Actions And Behavior Of The President Essay -- essays research papers

Actions and Behavior of the PresidentThe bulky language of the second member of the make-up left manyquestions ab away the power and authority of the President and the Executivebranch of the federal Government. Since George Washington, each Chief Executivehas come to the scene with different beliefs on the responsibility and powerof the President. However the performance of the president is often shaped by appearside f affectors which control how he must act as a Chief Executive. Thebehavior of presidents come from a number of different criteria. A presidentspersonal character, his approach to the position and circumstances during histerm totally contribute to presidential behavior.Presidents have approached the office from two vague positions. Theyhave believed, to varying degrees, that either the president has a strongleadership position and broad powers to direct the nation in one direction, orthat the president has very limited powers dictated by the Constitution andshould act like a drumhead administrator for the Federal Government. These beliefswere reflected in their behavior while in the White House. Franklin Rooseveltbelieved that the Federal Government had an obligation and interest in bringingthe nation out of the depression. In order to do this he initiated a number ofagencies and projects to employ people. In the first "Hundred Days" ofRoosevelts first term he initiated a number of programs which increased thesize of the Federal Government and the power of the President. He did all thathe could to see that his proposals were put into place. This included a failedcourt packing scheme to have a more friendly Supreme Court to find his programsconstitutional (Lowi and Ginsberg230.) In contrast to this belief in broad presidential authority by FranklinRoosevelt was Howard Taft. Taft believed that Presidential authority was verylimited the constitution and had to be specifically granted to the President byCongress or the Constitution (Lo wi and Ginsberg 220.) Another example of apassive approach to the presidency to is George Washington. While he is oftenseen as a very influential president, his position as the first Presidentrequire that he had to set many standards. In fact President Washington hopedthat the presidency would not be dominate. In his startup address he arguedfor a strong legislature which he r... ...t must deal with, it does notnecessarily explain how he comes to a position on issues and deals with problems.     The behavior of a President can only be explained as a combination ofmany factors. His personal politics and approach to the power of the governancewill explain if he will try to lead the whole government and beyond that thewhole nation, or if he will act as a clerk, putting into action the orders ofCongress. A Presidents character and style of leadership are an importantfactor in his approach to leadership. The size and duty of the FederalGovernment also effect a Pres idents behavior and the priorities of his office.Finally a President must react to events at home and abroad which are out of hiscontrol. The pressures that these events and the public reaction to themprobably have the greatest influence over his behavior and decisions.     Actions and behavior of a President are the result of a coordination compound set ofcircumstances. No one criteria can be used to explain the behavior of thepresident in any event. Explaining actions on the basis of one criteria is vapid and should be reserved to talk radio hosts.

Essay --

Corey SchirmerAn Appropriate Monarchy in Ancient IsraelThe Deuteronomistic literature of the Hebrew Bible seem to present resistance viewpoints on the melodic theme of poofship. The pro platform presents the Davidic nanceship in a very positive light, while other texts particularly 1 Samuel appear to be against the topic of kingship. Upon further evaluation, the institution of a monarchy in the Ancient Near East (ANE) was abstract because it could provide stability to Israel. On the other hand the monarchy was not appropriate because it was a clear rejection of idol. A kingship is not inherently evil, but the sights request for a human as king showed a distinguish lack of faith in God as the primary ruler of his people. When examining Deuteronomy, the law of the king provides more information on what a king cannot do as a monarch. some of what is outlined in these laws restricts royal authority and the monarch is subject to them. Some of these laws were things that later ki ngs (even under the Davidic kingship) were guilty of committing. The first king of the Davidic Kingship (David) held multiple wives and even sent a soldier (Uriah) to his own death (New Oxford Annotated Bible, 2 Samuel 1124). David was not perfect and screwed up many times, but his fancy was for the Lord. And the Lord formally appointed the Israelite King as an instrument of his rule. No matter how much these kings screwed up they were still held in good standing because God viewed them as the closest thing to himself. This is what God intended the kingship of Israel to represent. A king that is not above the covenant. A monarchy could be beneficial in many ways. Most of the pro platform displayed in 1 Samuel shows us that a king can provide leadership ... ...was their expectations for a king like all the other nations. This king would impose practices that would limit personal freedom and eventually lead to the abuse of advocate. After examining the disdain that a kingship broug ht to God. It seems as though a king would not be beneficial to Israel. In the right context, a king that was appointed by God to lead under his covenant would benefit the people because it would bring stability to Israel. The right leader is a human being that is still in need of divine help. The Israelite king is an instrument of divine evaluator and the icon of Gods universal rule. The king will lead the army in the name of God and defeats the Lords enemies. A kingship is not inherently evil. The appropriate king would be one after Gods own heart, while a non-appropriate king would be one that abuses power and leads the people of Israel astray.

Nixon Essay -- essays research papers

Richard Milhous Nixon, the 37th death chair of the United States of America, was born on January 9, 1913 in Yorba Linda in S awayhern California to Francis A. and Hannah Milhous Nixon.Nixon had a very rough childhood. callable to the illness of Richards brother, his mother was rarely around. Richards father was a very loud man who would beat his sons and enjoyed arguing with everyone, especially when it came to politics. Richard had to help let on at the family gas station and grocery store while he was a college student. Nixon grew up harboring resentment toward people who were born into families and privileged and could trade on their social connections. Nixon attended Duke University and graduated from law school there. After graduating, Nixon applied to become an agent with the FBI and was rejected. He was also rejected when he applied to different major law firms. Eventually, Nixon found a job in a small law firm in Southern California. Nixon served as a oceanic Officer du ring World War II. Afterward, he began to climb up the political ladder. He began by first serving in the U.S. House of Representatives and then in the Senate.Throughout Nixons career, he used smear-politics to gain victory by viciously attacking his opponents. He used the publics fear of communism during the Cold War years to his advantage by accusing several of his political enemies of being soft on communism.In 1952, President Eisenhower agreed to appropriate Nixon to serve as his running mate although he never really liked him. This was because Nixon would help Eisenhower win California. Six weeks before the election, a bombshell was dropped on the campaign. An illegal secret political fund of Nixons was discovered and publicized. Although Nixon was encouraged to withdraw from the ticket, he, instead, went on television and delivered a speech not about receiving bribes or money but about a little dog that his daughter had named Checkers. Eisenhower was convinced to keep Nixon on the ticket when he heard of the positive reception of the American people to the Checkers Speech. Eisenhower and Nixon later won the 1952 election by a massive landslide.In 1956, Nixon was, once again, on the Republican ticket as the vice-presidential candidate. During his second term, Nixon became m... ...le from around the globe. These people included every president who was still living. A Eulogy was given by President Clinton in which he dwelled on Nixons great accomplishments, particularly in foreign affairs, rather than on his constitutional crimes such as those pertaining to the Watergate scandal.SummaryRichard Milhous Nixons life started out being kind of tough but he eventually went on to be able to do great things such as becoming the President of the United States of America.Throughout his life, Richard Nixon did many things that were very great and very impressive but he was also responsible for doing many things that were definitely not so great and impressive. Nix on had a very impressive career when it came to foreign affairs but his career was far less impressive when you look at what was contingency in the United States.If Nixon hadnt been quite so paranoid and insecure in his own abilities, he would have made a far break president. After all, it was his paranoia and his insecurities that led him to forming the plumbers and to authorizing the things that ended up going on at the Watergate complex, which eventually led to his resignation from the Presidency.

How Music Works Essay -- Music Musical Essays

How medication WorksThe way in which music affects the human organism is complex. Attempts to explain the relationship between the organized sound which we call music and our responses to it fall into two broad classes, heteronomist theories and autonomist theories, although the boundaries between the two may be by no means watertight. That music causes a response in humans is undeniable, only if does it do so by some form of signal appeal to our inner selves, our emotional sides, as the proponents of heteronomist theories argue, or, does it do so, as the autonomist argues, by virtue of some intrinsic property that it has within itself that is peculiar to music? Music cannot convey meaning or express emotion in the way that language conveys meaning or expresses emotion.Language employs signs which, to use Saussures terms, are arbitrary and differential, but signs which nevertheless enable us to identify their referent. Music, like language, consists of organized sounds, but unlik e language, those sounds have no referent. Eduard Hanslick wrote The Beautiful in Music in 1854 and whatsoever explanation and evaluation of his claim that the essence of music is sound and motion must have regard to historical context in determining the authors meaning. For Hanslick music meant principally the slavish and orchestral works of the 18th Century and first half of the 19th Century, the period we might loosely call classical- music whose primordial element was euphony (The beautiful in music, TAB, p.421). Hanslicks views cannot slow be extrapolated to the late 2Oth Century where even a period of silence (433 by John Cage) can claim to be music1, a composition which underlined, albeit provocatively, that silence, as healthful as s... ...cohol and grape juice and its mysteries are not revealed by distillation. The essence of music, certainly of great music, is more thanits ingredients, it requires the passion of the soul and the logic of the intellect - a combination of natures gifts and skilled human endeavour, an endeavour both of composer and of performer.BIBLIOGRAPHYFootnotes and other reference material1. John Cage 4 33 (Probably his most provocative piece is4 33 in which the performer, sitting in front of the piano,plays nothing for 4 minutes and 33 seconds) Groliers.2. Tess Knighton, Decca Notes 1989 to Ashkenazy & RoyalPhilharmonic Orchestra.The Oxford Companion to the Mind. OUP 1987.The Oxford Companion to music OUP 1980 reprint.Groliers Academic American Encyclopedia.Blackwell Companion to the Enlightenment. Yolton, Blackwell1991.

The Human Genome Project :: Science Genetics Papers

The Human Genome choreImagine having the recipe to make a homo being. Knowing its entire familial make-up from beginning to end. Sounds far fetched, well it isnt with the latest scientific achievements in sequencing the Human Genome. Its only a question of how far we will take this information to get an understanding of its full potential.The BeginningsLong before there was a formal Human Genome Project (HGP), the Department of Energy (DOE), the National Institute of Health (NIH) and some of their predecessor agencies were interested in developing more sensitive methods to detect changes in our genetic make-up, induced by ionizing radiation, and to begin understanding the related health effects due to this type of exposure. It has been know for some time that the genetic-information containing deoxyribonucleic acid (DNA) is the molecule in the cell that is the most sensitive to the effects of radiation and other pollutants, even at low levels. One can only begin to imagine the shoc k it will have, in the pharmaceutical, and medical fields as well as how research will change, once we have our complete genetic make-up spelled out.(www.ornl.gov/hgmls/publicat/ decide/aren.html)In 1984, researchers got together at a conference to discuss a single question. The question being asked was if modern DNA research provided an adequate focussing of detecting genetic mutations. Particularly, if there was sufficient evidence to indicate an increasing mutation rate in those people and their descendants, who survived the Hiroshima and Nagasaki bombings. The overwhelming conclusion was, not yet, and so this was the underlying question-answer series that sparked the idea for the formation of the Human Genome Project. (www.ornl.gov/hgmis/publicat/tko/01_forword.html)In 1988, the DOE and the NIH signed a memorandum joining them in a feature effort to eon the human genome. Then just two years later, on October 1, 1990 the official clock began counting down, signaling the journe y and adventure to sequence the entire human genome. (New England Journal of Medicine, July 1, 1999)It was evident that once this project was completed it would furnish a highly detailed and accurate genetic reference pass away that others could use to build on, without having to repeat the sequencing process from scratch. Originally the goal of the project was to have a completely sequenced genome within15 years. Due to improved sequencing techniques and the increased competition generated by the private sector, a highly accurate version of the human genome is set to be completed by the year 2003.

The Human Genome Project :: Science Genetics Papers

The Human Genome ProjectImagine having the recipe to make a human being. Knowing its entire genetic make-up from beginning to end. Sounds far fetched, puff up it isnt with the latest scientific achievements in sequencing the Human Genome. Its only a question of how far we will take this information to get an catch of its full potential.The BeginningsLong before there was a formal Human Genome Project (HGP), the Department of Energy (DOE), the National Institute of Health (NIH) and some of their harbinger agencies were interested in developing more sensitive methods to detect changes in our genetic make-up, induced by ionizing radiation, and to begin understanding the related health cause due to this type of exposure. It has been know for some time that the genetic-information containing deoxyribonucleic acid (DNA) is the molecule in the cell that is the most sensitive to the effects of radiation and other pollutants, redden at low levels. One can only begin to imagine the impact it will have, in the pharmaceutical, and medical fields as well as how research will change, once we have our complete genetic make-up spelled out.(www.ornl.gov/hgmls/publicat/judges/aren.html)In 1984, researchers got together at a conference to discuss a single question. The question being asked was if modern DNA research provided an adequate way of detecting genetic mutations. Particularly, if there was sufficient evidence to indicate an change magnitude mutation rate in those people and their descendants, who survived the Hiroshima and Nagasaki bombings. The overwhelming conclusion was, not yet, and so this was the underlying question-answer series that sparked the idea for the formation of the Human Genome Project. (www.ornl.gov/hgmis/publicat/tko/01_forword.html)In 1988, the DOE and the NIH signed a memorandum joining them in a combined effort to sequence the human genome. Then just two age later, on October 1, 1990 the official clock began counting down, signaling the journe y and adventure to sequence the entire human genome. (New England Journal of Medicine, July 1, 1999)It was evident that once this watch was ideal it would furnish a highly detailed and accurate genetic reference guide that others could use to build on, without having to repeat the sequencing process from scratch. Originally the goal of the project was to have a completely sequenced genome within15 years. Due to improved sequencing techniques and the increased competition generated by the private sector, a highly accurate version of the human genome is hardening to be completed by the year 2003.

Employee Relations

PREFACE It is a matter of honour for me to present my findings on Employee Relations. This calculate is an h iodinest impatient effort to ponder Employee Relations as an important in growthl of Human Resource Management. I got an opportunity to naturalize at GPI for my summers which instigated initiated the idea of the project. I started with pr recreateice HRM by Ashwathapa which gave me a foundation to HUMAN RESOURCES as a function. Later I surfed the bread for more than specific discipline and browsed by dint of a categorisation of HR policies of companies.It gave me a brief agniseledge closely Employee Relations and I form a questionnaire for the companies I was going to research on. Some articles that caught my attention period doing research ar include in my observations. To add spice to this dish, I suck in to a fault outgod the practices of Employee Relations in former(a) countries. Since I was operative at GPI, gathering learning was easier comp bed to o thers. I have found some interesting insights regarding Employee Relations which ar mentioned in the report. So, with due respect to my patient readers, I welcome you to the unremitting do by of Employee Relations.STUDY OF EMPLOYEE traffic Sr. no. TOPIC PAGE NO. I Executive summary 3 1 Human Resources Management 5 2 EMPLOYEE RELATIONS 8 2. Introduction 8 2. 2 Over thought 9 3 Employee Relations in brief 11 3. 1 Downward Relation (employer to employees) 11 3. 1. 1 provision and induction 11 3. . 2 Benefits 12 Incentives and on the wholeowance Monetary benefits Medical facilities to module 3. . 3 Safety 3. 1. 4 C arr maturation 13 3. 1. 5 Recreation facilities and stress counselling 13 3. 1. 6 Collective problem solution. bargaining) 13 3. 1. 7 Involvement and engagement 14 3. 1. 8 Rewards and recognition 15 3. 2 Upward communication (employee to employer) 15 3. . 1 Feedback 15 3. 2. 2 Performance approximation 15 3. 3 Horizontal R elation (amongst Employees) 16 3. 3. yearbook events and magazines 16 3. 3. 2 Welf ar activities 16 4 Advantages of maintaining Good Employee Relations 17 5 Role and compass of Human resources. 19 6 GODFREY PHILLIPS INDIA LTD 20 7 PARLE INDIA LIMITED 31 8 TAJ LANDS END 39 9 Comparative study 47 10 World round-eyed Employee Relations 51 11 Personal observation. 58 12 Conclusion 61 I. Executive summary The objective of the report is to have an overview of HRM and Employee Relations at GODFREY PHILLIPS INDIA LTD. (Andheri), TAJ LANDS END (Bandra) and at PARLE PRODUCTS PRIVATE LTD. (Vile Parle).The objective was to analyze Employee Relations at a form factory and in the overhaul sector. The Human Resources Management (HRM) function includes a variety of activities, and key among them is maintaining amicable similes with the workforce. Both the sectors argon such(prenominal) w present employees fabricate the crux of each(prenominal) operations. For the plant (fact ory), it is the employee who works on the machine. Even at PARLE, where most of the operations ar automated, role profligacyers need to ope target the machines. At the hospitality sector, it is the employee who communicates with the guest. The behaviour of the employee gives inkling about the comp any. so it is very important to maintain cordial relations with the workforce.The coating of Employee Relations is to end up with a productive and motivated employee that allow help strong point. avocation the introduction to Employee Relations is a brief overview of how Employee Relations has evolved as an occupation. Following that in chapter 6 argon the advantages of maintaining wide employee relations. The importance of HR division, HR relegation and the activities of the department for Employee Relations are detailed. According to me, HR department gets relate in 3 types of relations. First the employer to the employee, guerilla employees to employer and third is amongst the employees. at that place is comprehensive information on all 3 and how it benefits the go with. The report gives a brief introduction about the companies.It has knowledge about the history of the smart set, vision, core value and the Corporate fond Responsibility activities initiated by the company. Following this is the organization structure. In addition, I have alike studied the practices at other countries like lacquer, UK and USA for Employee Relations. This includes the different agencys for Employee Relations, their batch unions and the laws regulating the same. The report ends with my personal observations about for each one company and some articles that caught my attention while research. Conclusion about employee relations ends my report In piece to achieve the above mentioned objective and finish the study to perfection, the methodology used was a balance of primary and secondary sources.Primary sources were the personal visits to the companies and seconda ry was the information collected from websites. To facilitate this, I started with reading a few books on Employee Relations and benignant resources to understand the basic concept of Employee Relations. I in like manner browsed the net to find more detailed information on specific topics. I practically saw the HR department at GPI work and Later, I formed a questionnaire on unhomogeneous practices to understand the functioning of HR department at other companies. A sample of these companies was chosen on the basis of their scale of operations, reputation and quick accessibility. 1. HUMAN RESOURCES MANAGEMENTHuman Resource Management is an integral part of counselling. It helps the precaution in taking a strategic view of a very important resource i. e. Human Resource. It helps counsel in identifying key skill sets, knowledge, values required in the employee and the rewards that are needed to be assumption up to the employees so that the agreement goals are fulfilled. Also like other management functions, it has to ensure that these resources are available at an optimal cost. It has to look into various training and knowledge activities to ensure this. This is a key area for Human Resource Management as it come outs their contribution in terms of money.The money here would be the opportunity cost incurred due to appointing of new employees instead of developing current employees for the task in hand. Functions From recruiting to orienting new employees, from writing trouble descriptions to trailing vacation and sick leave, and from instituting and monitoring policies to monitoring benefits, in that location has been a need for an HR generalist to assist senior management in both establishing a structure to holding round off costs of administration. HRM is a function that helps carriages recruit, select, train, and develop employees for an organization. 1. Human Resource Planning is understood as the act of forecasting an organizations future de mand for, and supply of, the right type of deal in the right number. 2. business Analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific barter. The immediate products of this analysis are job descriptions and job specification. 3. Recruitment is the process of finding and attracting capable appli bottomts for avocation. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. 4. Selection is the process of differentiating amongst applicants in order to identify (and hire) those with greater likelihood of success in a job. 5. Placement is understood as the allocation of mint to jobs. It is the assignment or re-assignment of an employee to a new or different job. 6. preparedness and development It is an attempt to improve current or future employee cognitive process by increasing an employees abilit y to fare through learning, usually by changing the employees attitude or increasing his or her skills and knowledge. The need for training and development is determined by employees performance deficiency, computed as follows teach and development need = Standard performance Actual performance 7. Remuneration is the compensation an employee receives in return for his or her contribution to the organization. 8. Motivation is a process that starts with a psychological or physiological deficiency or need that activates behavior or a drive that is aimed at a goal or an incentive. 9.Participative management Workers participation may broadly be taken to cover all terms of association of workers and their representatives with the decision making process, ranging from exchange of information, consultations, decisions and negotiations to more institutionalised forms such as the presence of workers members on management or supervisory boards or even management by workers themselves as p racticed in Yugoslavia. ((ILO) 10. communication may be understood as the process of exchanging information, and understanding among people. 11. Safety and health Safety means freedom from the occurrence or risk of deformity or loss. In order to ensure the continuing good health of their employees, the HRM cerebratees on the need for healthy workers and health services. 12.Welfare as defined by ILO at its Asian Regional Conference, defined labour upbeat as a term which is understood to include such services, facilities, and amenities as may be established in or in the vicinity of undertakings to enable the person employed in them to perform their work in healthy, congenial environs and to fork up them with amenities conducive to good health and high morale. 13. Transfer rents a change in the job (accompanied by a change in the place of the job) of an employee without a change in the responsibilities or remuneration. 14. Separations Lay-offs, resignations and dismissals separa te employees from the employers. 15.Employee Relations is concerned with the systems, rules and procedures used by unions and employers to determine the reward for effort and other conditions of employment, to hold dear the interests of the employed and their employers, and to regulate the ways in which employers treat their employees. 16. Disputes and their settlement Industrial bitternesss mean any dispute or difference in the midst of employers and employers, or between employers and workmen, or between workmen and workmen, which is connected with the employment or non-employment or terms of employment or with the conditions of labour of any person. 2. EMPLOYEE RELATIONS 2. 1 Introduction batch in organizations interact with each other during work, formally and officially as well as socially and informally.During the course of interaction, alliances develop, which are invisible connecting links, coloured by emotions of love, hate, repulsion, respect, fear, anxiety and so on . These are usually mutual but not necessarily reciprocal. If A hates B, it does not follow that B hates A. It is possible that B loves A and even sympathizes with his thoughts. Relationships imply tintings for each other. They may be positive (friendly, wanting to be close) or negative (unfriendly, wanting to be distant). Relationships always exist between interacting persons. in that location is no neutral point. Indifference is not neutral. Indifference tends to be negative. Relationships influence behaviours at work.Expectations of each other, perceptions of the intentions of either, distributions of assignments, readiness to conform or to rebel, en thusiasm to contribute, and so on , are to some extent outcomes of these relationships. Attitudes and motivations influence, and are influenced by, the nature of these relationships. Employees are among an organizations most important audiences with the potential to be its most effective ambassadors. Employee Relations are practi ces or initiatives for ensuring that Employees are happy and are productive. Employee Relations offers assistance in a variety of ways including employee recognition, policy development and interpretation, and all types of problem solving and dispute resolution.Once there was a time when Employee Relations meant labor relations everywhere about the world. Negotiate. Orchestrate. Dictate. HR professionals helped negotiate collective bargaining agreements. The provisions of that bewilder defined the relationship between management, unions, and workers. To daytime, Employee Relations is a much broader concept. It involves maintaining a work environment that satisfies the need of individual employees and management. Improving employee morale, building company culture, transfer expectations 2. 2 Overview An effective employee relation involves creating and cultivating a motivated and productive workforce.People are generally motivated from within, but what can you do to help foster the type of environment where employees thrive, enabling your company to outperform the competition Employee Relations starts with determining the type of workplace the company wants. It starts by considering what the company wants its employees to say about operatives for the company. In a competitive grocery, it is important to that employees dont feel that they might be treated more fairly elsewhere. After all retention is one of the major functions of HRM. By considering what the company wants employees to say about working for it gives shape to the companys culture.The company culture conveys organizations core values to its employees, customers, vendors, and community. In addition to the workplace climate, the company in any lesson considers the types of processes or systems it wants to employ within the workplace to support the company culture and enhance the working relationship that exists between the company and its workforce. Such systems could include communications , policies, training, and development. Also, an essential step in building effective Employee Relations is to evaluate the human, financial and other resources available that reinforce the values and guiding principles the company wants echoed throughout the organization.For deterrent example, what type of supervisors and managers does it believe can bring out the best in people and projects? The company should also sour certain from the start that employees are not in counter productive work environments where work is more arduous than it needs to be. Is the workplace compliant with employment law? A major source of frustration for employees is the feeling that they were treated unfairly. Good liability management tools are necessary to ensure that the company avoids superfluous confrontations, time wasters and costly legal battles Traditionally Employee Relations programs were centered around labor union relations. Today, Employee Relations does not necessarily involve unions.H owever, it does involve cultivating the leaders style and workplace practices that help make union organizing activities a less attr combat-ready option for employees. Establishing workplace and management principles set the stage for fostering a successful work climate and establishing your companys culture. Effective Employee Relations is about establishing processes that address and nurture that culture. Employees in such organisations develop attitudes very different from those in another(prenominal) organisation that does not make any such distinction and is more secular in its policies. These different attitudes will be reflected in their behaviours outside the organisation and will either strengthen or weaken the social fabric.An organisation in which authority is highly aboriginalised and does not allow its people adequate discretion, will develop among its people tendencies for dependency and inability to take responsibility. These tendencies are handicaps in their roles as parents or citizens. The extent of concern shown for the effect of working conditions on employees health has an impact on the society, not merely in terms of general health and costs on medical exam care, but also in terms of the miscellany of activities that the members of the society participate in. When an organisation is sensitive to its impact on society, and responds to the societys concerns, it is said to be socially responsive.On the contrary, if it is concerned only with its own purposes and ignores the impact that it has on society, it is said to be socially not responsive Relationships also contribute to stress and conflicts at work, which in turn, mend musical note of work life of individuals as well as the feeling of organizational outputs, measured in terms of customer satisfaction, competitive advantage, innovation, and so on. 3. EMPLOYEE RELATIONS IN BRIEF According to me, Employee Relations can be classified in 3 types, with HRM intervening. First is the do wnward communication flowing from employer to the employees Second is up flowing from employees to employer and Third is horizontal communication amongst the employees. 1. Downward communication (employer to employees) 3. 1. 1. Training and Induction either new employee needs a company orientation, but most supervisors forget that employees also need to be orientated to the companys VISION in addition to learning their coworkers names, company policies, and what not to eat in the cafeteria. The companys vision record tells the employee where the company is going, what their role will be, and how success and achievement will be measured. Achieving great performance in the company is a journey, not a destination. For any cable to succeed one mustiness first recognize that the people are the greatest asset, and service is your most valuable product. Continuous improvement by training and developing employees is critical for occupation survival. Recent U. S. orkforce demographics p rovided by the Bureau of Labor Statistics make a compelling case for businesses of all sizes to begin preparedness for ongoing training of employees. Experts project that 60% of new jobs in the early 21st century will require skills possessed by only 20% of todays workforce. Technology is raising the skill level requirements for the best and fastest growing jobs, but schools and adult learning programs are not belongings pace. The likely result is that demand for highly skilled workers will outstrip the supply of qualified workers in the coming years. These statistics would seem to move training and employee development to the list of services in high demand. 2. Benefits Benefits often have a higher impact on employee recruitment and retention than compensation.Employees who know their needs are met are also more likely to contribute to a positive morale. Besides the customary border like For Workers Attendance bonus, Over Time Allowance which is double the Basic, crime syndica te Rent Allowance, Education Allowance, Conveyance Allowance which is fixed as per 6 scales of the workers, and Leave Travel Allowance amongst others. For Staff (Basic)TA/DA, Attendance Bonus, work Incentive, Over Time Allowance which is equal to one and half times, House Rent Allowance, Education, Leave Travel Allowance, and yearly Bonus amongst others. ( Sodexho Meal Vouchers, medical reimbursement ) Companies also provide Monetary Benefits, ( Insurance) and Medical Facilities to the workforce. 3. SafetyHealth and gumshoe risks may arise from physically dangerous work, such as work with hazardous machinery or relate to less immediately visible factors such as exposure to pollution. Accidents and ill health may ruin or seriously impair the lives of employees and their dependents. An employer must encompass necessary safety measures for the trust from the employee. 4. Career Development and job opportunities Career Paths are constructed in order to determine the optimum movement and enjoyment of people in the organisation. in that locationfore, due care should be given to various elements of the position including job analysis and the competency requirements at each stage. 5. Stress management and Recreation facilities Working Hours and Holidays need to reflect an adequate balance of the quality of work life of all employees.It is recognized that for certain categories of employees business related work may transcend the routine office timings whilst for other categories business may be purely confined to the work hours and timings. The quotation all work and no play can make jack a dull boy is apt for the company to understand the importance of recreation facilities. 6. Collective problem solving It is the duty of the HR to find ways of resolving issues between employees on one hand and employees and Management on the other. As long as there are human beings at the work place there would always be need for arbitration amongst them. It is at this time th at HR should use the word of mouth vine channel to its advantage and call officers to a round table for reconciliation and if it is between workers and Management should ways of brokering peace.Although the trade unions are expected to only can with matters concerning workers, it can be argued that everything that happens within a company, including product development and business strategies, affect workers one way or other and trade unions have stepwise sought to extend their areas of concerns. The managements attempts to contest such expansions on the ground of management prerogative have by and large not succeeded. These activities involve a number of skills crucial to human resource managers. HR specialists are also involved in issues which are considerably legislated and touch on substructure life and health as well as more familiar workplace topics such as discipline and conflict. 7. Involvement and EngagementParticipation of employees has been a subject of discussion sin ce the 1930s when Elton Mayos experiments led to the development of the human relations school. Participation can be and has been provided in the structure of the organisations. Participative management involves associating employees at every level in the decision making process. Participation may be at the board level, collective bargaining, job enlargement, job enrichment, jot schemes, quality circles, and empowered teams. Participative management is also called Employee involvement. The Industrial Disputes Act provided for participation in the management of the shop floor.Representatives of the workers would be appointed to various committees to decide upon matters change the worker at the shop floor. The rationale behind the concept of involving workers in bodies that decide on matters concerning them is that the principle of democracy The lesson is that the advantages from the practice of participation cannot be derived from creating separate structures alone. The nature of the processes within the structures, are important. At the basic level, calling for suggestions is participation. In terms of Hertzbergs motivation-hygiene theory, participation in decision making is a decently motivator, because in that process, there is recognition and achievement, a sense of being wanted, of being important.Employees may also reduce turnover and absences when they begin to feel that working conditions are satisfactory and that they are becoming more successful in their jobs. They identify themselves with the work and this leads to an improved performance. 3. 1. 8Rewards and Recognition The purpose of an employee recognition and reward program is to deliver the employers appreciation for a job well through. Employee recognition and rewards can take many forms, from a simple thank you note to cash to an excessive awards ceremony, just to name a few. Generally, recognition and rewards can be distinguished in two categories. At all these companies, recognition is distinguished as a pat on the back or a word of praise, growth prospects and competent supervision amongst others.Alternative monetary rewards include incentives, bonuses, and commissions. In addition, employees put a great value on benefits such as life insurance, disability insurance, health and/or retirement benefits, and perks. Top performing companies have begun documenting best practices which show a direct relationship between employee morale and productivity, profitability, turnover and retention, thus measuring the value of human resources. 1. Upward relation (employee to employer) 1. Feedback It is the job of the supervisor to force the employee into understanding which of their ideas for change will be helpful in meeting the companys goals.A good supervisor also guides each of their employees differently because similar to Pokemon, each employee offers unique talents and will evolve into different forms of advanced employees 2. PERFORMANCE APPRAISAL Most managers say the y want to pay for performance, but few sit down and conduct a performance review with an employee. Raises, Career paths, training plans, and departmental productivity are impacted by an employees performance. In addition, a well-designed, efficaciously implemented appraisal system can provide solid documentation of performance accomplishments or problems that the supervisor can use to justify or asseverate a wide range of personnel actions or decisions. 3. Horizontal Relation (amongst Employees) 1. Annual events and magazinesAnnual events are a way of getting to know the employee on a personal level. It is also a team building exercise and is common in all companies Inhouse magazines too are common. They tell the employee about the company and employee participation is encouraged by articles. 3. 3. 2 Welfare activities The objective of providing welfare facilities is to ensure that employee attention is not diverted from work to maintenance activities. It also aims to provide a ca ring environment that enhances the satisfaction of the employee with working conditions 4 ADVANTAGES OF MAINTAINING GOOD EMPLOYEE RELATIONS. The Gallup presidency published research proved that a more engaged employee is also a more productive employee.The research also proved, that a more engaged employee is also a more profitable employee, a more customer-focused employee, a safer employee, and an employee who is more likely to withstand temptations to jump ship and in turn it is also true that the longer employees stay with an organization, the less engaged they become. Following are the advantages of maintaining good relations with the employees. 1. Reduced Absenteeism One reason, outside of illness, that employees are absent is stress, and the number one reason employees are stressed has to do with their relationship with their manager/supervisor. Management styles that are too authoritarian tend to promote high levels of absenteeism among employees also increase turnover, job burnout, and employee health problems such as backaches and headaches.Employees may also reduce turnover and absences when they begin to feel that working conditions are satisfactory and that they are becoming more successful in their jobs Absenteeism rate at GPI is around 13-14 % on an average but a little high during summer holidays. ( Does it include approved leaves?.. why elaborate/justify.. ) Absenteeism at TAJ is under control as per the norms. The absenteeism rate at PARLE is 8 % and increases by 3 % reaching to 11 % during the summer holidays. In addition, these programs help reduce turnover thereby reducing your training, recruiting, and administrative human resource expenses. 2. Improved Morale & Motivation. The secret of creating a motivating employee review lies in the relationship between accuracy and money( not a oppose expression xpectations of the employee & the C) The right combination provides with a highly motivated employee. Maintaining good Employee Relations bring abouts an environment of trust and increases morale. This improves the motivation of the employee. A motivated employee is contagious and is salutary for the growth of the company 3. Harmony in the organisation Increase in the level of job satisfaction has a direct relation with the smooth workflow. there will be lesser arguments and more discussions. Employees will be ready to share information and help each other out. A good relation with the employee also inculcates discipline. therefrom harmony is maintained. 4. Lesser attrition reduced cost on training, less cost of retentionA reduced attrition rate will reduce the cost of training and induction. No new employees will need to start afresh. The company can save on getting to know new employees. GPI spends around Rs. 5 Lakhs( isnt it less?.. ) on training every year with the attrition rate being less than 2 %. For TAJ, There is a bloodbath in Mumbai today, with seven hotels cheek-by-jowl near the airport. Retention of talent is the chief challenge. Staff is routinely poached by not just manufacturing competitors but also banks, call centers and others. On the upside, they are the biggest and the most profitable chain and apparently enjoy an attrition rate which is lowest in the industry. They are most in the news, too.They must be doing something right( What are they doing?.. ) At PARLE, it seems the employees are not interested in leaving at all. The attrition rate is a minimal at 2-3% for staff, and between 1-2% for its workers. ( Please re-check the figures It cant be Last one year it should be around 15%.. which Parle location is this?.. ) 5. deplume good talent Attracting the most qualified employees and matching them to the jobs for which they are best suited is important for the success of any organization. A good company with good Employee Relations will be talked about. There is a brand image created in the mind of the employees which attracts them to the company like a drop of honey. standardized for example there are companies like TATA, HLL, Birlas, or Infosys where people would be glad to work. TAJ wants to create an image where, if 10 employees are interviewed and 1 gets selected, then the rest should feel sorry, not for being unemployed (selected) but for losing getting an wonderful opportunity to work for an interview with for TAJ Knowledge about satisfying work places with comfortable working conditions and friendly work culture and transparency in the organisation are always passed through the grapevine and thus attract employees. Later its the job of the recruitment cell to hire employees as per the requirements. 6. Responsible for increase in productivity.As the saying goes, a happy worker is a productive worker. Thus a satisfied worker will take lesser breaks, spend lesser time in the canteen gossiping and more time working for the company. There will be Greater commitment which means quality output. There will be loyalty and less wastage of company r esources. The employee will examine for opportunities for intensifying the business and look out for new chances of expanding the company. They identify themselves with the work and this leads to an improved performance. Finally, the act of participation in itself establishes soften communication, as people reciprocally discuss work problems. 7. Open to organizational / hierarchical changes (flexibility)The workers self-esteem, job satisfaction, and cooperative with the management is improved. The results often are reduced conflict and stress, more commitment to goals, and better acceptance of a change. 8. Shared learning and Continuous improvement. A satisfied employee will look for ways of uninterrupted improvement. They will participate in programs such as kaizen and try for the better of the company. Employees in a good employee relation management will share their new learnings and wisdom with his colleagues. 5. enjoyment and scope of Human resources The key process that de fines the HR strategy is ensuring an effective and efficient organisation through appropriate people-job-organisation fitEach and every HR plans thus focuses on Productivity Performance Satisfaction, to further the business objectives of the organisation through the optimal utilization of the human resources. 6. GODFREY PHILLIPS INDIA LTD. (ANDHERI) Vision To be the best quality cigarette manufacturing in the country, producing at optimum cost with total employee involvement and maintaining clean and safe environment inside and outside the factory premises. foot GPI, the second largest player in the Indian cigarette industry with an annual turnover of over US$ 265 million is a joint venture between Modi conclave and global cigarette major Phillip Morris.Some of the leading brands in GPIs portfolio are Jaisalmer, Cavenders, Four Square, Red & White and Originals. The company has a value mart share of 11. 4% and a volume share of 12. 4% in the cigarette industry in 2004-2005. Go dfrey Phillips has the strong backing of over 15,000 shareholders in the Country. The manufacturing of cigarettes is done in the Andheri factory in Mumbai and in Guldhar (Ghaziabad) called the ITC factory (International Tobacco Company). These constitute the manufacturing operations of the CIGARETTE DIVISION in the company. Core values Core value are those values, which are enduring tenets of the organisation and are timeless guiding principles.Core values help the organisation to achieve its vision. Core values are those values, which are not compromised, even though they become a competitive disadvantage under certain web sites. The Andheri Factory, has articulated the following Core Values. Provide environs For Development Urge to change for Improvement Focus on Quality. The Andheri Management Team with its commitment to achieve excellence in Quality shall ensure conformation to this policy and economic competitiveness in the implementation. Nothing represents the true spir it of Godfrey Phillips more aptly than the many initiatives it has taken to be a socially liable corporate citizen.The commitment has always been to enrich and energize the community within which it operates. Red and White Bravery Awards Started in 1990-91, the purpose of these awards is to in in time in people the culture of selfless action. The awards bring into limelight extraordinary, yet little known acts of bravery and social acts of courage by the common man. Farmer Program Godfrey Phillips helped create awareness amongst the farming community about the benefits of adopting approved agricultural practices. It imparts training and knowledge to farmers in tobacco producing areas AIDS Prevention Program GPIs participates in AIDS Prevention Programme, rehabilitation of the Gujarat Earthquake victims and Blood donation camps.However, since charity starts at home, they insist upon and ensure safe environmental practices within our factories and offices Realizing the importance of human factor in producing good quantity and quality, GPI signed an agreement with Japan Tobacco Company (an acknowledged world leader in the management of people and machines) for the improvement of its Andheri factory. The Andheri plant went 100% filter manufacturing in 1991. The modernization of the primary line at a cost of RS. 11 Crores was done in 1990-91. Organization structure GPI believes in a flexible, business-oriented organisation structure. It follows a flat organisation structure with decentralized management.There are around 5 levels in the organisation structure making it a decently flat structure comprising of 407 employees comprising of 69 staff members, 289 workers and 47 managers. ( Hey give an organization structure as an annexure) The organizational business is built around a structure that comprises various jobs carried out by individual in the organisation Role and scope of HR at GPI agency To facilitate the processes which create an environment where each member of GPI family is able to contribute their best. Aim To be amongst top 10 employers in India. All HR processes are linked to Core Competency Model which was launched for GPI, 2003. Assessment Centers are launched for promoting staff into management cadre. HRIS (Human Resource Information System) launched to empower employees of Godfrey Phillips. Six-Sigma project is undertaken to create a square-shouldered performance management system. Annual training calendar is introduced which is based on the GPI competency model. Internal Recruitment is encouraged to fill vacant positions. Each management staff is entitled to training and development intervention of at least 8 days. 360-degree feedback is initiated. Variable income plan was launched in 2004 to attract the organization to raise their performance bar. GPI believes in Total Employee Involvement.This is done through small group activity including all employees in teams, whereby identified problems are resolved and p resented to management. The HR department is the central point which initiates, monitors and follows up on the processes. It coordinates the task force activities of the factory. There are at present 11 task forces in the factory There is a micro site that has been created called ELIVE to generate the awareness among the employees about the concept and its benefits. Each manager should therefore evolve his or her people strategy aligned to the business strategy of the organisation DOWNWARD RELATION TRAINING AND INDUCTION An employee at GPI is placed on the job after induction.The basic induction training is a seven-day program additional training is imparted as required. Technical personnel are given induction training in various technical departments for one month before being placed on their actual jobs. GPI at its HO follows a mentoring program for the employees. It will be implemented at the Andheri factory from July 2005. Training for the same will be conducted by the HO. Ment oring at GPI was launched on the 5th September, 2004 which is celebrated as the International Mentoring Day world wide. GPI believes that the best investment that it can make towards its people is in increasing their knowledge, skills etc.This can be done by periodically identifying the training needs, imparting training and measuring the effectiveness of the training programs thereby assessing how effective the training programs are and their contribution to the bottom line of the business. GPI places a great emphasis on training Training and Development systems focus on aspects such as continuous learning, on-the-job learning, easy access to training programs, self-managed programs. Training is controlled and monitored through a budget of around Rs. 5 Lakhs A Training Directory is created by each unit. The Directory identifies both training needs as well as training delivery in respect of all employees. The training programs include both job related technical training as well as b ehavioral training. Training needs of employees are distinct once in a year. The factory manager identifies training needs of HODs.In line with the Training Activities in the Factory, Quality System Procedures of personnel department department are documented, scope of which includes Training Need Identification, Training Plan, Training Calendar, Training Evaluation and Training Records. GPI provides the following BENEFITS Canteen Facility The Company has a subsidized canteen for its employees, which provides food at highly subsidized rates in all shifts. The employees working in the night shift get refreshments. bothday in the morning, the food is tasted by the responsible person from the Personnel Department and accordingly the taste is approved or is changed if necessary. Every week, the menu is approved by the Personnel Department. Lunch is made available at 50 paisa, refreshments for 20 paisa and tea for 10 p Uniform The Company provides free uniforms to certain categor ies of employees once in every year around the month of Feb-March. The washing of the uniforms is taken care by the company itself once a week. Winter and monsoon wear is also provided to selected employees. lodgment facility is provided to the security guards and workers at key position. They are highly subsidized accommodation at a pay of Rs. 7. 50 per month. Holiday Home scheme Each individual management staff is entitled to a stay up to one week at any of the properties available during the course of a calendar year Marriage Gift Scheme The Company provides a gift to all its managers on the occasion of the wedding of the employees as well as their children.On all such occasions the employees shall have the option to purchase a gift of their choice at a value not olympian an amount of Rs. 5000/- per wedding Monetary benefits GPI employees can avail Retirement Services/benefits GPI has a credit society which provides the following benefits. It was established in 1953 and membership is circulate to all employees working in the various establishments of GPI. It is registered under the Societies Registration Act. Its meetings are held once a month. It offers 2 savings schemes to its members Cumulative Deposit Scheme periodical Contributory Deposit Scheme. A member can also avail of loan schemes immediately on acquiring membership in the credit society. presently term loans for a period of 1 year, monthly installments, which are deducted from the members salary Long term loans for a period of 5 years and is recovered through 60 monthly installments deducted from the salary. MEDICAL FACILITY. In GPI, there are two panels of doctors. The company has 50 trained first-aiders which are required if any slash takes place. Every department has a first aid kit which is replenished and audited every month. The Personnel Department includes a Nurse and an Ambulance room who maintains a medical kit as well. The company carries out medical examination of all the employees once in every three years. SAFETYGPI believes that companies are responsible for ensuring the health and safety of the employees. Every employee follows operating procedures and practices are designed to protect people and equipment from risk of injury or damage to property. GPI has a Safety Department which aims To create at all levels in the organisation a Safety Consciousness and to develop and maintain safety at work place. HR department has to see to it that an acceptable safety standard is kept in the workplace-safety gears are provided, Fire extinguishers are placed at the right places, multiple entrances and exits are provided and possible fire/safety drills are conducted once in a while.The safety squad conducts a safety drill in the first week of March on safety day and once in two months. GPI also pursues ERP which is pass along by the emergency squad. The EMERGENCY RESPONSE PLAN is responsible to deal with various types of emergencies that could occur at the facility with the response organization structure being deployed in the shortest time possible during an emergency. Thus when an emergency occurs, the initial indication is by raising the alarm system by the person who first notices a problem. The respective conductors is immediately notified who then assesses the severity of the condition, classifies it appropriately and directs the response actions of the facility personnel to mitigate the condition.Upon analyzing the emergency situation, if situation is beyond his control he informs the Security Main Gate who activates the ERP. GPI also has a Medical Attendant (Nurse) who during an emergency is to provide first-aid to victims of the accident, and to ensure their prompt transfer to a manipulation installation such as a hospital, when required the Medical Function is responsible for the establishment of a first-aid station for the immediate treatment of possible victims, which shall be appropriately equipped with medical su pplies, oxygen, resuscitators, and other supplies and the emergency response personnel are familiar with first aid administration There hasnt been a case of sexual harassment or drug abuse.GPI is short of a policy against it, but any individual found sheepish will not be allowed on the premises and will be dismissed if it continues. CAREER DEVELOPMENT OPPORTUNITIES The emphasis at GPI will be to focus on career paths rather than on career per se. GPI focuses on generic career paths as well as specific career paths for identified individual. There are 8 basic Job Bands. All grades are structured around these levels. Jobs are placed in appropriate bands, corresponding to the responsibility levels. Job bands are used for specific HR action such as promotions, career development etc. GPI recognizes that in a dynamic, fast-changing environment jobs will also be flexibleJob Rotation Programs (JRP) can not only reduce turnover but they also increase learning, and provide added bench stren gth. At GPI, the technicians are rotated in the whole department. This helps the technicians become Almighty operators. Knowing a variety of jobs improves the workers self-image, provides personal growth and makes the worker more valuable to the organization. It also helps them become a trainer and fill the vacant places if some employee turns out absent. Job rotation is a way to overcome boredom and monotony. Periodic job changing can also improve interdepartmental co-operation, employees become more understanding of each others problems.Job enrichment too is used at GPI. It seeks to improve both task efficiency and human satisfaction by building into peoples jobs, quite specifically, greater scope for personal achievement and recognition, more challenging and responsible work, and more opportunity for individual advancement and growth. Operators become Technicians who then become supervisors who in turn become managers RECREATION AND STRESS The employees at GPI work for 8 hours w ith a lunch break for half an hour. The leaves allotted are different for workers and different for staff. For Workers Workers receive Annual leave of 21 days, Casual leave of 14 days & Sick leave of 21 days. FOR STAFFThe staff members are entitled to get Annual leave of 30 days, Casual leave of 14 days & Sick leave of 20 days. GPI proudly holds interdepartmental cricket matches annually. Steps are taken by each department to send their best players and employee participation is encouraged to the fullest Various stress management programs are held by external faculty for the welfare of the employees COLLECTIVE BARGAINING The trade union at GPI is KAMGAR UTKARSH SABHA is registered under commissioner of labor and recognized under All India Trade Union Congress. Employee Relations as an activity extends through negotiation and bargaining, discipline and employee involvement. When GPI is concerned, there hasnt been a strike ever.All are part of this union for the past 15 years. The pro cedure for unfairness solving at GPI is followed as per hierarchy, the employee goes to the department head and the grievance is presented. If the department head is not in the condition to solve the grievance, the personnel department is informed. If the employee is calm not satisfied, the grievance is then forwarded to the FM. INVOLVEMENT AND enfolding GPI follows the technique of Quality Circle, originating from Japan and introduced in many establishments in India. In this, employees voluntarily become members of quality circles, which study various situations and problems at the work place, suggest and implement solutions.There is thus much involvement of the worker, in what happens at his work place. The participation is not of representatives. All of them could get involved. GPI follows a Suggestions scheme called Kaizen Teian. Employee can give suggestion in the field of Operation, Safety, Quality, Workplace Environment, Waste Elimination ,5 S, Energy sparing ,Cost Saving . There are department committees consisting of Dept Head, Dept Level Managers and Supervisors, who motivate employees and evaluate the suggestions and reward the employees. The factory committee meets once in a fortnight. It is involved in cooking and implementing for increasing the participation and number of suggestions of the employees.It also reviews the reward at regular intervals. GPI (as per rules of KT) has star, super star and pole star. Star is felicitated with a silver medal of round Rs. 225. Super star is awarded with 30 Gms of silver medal of approximately Rs. 450. The pole star who must have 3 implemented Kaizens per month for 6 continuous months is awarded with Sodexho coupons worth Rs. 350. At GPI, mostly the department heads go at the employees workplace and congratulate them and gift them their reward. Best suggestion of the month and kaizenee of the month are recognised by displaying their photo at the canteen and at main gate entrance. And also gets a free lun ch with family in a restaurant.The company has a tradition of felicitating those employees who have completed 20 years of service with the company by offering them a gift and a certificate. UPWARD colloquy FEEDBACK GPI has started taking an EMPLOYEE SATISFACTION SURVEY annually from the last two years. It is conducted, monitored and evaluated by the HR department. PERFORMANCE APPRAISAL At GPI, managers have an online Performance Appraisal. For the staff, an informal procedure is followed, the employees are monitored regularly by their immediate boss and regular feedback is given to the employees as and when required. This forms the basis for identification of training needs with respect to HODs and management staff. ( what kind of system of PA is followed?.. ) HORIZONTAL RELATION ANNUAL EVENTS GPI holds the following Picnics GPI has a four squares club which carries out picnics and other excursions for the staff to nearby places like Khopoli and Virar. Dassehra Puja The workers organize Dassehra Puja every year with the aid of contributions collected from the employees of the company. Every department celebrates this auspicious day by carrying out pujas in their respective departments. The company distributes sweets to all the employees. House Magazine GPI publishes a quarterly house magazine known as SAMVAD highlighting the various events at GPI. It was started in the year 1986. This helps to encourage people for active participation in writing pros, poems, drawings.The magazine also gives information about the Kaizens given by the employees and the Kaizenee. The promotional activities, suggestions regarding Safety, Pollution Control are also included in the house magazine. The achievements of the employees and their family members are published in the magazine WELFARE ACTIVITIES GPI gives the welfare facilities as mentioned in THE FACTORIES ACT, 1948. Various incentives, cash benefits, rewards for good performance etc. are offered at GPI as a part of the commitment towards the well being of employees. In addition to these, the company has initiated several other programmes to achieve the goal of employee welfare.The Godfrey Phillips Employees Welfare Society It was constituted and registered under the Mumbai Trusts Act, 1950 in 1971. The membership of the society is open to the employees of GPI. A few of the programmes organized by the society are listed under Annual Prize Distribution This programme is organized every year. The employees children who excel in academics are awarded so as to encourage them to perform better. In addition to the prizes, each awarded also gets a Textbook Gift Coupon. Note Book Distribution Every year, before the beginning of the academic session the employees of GPI are given notebooks at concessional rates. Each employee can purchase a maximum of 4 dozen-note books from the welfare society. S. S. C. VyakhyanamalaAn expert hired by the society gives the children of employees appearing for the S. S. C. exhaustive steering in all the aspects of these exams. If the number is inadequate, the society sends them to counseling agencies at its own expense. Career Counseling Children of employees in the 9th and 10th standards and Jr. College are given charge as to which career they should choose based on the results of a 5 hour test administered to them by the Maharashtra Vyavsaya Margdarshan Kendra. The society has several other activities in the bank line such as a talk on the Union Budget, a rangoli competition, establishment of Adarsh Kamgar Puraskar, a pulse polio vaccination scheme etc. 7. INTRODUCTION TO PARLEVISION With the unfolding of the InfoTech age, and the emergence of a borderless world, we have a quest to become the most admired group to all our stakeholders, alike customers, employees, contract manufacturers, wholesalers, C&F agents, suppliers and society. Our customer being the king we will try to exceed their expectations by pursuing world class standards in our people, products, process & performance load-bearing(a) innovation & nurturing intellectual capital. We will follow ethical & fair business practices maintaining respect for all the fellow human beings. INTRODUCTION Mr. Mohanlal Dalal came to Mumbai in the 1880s from pardi village.He did some work here and there to earn his living. Soon PARLE biscuits were formed in a 60 ft long and 40 ft wide tin shed with an initial investment of 1,50,000 with the help of 12 men. In the year 1929 the market was dominated by famous international brands that were imported freely. scorn the odds and unequal competition, this company called PARLE Products, survived and succeeded, by adhering to high quality and improvising from time to time. Over the years, PARLE has grown to become a multi-million US Dollar company. Many of the PARLE products biscuits or confectionaries, are market leaders in their category and have won acclaim at the Monde Selection, since 1971.Today, PARLE enjoys a 40% shar e of the total biscuit market and a 15% share of the total confectionary market, in India. ORGANISATION STRUCTURE PARLE on the other hand has an organisation structure of 7-8 levels. Starting with the Factory Manager and then the Deputy Manager, but it is more on paper than for operational purpose. It has a total of 742 workers, 30 staff members and 150 managers and officers. Role and scope of HR at PARLE The HR mission at PARLE is to develop the employee behaviour, identify their training needs and help them grow in the future. They dont have a HR Department per se, but the personnel department handles the functions of the HR. Their Personnel department handles 742 workers, 30 staff members and 150 managers and officers.Though no special steps are taken to increase employee involvement at PARLE, they have had no disputes and work goes on smoothly because of the team spirit in the e employees. The Personnel department handles all the activities amongst the employees and believes tha t no disputes and smooth flow of work is a live testimony of credibility to HR department. DOWNWARD COMMUNICATION TRAINING AND INDUCTION At PARLE, the nature of recruitment is purely internal. Thus training needs may be more as compared to hiring trained individuals. Here, the department Heads identify the training needs as and when required. These training needs are then sent to the Personnel department. The Personnel department checks its external brochures and the training is conductedThere is internal training for the workers for KAIZEN, 5S, and other Japanese systems which are recently implemented by the company. External training is not given for workers unless critical or really required. The staff and the managers are given external training for behaviour and management. There is follow-up done after the training with the help of feedback forms. These feedbacks are submitted to the Personnel department who looks after them and implements the changes if possible. There is rel igious feedback taken after training and the form is evaluated by the Personnel department. PARLE doesnt have an induction program for its workers in place. Workers are recruited and put on job, whereas the managers and staff have to go through a 15 day induction program.The employees learn about the functioning of each department. PARLE has the following BENEFITS Apart from the regular allowances, PARLE provides product Incentive and festival allowance. Canteen facility It too has subsidized food for all its employees. Lunch is for Rs. 2 and tea and refreshments are served at 20p. The canteen is run by contractors. Housing facility PARLE doesnt provide housing facilities to its employees but a few important ones like the technicians and engineers stay on the compound of the factory. Uniforms Like in GPI, the workers wear uniforms, some also receive monsoon wear and winter wear. The uniforms are washed on a weekly basis on contract.PARLE also gives various MONETARY BENEFITS. It has an ECS (employee credit society) which offers loans short term and long term loans like GPI. MEDICAL BENEFITS There are 2 in-house doctors who conduct free medical check ups on half yearly basis at PARLE. There is a well equipped ambulance room with 3 full time nurses. Employees at PARLE also receive reimbursement of medical expenses. Compensation is also given on death of the employee SAFTEY PARLE endeavors to adequately train all employees, suitably equip them and instruct them to perform their duties in a safe and effective way. PARLE trains all its employees against safety and first aid and Fire fighting.Apart from this there is a Guard for all the machines who prevents the accident from occurring. PARLE is a non tobacco zone. Thus there is no smoking allowed in the premises or the working area. They are also strict about inebriant or drugs. Though there is no policy, but an employee is not allowed to enter the gates if he is drunk or is caught with drugs. There has nev er been a case of sexual harassment either. PARLE also conducts safety day competitions on safety week during March. Colourful posters and illustrations of the harms of not wearing a helmet and other such warnings are pinned on the entire lobby and the passage area all over PARLE.CAREER DEVELOPMENT PARLE doesnt follow Job rotation, thus an employee does gains specialization. PARLE believes Moving from one job to another also gets irritating because the normal routine of an employee is disturbed and also time is wasted in adjusting to the new job. PARLE too believes that enriched job will have more responsibility and autonomy (vertical enrichment), more variety of tasks (horizontal enrichment), and more growth opportunities. Thus after receiving considerable knowledge at packing, a worker is soon promoted to charge-hand. RECREATION AND STRESS Employees at PARLE receive an annual leave of 16 days, sick leave of 10 days and CL of 7 days.The management decides the paid holidays after di scussion with the Union and the list of holidays is posted on the notice board. In all, there are 14 paid holidays. Although there have been talks about health clubs and gyms. Employees at PARLE receive an annual leave of 16 days, sick leave of 10 days and CL of 7 days. And refreshment breaks of 15 minutes at PARLE. They are sanctified with a play ground. They have regular tournaments of volley ball, cricket and tennis. Employees also have the facility to play carromen, table tennis in their rest rooms. There is an annual sports day held by the ECS where employees are encouraged to participate. COLLECTIVE BARGAINING The trade union at GPI & PARLE is the same KAMGAR UTKARSHA SABHA.There has been a strike at PARLE due to conflict of interest which lasted for 40 days, in the year 2000. The procedure for grievance solving at PARLE goes as per hierarchy too, first the employee goes to the department head and the grievance is presented. If the department head is not in the condition to so lve the grievance, the personnel department is informed. If the employee is still not satisfied, the grievance is then forwarded to the FM. The grievance is further sent for conciliation. ( If you canstudy the documents of negotiations between the two & analyse how the final draft was arrived at ) INVOLVEMEMNT AND ENGAGEMENT PARLE has a suggestion box which comes under the plant services manager.These suggestions are received on a weekly basis. PARLE like GPI follows the technique of Quality Circle, originating from Japan and introduced in many establishments in India. In this, employees voluntarily become members of quality circles, which study various situations and problems at the work place, suggest and implement solutions. There is thus much involvement of the worker, in what happens at his work place. PARLE has also implemented KAIZEN recently. Here, employees are expected to submit at least 6 suggestions per month. If the suggestion is seminal and implemented, the employee e arns 2 points. These 2 points entitle him to a gift. There is a considerable rise in the self-esteem.This helps in terms of interpersonal relationships which directly affect Employee Relations. Finally, the act of participation in itself establishes better communication, as people mutually discuss work problems. Rewards at PARLE are as per KAIZEN. No other rewards or gifts are given to the workers for making suggestions. There is a Best worker of the month who is called as the PARLE G anmol. His picture is displayed on the notice board and he receives a small gift too. The bottom line is to increase employee productivity which contributes to making a company more profitable. UPWARD RELATION FEEDBACK PARLE doesnt follow job satisfaction survey or any other kind of feedback for its workers or staff PERFORMANCE APPRAISALPARLE doesnt hold any performance appraisals for its workers, though the management and staff follows a 90 degree performance appraisals system. HORIZONTAL RELATION AN NUAL EVENTS PARLE holds the following functions for the employees PARLE does not hold picnics for its employees. PARLE has a Sports day place by the ECS annually. It has activities like football and volley ball and cricket

Chinese Lion Dance

Chinese king of beasts dance The social lion dance is a traditional dance fareed in the Chinese culture. The make outers mimic the moves of the lion internal a costume that looks in a way like a lion. Many people who ar not very familiar with the Lion trip the light fantastic often gets it conf employ with the Dragon spring, since both are performed, for the most part, for the same occasions. It is simple to tell the two dances apart. The Lion Dance is performed most of the time with all two people. The Dragon Dance is performed with many people.In the Dragon Dance multiple people are inside the dragon costume holding up poles, whereas in the Lion Dance, there is someone holding the head of the lion and an another(prenominal) person in the back of the lion costume acting as a rear of the lion. Lions were not originally from China. They came there through what was called the Silk Road. The rulers in what is today known as Iran and Afghanistan sent the lions over to the Chin ese emperors as a adorn in exchange to get the right to trade with the Silk Road merchants. This form of Lion Dance dates all the way back to the Han Dynasty, which was from 205 B.C. E. to 220 C. E. in China. The peak of the Lion Dance was during the Tang Dynasty, which was from 716 to 907 C. E. It was mainly danced during religious festivals to celebrate. The dance eventually became so famous that it was exported to Japan as a formal court entertainment. The Lion Dance soon made its way to Korea and Taiwan. The Lion Dance is not exactly the same in all the countries, but the meaning and symbol of the dance are similar. There are many different stories of how the Lion Dance got its origins. One famous story is called The Emperors Dream. This story states how the emperor of the Tang Dynasty had a dream about how a strange creature came to his rescue. When he described his dream to some advisors, they told him that the creature he described resembled that of a lion, a creature from the Western Hemisphere. The emperor then created the lion dance to honor the creature which saved his life inside of his dream. Another story of how the Lion Dance got its origins is called The bill of the Nian. Legends say that there was a fierce monster by the name of Nian that liked to kidnap children.He attacked villages every year until one year, a lion thwarted the Nian and chased it away. The monster promised that it will be back to seek revenge. This time the villagers did not have a lion to protect themselves. As a result, they understand the problem by creating a costume like that of a lion and two villagers wore the costume to scare Nian away. This is the reason the lion dance is performed every Chinese New Year, so that Nian would not come back. The legend also says that loud noises from the drum, other instruments, and firecrackers helped scare the Nian away.The color red is worn during the New Years celebration because it was also believed that the Nian, was afraid of the color red. The word Nian, thought the yearly ceremony, has become the Chinese word for year. There are two different styles of the Chinese Lion Dance, the Southern Style and the Northern Style. The older and traditional form of Chinese Lion Dance is the Southern Style. The Chinese Southern Lion Dance originated from Guangdong, a providence of China. The costumes of Lion Dance vary widely, but the lion head designs shows much differences.The traditional Fo Shan Lion, has bristles instead of fur and weighs more than the modern costumes. The tails are extremely long and are perpendicular to the head for three fourths of the tails length. The eyes also move left and right. On the back of the costume, there are gold foiled rims and traditional characters saying the groups name. Older Liu Bei lions also have black in the tail, duration the new ones do not. The Gwan Gung has a red and black tail with uncontaminating trim. The Huang Joon has a full yellow tail with white trim. Th e Zhang Fei has a black and white tail with white trim and a white underside.The Zhao Zi Long lion is a green lion with a green tail with black trim and also a white underside. All the traditional style Fo Shan have pop-up teeth, tongue, swivelling eyes, and a gold gilded area on the back for the schools name and also the underside of the tail is white. The designs of the tail are also squarer and contain a diamond pattern going down the back it is also common to see and prove bells attached to the tail. Although most lion dance costumes comes with a set of matching shorts, some practitioners use black Kung-Fu pants to look more traditional. The Wong people perform the lion dance using this type of lion.The newer styles of lions for Fo Shan replace all the bristles with fur and the tails are shorter than the traditional ones. They eyes are fixed in place, and the tongue and teeth do not pop up. The tail is curvier in design. The tail does not have a diamond pattern, and lacks bel ls. In addition, the dancers wear flashier pants which lack the ease of movement allowed when wearing Kung-Fu pants. The Chinese Northern Style of Chinese Lion Dance is performed usually with two lions. The lions of the North have ungroomed orange and yellow hair. The way to tell these lions apart by gender is to see the bow on the head.The fe manlikes don a green bow while the male lions wear a red bow. Acrobatics are very common with the Northern Style, with stunts like lifts or balancing on a heavyweight ball. Northern lions sometimes appear as a family, with two large adult lions and a pair of small young lions. Different colors on the costumes of the lions represent the different elements of life. The yellow represents earth, black represents water, green represents wood, red represents fire, and white represents metallic element. The nose of the lions is usually a green color. Green symbolizes good luck, prosperity, and the influence of heaven. addicted to the forehead of t he lion is a mirror. The mirror is give tongue to to scare away evil spirits by reflecting their own image against them, and also the ability to motivity between heaven and earth. The costumes of the lions used for Chinese Lion Dance can only be custom made in specialty craft shops in rural parts of China and have to be imported at considerable expense for foreign countries outside Asia. For groups in Western countries, such as the United States, is made possible through funds raised through subscriptions and pledges made by members of local cultural and business societies.Special hand-made costumes with different add-ons can direct up to 2000 dollars on some websites. Some countries, like Malaysia for example, has a really big Chinese population. As a result, local expertise may be available in making the lion costumes and musical instruments without having to get them imported from China. The head of the lion contains a symbol of many different animals itself. The horn is molde d like a bird for the phoenix, symbol for life and regeneration, also associated with representing the female element.The ears and the tail are shaped like a mystical creature, the Chinese unicorn, representing lore and good luck. The spine represents the snake, charm and wealth. The back hump of the head represents the tortoise which is the symbol for living a long life. The forehead and the beard are from the dragon, strength, leadership and the male element. The music associated to the Lion Dance is with instruments used live, right next to the performers. The music of drums, cymbals, and gongs are heard and the dance is synchronized with the beat of the song.There are also firecrackers, which is used to add on to the sounds as well. During Chinese New Year, different groups from different Chinese martial art schools visit the house and businesses of the Chinese community to perform what is called cai ching. The word cai ching translates to plucking the greens. What this is, i s when a lion goes on a quest or journey to pluck the green, normally veggies, like lettuce which in Chinese called cai and fruits like oranges tied(p) to a Red Envelope containing currency either hang highly or just put on a table in lie of the premises.The lion will dance to approach the cai and red envelope in a manner of that of a curious cat. It will then get the vegetable and red envelope. After, the cat will eat the vegetable (rip it up and throw it back out), and keep the red envelope containing money for their group. The lion dance is said to bring good luck and fortune to the businesses. Not only is the dance only done during Chinese New Year, but also in other religious festivals, business openings, birthday celebrations, and wedding celebrations.In the old days, the lettuce was hung 15 to 20 feet above ground and only a well-trained martial artist could reach the money while dancing with a heavy lion head. These events became challenging so a very large sum of money was rewarded, and the audience expected a good show. Sometimes, if lions from multiple martial arts schools approached the lettuce at the same time, the lions are supposed to fight to decide a winner. The lions had to fight with lion moves instead of hugger-mugger street fighting styles. The audience would judge the quality of the martial art schools according to how the lions fought.Since the schools reputation was at stake, the fights were usually fierce but civilized. The winner lion would then use creative methods and martial art skills to reach the high-hanging reward. Some lions may dance on bamboo stilts and some may step on humans pyramids formed by students of the school to reach the cai ching. The performers and the schools would gain praise and respect on top of the large money reward when they did well. During the 1950s to 1960s, areas with many Chinese communities, such as Chinatown, had people who resembled that of a gangster who joined these Chinese Lion Dance grou ps.There were lots of fights between these Lion Dance groups and kung fu schools. This worried many parents, which caused the parents to avoid letting their children join these schools. During festivals and performances, when Lion Dance groups met up, there would be fights between the groups. Some lifts and acrobatic tricks are designed for the lion to fight and brawl over other rival lions. Performers even hid daggers in their shoes and clothes, which could be used to injure other lion dancers legs.Some even attached a metal horn on their lions forehead, which could be used to slash other lion heads. The violence got so extreme that at one guide on that the Hong Kong government had to put a stop to lion dance completely. Now Lion Dance groups must attain a permit from the government in order to perform the Lion Dance. Although there is still a certain degree of competitiveness, the groups are a lot less violent and aggressive than they were in the 1950s to 1960s. In modern day, t he Chinese Lion Dance is seen as a sport and is more of something to do during free time.

Nutrition and Body Essay

All macromolecules are essential to the clay. One has to have the right amount of alone of the macromolecules in indian lodge to be healthy. It is believed that high protein diets with carbohydrate restriction causes weight loss. However as a result of high protein diet, one damages his/her kidney which is responsible for filtering proteins from blood. In the article, Janine says, If you swallow up too much proteins and not enough carbs you can ruin your kidneys forever. I agree with Janine, one has to have enough carbohydrates. Carbohydrates are important in the physical structure as they provide strength for short term storage. However if one does not have enough carbohydrates in his/her diet, it affects the brain. Glucose from carbs is the fuel that brain uses to produce energy that moves and motivates one therefore one has to have glucose in the body. Mitchell has this misunderstanding about carbs and fat. Mitchell thinks that if one cuts down on carbs, he/she is actually t raining the body to cut back fat instead.Fats and carbohydrates are two different things. If one is gaining weight, thats because of calories. The amount of calories one takes causes obesity. Obesity is linked with poor body image. A positive body image is maintained by eating foods that contain fewer calories in it. A persons weight is affected by genetic inheritance, eatable and physical activity. Perceived body size is affected by media, puberty, and peer groups. All these factors affect body weight and perceived body size. Metabolism refers to all chemical processes that go on continuously inside the body. The amount of kilojoules your body burns at any given time is affected by your metabolism. thyroidal gland located below the larynx produces thyroid hormone which controls metabolism, growth, body temperature, muscle strength and appetite. Homeostasis is the process used by the body to maintain a stable internal environment.Hormonal regulation of metabolism such as when blo od sugar levels rise in the body, insulin is secreted by the pancreas to covert glucose into glycogen, and when sugar levels in blood fall, glucagon is secreted by the pancreas to convert glycogen into glucose. If people have high blood sugar, they get diabetes. If people have low blood sugars, they get headaches, hunger, blench skin etc. Maintaining a normal blood sugar level is very important in the body. In the article, Mitchell says, I get pretty thirsty(p) and I was getting headaches.I think its because of having low blood sugar level. Mitchell has highinsulin and less glucagon hormone in the body. The advice I would give to Mitchell is to incumbrance dieting and eat healthy foods that contain fewer calories. Mitchell needs to have physical exercises, healthy foods and self-concept.

No Advertising Essay

What do I wear in bed? Chanel N5, of course. Marilyn Monroe menti whizd in her interview in 19521. When referring to fragrance, it is hard not to mention Chanel N5, imputable to its unequalledness, longevity and popularity, it is associated by new(prenominal)s with women, noteworthy and not famous, who surrender worn it in different eras over its decades. Chanel N5 is the first fragrance launched by coco palm Chanel in 19202, it is not only one of the worlds top selling perfumes3 but also represent a world of fantasy and saying of the desire and pleasure of the date period.?Prior to the introduction of snip, newspaper is the of import communication source of information and advertising in the society4. At that time period, it is one of the most effective manner for advertisings to enter the ho workout of consumer since the limitation of technological development of radio and television have not yet been discovered. Different from newspaper, clipping does not aim to target everyone, it often has very specific group of target group, presenting information and argonas of interest that its target group would enjoy.In the early time of magazine, there was a great emphasize in targeting selected class of the society, which be seen from extremely informative full page of texts. After a credit of increasing number of middle class and immigrants, magazine shifted its target from the elite to middle class5, which lead to the necessity of the use of imagery to communicate. Editors of magazine has shift from elite man with a background of mostly literature to middle class man with a background relating to merchandise.Magazine realized that the profits are not made through subscriptions, but through companies market their products by buying spaces in the issue6. Advertisement in magazines has become one of the most prominent method of marketing or in another word, methods of creating desire. Chanel has unendingly been featured their advertisement in leading female fashion related magazine such as Vogue, Harpers Bazaar and Elle.This essay will explore the comparison of Chanel N5 fragrance magazine advertisement from a different time period of 49 years in relationship to the cultural shift and the impact of advertisement from self satisfaction to wind upual attraction which represents through determine hold in gender, stereotypes, lifestyle, desire and fantasy. The two advertisements that will be used to analyze are the magazine ads of the famous Chanel N5 perfume. Chanel becomes the woman you are print ad in 1959 (Fig1) starring Suzy Parker, one of the most recognizable faces of the 1950s as a supermodel and actress.Suzy Parker was the signature face for Coco Chanel as she has always been associated with elegance and becharm7. The dominant part of the advertisement presents a black and white dreamy photograph of Suzy Parker in a good-looking even out g give with the complete hair and make up, glancing slightly away from the viewe rs. The ads also features the well known bottle/ product, Chanel N5 as a secondary focus with a tag line Chanel becomes the woman you are with a paragraph expanding on it A perfume is different on different women because every woman has a skin chemistry all her own.Chanel N5 is subtly formd to blend with your own delicate essence- to be a homogeneous Chanel N5, yet deliciously like you alone. Chanel becomes you because it becomes you. . Similarly in one of the contemporary most famous campaign for Chanel N5 in 2004 (Fig2), Nicole Kidman, a talented and beautiful Australian actress who enters the Hollywood famously known for her elegant beauty8 was enlisted to represent the fragrance. The technological development of film, television and recent main information communication and sharing method, the internet, allow advertising to go beyond just a printed page enter to the phrase of spirit level telling.The 2004 Nicole Kidman advertisement has a direct connection to the campaign of a mini-movie/ film which everyone has admission price through diverse sources. referable to the popularity of internet and information sharing, it is not a difficult for viewers who see the ads in the magazine to recall and connect the story in the film to print ads, allowing Chanel to create a full advertising campaign which successfully tell a story of the world famous star, Nicole Kidman, who bilk from the publicity and fall in love with a stranger.The last scene of the film is used in the print ad, pompousnessing Nicole Kidman when she returns back to her world, with a dialogue And thusly she was gone, as she forgotten, i know i will not her kiss, her smile and her perfume9. The film does not mentioned any word about or pose viewers what the perfume it was, the only clue was the necklace N5 The print features in magazine depicts a beautiful photograph of Nicole Kidman in a vague background contrasting with her body- the closing eyes and ambiguous posture turning away fro m or about to facethe viewers in a beautiful modern black evening gown with her simply perfect up-do hair and her N5 necklace which is wear to her back. The ads does not contain any words or explanation, only present N5 with the signature bottle which is constantly shown throughout since the first ads. Perfume is intended to contribute to our understanding of gender as performance rather than expression, and of identity as practice rather than essence10 stated by Angela Partington.Fragrance has always been known as the intension of identity, as the word wear is used to describe the action of using. As can be seen in the 1959 Suzy Parker Chanel N5 Ads, the tagline Chanel becomes the woman you are aimed to create a personal, even intimate connection with the object. It does not promotes how special the product itself is, instead, it makes the individual consumer as an important ingredient. The ads makes consumers feel that it is specific individual you who makes it extra unique and s pecial.This advertisement illustration the shift from the emphasize in character as moral and internal sense to ethics to identity as a self focused behavior11. In contrast, the Ads featured Nicole Kidman presents an identity of a fantasy figure of famous star, a break from reality in which all women desire to have in real life. The opposite sex attraction is used as the message of this ads. It puts the audiences in a fantasy world and convince them to believe that using the produce will create the same outcome for them.This shows the values holds in identity of the society which self satisfied identity is not enough, it is more of the relationships to other people, the internal re notification of you through others eyes. The advertisings of Chanel N5 in the two ads does not only symbolize the values in identity, it is also a great representation of gender and familiarity values hold in the society as well. Both of the Chanel N5 Ad depicts women in a beautiful evening gown which c ertainly is going to attend an important social event.The two ads illustrates the roles of women in the society as a powerful individuals who has social status, not the women in the past who expect to stay home. They are the representation of the equality and balance of gender roles, and what women in the time period are desire to be. As sex roles evolved, with women entering the workforce and pushing for equality, sexual appeals casting the woman as a sex object is no longer a popular and rightful(prenominal) subject to present12. Referring to The Erotic History of Advertising, there is a shift of the theme of turning on men to representing the power- women in control13.It can be seen in the 1959 Chanel N5 Ads, as the ad does not have any reference to any sexual attraction, only focusing herself in control of her own identity and representation. The different approach, however, generating the same effects, is taken in the 2004 Nicole Kidman Ads, it is the representation of the curr ent society, how the society control her as a role of super star and how she uses perfume to make a man remember or be under her control. It seems like there is a great manner in revisiting the theme of sexual attraction in the society.Fragrance is a material, symbolic and visual object, and image/ fantasy articulating not just luxury and glamour, but a range of desires for modify bodies, auto-erotic, sensual and socio-sexual experiences. 14 The discussion of gender and sexuality cannot be complete without the discussion of skin explosion as sexuality. Chanel has always been known to represent elegance, glamour and class15 which is why advertisings by Chanel are almost always associate with women attending an event in a beautiful gown .Chanel becomes the woman you are ads display elegance in a simply conservative way, as seen through her fashionable dress of ruffles, covering Suzy Parkers whole body, left only with the main emphasize of her face- her identity. This demonstrate thei r aim to sell personal identities for self satisfaction which is well supported with the text and tagline. The ads display how the society before may seen the use of sexuality to sell as an unacceptable methods and unfashionable topic to talk about in the society.In contrast, the 2004 Chanel N5 Ads presents sexuality through various motifs such as the skin which shown through the very low cut back dress and the emotion on Nicole Kidmans closing eyes. It is clear instantly that one of the leading marketing trend that would attract peoples enjoyment and attentions would involve more skin as the viewers are no longer limited to women but also to men. However, Chanel have use sexuality in a very elegant way through one proficiency described by the brand researcher William Baue, focusing on fantasy allowed Chanel to harness the power of sexualitywithout crossing the border into distaste16 fantasise has always been associated with fragrance as a method to create desire17 which is the ma in motive of advertisement. In both ads, Chanel has chose to represent the brand itself through an actress- an individual whom move in between the line of reality and dream. In 1959 Ads, even though the focus of the campaign is you as a viewer, however, Chanel chose to represent its viewer as Suzy Parker, the famous actress. The connection of reality and fantasy is quietly made in a way that viewers may not even realize the fantasy they are dreaming of.Even through the text in the ads describe the quality and ingredients which makes the perfume becomes you as a person, it also touches on the fantasy aspect in term of the values of gender, power, identity and status described above. In obvious way, the ads featured Nicole Kidman shows and put viewers into a fantasy world in reality. Due to the technological development, the film became dominant part of the campaign allowing viewers to explore, take a break from reality and leave them with a desire- desire to become like Nicole Kidma n and putting the message in their face that Chanel N5 will allow you to be like that.The unchanged method of using fantasy as desirable motifs to sell fragrance18 have proved that the women from then and now have and will always been interested and attracts to the word could, what she could be, what she could do and where she could go- the stage of dreaming. The development of engine room allowed the 2004 Nicole Kidman campaign to successfully tell a fantasy story which almost force viewers to create their imagery fancy lifestyle picture in her head, which then lead to the desire to own the object advertised.In conclusion, the different time period advertisement of Chanel N5 perfume in magazine advertisement demonstrate the shifting values from identity as self satisfaction toward the impressions of others. Advertisement of the two ads has became the reflection of the societys value in gender, lifestyle, sexuality and desire. Moreover, fragrance will always be sold with a desirabl e motif through fantasy, it only varied in the term of the presentation method and techniques, mostly through the language of photography and language, that would attracts and communicate the people of the time.