Essay Examples on China Essay Example

Essay Examples on China Paper 1st Essay Sample on China Chinas Three Gorges: Before the Flood Chinas Three Gorges Dam is the largest project in history since The Great Wall. When the dam is completed twelve years from now, it will be the most powerful dam ever built. The dam will stand 607 feet high and more than a mile wide., equivalent to 18 nuclear power plants. At peak load, 26 turbines will generate 18,200 megawatts of electricity It will create a reservoir 370 miles long, with a system of locks designed to bring prosperity through maritime commerce to Chinas interior( Zich 8). Many of the inhabitants of the Yangtze River will be forced from their ancestral homes and farms. Many of the cities along the rivers bank will be devastated. Half the people destined to be moved are farmers. The reservoir will take up as many as 240,000 acres of farmland. Some of the inhabitants of the region are in favor of the dam and believe it will help future generations, while others believe the dam will destroy much of the cultural and historical value of the area. Archaeologists estimate that some 8,000 unexcavated sites will be lost forever in a tomb of water and sediment. ( Zich 20) The Yangtze River has shaped the landscape of China over of the centuries and has created different cultural and territorial boundaries. The river and tributaries encompass over 700,000 square miles. The river divides China into northern and southern regions. It separates cultural and religious differences and matters as simple as culinary tastes. The Three Gorges region represents one of the true seats of Chinese civilization. In this region history intersects with myth. The river and the region have many religious and metaphorical connotations. The gorges were supposedly created by a folk hero, Yu. Withthe help of a troop of dragons, reconfigured Chinas hills and valleys to drain the land and make it habitable for humans. 2nd Essay Sample on China We will write a custom essay sample on Essay Examples on China specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Essay Examples on China specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Essay Examples on China specifically for you FOR ONLY $16.38 $13.9/page Hire Writer  · It is the essence of why people believe as they do and act as they do and give importance to things as they do. General Characteristics of Chinese culture: 1. Tied to highly developed agriculture which confined itself almost exclusively to the plains and valleys — mountains are scarcely utilized; 2. A complex form of political organization which were the most highly perfected in the history of human societies; 4. Man-nature relationship: harmony with nature. o reject the positive distinction between mind and matter o the idea of order as an organic totality 5. Human nature: Innate goodness of human nature. 6. Past-time orientation: Ancestor worship, strong family tradition 7. Relational orientation: collectivism. Third largest in the world (after Russia and Canada)  · The People’s Republic of China (PRC) ; The Republic of China (ROC, Taiwan) ; 3 independent municipalities (Beijing, Shanghai, and Tianjin) ; Tibet: a barren plateau well above sea level surrounded by formidable mountain passes ; Sinkiang: Chinese Turkestan, partly desert, partly bleak grassy plateau ; Inner Mongolia: a region north of the Great Wall, only marginally usable for agriculture ; Manchuria: fertile basin in the northeast o North China: Highland zone in the West mostly covered with loess (Kansu, Shensi, Shansi), lowland plain in the center(Hopei, Honan, and parts of Shantung, Anhwei, and Kiangsu), and the Shandung promontory. The largest plain in China (North China Plain) o South China: Rain forest in the south-west to small hilly regions in the south-east. rugged terrain, many small to medium-sized valleys. Plains along rivers and lakes. ; The Yellow River (China’s Sorrow, Cradle of Chinese civilizatio n)  · The Han Chinese today form the most important group. Another Essay Sample on China Engagement and Human Rights in China With the great advancement of China’s economy and foreign trade relations within the last twenty years, one cannot help notice a simultaneous increase in Chinese human rights.Naturally, the question of whether the rights have stemmed from trade relations or the trade relations have developed out of greater human rights in China has come up for debate.The prevalent view of the country’s stance is that foreign nations’ humanitarian concerns for China have resulted from the obligations of all the investors in China.In other words, the human rights issue has been used as a bargaining chip by other countries after developing a strong economic tie.China has considered the fulfillment of basic economic needs a priority over the amendment of human rights abuses.This position has allowed China to further its economic ties, but at the same time, has allowed for neglect in the human rights sector that China still struggles to overcome. China has spent over twenty years focused on its goal of building a strong economy.The drive for economic growth replaced the revolutionary zeal advocated for so long by Mao Zedong, and obvious changes have resulted from this new motivation.Despite the instability of thefirst few years after 1979, a cautious economic optimism has prevailed.The huge trade deficits of 1981 and 1982 have led to some conscious efforts in the early 1980s at strengthening the economy–namely, a cut back on investments, a termination of expensive foreign contracts, a slimming of the domestic budget, and a replacement of the trade deficit by strong export policies.These early actions helped prompt a trade surplus of $6.2 billion in 1982 and $5.3 billion in 1983 (Spence 663).Also, China’s potential for trade relations was evident by a total foreign investment of $910 million in 1983 and $1.05 billion in international loans (Spence 668). Another Essay Sample on china China is the 4th largest country in the world.China is located in eastern Asia, bordering the East China Sea, Korea Bay, Yellow Sea, and South China Sea, between North Korea and Vietnam.China is slightly smaller than the United States.About a fifth of all the worlds population lives in China.China covers a fifth of Asia.About 75 percent of the Chinese people live in small villages. Most of the Chinese people live crowded together in about a third of the countrys total area.This third of China includes 7 of the worlds 50 largest cities, thousands of towns and villages, and countless farms. Chinas terrain is mostly mountains, high plateaus, and deserts in the Western portion, deltas, and hills on the Eastern side.The lowest point in China is, Turpan Pendi, which is 154 meters above sea level.The Highest point in China is, Mount Everest, which is 8,848 meters above sea level. The climate in China is extremely diverse; tropical in the South to sub arctic in the North.Chinas climate is g reatly affected seasonal winds called monsoons.In winter monsoons carry cold air from Asia across China toward the sea.In summer it is the total opposite the monsoons carry warm, wet air from the sea inland across China.Summer climates in China average 80 degrees F. over much of China, except in the high mountains of Tibet and in the deserts.The Gobi desert has highs as high as 100 degrees F. in July.January temperatures in the Gobi desert often fall as low as-30 degrees F.Inland temperatures average 20 degrees F. in January over much of North and Central China. China is a leading producer of many crops.No nation grows as much rice as China does.China also leads the world in tobacco production.It has the worlds second largest vegetable crop.China is also the third largest producer of corn, cotton, tea, and wheat. China exports $183. Another Essay Sample on china China is the 4th largest country in the world.China is located in eastern Asia, bordering the East China Sea, Korea Bay, Yellow Sea, and South China Sea, between North Korea and Vietnam.China is slightly smaller than the United States.About a fifth of all the worlds population lives in China.China covers a fifth of Asia.About 75 percent of the Chinese people live in small villages. Most of the Chinese people live crowded together in about a third of the countrys total area.This third of China includes 7 of the worlds 50 largest cities, thousands of towns and villages, and countless farms. Chinas terrain is mostly mountains, high plateaus, and deserts in the Western portion, deltas, and hills on the Eastern side.The lowest point in China is, Turpan Pendi, which is 154 meters above sea level.The Highest point in China is, Mount Everest, which is 8,848 meters above sea level. The climate in China is extremely diverse; tropical in the South to sub arctic in the North.Chinas climate is g reatly affected seasonal winds called monsoons.In winter monsoons carry cold air from Asia across China toward the sea.In summer it is the total opposite the monsoons carry warm, wet air from the sea inland across China.Summer climates in China average 80 degrees F. over much of China, except in the high mountains of Tibet and in the deserts.The Gobi desert has highs as high as 100 degrees F. in July.January temperatures in the Gobi desert often fall as low as-30 degrees F.Inland temperatures average 20 degrees F. in January over much of North and Central China. China is a leading producer of many crops.No nation grows as much rice as China does.China also leads the world in tobacco production.It has the worlds second largest vegetable crop.China is also the third largest producer of corn, cotton, tea, and wheat. China exports $183. Another Essay Sample on china The Great Encounters of China and the West from 1500 – 1800 For three centuries, between 1500 and 1800, Europe and China experienced extensive contact, which had enormous influence on both cultures.The greatness of Chinese and European cultures was demonstrated by their ability to influence large areas of the world.While the influence was never equal in both directions, there was always at least some type of influence flowing in both directions, so that the movement was never entirely flowing one way.Similar tactics of cultural borrowing and assimilation were apparent in both directions.During the Enlightenment, Europe used Confucianism to support its goal of placing Christianity into Chinese culture.Chinas literati used Christianity as well, as an attempt to remove Buddhist and Daoist influences from Confucian teachings.These three centuries saw a strong flow of influence from China to Europe, increasing European admiration for China within the time period. Thefirst substant ive encounter between China and the West began when the Portuguese entered Southern China in the early 1500s.Many Chinese, including some of the most creative thinkers of that time, responded to the information and teachings brought by the Europeans.The mission of the Jesuits had to be specialized for the uniqueness of the culture in China.Certain elements of the Chinese must be accepted by the Europeans in order for the Christian faith to be inculturated there. A blend of Confucianism and Christianity was created in order to criticize Buddhism and Daoism to successfully convert prominent scholar officials.The Jesuit had atop-down approach in converting prominent scholar officials.The Jesuits concentrated on converting the most powerful and influential peoplefirst so that they could influence lesser individuals to follow their example. Another Essay Sample on china The Great Encounters of China and the West from 1500 – 1800 For three centuries, between 1500 and 1800, Europe and China experienced extensive contact, which had enormous influence on both cultures.The greatness of Chinese and European cultures was demonstrated by their ability to influence large areas of the world.While the influence was never equal in both directions, there was always at least some type of influence flowing in both directions, so that the movement was never entirely flowing one way.Similar tactics of cultural borrowing and assimilation were apparent in both directions.During the Enlightenment, Europe used Confucianism to support its goal of placing Christianity into Chinese culture.Chinas literati used Christianity as well, as an attempt to remove Buddhist and Daoist influences from Confucian teachings.These three centuries saw a strong flow of influence from China to Europe, increasing European admiration for China within the time period. Thefirst substant ive encounter between China and the West began when the Portuguese entered Southern China in the early 1500s.Many Chinese, including some of the most creative thinkers of that time, responded to the information and teachings brought by the Europeans.The mission of the Jesuits had to be specialized for the uniqueness of the culture in China.Certain elements of the Chinese must be accepted by the Europeans in order for the Christian faith to be inculturated there. A blend of Confucianism and Christianity was created in order to criticize Buddhism and Daoism to successfully convert prominent scholar officials.The Jesuit had atop-down approach in converting prominent scholar officials.The Jesuits concentrated on converting the most powerful and influential peoplefirst so that they could influence lesser individuals to follow their example.

Macular Degeneration essays

Macular Degeneration essays Macular Degeneration is a problem in the part of the eye that controls your sharpest central vision. It is a group of diseases that result in a loss of detailed vision. The brain will not just leave the spot empty, so it learns to fill it in with spotty macular cell damage. People most of the time don't tell their doctors (opthalmologists) about it until it is well in advance. There are two types of Macular Degeneration. Juvenile Macular Degeneration affects the central vision in young children. This takes place in the macula, or the central region of the retina. The retina is where we are able to read and to distinguish colors. The main symptoms of Juvenile Macular Degeneration is a reduction in the vision. Adult Macular Degeneration is usually said to affect only those over 55 years of age. This type is found in the photosensitive cells in your retina. This includes those that control critical colors and fine detail vision. These are in the center area in the eye called the macula. The many symptoms of Macular Degeneration vary. Sometimes only one eye will lose it's vision, while the other eye is perfectly normal. There is a decrease of visual acuity. This means the macula doesn't provide the sharpest vision. The surrounding of the retina can be used, but it is not as sensitive as the macula. There is also visual distortion. The damage to the retina may cause wavy vision because of the stretching. Some other symptoms are blindspots, eccentric viewing, photostress, photophobia, better vision at night, color vision, peripheral vision sensitivity, hallucinations, and depth perceptions. These are just some of the things that Macular Degeneration affects. Macular Degeneration is hard to recognize at the first, but if it affects both eyes than it becomes a problem. Reading and close up work can be very difficult. Few people realize that Macular Degeneration is an incurable eye disease and is the leading ...

Rollout of an Operating System Upgrade; A Project Plan Essay

Rollout of an Operating System Upgrade; A Project Plan - Essay Example This report will attempt to integrate these factors into a project report which will be based on a fictional company Tomato Inc and the upgrade to their popular operating System bacOS. To gain an accurate perspective of this project management plan, it is essential that the profile of the company be covered in brief. Tomato Inc was one the earliest companies making desktop personal computer established in the now famous Silicon Valley. It has a rich history of product innovation and has successfully expanded its presence in areas like media players and other digital devices which are not traditionally associated with hardware manufacturers. The company follows an aggressive marketing strategy and boasts of the highest brand loyalty from its existing user base in the present IT industry. Though the company has diversified into other areas, its PC business still remains vital to its revenue generation model. The major strength of the company has been product innovation and the stress on the usability ("end user" experience"). This has fetched the company a niche market in the PC industry. The Tomato desktop PCs and the bacOS have a brand loyalty in the PC market which can only be described as fanatic Tomato Inc follows a vertically integrated business model. ... These upgrades are made available on the website of Tomato Inc which can de downloaded without cost after authentication. This report will attempt to document the project plan of an upgrade to the bacOS to ensure compatibility of the bacOS with the digital camera portfolio manufactured by Bikon Inc. Bikon Inc has a product portfolio of seventy three digital cameras. On entering the US market, Bikon Inc has signed an agreement with Tomato Inc that makes it necessary for upgrading bacOS to support the digital cameras of Bikon Inc. Scope of the Project as an Objective Statement Create and launch an upgrade to the bacOS to ensure the compatibility of the digital camera portfolio of Bikon Inc (as defined in the service contract signed by Bikon Inc and Tomato Inc on 07 Feb 07). The scope of the project includes the design of the hardware connectors required to interface the iBac PC with the Bikon digital cameras. Major Deliverables of the Project The final deliverable for this project is the completed, tested and the launched upgrade to the bacOS which will enable it to support the product portfolio of Bikon Inc (as defined in the service contract signed by Bikon Inc and Tomato Inc on 07 Feb 07). There are two major deliverables for this project which will precede the final deliverable. The first deliverable is the detailed software specification document developed by a combined software development team comprising of the representatives of both Tomato Inc and Bikon Inc), this team has already been constituted by the Bikon Tomato integration taskforce. This specification document will contain the specific details of the various technical

Rhetorical Analysis of a Language Essay Example | Topics and Well Written Essays - 1250 words

Rhetorical Analysis of a Language - Essay Example Yet it seems manipulative to make an emotional appeal in areas like politics or religion, even if it is done often, to get votes or converts. In these cases, it only seems fair to make an appeal to one's good sense in order to make decisions based on facts rather than how one feels at the moment. Baldwin states that "black English is rooted in American history" created by blacks during the time of slavery and designed to communicate with each other without their white masters understanding. It was designed as a method of survival. "What joins all languages.is the necessity to confront life,to outwit death" (Baldwin). He gives an example of one member of a family warning another of possible danger by speaking black English even in the presence of the white man because the white man could not understand it. Baldwin writes that "Language comes into existence by means of brutal necessity" and is a means with which to deal with life. Tan also acknowledges there are different types of "Englishes" that she uses and also proposes that English when speaking with her mother and another when at work or giving speeches. The English she uses with her mother is what she describes as simple or "broken". From the example given of how her mother speaks, it is easy to see where others may not understand her. But Tan understands, and to her, what her mother says is perfectly clear. She also realized that she used the same broken English when speaking with her husband and Tan refers to this language as a "language of intimacy" between them. Whereas Baldwin tries to make us see his point based on historical evidence, something factual and therefore credible, Tan gets her message across by appealing to a sense of family and unity and by using a personal relationship with which everyone can relate. She tells the story where she pretended to be her mother on a phone conversation and uses humor to generate a sense well-being and openness to further the point she wanted to make. Tan writes, "I had to get on the phone and say in an adolescent voice that was not very convincing. "This is Mrs. Tan." And my mother was standing in the back whispering loudly, "Why he don't send me check, already two weeks late. So mad he lie to me, losing me money." And then I said in perfect English, "Yes, I'm getting rather concerned. You had agreed to send the check two weeks ago, but it hasn't arrived." Using examples of Ireland and the parts of France that adhere to their own languages even if the mother tongue of the mainland is different, Baldwin states that language "is a proof of power". The Irish have suffered because England had "contempt for their language" and wanted to dominate them. Baldwin uses the non-emotional ethos appeal by referring to events in history to show that the countries that dominate spread their language to the conquered land. Drawing on examples of other countries that have suffered similar fates as the blacks, he makes his argument (Last Name) 3 more objective and less likely to come across as a "poor blacks, bad white" sympathy play for support. Tan also alludes to language being a proof

WEEK 3 APLICATION 1 Essay Example | Topics and Well Written Essays - 500 words

WEEK 3 APLICATION 1 - Essay Example dly, the decision of the researcher to use of project management office staff, project planner, or portfolio manager in carrying out the surveys was quiet significant in drawing the relationship between e-leadership styles and the success of virtual project managers. As such, the researcher effectively addressed the research problem using the Leadership Behavioral Analysis II-Self (LABII-Self) surveys and direct project staff thus avoiding bias in the study. Indeed, the concurrent triangulation mixed methods design research helps to attain the consistency of the study and thus its results. Ideally, since the project managers took part in the study, the results realized would help the project managers to improve the practice of managing virtual projects and thus their success (Lee, 2010). Nevertheless, since the project management office staff, project planner, or portfolio managers taking part in the Leadership Behavioral Analysis are stakeholders in the study, their emanates a slim chance of biased information due to competing interests among the sample population. Actually, the results of such a study equally depended on the independence, diligence, and honesty of the interviewees. Indeed, as seen in the results of the study, the researcher established varying results in the quantitative and qualitative responses on situational leadership techniques with reference to effects on running virtual projects. The lack of the study to establish distinct levels of success between managers with high e-leadership styles and those with low scores proves that there is a discrepancy in the results (Lee, 2010). Because of this, more and detailed research on this and other related topics is necessary in deducing the e-leadership styles that determine the success of virtual proje cts. This equally calls for the application of the situational leadership theory for attainment of reasonable results relating to virtual projects. Indeed, had the researcher considered other

Strategic Human Resource Management in Cadbury Schweppes

Strategic Human Resource Management in Cadbury Schweppes 1.1 Introduction The strategic management of an organizations human resource has been recognized as one of the keys to business success. This particular strategy generally involved the optimization of the employees potentials mainly through training and performance assessment. This organizational strategy has been integrated in several businesses mainly to improve profitability, establish stronger customer relations as well as achieve considerable business expansion. Strategic human resource management (SHRM) has indeed been applied to fulfill various important business goals and plans. Hence, major companies including Cadbury Schweppes, have been developing and applying various means on how to strategically manage one of their essential assets. Cadbury Schweppes is one of the major global players in the food manufacturing sector, specifically confectionery and beverage products. About two hundred countries worldwide are enjoying the companys world-renowned quality products and brands. The company has been able to expand successfully in different foreign countries mainly through its dedication to quality production as well as effective management and marketing practices. In order to progress further, the company still aims to continue on producing quality brands and products, meeting the needs of its shareholders and operating towards optimum performance. Cadbury Schweppes knows that its achievement to operate globally is attributable to its workforce. Thus, the company has been employing different strategies in order to strategically improve its human resources towards continuous global success. This study then analyzes how the company applies strategic human resource management it its operations. In particular, focus was centered on the assessment of the companys strategies for maximizing the potentials, assessing the performance and enhancing the skills of its workforce. This research was conducted mainly to determine the relation of Cadbury Schweppes global success to its SHRM practices. 1.2 The Research Background Strategic human resource management (SHRM) was actually derived from the conventional HR concepts. Due to the growing pressures in business, particularly in the need to become more competitive and innovative, organizations and human resource departments see it necessary to reconsider existing HR practices. The application of the new concept involves the modification of HR policies, provision of training programs, development of performance measurement systems as well as the promotion of the employees overall well-being. In turn, the changes in the HR practice then allowed companies to overcome some of the major hurdles in the business sector. Cadbury Schweppes is among the major companies operating in the world. Aside from multiple branches in several foreign countries, the product lines of the company as well as its market have continuously grown over the years. Along with its global growth and success, the company has constantly upgraded its SHRM efforts as well. The researcher then aims to determine how these HR strategies had contributed to the companys global achievement. Investigating on this HR topic can stress the connection between workforce and business efficiency. As effective employees have long been considered as essential to good business operations, identifying how the strategic management of human resource can contribute to greater success will then be of benefit to many other companies. The researcher then attempted to achieve this objective by using some of Cadbury Schweppes HR staff for information. Using a survey as the research instrument, the data obtained were then analyzed to develop the findings. 1.3 Research Value Considering the increasing competitiveness in the business sector, organizations are in need of maximizing its resources in order to operate successfully. One of these important resources is the organizational workforce. By means of determining the different approaches related to strategic human resource management, workforce issues encountered by other companies may be resolved. In addition, companies intending to operate of expand on the global level may achieve this goal by assessing and improving their human resource strategies. This research may also be of value to employees as this could encourage business companies in general to give due value to their workforce so as to achieve better business outcomes. This investigative study could also contribute to the human resource sector particularly by increasing awareness on SHRM and the new approaches other companies could apply. Clients or consumers may also benefit from this study as the increased awareness on SHRM approaches can likely enhance both production and service provision of other companies. 1.4 Research Aims and Objectives This study aims to determine the role of strategic human resource management in the achievement of Cadbury Schweppes global growth and success. Below are the specific objectives of this research study: To determine the role if strategic human resource management in shaping the development processes of Cadbury Schweppes To analyze the performance assessment, training and potential-maximizing strategies of the global company To identify and analyze the human resource strategies of the company that allowed it to operate globally To relate various human resource management theories to the identified strategies of the company 1.5 The Research Outline The entire study is divided into five chapters. The first chapter presents the background of the study, the objectives, research problems and its significance. In the second chapter, literatures and published documents pertaining to strategic human resource management and the strategies applied by Cadbury Schweppes are discussed. The research methodology used for this study is discussed in chapter three. Specifically, this chapter focuses on the description of the participants, sampling technique and the research instruments utilized in the process. In chapter 4, the results of the survey are presented. Literatures supporting the findings of the study are also integrated in the discussion section of the chapter. Finally, the fifth chapter summarizes the findings of the research; significant conclusions as well as appropriate recommendations are also included in the final chapter. Chapter II: LITERATURE REVIEW 2.1 A Brief Historical Background of Cadbury Schweppes Cadbury Schweppes is actually a company established by a merger involving two of the greatest companies in UK. Jacob Schweppe was the one behind the perfection of the carbonated mineral water manufactured in Switzerland in 1783. On the other hand, John Cadbury established the now world-renowned chocolate manufacturing company in 1824. Over the years, both companies have operated successfully and became household brand names in the British region. It was not until 1969 when these two manufacturing giants decided to merge. Through organic program and acquisition, both companies were able to expand the business worldwide (Cadbury Schweppes 2006a). As two big companies joined into one, the new company developed and implemented several business strategies that led to its success. For instance, during the middle part of the 1980s, Cadbury Schweppes decided to center its attention on its international brand confectionery and beverages. Through this strategy, the company was able to strengthen its key brand names and even led to the purchase of some other major food brands such as Motts, Canada Dry, Trebor, Bassett, Dr. Pepper and Seven Up as well as Hawaiian Punch. The acquisition of other popular brands of the company continued up to the new millennium. In 2000 for example, Cadbury Schweppes acquired the Snapple and Hollywood and even took the second spot in the French soft drink sector when it acquired Orangina. In 2002, the company placed number two in chewing gum production by acquiring Dandy, a Danish chewing gum brand and became the number one company in confectionery at the global level. For $4.2 billion, the company also a nnounced its acquisition of yet another major brand called Adams (Cadbury Schweppes 2006a). 2.1.1 A Brief History and Importance of SHRM Strategic human resource management is considered as the extension of HRM. While HRM is focused on the theoretical concepts, SHRM is centered on how these theoretical foundations should be implemented. The concept of SHRM was actually brought about by the growing pressures of change. Organizations started to realize that changes in the conventional human resource activities must be carried out. This change would help much organization overcome new issues and challenges related to the human resource concept. In turn, human resource agencies and departments have been active in encouraging HR managers to develop means of applying strategy to the HR function (Niehaus 1995). This then gave rise to what is now called SHRM. Strategic Human Resource Management (SHRM) is a strategic approach that helps in managing employee relations. This HR concept emphasizes that leveraging peoples capabilities is critical to achieving sustainable competitive advantage. SHRM is actually applied by means of a distinctive set of integrated employment policies, programs and practices. Considering the increasing competition in the working sector, it is important that the employees are equipped with the abilities so as to assist their organization in overcoming such challenge (Bratton Gold 2003). SHRM gives emphasis on the integration of learning and organization. This means that the conception of learning must be considered by the organization as a purposeful business process (Ruona Roth 2000). Walton (1999) noted that SHRM is made of the introduction, elimination, modification and directional procedures and responsibilities where all employees are armed with the knowledge, skills and competencies necessary for them to pe rform various organizational tasks effectively. Through SHRM processes, employees are able to learn how they can improve their skills and enrich their knowledge, which are very useful in their overall work output. The efficiency of the employees will naturally lead to greater productivity and higher levels of customer satisfaction as well as loyalty. The application of SHRM is also essential for the personal and professional development of the employees, which in turn makes them more confident and committed in their work. The ultimate outcome of SHRM is the attainment of a strong and sustainable competitive advantage out of the companys workforce. For companies, generating competitive advantages out of their workforces is an important key in becoming globally competitive (McWilliams, Van Fleet Wright 2001). Schuler, Dowling and De Cieri (1993) noted that in order to successfully compete in the global market, human resources must be deployed effectively. 2.1.2 A Brief History of Human Resource Strategy of Cadbury Schweppes plc and its impact on the company The human resource strategy of Cadbury Schweppes originated from the company main operation purpose which is to work together to produce brands that others would love. In particular, the company developed a goal related to corporate social responsibility (CSR) in order to achieve this. This goal would direct the company to become socially responsible not only to their consumers but to the people working for it as well. As this goal covers the workforce sector, Cadbury Schweppes develops human resource strategies that are patterned CSR and ethical practices. In fact, one of the essential factors the company uses in its business operations is ethical behavior as well as the establishment of close relations with its stakeholders. The company generally believes that ethical business practices and respect for human rights are core foundation on how the company works and deals with people; the company also claims that good ethics works well with good business, resulting to long term succes s (The Times 100 2006). These core values then became the main influence for the companys human resource strategies. The HR strategies of the company are also influenced by the Quaker values which promote social reform, justice and equality. Thus, from the beginning of its operations, the company has always treated its employees with respect; the company also cares for the welfare of its staff. This explains why the company included sport facilities, parks and housing opportunities for its employees. It is also part of the companys human resource strategy to inculcate its ethical business culture to its employees by ensuring that all staff members understand the values and behavior the company expects from them; this has been achieved through the companys à ¢Ã¢â€š ¬Ã…“Our Business Principlesà ¢Ã¢â€š ¬? statement. The good practice of Cadbury Schweppes was even recognized in 2003 by the Management Today magazine where it was voted as one of the most admirable companies for fulfilling it environmental and community responsibility. During the same year, the company also placed second for the Food and Drink sector in the Business in the Community per cent club index for doing its social responsibilities (The Times 100 2006). 2.2 Human Resource Strategies of Cadbury Schweppes Over the years, the company has implemented several means to manage its human resources strategically. These strategies include those that maximize potentials, train employees, manage HR risks and assess performance. 2.2.1 Maximizing Potentials One of the key personnel of Cadbury Schweppes is its managers. Thus, in order to optimize their skills, the company applied various strategic programs. One of which is its Building Strategic Capabilities (BSC) program that was developed in 1998. This program course was applied in order to maximize the potentials of the companys managers. The program is made up of three important elements. One is that the program course involved the study of real strategic issues rather than hypothetical cases; this made the course content more applicable to actual business problems the managers would encounter. Another important element of this program course was that the process of strategic decision-making is studied from goal-setting to performance-monitoring. This element of the program aims to enhance the managers strategic language, in order for them to be equipped with the necessary processes and standards for effective strategy implementation. Finally, this program is also made up of an eleme nt, which exposes managers to practical or hands-on training. This element is conducted by letting the program participants interact with the members of the top management. For the past five years since this potential-maximizing program has been implemented, Cadbury Schweppes BSC program is still used as the main approach for executive development (Morley Hepplewhite 2004). The company has continuously developed programs and strategies that would optimize the skills of its staff. For example, in 2005, Cadbury Schweppes pursued its People Strategy through its Building Commercial Capabilities program. This strategy is a group learning and development activity which is implemented to ensure that the full potential of all employees are realized. The program aims to develop the participants marketing and sales expertise as well as their commercial decision-making skills; this is done by studying the standard Cadbury Schweppes marketing and selling technique. A total of 1,000 managers have participated in this program (Cadbury Schweppes 2006b). 2.2.2 Training Training is an important aspect of the companys SHRM strategy. Aside from ensuring that all employees have equal access to the companys training opportunities, Cadbury Schweppes also develops training programs that improve the competency of its workforce. For this year, the company developed Passion for People, a people management training program. This aims to teach the standard approach used for managing people; it is also the goal of this program to refresh such management approach among current employees (Cadbury Schweppes 2006b). Bob Stack, Cadbury Schweppes Chief Human Resources Officer, also explained that this program is also conducted for the purpose of improving the drive performance skills of the managers. Furthermore, it is the objective of this training program to instill among employees the values and behavior that make up the companys culture (Cadbury Schweppes 2006c). The company does not only provide training opportunities to the new employees but also offer regular updates of the existing staff members. This strategy is also applicable in cases when one of its employees becomes disabled. When this happens, Cadbury Schweppes sees to it that an alternative job is offered. Moreover, re-training efforts are also provided to the employee if necessary (Cadbury Schweppes 2006b). 2.2.3 Risk Management In order to support the SHRM strategies of Cadbury Schweppes, the company include appropriate HR policies particularly in the recruitment, selection and hiring of employees. Other common work issues are also covered by the companys HR regulations. Through these strategic policies, the company is able to maintain its standards and meet desired business outcomes. Patterned after its ethical business practices, the companys policies promote equal employment opportunities within its global businesses. Thus, Cadbury Schweppes is a company committed to selecting employees based on their abilities and potentials; it is part of the companys SHRM strategy to optimize the talents and experience the employees have and help them realize their other capabilities. The company believes that by shaping its HR policies with this ethical commitment, the business will not only employ people of talent but it will also help is establishing a good image in the communities where it operates (International Labor Organization 2002). In recruiting and selecting employees, it is Cadbury Schweppes aim to hire the best people for the position it offers and use methods that are free from bias and discrimination. For employee selection, the company ensures that necessary criteria including skills, knowledge, qualifications and experience of the applicants are clearly defined. Psychometric testing, assessment techniques ad other selection methods should also be non-discriminatory. It must be clearly described why the applicant was selected; for this, records for employee selection decisions are kept and stored. The advertisements of the company for the job positions it is offering should also be patterned after the equal employment aspect. In particular, the company must ensure that the advertisements present enough opportunities that most people can apply for. Moreover, these advertisements must reach even underrepresented communities and groups (International Labor Organization 2002). In order to improve its selectio n process, the company had also recently used an online system for its testing procedures. An electronic version of its psychometric tests has been installed so as to make this vital phase of selection faster and more efficient (Graduate Recruiter 2006). The risks involved in human resource management are also controlled by Cadbury Schweppes through relevant policies. For instance, the company follows a compensation structure which is not influenced by the employees color, race, ethnic origin, gender, marital status, religion, disability or age. The career development of the employees is also dependent solely on their merits and abilities. The access of the employees to training is also covered by the companys policies. Specifically, regardless of the employees race or origin, all employees of Cadbury Schweppes have equal access to training. Moreover, if certain employees are in need of educational or skill support, the company provides them with the necessary training; this would allow them to progress equally with other employees (International Labor Organization 2002). Fairness and equality are also part of the companys policies used for handling work issues, grievance matters and discipline. When such issues arise, the company ensures that the situations are assessed fairly and on the same basis as with similar cases. For bullying and harassment, the company also requires all its business units to develop clear guidelines that would help manage these human resource problems. These ensure that the employees are aware on how to report and address these matters. The development and use of these guidelines also help these issues from happening (International Labor Organization 2002). Aside from preventing HR-related risks through policies, the company also develops helpful programs that would promote the well-being of the employees. For example, the company conducts education programs for the employees health and nutrition; whole-family health management schemes are also implemented. In order to support these programs, the company also provides nutrition-oriented on-site cafeterias. Medical facilities are also made available in the company to meet the employees basic safety and health requirements. Aside from the employees physical well-being, their mental health is also cared for; this is done through the provision of counseling services. This aims to assist the employees in handling personal and work-related issues (Cadbury Schweppes 2006b). 2.2.4 Performance Assessment The SHRM application of the company also involves the assessment or measurement of the performance of its employees. Specifically, the company uses a two-part performance measurement system. The line manager is the one in charge of assessing the individual performance of the employee every half and end of the year. Clearly developed performance objectives are used for the evaluation. The line manager presides a formal meeting with the employee to be assessed; during this time, the set objectives set at the beginning of the year is documented by the line manager and signed by the employee (Cadbury Schweppes 2006d). The utilization of a performance measurement system at Cadbury Schweppes allowed the company to fulfill its goal of giving due value on its employees development, growth and performance management. Through this system, the company is able to recognize and reward the employees who have displayed exemplary performance and gave much contribution to the companys success. Having a designed system allowed the company to apply a consistent approach for appraising the employees performance, even for those working in other international offices. This approach is composed of tools that facilitate the employees career development and personal growth; Reward programs are also included. These programs generally help in motivating the employees to contribute more for attaining business success (Cadbury Schweppes 2006e). The managers of the company are also assessed using this system. Specifically, the company makes use behavioral factors that support its global leadership needs, which include accountability, adaptability, aggressiveness, forward-thinking capability, motivation, collaboration, teamwork and company values. A separate assessment process is also used by the company in order to evaluate other potentials of its managers; this enables the company to identify other roles its managers could perform. Due rewards are also provided to the individual based on the outcome of his or her performance appraisal (Cadbury Schweppes 2006d). Aside from the individual performance of the employees and managers, the overall performance of the business in relation to the people it serves is also assessed. For this, Cadbury Schweppes uses the climate survey tool that has the ability to identify the relation between overall business performance and employee engagement. This tool was initially used for the companys 10,000 global managers in 2004 and then applied too all employees the following year (Cadbury Schweppes 2006d). 2.3 Impact of the companys HR strategies The use of multiple strategies related to SHRM application has generally been beneficial for Cadbury Schweppes. The performance measurement system of the company for example, motivated the employees to work their best. This finding was further stressed when a study finding showed that almost 90% of the companys global employees are proud to be employed by Cadbury Schweppes. The survey conducted by the company also showed that the employees are highly committed and engaged to good work performance. The commitment of the employees represents the employees attachment to the company while engagement indicates the level of effort the employees are willing to give for the company; they key factors have been directly related to the surveys key areas. The findings clearly showed that Cadbury Schweppes succeeds globally through its employees engagement and commitment, which were brought about by its HR strategies. The outcome of the survey was further stressed by the employee turnover records of the company. As of 2003, the turnover rate was at low level of 2.5% at an annual basis; executive population has also dropped minimally from 180 to 165 in 2003 to 2004. The number of women working in the company on the other hand had increased from 11% in 2003 to 13% in 2004. Despite the promising outcome of the survey, the company sees it necessary to continuously improve the level of engagement employees have for good performance (Cadbury Schweppes 2006e). The performance appraisal system also made the employees more aware of what the company expects from them; this strategy also encouraged the employees to constantly seek ways on how their performance can be improved. The utilization of the performance system has also been helpful for the company as it becomes more knowledgeable with the operation areas that need improvements (Cadbury Schweppes 2006d). In general, having a performance appraisal system in the companys SHRM strategy helped it to become proactive in maintaining its good business practices and in developing ways on how to be a better company. The training and programs of the company has also been showing positive outcomes. Its communication-related programs for example, have been able to enhance the employees communication and engagement level. These skill developments in turn, enabled the company to accomplish several collective bargaining agreements. The SHRM efforts of the company also encourage share ownership among the employees. Specifically, the HR strategy of Cadbury Schweppes made its all-employee share plan arrangements accessible to its employees in UK, US, Spain, New Zealand, Mexico, Portugal, Netherlands, Germany, Australia, France and Ireland. This achievement helped in bringing the companys global employees together (Cadbury Schweppes 2006b). The use of ethical practices in the recruitment and selection of the companys employees has also been of benefit especially in ensuring the high standard performance of the staff. Improving the means of recruiting through information technology systems has also helped the company in short listing the best applicants. Since this development has improved the speed of the of the recruitment process, the company has more time to assess job-related exercises. The improved psychometric test allows Cadbury Schweppes to gain information that emphasize the candidates distinct abilities (Graduate Recruiter 2006). Chapter III: RESEARCH METHODOLOGY 3.1 Introduction Strategic human resource management has been recognized by various companies as an important factor for achieving business success. Cadbury Schweppes is among those major companies who have long been applying various human resource strategies to achieve good business outcomes. This research was then conducted with aim of identifying the role of SHRM in the achievement of global success using the case of Cadbury Schweppes in UK. In order to achieve this research aim, the researcher used the descriptive method of research. A total of 30 respondents from the companys human resource department were selected in random. The survey questionnaire, structure in Likert-format, served as the main research instrument for this study. In addition to primary information, the researcher also used books, journals and other literatures as sources of secondary data. By means of weighted mean computation and the Likert scale, the results of the survey were then analyzed; relevant literatures were used t o discuss these results. 3.2 Data Requirement In order to achieve the objectives of this research, the researcher would need data that would describe the role of SHRM to the global growth and success of Cadbury Schweppes. For this, the researcher would have to contact people who are knowledgeable of the HR strategies developed and implemented by the company; people who are aware of how these strategies had impacted Cadbury Schweppes would also be helpful in answering the needs of this study. Thus, the researcher saw it appropriate to use some of the human resource staff from the company. Considering their participation and experience with these HR strategies, they would be able to provide the data required of this study. 3.3 Research Design In this research, the descriptive method was utilized. The purpose of employing the descriptive method is to describe the nature of a condition, as it takes place during the time of the study and to explore the cause or causes of a particular condition. The researcher opted to use this kind of research considering the desire to acquire first hand data from the respondents so as to formulate rational and sound conclusions and recommendations for the study. According to Creswell (1994), the descriptive method of research is to gather information about the present existing condition. This research method is advantageous for the researcher due to its flexibility; this method can use either qualitative or quantitative data or both, giving the researcher greater options in selecting the instrument for data-gathering. The aim of the research is to determine the role strategic human resource management in the global growth of Cadbury Schweppes; the descriptive method was then appropriate for this research since this method is used for gathering prevailing conditions. The research used human resource management employees as respondents from Cadbury Schweppes based in UK in order to gather relevant data; the descriptive method was then appropriate as this allowed the identification of the similarities and differences of the respondents answers. 3.3.1 Research Philosophy In order to carry out the research, the researcher ensured that a certain research philosophy framework is followed throughout the process. In particular, as this study will make use of human participants for data collection, ethical considerations were taken into account. This is in line with the researchers aim of carrying out the entire process ethically. Among the significant ethical issues that need attention include consent, confidentiality and data protection. Gaining Consent Securing permission and gaining the consent of the participants for this study is an important ethical consideration. In order to do so, the researcher relayed the aims of the research clearly to all participants. Each participant was asked to accomplish a consent form, stating in detail all the activities involved as well as the purpose of the study. The reasons why the human resource staff of the company was selected as participants were also stated so as to enable the selected participants to connect the aims of the research with that of the participant qualifications. In the consent form, the researcher also discussed in detail all the treatments or procedures to be done in the process. The possible risks that may be part of the research were also discussed with the participants in orde Strategic Human Resource Management in Cadbury Schweppes Strategic Human Resource Management in Cadbury Schweppes 1.1 Introduction The strategic management of an organizations human resource has been recognized as one of the keys to business success. This particular strategy generally involved the optimization of the employees potentials mainly through training and performance assessment. This organizational strategy has been integrated in several businesses mainly to improve profitability, establish stronger customer relations as well as achieve considerable business expansion. Strategic human resource management (SHRM) has indeed been applied to fulfill various important business goals and plans. Hence, major companies including Cadbury Schweppes, have been developing and applying various means on how to strategically manage one of their essential assets. Cadbury Schweppes is one of the major global players in the food manufacturing sector, specifically confectionery and beverage products. About two hundred countries worldwide are enjoying the companys world-renowned quality products and brands. The company has been able to expand successfully in different foreign countries mainly through its dedication to quality production as well as effective management and marketing practices. In order to progress further, the company still aims to continue on producing quality brands and products, meeting the needs of its shareholders and operating towards optimum performance. Cadbury Schweppes knows that its achievement to operate globally is attributable to its workforce. Thus, the company has been employing different strategies in order to strategically improve its human resources towards continuous global success. This study then analyzes how the company applies strategic human resource management it its operations. In particular, focus was centered on the assessment of the companys strategies for maximizing the potentials, assessing the performance and enhancing the skills of its workforce. This research was conducted mainly to determine the relation of Cadbury Schweppes global success to its SHRM practices. 1.2 The Research Background Strategic human resource management (SHRM) was actually derived from the conventional HR concepts. Due to the growing pressures in business, particularly in the need to become more competitive and innovative, organizations and human resource departments see it necessary to reconsider existing HR practices. The application of the new concept involves the modification of HR policies, provision of training programs, development of performance measurement systems as well as the promotion of the employees overall well-being. In turn, the changes in the HR practice then allowed companies to overcome some of the major hurdles in the business sector. Cadbury Schweppes is among the major companies operating in the world. Aside from multiple branches in several foreign countries, the product lines of the company as well as its market have continuously grown over the years. Along with its global growth and success, the company has constantly upgraded its SHRM efforts as well. The researcher then aims to determine how these HR strategies had contributed to the companys global achievement. Investigating on this HR topic can stress the connection between workforce and business efficiency. As effective employees have long been considered as essential to good business operations, identifying how the strategic management of human resource can contribute to greater success will then be of benefit to many other companies. The researcher then attempted to achieve this objective by using some of Cadbury Schweppes HR staff for information. Using a survey as the research instrument, the data obtained were then analyzed to develop the findings. 1.3 Research Value Considering the increasing competitiveness in the business sector, organizations are in need of maximizing its resources in order to operate successfully. One of these important resources is the organizational workforce. By means of determining the different approaches related to strategic human resource management, workforce issues encountered by other companies may be resolved. In addition, companies intending to operate of expand on the global level may achieve this goal by assessing and improving their human resource strategies. This research may also be of value to employees as this could encourage business companies in general to give due value to their workforce so as to achieve better business outcomes. This investigative study could also contribute to the human resource sector particularly by increasing awareness on SHRM and the new approaches other companies could apply. Clients or consumers may also benefit from this study as the increased awareness on SHRM approaches can likely enhance both production and service provision of other companies. 1.4 Research Aims and Objectives This study aims to determine the role of strategic human resource management in the achievement of Cadbury Schweppes global growth and success. Below are the specific objectives of this research study: To determine the role if strategic human resource management in shaping the development processes of Cadbury Schweppes To analyze the performance assessment, training and potential-maximizing strategies of the global company To identify and analyze the human resource strategies of the company that allowed it to operate globally To relate various human resource management theories to the identified strategies of the company 1.5 The Research Outline The entire study is divided into five chapters. The first chapter presents the background of the study, the objectives, research problems and its significance. In the second chapter, literatures and published documents pertaining to strategic human resource management and the strategies applied by Cadbury Schweppes are discussed. The research methodology used for this study is discussed in chapter three. Specifically, this chapter focuses on the description of the participants, sampling technique and the research instruments utilized in the process. In chapter 4, the results of the survey are presented. Literatures supporting the findings of the study are also integrated in the discussion section of the chapter. Finally, the fifth chapter summarizes the findings of the research; significant conclusions as well as appropriate recommendations are also included in the final chapter. Chapter II: LITERATURE REVIEW 2.1 A Brief Historical Background of Cadbury Schweppes Cadbury Schweppes is actually a company established by a merger involving two of the greatest companies in UK. Jacob Schweppe was the one behind the perfection of the carbonated mineral water manufactured in Switzerland in 1783. On the other hand, John Cadbury established the now world-renowned chocolate manufacturing company in 1824. Over the years, both companies have operated successfully and became household brand names in the British region. It was not until 1969 when these two manufacturing giants decided to merge. Through organic program and acquisition, both companies were able to expand the business worldwide (Cadbury Schweppes 2006a). As two big companies joined into one, the new company developed and implemented several business strategies that led to its success. For instance, during the middle part of the 1980s, Cadbury Schweppes decided to center its attention on its international brand confectionery and beverages. Through this strategy, the company was able to strengthen its key brand names and even led to the purchase of some other major food brands such as Motts, Canada Dry, Trebor, Bassett, Dr. Pepper and Seven Up as well as Hawaiian Punch. The acquisition of other popular brands of the company continued up to the new millennium. In 2000 for example, Cadbury Schweppes acquired the Snapple and Hollywood and even took the second spot in the French soft drink sector when it acquired Orangina. In 2002, the company placed number two in chewing gum production by acquiring Dandy, a Danish chewing gum brand and became the number one company in confectionery at the global level. For $4.2 billion, the company also a nnounced its acquisition of yet another major brand called Adams (Cadbury Schweppes 2006a). 2.1.1 A Brief History and Importance of SHRM Strategic human resource management is considered as the extension of HRM. While HRM is focused on the theoretical concepts, SHRM is centered on how these theoretical foundations should be implemented. The concept of SHRM was actually brought about by the growing pressures of change. Organizations started to realize that changes in the conventional human resource activities must be carried out. This change would help much organization overcome new issues and challenges related to the human resource concept. In turn, human resource agencies and departments have been active in encouraging HR managers to develop means of applying strategy to the HR function (Niehaus 1995). This then gave rise to what is now called SHRM. Strategic Human Resource Management (SHRM) is a strategic approach that helps in managing employee relations. This HR concept emphasizes that leveraging peoples capabilities is critical to achieving sustainable competitive advantage. SHRM is actually applied by means of a distinctive set of integrated employment policies, programs and practices. Considering the increasing competition in the working sector, it is important that the employees are equipped with the abilities so as to assist their organization in overcoming such challenge (Bratton Gold 2003). SHRM gives emphasis on the integration of learning and organization. This means that the conception of learning must be considered by the organization as a purposeful business process (Ruona Roth 2000). Walton (1999) noted that SHRM is made of the introduction, elimination, modification and directional procedures and responsibilities where all employees are armed with the knowledge, skills and competencies necessary for them to pe rform various organizational tasks effectively. Through SHRM processes, employees are able to learn how they can improve their skills and enrich their knowledge, which are very useful in their overall work output. The efficiency of the employees will naturally lead to greater productivity and higher levels of customer satisfaction as well as loyalty. The application of SHRM is also essential for the personal and professional development of the employees, which in turn makes them more confident and committed in their work. The ultimate outcome of SHRM is the attainment of a strong and sustainable competitive advantage out of the companys workforce. For companies, generating competitive advantages out of their workforces is an important key in becoming globally competitive (McWilliams, Van Fleet Wright 2001). Schuler, Dowling and De Cieri (1993) noted that in order to successfully compete in the global market, human resources must be deployed effectively. 2.1.2 A Brief History of Human Resource Strategy of Cadbury Schweppes plc and its impact on the company The human resource strategy of Cadbury Schweppes originated from the company main operation purpose which is to work together to produce brands that others would love. In particular, the company developed a goal related to corporate social responsibility (CSR) in order to achieve this. This goal would direct the company to become socially responsible not only to their consumers but to the people working for it as well. As this goal covers the workforce sector, Cadbury Schweppes develops human resource strategies that are patterned CSR and ethical practices. In fact, one of the essential factors the company uses in its business operations is ethical behavior as well as the establishment of close relations with its stakeholders. The company generally believes that ethical business practices and respect for human rights are core foundation on how the company works and deals with people; the company also claims that good ethics works well with good business, resulting to long term succes s (The Times 100 2006). These core values then became the main influence for the companys human resource strategies. The HR strategies of the company are also influenced by the Quaker values which promote social reform, justice and equality. Thus, from the beginning of its operations, the company has always treated its employees with respect; the company also cares for the welfare of its staff. This explains why the company included sport facilities, parks and housing opportunities for its employees. It is also part of the companys human resource strategy to inculcate its ethical business culture to its employees by ensuring that all staff members understand the values and behavior the company expects from them; this has been achieved through the companys à ¢Ã¢â€š ¬Ã…“Our Business Principlesà ¢Ã¢â€š ¬? statement. The good practice of Cadbury Schweppes was even recognized in 2003 by the Management Today magazine where it was voted as one of the most admirable companies for fulfilling it environmental and community responsibility. During the same year, the company also placed second for the Food and Drink sector in the Business in the Community per cent club index for doing its social responsibilities (The Times 100 2006). 2.2 Human Resource Strategies of Cadbury Schweppes Over the years, the company has implemented several means to manage its human resources strategically. These strategies include those that maximize potentials, train employees, manage HR risks and assess performance. 2.2.1 Maximizing Potentials One of the key personnel of Cadbury Schweppes is its managers. Thus, in order to optimize their skills, the company applied various strategic programs. One of which is its Building Strategic Capabilities (BSC) program that was developed in 1998. This program course was applied in order to maximize the potentials of the companys managers. The program is made up of three important elements. One is that the program course involved the study of real strategic issues rather than hypothetical cases; this made the course content more applicable to actual business problems the managers would encounter. Another important element of this program course was that the process of strategic decision-making is studied from goal-setting to performance-monitoring. This element of the program aims to enhance the managers strategic language, in order for them to be equipped with the necessary processes and standards for effective strategy implementation. Finally, this program is also made up of an eleme nt, which exposes managers to practical or hands-on training. This element is conducted by letting the program participants interact with the members of the top management. For the past five years since this potential-maximizing program has been implemented, Cadbury Schweppes BSC program is still used as the main approach for executive development (Morley Hepplewhite 2004). The company has continuously developed programs and strategies that would optimize the skills of its staff. For example, in 2005, Cadbury Schweppes pursued its People Strategy through its Building Commercial Capabilities program. This strategy is a group learning and development activity which is implemented to ensure that the full potential of all employees are realized. The program aims to develop the participants marketing and sales expertise as well as their commercial decision-making skills; this is done by studying the standard Cadbury Schweppes marketing and selling technique. A total of 1,000 managers have participated in this program (Cadbury Schweppes 2006b). 2.2.2 Training Training is an important aspect of the companys SHRM strategy. Aside from ensuring that all employees have equal access to the companys training opportunities, Cadbury Schweppes also develops training programs that improve the competency of its workforce. For this year, the company developed Passion for People, a people management training program. This aims to teach the standard approach used for managing people; it is also the goal of this program to refresh such management approach among current employees (Cadbury Schweppes 2006b). Bob Stack, Cadbury Schweppes Chief Human Resources Officer, also explained that this program is also conducted for the purpose of improving the drive performance skills of the managers. Furthermore, it is the objective of this training program to instill among employees the values and behavior that make up the companys culture (Cadbury Schweppes 2006c). The company does not only provide training opportunities to the new employees but also offer regular updates of the existing staff members. This strategy is also applicable in cases when one of its employees becomes disabled. When this happens, Cadbury Schweppes sees to it that an alternative job is offered. Moreover, re-training efforts are also provided to the employee if necessary (Cadbury Schweppes 2006b). 2.2.3 Risk Management In order to support the SHRM strategies of Cadbury Schweppes, the company include appropriate HR policies particularly in the recruitment, selection and hiring of employees. Other common work issues are also covered by the companys HR regulations. Through these strategic policies, the company is able to maintain its standards and meet desired business outcomes. Patterned after its ethical business practices, the companys policies promote equal employment opportunities within its global businesses. Thus, Cadbury Schweppes is a company committed to selecting employees based on their abilities and potentials; it is part of the companys SHRM strategy to optimize the talents and experience the employees have and help them realize their other capabilities. The company believes that by shaping its HR policies with this ethical commitment, the business will not only employ people of talent but it will also help is establishing a good image in the communities where it operates (International Labor Organization 2002). In recruiting and selecting employees, it is Cadbury Schweppes aim to hire the best people for the position it offers and use methods that are free from bias and discrimination. For employee selection, the company ensures that necessary criteria including skills, knowledge, qualifications and experience of the applicants are clearly defined. Psychometric testing, assessment techniques ad other selection methods should also be non-discriminatory. It must be clearly described why the applicant was selected; for this, records for employee selection decisions are kept and stored. The advertisements of the company for the job positions it is offering should also be patterned after the equal employment aspect. In particular, the company must ensure that the advertisements present enough opportunities that most people can apply for. Moreover, these advertisements must reach even underrepresented communities and groups (International Labor Organization 2002). In order to improve its selectio n process, the company had also recently used an online system for its testing procedures. An electronic version of its psychometric tests has been installed so as to make this vital phase of selection faster and more efficient (Graduate Recruiter 2006). The risks involved in human resource management are also controlled by Cadbury Schweppes through relevant policies. For instance, the company follows a compensation structure which is not influenced by the employees color, race, ethnic origin, gender, marital status, religion, disability or age. The career development of the employees is also dependent solely on their merits and abilities. The access of the employees to training is also covered by the companys policies. Specifically, regardless of the employees race or origin, all employees of Cadbury Schweppes have equal access to training. Moreover, if certain employees are in need of educational or skill support, the company provides them with the necessary training; this would allow them to progress equally with other employees (International Labor Organization 2002). Fairness and equality are also part of the companys policies used for handling work issues, grievance matters and discipline. When such issues arise, the company ensures that the situations are assessed fairly and on the same basis as with similar cases. For bullying and harassment, the company also requires all its business units to develop clear guidelines that would help manage these human resource problems. These ensure that the employees are aware on how to report and address these matters. The development and use of these guidelines also help these issues from happening (International Labor Organization 2002). Aside from preventing HR-related risks through policies, the company also develops helpful programs that would promote the well-being of the employees. For example, the company conducts education programs for the employees health and nutrition; whole-family health management schemes are also implemented. In order to support these programs, the company also provides nutrition-oriented on-site cafeterias. Medical facilities are also made available in the company to meet the employees basic safety and health requirements. Aside from the employees physical well-being, their mental health is also cared for; this is done through the provision of counseling services. This aims to assist the employees in handling personal and work-related issues (Cadbury Schweppes 2006b). 2.2.4 Performance Assessment The SHRM application of the company also involves the assessment or measurement of the performance of its employees. Specifically, the company uses a two-part performance measurement system. The line manager is the one in charge of assessing the individual performance of the employee every half and end of the year. Clearly developed performance objectives are used for the evaluation. The line manager presides a formal meeting with the employee to be assessed; during this time, the set objectives set at the beginning of the year is documented by the line manager and signed by the employee (Cadbury Schweppes 2006d). The utilization of a performance measurement system at Cadbury Schweppes allowed the company to fulfill its goal of giving due value on its employees development, growth and performance management. Through this system, the company is able to recognize and reward the employees who have displayed exemplary performance and gave much contribution to the companys success. Having a designed system allowed the company to apply a consistent approach for appraising the employees performance, even for those working in other international offices. This approach is composed of tools that facilitate the employees career development and personal growth; Reward programs are also included. These programs generally help in motivating the employees to contribute more for attaining business success (Cadbury Schweppes 2006e). The managers of the company are also assessed using this system. Specifically, the company makes use behavioral factors that support its global leadership needs, which include accountability, adaptability, aggressiveness, forward-thinking capability, motivation, collaboration, teamwork and company values. A separate assessment process is also used by the company in order to evaluate other potentials of its managers; this enables the company to identify other roles its managers could perform. Due rewards are also provided to the individual based on the outcome of his or her performance appraisal (Cadbury Schweppes 2006d). Aside from the individual performance of the employees and managers, the overall performance of the business in relation to the people it serves is also assessed. For this, Cadbury Schweppes uses the climate survey tool that has the ability to identify the relation between overall business performance and employee engagement. This tool was initially used for the companys 10,000 global managers in 2004 and then applied too all employees the following year (Cadbury Schweppes 2006d). 2.3 Impact of the companys HR strategies The use of multiple strategies related to SHRM application has generally been beneficial for Cadbury Schweppes. The performance measurement system of the company for example, motivated the employees to work their best. This finding was further stressed when a study finding showed that almost 90% of the companys global employees are proud to be employed by Cadbury Schweppes. The survey conducted by the company also showed that the employees are highly committed and engaged to good work performance. The commitment of the employees represents the employees attachment to the company while engagement indicates the level of effort the employees are willing to give for the company; they key factors have been directly related to the surveys key areas. The findings clearly showed that Cadbury Schweppes succeeds globally through its employees engagement and commitment, which were brought about by its HR strategies. The outcome of the survey was further stressed by the employee turnover records of the company. As of 2003, the turnover rate was at low level of 2.5% at an annual basis; executive population has also dropped minimally from 180 to 165 in 2003 to 2004. The number of women working in the company on the other hand had increased from 11% in 2003 to 13% in 2004. Despite the promising outcome of the survey, the company sees it necessary to continuously improve the level of engagement employees have for good performance (Cadbury Schweppes 2006e). The performance appraisal system also made the employees more aware of what the company expects from them; this strategy also encouraged the employees to constantly seek ways on how their performance can be improved. The utilization of the performance system has also been helpful for the company as it becomes more knowledgeable with the operation areas that need improvements (Cadbury Schweppes 2006d). In general, having a performance appraisal system in the companys SHRM strategy helped it to become proactive in maintaining its good business practices and in developing ways on how to be a better company. The training and programs of the company has also been showing positive outcomes. Its communication-related programs for example, have been able to enhance the employees communication and engagement level. These skill developments in turn, enabled the company to accomplish several collective bargaining agreements. The SHRM efforts of the company also encourage share ownership among the employees. Specifically, the HR strategy of Cadbury Schweppes made its all-employee share plan arrangements accessible to its employees in UK, US, Spain, New Zealand, Mexico, Portugal, Netherlands, Germany, Australia, France and Ireland. This achievement helped in bringing the companys global employees together (Cadbury Schweppes 2006b). The use of ethical practices in the recruitment and selection of the companys employees has also been of benefit especially in ensuring the high standard performance of the staff. Improving the means of recruiting through information technology systems has also helped the company in short listing the best applicants. Since this development has improved the speed of the of the recruitment process, the company has more time to assess job-related exercises. The improved psychometric test allows Cadbury Schweppes to gain information that emphasize the candidates distinct abilities (Graduate Recruiter 2006). Chapter III: RESEARCH METHODOLOGY 3.1 Introduction Strategic human resource management has been recognized by various companies as an important factor for achieving business success. Cadbury Schweppes is among those major companies who have long been applying various human resource strategies to achieve good business outcomes. This research was then conducted with aim of identifying the role of SHRM in the achievement of global success using the case of Cadbury Schweppes in UK. In order to achieve this research aim, the researcher used the descriptive method of research. A total of 30 respondents from the companys human resource department were selected in random. The survey questionnaire, structure in Likert-format, served as the main research instrument for this study. In addition to primary information, the researcher also used books, journals and other literatures as sources of secondary data. By means of weighted mean computation and the Likert scale, the results of the survey were then analyzed; relevant literatures were used t o discuss these results. 3.2 Data Requirement In order to achieve the objectives of this research, the researcher would need data that would describe the role of SHRM to the global growth and success of Cadbury Schweppes. For this, the researcher would have to contact people who are knowledgeable of the HR strategies developed and implemented by the company; people who are aware of how these strategies had impacted Cadbury Schweppes would also be helpful in answering the needs of this study. Thus, the researcher saw it appropriate to use some of the human resource staff from the company. Considering their participation and experience with these HR strategies, they would be able to provide the data required of this study. 3.3 Research Design In this research, the descriptive method was utilized. The purpose of employing the descriptive method is to describe the nature of a condition, as it takes place during the time of the study and to explore the cause or causes of a particular condition. The researcher opted to use this kind of research considering the desire to acquire first hand data from the respondents so as to formulate rational and sound conclusions and recommendations for the study. According to Creswell (1994), the descriptive method of research is to gather information about the present existing condition. This research method is advantageous for the researcher due to its flexibility; this method can use either qualitative or quantitative data or both, giving the researcher greater options in selecting the instrument for data-gathering. The aim of the research is to determine the role strategic human resource management in the global growth of Cadbury Schweppes; the descriptive method was then appropriate for this research since this method is used for gathering prevailing conditions. The research used human resource management employees as respondents from Cadbury Schweppes based in UK in order to gather relevant data; the descriptive method was then appropriate as this allowed the identification of the similarities and differences of the respondents answers. 3.3.1 Research Philosophy In order to carry out the research, the researcher ensured that a certain research philosophy framework is followed throughout the process. In particular, as this study will make use of human participants for data collection, ethical considerations were taken into account. This is in line with the researchers aim of carrying out the entire process ethically. Among the significant ethical issues that need attention include consent, confidentiality and data protection. Gaining Consent Securing permission and gaining the consent of the participants for this study is an important ethical consideration. In order to do so, the researcher relayed the aims of the research clearly to all participants. Each participant was asked to accomplish a consent form, stating in detail all the activities involved as well as the purpose of the study. The reasons why the human resource staff of the company was selected as participants were also stated so as to enable the selected participants to connect the aims of the research with that of the participant qualifications. In the consent form, the researcher also discussed in detail all the treatments or procedures to be done in the process. The possible risks that may be part of the research were also discussed with the participants in orde

Banning Cigarettes Essay -- essays research papers fc

Each year, the U.S. government passes numerous laws to protect its citizens. Yet, one perfectly legal product manages to seize over 400,000 American lives annually (American Lung Association, "American"). Despite the efforts of the U.S. government to protect its citizens, the government continues to ignore the single most preventable cause of premature deaths. The vicious culprit attributed to these deaths is the common cigarette. Death, however, is not the only transgression cigarettes are responsible for. Cigarettes pose a clear threat to the public, to the economy, and to the planet. Without a doubt, the government should ban cigarettes on account of the fact that they are harmful to the economy, to the body, and to the environment. The government should ban cigarettes because they hurt the economy. Essentially, cigarettes rob the economy of wealth. One area where cigarette smoking is costly is health care. Smokers often seek medical care because of the negative effects cigarettes have on the human body. As a result, the government spends a large amount of money treating medical illnesses that are, many times, preventable. In fact, "[s]moking costs the United States approximately $97.2 billion each year in health-care costs and lost productivity" (American Lung Association, "American"). Also, citizens must fund health care costs through tax dollars. A wiser and more productive utilization of tax dollars would be funding for schools. Despite...