Sunday, March 8, 2020

These technology trends are changing retail HR practices -TheJobNetwork

These technology trends are changing retail HR practices -TheJobNetwork As a consumer, you’ve probably noticed how tech is creeping into the way we shop every day. Discount codes and sale notifications mysteriously appear in your inbox as soon as you get close to the store (â€Å"Well, I’m in the neighborhood anyway†¦Ã¢â‚¬ ). Customer service happens at the speed of a Tweet. Automated checkout kiosks keep the line moving. There’s no question that retail is an industry that has embraced the digital. But what about behind the scenes, in the back rooms and offices? Retailers are increasingly relying on high-tech HR solutions for their employees as well.Paperless hiringWith a high employee turnover rate, retail HR can create a never-ending blizzard of paperwork, as you probably know all too well. Intake forms, training manuals, performance management docs†¦those add up for a large, and likely ever-changing staff. Putting application systems online (like directing potential hires to a computer kiosk or an online portal to comp lete the application process) doesn’t just save you money on your file cabinet budget. It can speed up the time to hire, with fewer touchpoints between the candidate’s information and who needs to review it. Putting new employee orientation and training materials online also creates a more efficient pipeline, with information perennially ready to go and accessible.Keeping applicant metrics all in one place also improves your hiring process, weeding out candidates with weak skills and identifying strong potential applicants by comparing them to an existing pool of data. Automating applicant review (even to a small extent) can also help minimize bias in the hiring process by adding blind review steps.Digital performance managementDigital performance management programs can consolidate all of that work (and information) in one place- making it more efficient to manage employee data, and also giving you more actionable info in one place. This gives you visibility into the information that can help drive retention, development, and promotion. Having all of an employee’s information in one single profile can mitigate work issues or skill gaps before they become a significant problem, or help identify when an employee is ready to be groomed for the next steps.Having the process more automated and user-friendly also allows for more checkpoints between employees and management, and gives real-time information about employee engagement, morale, etc. It used to be that performance reviews and two-way feedback were rare in retail, but performance management platforms close that gap and make the communication easier.hbspt.cta.load(2785852, '9e52c197-5b5b-45e6-af34-d56403f973c5', {});Daily employee engagement and feedbackHaving a system for clocking employees in and out is hardly novel in retail, but having a digital platform for employees to give feedback about their day, or pass along information for the next shift, is relatively new. Automated schedu ling programs (typically used as part of a larger HR software suite) serve the main purpose of tracking employee time and creating schedules, but also expand an employee’s voice. Whether it’s asking employees to verify that something specific was completed before they leave, or leaving an open text field for direct feedback, these programs can collect more nuanced data than â€Å"Steve was here for 8 hours.† It gives the back office even more real-time insight into how employees are feeling, what their days are like, and other metrics that can be used to improve employee morale and retention.Digital tools give HR departments much more leeway in managing employees, and building stronger communication between the sales floor and the corporate life backstage. Integrating systems and software into everyday employee interactions increases efficiency, while also improving employee relations.

Thursday, February 20, 2020

Cosmopolitanism Essay Example | Topics and Well Written Essays - 2000 words - 1

Cosmopolitanism - Essay Example While in Europe he integrated with Romany people that his English contemporaries. His integration with the people enabled him to acquire Gypsy wandering culture. For instance while he was in Marseilles, France he learned Modern Greek, French, Italian, and Neapolitan dialect. Those languages came handy when the family traversed Europe especially France and Italy before settling in Britain. He learned an intermediate language between French and Spanish called BÃ ©arnaise in addition to classical Greek and Latin. I think Burton was an exemplary linguistic and a great European swordsperson that saw him expelled at Britain’s Oxford college since he had contravened one of its by-laws against mixing with other races. He challenged a fellow Oxford college student that had heard of his prowess with the Saber that ridiculed his walrus moustache. Burton later traveled to Asia to work for the East India Company in Sindth, India. He learned Gujarati, Marathi, Persian, and Afghan. He deepened his Arabic and Persian languages that he had started learning while in England. He traveled to the Arabian Peninsula in 1853 and admitted to Mecca and Medina as a pilgrim while he posed as a Pathan from India’s Northwest Frontier Province. Later on in 1858, he traveled to Africa together with his colleague John Hanning Speke. Historically, they were the first Europeans to see Lake Tanganyika. . Other places he visited in Africa included Somalia, Sierra Leone, Ghana, Lagos, and Cape Coast.

Wednesday, February 5, 2020

American Pragmatiscm Essay Example | Topics and Well Written Essays - 1750 words

American Pragmatiscm - Essay Example They also held that there existence tracedental truth above any inquiry that is used by organisms in coping with their life. Therefore it can be held an ecological account of knowledge in which there is a constructed inquiry constructed by organism in order to have a grip of the environment that they are living int. (Quine, 1991) Charles Sanders Peirce who lived from 1839 to 1914 founded the American Pragmatism. In his inquiry about he concept, Peirce wrote a number of topic including the mathematical logical and semantics which had the concept of psychology in them. Another classical pragmatist was William James who lived between 1842 and 1910. James was a religious theorist and a psychologist and also a philosopher. He was the first philosopher to be identified with the term pragmatism when compared to Perce who was not that much famous. Neo-classical pragmatists were those who lived from 1950. They have been associated with the work of the classical pragmatism as compared to the neo-pragmatists. There were a number of neoclassical pragmatists (Eldrige, 1993) Sidney Hook lived from 1902 to 1989. He is considered to have been a prominent intellectual philosopher how was based in New York. He was once a student of Dewey at Columbia University where he learnt his pragmatist's foundations. Susan Haack who was born in 1945 is a teacher at the University of Miami. She had done commendable work on foundherentism based on the work that was done by Peirce. She is sometimes referred as the intellectual granddaughter of Pierce. Hickman Larry was a philosopher of technology. He is also a Dewey scholar and heads the Center for Dewey Studies. Hildebrand David is one of the most ardent supporters of Dewey work. He has expressed his dissatisfaction with neo-pragmatism and therefore called for the continuation of the original work that was done by John Dewey. Nicholas Research is also another important neoclassical pragmatism who has done a lot of work on the concept of pragmatism. Others include Gorge Herbert Mead Ralph Emerson Josiah Royce George Santayana Giovanni Papini Giovanni Vailati 3. Analytical pragmatists Most of the analytical pragmatists are also referred to as neo-pragmatist according to their work. The following are analytical pragmatists William Van Ormane Quine lived between 1908 and 2000 was more concerned with language, logic, and the concept of mathematical philosophy Lewis Irving live from 1883 to 1964 and also didn't a lot of work of pragmatism. Richard Rorty who lived from 1931 to 2007 did a lot of work of the philosopher and the mirror of nature Hilary Putan expressed that classical pragmatism was permissive a theory. Hew is taken to have been

Monday, January 27, 2020

Asymmetry and Polymorphism of Hybrid Male Sterility

Asymmetry and Polymorphism of Hybrid Male Sterility Kimberly Woosley Critical Review: Asymmetry and Polymorphism of Hybrid Male Sterility During the Early Stages of Speciation in House Mice In this study, the researchers sought to determine the genetic cause of male sterility in house mice when there was interbreeding among different but related species. The researchers took two breeds of two species of house mice, musculus and domesticus, and cross-bred wild-type with classic inbred type, from the laboratory, and wild-type with wild-type. They then conducted several generations of directional and reciprocal crosses and compared body weight, testis weight, motility and sperm count. These data were analyzed to determine sterility in the male offspring of the F1 generations. The researchers crossed same species but different breed mice as a control for the expected F1 offspring fertility. They then did eight crosses of the different breeds varying the maternal and paternal parentage. After all crosses were complete they let the mice grow to maturity at approximately 60 days. The researchers weighed the mice, they then dissected them to get the weight of the testes and used histology to examine the seminiferous tubules and spermatogenesis to determine sterility. The results of their study showed a decrease in fertility of the hybrid mice except for when a domesticus female was mated with a musculus male. In those two crosses, the hybrids showed similar or increased body weight, testes weight, motility, and sperm count when musculusPWK was the paternal mate regardless of which breed of domesticus was used. In the other six crosses, the F1 offspring all had decreased testes weight, decreased sperm count, and no motile sperm. The researchers then crossed the F1 males of the intrabred domesticusLEWES x WSB with the musculusPWK female and the F1 males of the intrabred musculusPWK x CZECH with the domesticusLEWES. Comparing the two, the researchers noted when the female domesticusLEWES was mated with the male musculus with only half the genes coming from musculusPWK the F1 males still showed an increase in testes weight and sperm count over the musculusPWK female from the first cross. Their results showed that there is a combination of genetic factors at play and that the musculus X chromosome has a large effect on the fertility of the F1 generations. The results varied in some crosses indicating that other loci were involved in the interference of spermatogenesis. However, they were unable to determine exactly which genes were epistatic on male reproductive growth and fertility. They did use their finding to infer polymorphism on autosomal traits when combined with some X, Y traits in certain breed crossings. The researchers acknowledge that this study was fixed on male sterility and did not take into account female sterility or decreases in immune function that could also lead to reproductive isolation. The conclusions drawn by the researchers is valuable for further research into the genetic makeup of which genes are interacting or epistatic on the fertility of hybrid species. Scientists could take the study deeper in an effort to isolate the genes involved and determine which are responsible for speciation in the wild. Overall, this was an excellent article, the authors explained the data clearly and used previous research to back up their hypothesis. The authors broke down each aspect of X-linked, Haldanes rule, D-M incompatibility, and polymorphism as it pertained to their results showing how their study supported previous results and could lead to future explanations of speciation. Reference Good, J., Handel, M., Nachman, M. (2007). Asymmetry And Polymorphism Of Hybrid Male Sterility During The Early Stages Of Speciation In House Mice. Evolution, 62(1), 50-65. doi:10.1111/j.1558-5646.2007.00257.x

Sunday, January 19, 2020

Family and Masculinity in Jane Eyre :: Families Literature Papers

Family and Masculinity in Jane Eyre Jane does not experience a typical family life throughout the novel. Her various living arrangements led her through different households, yet none were a representation of the norm of family life in the nineteenth century. Through research of families in the nineteenth century, it is clear that Jane’s life does not follow with the stereotypical family made up of a patriarchal father and nurturing mother, both whose primary focus was in raising their children. Jane’s life was void of this true family experience so common during the nineteenth century. Yet, Jane is surrounded by men, who in giving an accurate portrayal of fathers and masculinity in the nineteenth century, fulfill on one hand the father role that had never been present in her life, and on the other hand the husband portrait that Jane seeks out throughout the novel. The reader first learns of Jane when she is an inhabitant of Gateshead. At Gateshead, Jane was excluded from the rest of the family. She was merely an outsider looking in on a nuclear family, excluding the father, who had died. We know that Jane’s Uncle Reed, the father and dominant figure of Gateshead, when alive, was a kind man. He was the guardian for Jane and when dying made his wife promise to always care for Jane. After his death, his wife resented the little girl and did not want to care for her. Knowing what we know of family life in the nineteenth century, we know that Jane’s life would have been much different if her uncle Reed had not died. Being the master of the home one can assume that he would have made sure that everyone in the household would have treated Jane well and with love and respect. A father’s authority was unquestioned. Once Mr. Reed had died, the masculine dominance was somewhat given to his son who did not care for Jane and made her l ife miserable by all of his cruelty and abuse. Although he did not rule the home, due to his young age, his authority as seen by Jane was unquestioned. Jane next lived at Lowood. This institution was anything but a true family unit. However, Jane sought out people to care for and who would care for her in return. Helen Burns and Miss Temple became very close to Jane. In ways like the mother of the typical family served as a moral guide and a nurturer, so too did Helen Burns, and to a certain extent Miss Temple.

Saturday, January 11, 2020

Gerry Conway – American Entrepreneur

Gerry Conway was the classic American entrepreneur – visionary, charismatic, driven, impatient, and impending. Born in Cleveland in 1931, Conway was the ninth of 13 children. His love of the retail environment, his strong interdependence, and his deep appreciation of people appreciation of people stemmed from his childhood experience: claiming that he has been in retail for over 60 years, working at some of his fathers 200 food stores. After college, Conway and his wife, Marty, returned to Cleveland. He began working for an industrial firm and quickly learned that, while sales attracted him, working in a large corporation did not.After working at some small firms, Conway decided to found his own company, Gerald A. Conway & Associates, being display-printing broker. One day, a colleague suggested that he sell the plastic parts that retailers used to display signs as part of his printing broker business. The advantage of selling accessories was that he could sell the same produc t to many companies simultaneously, which was not possible in display printing, for which each printing job was customized. An early product idea was the Arrowhead fastener, which was designed to hold coupons and signs on store shelves.It was a best seller from the start. During this time though, Conway had struggles with alcohol, stating that it was a problem, but through a self-help program he chose sobriety and regained focus in his life. The following year, his first year sober, his income shot up by about 35 percent-a direct correlation. He celebrated the event saying that was a significant event in the business and for his family. In the mid 1970s, now sober, Gerald Conway and Associates was renamed Fasteners for Retail (FFr) to acknowledge its exclusive focus on display accessories and fasteners within the point-of-purchase industry.The P-O-P product includes signs, displays, devices, and structures that are used to merchandise services or products in retail stores. The acces sory hardware segment was highly fragmented. No single supplier had more than 10 percent of the sub supplier market, and many competed in only a few product categories. FFr was the largest company in this niche, with a market share of approximately 7. 5 percent. The company distinguished itself from its competitors in several important ways. It offered a broad and innovative product line, free samples, quick turnaround on orders, and a liberal sales return policy.The willingness to emphasize new products also became a defining characteristic for the business. While the company’s early expansion began with imported Swedish design accessories, the product line grew because of Conway’s creativity and dissatisfaction with status quo. Two products in particular, the Shipflat literature holder and SuperGrip sign holders, were critical to FFr’s success in the early 1980’s. In the 1980s, FFr grew consistently and at a steady pace, having five employees and sales of $3 million. As stated above, business began to boom as a result of a expanding product line and larger sales force.The company grew steadily, adding employees in accounting, customer service, product design, and marketing. Its opportunistic philosophy supported the company’s growth. The business was always profitable, there was no debt, and the company never got tied up in long-term commitments. Production and most warehousing were subcontracted, and office space was leased. The company made quick decisions, and arrangements with vendors were frequently based on handshakes. The flipside of FFr’s opportunism and speed was that it lacked a business plan and strategic discipline.To keep the company growing, Conway realized that he needed to hire a president with managerial expertise. Although he understood the value of management, he was an entrepreneur, not a traditional manager. The company went through several presidents. FFr, for a time, was a company with an organ izational chart but not a lot of organization. That changed in the late 1990’s. In the early 1990’s, Conway and his wife, Marty, joined Case Western Reserve University’s Partnership for Family Business. This led to Conway realizing the importance for such things as an advisory board, which was made up of four independent current and former company CEOs.It also led Conway to begin thinking of the furture of the company, and the possibility of passing it down to one of his sons. Family involvement in the company began in the 1970s, when the Conway children earned extra money by putting adhesive on the back of Arrowhead fasteners. They had all done odd jobs for FFr, but of the seven children only three worked in the business as adults. Kevin, the eldest, joined in the early 1980s and became an outstanding salesman, Paul, the youngest, eventually became the international sales manager, and Neil, the fourth son, was diagnosed with schizophrenia in college and found w ork in the warehouse.Out of the three sons, Paul was seen as the most serious contender, but after some time in the company and deliberation, he decided that being CEO was not for him and went on to become a teacher. Now Gerry was left with a huge predicament. Kevin was out of the picture, his son Stuart had, long ago; decided that he didn’t want the responsibility. None of the kids were interested. Gerry’s problem was not only his lack of succession planning, but also his lack of retirement planning. He had done some retirement planning but the demands of running a business didn’t leave him time to establish an actual plan.So where does this leave Gerry, his company, and his family’s future? (Source: Poza PG 141-155) My first step of advice for Mr. Conway would be to take step a back. Even though he is experiencing a very rough time right now with his succession planning, it is very important to note what he has done for the company and his family. He ha s managed to start up a successful business in which his family is involved and with net sales in the millions. He also made sure that he set up certain things like an advisory board for the company, which was made up of his son, brother, and two independent CEO owners.He and his wife also made family meetings a regular event for everyone to gather at. They even went so far to go over their estate plan to make sure that their children gained a substantial amount of value from FFr over their lifetime. These are all great things that Gerry and Marty did for the family business and they should be recognized. After taking some time to admire their contributions to the company, its time to move on to the next step and tackle the problems head on. Gerry needs someone to take over the company, and his kids were not an option.After reading the case several times though, I determined that there was someone that Gerry could entrust with the company, his chief advisor and wife Marty. Marty pla yed a very pivotal role in the company, being a person who signed the checks and overlooked the company’s finances. She also had a public role at company functions and was a people booster. She played a more significant role behind the scenes, supporting Gerry as he considered important business changes, such as handling over administrative reins or making personal changes.Both family members and outsiders described Marty as the glue that worked behind the scenes to hold the family together through the predictable challenges that families who work together faced. (Source Poza PG 154) Marty seems more than qualified to take control of business, which would also give Gerry time to iron out his retirement plan. This would also give Gerry the opportunity to have another talk with his son Paul about running the company. The text states that Gerry was a loner in the way that he ran his business.Paul may not have realized that he could do the job differently- probably in a more dece ntralized and collaborative way. (Source: Poza PG 154) I feel that it is crucial that Gerry makes Paul realize that if he decided to be CEO he can take a different approach to running the company, his own. He could run the company and instill the values that he thinks is important into it. After realizing this and the possible opportunity that he his passing up, not only for himself but also his future family, he will have to at least reconsider his father’s offer and most likely come back to work for the company.If this still does not work, Gerry is left with the option of finding someone else in the family to run the company, find a trusted family friend to run the company, or sell it all together. In conclusion, Gerry Conway has managed to take his company Fasteners for Retail and turn it into a huge family company. He had been with so much with the company and realized that it was coming to the time to pass it on. He tried passing it on to his children, but he failed in a ll his attempts. Now left with little time and money, Gerry needed someone to run his company. I felt that the answer came in his wife, Marty.She was his chief advisor at the company and new how to read all the financial data associated with it. Family members and outsiders alike referred to her as the glue that held the company together. With her running the company, it would allow for Gerry to manage all his retirement issues and give his talk with son Paul another shot. After making Paul realize the opportunities that he is passing up, I am sure he will come back to the company and began work. References Poza, Ernesto J. , 2007. Famly Business Third Edition. South Western Cengage Learning 5191 Natorp Boulevard. Mason, Ohio 45040, USA.

Friday, January 3, 2020

Study Of The Origin, Or Beginning ( Genesis ) Of Knowledge

Genetic Epistemology is the study of the origin, or beginning (genesis) of knowledge (epistemology). It involves the theory of cognitive development in the field of psychology ( The development of knowledge, in addition to being manipulated are not genetically encoded into the brain. Piaget often viewed children to become young scientists in order to behave a certain way and to change their understanding about certain predictions about the world. The postulation of the theory of knowledge is based on the aspects of instruction. However, for example, physical knowledge cannot be attained though logical-mathematical knowledge. There are four stages in that all children must pass through in developing†¦show more content†¦Babies may suck their own fingers or even one of a baby near him. Gradually, these movements become more distinguished and more directed, displaying primary intelligence as when babies grasp a rattle and shake it, rub a blanket, tug at their ear, and suck on a nipple when hungry, rather than on a pacifier. In the sub-stage periods babies tend to become more sensitive to a mobile or mother’s face with interest by being more complex and more complex and repetitive. Play for toddlers is sensory-motor, the pleasure of using their senses, sucking, biting, touching, and moving toes, fingers, arms and legs. They seem to babble and enjoy listening to other sounds of voices. They tend to imitate the expressions of others such as opening their mouth, imitating hand gestures, and body movements. At the end of the second year, symbolic imitation in the form of simply play occurs around this time when they may make an attempt, as early as eighteen months, in order to feed a doll or toy bear. Time has been difficult for preoperational children. If it takes one complete hour to get to a place by airplane, it must be closer in distance from their perspective than if it takes two or more hours by car. Time is also judg ed by a concrete action, Suppertime and bedtime are designated as periods. Age is confused with height. A taller child must be older than the smaller child even if