Karl Marx s Theory Of The Classical Era - 1699 Words

Karl Marx’s Ideas on Sociological Theory in the Classical Era Karl Marx was a philosopher, journalist, and revolutionary socialist. Born in 1818 in Prussia, part of the German Confederation. He later became jobless and was forced to move to London, England where he spent the rest of his life writing. Marx had many ideas that created radical people in several countries and ideas that cause many opinions to flourish about capitalism and democracy. Marx’s specific theories about society and their leaders are better known under the term called Marxism. Marxism is a way that Karl Marx analyzed and critiqued capitalism where he believed societies progressed through class struggle. Where there was this conflict between the proletariat and the†¦show more content†¦His plans were to graduate from college and then follow in his father’s steps and get his law degree and then being a professional in philosophy because he loved to write even for journals or newspapers, anywhere where people could read his thoughts. Because of Marxâ₠¬â„¢s radical ideas about government his own Prussian government did not except him. He became an outsider in his country and a critic of the revolution. He was not a revolutionary rather than teacher of revolutions. He was more of a talker than a doer. After graduating from the University of Berlin in 1836 Marx wrote a local newspaper. The newspaper was called â€Å"Rheninische Zeitung† and his excerpts in the newspaper started to give him lots of attention throughout the world. Eventually the government shut down his newspaper in 1843 and after that Karl Marx was a free-lance writer. He wrote a lot about the society throughout Europe and early Germany at the time and had his own new idea for a government that should take place. A government where there was one leader over everyone and everyone else would be treated equal. It sounds simple on paper but when in the real world it fails miserably. The revolutions of 1848 were a series of revolutions that over through many exist ing governments in Europe. Initially the revolutions were democratic and were meant to overthrow the existing feudal structure. Karl Marx and his friend Friedrich Engles published their book, The Communist

William Paley s Watch - 972 Words

An inquiry that continually torments the world regardless of what religious range you originate from is: Does God exist and in the event that he does how would we truly know? Yes, there is the Bible that records for each authentic occasion, yet numerous individuals look for another hypothesis of verification that can rest there interest. Presently the teleological contention is the second standard a posteriori dispute for the vicinity of God. Possibly the most mainstream variety of this dispute is the William Paley s watch hypothesis. For the most part, this contention says that following to seeing a watch, with all its mind boggling parts, that facilitate carefully to keep time, one must surmise this bit of hardware has a pioneer, since it is to an incredible degree offbeat to have essentially appeared by some particular means, for occasion, movement. The skeleton of the contention is as per the going with: 1. Human obsolescents are eventual outcomes of adroit structure; they have a reason. 2. The universe takes after these human old pieces. 3. Along these lines: It is likely that the universe is a delayed consequence of watchful design, and has a reason. 4. Of course, the universe is perpetually more identity boggling and goliath than a human relic is. 5. In this way: There is evidently a capable and endlessly clever fashioner who made the universe. Do these centers seem, by all accounts, to be far bring or does the philosophical conflict, truly exhibit the vicinityShow MoreRelatedWilliam Paley, An English Clergyman And Philosopher1026 Words   |  5 PagesCotta May 8, 2017 PHIL-110 Crawley Paley Perplexed William Paley, an English Clergyman and philosopher, has had us scratching our heads for centuries as we ponder the connection between the artificial and natural world. He suggested that if we were walking along a path and hit our foot against a stone, we would assume that the stone had been there forever because it was something â€Å"natural†. However, suppose for a second, that the stone was replaced with a watch. This is where the cogs start turningRead MoreExamine the Key Features of the Teleological Argument?1491 Words   |  6 Pageswhich would be God. Additionally, William Paley’s analogy of the watchmaker states that the order evident in the universe demands an explanation. The watch serves as an analogy for the world as it demonstrates design and purpose, hence the argument is one of design qua purpose. All parts of the watch work together to fulfill a function, which is to tell the time, just as the universe does – it functions to allow life. An intelligent designer had to make the watch work so perfectly, which, when thisRead MoreWilliam Paley And David Hume1260 Words   |  6 PagesPlato and their students, including Aristotle. This discussion will focus on the differing works of authors William Paley and David Hume and I will argue that there is an Intelligent Designer for our universe. William Paley believes in the existence of God and that through his watchmaker analogy in â€Å"Natural Theology† he can prove that there is an Intelligent Designer. David Hume addresses William Paley’s argument in â€Å"Dialogues Concerning Natural Religion† and argues Paley’s analogy is weak since HumeRead MorePersuasive Essay : Paley s Argument From Design1217 Words   |  5 Pages PH 101-01 Instructor: Jason Smith Student: Donna Delva 6/16/17 Critically evaluate Paley’s argument from design. What kind of argument is it? How does it work? What does it aim to show? Does Paley succeed? Why or Why not? While theology may take God s existence as necessary on the basis of faith, or discovery, many philosophers have thought it’s possible to prove by reason that there must be a God. The teleological argument, also known as the argument from design simplyRead MoreEssay on Discussion of the Existence of God767 Words   |  4 Pagesother people do not believe in God existence and they have based their proven by many theories and scientific points. Many people have tried to prove Gods existence with rational argument. Like Aquinas, Abelard, Pascal, Anselm and Paley are a few that have attempted this. These approaches are of limited helpfulness, for though we can approach God with our reason and detect him in nature. More importantly, these logical proofs for Gods existence miss the point. Read MoreRegarding The Topic Of Theism, One Must Take Into Consideration1357 Words   |  6 Pagesrebuttals that raise skepticism within my scientific self. 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William Paley continued the argument of Socrates, Plato, and Aquinas, e said that if one found a watch in a field, one would automatically conclude that it was made by a watchmaker because of its obvious design.The complex design of the world also points to a grand designer.(God) WhenRead MoreThe Argument For The Existence Of God1411 Words   |  6 Pageslegal. The cosmological argument failed as well since it not once understandably argued the making of the universe. There are many amazing individuals who’ve consumed an immense sum of time in studying the Bible. Brilliant philosophers like Plato, Paley, Socrates, Descartes, Aristotle, have made arguments whether god truly exists. We must understand that the Bible is simply a book and those like King James are indeed males, not divinities. To have faith that the insides of a book, fully, in my opinionRead MoreSupreme City By Donald Miller848 Words   |  4 PagesChristian spirituality and history. Supreme City is a book that basically explains the growth of New York City from early 1920’s and all the people behind the growth. Miller categorically insists that most of the people who contributed to the growth of the Manhattan came from other places (Miller 12). Such notable names are: Florenz Ziegfeld who invested on entertainment, William Paley and David Sarnoff who both founded radio networks in New York, Elizabeth Arden, and Helena Rubenstein who both were dealingRead MoreThe Media And Its Popularity933 Words   |  4 Pagesseltoriginating mechanism but It is the work of a more superior being. So is region backed by science or do they contradict? This controversy Is disputed in many societies and some even incorporate it in politics. This topic is still a hotspot in today s media and its popularity has led it to be debated and discussed in many universities around the world. With this in mind, the general public have held many views on this subject. 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Report on Recruitment in an Organisation Provides Recommendations

Question: Discuss about the Report on Recruitment in an Organisation. Answer: Introduction Human resource management is an approach that allows business organisations in managing the human element in their workplace using a number of functions, such as recruitment and selection, training and development, career development, performance management, etc. By improving the working conditions for the employees and by fostering stronger employee-employer relations, human resource management aims at optimising the performance of the workforce to achieve better organisational results (Hendry, 2012). Recruitment and selection Recruitment and selection is one of the most important core functions of a human resource manager. Recruitment and selection is a process of identifying job openings or vacancies in a workplace, advertising those job openings through difference channels and then finding out the best possible candidates to fill up the identified job openings (French Rumbles, 2010). Recruitment and selection has become one of the most important aspects of strategic human resource management as business organisations are aiming at achieving higher organisational success by strengthening their recruitment and selection procedures and also by aligning them with the organisational strategies. Retail industry Retail industry was started back in the ancient industry and involves the process of selling consumer goods and services through multiple channels of distributions. From small brick and mortar shops, the retail industry has grown to large supermarkets, such as Walmart, Tesco, etc. (Rahate, 2015). The earlier retail industry saw the growth of small brick and mortar shops which were run by owners along with 2-3 employees to assist them in customer dealing. The present day retail industry is dominated by multinational companies that have large supermarkets and are even offering online goods and services. Such retailers have millions of employees working for them throughout the world. For such retail companies, human resource management is posing a big issue when it comes to recruitment and selection of employees for running business operations. Therefore, this assignment is aimed at studying the problems that the retail industry is facing in recruitment and selection of employees and re commending strategies that will allow the human resource managers in retail industry to address these issues. Recruitment and selection problems in retail industry The retail industry has grown to be one of the biggest industries on the world and is offering employment opportunities to millions of people throughout the world. Due to high number of employees working in the retail sector and because of increasing competition in the retail sector, the human resource managers are facing a number of issues in managing the human resources working in the retail sector. Some of the major problems that the human resource managers in retail sector are facing are related with leadership development, goal alignment, employee perception, promotion and policies, internship programs, overstaffing, etc. but one of the critical human resource issue that almost all retail companies are facing is related with the recruitment and selection of employees. A lot of job seekers have been attracted by the retail industry because of the opportunities that it offers along with flexible working hours. However, from a human resource point of view, recruiting candidates for retail companies have always been tougher than it seems because of some peculiar characteristics of the industry. First of all, in the retail industry, the process of recruitment and selection is highly decentralised. Even though some major retail companies have their own dedicated human resource departments but most of the companies in retail industry do not have dedicated human resource departments and all of the recruitment activities are carried out by the store managers themselves, who are no experts in the field of human resource management. For such managers, recruitment and selection can be a difficult task as they lack sufficient knowledge about the assessment criterions that are used by professional human resource managers to assess skills and competencies of the employees. Thus, efficiency and return of recruitment and selection programs in most of the retail companies is not as high as expected (Barrett, 2016). Secondly, one of the most annoying problem related with recruitment and selection in the retail industry is the fluctuating human resource demands. As discussed above, most of the companies, which are operating in the retail sector, do not have dedicated human resource departments that can continuously analyse the human resource demands of the workplace and design recruitment and selection processes to fulfil the demand. Also, the profitability and the productivity of the companies operating in the retail industry are highly dependent on the number of employees that are handling the workplace and are restocking the shelves. More the employees, more is the productivity while the profitability will suffer whereas lesser employees will result into a decreased productivity but increased profitability (Brunot, n.d.). Furthermore, the retail industry also experiences higher employee turnover ratios than any other industry. Added with lesser workforce planning, higher employee turnover rati ons can make recruitment and selection a night mare for the managers of retail companies outlets. Therefore, a major issue that the retail industry faces in terms of recruitment and selection is the fluctuations in demand and supplies. Thirdly, recruitment and selection in the retail industry is generally face-to-face. Most of the times, the candidates applying for a job in a retail company will directly approach the store manager of a company and will ask for a job. The store managers, on the other hand, can be quite busy and cannot allocate much of the resources to recruitment and selection programs. It is also possible that in time of great need, the managers might not have any candidate seeking a job in their company and even if they have, the need of the moment makes them recruit the employees without making any assessment of their skills and qualities. As a result, face-to-face recruitment or walk-ins are also major problems related with recruitment and selection in the retail industry (KHILLARE, 2016). Fourthly, for retail companies, the rate of no-shows for job interviews in very high. Retail industry can experience instances where they are on a hunt for candidates but no potential candidates turn up for the interviews because of the stiff market competition. Further, the retail industry also experiences seasonal customer activities. In holiday seasons, Christmas month, Halloween, etc. retail companies can experience a steep rise in customer foot fall in their stores and to deal with such fluctuations, the retail companies have to keep the process of recruitment and selection as an on-going process. High employee turnover ratios also add up to the problems and there is almost a vacancy or more available in the retail companies and the managers are recruiting employees throughout the year. A major disadvantage of on-going recruitment process is that it can disrupt the business and training costs may not be recouped if the workforce leaves even before they can make a contribution to wards the productivity of the organisation(employer.careerbuilder.com, n.d.). Fifthly, retail companies are highly dependent on their workforce for becoming productive and competitive. A retail company that is not recruiting the right people at the right time might not be able to offer the right services to the customers and the level of customer satisfaction might decrease, which will further increase the chance of losing a loyal customer. Moreover, the competition amongst retail companies is so high that the customers can always find a new retail company in case they are not satisfied with the services of the company that they have currently chosen. Thus, recruiting and selection of wrong people can also lead to the failure of a company (Singh Mishra, 2008). Sixthly, retail companies require very less educational qualification or prior experience to hire a candidate, which exponentially increases the pool of candidates applying for jobs in retail companies. Because of an increase in the pool of candidates, the retail industry receives application from a diverse group of candidates that are different in terms of age, religion, cultural backgrounds, ethnicity, etc. and each one of them is an eligible candidate for the job. Thus, it becomes very difficult for the human resource managers working in the retail industry to identify the people who can contribute more towards the success of their organisation. Lastly, another major issues related with recruitment and selection in the retail industry is that the recruitment decision made by the managers can have a potential impact on their customer base. For example, candidates applying for a job in retail sector are also going to be the customer of the business. They must have approached the manager for a job because they are attached to the brand and a rejection can potentially have an impact on the customer base (Barrett, 2016). Recommendations to deal with recruitment and selection problems in retail industry The competition in the retail industry and the presence of some major players that are dominating the global market makes it imperative for retail business organisations to deal with their problems in the field of recruitment and selection so that they can remain competitive in the market. Some recommendations that can be used by retail outlet managers to deal with recruitment and selection issues are discussed below: First of all, workforce planning should be treated as an integral part of business. By regular workforce planning, the managers working in retail outlets will be able to understand the human resource demand and supply patterns in the industry and will be able to cope up with the fluctuating demands in a better way (Staniforth, 2016). Secondly, retail companies should offer carefully designed compensation and benefits to the employees. by providing the employees with added benefits, the retail managers can bring down the employee turnover rates, which would ultimately help them in dealing with certain issues related with recruitment and selection of employees. Thirdly, the managers working in retail outlets should consider hiring employees on a temporary basis when the seasonal activity or footfall is there. The managers should be prepared for seasonal activities in advance so that they do not feel a shortage of human resources and can carry out their work operations with ease. Temporary human resources will also help them in serving the customers in a better way and maintain profitability. Further, it will also help in dealing with fluctuations in human resource demands (Retailthinktank.co.uk, n.d.). Fourthly, the managers working in the retail sector should store candidate profile as an important piece of information. Rather than rejecting the job requests put up by candidates, the management can store their information and can keep it for future references. This way, neither the candidates will feel demoralised and the company will also be able to find potential candidates whenever there is a need in the outlets. Lastly, the companies operating in the retail industry should make it a point that they have more employees working as permanent staff rather than hiring staff on a temporary basis. The managers can then arrange for training and development of permanent staff members in order to keep them engaged, motivated and also to retain them in the longer run. This way, managers will also be able to execute succession planning strategies for such employees and it will become easier for the managers to strengthen their recruitment and selection process because of the presence a dedicated and engaged pool of employees. Conclusion The retail sector is one of the most competitive sectors in the global economy and is responsible for a major portion of the global GDP and employment opportunities. The issues that retail companies are experiencing in the recruitment and selection of their employees can have a major impact on their business activities if not dealt with properly. Thus, it is important for the managers operating in the retail industry to get more awareness about these issues and look into the above recommendations in order to strengthen their recruitment and selection process. Bibliography Rahate, A. (2015). Top 15 Worlds Biggest Retail Giants. Retrieved May 19, 2017, from listovative.com: https://listovative.com/top-15-worlds-biggest-retail-giants/ French, R., Rumbles, S. (2010). Recruitment and Selection . Managing and Developing People. Hendry, C. (2012). Human Resource Management . Routledge. Barrett, D. (2016, October 2016). Six recruitment challenges that retailers must conquer. Retrieved May 20, 2017, from hrzone.com: https://www.hrzone.com/talent/acquisition/six-recruitment-challenges-that-retailers-must-conquer Brunot, T. (n.d.). HR Challenges in the Retail Sector. Retrieved May 20, 2017, from yourbusiness.azcentral.com: https://yourbusiness.azcentral.com/hr-challenges-retail-sector-1648.html KHILLARE, D. S. (2016, March). Challenges Of Human Resource Practices In Retail Sectors : in India. International Journal of Engineering Technology, Management and Applied Sciences, 4(3). employer.careerbuilder.com. (n.d.). Recruiting and Retaining Top Talent in the Retail Industry. Retrieved May 20, 2017, from employer.careerbuilder.com: https://employer.careerbuilder.com/jobposter/small-business/article.aspx?articleid=ATL_0170RETAIL Singh, B. D., Mishra, S. (2008, July). Indian Retail Sector- HR Challenges Measures for Improvement. Indian Journal of Industrial Relations, 44(1). Staniforth, J. (2016, March 31). The best online recruiting resource for HR, In-house Recruiters and Hiring Managers. Retrieved May 20, 2017, from vacancy-filler.co.uk: https://blog.vacancy-filler.co.uk/how-to-fix-the-recruitment-problems-in-the-retail-sector Retailthinktank.co.uk. (n.d.). What changes are retailers making to their HR strategies and operational practices to adapt to the recession? Retrieved May 2017, from www.retailthinktank.co.uk: https://www.retailthinktank.co.uk/whitepaper/what-changes-are-retailers-making-to-their-hr-strategies-and-operational-practices-to-adapt-to-the-recession/