The Influence of Pressure Groups on the Government Essay

The Influence of Pressure Groups on the Government This essay will outline the significance to which pressure groups have an influence on government and explain how they have fared under New Labour governments. Whilst the term ‘pressure groups’ may be relatively new, the concept itself dates back as far as 1787. The Society for Effecting the Abolition of the Slave Trade was led by William Wilberforce and Thomas Clarkson and successfully campaigned for the abolition of the slave trade. (Jones, 2004, p233) Pressure groups are formed by a group of people who share a common interest or goal. The intention of the group is to raise the profile or the cause and/or advance it. Unlike political†¦show more content†¦Insider groups will regularly be consulted by the government. This consultative role is built up if a group has demonstrated a number of features: Authority – the ability of the group to speak on behalf of all of its members. Information – the group has expertise and information on a specific subject. Compatibility – of the objectives with that of the government. Compatibility – of the groups objectives with public sympathies. Track record – of giving good advice. Possession of powerful sanctions – if a group has the ability to seriously affect society through withdrawal of their services their interests may be viewed more sympathetically. (Jones, 2004, p239) Governments recognise the usefulness of pressure groups as a valuable source of information and expertise in helping them formulate policies. Governments will often consult with insider groups to find out about problems with their current policies along with suggestions for how this could be improved or to gauge negative feedback to new policies. By consulting the insider groups, government can also lend legitimacy to the policy. This is referred to as policy networking. (Jones, 2004 p237) In complete contrast to insiders groups, outsider groups have no direct access to the decision makers, as they do not fulfil the criteria laid down previously. With these distinctions is mind, itShow MoreRelatedWhy Might Different Pressure Groups Use Different Methods in Their Attempts to Influence the Government1821 Words   |  8 Pages‘Why might different pressure groups use different methods in their methods in their attempts to influence government’. Pressure groups are groups of like minded individuals who come together on the basis of shared interests or a commonly held cause in order to put pressure on policy makers at Westminster and beyond. 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Role Of An Ensemble On The Production Of The Play And How...

Throughout this essay, I am going to critically discuss my involvement in the production. I will do this by reflecting on the planning process, rehearsal process and the performance itself. I will give insights on the production team as a whole, my role in the production and the importance of my character. I will show an understanding of the themes and politics in the play and how we presented them. I will give a brief introduction to the chosen play we performed and why it was a perfect christmas show. I will generally look into the role of an ensemble, the importance of having an ensemble and how influential Greek theatre was to the production. I’ll draw on techniques used by practitioners and how we incorporated it into our production such as Epic Theatre. I will discuss about the element of company and the relationship between actors, directors and audiences. I must be critical about myself and give an honest insight to the whole production by evaluating my engagement, co llaborative skills, decision making and discipline. I will show a clear understanding of my approach to performance, my interpretation to the character and the productions interpretation of the whole show. I’ll discuss the wider context in theatre, theatre in society and what role it has thereof. I will give as much reference and theory as possible to support my opinions and I will demonstrate performance theory and relate to practitioners like Brecht, Stanislavsky and so on . Our chosen christmas showShow MoreRelatedOnline Mobile, Laptop And Ipad Shopping6086 Words   |  25 Pagesalso at reliable rates such that everyone may be able to purchase these items. Sometimes it was not easy to handle such load of different items in the written book which cause difficulty to manage such large stock. Even the staff sometimes was not able to fill the required material because of rush, so many customers went back without purchasing items that was great loss for our company. Sometimes the stock was not recovered properly so many items have to throw that were expired, it makes a great lossRead More65 Successful Harvard Business School Application Essays 2nd Edition 147256 Words   |  190 Pagesthat Harvard Business School receives about ten thousand applications annually, and you are uncertain how to make your ap.... plication stand out. We understand. We have been in your shoes. This book seeks to demystifythe admissions process for applicants by providing a sele ctive but robust sample of HBS essaysthat have sue, cessfullysurvived the admissions committee in the past. We aspire to show you a variety of writing styles, essay responses, and applicant backgrounds that have been successful

Cango Analysis Free Essays

OVERVIEW: My initial observation is that CanGo is a company that has had some success so far. Liz and her company have many great ideas for the future of the company. However, they still need to create a mission statement to show what the company is trying to accomplish as well as what they are about. We will write a custom essay sample on Cango Analysis or any similar topic only for you Order Now Liz was given an award, and just glossed over the story, because she had no idea how CanGo came to where they are. There was lack of planning, and didn’t even have a vision for her company. CanGo has identified a growing trend within the gaming industry that they want to use to bring them success, which is online gaming. They only problem is that they have taken on an area that is not within their normal range of business. Without looking at the challenges or risks, CanGo has jumped on board. SWOT: When looking into the SWOT analysis of the company. It is sad to say but the strength that I could come up with is luck. Due to the lack of planning, and many other areas, I am surprised CanGo has made the success that it has. Yes, CanGo does have some employees that know what they are doing, and did help contribute to that success. But overall I would say they had luck on their side. Unfortunately I have seen a wide array of weaknesses for the company. One of the biggest is communication. There isn’t any. When they had a meeting to discuss online gaming, there were never any decisions being discussed. It was, this is going to happen, hope you can deal type of situation, which leads to the strategic management of the company, or in this case lack thereof. The management of the company has no decision making processes, they just jump in head first without looking for the consequences or risks. Yes, there are benefits, but you need to check into things before making rash decisions. The company contains many levels of organization and a variety of people on their staff. Debbie seems to be the most knowledgeable and organized of the group. She is willing to help others, as well as do her own work. Nick on the other hand feels he is on top of everything and well organized. When in actuality is very far from it. Then there is Warren aka â€Å"Coach†. He has a direct approach when talking to his team members. However, gives very little guidelines. Another area that needs addressed is the work ethic of the employees, as well as giving assignments and tasks to qualified individuals. The entire project was basically put on Nick’s shoulders. He is not organized, and is not even prepared for this kind of work. RECOMMENDATIONS: The first recommendation we have for the CanGo Company is to develop a mission A professional development program would aid the CanGo staff in learning the strategic management process. This program would also aid in dealing with the dysfunction between the Operations Manager and the staff. Through study of the strategic management process, the Operations Manager would learn that moderately difficult goals are more likely to be met than impossible ones. His assignment for handling the entire online gaming project to one unorganized staff member, shows he needs this training. For example, Liz stated that their goal was to provide customers a one-stop shopping experience. Therefore, in a way stated one area of the mission for the company. Going into the entertainment service of online gaming is a step in the wrong direction, and would go against the mission statement. When giving out projects, make sure to assign it to the correct employee(s). Giving a project to the wrong employee can make or break the project, especially if they have poor organizational skills. The management also needs to follow through and give tasks to the correct person, but also give more direction. The Operations Manager needs to be more hands on. CanGo also announced an expected 500% increase in orders during the holiday season. Instead of making the online project the most important aspect or project, they need to work on the increase and making sure every area is covered. The company’s success is not based on the online gaming. They made their success through their one-stop shopping site, and they need to deal with the number of challenges that they are being faced with dealing with that. It is has a higher priority as well as is more in line with their business goals for the company. I would recommend making Debbie the Operations Manager for this project. She is well organized, is able to help teach how to best prioritize, as well as brings everyone together. I think she would accomplish more, because she is able to identify the problem without much difficulty and creates specific goals for each person for their daily activities. Plus she shows things in diagrams, such as a Gantt chart, to let everyone know within the group what needs to be done and what is a priority. The final recommendation I would make is to have CanGo go through some communication changes. They need to make a clear communications path between everyone. If someone is overwhelmed or confused, they need to be able to ask questions. If they are going to take on a new project, make sure it is discussed. So you can find out all aspects, such as challenges, risks, etc. References Prentice-Hall, Inc. , 2002. Class Videos. CanGo Quicktime Videos Week 1. Retrieved on 05/07/09. Prentice-Hall, Inc. , 2002. Class Videos. CanGo Quicktime Videos Week 2. Retrieved on 05/07/09. How to cite Cango Analysis, Papers

ABC Distribution Strategic Talent Management-Samples for Student

Question: Discuss about the ABC Distribution Strategic Talent Management. Answer: Introduction The ABC Distribution is a small distribution company, which is concerned with conducting business nationally. The company has been experiencing success in terms of its financial growth and the number of employees present in the company has grown from 20 to 90 over the time from 2012 to 2017. However, the succession planning and internationalization process has posed to be a hindrance in the process of development of talent management. This paper aims to study and analyze the need and importance of better talent in the organization, understanding the key areas affecting the talent management process and providing recommendations on the changes that need to take place in order to bring in the necessary talent. Importance of talent management Talent management is the process of recruitment, management, development and retention of employees, necessary for the long-term growth of an organization (Al Ariss et al., 173-179). In case of ABC Distribution, the talent management process is of great significance, as it would add to an increase in the productivity of the firm with an increase in the processes of growth and innovation. The presence of a trained and skilled workforce reduces the consumption of time and errors, making the production process cost effective. Since the organization is involved in client meetings and sales processes, the presence of motivated employees would help increase the levels of customer satisfaction. Due to the nature of importance of talent management in the organization, the senior management or the decision makers (executive managers/Directors), need to be informed and aware of the deteriorating situation the organization currently is facing. The high rates of staff rotation, lack of proper technological resources, and the succession planning and international business expansion process- all have lead to alarming rates of employees leaving the organization. The replacement of an employee directly involved in sales or interaction with clients/consumers, establish good relationships with the customers and would affect the sales process greatly on quitting the organization. The development of necessary talent would provide a scope for producing skilled successors in key management positions. Thus, the information should be conveyed in a manner to the management that addresses the present status of the organization, the problems it is facing and the relevance of talent management for increasing the sales. Steps to define strategic vision of talent The decision to introduce talent management in an organization has its own positive and negative aspects and discontent may arise in employees who are not part of the program. Therefore, for the role of a Human Resource manager, it is important to maintain a transparency of communication, which would help in properly addressing the causes of dissatisfaction among employees as well as informing the employees who are to be retained by the organization. In order to define a strategic vision of talent to the mid-levels of management, there are certain steps that need to be adopted. They are as follows:- Understanding the company goals and objectives- All aspects regarding to the market position, the potential consumers, competition analysis, strengths and weaknesses of the organization need to be examined (Nankervis et al., "Human resource management: strategy and practice."). Managing the internal talent- The internal talent can be managed through the analysis of the skills, levels of competency, experiences and talents of the employees working within the organization (Elegbe and Joel Alemibola, Talent management in the developing world: Adopting a global perspective.). Employer branding- An organization that has a good reputation or goodwill is susceptible to gain a favorable position in the market and attract a pool of quality employees (Figurska, Irena, and Ewa Matuska, "Employer Branding As A Human Resources Management Strategy."). Improving relationships with candidates- Maintaining a positive relationship with candidates, regardless of the outcome of their selection process allows more and more individuals to be interested in joining the organization. Reasons for staff leaving a company The reason staff may leave a company depends on a number of causes. Some of these are as follows:- Lack of motivation- The lack of motivation in employees is mainly caused due to lack of communication and proper flow of information in the organization. Lack of motivation in employees gives rise to unproductive work and ultimately leads to the employee resigning from the organization (Taylor, 19). Lack of proper future- If the financial position of the organization is in a threatening position or the company has been losing out to its competition on a frequent basis, employees feel threatened since it questions the long-term growth of the organization. Apart from this, employees may also leave in order to look for better job positions. Lack of skills and training- The lack of proper skills and training may cause inconvenience in work for an employee, leading to lack of motivation and interest in performing the given job role. Inability to perform- The lack of proper skills and expertise may not allow an employee to perform his job efficiently. It can also take place by assigning an employee in a field that he knows very little or nothing about. Lack of loyalty- Loyalty is a rare quality possessed by individuals in recent times, and is almost absent in the employer and employees in todays time and both individuals constantly looking for better means and opportunities. Changes in core management decisions- A change in the core management policy or changes in the management may affect an employees decision to continue working in an organization in the future. Stress- The rotation of staff to various departments within an organization increases the amount of work significantly with an increase in the levels of stress in employees and may cause the employee to quit. Effect of staff rotation on talent management process The staff rotation process is very time consuming and a lot of time is wasted in motivating and persuading the employees for rotation of their job roles. Employees also need time to settle down in their new job role and be familiar with the co-workers. It adds to an increase in the levels of stress and anxiety of employees, since most employees wish to perform within their comfort zone and in a familiar environment. In case the process is forced on by the organization, it may lead to wastage of time training unfit and unwilling employees to take up the job role. It is due to all of these reasons, that high levels of staff rotation make it difficult to implement a talent management process in ABC Distribution. Ways to retain existing talent The retention of employees in ABC Distribution can be achieved via the following ways:- Good flow of communication- The presence of good flow of communication allows the employees to be aware of the changes in company policy and objectives. Listening to the ideas and opinions of employees regarding various decisions helps to make them feel more important and increases motivation and active participation in work. Rewards system- Rewarding employees for their hard work and contribution towards the organization make the employees feel more respected and worthwhile (Deery, Margaret, and Leo Jago, 453-472). Employees who feel that their work is underappreciated may look for potential jobs elsewhere. Conduct employee development programs- It helps in developing new skills in employees and training them to be more efficient in the work performed by them. Instead of managing employees, emphasis should be given on the quality of the task performed and how it could be enhanced further (Douthitt, Shane, and Scott Mondore, 16.). Providing opportunities for growth- The internal environment needs to be scanned frequently to provide higher positions of job role to deserving employees. The interested employees may take up the promotion offer and this creates a sense of loyalty and respect in the employees regarding the business organization (Oladapo, 19). Performance reviews- Performance reviews help evaluate the skills and work done by an employee and it informs him about his strengths and the areas he needs to focus more on. It helps the employees to know what the organization or the job demands from them and develop the necessary skills or receive training accordingly (Thunnissen et al., 326-336.). Tools of talent management Being a Human Resources specialist in talent management, a number tools can be used to try and attract the right talent candidates for ABC Distribution. They are as follows:- Clearly defined objectives- An organization that has good communication flow and informs its employees about the objectives that are to be achieved, it results in the maximum utilization of the workforce. It also helps the employees to be clearly aware of their position and job role in the organization (Cappelli, Peter and J. R. Keller, 305-331.). Coaching- It helps in establishing healthy relationships with employees and motivating and inspiring them to work hard towards achieving the organizational goals. The executive trainers assess the employees and they develop new skills (Sparrow et al., 177-212). Diversity of workforce- The diversification of workforce helps remove differences in ethnicity, caste, culture, gender and age. It provides a wider scope of providing customer service and catering to all sections of the crowd (Thunnissen and Marian, 326-336). Retention- Losing out experienced and skilled employees to competition or other organizations is a great drawback for any business. Therefore, it is important to retain employees and this can be achieved by the implementation of proper compensation, safe and comfortable work environment and offering the employees a chance to progress or advance (Chitsaz-Isfahani, Ali, and Hamid Reza Boustani, 114). Effective recruitment process- The recruitment of new employees to a organization brings in new talent and fresh new ideas and thoughts, vital to the workings of the organization. It also helps to focus more on the requirements of the organization and the employees are selected in accordance with their skills and training (Meyers et al., 305-321.). Importance of technological resources in a company The presence of technological resources is an important and essential part of any business organization in recent times. ABC Distribution, makes use of outdated methods to communicate with its clients and completely ignores the usage of any form of hardware or software, be it smart-phones, tablets, social media and so on. This affects the efficiency of business since the presence of technological resources serves as a great advantage to business organizations (Benitez-Amado et al., 207-220). It helps to ease the communication process making it less time consuming and cost effective. Apart from this, it also helps in maintaining good communication flow between the organization and its employees as well as suppliers, factory workers and others. The presence of technological resources helps to strengthen the security of an organization by securing confidential files and reports on a digital database. Lastly, it enables business organizations to conduct research on the present market con ditions and stay a step ahead of competition. Recommendations As a Human Resources Manager of ABC Distribution, the following recommendations are to be provided to the executive heads regarding the importance and implementation of technological resources. They are as follows:- The use of an online database to store confidential files, reports and executive decisions which if leaked, may affect the operations of the organization. The presence of a website for ABC Distribution would help in communicating freely with consumers and would add to the improved brand value of the organization. A common portal or application being used to communicate all decisions, objectives and policies to all employees of the organization at once cutting down time and cost and reducing the chances of confusion and miscommunication. Ways to approach Executive heads The task of approaching and convincing the executive heads of an organization is a difficult one. However, the present status of ABC Distributions is alarming in nature and needs to be addressed promptly failing to do which would affect the implementation of a talent management strategy. This can done via the following ways:- Brief and to the point message. Creating a presentation or slide containing a summary of the issues to be addressed. Rehearse on the speech that needs to be delivered beforehand. Provide a detailed information of all the threats currently faced by the organization and how it can be solved. All topics should be covered carefully without missing out on important information. Essential Pre-requisites for successful talent management The implementation of a successful talent management process requires the presence of a few essential prerequisites. They are as follows:- Clarify the companys strategic vision- In other words; the employees should be aware of the workings of the organization and the set of goals and objectives that are to be achieved by the organization within a given time. Changes in internal environment- The constant changes in leadership affect the decision making process and workings of an organization (Bryant, Phil C and David G. Allen, 171-175). Although ABC Distribution is expanding its business internationally, it maintains a SME culture and functions through silos. These factors needs to be considered and resolved before implementing a talent management strategy. External factors- The presence of SME culture has affected the organization and its operations since the organization is currently undergoing the process of expansion. Since the business is undergoing international expansion, new laws, policies, decisions, new market and competitors are the external factors that need consideration before the implementation of a talent management strategy. Conclusion Thus the conclusion can be drawn that the implementation of a talent management strategy serves as an important aspect for the growth and success of an organization. However in the given case study, ABC Distributions is currently being affected by a number of factors that do not permit the implementation of a talent management strategy and the employee retention rates are alarmingly high. Therefore, these issues need to be addressed to the executive heads and necessary steps taken to ensure the growth and survival of the organization as well as bringing in a skilled and talented workforce. References Al Ariss, Akram, Wayne F. Cascio, and Jaap Paauwe. "Talent management: Current theories and future research directions."Journal of World Business49.2 (2014): 173-179. Cappelli, Peter, and J. R. Keller. "Talent management: Conceptual approaches and practical challenges."Annu. Rev. Organ. Psychol. Organ. Behav.1.1 (2014): 305-331. Thunnissen, Marian, Paul Boselie, and Ben Fruytier. "Talent management and the relevance of context: Towards a pluralistic approach."Human Resource Management Review23.4 (2013): 326-336. Nankervis, Alan R., et al. "Human resource management: strategy and practice." (2013). Meyers, M. Christina, Marianne van Woerkom, and Nicky Dries. "TalentInnate or acquired? Theoretical considerations and their implications for talent management."Human Resource Management Review23.4 (2013): 305-321. Oladapo, Victor. "The impact of talent management on retention."Journal of business studies quarterly5.3 (2014): 19. Figurska, Irena, and Ewa Matuska. "EMPLOYER BRANDING AS A HUMAN RESOURCES MANAGEMENT STRATEGY."Human resources management Ergonomics7.2 (2013). Douthitt, Shane, and Scott Mondore. "Creating a business-focused HR function with analytics and integrated talent management."People and Strategy36.4 (2014): 16. Deery, Margaret, and Leo Jago. "Revisiting talent management, work-life balance and retention strategies."International Journal of Contemporary Hospitality Management27.3 (2015): 453-472. Thunnissen, Marian. "Talent management: For what, how and how well? An empirical exploration of talent management in practice."Employee Relations38.1 (2016): 57-72. Chitsaz-Isfahani, Ali, and Hamid Reza Boustani. "Effects of talent management on employees retention: The mediate effect of organizational trust."International Journal of Academic Research in Economics and Management Sciences3.5 (2014): 114. Benitez-Amado, Jose, F. Javier Llorens-Montes, and Virginia Fernandez-Perez. "IT impact on talent management and operational environmental sustainability."Information Technology and Management16.3 (2015): 207-220. Taylor, Stephen.Resourcing and talent management. Kogan Page Publishers, 2014. Sparrow, Paul, Martin Hird, and Cary L. Cooper. "Strategic Talent Management."Do We Need HR?. Palgrave Macmillan, London, 2015. 177-212. Bryant, Phil C., and David G. Allen. "Compensation, benefits and employee turnover: HR strategies for retaining top talent."Compensation Benefits Review45.3 (2013): 171-175. Elegbe, Joel Alemibola.Talent management in the developing world: Adopting a global perspective. Routledge, 2016.