Outsourcing White Collar Exodus - 1926 Words

While outsourcing may be beneficial to some of the companies partaking in it, the general consensus is that it ultimately proves to be harmful to the American workforce. The act of outsourcing and shifting many company call centers and technical support teams, or â€Å"low skill service jobs,† to foreign countries reduces jobs for those that could truly benefit from them within our own country. The unemployment rate has dramatically increased, and continues to rise, compared to what it has been in years past; yet there are numerous companies which still insist on handing over these â€Å"low skill service jobs† to people in other countries such as India. The most obvious and logical reason for outsourcing is reducing costs; people are working for†¦show more content†¦Much of the information received by these call centers needs to make its way back to the parent company. This could be information needed to improve a flaw in a product, or a task that should b e continued. The organization should be sure that all information is being properly relayed back and put into effect as needed. Some providers of outsourcing may be providing the same service for several companies at the same time. Due to this, they will not be able to provide 100% of their attention to any of these companies and their quality may not be up to par. This can reflect negatively on the company as the customer calling may not be aware that the call center is being run by an outside source and they may directly relate it to the company. So unless the service being provided is truly top notch, it may prove to be less beneficial to the parent company than expected. Though it may be cost-effective for the company to outsource a portion of their operation, there may be other costs involved. When initially setting up the operation there will be setup, building, and legal costs, as well as all the time and effort put toward setting up the entire operation. Though in the end there will be money savings, this initial setup will take a large sum of money to set up. Some organizations may not have the cash flow on hand to be able to set up such anShow MoreRelatedEconomic Globalization and China Essay2714 Words   |  11 Pagesengineers in India and China are now just as qualified as engineers in America, but at half the cost. The once large and prosperous service sector in the United States as well as telemarketing services have largely been sourced to India as a large exodus of American multinational corporations find cheaper workers who deliver comparable quality. This then seems to be the essence of globalization - businesses will go wherev er it’s cheaper and more cost effective to do business, but without sacrificingRead MoreA Project Study on ‚Äà ²Recruitment and Selection in Ims Learning Resources Pvt. Ltd‚Äà ´11571 Words   |  47 Pagesregistration of job seeker and tier placement in the notified vacancies. It is obligatory for employer to inform about the outcome of selection within 15 days to the employment exchange. Employment exchange is particularly useful in recruiting blue-collar, white- collar and technical workers. Employment agencies: In addition to the government agencies, there are number of private agencies that register candidates for employment and furnish a list of suitable candidates from theRead MoreLibrary Management204752 Words   |  820 Pagesdescribe this turbulent future. He states that managers need to be prepared to confront a period of chaotic change, or what he calls permanent â€Å"white water.† In his view, management of organizations used to be like a pleasant boat ride down a calm, quiet river, but the future will be different. It will be full of rapids, whirlpools, eddies, and endless white water.14 Libraries need to have experienced managers to take the helm as libraries continue their exhilarating journey into the future. Today’sRead MoreManagement Course: Mba−10 General Management215330 Words   |  862 PagesAgainst Drunk Driving, the Doris Day Animal League, Greenpeace and the National Organization for Women. More broadly, EBS reï ¬â€šects the explosive growth of jobs in which workers perform low-wage and limited tasks in white-collar settings. This has transformed towns like Hagerstown—a blue-collar community hit hard by industrial layoffs in the 1970s—into sites for thousands of jobs in factory-sized ofï ¬ ces. Many of these jobs, though, are part time and most pay far less than the manufacturing occupations

Characters, Setting, and Conflicts in A Tale of Two...

Characters, Setting, and Conflicts in A Tale of Two Cities In the novel, A Tale of Two Cities, Charles Dickens utilizes the characters, setting, conflicts, and other literary devices to convey the tone and establish an attitude about human beings and society. Dickens connects this novel with the French Revolution. Many of his descriptions refer back to the Revolution and help convey the tone of depression. Dickens saw similarities between the forces that led to the Revolution and the oppression and unrest occurring in England during his time (Cliff notes). Although he supported the idea of people rising up against tyranny, the violence that characterized the French Revolution disturbed him (Cliff†¦show more content†¦In this chapter the theme and tone is still mystery and unknown. The people Dickens describes in this chapter help set the tone. Dickens covers the messengers eyes with his hat cocked over his eyes...that assorted very well with that decoration, being of a surface black, with no depth in the color or form, and much too near though (Dickens, 11) to hide the character and set the tone as unknown and mysterious. The water as a metaphor...you get some insight every now and then only when the light shines int o it. All the men of this chapter are not actually named Jacques. Instead, the name serves as a code word that identifies all the followers of the coming revolution. Here the revolutionaries actually have an elaborate code that reveals itself in subtle ways. For instance, later Madame Defarges coughs and hair ornaments mean that someone dangerous is in the shop. Because the underground movements can work in secret codes and ways, they become more dangerous. The wine shop is a fitting place to hide the revolutionaries. At the beginning of this chapter, Dickens has Gaspard introduce the metaphor of spilled wine as spilled human blood. It follows that the wine shop, the place that sells all sorts of wine, should be the meeting place for all those people who want to get all sorts of blood. Although Dickens has set part of Book One in France, the great majority of the Book has taken place inShow MoreRelatedA Tale of Two Cities by Charles Dickens Essay1393 Words   |  6 Pagescritical acclaim, A Tale of Two Cities occupies a central place in the cannon of Charles Dickens’ work. A Tale of Two Cities, published in serial form starting on April 30, 1859, is a historical fiction novel. A dominant theme in this historical novel is the duality found in many of Dickens’ characters. Dickens’ A Tale of Two Cities is somewhat autobiographical; emphasizes the key elements of theme, plot, and character; and has received extensive criticism. A Tale of Two Cities is told in three partsRead MoreCharles Dickens A Great Writer1105 Words   |  5 Pages Broussard 1 Coach Masson English 2/ hour 3 8 October 2015 Remembering Charles Dickens Charles Dickens is a famous author who wrote numerous books which were enjoyed by many throughout the years. His books are known xquisite characters and real-life settings. Charles experienced difficult times as a young boy (â€Å"Charles Dickens† par. 7). These difficult times followed him throughout his life. He uses ideas from these struggles to express his feelings through the books he writes. The many strugglesRead More A Production of Into the Woods Essay1389 Words   |  6 Pagesthe Woods had numerous different fairy tales involved which could make a small child feel like he/she was in heaven. The acting, music, concept, stage design, costumes, and even the language of the play all mixed to perfection. The crowd became involved right away with the irony of the play. I liked how Into the Woods was set up in the beginning because it made the play easier to follow. However, the play seemed to be a little lengthy and some of the characters became annoying. I do not bel ieve theRead MoreThe Great Gatsby By F. Scott Fitzgerald1352 Words   |  6 Pagesbond salesman. The glamorous tale follows Jay Gatsby and his burning desire to be reunited with striking Daisy Buchanan, the love of his life. The various settings in The Great Gatsby (1925) primarily serve to provide the reader with an understanding of the characters’ ideals and novel context. The profound contrast between suburbs, East Egg and West Egg, reflect the values of Tom and Daisy Buchannan, Jay Gatsby and Nick Carraway. Tom and Daisy are superficial characters, living in a suburb of incrediblyRead MoreAbility s Inability ( Rough Draft )916 Words   |  4 Pagesone has stood out from the rest. This piece of literature has stood the test of time and remained beloved by many readers. In Class Formation, Politics, Structures of Feeling Geoff Eley states â€Å"Pilgrim s Progress is, with Rights of Man, one of the two foundational texts of the English working-class movement: Bunyan and P aine, with Cobbett and Owen, contributed most to the stock of ideas and attitudes which make up the raw material of the movement from 1790-1850† (Eley 217). The Pilgrim’s ProgressRead More A Tale of Four Novels1596 Words   |  7 Pages Charles Dickens once stated, My faith in the people governing is, on the whole, infinitesimal; my faith in the people is, on the whole, illimitable.(Fido 102), this is certainly reflected in A tale of two cities, which is a historical novel written by Dickens that outlines the events of the French Revolution through the story of a French aristocrat named Charles Darnay. Darnay is a Parisian aristocrat that renounces his aristocracy in order to pursue a new life in London where he falls in loveRead MoreA Tale of Two Cities Book Report1459 Words   |  6 Pages Sacrifice, even when it comes to one’s ultimate end, is crucial in order to survive as a productive race. In the book Tale of Two Cities by Charles Dickens, he illustrates the hardships of the early-nineteenth-century lifestyles. With the resurrection of an evicted man, the novel sprouts from a broken family recovering and growing. This novel incorporates many grand gestures and adventures, such as the French Revolution, treason trials, and the sacrifice of one’s own life in the name of love. Read MoreTitle/Author: A Tale of Two Cities / Charles Dickens Date of Publication/Genre:1859 / Historical700 Words   |  3 PagesTitle/Author: A Tale of Two Cities / Charles Dickens Date of Publication/Genre:1859 / Historical Fiction Biographical information about the author: Charles Dickens was (and remains) one of the most popular authors of all time. Many of his novels, including this one, has never gone out of print. He has been praised for his intricacy and realism. Historical information on the period of publication: This is a time post both French and American revolution, although conflict still exists in FranceRead MoreDistant Waves787 Words   |  4 Pagesearthquake machines, time travel, and other advanced devices that we dont have today. It also gave scientific explanations for everything. SETTING: The setting of Distant Waves is in many places. First, it is in Spirit Vale, New York. Next, the setting is in New York City, New York. And finally, the setting is on the Titanic. MAIN CHARACTER: Jane- Jane is an inquisitive girl who believes some things around her without explanation and is defensive of her familyy and friends. ARead MoreA Midsummer Nights Dream : Reality Versus Fantasy1079 Words   |  5 Pages Allison Miller ENC 1102 Professor 22 May 17 Reality Versus Fantasy In William Shakespeare’s play, â€Å"A Midsummer Night’s Dream,† he tells a tragic yet, comical tale that toys with the boundaries between realism and the fantastic. The play depicts the theme of how reality can often be manipulated by a fantasy due to the results of magical occurrences in the woods. Although the natural world we live in does not contain magic happenings, the play allows the audience to run wild with imagination

Enthalpy Lab Background Free Essays

Enthalpy, represented by the sign ? H in kJ/mol, is the heat change in a reaction. It shows whether how much heat is released or absorbed during the reaction. If the reaction is endothermic, the enthalpy would be positive and if the reaction is exothermic, the enthalpy would be negative. We will write a custom essay sample on Enthalpy Lab Background or any similar topic only for you Order Now During a chemical reaction, which consists of breaking and creating bonds, heat is either absorbed or released. In this lab, the reaction uses the disassociation of an ionic compound ammonium nitrate shown in the equation #1 below into ions. In order to disassociate ammonium nitrate into ions, energy is required. Both NH4 and NO3 are always soluble, therefore the ionic compound disassociates completely. Through equation #2, heat absorbed or released can be measured. In equation #2, q stands for the heat change in joules, m for the mass of the water in grams, C for the specific heat of water, and ? T for the change in temperature. By using the calorimeter with a stir rod, change in temperature is found. 1. NH4NO3(s) NH4(aq) + NO3(aq) 2. q=mC? T Free energy is a thermodynamic function that shows the available energy that can be converted into work. By using the Gibbs-Helmholtz equation, which uses free energy and is shown in equation #3, spontaneity of the reaction can be found using enthalpy, temperature, and entropy. Free energy, unlike entropy, is an absolute way to determine whether the reaction is spontaneous or not. If the free energy is negative, then the reaction is spontaneous, whereas if the free reaction is positive, then the reaction is not spontaneous. If free energy is neither, meaning if the free energy is zero, the reaction has reached equilibrium, therefore not shifting to left or right. In this lab, the reaction shown in equation #1 reaches equilibrium, so the free energy of this reaction would be zero. Entropy, shown by the sign S, is the measurement of molecular randomness or disorder. It is given in J/K*mol and it determines the disorder by the number of molecular arrangements that are possible in the state, whether it is solid, liquid, or gas. The more arrangements there can be, or larger amount of mole there is, the higher the entropy. If the change in entropy of a given reaction is negative, it means that the reaction is increasing in order, or decreasing in disorder. If the change in entropy of a given reaction is positive, it means that the reaction is increasing in disorder. Generally, negative entropy of a given reaction means that the reaction is spontaneous, but not always. Both equation #3 and #4 can be used to find entropy. 3. ?G = ? H-T? S 4.? Sreaction=? pSproducts – ? nrSreactants In equation #4, if the entropies of the molecules involved in the reaction are known, then change of entropy in the overall reaction can be found by subtracting the sum of the entropy of the products by the sum of the entropies of the reactants. If the entropies of the molecules aren’t known like this lab, than equation #3 can be used to find the entropies of the reaction, where T represents temperature in Kelvin, ? G i s the change in the free energy in kJ/mol, ? H is the change in enthalpy in kJ/mole, and ? S is the change in entropy in J/K*mol. The enthalpy of the reaction shown in equation #1 can be calculated by the third equation using arithmetic because ? G is zero. And in this equation, the formula number 3, where ? G = ? H-T? S, Enthalpy must be greater that Entropy if the equation is to be positive. This is reason why this value is set to zero, because then by subtracting the enthalpy the value of entropy can be found. And through these methods, the value of G can be substituted in and to find the accepted value of ? H and ? S. The Kelvin is the accepted value, and the ? S can be found when plugged in ? H and ? G to be found as the zero value. The calculated entropy should match or be very close to the accepted entropy value for the dissolving of ammonium nitrate if the ionic compound is dissolved in water and the enthalpy determined by the calorimeter because the calorimeter shouldn’t have lost any heat to surrounding and all of the solid should have been dissolved. Through this method, the absorbance rate of FeCl3 can be estimated, just like how NH4NO3 can be found. How to cite Enthalpy Lab Background, Papers

Diploma of Business Management

Question: Discuss about the Diploma of Business Management. Answer: Introduction Business management in an organization is the activities associated with proper planning, organizing, leading and controlling the business operation. The organization chosen for this study is Tesco in Ireland. Tesco Ireland is the Irish arm of Tesco Supermarket Group (Tesco.ie. 2016). It operates full sized supermarket under the main Tesco Brand (Tesco.ie 2016). As per the record of 2012, Tesco controlled 28% of the total grocery market of Ireland (Tesco.ie 2016). The study will describe the role of management within the organization in term of P-O-L-C. The study will also analyze the role of human resource department, recruitment technique and appraisal technique for the organization. Apart from that, a range of controlling and monitoring technique of TESCO will also be evaluated within this study. Role of management within the organization (P-O-L-C) Factors Description Explanation Planning Vision Better shopping experience to everyday customers Growing business with full of opportunities Earning faith and loyalty from customers, employees and communities Innovative, modern and full of ideas Mission To be champion by improving the quality of customers life Provide great value an great product in an efficient manner Serving customers is at everything to be done Strategizing Focus on market dynamics Creating strong brand image Work smartly towards product customization Accountable with every action and inaction Goals To be globally known organization Strive for innovation and sourcing great quality and affordable products Helping communities through financially supporting them Organizing Organizational Structure Delegation of authority to capable employees Departmentalization depending on types of operation Resource Allocation Using 30% of group profit to open up 50 new franchise stores in all over the world Managers are given authority to use resources where necessary Leading Leadership style Top managers takes administrative decision Departmental managers controls their immediate subordinate Motivation Employee motivation through fair salary, incentives, bonus and profit sharing Competition among employees itself motivates them Communication Transparent communication among all the hierarchy level Low level managers easily approach high level managers Controlling Reporting system of sales persons Each sale person should report to market developer Evaluation system of sales person Evaluation of salesperson is done on quarterly basis Table: Management role in organization (Source: Tesco.ie. 2016) Personnel Management Role of Human Resource department Recruitment The human resources department of TESCO is responsible for recruiting right employees for right jobs. The HR managers of the organization are to forecast the balance between human resource demand and supply. This department also sources competent candidates from external sources, who will have matching skills needed by the job. Employee Relation The managers of human resource department are highly responsible for maintaining unionized work environment within the organization. TESCO highly focuses on building flexible work environment within the workplace. Therefore, the HR department is always concerned with mitigating the employee issues immediately. The department never gives the scope of employee confliction. Apart from that, the HR managers also take care of employee job satisfaction and motivation through fair wage, benefits and safety measures. Training and Development In order to provide unique and dynamic want of customers, the employees of TESCO have to be expert in their respective fields. According to Back, Parboteeah and Nam (2014), the HR managers identify the skills needed by the employees for achieving organizational goals. On the other hand, the managers provide all the necessary equipment to the employees for enhancing their skills towards organizational development. Tools and techniques used to recruit staff Applicant Tracking System (ATS) TESCO uses advance online technology for their recruitment purpose. ATS is such a technology that effectively track al the incoming CVs in the organization. With the advancement in technology, the organization also matches the skills of the candidates with the vacant position. Thus, it effectively assists in recruitment process and saves the time of HR managers. Interview technique Both video interview and face-to-face interview are used by TESCO in recruiting employees. In case of face-to face interview, the candidates come to TESCO campus and give interview in taken by HR mangers. The shortlisted candidates are given welcome notice after cracking the interview (Nedelko and Potocan 2013). On the other hand, in video interview technique, the candidates give interview at their convenience without coming to campus. The shortlisted candidates are given welcome notice over the mail through passing the interview. Tools and techniques used to appraise employees 360-Degree Appraisal TESCO use modern 360-degree appraisal technique for appraising their employees. In this technique, the employees are appraised based on reviews given by their colleagues, supervisors, subordinates and peers (Beadles et al. 2015). Peers, colleagues, supervisors and subordinates can provide better information regarding the employees to be appraised as they spend huge time with them. Therefore, the HR can get authentic information regarding the performance level of the employees through this technique. MBO approach In this appraisal technique, TESCO set the goals and standards of appraisal jointly with their employees. Goals are the output that each employee is to achieve over a period. On the other hand, HR managers also set the standard for measuring the performance level as an agreed term with individual employees (Rees and Smith 2014). Thus, the HR manager can easily evaluate the actual performance level of the employees while it deviates from set standard. Techniques used resolve conflict within the organization Win-Win Technique TESCO is an employee centric organization, which care for employees benefits. At the same time, the organization also has to look after its profit factors. Therefore, the organization uses Win-Win technique for resolving the employee confliction (Ouimet and Zarutskie 2014). The mangers never keep the scope, where employee confliction may lead to major employee dissatisfaction. In Win-Win technique, the HR managers of this organization come to mutual beneficial results with the employees. The mangers keep partly interest of the employees and partly interest of organization. Compromising TESCO also uses compromising technique in their confliction management technique. In this techniques, the HR mangers keeps the demands of the employees, while task are to complete within given within time boundary. Management and Leadership Difference between Management and Leadership Management and leadership go hand in hand, but still there are some differences. According to Schumacher et al. (2015), Management of TESCO frames the strategies and policies, which the employees are to follow. On the other hand, Ji et al. (2012) opined that Leaders guides and motivates employees to follow the strategies and policies. Management of this organization are more focused with systems and structures, whereas, leaders are more focused with developing people up to the standard set by the management. According to Randle, Leisch and Dolnicar (2013), the managers of TESCO generate good ideas for furthering their business. On the other hand, Espinilla et al. (2013) opined that leaders are implementing the ideas generated by management. Four Classic Leadership styles Democratic leadership TESCO can use democratic leadership styles for getting out more from teams. Ideas will move freely among the team members and superiors in this leadership styles. The leaders will provide scope for the employees to share their views in organizational success. Thus, the managers can get diverse set of solution to solve complex problems in dynamic situation. For instance, the leaders of Wal-Mart use democratic leadership and give employees enough freedom to share their concern regarding organization. This leadership styles has created flexible work environment and creative employees for the organization. Autocratic leadership style Autocratic leadership is characterized by leaders control over the decision making process and less input from the followers. Leaders just pass the decision to the followers and the followers are to follow the instruction as per the decision (Dusterhoff, Cunningham and MacGregor 2014). TESCO can use such leadership style, where decisions need to make quickly and get work accomplished effectively. It can down the morale of employees, as they are not involved in decision making process, but can also increase the productivity through adequate control over work structure. For example, IBM has used autocratic leadership style to get more control over the employees. Thus, they have become successful in creating an organized business with full of opportunities. Laissez-Faire Leadership In Laissez-Faire Leadership, the leaders do not much interfere in the work and decision making process (Boddy 2014). The decision making power is completely delegated to the employees. TESCO can use this leadership style, where their team members are extremely knowledgeable in their respective field. This leadership styles will create trust among the employees and they will show more creativity in their work. For instance, the leaders of Coles Australia have implemented this leadership style in their workplace. Thus, they are now able to motivate their employees towards adopting new changes. Charismatic leadership Charismatic leadership is implemented by employing such a person as a leader, who can be seen as an inspiring personality. These kinds of leaders should have expert and extraordinary knowledge in their field (Sonnentag, Unger and Ngel 2013). TESCO can apply this leadership style, where the employees need help of an expert hand to accomplish their job. It can also motivate employees by delegating them some authority in their work. For example, implementing Charismatic leadership in Infosys has improved the quality of their products, as the employees can perform accurately by getting expert help from the leaders. Standards and objectives for individual or group Monthly Target TESCO sets monthly target for each employee working in the organization. Each employee within the organization is to achieve specific set of goal at the end of every month. It is used as the standard for the employees, which they are to achieve. Based on their ability to achieve those set of goals, the employees are assessed. It will provide the progress level of the employees regarding their performance. Timeline TESCO set timeline for the task assigned to each employee. Timeline act as the standard for the employees, where they have to be able complete their task within the set timeline of the organization (Green et al. 2012). The strength and weakness of the employees are measured in terms of their accountability in accomplishing task within set time. Monitoring and controlling techniques Monitoring Techniques In order to monitor the success and sustainability of the organization, Tesco has thought of setting up five monitoring techniques, which can be referred to be performance indicators. Serial Number Monitoring Techniques Explanation 1 Customer retention Tesco has thought of retaining 70% of its consumers each year Delivery of service through employees is thought to be the core factor of customer retention 2 Gaining loyal consumers Tesco has thought of enhancing the consumer base by reaching up to 29.1% of new consumers This benchmark is supported by experienced marketing professionals from different nations 3 Customer shopping across channels 59.7% of the loyal consumers must try out multiple channel of products from Tesco New multichannel offerings must entertain all types of target market ranging from sized stores to grocery and online services 4 Family brand shopping Multichannel multibrand strategy covering interest of 64.3% of loyal consumers, who buy categorized items from Tesco only This helps in identifying creation of value across channels and brands 5 Loved by customers Beyond functional measures, Tesco believes in customer advocacy involving emotional connection with products Table: Tesco performance monitoring techniques (Source: Simonet and Tett 2013) Controlling Techniques Gap Analysis According to Fugate (2012), Tesco is one such multinational organization that constantly believes in addressing employee grievances and issues. Qualified service can only be delivered through satisfied employees and therefore, any issue from employees is instantly addressed. Figure: Gap Analysis (Source: Fugate 2012) Based on the above diagram, Tesco determines the amount of expectancy level at each financial year. The difference between present outcome and expected outcome will help in determining the gap. Such gap between management and employees are eradicated at every six months. Budget controlling using variance technique According to Ali (2013), the difference between expected budget and actual budget is termed as variance. Tesco controls its budgetary variance by increasing its amount of profit at each year. This is indicated by increase in sales revenue than budgeted. Plugge, Bouwman and Molina-Castillo (2013) pointed out that Tesco spots adverse variances quite before the actual happenings and reduces the same by cutting down wastage and thereby reducing costs. Termination of low performing employees and enhancing online promotions are the common ways that Tesco has taken till now for controlling budget. Non-budget Control Technique At present, Tesco follows seven non-budgetary control techniques. These are as follows: Serial Number Techniques Explanation 1 Statistical data All available and needed collectable data are presented in graph, table and charts. The representation helps in performance assessment. 2 Special report and analysis Particular performance areas are intruded through reports. Special staffs are appointed to collect such data and based on that gap is analyzed. 3 Break-even analysis Interrelationship between sales and expenses is analyzed. Volumes of revenues against expenses are also analyzed, helping financial stability. 4 Internal Audit Internal deviations are identified through this technique and necessary steps are taken. This is the most traditional technique that Tesco has taken. 5 Network Analysis Project evaluation and review technique through network diagram is analyzed. Sequence of events through critical path is determined against which operations are carried out. 6 Standard Costs Standard costs are calculated through labor and material cost against each units standard overhead cost. 7 Ratio Analysis Proper mix up and interrelationship of factors with each other is analyzed. The factors are net sales to inventory, administrative expenses to sales, net sales to working capital, quick ratio and break-even point. Table: Non-budget Control Techniques of Tesco Plc. (Source: Ouimet and Zarutskie 2014) Conclusion While concluding the study, it can be said that the role of management in TESCO are to plan, organize, lead and control the entire business operation. The mission of the organization is to be champion through improving the quality of customers life. The organization maintains transparent communication with the workplace among all hierarchy level. The role of human resource can be found in recruitment and employee relation. TESCO uses applicant tracking system and interview technique for recruiting capable employees for the organization. Along with maintaining effective organizational objectives, the organization concern for employees interest as well. They use Win-Win technique and compromising technique for resolving employee conflicts. Reference List Ali, A., 2013. How to differentiate between Leadershipand ManagementFunction in Organization: A Review of Scholarly Thoughts. International Journal of Economics Business and Management Studies,2(1), pp.38-44. Back, Y., Parboteeah, K.P. and Nam, D.I., 2014. Innovation in emerging markets: The role of management consulting firms.Journal of International Management,20(4), pp.390-405. Beadles, I.I., Aston, N., Lowery, C.M. and Johns, K., 2015. The impact of human resource information systems: An exploratory study in the public sector.Communications of the IIMA,5(4), p.6. Boddy, C.R., 2014. Corporate psychopaths, conflict, employee affective well-being and counterproductive work behaviour.Journal of Business Ethics,121(1), pp.107-121. Dusterhoff, C., Cunningham, J.B. and MacGregor, J.N., 2014. The effects of performance rating, leadermember exchange, perceived utility, and organizational justice on performance appraisal satisfaction: Applying a moral judgment perspective.Journal of Business Ethics,119(2), pp.265-273. Espinilla, M., de Andrs, R., Martnez, F.J. and Martnez, L., 2013. A 360-degree performance appraisal model dealing with heterogeneous information and dependent criteria.Information Sciences,222, pp.459-471. Fugate, M., 2012. The impact of leadership, management, and HRM on employee reactions to organizational change.Research in personnel and human resources management,31(1), pp.177-208. Green Jr, K.W., Zelbst, P.J., Bhadauria, V.S. and Meacham, J., 2012. Do environmental collaboration and monitoring enhance organizational performance?.Industrial Management Data Systems,112(2), pp.186-205. Ji, L., Huang, J., Liu, Z., Zhu, H. and Cai, Z., 2012. The effects of employee training on the relationship between environmental attitude and firms' performance in sustainable development.The International Journal of Human Resource Management,23(14), pp.2995-3008. Nedelko, Z. and Potocan, V., 2013. The role of management innovativeness in modern organizations.Journal of Enterprising Communities: People and Places in the Global Economy,7(1), pp.36-49. Ouimet, P. and Zarutskie, R., 2014. Who works for startups? The relation between firm age, employee age, and growth.Journal of financial Economics,112(3), pp.386-407. Plugge, A., Bouwman, H. and Molina-Castillo, F.J., 2013. Outsourcing capabilities, organizational structure and performance quality monitoring: Toward a fit model.Information Management,50(6), pp.275-284. Randle, M., Leisch, F. and Dolnicar, S., 2013. Competition or collaboration? The effect of non-profit brand image on volunteer recruitment strategy. Journal of Brand Management,20(8), pp.689-704. Rees, G. and Smith, P., 2014. An introduction to the organization, its environment and human resource management.Strategic Human Resource Management: An International Perspective, p.3. Schumacher, D., Schreurs, B., Van Emmerik, H. and De Witte, H., 2015. Explaining the Relation Between Job Insecurity and Employee Outcomes During Organizational Change: A Multiple Group Comparison.Human Resource Management. Simonet, D.V. and Tett, R.P., 2013. Five Perspectives on the LeadershipManagement Relationship A Competency-Based Evaluation and Integration. Journal of Leadership Organizational Studies,20(2), pp.199-213. Sonnentag, S., Unger, D. and Ngel, I.J., 2013. Workplace conflict and employee well-being: The moderating role of detachment from work during off-job time.International Journal of Conflict Management,24(2), pp.166-183. Tesco.ie. 2016.Tesco.ie. Retrieved 12 August 2016, from https://www.tesco.ie/