This point is important to remember in order to truthfully answer the question of whether there is ever a situation in which a person should hide his or her true feelings. The answer to this question is a resounding “yes.” Feelings, whether characterized as true or not, are not rational but, rather, emotional responses that fluctuate randomly. One day the bird is sweet, the next he is irritating. Hence, the question of whether to hide one’s feelings loses its moral component (after all, why is it wrong to not express every trivial feeling?) and becomes more a question of practicality. The only question one need ask is “does expressing this feeling produce a good result or a bad result?”.

Here is a simple example. Susan asks Bob if her haircut looks nice. At that moment, Bob is not used to Susan’s haircut and his feeling is that it looks quite awful. If he tells her that, he is expressing his true feeling of that moment. However, it does not make sense to do this. Susan may get mad or hurt, she can’t change her haircut now, and it may result in Bob sleeping on the couch. Applying this practical analysis, he should say he is not sure.

Some may argue that Bob is morally wrong to not express his true feeling at the moment. But a day later, Bob actually changes his mind. He has gotten used to Susan’s new look and actually likes it. Now, it makes perfect sense for Bob to express his “true” feeling. Susan will feel good and Bob will have a happy day. This example also illustrate the fundamental point: in the human mind, there are no “true feelings” only “current feelings!”

Autumn also brings with it a renewed sense of activity with the academic year starting in most schools, which instills a sense of nostalgia in those of us who remember their younger years with a tinge of melancholic delight. The time is also perfect for walks in the country, perhaps in the late afternoon when the sound of church bells and the general atmosphere blends in so well with the landscape that starts to turn yellow again. As October turns to November, it does get slightly cooler and one can leave behind the lethargic heat of summer where inspiration is so remote and delve into some interesting projects before winter begins its inexorable approach.

Lately, autumn does seem to come slightly later than usual due to the climate change and other atmospheric phenomena, but still the end of September is always a rewarding time for me personally. Being a music lover, I also have a soft spot for Antonio Vivaldi’s ‘Autumn’ concerto which is a part of the ‘Four seasons’ and which is, perhaps, the work that is most overlooked and underappreciated from this quartet. Autumn is definitely my favorite season and I always recharge my batteries when it comes along. It is quite close too, so I am looking forward to it with anticipation.

For the students preparing and delivering an address represents a major skill set. Composing a speech or presentation would require them to assemble notes, references, and statistics relevant to a given topic. Putting these together as a coherent whole would develop their ability to coordinate elements, in a logical and comprehensible manner.

A clear, concise script, the one that conveys relevant information with minimal jargon and no grammatical errors is essential for making a good speech. Effective oratory requires rehearsal. This process would develop a student’s capacity to project confidence and competence in voice, posture, and movement. These qualities could also be of immense benefit in other walks of life.

It is not often that one is called upon to address a crowd. In an atmosphere where emphasis is laid on training graduates in disciplines specific to a dwindling job market, there may be a reluctance to devote time and resources, to a “non-essential” skill. If the college has a large student body, it could be difficult to schedule sufficient hours per week for each speaker. Assembling an audience for every presentation and finding suitable venues might also be problematic.

Financial constraints could come into play when budgeting for the additional facilities required for every speech. The cost of slide projectors, presentation software, or even photocopied handouts might prove difficult to justify to official auditors.

That said, the considerable benefits to the student would suggest that public speaking should be made available as a course option or module.

While arriving at the park, there are many things to see. The first things you see are trees and flowers, children and parents, swing sets and slides. As you begin to take your walk, the sound of children laughing and playing arouse your curiosity of what they are doing. You notice that the majority of the children are playing hide-and-go-seek. A few of the children are playing on the merry go round. When they get off, they are stumbling from dizziness. The children are laughing and pointing at one another when they fall.

        

Teenagers are meeting at the park to roller blade and to skateboard. Every teenager is being careful not to fall and hurt himself or herself, so they use safety helmets and kneepads. At this point of your walk, you notice families having reunions with their relatives. You can hear their laughter and voices filled with happiness. The smell of barbecue hamburgers and hotdogs begin to fill the air. Moreover, there are families grilling chicken, eating potato salad, and devouring baked beans.

Noticeably, the trees are beginning to turn colors of red, orange, and yellow; the colors of autumn. As the wind blows, the colors of the leaves blend together into a beautiful portrait that God painted for us. As your attention shifts toward the sky, you see Blue Jays and Cardinals flying overhead. The birds are desperately searching for food to feed their young. The sound of the birds chirp makes you think of a song that you heard at church the previous Sunday, and you begin to sing it aloud.

You begin to see many different types of flowers with various colors. The flowers’ colors consist of red, blue, green, purple, and pink. Looking closer, you see butterflies with many different designs on their wings and it reminds you of a kaleidoscope.

The park is a very interesting place to go and see many different things. The park can be a place to go and relax, a place to go and play, or a place to go and thank God for everything He has made for us. I suggest that everyone take advantage of being able to attend the park for little or no cost at all. The park is a perfect place to go for any age, and everyone can have a good time.

        

Take, for example, my cousin. She is a beautiful girl (not a blonde), but at age twenty years old she still steps in it all of the time! She seems very intelligent. Nonetheless, she absolutely refuses to take any of her parents’ valuable advice. She does not learn from mistakes and acts as if she knows all, yet they are complete morons to her. She dates the wrong kind of guys, lets her friends lead her around, and is always getting money stolen because she leaves exposed to theft. She recently rented a house with one of these nice friends (against our advice and predictions of doom). They got kicked out after a month! She and the roommate would go to work while other friends who did not live there partied in the house. Previously, we asked her not to make this move, and especially not to move into this all-elderly neighborhood. As predicted, the old people complained of the noise. Soon she will call again with some ridiculous excuse of how something just happened and she has no idea how it could have and it was not her fault.

Of all my pet peeves, I feel that people who refuse to use correct pronunciation of a persons name or a particular word is just repulsive. This one person our family knows calls a mutual family businessman Mr. Arledge when the real spelling and pronunciation is Mr. Aldridge. We correct them repetitively to no avail. Mr. Aldridge has jokingly suggested changing his last name to Arledge; He said, “so that my name will finally be pronounced correctly by this person.” Needless to say, the person did not take the hint.

Equally as annoying are certain drivers who commit major road infractions! Individuals that wish to make a left turn; I wish they would use their blinker and/or get into the turn lane. I hate going down a main roadway when someone comes to a stop in the passing lane to turn into their favorite fast food chain! There is a turn lane there for them to use, but no way, they have got to cause an accident to make that simple maneuver. Furthermore, I hate when people misuse the yield sign. Why do they stop when there is no oncoming traffic? Similarly, why do people not merge when someone is coming onto the road from a ramp or yield area? For the life of me I cannot figure people out sometimes. I am not saying I am perfect, but common courtesy on the road ought to be a given.

Now I am accepting to different languages and even slang terms, but Ebonics is what really makes me laugh. I do have a tolerance to this dialect, but it is only because I had a good friend in high school that is African-American who I picked on about her use of certain terms. Here are a few terms that are incorrect, but I have to laugh about: police ociffer (officer), senrority (seniority), confurrsed (confused), and frew (few). I can talk Ebonics as good as some African-Americans at times, but I choose not to use Ebonics in my every-day language. I love to hear Ebonics though; even if only for a laugh.

People must think before they react to things. It takes minimal brain usage to listen to proper pronunciations. Consequently, it takes little or no brain to think out the pronunciation and speak it. It will not harm you to take advice of elders or people who have had similar life experiences. Not using common sense or being a complete blithering idiot will cause you tremendous embarrassment, get you hurt, and quite possibly get you killed. Just a tad of reason will get you far enough in life to get you through things very easily.

In my life, I have zero tolerance for stupidity and ignorance. I just wish everyone else would consider the same in their lives.

        

There are a vast amount of important values out there, but I feel family is the most important. My family provides me with the love and care that I so desperately need. Older siblings also provide me with advice about growing up, parents, and so much more. Without my sister I would be completely lost. I rely on my family greatly and as I get older I realize that no matter what I will always need them and want them in my life.

Another valuable aspect of my life is religion. I have grown up around Hindu beliefs. Since I was little I remember my mom taking my sister and me to the temple. I remember the smell of incense and the visions of the ornate shrines. Growing up in that manner has made me value my religious beliefs greatly. Without God, I would not be here right now. It is very important to me to understand and practice my religion. Without it, I would have nothing at all.

The third most important value in my life is my friends. They are always there for me no matter what I am complaining or crying about that week. My friends are the softest tissue I could have ever found. Friends are the ones that can offer the most insignificant advice such as which shoes to wear with which dress or the most significant like which parent to live with. No matter the value of the problem, my friends are always there. No feat is too great for them. Through the laughter and through the tears, I know I can always count on my friends.

Furthermore, I choose not to submit an essay of previous work because, I do not wish you to have my essay as property of your own. I feel the only way you should claim an essay as property of this site is if you pay the essay writer per essay, and give full credit to the writer, or hire someone to write essays for you.

        

You should not claim this to be a free site, for it is not a free site if I have to pay by my own essay, to read an essay, already posted on this site. I simply wanted a brief synopsis of Othello, for myself to read.

I could understand charging, if one was using this site as a “cliff notes”, or if one was using this as a site to get out of their own research to cheat in school. But, we are assuming that is not what this is for, so it is wrong to charge an essay for an essay, when you get to keep my essay and claim it as your own, while I do not get to keep your essay as my own.

You can accept me in your “membership only club” or you can deny me the right to read your essays that are posted, that is the beauty of having an internet site of your own, you can do with it what you please. I feel that you can shove it up your arse. There are plenty more sites like this, and again that is the beauty of the internet, you are not original.

So if someone takes the time to read this joke of an essay, I hope I wasted 15 minutes of your life, like you have wasted 15 minutes of mine with this petty “membership” deal, and i hope you got as irritated as I did.

There is no doubt that the power of media can transform any story. Given the same content and situation, the treatment will make all the difference. Case in point, Pigafetta’s account of the Battle of Mactan and the recent Manila filmfest entry, Lapu-Lapu Both based on the same historical incident; treated with, one as information being the priority and the other a box-office financial return; one can say that they may have even been two different topics altogether. For the latter, having Joyce Jimenez prance around with the many other topless female extras already proves that entertainment can be an aid to the story telling or a distraction. Either way it is media that transformed the message.
We are now what Postman calls “ a people amused into stupidity” because we are spoonfed with information whose only significance is its aesthetic value. To be re-elected, our politicians go through the route of showbiz in order to reach celebrity status. They come armed with “music, imagery, theatrics etc.” instead of purely relying on the public’s perception of their social and political integrity. What matters more now, form or substance?

Like many powerful tools, entertainment can be bane or boon to society. On the one hand it can spoil the collective into “not thinking for themselves” anymore but on the other hand, it can be the most effective tool for relaying relevant insights. Perhaps entertainment really is not an indication of the deterioration of intelligence in society. In my opinion, it is a better ally than an enemy.
It may be the most effective means of distributing information to the public at this point in time. In its defense, it may be argued that entertainment is a way of touching people. Nowadays, especially in the Filipino context, it may seem to be the only way. Take TV Patrol for example—one entertainment factor is Mike Logan’s rhyming/reporting packaged in that annoying sing song tone of voice. Having this example, one can ask if issues of society, culture or politics are really trivialized when imparted through wild bursts of song and dance numbers? In some perspectives, intelligence/information, in fact, to a certain extent is enriched by the type of presentation it is packaged in—the medium and the execution of imparting knowledge/information.
What is the measure of intelligence anyway? Why can we not consider entertainment to be a sophisticated style for dispersing information? At this point it seems to be the most effective. Intelligence is not compromised in fact, the human brain is stimulated, taking into consideration that entertainment is very relative—as diverse as each persons preference and character. Intelligent matter does not deteriorate in themselves. Also “forms of communication are neither bad nor good in themselves.” If packaged properly and presented in a way that “serves within a social order” no matter how high the entertaining factor is, the information imparted should communicate really well.

Postman’s take on this whole bit on the deterioration of intelligent material due to the entertainment culture holds a lot of truth, generally speaking. Although, observing the pinoy scene, I highly doubt that Filipinos have become more stupid. Shows like Sineskwela, Balitang K, Morning Girls seem to be doing a fine job. In fact they raise issues of concern and stimulate the public into forming their own opinions on certain issues. Perhaps this is still an indication of intelligence.
What is it with Filipino viewers that makes entertainment work so much on them? In our type of society are the “rigors of learning” really necessary? Is this how we gauge the extent of high intelligence? By what standards do we gauge high intelligence anyway? Is it the ability to think and comprehend without the aid of visual accessories and artsy, humorous and entertaining hullabaloos? The tricky thing here is how to strike a balance between ethical and objective restraints and aesthetic freedom. It takes a really gifted media person to be able to find the right tension between deciding what information to impart to society and the best way to present this information to them, without compromising any relevant knowledge. Regardless if the public pays attention for its entertainment value or not, the media person will have struck a balance In the end, we realize that the challenge of media is to find the golden mean between substance and presentation. And from there, we allow the viewing public to discriminate on their own.

We shall look at various attempts to define the concept and examine the evolution of HRM over the years, from its early welfare orientated days, where the approach was traditionally one of control, moving on to what is now seen as a more strategic role in organisations. (Jarrar & Zairi 2002, p266).

We shall identify the aims and objectives of private sector organisations and examine the role HRM plays in helping to achieve these goals. We shall also consider the various models of HR and look at people practices within the sector from an employee’s point of view.

When the phrase Human Resource Management (HRM) is mentioned, it is difficult to imagine that just over ten years ago it was rarely used (at least outside the USA). However, despite the fact that hardly a week goes by without another book or journal being published on the subject, it still remains highly controversial. Many writers have put forward definitions of HRM, but it still means many things to many people. It is therefore difficult to evaluate the importance of HRM.

Keenoy (1999) compares HRM with a hologram: “As with a hologram, HRM changes its appearance as we move around its image. Each shift of stance reveals another facet, a darker depth, a different contour. As a fluid entity of apparently multiple identities and forms, it is not surprising that every time we look at it, it is slightly different. This is why, conceptually, HRMism appears to be a moving target, and why, empirically, it has no fixed (fixable) forms.”

Although it can be argued that HRM has become the dominant approach to people management, it has to be remembered that it has not ‘come out of nowhere’.

Greater attention began to be paid to human relations as far back as the 1920s. A turning point came with the famous Hawthorne Experiments at the Western Electric Company in America from 1924-1932. Elton Mayo’s work suggested that the morale of employees and productivity were determined by the way they were treated by supervisors. If they had an input into how work was carried out, they were more likely to be motivated and more productive. Although they have been the subject of some criticism, the experiments did mark a significant step forward in the field of human relations.

Models of HRM have been increasingly appearing since 1984, providing analytical tools from which to understand the development of human resource strategy. Two of the most influential models have been the Harvard Model (Beer et al 1984) and Guest’s Model (1989).

Significantly, a consistent theme has prevailed for 20 years which is, that the most successful organisations make the most effective use of their people – their human resources. The emergence of HRM can also be attributed to changes in the structure and intensity of international competition.

According to Cakar and Bititci (2001), the 1980s were all about automation, but the 1990s have been about people, which is evident by the development of Total Quality Management concepts which focus on delegation, involvement and self managed work teams.

The European Business Excellence Model, together with other developments such as Investor in People in the UK, highlights the importance of people in organisations. If human resources are regarded as key assets, then HRM will have a significant impact on the performance of the business.

The term Human Resource Management is considered by many to be just an elevation of Personnel Management. For example Storey (2000) considers that HRM arose when confidence had been lost in more traditional approaches to people management because of levels and types of competition.

It appears that HRM has shed its old ‘personnel’ image. Unfortunately, however, not all managers fully appreciate or fully understand the value of it. It has been discovered through research that HRM has a positive impact on organisation effectiveness and “small businesses in particular report that finding and keeping good workers is the biggest problem they face.” (Daft 2000, p394).

In today’s changing environment, jobs are no longer secure and it is more important than ever for employees to be self-motivated and to continually acquire new skills. The focus is now on employability rather than a job for life. This would suggest that HRM does indeed have an important role to play in organisations.

Organisations are traditionally split into two specific categories: public and private sectors.

According to Mullins (2002), private sector organisations are, as the name suggests, owned by private individuals or shareholders. They can vary in size from a one-man sole trader operation through small medium enterprises to huge undertakings such as British Petroleum or ICI.

As the main objective of private sector organisations is to make profit for its owners, how relevant would the role of human resources be in achieving this?

It is often said that the most important asset of a business is its people and therefore the goals and objectives of the organisation cannot be achieved without them.
Foulkes (1986) wrote that most human resource management (HRM) models assert that people are valued assets with the emphasis on commitment, adaptability and the employee as a potential source of competitive advantage. He argued that with this in mind HRM must be included in the overall strategy of an organisation.

As mentioned earlier the private sector contains organisations of varying sizes, from those with very few employees to those with thousands. With this in mind, along with financial differences, it is fair to say that the size of the human resources role will also differ.

Torrington and Hall (1998) suggests a number of models in which they attempt to summarise the degree of integration of HR and overall organisational strategies.

These are illustrated in the diagram below.

Torrington and Hall p27)

They start with the separation model that suggests no relationship at all. This may be the situation in smaller organisations with few employees and/or little interest in human resources.

The next model, the fit model, suggests the beginning of a relationship. The organisation is beginning to realise the importance of employees in the overall plan.

The dialogue model moves forward with the notion for interaction.

The interlocking circles of the holistic model represent a close relationship between HR and organisational strategy which recognises that people are a key element.
Finally, the HR driven model puts HR strategy as being most important, thereby making HR the driving force of organisational strategy rather than simply a means of implementing it.

Despite these arguments there are various factors that will undoubtedly have a bearing on the level of involvement, if any, that HR will play in organisational strategy.
Torrington and Hall (1998) identified these as: the level of regard for the HR function at the very top level; the culture of the organisation in terms of people; and the environment in which the organisation operates.

They argued that it was more likely that HR would be involved in organisational strategy if the most senior HR person was a member of the senior management team at board level. Various pieces of research carried out over the past ten years or so in the private sector by the likes of the Institute of Personnel Management (1992) and Brewster & Smith (1990) identified an increasing trend in this area.

The culture of the organisation towards its employees will clearly impact on the level of HR involvement. If the organisation has a Taylorist, scientific management based view that the workforce is simply a resource to be used in the same way as, for example, raw materials, then it is unlikely that HR will play a significant role in the overall strategy.

Conversely if people are seen as an investment, then the opposite is likely to prove true. Buller (1988) found that there was a significant relationship between organisational philosophy and the level of integration of HR in the overall strategy.

In his research Buller also found that the operating environment played a significant part. The more an organisation was required to evolve and change the more likely it was that HR was to be involved in strategy, because of the need to find new ways of operating. The opposite was true of the organisation operating in a more stable and predictable environment where constant change was not needed.

Given that it has been identified that the main purpose of private sector organisations is to make money, it is fair to say that this will also determine the level of HR involvement.

Storey (1987) wrote that line managers are slaves to financial budgets and therefore their actions depended entirely on financial considerations.

Armstrong (1990) built on this, suggesting that if that was indeed the case, then the delivery of HRM would suffer because line managers focus on, and are dominated by, short term financial targets and, therefore, this will not encourage a strategic approach to human resources.

This was echoed by Blyton & Turnbull (1992). They suggested that HRM only becomes important to organisations as a means to achieve business goals in the short term because of the financial aspect. Given this, when times become hard, the soft aims of HR will tend to be sacrificed for control of short-term costs such as labour.

Caudron (2003) reports that one of the biggest private sector companies, BP, has taken the step of outsourcing all of its transactional or administrative type activities including payroll and recruitment. The organisation has reaped benefits in terms of standardisation of processes, accuracy and efficiency. Unfortunately its HR staffing levels have been cut by some 67%. However the argument is that by ridding itself of these routine tasks, the remaining HR professionals can focus on strategic matters that can and will affect the bottom line-profits.

Having considered various theoretical and organisational views, it is important to get the views of employees on the HR practices of their employers.

The Sunday Times compiled its annual list of The 100 Best Companies to Work For in 2002 in the UK. This consisted of a survey of employees numbering some 47,000 across 201 participating companies.

Eight key areas or factors were identified by the researchers as being important to the ‘work experience’ of employees. The views of both middle managers and ‘shop-floor’ employees were canvassed, and also included was an evaluation of the companies’ policies and processes.

The eight key areas covered were how employees felt about: the leadership shown by management at boardroom and senior level; the way they were managed on a day to day basis; the level of challenge in their jobs; stress, pressure and balance between work and home life; immediate colleagues; how much the employer gives back to local communities and society in general and how driven it is by profit; the company itself as opposed to work colleagues and, finally, their pay and benefits.
The results of the survey indicated that the five most important areas are giving back, belonging, well-being, leadership and personal growth. The top companies scored highly in each of these areas.

Microsoft came out as the best employer, displaying a caring attitude to its employees which, in turn, has led to almost slavish devotion from them. Clearly Microsoft embraces the notion that people are the most important asset of an organisation, and competitive advantage will result from treating them well and ensuring all of their needs are satisfied. It is interesting to note, however, that Microsoft does not in fact have a Human Resource Department, although it does have a division called ‘great company’ to engage staff, and another division linking ‘people, profit and culture’.

After reading the Sunday Times list, Patricia Hewitt, Trade and Industry Secretary said, “Many factors contribute to a company’s success. Too often, however, the people factor is overlooked. This list shows what can be achieved when companies invest in every aspect of staff development and organisation.”

The UK government actively encourages good people practices through Investors in People (IiP). IiP was originally set up in 1991 by the Department of Employment, to encourage the development of skills in the workplace, in order to increase the competitive position of the UK in world markets. The Standard is based on business strategy, and training which is aimed at the needs of the business. The rationale behind it is that “organisational success is dependent upon the effective development of human resources” (Mullins 2002, p699). IiP is now regarded as one of the most successful quality awards ever introduced.

It may be useful at this point to consider the views of an HR professional regarding the role of HR in an organisation. Mr. William McAllister is the Human Resource Manager of William Wilson Holdings Ltd., based in Aberdeen. He is in charge of 546 staff.

He saw the role of HR as primarily contributing to profitability, that is, the main objective of a private sector organisation, as identified earlier. He felt this was to be accomplished by the careful recruitment and selection of talented staff, and the training and development of that staff, with a view to motivating them to remain with the company for its long-term benefit. This echoes the belief of Boxall (1994) that “a firm achieves competitive advantage from building and defending resources that add unique value which can’t readily be copied by others.”

However, this ideal of training and developing staff seems to be contradicted by the fact that departmental managers are not permitted to carry out disciplinary procedures without express authority from Mr. McAllister. Storey (1992) suggests that if HR is critical for business success then it is far too important to be left to operational personnel specialists. Line managers are crucial to the effective delivery of HRM policies.

Mr. McAllister added that an increasingly important aspect of his role was to keep senior management up to date with continual changes in employment legislation.

It is becoming clear that some organisations value their people more than others. Some may see their human resources as a cost while others consider them to be an investment. Perhaps this can be attributed to the culture of the organisation.

An organisation’s culture can be considered to be a key factor in enhancing competitive performance through employee commitment and flexibility. Employees in a ‘strong culture’ know what is expected of them, whereas staff in a ‘weak culture’ may waste time trying to discover what is required of them. Employees can identify with a strong culture and take pride in their organisation.

Organisation culture can be described as the embodiment of shared values. It is a system of norms and unwritten rules that guide people in how they should act and interrelate with each other. It could be described as the company’s ‘personality’ or, to put it very simply, ‘the way we do things around here’. “Shared values and corporate cultures in organisations represent a big part of the mortar that bids together the bricks of a firm. They hold people together and give them a sense of belonging and purpose.” (Anon 2002).

The culture of an organisation will depend on the type of business being operated. For example, some companies encourage their managers to make their own decisions and often take risks but, on the other hand, some companies (such as insurance companies) encourage caution and conservative attitudes in employees, as they do not want risky decisions to be made.

If a company is operating within a ‘person’ culture, where the individual is the central focus and any structure exists to serve the individuals within it, then HRM is likely to be regarded as important.

It is clear that no one culture fits any organisation, but it is important that the culture is appropriate.

Although the culture of a business is built up over many years, it may be possible through HRM to change this by choosing the right people to cultivate the culture you want. This, however, requires focus, effort and in particular time.

In the above paper we have attempted to evaluate the role of HRM in the private sector.

We have concluded that the extent of HR involvement will depend on a number of factors including the level of regard for HR at the directorial level, the culture of the organisation, the environment in which it operates and arguably the most important factor, financial considerations.

It appears that some organisations are beginning to recognise that HR can play a vital role in their overall strategy, and indeed one of the biggest in the sector, BP, has contracted out all of its administrative activities which were previously carried out under the umbrella of human resources. This has left the HR professionals to focus on strategic issues which will affect the bottom line, which is after all, the main objective.

We looked at the employee perspective on HR by examining the Sunday Times Top 100 Companies in the UK to work for in 2002. This study was based on the opinions of some 47,000 employees across 201 participating companies on a number of key areas of their people practices. The top performers looked on their staff as their most valuable asset and invested in their development.
On the other hand, it is likely that organisations which are smaller and less financially secure may see HR as less important.

Writers such as Armstrong (1991) and Blyton and Turnbull (1992) argued that HRM practices are important only as a means of achieving short-term business goals and will be sacrificed in hard times for control of operating costs.

All in all, it seems that different people see HR in different ways and perhaps Keenoy’s description of HR as a hologram is particularly appropriate.

        

Disneyworld is a place like no where else. The sights, sounds, and smells, surround you to create that fantastically magic feeling. Florida’s heat and humidity, remind you that you are far from home. When you jump off that monorail anxiously waiting to get into the Magic Kingdom, you glance into the distance and see that magnificent masterpiece, Cinderella’s Castle. Now feeling the magic you run down Mainstreet U.S.A., to out hustle a hundred people to your favorite attraction along the way you, smell aroma of apple strudels and biscuits in the bakery shops. Upon entering MGM Studios the glowing sign on the Hollywood Tower Hotel invites dare devils to enter the thirteen story building where shrieks and screams are heard from all night long. From many miles away the scents of the marvelous restaurants could be tracked down like a hunting dog after its prey. All the parks are very well kept, the landscaping is manicured, shrubs are cut into shapes of Disney character’s. The grounds are spotless without a piece of trash. In Disney’s Animal Kingdom, walking through the village of Harambe in Africa you hear bongo drums that sound as loud as a 10,000 pound giant Hemphill, 2 stomping through the jungle. Walt Disneyworld has so much to do and see it is almost overwhelming.

Walt Disney set out to create an incomparable vacation spot and accomplished just that. Disneyworld gives you a extraordinary feeling that you are in a very special place. Everyone, from the very young to the very old can experience that Disney “magic” and have the best time of their lives.