain of grocery stores launched by Wal-Mart in 1998. These stores are designed to be the opposite of vastly enormous superstores. These smaller stores are supposed to entice shoppers with easier parking, less crowded aisles and faster checkout.   Neighborhood Market stores offer a wide variety of products that includes a full-line of groceries, pharmaceuticals, health and beauty aids, photo developing services, and a limited selection of general merchandise. Generally, located in markets with Wal-Mart Supercenters, they supplement Wal-Mart’s strong food distribution network. As of May 31, 2007, there were 118 Neighborhood Markets in the United States. Yet customer service has also gone downhill in a big way. For instance, a   customer waited over a half hour for someone to come and assist me in the bicycle department, finally leaving because no one could be bothered. One of the cashiers called and called for assistance to no avail. The woman in the infant department, which she believed to be the department head, that wouldn’t even begin to try to get me a price on an unmarked car seat. She told the customer that it must be the same price as another seat which was nearby that was clearly a better quality, more expensive seat. The Customer feel like the people of this area are being taken advantage of and being treated poorly because of the fact that places to shop are so limited here. Half of the time some people can’t find what they are supposed to be looking for, simply because it isn’t in stock anymore. You can forget about finding any decent shoes. What has happened to the quality at Wal-mart? I know many people who share my feelings about the way Wal-mart has become, and many of us are considering paying a little more elsewhere to get the service and quality that we prefer. Furthermore, their idea of â€Å"merchandising† has increasingly gotten so cheap and sloppy. If you’re looking for let’s say sunglasses, don’t dare imagine that they’d all be in the same logical area — they are scattered on strips hung at end of aisles in practically any department. How do they control their inventory? Now their inventory approach would be confidential and unpredictable, after all it is Wal-Mart, not Nordstrom’s. The apathy at Wal-Mart is not proper. You are then left to â€Å"fend for yourself† at the â€Å"baggage carousel† and hope that you retrieved all your bags, as the next order is already hot on your heels. With this in mind, some customer would rather shop on Wal-Mart online. This gives the customers a convenient way of shopping with the use of the internet. It is practical for some people who spent most of their time at home. One simply can browse through the variety of products by choosing a category. For customers, this is a hassle-free and not time consuming at all. The customer spares himself from some obnoxious employees that cannot attend to you whenever you need assistance to find a certain product. Yet this is not a solution to the demands of customers. Quality service must be assured in every Wal-Mart store. The company must set standard protocols for an employee to perform their job in an objective manner. Perhaps, Wal-Mart is not even considering such yet they have quality assurance with the products that they sell. So, why not imply quality assurance with regards to employee-customer relationships? Wal-Mart is like the â€Å"McDonald’s† of department stores because they customer satisfaction and quality service are overlooked and not given proper attention by its company executives. For the employees to perform their job well, the company executives should not hire them simply for the sake of having personnel at their prominent department store. References: Ray Kroc, Grinding it out: The Making of McDonald’s, 1977 Wal-Mart 2006 Annual Report, 2006                         How to cite McDonald’s quality service, Essay examples

Human Resources in Google Organisation †MyAssignmenthelp.com

Question: Discuss about the Human Resources in Google Organisation. Answer: Introduction Google success is mainly based on the higher quality of the services with the best resources possible. The company works on the smartness and the excellence among the employees. This will include all the strategies, methods and the techniques that are essential for the proper recruitment and the selection. (Antony et al., 2016). Google's HRM works with the mixture of the internal and the external recruitment to handle the adequacy of the human resources with the use of promotion, transfer, and the trainees. The company has focused on the different potential interns with the combinations of the direct and indirect recruitment methods so that the employees can easily map their capabilities. Key messages about Google as an organisation and as an employer As an organization, Google emphasizes on creating a supportive and fun work-environment for its employees so that they enjoy working there. The broad differentiation strategy with the selection of the applicants is based on the smartness, creativity, and the drive for excellence to mainly align with the organization. The different processes involve the background checks, with preliminary screening and the on-job tests with interviews. The retention plan is also for the different procedures where there are better compensation packages for retaining the high-quality employees. As an organization, Google also tries to provide other incentives and the benefits for the fun and creativity with retaining the innovative workers. (Almeida et al., 2017). The use of the coaching, mentoring programs are for the development with the better potential of leadership. Employees can bring their children to work sometimes to give them a trip around the campus. Google has a childcare program on its camp us for all the moms and dads working at the Google. That's not it! There are other incentives for the female employees who are expecting a child as getting a maternity leave with 75% of their salary paid to them during the leave. Google as an employee As an employee, it is seen that Google can give high marks on the Pay Scale with the employee survey in the different areas like the satisfaction of the job, meaning, and the compensation. The company works with the research and experimentation that will help Google to hire the exceptional people with the best team possible at a better hiring. (Hunter et al., 2017). The following key points can be identified about Google as an organisation and as an employee from the video Fast Responses Things happen fast Employees can make big impact while working at Google Engineers get 20% time to work on their own project Free snacks Gym 75% pay during maternity leave Start-up spirit Incorporate HRM theory for how effective the video is in attracting the right candidates The retaining of the employees at Google is one of the core operations where the technological capabilities, innovation, and the efficient HR helps in bringing a change with success and fame. This differs its employees where the favorable approach is the ability to experience and hire the smart people. The innovative and the employee friendly culture is for the passion with innovation, efficient leadership that empowers and strive for the better environment of trust. It is quite common for any company nowadays to make videos like this to attract suitable candidates for hiring them into their companies. Assessing the video through HRM theory, the video consists of personal examples and opinions of the employees working at Google so that a connection from the target audience can be made. People are more likely to get attracted to an organization if they can hear or learn about the benefits and perks of joining the organization from its current or previous employees itself (Jeske et al. , 2016). It was, therefore, an impeccable move by the HR of Google to ask one of its employees to narrate and host the video. The video doesn't just focus on giving a tour of either the workplace only or the leisure places around the campuses. It shows the audience both so that candidates of all tastes and preferences can connect to it. The Google Recruitment video takes time to introduce the viewers to all the major perks and benefits of joining Google by providing personal examples and running shots of the campus simultaneously. According to Russell Brannan, 2016, it is clear from the video about the type of candidates or potential engineers, the management of Google wants to attract, and thus reducing the task of recruiting the right candidate. The most striking part of the video is the way it tells everyone about the benefits and perks of joining the company in casual conversations which help in arousing the interest of viewers in a unique manner without even making them realize about it. HRM of the company does a brilliant job in keeping the tone of the video causal and fun so that more and more candidates of new generation especially get attracted to it and consider Google as their workplace of choice. It is a perfect video showcasing the company's workplace, environment, employees, and benefits of working there along with the incentives they receive. (Johnson et al., 2016). Challenges organisations such as Google would face in their recruitment process. Some of the major challenges are studied in detail below Balancing Speed and Quality maintaining the speed of hiring with the quality of that hire. The management today wants to hire people quickly but also seeks to ensure the quality of a candidate. This requires some time (Srivastava et al., 2016). It is therefore very essential to employ some time to choose the correct and deserving candidates for the betterment of the organization. Obsolete recruitment tactics The management of most of the organisations today employ the recruitment strategies or policies which are continuing from the 80s. It is a critical demand of the hour to incorporate newer and better tactics in the recruitment process to keep up with the modern times and market. As per the forms, there is a demand for candidates with varied skill sets in today's industry (of any kind), and the recruitment process of the organization, therefore, needs to be designed in a manner to test them appropriately. Competition from Start-ups - The business ecosphere today is drenched with funding. Stories of start-ups acquiring abundant funding are heard almost every day now. And while these are great news for job seekers, they are bad news for large, established organizations. Large businesses are finding the competition from the attractiveness and successes of start-ups very difficult (Russell et al., 2016). A major plus point in favor of start-ups is excitement. Startup ecosystems are mostly fun, with ultra-cool, swanky offices and flexible working hours. A large organization finds matching these kinds of situation a very tough task. Lack of expert recruiters in Future The candidates applying for jobs in modern days have become more demanding and bold. Due to the emergence of the trends of well-funded start-ups and self-employment, large organizations find themselves in a vulnerable position, and the candidates are well-versed with the fact. It is becoming increasingly difficult to negotiate with them, therefore. The lack of effective recruiters with excellent negotiation skills has increased the dilemma by multiple times. It is estimated that the quality of recruiters will continue to decrease in future which means the candidates will hold an upper hand when applying to join a company or an organization. Summary The success of Google is based on the better culture and its work environment, where HR has been able to bring a change in the organizational design as well. The recruitment and the staffing at Google depend on the talent and the requirement. (Vinayaka et al., 2017). The culture plays a major role in the applicants directing only towards productivity. The technology is set to the higher turnover rates with surviving the pressure that is not easy for everyone. Recruitment is for the entire organization to maintain diversity with the selection based on the highly diversified workforce together. Conclusion With the performance management, there are chances for the growth and development, with better rewards for good performance. The 360-degree feedback is used as an important performance review so that the employee's work as per their best capabilities, and facing the challenges now and then. The work and the job responsibilities, with the better stock operations are important for the key drivers of retention and the continuous acquisition for the best employees. It has also been seen that the people focus on sending the recruitment messages which states that there is a need to properly access the search portal where there is a proper access the assessment tool with prediction of the best possible candidate who are able to manage and resolve the issues depending upon the assessment tools. References Almeida, S., Fernando, M. (2017). Making the cut: occupation-specific factors influencing employers in their recruitment and selection of immigrant professionals in the information technology and accounting occupations in regional Australia.The International Journal of Human Resource Management,28(6), 880-912. Antony, J., Antony, J., Gijo, E. V., Gijo, E. V., Kumar, V., Kumar, V., ... Ghadge, A. (2016). A multiple case study analysis of Six Sigma practices in Indian manufacturing companies.International Journal of Quality Reliability Management,33(8), 1138-1149. Hunter, S. T., Shortland, N. D., Crayne, M. P., Ligon, G. S. (2017). Recruitment and selection in violent extremist organizations: Exploring what industrial and organizational psychology might contribute.American Psychologist,72(3), 242. Jeske, D., Shultz, K. S. (2016). Using social media content for screening in recruitment and selection: pros and cons.Work, employment and society,30(3), 535-546. Johnson, R. D., Lukaszewski, K. M., Stone, D. L. (2016). The Evolution of the Field of Human Resource Information Systems: Co-Evolution of Technology and HR Processes.CAIS,38, 28. Russell, S., Brannan, M. J. (2016). Getting the Right People on the Bus: Recruitment, selection and integration for the branded organization.European Management Journal,34(2), 114-124. Srivastava, R., Shukla, S., Basma, P. (2016). An Analysis on Recruitment and Selection Process of Agent adopted by Various Life Insurance Companies.Adhyayan: A Journal of Management Sciences,5(2). Vinayaka, M., Ramaswamy, S. (2017). Recruitment Process and Practices Undertaken in IT Sector: A Comparative Analysis of Selected Indian and MNC Companies.Imperial Journal of Interdisciplinary Research,3(2).