Parallels Between the United States of America and Canada

There are many parallel between the United States of America and Canada. For instance they were both former possessions of the British crown, they speak mostly English, and they both had to deal with Native Americans. But one important difference is how they treated their native population during Western expansion. The Americans treated the Natives Americans like they were below them. The made treaties with the natives only to ultimately break them, the engaged in open war with the natives, and generally didn’t respect them. While, in direct contrast, the Canadians honored treaties, generally did not engage in war with the natives, and respected them as individuals. According to Keith Walden, who is a history professor at Trent†¦show more content†¦Another important factor during Western expansion was the role of the American sheriff. This person was responsible for upholding the law and keeping order. The sheriff was sometimes elected but more often than not he was put into place by the elite who were in charge of the local municipality. This often led to incompetence and corruption. Consequently, this meant that Indian relations suffered. Indians were not treated with the respect that they deserved, and were often taken advantage of. On the other side of the 49th parallel this was a vastly different story. In Canada the North West Mounted Police, a British tradition, and former Indian relations seemed to be the major reasons that the Indians were treated differently. The North West Mounted Police, or the Mounties, had a similar role to that of the American Sheriff. They were in charge of maintaining law and order, but they were also responsible in maintain the border between the United States and Canada. This was a physical geographic border, but also a border, or different identity, between what it meant to be Canadian and what it meant to be American. A big portion of this was the way that the Mounties treated the Indian population. The respected the Indians as humans. Meaning that they honored formally signed treaties made with the Indians, and treated the Indians with respect; not as pawns in the way of Manifest Destiny. But they also asserted Canadian lawShow MoreRelatedIntroduction:. Canada Was A Land Of Vast Distances And738 Words   |  3 PagesIntroduction: Canada was a land of vast distances and rich natural resources, and became a hegemonic power in 1867, while maintaining relations with the British Crown. Economically and technically, the nation has developed parallel to the United States, its neighbor to the south across the longest international border in the world. Canada faces the political challenges of meeting public demands to improve the quality of health care, education, social services and economic competitiveness. Canada also aimsRead MoreCanada.. Introduction:. 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The Crucible By Arthur Miller Essay - 1508 Words

Unfortunately, mankind has created a paradigm in which women are frequently considered inferior to men. Even the Bible cannot be exempted from this sad idea, as the Genesis story details Adam â€Å"birthing† Eve from his rib, a relatively insignificant part of his body. Perhaps this serves as a reason for why the Puritans, a heavily religious group, showed signs of misogyny and gender-superiority. In Arthur Miller’s The Crucible, accusations of witchcraft run rampant in the seemingly holy town of Salem; no person is safe, and no feeling unstirred. Through their numerous allegations, the townspeople expose Proctor’s affairs, Putnam’s and Corey’s feud, and Abigail’s resentment of Elizabeth. Despite the unfavorable qualities and aspects of Salem as whole, women can be often be seen as the source of the town’s troubles. Thus, in The Crucible, Miller tackles sexism by showing the weaknesses of women such as Mary Warren, Abigail Williams, an d Elizabeth Proctor, but in doing so revealing that their faults were a product of society at the time. When discussing Mary Warren, perhaps her cowardice and docility stand as her most egregious qualities. Indeed, she aligns herself with Abigail and the other accusers, but then agrees to aid in their prosecution with Proctor, only to return to the devilish side of Abigail once again. After Proctor insists that she speak against the girls, she shows signs of reluctance and fear, pleading, â€Å"I cannot, they’ll turn on me–† (80). Through this cry, sheShow MoreRelatedThe Crucible By Arthur Miller1269 Words   |  6 PagesAt first glance, the playwright Arthur Miller in The Crucible highlights the historical significance of the Salem Witch Trials of 1692, but in fact it is an allegorical expression of his perception of McCarthyism. 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A Case Study of Camilla and Marc Retailers

Question: A Case Study of Camilla and Marc Retailers. Answer: 1. Introduction This particular study illustrates the impact of employer branding in attraction and retention of talent. The recent trend of employer branding has been investigated and explained in this study in the context of retailers based in Australia. 1.1 Research background The concept of employer branding is mainly reliant on the basis of brands which can be described as symbol, name, term or even combination of several things which focus to detect the products and services offered by an organization and metamorphose them from other competitors. Nonetheless, in accordance to the marketing literature, an organization is greatly impacted by the brand and the external stakeholders are identified by the firm. The employers and employees can associate with each other based on the brand image which is crucial for any organization. Employer branding can be categorized as the advantages of the functional, psychic and socio-economic advantages resulting from employing organization (Ahmad and Daud, 2016). Employer branding permits firms to compete in an efficient manner in the context of human resources and hence, hike up the employee loyalty by effective engagement, retention and attraction policies. 1.2 Problem Statement In recent times, there are some massive changes have been took place in retail sectors of Australia and organizations are required to have skilled as well as talented workforce in order to survive in the era of globalization and innovative technology. Recently, greater rates of turnover are being seen in the Australian sector. As a result, there is an increased cost acquisition of desired workforce and huge loss is being observed in valuable knowledge. The retail sector is now facing serious problems in managing the employer branding as well as in the recruitment and retention of the workforce. Furthermore, it has also been observed that the demands of the youth generation are far greater than the aging population. Therefore, it is essential for firms to meet the needs of the younger workforce by building as well as maintaining sustainable strategies for employer branding which can ensure that talent is successfully recruited and retained(Dash and Mohapatra, 2016). 1.3 Research aim The research aim is: Investigate the impact of employer branding particularly in attraction and retention of talent in Australian retail sectors by undertaking the case of Camilla and Marc limited. 1.4 Research objectives The key objectives of the study are: To evaluate the strategy of employer branding in Camilla and Marc retailers. To discover the impact of employer branding in the attraction as well as retention of skilled talent. To analyze the challenges faced by the case company for attracting and retaining workforce. To provide recommendations for the total intensification of the strategies of employer branding. 1.5 Research questions What are the key strategies employed by the management of Camilla and Marc? How does employer branding influence the recruitment and retention of skilled workforce? What are the major challenges faced by the company for recruiting and retaining talent? 1.6 Hypothesis H1 = employer branding plays an important and positive part in the attraction and retention of employees. Ho = no influence is laid by EB 1.7 Variables Dependent variable: Employer branding Independent variable: Attraction, employee engagement, employee loyalty, satisfaction, motivation, balance involving work and life and work environment. 1.8 Expected results It has been expected that the results will assist in realizing the aspects which influence EB on attracting and retaining the workforce in Australian retail sector. Through the results the top management can design effectual strategies in order for increasing the EB effectiveness. 2. Literature Review 2.1 Employer branding The concepts of employer branding have become highly famous since the last few years because of the shifting of the pattern of the atmosphere of business. Skilled staff should be retained during high turnovers since it has a crucial effect on interruptions of service, information loss and cost to the customers (Ewerlin and S, 2016). It is expected of the organizations having low turnover that they would be more profitable since the morale of their employees are improved in the long run. It is evident from the various market researchers that the organization have less turnover and this can be improved by retaining the skilled employees within the organization. Enterprises should design as well as execute several management tools in order to retain the staff to improve the quality of employment. 2.2 Benefits of employer branding According to Faldetta, (2016) the key benefits of employees are associated with accession of talent, retention, and performance and employee engagement. The benefit of talent acquisition is that a firm is enabled to recruit human capital. A strong EB strategy can assist in the advertising of opportunities as well as conveyance of exemplary brand message which would provide support to the company so that it can reach the zenith in talent and the talent would also select the company. The figure above demonstrates the positive effect of deliberate as well as well-planned approach for the deployment of effective EB strategies which assist the work force to internalize the values of the organization, assist in the retention of employees along with offering a competitive edge specifically in an economy that is knowledge based and thus, the productivity is increased(Fernandez-Lores et al., 2016). Some fundamental criteria should be met in order to achieve competitive advantage. Employer branding is similar to product branding and corporate branding. The attractiveness as well as the precision of the brands is portrayed through this. Therefore, to be an effectual employer brand, the organization should be noticeably resonant, distinguishable and relevant as compared to its rivals. A psychological contract is formed between the employers and employees through EB. The staff is greatly engaged and loyal towards the firm through the achievement of psychosomatic contract(Gambrill, 1990). 2.3 Impact of EB on attracting and retaining talent As entailed by Ibidunni et al., (2016) a business is fortified by EB in order to compete efficiently and effectively as well as motivate the staffs by implementing appropriate strategies for attention and retention. The employer branding concept should not only be applied in the process of recruitment but also cover the broader views of management of personnel in firms such as reward and performance management. Employer brand equity assists in the propulsion of talented people for the application of a job. 2.4 Conceptual framework Conceptual framework aims to indicate the relationship between several factors. The conceptual framework that has been developed that illustrates the impact of EB on attraction, satisfaction, and retention as well as employer brand advocacy as they are one of the most significant factors helps in increasing the overall profitability (kithae and Keino, 2016). 3. Research Methodology 3.1 Research design Research design aims for the effectual production of information which is required to solve the problem statement within the provided resources. The 3 classes are developed based on the problem framework are descriptive structure, exploratory structure and explanatory structure. This study employs the exploratory structure to assure that the research is cohesive and effective. 3.2 Research philosophy According to the Saunderss research onion model, research philosophy is relied on epistemological and methodological concepts that are under consideration while executing the research study. The research philosophy employed in this regard is the interpretivism approach since it is ensconced with relevant objectives and the questions for the research. It is based on qualitative research approach. Realities are better understood with the help of interpretivism. It is also regarded as anti-positivism in compare with positivism of natural science(Kucherov and Zamulin, 2016). 3.3 Research approach An inductive research approach is used here to determine if EB plays a role in the attraction and retention of workforce. The inductive approach is flexible and is the best approach to use in case of qualitative research. Inductive approach follows a logical path which assists in the development of thinking and observation. 3.4 Research strategies The primary research strategies employed in this study are survey, action, study and archival research. This case study has been selected because it effectively evaluates the impact of EB on employee attraction and retention. Comprehensive contextual analysis forms the basis of the study. 3.5 Methods for data collection There are two types of data collection methods, namely, primary and secondary data. Secondary data is basically data collected from previous researches while primary data is a collection of recent information. They can be either quantitative or qualitative. Primary data is generally obtained from interviews, survey, observations and other methods. Secondary data can be gathered from previous research papers, books and websites. Primary qualitative data will be obtained from the employees of Camilla and marc in this study(Schwab, 2006). In this report both primary as well as secondary data have been used. Primary data is used to accurate address the targeting issues whereas secondary data will be useful in realizing the research problem better. Interviews Interview is an essential component of qualitative research approach. Interviews are conducted to cover the meaning as well as the factual levels which are helpful in order to understand the experiences of the respondents. It is also an effective tool to gather information about the topic in question. This research proposal conducts semi-structured interview with the Camilla and Marc management in order to verify their perspective(Kucherov and Zamulin, 2016). The key benefit procured from interview is that speech can be easily corrected, relationship is built and appropriate candidate can be selected along with accumulating recent information. Other benefits bestowed include procuring adequate data, lesser expenses, high flexibility and increased amount of information gathered. Nonetheless, it is not free of drawbacks such as bias by interviewer and greater time required for Analyzation of data obtained. 3.6 Sampling Sample is regarded as the sub-unit of a population which is categorized into sampling tools which are probable and non-probable. Random methods of selection are used as methods of probability and non-probability methods are based on the judgment of the researcher (Kucherov and Samokish, 2016). Numerous non-probable methods are available such as quota, snowball and purposive along with many others. Purposive is also referred to as judgmental sampling tool has been selected by the author. The interview will be taken of five managers of Camilla and Marc retailer who belong to various departments. The semi-structured questionnaire will be prepared and disturbed among them. 3.7 Data analysis tools Analyzing the data is a crucial part of any research and this research applies a thematic analysis on the accumulated data which has been procured from the respondents. Extraction of the essence of interview is done along with the emergence of specific themes. Furthermore, a comparison will be made between the literature review and the data from interview. 3.8 Research limitations The key limitation in this case is that only a single company has been selected for case study. In addition to this, the report has been prepared in a limited amount of time along with limited word limits. Some other limitations are lesser experience of research and time constraints. 4. Gantt Chart 5. References Ahmad, N. and Daud, S. (2016). Engaging People with Employer Branding. Procedia Economics and Finance, 35, pp.690-698. Dash, S. and Mohapatra, J. (2016). Employee Perception on the Role of HR for Creating and Managing Employer Branding towards its Brand:An Explorative Study. Prabandhan: Indian Journal of Management, 9(2), p.41. Ewerlin, D. and S, S. (2016). Dissemination of talent management in Germany: myth, facade or economic necessity?. Personnel Review, 45(1), pp.142-160. Faldetta, G. (2016). Organizational caring and organizational justice. Int J of Org Analysis, 24(1), pp.64-80. Fernandez-Lores, S., Gavilan, D., Avello, M. and Blasco, F. (2016). Affective commitment to the employer brand: Development and validation of a scale. BRQ Business Research Quarterly, 19(1), pp.40-54. Gambrill, E. (1990). Research Methods for Social Work Allen Rubin and Earl Babbie. Belmont, CA: Wadsworth, 1989. 507 pp. $31.50 hardback (from publisher). Social Work Research and Abstracts, 26(2), pp.36-36. Ibidunni, S., Osibanjo, O., Adeniji, A., Salau, O. and Falola, H. (2016). Talent Retention and Organizational Performance: A Competitive Positioning in Nigerian Banking Sector. Period. Polytech. Soc. Man. Sci., 24(1), pp.1-13. kithae, p. and Keino, D. (2016). Effects of Work Life Balance on Staff Performance in the Telecommunication Sector in Kenya. ABR, 4(1). Kucherov, D. and Samokish, V. (2016). Employer brand equity measurement. Strategic HR Review, 15(1), pp.29-33. Kucherov, D. and Zamulin, A. (2016). Employer branding practices for young talents in IT companies (Russian experience). Human Resource Development International, 19(2), pp.178-188. Schwab, D. (2006). Book Review: Research Methods for Organizational Studies. Organizational Research Methods, 9(4), pp.572-574.

solution to the disadvantages of manual system Essays -

I really don't think that anyone in this world knows the real me. My closest friends know me better than anyone else, but I don't think I?ve ever let certain sides of me come out around anyone except myself. I keep some feelings hidden because no one would understand, and even if they did understand, there wouldn't be anything that anyone could do to make the feelings disappear. Worry about your character, not your reputation because your character is who you ` are & your reputation is what people think you are I'm not perfect, I never tried to be. I've made mistakes. I've taken the easy way out. I've lied to my friends. I've hidden the truth so many times from so many people. I've hurt people, and I've even done it on purpose. I've left people behind. I've spread rumors. I've said things that I didn't mean. I'm no better than anyone, anywhere. I'm human. I have faults, and I'm not afraid to admit that. I want to change, but I won't. Because that's what we do. That's what we've always done. We list our faults like a grocery list, and we move on, expecting everything to somehow change itself. It never will. I will never change. I will never be perfect. I will always make mistakes. I'll, more often than not, take the easy way out. I will lie, hide the truth, hurt people, leave people behind, spread rumors, and say things I don't mean for the rest of my life.--- jeneveve 'have you ever realized that when .. people say you?ve changed it?s just because you?ve stopped living your life ... their way Most people don't know who they are. That's why they lie. They're afraid someone else will figure it out before they do I?m nowhere near perfect I eat when I?m bored I fall for boys too easily I?m vulnerable to their lies I?m hoping that one day someone can get to know me without me getting into a long story I live by quotes that explain exactly what I?m going through I make excuses for everything in my life I?m not perfect and I?m glad because I think that would make me extremely boring Sorry I actually eat unlike some people...Sorry I can be myself around guys unlike some people... Sorry I like to have fun and I don?t care what people think about me... Sorry I am me But seriously how can you figure out what you?re made of if it's always easy. - Kris Langard I'm not always as confident as I seem ... there are many nights and many days when all I want is to be held. I love being held. Always. Sometimes I don't want to talk about what is bothering me ... sometimes I just want a hug ... someone who will let me cry. I like when boys cry in front of me -- when people aren't afraid to show what they're really feeling. I don't like when people run from their true feelings because it doesn't do anyone any good. I wear my heart on my sleeve, but I am not naive. I know what it feels like to be completely broken and I am all too familiar with what it means to be hurt. I know what it's like to see something funny and not laugh. I've been taken advantage of, used, and abused. My feelings have been blatantly disregarded. But I still believe that all people are good at heart ... and my trust in people has not diminished. To be completely honest, I hope it never does. Ever. "It hurts to look at yourself in the mirror and hate yourself, look into the mirror and wonder what ever happened to that smile that used to shine so bright. When you look at yourself, you see this version of "you" that your mind has created, someone that has become so distant and cold that nobody wants to be around her. Empty eyes. Fragile bones. The only thing you have left are the lies you tell yourself everyday to survive, lies that have become your painful reality, lies that will swallow you whole and crush your insides, lies that have turned you into someone you never wanted to be.." Congratulations! You're not perfect! It's ridiculous to want