Reply of an Invitation Essay Example for Free

Reply of an Invitation Essay Thank you for the invitation to the Chinese National Day. It will be a wonderful opportunity to meet you all. I am very much happy that sharing the happiness and being a speaker at an upcoming dinner at Government House. Globally speaking, China is known as one of the world’s fastest growing economies. Due to the fact that the potential of China has been currently realized, trading with China becomes a major trend in the world. Especially in terms of the I. T. industry because of the large amount of population and rapid development of internet lead China to become the most powerful country in the world. Therefore, I am going to share the knowledge and views of dealing with China I. T. , in accordance to my experiences. Also, a funny but short video, which is created by the team of resource and development from our organization, would be kindly played for briefly introducing the relationship between China and I. T. and emphasizing the celebration of the Chinese National Day. Additionally, I would like to get more information in order to enrich the content and enhance the interest of the speech. First, it would be graceful to know more about the category of audience as well as special guests if any. A successful speech is critically depending on the responses of audience. I would like to give you all a meaningful speech. Moreover, the duration of the speech is an essential part of a speech. Though I understand the programs on that day would be tight. Thus, my time management should be fine tune. I am looking forward to a joyous and meaningful celebration for the Chinese National Day.

Controlling Of The Human Behaviour Philosophy Essay

Controlling Of The Human Behaviour Philosophy Essay The simply way out is to distribute with the industrial-technological scheme on the whole. This implies insurrection, not essentially an armed revolution, excluding surely a radical as well as fundamental modify in the natural world of society. Citizens tend to take for granted that because a insurrection involves a lot better change than reform does, it is more hard to carry about than reform is. In fact, below certain circumstances revolution is a lot easier than reform. The cause is that an innovative movement can motivate an intensity of obligation that a reform organization cannot inspire. A reform movement simply offers to resolve a exacting social difficulty A innovative movement offers to resolve all trouble at one stroke as well as produce a entire new world; it provides the type of ideal for which citizens will take huge risks plus make great sacrifices. In support of this reasons it would be a lot easier to bring down the entire technological system than to put effectual, everlasting restraints on the growth of request of any one division of technology, such as inherited engineering, however under suitable circumstances huge numbers of citizens may offer themselves single-mindedly to a insurrection aligned with the industrial-technological system. Reformers looking for to limited sure aspects of technology would be operational to avoid a negative result. Although revolutionaries work to increase an authoritative prize completion of their revolutionary vision as well as therefore work harder plus more constantly than reformers do. Reform is constantly reserved by the terror of hurting consequences if changes go too faraway. Other than once a revolutionary passion has taken clasp of a society, citizens are ready to experience unlimited hardships intended for the sake of their insurgency. This was obviously shown in the French as well as Russian Revolutions. It might be that in such personal belongings just a minority of the populace is really dedicated to the revolution, however this minority is satisfactorily large as well as active so that it becomes the leading force in society. As the establishment of civilization, prepared societies have had to place pressures on human beings of the sake of the performance of the social creature. The kinds of pressures vary really from one society to one more. A number of the pressures are substantial, several are psychological. In the history, human natural history has been about constant or at whichever rate has diverse just within positive bounds. Therefore, societies have been capable to push citizens merely up to certain restrictions. While the perimeter of human patience has been passed, things begin going incorrect: insurgence, or crime, or corruption, or avoidance of work, or despair along with other mental trouble, or an important death velocity, or a flagging birth rate or somewhat else, so that moreover the society breaks downwards, or its execution becomes too incompetent as well as it is (rapidly or gradually, from side to side conquest, eating away or evolution) replaces by a number of extra well-organized fo rm of society. Thus human character has in the history put certain restrictions on the growth of societies. Citizens could be pressed just so far as well as no farther. Except today this might be changing, for the reason that modern technology is developing means of modifying human beings. Visualize a society that subjects citizens to circumstances that make them terribly gloomy, as well as after that gives them the drugs to get away their sadness. It is previously experience to various extents in society. It is glowing known that the tempo of clinical hopelessness had been deeply increasing in current decades. It is supposed that this is appropriate to disturbance for the authority procedure. But still if one is in the wrong, the rising rate of depression is surely the consequence of a number of conditions that survive in todays society. as an alternative of removing the situation that make citizens depressed, contemporary society gives them antidepressant drugs. In consequence, antidepressants region a means of modifying an individuals interior state in such a technique as to allow him to stand social circumstances that he would or else find impossible. Drugs that have an effect on the mind are only one instance of the methods of domineering human activities that con temporary society is developing. Let us come across at a number of the other methods. To start off with, there are the techniques of observation. Hidden video cameras are at the present used in most stores as well as in many other places, computers are old to collect as well as process vast amounts of in sequence with reference to individuals. Information so obtained very much increase the efficiency of physical compulsion (i.e., law enforcement).Then convenient are the methods of misinformation, intended for which the mass communication media give effectual vehicles. Well-organized techniques have been developed for charming elections, selling commodities, influencing public view. The entertainment industry serves as a significant psychological instrument of the system, perhaps yet at what time it is dishing out huge amounts of sex along with violence. Entertainment provides contemporary man with an vital means of get away. Although fascinated in television, videos, and so on, they can not remember stress, anxiety, aggravation, dissatisfaction. A lot of primitive working class, while they dont have work to do, are rather contented to sit intended for hours at a time performance nothing at all, on behalf of the reason that they are at peace by means of themselves as well as their world. But mainly modern citizens must be continuously engaged or entertained, or else they get bored, i.e., they acquire fidgety, anxious, bad-tempered. Other techniques hit deeper that the previous. Education is no longer a easy affair of paddling a kids at the back when they doesnt know his lessons along with patting him on the head while they does know them. It is suitable a scientific technique intended for overprotective the childs development. Sylvan Learning Centres, for instance, have had huge achievement in exciting children to study, plus psychological techniques are also used among more or not as much of success in a lot of conservative schools. Parenting techniques that are qualified to parents are intended to make children believe fundamental standards of the system as well as behave in habits that the system finds attractive. Mental health programs, interference techniques, psychotherapy along with so forth are apparently designed to promote individuals, but in preparation they more often than not serve as methods for suggest individuals to think plus perform as the system requires. Child mistreatment in its gross as we ll as understandable forms is disapproved in mainly if not every one cultures. Tantalizing a child intended for a unimportant reason or no reason at all is a little that appals approximately everyone. But a lot of psychologists interpret the idea of abuse little more broadly. Is spanking, when worn as part of a sensible as well as reliable system of regulation, a structure of abuse? The question will eventually be determined by whether or not perfect tends to create behaviour that makes a being fit in well by means of the existing system of society. In preparation, the phrase abuse tends to be interpreted to comprise some method of child-rearing that produces performance not convenient for the system. Accordingly, when they go further than the avoidance of obvious, pointless cruelty, programs for preventing child abuse are concentrating toward the control of human performance of the system. Most probably, research will carry on increasing the efficiency of psychological techniques intended for overprotective human behaviour. However it is consideration to be unlikely that psychological techniques unaccompanied will be enough to regulate human beings to the type of society that expertise is creating. Biological methods almost certainly will have to be used. The study has previously mentioned the use of drugs in this association. Neurology might provide other avenues of modifying the human intelligence. Genetic engineering of human beings is previously beginning to happen in the appearance of gene therapy, as well as there is no motive to assume such methods will not finally be used to adjust those aspects of the remains that have an effect on mental functioning. Manufacturing society seems probable to be towards the inside a period of severe pressure, due in fraction to trouble of human behaviour as well as in part to economic plus environmental trouble. Along with a substantial amount of the systems economic as well as environmental effort result from the technique human beings act. Alienation, low self-worth, depression, aggression, rebellion; children who wont study, childhood gangs, against the law drug use, rape, child abuse , other crimes, dangerous sex, teen pregnancy, inhabitants growth, political corruption, race detestation, racial rivalry, bitter ideological disagreement (i.e., pro-choice vs. pro-life), opinionated extremism, terrorism, damage, anti-government groups, revulsion groups. All these intimidate the very continued existence of the system. The system will be strained to use each practical resources of controlling human behaviour. The social disturbance that can be seen today is surely not the consequence of simple chance. It can only be a effect for the situation of life that the system imposes on citizens. If the systems do well in impressive sufficient manage over human behaviour to guarantee its own continued existence, a new division in human history will have approved. Whereas previously the restrictions of human staying power have required restrictions on the development of societies, industrial-technological society will be capable to go by those restrictions by modifying human beings, whether by psychological methods otherwise biological methods or together. In the prospect, social systems will not be familiar to outfit the needs of human beings. In its place, human being will be familiar to ensemble the needs of the system. Usually speaking, technological manage over human behaviour will almost certainly not be introduced with a authoritarian meaning or even from side to side a conscious longing to restrict human independence. Every new step in the declaration of control in excess of the human mind will be taken as a based on reason response to a trouble that faces society, for instance curing alcoholism, reducing the crime velocity or suggest young people to study science plus engineering. In a lot of cases, there will be humanitarian explanation. Such as, when a psychiatrist prescribes an anti-depressant intended for a depressed patient, obviously doing that person a favour. It would be inhumane to hold back the drug starting an important person who needs it. When parentà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s placement their kids to Sylvan Learning Centres to have them manipulated into attractive excited about their studies, they do so on or after concern for their childrens interests. It can be that a qu antity of these parents desire that one didnt have to have particular training to get a job as well as that their kid didnt have to be brainwashed into becoming a computer nerd. However what can they do? They cant change society, as well as their child might be unemployable if he doesnt have positive skills. So they post him to Sylvan. Therefore control in excess of human behaviour will be introduced not by a intended decision of the establishment but through a procedure of social development (fast evolution, however). The procedure will be not possible to resist, for the reason that each advance, careful by it, will come into view to be valuable, or at smallest amount the evil concerned in making the press forward will come into view to be beneficial, or at smallest amount the evil concerned in creation the advance will appear to be less than that which would result since not making it. Propaganda such as is used for a lot of good purposes, such as off-putting child abuse or race hatred. Sex education is visibly useful, yet the result of sex education (to the amount that it is successful) is to take the determining of sexual attitudes absent from the family as well as put it into the hands of the state as represented through the public school system. Assume a biological attribute is discovered that increases the probability that a child will raise up to be a criminal plus suppose some sort of genetic material therapy can take out this trait. Of course most parents whose children contain the trait will have them experience the therapy. It would be inhumane to do or else, since the child would almost certainly have a depressed life if he grew up to be a criminal. Except many or largely primitive societies have a small crime rate in assessment with that of society, still though they have neither modern methods of child-rearing nor insensitive systems of punishment. Because there is no motive to presume that more modern men than primitive men have native greedy tendencies, the high crime rate of society must be due to the pressures that contemporary conditions put on people, to which a lot of cannot or will not adjust. Thus a action designed to remove possible criminal tendencies is at smallest amount in part a way of re-engineering citizens so that they suit the desires of the system. The society tends to look upon as a sickness several mode of deliberation or behaviour that is not convenient for the system as well as this is reasonable for the reason that when an individual doesnt fit into the system it causes hurt to the person as well as trouble for the system. Thus the direction of a person to regulate him to the organization is seen as a cure intended for a sickness as well as therefore as good. The study and points out that if the use of a original item of technology is originally optional, it does not automatically remain non-compulsory, because the innovative technology tends to modify society in such a means that it becomes hard or not possible for an individual to purpose without by means of that technology. This applies also to the knowledge of human behaviour. In a humankind in which mainly children are put through a program to make them excited in relation to studying, a parent will approximately be forced to put his kid throughout such a program, for the reason that if he does not, subsequently the kid will grow up to be, moderately speaking, an ignoramus as well as therefore unemployable. Or expect a biological behaviour is exposed that, without unwanted side-effects, will very much reduce the psychological stress as of which so many citizens suffer in their society. Conclusion: If huge numbers of citizens choose to experience the treatment, then the universal level of stress in society will be concentrated, so that it will be probable intended for the system to augment the stress-producing pressures. Actually, a little like this seems to have happened by now with one of the societys mainly important psychological equipment for enabling citizens to reduce (or at least temporarily run away from) stress, namely, mass activity. Use of mass activity is optional: No law requires us to watch TV, pay attention to the radio, read magazines. Up till now mass activity is a means of escape as well as stress-reduction on which mainly of us have become dependent relative. Everybody complains concerning the trashiness of TV, but approximately everyone watches it. A small number of have kicked the TV habit, except it would be a uncommon person who could acquire along today with no by means of some form of mass activity. Without the entertainment industry the organization a lmost certainly would not have been capable to get absent with putting as a great deal stress-producing stress on us as it does.

Cadbury Human Resources Management

Cadbury Human Resources Management Assess the fit of Cadburys approach to managing its human resources and its business strategies with reference to relevant models of SHRM. Cadburys approach to manage the human resource and business strategy in regards to the case study given can be categorized in two models: Resource based models and best fit models. According to the case study, it is assumed that resource based model was used prior to the acquisition of Adams and best fit approach were used after the acquisition done. Most traditional HRM approaches use organizational external factors to determine HR policy, resource based, instead focus on companys internal factors (e.g. strength) and develop further using the available resources. In Cadbury case, it can be seen that, using Managing for Value was launched in 1977 which focused on companys internal ability (employee understanding) to decide how the company could be more profitable. Managing for Value itself has been categorized in three parts: Accountable (individual responsibility), Adaptable (get adjust with recent trends) and Aggressive (result oriented and goal driven). And then, Result Focused is also implemented for the sake of employee development let the employee understands the business goals and the environment where Cadbury operates the business during training session. The outcome was about 90% of employees returned with a better understanding and values of Cadbury and was proud to be in a team. As such, resource based model was used based on companys abilities and resources to determine the appropriate strategic actions. Cadburys approach to resource based approach can be summarized in the following 5 steps: Cadburys is ranked 26th in FTSE and had a profit of 6% amounting  £1115 million and had appointed a HR manager in main board. But then the major weakness was to identify the potential employees and promote and motivate them to perform better. This strength-weakness analysis is used in very first step of resource based model against the competitors. Next, Cadbury identified that the employees skill must be analyzed to motivate each employee through some goals so that they can perform better (known as capability analysis). Employee motivation has been seen fruitful after the training session. The Cadbury assess their unique set of resources to stay ahead of competitors. To be a competitive leader, Cadbury brought the employees closer to the company by offering them share in 1974. Employees had invested their own money and for that reason each employee has a good reason to be motivated towards a common goal to perform better than yesterday. By offering the part of the company business, 90% of employee said they liked the share investment which has proven big returns for the company itself. This strategy fitted with the Cadburys then competitive step as no such company had offered this opportunity before. And then, to formulate the strategy into realty and to be a market leader, Cadbury took aggressive step toward acquisition of Trebor Bassett and Adams. This acquisition followed by a decentralized command of the company split into five regions which demands that Cadbury can no longer stick on old concept. As the business trends had changed, to be competitive and earn above-average returns after big acquisitions, HR has to play its roles. There came the Best-Fit model which derived from the business strategy. Cadburys step forward to best fit was hugely changed trough the acquisitions. The following are the valuation how best fit approaches fitted with Cadburys Human resource management. Recruitment and selection process had been adapted with extreme care. Both businesses had been given equal priority as both had two different cultures. Some employees had been shifted over the businesses on demand. Communications has played its role and made things easier. The managements of two different businesses had been asked what culture the company should adopt to be a market leader. This communication let the employee had their flexibility on job rather than having job imposed on them. Direct discussions with employees had been made and few standards of behaviors had been set. Cadbury identified that, rather than focusing on individual employee it could form a team for specific goals for a certain time and replace them for some other purpose at a later time. This strategy did make diversification among employees and known as Working Better Together in the case study. Cadbury introduced extensive training program with more than 50 online tools for employee to let employee work more collaboratively in a decentralized business structure. However, despite these steps, Cadbury wasnt able to bring out the best of the workforce. A more growing approach more likely a joint problem solving approach was necessary. As a result, Growing Our People had been initiated so let employee be involved in decision making process with responsibility. Employees went through side by side with managers in assessment process of companys various stages and gain their performance. Performance appraisal was essential at this stage. Cadbury had to assess what were the outcomes of the training, communication etc to determine the next possible steps towards the HRM (e.g. pay increase, promotion). It has found that, poor performed employees were not given fair chances and opportunities. Since Cadbury placed its first priority to stakeholders and only fifth priority to built reputation with staff, it took serious actions towards the poor performed employee; noted as Passion for People. Well performed employees had been give pay rise while low performed employees had been disqualified. AS a global business leader, it had no chance to retain poor performed employees. Conclusively, optimal employee commitment has been established. To let the HR strategies more employee friendly, HR professionals was appointed in every regional decision making board. Cadbury initiated sense the employee considerations in different cultures. Best fit model proved to bring success in Cadburys HR strategies up to date. While other elements have been considered over time as business grows, Cadbury is proven to be stable in human resource managements with more than 50,000 workforces globally and one of the top confectionary company around the world. Words Counted: 970 Using your own knowledge from unit 8 and the related information about managing effective change evaluate the organizations approach to change assessing its impact and the role played by SHRM techniques and processes. (20 marks) Cadbury went through many changes in the give case study. Taking consideration of strategic human resource management, Cadburys approach to assess the changes could be based on the following: Change in Employee Roles and Responsibility Cadbury went through many changes on employee roles and positioning during the case study; beginning with Andrew Gibson which didnt follow traditional HR guidelines. But since Andrews appointment was based on his aggressiveness towards the shareholders and make the company profitable, led the leadership to promote him than his seniors. Change in Strategies 5 different approaches throughout the case study had been flowed. Beginning with managing for value (increase employee understanding), result focused (employee must reach the goal), working better together (work as a team), growing our people (provide training and workshops) and passion for people (retain the talents). It should be noted that the 5 approaches had been implemented in different times. Except the working better together which failed to identify potential workforce in a cultural mix, all other approaches was seen viable and brought positive impact to Cadbury. Talent Management Talent management is a common and natural home for HR particularly where it may also need to become part of a broader culture change program. Talent management has been developed along with the approach of Passion for People where well-performed employees had been offered promotion and pay-out. In the mean time, it was found that poor performed employees had not been dealt with fairly. Change in Culture After acquisition of Trebor Bassett and Adams, it was necessary to change internal culture to let employee mix with other culture and know each culture better. Culture tells how each business goes through with its own resources. Often acquitted business needed to adapt with existing business but in Cadbury, both new and old business had been told to build a new working culture to be a winning business which is known as working better together. Change in Training and Development Employee training plays the most innovative role in employee development. Business changes every day globally. New techniques and business policies are invented regularly. To let employees stay ahead with the latest business development, Cadbury had implemented various training facility over time. During the Result-focused it was seen 5 day training had been provided to understand the business goals. It has to be changed after acquisition of another business which had been implemented in Working Better Together to let the employee works together in a team despite of cultural differences. Change in Structures Before the acquisitions, Cadbury had a centralized business structure located in UK. Every decision was made in the head quarter and then made available to all sectors. After a large acquisitions and global business expansion, centralized business was not worthy. UK officers were not able to feel the cultural differentiation and its affect on Cadburys business in USA. To grow the business further Cadbury split the business to five different regions each having own standards and culture. And now, with more than 50,000 work forces from hundreds of different cultures put Cadbury ahead as one of the top confectionary around the globe. Words Counted: 520 From your knowledge of the course how does the HR function seem to be supporting the business strategy at Cadburys? In general how can HR best support an organization going through change? (10 marks) HR function to adopt the attraction, the development, grants or is the special value these individual retention and the deployment systems process which enlightens is achieved to the organization by the high potential. Before the integration new and existing high skills staff members, will absorb the management organization to enable each one and the organization goal understanding. Indeed, HR function integration and the alignment to other organization process is a crucial successful factor. The HR expert policy and the practice possible to create the value to the organization through the integration, the analysis, the survey and the appraisal human capital; Indeed the HR domain has develops richly. In view of the fact of Cadbury, may attract without doubt it, fosters the talent, retained the staff to rise the majority organization precedence finally to be surprised. Outside it may be in a wasting assets huge process attempts to seek for the organization and the staff needs the new person only then the even more way to solve the problem now, and integrates it the work innovation creativity. Despite the development of other were not aware of the benefits of a good bottom line has been embedded. Perceived in the development of a strong embedded inside the organizations, have a higher level of total shareholder return as seen in Cadbury case supports the philosophy of many top-performing corporations, both public and private, that effective HR functions is an inherent element of a high performance and successful business culture. The single most important factor in the successful development of other embedded active sponsor of senior management. The HR functions, more and more business press reports as a more strategic approach, which aims to ensure the organization of a series of events, winning the people they need to meet the challenges of the future skills as noted at the end of Cadbury case study. Respondents planned development of the organization, ask them the organization is hoping to achieve it. The top three responses, including succession planning, to attract, retain and develop the sustainability and future growth Managers should take the following key measures to ensure that HR can best support an organization going through change. Get the right people: Proper care, but must be taken to employ the people themselves. This will be useful to the organization to recruit young people and nurture them, and not substitute for other organizations to employ. Even though the board has a member from HR department, to employ the right people in Cadbury, HR strategies should be diversified and more decentralized. Promises must be kept: Any commitment to employee must be dealt with proper care and attention. Cadbury should bear in mind that, employees are asset to the organization; thus any promise given to then (e.g. promotion, pay, assessment, dividends) must be kept even if the expected profit outcome is not achieved. Healthy working environment: Rules of the organization must be flexible enough to provide them with the freedom to fulfill their part of the mandate, they like, as long as the task of implementation. Opportunities should be provided to employees to achieve their personal goals. Talent identification: Of course talents are the precious asset any organization be proud of. During the Cadbury case study it was seen that, after merge with Adams, Cadbury were unable to identify the potential talent even though their intention was good. Talents can be anyone in any field. One good way the HR policies in Cadbury can identify the talents is to reassign the employees in different position and let them be a part of every decision making process, if possible. It is no so easy to identify a talent unless they have given a chance. Rewards and Appraisal: Employee should be provided with proper appraisal and pay assessment based on performance. Low performed employee should be given extra care and opportunity to perform better. Continuous training: Employers must provide employees with continuous learning and closed areas of work opportunities, through the management development programs and distance learning programs. Adequate relax: Rest and Recreation (RR) is a common aspect ever big organization adhere in today business. Taking consideration of human psychology, rest and recreation can refresh employee mind and soul and let them think clearly with ideas. Even companies worldwide spent thousands to let their employee be fresh (e.g. annual trip, picnic, diner party etc) so that they can be more motivated and get the message that the company appreciates their service and wished better service in coming days. Cadbury could definitely adapt this process. In case study it was seen that only training was provided for employee motivation. Cadbury shouldnt ignore that, if employees are not re-energized, they will not feel interest on any such training and workshop. Overall, HRD policies in Cadbury should be adhering to an on-going evaluation process. Well-performed employees must be given awards to be more competitive and poor performed employees should be given more spaces to work on with. Diversification is also important to ensure that gap of cultures; race and religion do not make an issue and jeopardize the organizations common goal. Words Counted: 850 Total Words Counted for Section A: 2,340 SECTION B (60 marks) Question 2 What is the value of organizations in creating a learning organization culture? How can organization work towards creating this culture through its HRD/HRM Strategies? (30 marks) Learning organizational culture is a growing trend in making more employee oriented organization. Many organizations, particularly large organizations are aware of the need to encourage learning and assume learning through work is a perfect fit (Billett, 2001). Small organization, however do not take much advantage of organizational learning due to limited organization scope and people diversity (Antonocopoulou, 2001). Recently small firms also started focus on learning in order to success over long term. Learning in the organization is a descriptive topic to conclude (Brown and McCartney, 2004). Due to different culture, organizational culture would differ asymmetrically, some organizations provide formal learning, and some adopt informal learning, some offers blended learning, some even offer e-learning (Becker and Gerhart, 1996). Whatever the policy is, the main aim remains same: to ensure the employee would be able to adapt a change as soon as it is implemented, than competitor to stay in focus (Brown, Collins, and Duguid, 1989). Culture is most famously defined as an integration of shared values and theories (Tharenou, 1997). Culture itself is a combination of internal organizational components like employee interactions, organizational functions and performance, employer attitude, organizational decision making process (Billett, 2001). These combinations defines the policies for a organization to solve normal problem as well the any unknown problems using new knowledge and scenarios are shared between multiple level employees; thus provides employee to address challenging and difficult situations (Antonocopoulou, 2001). This culture of learning organization is a continuous process of moving along with indefinite changes for a better learning environment (Maurer, Weiss, and Barbeite, 2003). Overall, the aim of a learning environment can be defined as the share of practical knowledge towards organization innovation, performance, growth (Booth, 1991). Continuing with the theme, this paper will address the valu e of learning organization culture, how organization can implement a learning environment and individual elements thats plays the role (Becker and Gerhart, 1996). Well trained employees play the first role in building of organizational learning culture (Parker, 2000). Many researchers identifies that putting employee in right place, giving time on right thing, utilize employee skills, introduce new learning method with fun is to implanted before expecting employee to do the right thing for the firm and the customer (Booth, 1991). Thus, in todays business, much concentration should be given to companys human capital strategy along with economic strategy and this has to as regularly as economic strategies are implemented to future performance (Antonocopoulou, 2001). Model of learning process is another factors included in organizational learning process (Tharenou, 1997). In traditional human resource management process, companies usually takes extensive training based learning programs which focus only on related content (Becker and Gerhart, 1996). Since business trend has been changed, so did human learning behavior and intention. Traditional learning process doesnt count how people learn and measures it success on how quickly the training is finished (Billett, 2001). Very often trainee employees dont learn much as expected and measured this policy a failure in terms of cost, mistakes and outcomes. Todays learning considers many aspects before design learning process (Booth, 1991). Employee can learn from home, learn as they work, learn in friendly consultation, learn through internet, share knowledge with worldwide employee unions etc (Brown, Collins, and Duguid, 1989). They not only tend to learn but also evaluate their learning with each oth er stay ahead. This creates a tendency to adopt as soon as there is any information out before anyone else (Brown and McCartney, 2004). Strategic Human Resource Development (SHRD) may put much focus on learning styles with four different approaches: Experiment Doing This learning approach provides a details outline of a clear picture of the job to be done within the given time. Examination is taken to check the learning accuracy and always provides feedback with questions answered. This learning process is a go-on process to run until the learning objectives are fulfilled (Antonocopoulou, 2001). The trainee people are able to choose their resources to get the job done and are keen to finish the job given (Frese and Fay, 2001). Observing Participating In this learning process, employee needs an overview of the process, and then follows a superior doing the job and then go with it ownself with a superior monitoring. Sometimes the trainee may learn for the mistakes that senior people does, take lesson from the mistakes, avoid repeated mistakes. Instant feedback is given during learning process (Becker and Gerhart, 1996). Inquiring Consulting The trainees will learn through inquiring and consulting mode to have all the information of the new ideas (why, how, when, where etc) (Wall and Wood, 2005). After understand the context of the task, employee will apply the new knowledge into their work and expect details feedback (Booth, 1991). Analyzing Patterning For an employee to learn in this way, a precise and details how-to-do guidelines must be presented in an organized and logical manner. These guidelines would be used in step by step process from start to end that is coherent to all (Eraut, 2004). To work towards creating the learning culture through HRD strategies, following points might be considered: Skill Gap Analysis Skill gap analysis used organization human resource management which critically assess the current skill of an individual, team or even an organization. Skill gap can be as simple as communication skill and can be as complex as complex decision making. Identifying skill gaps will help organization to design learning program which have significant impact on skill level and performance. Another major impact of skill gap analysis is, when the skill gap is address and monitored properly and a on-going learning culture is on the way, employee might be more engaged and motivated towards the goal which might fulfill the achievement of skill gap, as a result makes the whole job easier and eventually benefits the company (Gherardi, 2000); (Malcolm, Hodkinson, and Colley, 2003). Catalyst for Change Introduction of new management skill, leadership style, monitoring and coaching the employees during any organizational change can channel the learning process inside HRD policies. It also might provide expert motivation, consulting skills as well as on-site learning. The aim should be incorporated to achieve said results, goals and objectives and establish sustainable innovative practices in the organization. In addition, the change will let employee committed to action and to be self dependant in terms of productivity (Fuller and Unwin, 2004); (Huselid, 1995). Competitive Advantage Of course, integrated learning process and continuous implementation will let managers keep making profits and sustain the company position over the competitors. Its been long considered as one of the fundamental factor of competitive advantage in companys strategic management. Learning culture through coordinated system change, with mechanisms available for individual and organizations to access and culture to develop long term organizational capacity is already a part of Strategic Human Resource Management. To stay competitive, creation, acquisition and integration of skill aimed for the development of human capital and capabilities might be included that influence organizational better performance (Crant, 2000); (Tight, 2000). Creation of a Learning Environment Learning environment can be viewed as the spaces where the learning will take place. Learning environment contains all necessary learning equipments, from class room to meeting board, from exam hall to discussion room. Learning environment usually plays its role to apply the knowledge instantly in different teams on different purpose and view the outcomes. Often whole organization can play a mock test to assess the validity of a resolution which can be defined in HRD policies. Learning environment arrangement can have impacts on employee learning, learning outcome and finally on Learning environment performance. The HRD policies in organization let employee learn as they go through everyday work by providing both informal and formal conversation, discussion etc (Eisenhardt and Martin, 2000); (Wall and Wood, 2005). Words Counted: 1290 Question 4 To what extent can performance management systems stand alone from an organizations overall approach to developing and managing people? How can organizations integrate the performance and developmental aspects of managing people? Use case examples to illustrate your answer. (30 marks) Performance management involves training, team cooperation, dialogue, management style, attitude, shared vision, employee involvement, multi-capacity, incentives and rewards. It is used to maximize the employee performance in an organization (Neely and Bourne, 2000); (Williams, 2003). Performance Management System (PMS) provides performance reports on time and relevance to the organization helps to take swift decision. It also helps business to focus on achieving results to internal and external stakeholders (Blalock, 1999); (Bassioni, Price, and Hassan, 2004). Disadvantage of PMS are often are not designed to be well-informed about the nature and link of the processes Performance management system may not be consistent always. Today PMS may not be useful tomorrow. It has to update and change regularly (Papalexandris et al, 2005; (Meyer and Rowen, 1991); (Lawler, 2003). Several Performance Management System (PMS) are in use today like Balance Scorecard, Performance Prism etc (Kaplan and Norton, 2000); (Meyer and Rowen, 1991). Performance Management System is designed to clarify the purpose of assisting individual employee performance management and program-related training and development programs (Kaplan and Norton, 2000). Consistent with the main objective, performance management should be seen as a fully integrated system of personnel management. Personnel management, including work and business design, job descriptions, selection process, performance requirements of the induction, proof, training, effective supervision, performance feedback and suggestions (Bontis et al, 1999); (Bassioni, Price, and Hassan, 2004); (Halachmi, 2002). Traditional PMS mostly focused on theoretical and experience based approaches while modern PMS can be customized thoroughly based on organization needs. Modern business are not bound in one culture, they are fitted with hundreds of culture and environment which doesnt really rely on theoretical approaches but rather focus on business driven trends which can be updated and upgraded regularly (Neely and Bourne, 2000); (Nilsson and Kalid, 2002); (Williams, 2003); (Lawler, 2003). According to the case study given (of Cadbury), five framework analysis can explain how Cadbury integrated the PMS systems over time and what were the outcomes: Managing For Value Managing Value let employee work for companys value. Three main As has been initiated for maintain the company profitable. Accountable held individual responsible for the roles. Adaptable adjust as the business world changes and upgrade own skills and knowledge whenever available and applicable. Aggressive individual should be result and goal oriented and each goal must be achieved. However, this framework was based on older basis business style which doesnt suit with todays complex business needs (Kaplan and Norton, 2000); (Bassioni, Price, and Hassan, 2004); (Meyer and Rowen, 1991). Result Focused Result focused has brought the idea that the Cadbury holds a strong financial goals thus employee must be talented and strong too. Employees were sent to training that was linked with the goals achieved from managing for value. They were given a idea and context of business environment where Cadbury operates. This framework brought employee closer to invest inside the company. While own money is invested, every employee tends to work harder for the best of the company. Yet, this result focused approach was not enough when Cadbury went through acquisition of other companies (Bontis et al, 1999); (Nilsson and Kalid, 2002). Working Better Together This framework has been established bearing in mind that Cadburys global business. Cadbury found that employees should work collaboratively rather than individually. After the acquisition, different types of employee joined the company. There was a need to construct a framework where new comer will work with experienced as a team or group for certain purpose. This framework unfortunately didnt bring the expected outcomes due to failure of identify potential workforce and lack of motivation. Employees had been assigned to the working environment where they werent familiar with (Blalock, 1999); (Meyer and Rowen, 1991). Growing Our People This strategy is a small training program for managers to teach them how to identify and manage potential talent and ensure equal participation of every resource. Managers were set to motivate the employee about the company succession and let them make decision in certain cases. What this policy missed is deal with poor performed employee. The framework did mention to motivate every employee but didnt clearly identify how to influence poor performed employee, whether they will be left behind etc (Papalexandris et al, 2005); (Bassioni, Price, and Hassan, 2004). Passion for People Passion for people is said to be the best suited with Cadbury which looks at the mechanics of managing performance. Before this policy is established, stakeholder has been given first priority whereas deal with staff is given fifth priority. On certain point both conflicted. Thus Cadbury decided to demolish the poor working performance for the sake of stakeholders which has been a bottleneck for a long time. Cadbury decided to go for the people who work with Cadbury, but not for Cadbury. Employees has been given freedom and choice to do what is right for the job and thus each job in Cadbury now is a role of enthusiasm (Neely and Bourne, 2000); (Nilsson and Kalid, 2002); (Meyer and Rowen, 1991); (Norreklit, 2000). Performance Management System (PMS) must implement 6 common features widely considered as the succession factors for such kind of system. They are: Objective Setting It appears that the main purpose of performance management systems, the focus of its strategic objectives, is not it have been a lot of people think that management and staff to assist in achieving other objectives of the system, namely, a comprehensive evaluation and the corresponding performance development and improvement of staff (Bassioni, Price and Hassan, 2004). In the performance management system aims at one of the reasons is the apparent conflict of strategic planning business development (Kaplan and Norton, 2000) (Neely and Bourne, 2000); (Bassioni, Price, and Hassan, 2004); (Lawler, 2003). Ongoing Review of Objectives Performance management system should be designed in a way that participants are well-informed about the objectives and link of the processes. PMS objectives should be closely related to the boundary of the working environment and it must ensure objectives are changed whenever company vision, mission and scope are changed (Papalexandris et al, 2005); (Meyer and Rowen, 1991); (Williams, 2003); (Halachmi, 2002). Development of Personal Improvement Personal improvement closely related with employee training about the PMS system is considered as the most important factors

Comparing Narrative of the Life of Frederick Douglass and Invisible Man

Comparing Narrative of the Life of Frederick Douglass and Invisible Man      Ã‚  Ã‚   The Black Revolution has occurred for quite some time and in many different ways, the most prominent being in literature. Two primary examples of the struggle and yearn for change among African Americans include Narrative of the Life of Frederick Douglass, An American Slave, the autobiography of Frederick Douglass and Invisible Man, a novel written by Ralph Ellison. Although both have the same foundation, the difficult task of being black and trying to make something of one's life, many important differences exist between these works. First, the language used by the authors is strikingly dissimilar. Next, the time periods in which these pieces of literature were written have a difference of over one hundred years. Finally, the main characters are faced with different circumstances and injustices. First, the language and literary devices used by the two authors are very different. In his autobiography, Frederick Douglass uses a very educated language and makes his story able to be un...

The finacial crisi of the French Revolution :: essays research papers

â€Å"How Serious Was The Pre-Revolutionary Financial Crisis Between 1786-88, And How Significant Was The Clash Between The Notables And Calonne In Failing To Solve It?† On the twentieth of august 1786 Charles Alexandre de Calonne, comptroller-general of the royal finances, informed King Louis XVI that the state was on the verge of a financial meltdown. Whilst not having exact details to the financial figures to show the full extent of the problem, it is never the less recognized that France was in serious financial difficulty. What then did Calonne propose to sort this financial mess out? How was he to convince the King and the Notables that France was in financial danger and to give backing to his solutions? This essay will attempt to answer such questions by examining the financial crisis France was in and by looking at Calonne’s proposals in which to solve it. We shall also examine his failure to convince the Notables and the steps to his acrimonious dismissal. First then lets look at the financial situation: according to Calonnes calculations the total revenue for France in 1786 would amount to 475 million livres. The problem was though, that expenditure would come to a total of approximately 587 million livres. That meant a deficit of 112 million – roughly a fifth of the entire annual revenue. This rise in deficit was due to a huge increase in state borrowing since 1777. As a result of the huge amounts of money the state was borrowing there was also the huge rise in the annual interest and repayments that the treasury had to dispurse. Indeed since 1777, Calonne claimed that ariubd 1,250 million livres had been borrowed. A lot of this borrowing was due to financing the various wars that French kings of the eighteenth century were prone to fighting. The last one, French involvement in the American Civil War between 1778-83, had a crippling effect on the economy and was substantial in rendering it down to the situation that Calonne ha d announced to Louis XVI. What then did the comptroller-general propose to do? To be fair to Calonne he was not lucky enough to have a myriad of options for him to work with. For instance it would be natural to think that in a time of economic crisis, an increase in tax would be an obvious step- yet not so for Calonne. France was already regarded as one of the most highly taxed states in Europe, and the average Frenchman was already feeling the burden of the Kings’ borrowing. The finacial crisi of the French Revolution :: essays research papers â€Å"How Serious Was The Pre-Revolutionary Financial Crisis Between 1786-88, And How Significant Was The Clash Between The Notables And Calonne In Failing To Solve It?† On the twentieth of august 1786 Charles Alexandre de Calonne, comptroller-general of the royal finances, informed King Louis XVI that the state was on the verge of a financial meltdown. Whilst not having exact details to the financial figures to show the full extent of the problem, it is never the less recognized that France was in serious financial difficulty. What then did Calonne propose to sort this financial mess out? How was he to convince the King and the Notables that France was in financial danger and to give backing to his solutions? This essay will attempt to answer such questions by examining the financial crisis France was in and by looking at Calonne’s proposals in which to solve it. We shall also examine his failure to convince the Notables and the steps to his acrimonious dismissal. First then lets look at the financial situation: according to Calonnes calculations the total revenue for France in 1786 would amount to 475 million livres. The problem was though, that expenditure would come to a total of approximately 587 million livres. That meant a deficit of 112 million – roughly a fifth of the entire annual revenue. This rise in deficit was due to a huge increase in state borrowing since 1777. As a result of the huge amounts of money the state was borrowing there was also the huge rise in the annual interest and repayments that the treasury had to dispurse. Indeed since 1777, Calonne claimed that ariubd 1,250 million livres had been borrowed. A lot of this borrowing was due to financing the various wars that French kings of the eighteenth century were prone to fighting. The last one, French involvement in the American Civil War between 1778-83, had a crippling effect on the economy and was substantial in rendering it down to the situation that Calonne ha d announced to Louis XVI. What then did the comptroller-general propose to do? To be fair to Calonne he was not lucky enough to have a myriad of options for him to work with. For instance it would be natural to think that in a time of economic crisis, an increase in tax would be an obvious step- yet not so for Calonne. France was already regarded as one of the most highly taxed states in Europe, and the average Frenchman was already feeling the burden of the Kings’ borrowing.

Jane Eyre Persuasive Essay

Junie Jeong Mrs. Mesdjian English 2 H 21 February 2013 Jane Eyre Persuasive Essay In the novel Jane Eyre, our protagonist Jane faces many difficult situations that can be solved by different solutions. In one specific situation, Jane is faced with a complicated problem that demands her to decide either to marry Mr. Rochester and live comfortably while feeling personally restricted or to leave Rochester and start a sudden life on her own. Jane eventually decides to leave Mr.Rochester and runs away from Thornsfield, going through many trials and tribulations and eventually marries Rochester in the end. Although many people may feel that Jane’s runaway was inconvenient and unnecessary because the end result was similar, I believe that Jane’s journey away from Thornsfield was important and significant to her. Many people believe that Jane would have saved time and energy if she had married Rochester instead of running away on their wedding day.This can hold to be very reaso nable because Jane’s runaway resulted in several bad omens such as the Thornsfield mansion burning, the struggles of her friends and relatives to try and find her, and the unhappiness of her acquaintances, such as Adele. In the book, Bronte even writes about Adele’s unhappiness while at school; â€Å"Her frantic joy at beholding me again moved me much. She looked pale and thin: she said she was not happy. (Bronte 173)† One can possibly argue that these events could have been avoided if Jane had not run away and married Mr. Rochester on the spot.It is true that Jane could have saved much time, energy, and heartbreak if she decided to go along with the marriage on her wedding day. But sometimes, wasting time, energy, and going through heartbreak is necessary in order for a certain outcome. When Jane left Thornsfield, she was in a fragile emotional state—confused, betrayed, and still not confident in herself and her status, both as a woman and economically. Her childhood had left her scarred, thinking she was a person who would and could not receive love from others, so she could not love others in return. You never felt jealousy, did you, Miss Eyre? Of course not: I need not ask you; because you never felt love. (Bronte 137)† Jane’s journey away from Thornsfield helped to slowly change that and build her confidence—the fact that she had people who loved her and had friends who enjoyed her company soon hit her with realization and helped her understand that she was a person who deserved love too. If Jane had married before she realized this, she would have felt uncomfortable and restricted living with Mr.Rochester, always thinking that she â€Å"owed† him for loving her, and that she was not deserving of his love. If this mindset were constantly to be in Jane’s mind, it would result in an unhappy atmosphere for Jane and eventually an unhappy Jane. Whereas, in the ending, Jane lives happily with Rochest er knowing that they are equals. From the moment Jane was born, she believed that there were no other relatives besides her—and that she was alone ever since Mrs. Reed had raised her.Jane had always wished for a family, someone else to be there other than her. When Jane runs away from Thornsfield, she quickly resorts to begging, and the Rivers take Jane in and care for her. Later on in the story, she finds out that the Rivers are Jane’s relatives—something Jane has wanted ever since she was a child. When Jane is brought with news that she has other family, she decides to split her new fortune into equal parts with all her new relatives, something she also treasured, which proved how thankful she was for her new family. †¦. cannot at all imagine the craving I have for fraternal and sisterly love. I never had a home, I never had brothers or sisters; I must and will have them now†¦ (Bronte 413)†. When it comes to making right decisions, I believe Ja ne made the correct one when she left Thornsfield. There may have been many difficult times she had to suffer through, but the end results all paid off when she lived the happy ending she had always wished for.Other people may disagree and mention that the end result was the same, and that Jane put herself and others through too much because of her decision, that may be true, but in return everyone found happiness and got something even better in return. If she had never left, she may not have been able to find her cousins, a real gift she had been yearning for ever since she was young. I believe the decision Jane made in the story helped her reach the best personal level she could reach, and she gained happiness she would not have been able to gain through her pains.

Germany in Ww Essay

History Department Year 10 World War 1 – World War 2 Written Research Assignment The weaknesses of Germany’s opponents were equally responsible for Hitler’s military successes as his Blitzkrieg tactics between 1939-1941. The Blitzkrieg tactics were very effective during the Second World War but this was also partly due to the fact that the Allied generals and tacticians were so incompetent. The fact that Blitzkrieg and the incompetency of opposition generals were equally responsible for Hitler’s military successes is best shown in his campaigns in Poland, France and Russia. In these conflicts the largest deciding factors were the Blitzkrieg tactics and the incompetency of the opposition generals. Blitzkrieg won the day in all of these conflicts but, as was shown in the later years of the war, once the Allies had competent generals the Blitzkrieg tactics were defeated. One of Hitler’s largest military successes between 1939 and 1941 was the campaign in Poland. The Campaign in Poland was an immensely easy victory for the Germany War machine. The Polish Army was large and well trained, but it was immensely outdated. They still had a large amount of cavalry regiments in there army which were completely destroyed by German tanks. They had very few tanks of their own and those that they did have were nothing compared to the strength of the German Panzers. They had quite a large well trained infantry but many of them still used swords and their guns were completely outclassed by the German assault rifles. They also had a small and rather average air force but this was made obsolete by the larger and better German air force. Also Poland is a flat country and it had few natural obstacles making it ‘ideal tank country’ [ (Crisp, 1990) ]and therefore the perfect target for Blitzkrieg. As well as the actual Polish army, the tactics and generals of the Polish were also very outdated. When the time came for battle The Polish Generals arranged their army into the Standard and age old line formation. When the Armies met the Blitzkrieg tactics worked perfectly due to this arrangement and the Polish were defeated with ease. As shown here the Blitzkrieg tactics and fail Polish generals result were equally responsible for Germany’s success. As Peter Crisp said in his book, Blitzkrieg, ‘Geographically and strategically, Poland was the perfect target for a Blitzkrieg attack. ’ [ (Crisp, 1990) ] The Blitzkrieg tactics were responsible for the actual win but if Poland had had more competent generals they had made better defences for the Blitzkrieg style of attack and had ditched the cavalry and upgraded and enlarged their tank and air forces they would have been able to repel the Germans and their Blitzkrieg. That is why the Blitzkrieg tactics and weak opponents were equally responsible for Hitler’s military success. Another of Hitler’s early military success was his campaign in France, also known as operation Sicklecut. This is due to the way the main force was supposed to punch through a hole in French defences and cut around like the cut of a sickle to attack the French forces from the rear. The main French forces were supposed to be distracted be a diversionary German force. This plan worked perfectly and the main German for Force smashed into the rear of the French force where together they pushed the French and supporting British armies into the coast in a thorough defeat. The Germans then pushed through to Paris where after a mass evacuation of the crumbling French forces Germany took control of Paris. This is a great example of the fact that Hitler’s military success was due equally due to the Blitzkrieg tactics as the incompetency of his opposition. In the campaign in France the Blitzkrieg tactics were very effective, not just beating the French army but spreading panic throughout the country and forcing the chain of command to crumble, but it could have and would have been defeated if it wasn’t for the useless generals of the French army. The Panic caused by the Blitzkrieg tactics was a very effective weapon for the Germans, one unknown French soldier even recounted in his diaries that his saw own comrades running ‘with their hands over their heads not bothering to even return fire’ [ (Trueman, 2000) ]. The French had the capabilities to defeat the Germans and their Blitzkrieg tactics but they stuffed it up. Most of the Generals were veterans of the First World War and they were using the same tactics as they did then. Towards the end of his life Marshal Petain, the commander-in-chief of the French armies, said ‘After the war of 1914-1919, it was finished for me. My military mind was closed. When I saw the introduction of other tools and other methods I must say they didn’t interest me,’ [ (Crisp, 1990) ] showing exactly the attitude of the French military leadership at the start of the War. This allowed the Germans to defeat them with ease. They believed that the Germans would use the same plan that they used in the First World War and easily were defeated by the superior tactics of the Germans and when the Germans continued their advance through France and were bearing upon Paris in a matter of the days the French Leadership started to breakdown. If the French generals had been more competent they could have used their own tanks and air force more effectively and then the Germans would have been defeated and the French would have been successful. The Campaign in Russia, also known as Operation Barbarossa, named after the twelfth century Prussian King who was prophesied to rise from his grave and restore Germany to world power, is another great example of the fact that Hitler’s military successes were equally due to his Blitzkrieg tactics and the ineptitude of his opposition. The Campaign in Russia started out as what seemed to be a complete annihilation. ’ When Operation Barbarossa opened, on 22 June 1941, the Soviets were taken completely by surprise. ’ [ (Crisp, 1990) ] The German army was rapidly advancing and defeating the Red Army with ease. The Red Army had huge numbers of men and many tanks and aircraft but most of these tanks were obsolete and the Air force was built mainly for tactical air support, not for air superiority. The main problem for the Red Army was the leader of Russia, Josef Stalin. After Stalin and his brutal Communist regime’s murder of all of the senior officers for political reasons and the strict constrictions placed on the remaining young and inexperienced officers which meant there was no room innovation during the heat of battle leaving the Red Army incredibly handicapped. At the beginning of operation Barbarossa ‘Stalin refused to believe the invasion was really happening. He thought the attack was a provocation by a German commander acting independently of Hitler, and ordered his frontline soldiers not to fire back’ [ (Crisp, 1990) ]. The fact that Hitler’s military success required both a weakness of Hitler’s opposition and the Blitzkrieg tactics is best shown in the next part of the campaign in Russia. Once Stalin finally allowed his officers some flexibility and the winter allowed them to build many more of their new T-34 model tanks the Russians started to come back. After a period of intense fighting, particularly around Stalingrad, the Germans were defeated and forced to retreat and as General Mellenthin of the Germans wrote ‘with the failure of our supreme effort, the strategic initiative passed to the Russians. ’ [ (Crisp, 1990) ] This shows how necessary the weakness of Hitler’s enemies for his military success due to the fact that the second one of his enemies obtained good weapons, like the T-34, and successful leaders the Germans Blitzkrieg tactics were neutralised and they were defeated. The Blitzkrieg tactics and the weakness of Hitler’s opposition were equally responsible for Hitler’s military success between 1939 and 1941 during the Second World War. Without the Blitzkrieg tactics the German Army simply would not have been able to defeat the Allied forces and without weaknesses of Germany’s opposition the Blitzkrieg tactics would have been defeated by the superior enemy forces. The areas of the war which best show this are the campaigns in Poland, France and Russia. In all of these operations Blitzkrieg and inferior opposition played a major part. This is why the Blitzkrieg tactics and weak opposition were equally responsible for Hitler’s Military success. Bibliography Crisp, P. (1990). Blitzkrieg. Wayland publishing. A very good source. Lots of good information and quotes on all necessary areas. Deighton, L. (1979). Blitzkrieg. Pluriform Publishing. An alright source. Some good info but no quotes Trueman, C. (2000). Blitzkrieg. Retrieved May 2010, from History Learning Site: http://www. historylearningsite. co. uk/blitzkrieg. htm A good source. Not a lot of information but some good quotes Unknown Author/Date. Barbarossa. Retrieved May 2010, from World War 2 Database: http://worldwar2database. com/html/barbarossa. htm A good source. Not many quotes but a good source of info Unknown Author/Date. France. Retrieved May 2010, from World War 2 Database: http://worldwar2database. com/html/france_40. htm A good source. Not many quotes but a good source of info Unknown Author/Date. Blitzkrieg. Retrieved May 2010, from World War 2 Database: http://www. 2worldwar2. com/blitzkrieg. htm A alright source. Not many quotes and an alright source of info W