Substitute Goods

Alzheimer's Disease Essays - Cognitive Disorders, Health, Psychiatry Alzheimer's Disease Dementia is the loss of scholarly and social capacities sufficiently serious to meddle with every day working. For quite a long time, individuals called it infirmity and thought of it as an unavoidable piece of maturing. It is currently realized that dementia is anything but a typical piece of the maturing procedure and that it is brought about by a basic condition. Individuals with this condition need unique help to continue with their typical lives. This paper will clarify a portion of the social administrations that are assisting with combatting this infection and an investigation of the administrations viability. In excess of 4,000,000 more seasoned Americans have Alzheimer's, the most widely recognized type of dementia. Also, that number is required to significantly increase in the following 20 years as more individuals live into their 80s and 90s. In any case, there's explanation behind expectation. There are up 'til now no fixes, however specialists examining Alzheimer's have gained ground, particularly over the most recent 5 years. New medications that can briefly improve mental capacities in certain individuals with gentle Alzheimer's are presently accessible, and more medications are being contemplated. Specialists additionally have found a few qualities related with Alzheimer's. Besides, researchers are characterizing subgroups of dementias and their distinctive qualities with expectations of refining medicines. In spite of the fact that Alzheimer's illness is the most widely recognized of the dementias, there are numerous sorts, even hundreds, of dementias some reversible, and others, similar to Alzheimer's sickness irreversible. What is Dementia? Dementia is the loss of scholarly and social capacities sufficiently extreme to meddle with day by day working. For quite a long time, individuals called it infirmity and thought of it as an unavoidable piece of maturing. It is presently realized that dementia is certifiably not an ordinary piece of the maturing procedure and that it is brought about by some hidden condition. Indications of dementia fluctuate, according to the pattern in which of appearance and with the kind of dementia. In any case, all dementias include some hindrance of memory, thinking, thinking and language. Character changes and anomalous conduct may likewise happen as dementia advances. Of the sicknesses that produce dementia, Alzheimer's is the most widely recognized. The illness was named after Alois Alzheimer, a German doctor. In 1906, Dr. Alzheimer saw changes in the cerebrum tissue of a lady who had kicked the bucket of an irregular psychological instability. He discovered unusual clusters (plaques) and tangled packs of strands (tangles). Different changes in the cerebrums of individuals with Alzheimer's ailment remember lost nerve cells for the regions of the mind essential to memory and other mental capacities, and brought down degrees of synthetic substances in the cerebrum that convey complex messages to and fro between billions of nerve cells imperative to deduction and memory. The principal indication of Alzheimer's malady might be mellow absent mindedness. The sickness advances to influence language, thinking, getting, perusing or composing. In the long run, individuals with Alzheimer's infection may get on edge or forceful, and may even meander from home. The issue of Alzheimers ailment is viewed as a developing issue in the United States. As our populace gets more established our requirement for old administrations increments significantly. This implies social insurance costs are on the ascent and we need more consideration offices for our maturing older. As we as a whole know in this political decision year doctor prescribed medication costs are a hotly debated issue. Solutions for the old are getting so costly that they can't bear the cost of them any longer, along these lines depending on some other source to help purchase the remedies. The cost isn't just money related, however demonstrates to cause passionate strife for the families managing a maturing relative. A portion of the objectives and estimations of society that are influenced by this issue are: the increasing expenses of human services, professionally prescribed medication costs, and the cost for the individual and their family. This presents an issue for the individuals who can't bear the cost of it and along these lines depend on society for help. It is likewise difficult for a family to place a friend or family member in an establishment. Alzheimers sickness is non-unfair. It can influence any race or nationality. It doesn't make a difference in the event that you are rich or poor, male or female. It can transpire, there are some more youthful instances of the sickness however it stays generally regular in the old populace. Alzheimer's sickness influences mind tissue straightforwardly, causing dynamic cerebrum decay in center or late life. Up until now, just age and heredity are demonstrated hazard

Planning, Siting, and Permitting of Landfills Essay

Arranging, Siting, and Permitting of Landfills - Essay Example To start, the development of a landfill site includes interest in framework to encourage ecological measures. In any case, there are specific strides in the development of a landfill. The decision of the site is a significant factor. There is the need to set up and detail a joint strong waste administration program that includes the landfill segment, squander decrease, reusing and improved assortment (UsAid 1999). Furthermore, there is the need to survey the land Use arrangement in the territories. An official application ought to be submitted to the expert for the assessment and decision of the potential site. Build up the achievability of the venture and an ecological investigation to evaluate the effect of the development. There are likewise lethal imperfections in the development procedure of landfills. Position of the landfill is a significant factor. The lethal blemish is the situating of the landfill upstream and close to the wellspring of surface or ground water reasonable for drinking and local use (UsAid 1999). Be that as it may, this is a general wellbeing danger and results in the harming of the neighborhood residents. The area on profoundly permeable soil can cause disintegration which brings about natural harm. Area close to the private, business and mechanical advancements is likewise a lethal issue as a result of the expanded expense of

One new blog, three post-college thoughts

One new blog, three post-college thoughts Hello from Barcelona! Im here for an astronomy conference. (You may be wondering: who is this girl and why is she talking about astronomy? Does she even go here? The answer is no, I dont go here, BUT I used to. I graduated in June 2014. Now I do astronomy research at the Max Planck Institute for Astronomy in Heidelberg, Germany.) Some news from me: I have a new blog now. Here it is. and now, here are three thoughts from The Other Side of college: one on where I live, one on what I do on public transportation and in bed, and one on what I do at work. on where I live Its nice to feel like I live in a city, instead of feeling like I live on a campus. While I was at MIT, I found myself wondering how long it would take me and my fellow undergrads to notice if all of Boston and Cambridge vanished into thin air. So much of our lives revolved around activities, people, and buildings in those 170-ish acres: we not only studied there, we lived there, and I think that an accurate answer to where do you live? for many of us during those four years would have been MIT, rather than Cambridge or the Boston area. My German friends in Heidelberg find this idea of campus life weird. University is where they go for lectures and exams. Its like going to work. How could this work place also be home? Now, I take the bus from home to work in the morning, up a hill, past a castle, into a forest. Then I take the bus home, back to town, back to my apartment. That bus doesnt even run on the weekends, so I couldnt get to work if I tried. Work and life are geographically distinct. This feels healthy. (Im not saying that I think MIT undergraduates should live off-campus. Obviously, our residential life culture is a rich component of being a student at MIT, and Im glad that I lived on campus. But I think its healthy that this only lasted for four years.) on what I do on public transportation and in bed Newsflash: I have time to read! I rarely read for fun while I was at MIT. I wish I had been brave enough to make a point to carve out time for that activity. I finally read a gift from sophomore year (The Ten Most Beautiful Experiments thanks, Sumin 14!), finally followed up on a friends suggestion to read American Gods, finally confronted my aversion to Hemingway (I remember disliking his short stories when I read them in High School) by reading and loving For Whom the Bell Tolls, finally read Anna Karenina all the way through. Ive read the first half at least three or four times, and always put it down for some reason or another. I was surprised; I remember, as a 14-17 year old, impatiently skimming the Levin sections hoping for more Anna-Count Vronsky romance. This time I found myself very interested in Levin and very impatient with all of the drama. Two fellow MIT alums (Davie 12, Daniel 12) and I have always wanted to read the Inferno, so we put together a little book club. We have a Skype discussion once per week, covering six cantos at a time. Inspired by a close friend of mine (who has an ENTIRE SHELF of Isaac Asimov books at home) I went on a science fiction binge. I started with Contact, then read Isaac Asimovs Foundation triology, then the prequels and sequels. I also read The Robots of Dawn and The Naked Sun. After I arrived in Germany, I felt very self-conscious about my role as a representative of the United States, so I read an American history book. Then, feeling self-conscious about my total ignorance of German literature, I e-mailed my cousin (who majored in Literature, studied German, and wrote her thesis on a German novel) asking for recommendations, and at a Cocktailabend (Cocktail evening) I passed around a notebook and asked my new German acquaintances to write down book suggestions for me. I read Marion Haushofers Die Wand and am now on my third Christa Wolf book; I started with Medea, then read The Quest for Christa T. (original German title: Nachdenken Ãœber Christa T.) and am now almost finished with the heartbreaking  Patterns of Childhood. I also read a collection of Woody Allens Complete Prose, which was a birthday gift from a new German friend. Reading it on public transportation was very embarrassing because I kept having to set it down on my knee in order to put a hand over my mouth and stifle my laughter. and finally, on what I do at work Ive been thinking a lot about the skills that I use as a scientist, and how lucky I was to wind up doing research despite having a total misunderstanding of what it involved. On a day-to-day basis, I spend most of my time programming, some of my time reading papers. On a week-to-week basis, I go to talks and participate in discussions at research meetings. And in the past couple of months, Ive given two talks and worked on writing and editing papers. I enjoy the communication and social aspects of science as much as I love the data manipulation. I expect communication skills to become increasingly important through my career, because I see that my advisors spend an enormous fraction of their time communicating: supervising students, giving talks, writing papers and grant proposals and telescope proposals, running and participating in meetings. And yet, before I did science research for the first time, I had no idea that this was what research involved. I associated these skills writing, critical reading and information synthesis, discussion, presentation with the humanities. This is because of the enormous difference in skill sets involved in my so-called humanities classes and my so-called science classes. For example, my only discussion-based classes have been in English and Literature, and in High School the only presentations I gave were in History class. By contrast, my science classes involved memorizing information and following instructions. Things were different at MIT. My science classes enabled me to learn what research involves, in large part because they were taught by scientists who incorporated some aspect of Real Research into their teaching. I ran around interviewing professors, and tried out research through UROPs and summer internships. And, once I knew I liked research, I was able to practice research-related communication skills in Junior Lab, which involved going through several iterations of conducting an experiment, writing a paper, and giving a talk. But I was already at MIT, already had access to an overwhelming abundance of resources for becoming a scientist. This is what disturbs me: I know so many people who decided against scientific careers BEFORE anybody told them what a scientific career actually involved, or before they had the resources to find out for themselves! When I think back to pre-college science class, and then I think of what my job as a scientist actually involves, I realize that they barely resemble each other. Frankly, my science classes were not my favorites. I loved my humanities classes and I loved my computer science class. I loved reading about science, outside the classroom. And then I went to college and learned that research is where the skills I love and the topics Im interested in come together. But I saw friends turned away from science without ever finding out what it would have involved. This is deeply troubling to me.

The History of Linux Essay - 955 Words

It all began in 1991, during the time of monumental computing development. DOS had been bought from a Seattle hacker by Bill Gates, for a sum of $50,000 – a small price for an operating system that had managed sneak its way across the globe due to a clever marketing strategy. Apple’s OS and UNIX were both available, though the cost of running either was far greater than that of running DOS. Enter MINIX, an operating system developed from the ground up by Andrew S. Tanenbaum, a college professor. MINIX was part of a lesson plan used to teach students the inner-workings of an operating system. Tanenbaum had written a book on MINIX called â€Å"Operating System† and anyone who had picked up a copy would find the 12,000 lines of code that†¦show more content†¦He used resources made available through the GNU project (known as GNU’s Not Linux), which was a developmental stage of a UNIX-type operating system that was open source. He kept the file system structure, and ported bash(1.08) as well as gcc(1.40), for â€Å"practical reasons†. Once a small compilation was complete he released it on the web labeling it simply as â€Å"0.01† and asked for testing from MINIX users. A few months later after receiving numerous tweaks from other users, Linus released â€Å"0.02† in the month of October. A few weeks later after even more testing version â€Å"0.03† was released and by December of that year â€Å"0.10† was released. With the advent of â€Å"0.11† more support for device drivers had been made available (e.g. Multilingual Keyboards / VGA). Today version numbers reach up towards â€Å"0.95† and â€Å"0.96†, due to the fact that code has been made readily available to the public for tweaking, much as it was in its early stages. Now that development was out of the way (to an extent), it was then on Linus to distribute. Confrontation arose when months after his OS had been distributed; Linus received an email from Tanenbaum, quoting quot;I still maintain the point that designing a monolithic kernel in 1991 is a fundamental error. Be thankful you are not my student. You would not get a high grade for such a design :-)quot;. Linus had later admitted that this was not one ofShow MoreRelatedThe History of Gnu/Linux Essay1047 Words   |  5 Pagesformerly existed within the walls of their previous location of employment. GNU/Linux, as an operating system and massive community programming project, quickly became the flagship for the open source revolution and the claim to fame for two exceptional hackers, Richard Stallman and Linus Benedict Torvalds, the two most highly respected and well-known hackers that have ever lived.. Before the birth of the GNU/Linux and the open source revolution, a tight community of hackers dwelling within theRead MoreHistory and Comparison of Windows, Linux, and Apple Essay856 Words   |  4 PagesHistory and Comparison of Windows, Linux, and Apple Operating Systems By: Noelle An operating system is a set of programs containing instructions that work together to coordinate all the activities among computer hardware resources. Most operating systems perform similar functions that include starting and shutting down a computer, providing a user interface, managing programs, managing memory, coordinating tasks, configuring devices, establishing an Internet connection, monitoring performanceRead MoreStatistical Analysis Website For It Industry- Statcounter1112 Words   |  5 Pagesthat Windows 7 was the most popular OS from October 2014 to October 2015. The next most popular six operating systems were Windows 8.1, WinXP (WinXP had no longer renewed by the time this paper was writing), Mac OS X, Windows 8, Windows Vista and Linux. In order to confirm our finding, we further analyzed statistical data from another web company – netmarketshare. It is a website that could provide users the market share of different operating systems, web browsers etc. The result for different operatingRead MoreOpen Source Software: Chasing Microsoft Essay1571 Words   |  7 Pagesspirit, Network centered.† (A Short History of UNIX, 2005) Thus began the grass roots revolution. It was in 1991that Linus Torvald began creating an operating system kernel, called Linux. He was a 21 year old computer science student at the University of Helsinki Finland who had a dream of converting the teaching version of UNIX called MINIX into a useful operating system. Linux version 0.01 was released on September as an alternative to UNIX and Windows. Linux is a participant in the Open SourceRead MoreCompare and Contrast Windows 7 vs. Linux774 Words   |  4 PagesLinux vs Windows has been a subject of debate since the inception of computers. As told by Severance, (2008) LINUX was originally developed at Bell Laboratories as a private research project by a small group of people starting in 1969. Linus Torvalds, who was then a student at the University of Helsinki in Finland, developed Linux in 1991. It was released for free on the Internet and generated the largest software-development phenomena of all time (Linuxs History, 2000). Today LINUX owns aboutRead MoreLinux And Windows And Linux1039 Words   |  5 Pages1. What are Linux distros? Mention the names of a few distros. Are all of the distros open source and free? †¢ Linux distros i.e. Linux distributions, is a merging of all the different parts and programs that is created by different organizations. †¢ Some of the Linux distros are Ubuntu, openSUSE, Debian, Slackware, Gentoo, Arch Linux. †¢ Not all of the distros are open source and free. 2. What is the significance of file extensions (.txt, .pdf, .docx, .jpeg, etc) in Windows and Linux? For exampleRead MoreOperating Systems Analysis Paper999 Words   |  4 PagesOperating Systems that are available, there are onle a few of them that are well knon and is commonly used. Some of the most common Operating Systems that are used on the Internet are the Windows platforms such as Windows XP, Sun Solaris, UNIX, Apple, and Linux Apache. A DNS (Domain Name System) system is what powers the Internet that we use to browse. It is responsible for turning domain names into IP addresses and locating them on a hosting server. However, a DNS server is the physical representationRead MoreThe Pc And Its Operating Systems1343 Words   |  6 Pagesway the public interacted with their personal computers and catapulted the devices into the majority of American’s homes. Running counter to Windows, and taking a completely open source route for ease of access and distribution is Windows rival Linux. Linux has a very different approach to how the PC should operate and had a number of different versions that are tailored to individual user’s needs. All of these different operating systems have at least one thing in common however. The ability toRead MoreWindows versus Linux1101 Words   |  5 PagesWindows, and Linux are very different operating systems that are also very similar in multiple ways. Windows was first sold on November 20, 1985 under the name Windows 1.0. It was revolutionary for its time. People had been used to using command line interface to type out there commands. Windows 1.0 allowed for them to just point and click on what they wanted. Then, along came Linux a few years later. Linux was revolutionary because it was Unix-like and it was open source. Open source meant thatRead MoreDesigning A Different Operating System1657 Words   |  7 PagesYou can’t know where you’re going unless you know where you been, this saying rings true when thinking of Lunix. In order to know the start of Lunix one would have to travel back in time quite a bit. In this paper, I will research the start of Linux, the growth, and the future. When thinking of computers imagine they are as big as the tallest building or stadium. While the size of those computers posed problems, there was the one thing that made them worse: every computer had a different operating

A Review of Extended Essay Samples

A Review of Extended Essay Samples The Revising Stage where it's possible to enhance your draft. Extended essays may require a level of technicality. A protracted essay is among the most crucial sections of your IB Diploma. You will construct your whole extended essay around it. Writing is a rather common class activity. It is possible to also refer to our Essay Outline Templates to supply you with an idea on the best way to begin. You shouldn't be scared of extended essays. Everyone would like to write a great Extended Essay, but just keep in mind that it's really much less overwhelming as it sounds. What the In-Crowd Won't Tell You About Extended Essay Samples In general, the time you understand how to structure your extended essay, you can begin writing. A protracted essay is an academic work that's a portion of the majority of international baccalaureate degree programs. It is a type of academic writing assignment, which success depends on the structure. To have a diploma, you must finish the TOK Essay and the Extended Essay. After you have researched your subject, you should devote a whole lot of time structuring and organizing your essay. Only seek out help in the region or areas in which you genuinely require help. Another notion is to write about is how environment impacts the body with different diseases. In such a circumstance it might be advisable to find professional extended essay aid. You might think that it's only the cover of your essay, but it's an important component, and you need to treat it correctly. A particular work will allow you exhaust the potential resources and key points you should concentrate on. Make sure you have specific topic in your thoughts because general subject area is not going to help you. You've got to narrow down the subject and select a region that it is easy to address. The supervisor will subsequently specify a run of further internal deadlines and meetings for each student to guarantee the completion of the analysis in a timely fashion. Thus, in the event of trouble, everyone tends to search for the support of a close individual. There are lots of students who are having a tough time on it not only since they will need to fulfill the strict guidelines, but they should make sure that they limit their creativity. Some teachers might just take on students since they have to and might not be passionate about reading drafts and m ight not provide you a good deal of feedback. Find out whether there are competitions or scholarship opportunities in which you'll be able to put in your essay. Be sure that it has a good introduction, research questions, focus and other important details. Students must be sure that their topic will satisfy the term limit. Every student is provided an opportunity to do a research in their areas of interest. Before you commence writing your essay, you have to make sure you have human rights extended essay topics in your notes so you can select the very best topic you wish to write. It is preferable to look at the guidelines for protracted essay since you get advice on what you will need to prevent. If you would like to do almost all of the writing yourself, our professional writers will be able to help you craft your essay. There are professional writers accessible to understand the demands of the IB extended essay. Break down the content into many subtopics to make it simpler for the target audience to adhere to the logical stream of thoughts. It's also easier than attempting to add references at a subsequent stage. The most important issue is all about creating another page along with all the sources of quotes utilised in your extended essay. The best method is to check through some terrific extended essay examples. Make sure it does not include irrelevant background details. Our ordering process is straightforward. Hence, there's not a reason why you shouldn't try our templates. The next matter to discuss is a protracted essay format.

Opinion Paper Gender Reassignment Free Essays

Human Sexuality/Gender Re-Assignment This is an Opinion Paper Transgender is an umbrella term for persons whose gender identity, gender expression, or behavior does not conform to that typically associated with the sex to which they were assigned at birth. Gender identity refers to a person’s internal sense of being male, female, or something else; gender expression refers to the way a person communicates gender identity to others through behavior, clothing, hairstyles, voice, or body characteristics. â€Å"Trans† is sometimes used as shorthand for â€Å"transgender. We will write a custom essay sample on Opinion Paper: Gender Reassignment or any similar topic only for you Order Now While transgender is generally a good term to use, not everyone whose appearance or behavior is gender-nonconforming will identify as a transgender person. The ways that transgender people are talked about in popular culture, academia, and science are constantly changing, particularly as individuals’ awareness, knowledge, and openness about transgender people and their experiences grow. After you do your research and readings, in a one page opinion paper, state your position on Gender Re-Assignment. Chaz Bono brought this important and once hidden topic to the forefront. Write about your position. Be sure you add a reference page in APA format and use in-text citations when using the authors words. Writing an opinion paper for college can be a daunting task for college students. Opinion papers by nature require you to state an opinion or take a position on a specific issue and defend that position. An opinion paper is not, however, license to rant and rave about an issue without providing any evidence. This paper will involve research, organization, and planning to be effective. ? 1. Research your topic. Stating an opinion in a paper involves more than reporting what you think. You’ll often hear these assignments referred to as position papers, as you must take a reasonable position based on evidence that is grounded in fact. Determine your opinion based on your research, and know your topic thoroughly on both sides of the argument before you state it and attempt to provide any type of reasoned defense. ? 2. ?Create an outline for your paper consisting of the three main parts that you’ll follow when crafting your document: an introduction, body, and conclusion. In your introduction, state your opinion on the topic at hand. This will set the stage for the rest of the paper. You can even hint at the reasons for your opinion, but don’t give them away entirely. You’ll want the reader to glean that information from the rest of your paper. The body of the outline should list the reasons for your position. The conclusion should clearly and concisely sum up your argument. ? 3. ?Construct your essay using your outline. State your opinion in your introductory paragraph and then use your list of reasons for stating your opinion in the body of your essay. The body should include three to five substantive reasons why you have taken your position. Provide the most compelling reasons last and the least compelling reasons first. This will give your paper a crescendo effect and drive home the point of your essay. ? 4. ?Write a definitive conclusion. Your conclusion is your opportunity to restate what you’ve already state in your introduction and in the body of the paper. Your conclusion should reiterate the main conclusion of your essay based on the facts that you’ve provided. Go over each point briefly, but be careful not to simply chronicle them without tying them together. The grading criteria will be the same as in other modules. How to cite Opinion Paper: Gender Reassignment, Essay examples

The Oval Portrait free essay sample

Though abandoned, the castle is still lavishly furnished and full of exquisite paintings. Edgar Allan Poe set a very gloomy atmosphere with his use of speci? c words in the story. When describing places and moods in â€Å"The Oval Portrait† he uses the words such as bizarre, sumptuously and arabesque. The use of these adjectives, along with the detailed description of the decorations in the room and the castle it self, set the tone and indicate to the reader that something powerful is about to happen further along. Also the old book with the story about the room and the painting is a kind of ancient prophecy which is a very normal and strong element in a gothic story. The maiden in the painting is both â€Å"the woman of distress† and â€Å"the woman threatened by a powerful, impulsive, tyrannical male† in this gothic-story, because she suffers under the painter’s love and passion for art, and is deeply threatened but also conquered by the painter. We will write a custom essay sample on The Oval Portrait or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The story is told by a ? rst person narrator that is homodiegetic. It is debatable whether the narrator is reliable or unreliable, but it is most likely an unreliable narrator. It is said in the text that the narrator is in a â€Å"desperately wounded condition† and in an â€Å"incipient delirium† which could hint that the narrator is unreliable and confused. The story is chronological and the event stretch out over several hours in the night. The narrator does not explain where or how he was wounded, which leaves us wondering though out the story. And as in the story â€Å"The Tell-Tale heart† by Edgar Allan Poe, there is no closure on what happens to 1 Astrid Agerskov Pedersen 3. b Skive Gymnasium og HF! Engelsk A A? evering 1 (? ction) The Oval Portrait d. 6/9-2012 the narrator after the conclusion. This leaves a longing for more knowledge about both the painting and its’ story but also the narrator. The portrait’s subject is full of love and life when she marries the painter, but as the guide book says, â€Å"The tints which he spread upon the canvas were drawn from the cheeks of her who sat beside him. †1 He has created a copy of his wife, but both cannot subsist without defeating the other. It is a given that the artist loves his wife, but he seems to have a deeper love for his art. In the short story the time when the subject of the painting and the artist wedded is described as evil. â€Å"He, passionate, studious, austere, and having already a bride in his Art; she a maiden of rarest beauty, and not more lovely than full of glee. † 2 The painter was already in love with his art before he met the maiden. Sadly, she fell in love with him anyways. The maiden is very beautiful, but her beauty fades away during the making of the portrait. In the story, it is made clear that art is not simply an occupation of his, but more like an actual woman who rivals with the wife for the painter’s attention. In the end, his passion increase and as the painting is nearly completed, the painting ? nally robs her of her life. â€Å".. and crying with a loud voice, ‘This is indeed Life itself! ’ turned suddenly to regard his beloved: She was dead! †3 The story puts up a contrast between life and death, which shows clearly when the painter says the words â€Å"This is indeed Life itself†, even though the subject of the painting sadly had passed in the progress. The painting is very life-like, which comes from the life-power of the now dead wife. The painting both makes her live forever and takes her life. This could be a metaphor of eternal love and maybe even eternal life. It is a story that takes up the themes eternity and mortality. The painter gets a combined piece of what he loves most in the world in the end which is a combination of his love for his wife and his love for art and painting. In the story â€Å"The Oval Portrait† it is obvious that the gothic elements play a big role in especially the settings but also the plot in it self.

The Plymouth Agreement Essays

The Plymouth Agreement Essays The Plymouth Agreement Essay The Plymouth Agreement Essay The Plymouth Agreement appears as a Organic Act document resembling a pseudo preamble. The very first statement in the document contains a legal oath made between residents â€Å" We, the associates of New-Plymouth†that found a people†(19) â€Å"Coming hither as freeborn† defines who they are as legal freeman who sworn an oath. it creates a citizen with political rights and duties†(Lutz15) â€Å"subjects of the State of England† claims loyalty to there colonial charter sponsor England. The formation of government is stated clearly in â€Å"endowed with all and singular the privileges belonging to such being assembled;†(19) Enables a power base of government through contributors in the Assembly or Court . Generally when using the the terms they are usually connected with legal and religious oaths â€Å"doe ordaine Constitute and enact†(19) are seem to empower the assembly to be the ruling representative powerâ€Å"that noe act imposition law or ordinance be made or imposed upon us at present, or to come†(19) This statement shows contempt for any other power to reign supreme over assembly other then the England thus claiming a viable sovereignty. The people of Plymouth show a willingness to be governed over by a body of their peers through means of assembly using English common law â€Å"consent of the body of associates or their representatives legally assembled; which is according to the free liberties of England. †(19) The last statement recognizes England as the legitimate power and the†body of associates† as the standing power. When contrasting The Mayflower Compact with the Plymouth Agreement the first very important difference is a complete omission element of religious covenant in Plymouth agreement comparatively. Seemingly as if the religious covenant IE.. Mayflower Compact evolved into a legal covenant IE.. Plymouth Agreement. Second the actual signing of the Mayflower compact is to bind each freeborn citizen in public sight. The Plymouth took no such liberty in making a public list of signing. In comparison they both affirmed their loyalty to England. Although the Compact shows a much closer relationship between religion and loyalty to country and King specifically. Another similarity is the use of specific legal terms. This shows intention of government and constitution building using the common law system. The Plymouth Agreement implies that the people have a self understanding of the process involved in self governing. The ability of a country to be able become a sovereign entity is a long painful journey which will soon become war. During the writing of the document the creators felt as though they were in control of there destiny. And to a large extent they were actually more on there own then they realized. Another implication of there self understanding for example in The Mayflower Compact each member signed and proclaimed an oath of responsibility to God and King . In the Plymouth Agreement the less formal process of signing and taking an oath implies that the memberships understanding of each other was more confident each others ability to take anonymous responsibility. First the direction that they as town and community were progressing. Second to make correct judgments in holding the legal system together. This implies a great deal of trust in each other to remain grounded and not allow fellow freeman to become to powerful. This document really shows a great deal of intention to become a sovereign power using very politically charged rhetoric.

4 Types of Reference Books You Didnt Know You Need

4 Types of Reference Books You Didnt Know You Need 4 Types of Reference Books You Didn’t Know You Need 4 Types of Reference Books You Didn’t Know You Need By Mark Nichol OK, it’s time to conduct an inventory of your reference library to ensure that you have a comprehensive collection at hand. Dictionary? Check. Thesaurus? Mm-hmm. Compendium of famous quotations? Right. Visual dictionary? (Silence.) You’re telling me you don’t have a visual dictionary? Before you get too self-conscious, I’ll let you off the hook: You don’t have to own your own visual dictionary. But you should know where to find this type of resource, and three others, at your local library, or you simply must do some online research and see what electronic simulacra you can discover. 1. Visual Dictionaries The four books listed here are all superior guides to the names of physical objects and their components. Does a scene in your novel require you to distinguish the parts of a plane? Do you need to know the difference in home construction between a rafter and a joist? What is the base of a horse’s neck called? A visual dictionary knows all: The Macmillan Visual Dictionary, Jean-Claude Corbeil Merriam-Webster’s Visual Dictionary, Merriam-Webster What’s What: A Visual Glossary of the Physical World, Reginald Bragonier Jr. Ultimate Visual Dictionary, DK Publishing 2. Guides to Symbolism These five volumes, and others, will enlighten you about the religious, mythological, and folkloric significance of symbols. Perhaps you want to strew visual metaphors throughout your novel. Or you want to avoid cliched occult symbols in your supernatural thriller, and want to find something unusual. Or you want to make sure your medieval mystery accurately describes a cross without anachronistic errors. Follow the signs to these sources about symbology: An Illustrated Encyclopaedia of Traditional Symbols, by J. C. Cooper Dictionary of Symbolism: Cultural Icons and the Meanings Behind Them, Hans Biedermann 1,001 Symbols: An Illustrated Guide to Imagery and Its Meaning, Jack Tresidder The Penguin Dictionary of Symbols, Jean Chevalier Reverse Symbolism Dictionary: Symbols Listed by Subject, Steven Olderr 3. Guides to Hierarchies Do you know the order of succession among Cabinet officials in the United States in case the president, vice president, and Speaker of the House are all incapacitated? Is a battalion bigger, or smaller, than a regiment? What’s higher up the taxonomic scale a phylum, or a family? The Order of Things: How Everything in the World Is Organized into Hierarchies, Structures, and Pecking Orders, Barbara Ann Kipfer, will set you straight. 4. Reverse Dictionaries Flip Dictionary, Barbara Ann Kipfer, is the best of the class of reference books known as reverse dictionaries, for when you know how to describe something but can’t think of the word. One of the qualities that set it apart is the numerous charts and tables that group things by subject. The Describer’s Dictionary: A Treasury of Terms Literary Quotations, David Grambs, is a similar work that’ll help you transfer a word from the tip of your tongue to paper or the computer screen. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Book Reviews category, check our popular posts, or choose a related post below:Dialogue Dos and Don'ts"Wracking" or "Racking" Your Brain?Honorary vs. Honourary

Stakeholder theory and Strategy Essay Example | Topics and Well Written Essays - 6000 words - 1

Stakeholder theory and Strategy - Essay Example Subsequently, the study elucidates how significant stakeholder relationships are in a firm’s enduring existence and survival. Likewise, the paper attempts to concisely illustrate the importance of firms’ employing stakeholder management in their day-to-day operations at the same time succinctly presents how the use of stakeholder analysis can advance corporation efficiency and facilitate a corporation’s effectual policy/decision-making. For the investigation’s methodology, it makes use of the qualitative research employing the interpretivist/inductive stance mode of inquiry. It then concludes with the premise that stakeholders can provide the firm with access to the resources and capabilities that they own, create, and control only if the corporation promotes the stakeholders’ interests or stakes and thus offers the stakeholders opportunities for achieving their objectives. This premise directly follows from the dynamics that create organizations stating that an organization is an amalgamation of people who interact with each other in particular and often repeated ways over some period of time. To attract people to its activities and thereby to assure its continued existence, an organisation must bring some form of benefit—whether psychological, social, cultural, professional, or economic —to the people who participate in its activities. The word stakeholder is compellingly authoritative (Phillips, Freeman, & Wicks, 2003) due to its all-inclusive and at the same time logical depiction of how organizations conduct their business and day-to-day existence. In his pioneering work, Freeman (1984) recommended a stakeholder method to strategic management, inferring that it is imperative for organisations to pay attention to those who affect and are affected by the corporate actions. From that time on, stakeholder theory has become a ‘middle-of-the-road’

Research paper related to economic history Example | Topics and Well Written Essays - 1000 words

Related to economic history - Research Paper Example For instance, in the case of natural resources, a country that exploits its resources efficiently will be more industrialized and developed as compared to a country that has left its resources idle. Therefore, the topic of economic performance in a country mainly deals with economic growth and development. The economic performance of a country refers to a combination of the country’s economic growth and development. Economic history asserts that a country’s economy could be growing yet leaving the country underdeveloped. Therefore, in order to assess the country’s economic performance, it is essential to address both the level of growth, and the level of development (Grabowski et al. 18). Generally, countries develop depending on the available growth. In economic history, different scholars define economic performance differently. For instance, while the physiocrats viewed agriculture as the main source of wealth, Adam Smith defined labor as the key source of wealth in a country. History of economic thought also identifies other economists such as Thomas Malthus who discussed population as being a key factor, which could hinder economic performance in a country. Malthus viewed population as a factor that a country ought to control in order to improve economic performance. Therefore, combining the works of all previous economists, economic history identifies the key factors affecting the economic performance of a country as discussed below. The level of the population in a country determines the overall production of the country. In addition, it also determines the GNP per capita of a country thus, determining the economic performance (Grabowski et al. 30). In economic history, the mercantilists asserted that high population was indeed favorable for the growth of the country since, it would ensure sufficient labor supply. On the other hand, other economists in economic history such as Adam Smith asserted that a high population is not a surety of

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