Book Review Of Lincoln On Leadership Essays - Abraham Lincoln

Book Review Of Lincoln On Leadership Lincoln on Leadership is one of the most powerful books on leadership that I have read. The most interesting part to me was that Lincoln was a true leader as President and not just an individual who sat back and let others do all the necessary work while he made the pubic appearances. In my studies of history, I have never analyzed any president as a real leader, probably because before this class I assumed that they all were leaders. Now I know they are not. Every point that is made in the book to support Lincoln as a real leader is something that either we discussed in class or something that is covered in our text. The best part about this book, though, was its readability. Once you got past the introduction, it was hard to put it down. It is unfortunate that the simple things that Lincoln did which made him so great are too much for some mangers today. For example, creating relationships with your employees. The first part of Lincoln on Leadership deals with the people, the employees. In Lincoln's case, the employees were the troops who were preparing for and engaging in civil war battles. The title of the first chapter is, ?Get Out of the Office and Circulate Among the Troops.? Without even reading one word after the title, I immediately thought of the class discussion on Tom Peters and his concept of ?managing by walking around.? In class we talked about how real leaders will get to know their employees and create open, trusting relationships with them. If there is trust between a leader and the employees, the employees will feel very comfortable in everyday situations as well as situations of crisis. The importance of just knowing about the individuals who work for you is so great, yet many people in today's work force give little attention to the personal side of work. Early on in chapter one, Tom Peters was mentioned and the MBWA (managing by wandering around) was explained in great detail as it applied to Lincoln. For example, Phillips says, ? For Lincoln, casual contact with his subordinates was as important as formal gatherings, if not more so, and today's leaders should take note of this style. He preferred whenever possible, to interact with people when they were in a more relaxed, less pressure-packed environment? (16). This enabled Lincoln to accomplish many things, especially obtaining knowledge first hand. The importance of obtaining information first hand is very important for a leader. We saw the example in class with the telephone chain game. By the time the fourth person heard the story, it was so distorted that it didn't make ant sense at all. This holds true for any information that a leader may obtain. The best method is to get all the information you can from the source in order to eliminate discrepancies. Lincoln did this and was able to do so by being around his people. Lincoln made himself very available and visible to the troops. ?Lincoln made it a point to personally inspect every state regiment of volunteers that passed through Washington, D.C., on their way to the front; and early in the war, they all passed through Washington? (Phillips 19). It is very rare these days, at least in my experiences, to see the CEO of a major company walking around getting to know the people who are working way down at the bottom of the ladder. In class, you called them worker ants, what we will most likely begin as when we graduate. However, worker ants are very important. They are necessary for the company because they are producing the goods or services that the company needs to survive, and therefore they benefit the CEO. It seems to make sense then that the CEO would want to acknowledge these people, but they don't. Lincoln, however, did see the advantage. ?This type of personal contact helped Lincoln show the troops that the government appreciated their efforts? (Phillips 19). It really isn't so hard, because in the long run the entire organization will benefit from personal contact between leaders and workers. Part I also talked about building

buy custom The Cooperative Food Businesses Group essay

buy custom The Cooperative Food Businesses Group essay Introduction The Cooperative Food Businesses Group is a consumer owned company that presently dominates the convenience food market segment of the food retail industry in UK. As the economic conditions in the country seize to improve, the company is faced with immense challenges. The report analyses these challenges together with the companys ability to utilize its internal capabilities to counter them and move towards a profitable future. The tools such as PESTEL Analysis, Porters Five Forces Analysis, SWOT Analysis and Competitor Profile Matrix are made of use of in the strategic analysis. External Environment PESTEL Analysis Political The government has increased the Value Added Tax to VAT 20 per cent that has increased retail prices of food products tremendously. This has pushed away consumers from heavy spending in food shopping. The Increase in fuel costs by the government has forced producers to charge more for their products that cost more to produce now (BBC 2007). The economic turmoil in UK has produced a drastic fall in the consumers disposable incomes. The wage has increased by only 5 per cent. The Customers have become more price sensitive as a result and have shifted towards cheaper food brands and cheaper food retailers (Clark et al 1994). Customers have also shifted to less expensive restaurants. Retailers are trying to steal the restaurant spend by offering Dine in for two deals. The convenience segment of food retailing is comparatively flaring well. The sales value of the convenience market segment is expected to grow by 2 per cent per annum in the next 4 years. The market is expected to grow in size as the population continues to grow to 67 million by 2020. This will produce an increase in single occupancy rate, and thus, increases spend her head. On the other hand the trend of aging population which is reliant on a smaller number of employed workers will move the customers further towards price sensitivity. However, cultural diversity in UK is increasing which has allowed retailers to enter into specialist segments, such as ethnic food. The Internet has become a powerful selling channel in the West. It is predicted that by 2011 online retail sales in Europe will have reached Euro263bn, with British shoppers accounting for more than a third of all revenue (Myers 2004). The Internet accounts for 8 per cent of the amount spent in advertising globally. This percentage is growing rapidly. Around 70 per cent of the households have PCs and internet which has given rise to online shopping (Graiser Scott 2004). At present 4 per cent of the food sales are made online. Customers still choose to physically see products before they purchase. However, the trend towards online shopping for grocery is expected to increase, forcing the retailers to equip their supply chain to meet the changes in the industry. Where at present, consumers are concerned with price sensitivity, in future, their concerns for wealth, sustainability of food and well being will grow and retailers will have to address these. Waste management presents another dilemma for companies as well as criticism in adding to CO2 pollution. Environmental protection, child labour and consumer protection laws are the main legal forces acting on retailers. As consumers get more aware of their rights and litigious, the risk of being sued increases. Owing to the intense rivalry in the industry, and a large number of players continuously engaged in battling with each other for higher customer and market share, the industry has been the attention of competition commission which closely monitors their competitive strategies. Competition in the retailing sector is extremely fierce. The problem is exacerbated by the fact that companies are trying to diversify into non-core fields thus creating additional competition. In the mainstream food retailing segment that constitutes super markets and hypermarkets, there are four major retailers in the industry that have fortified market positions. These are Tesco, Sainsbursy, Asda and Morrisons. These retailers account for nearly 65 to 70 per cent of the total food sales in UK. Tesco is leading the market with 27 per cent market share, where the rest have 14 per cent, 15 per cent and 10 per cent respectively. The Cooperative Food Business is the fifth largest food retailer behind the big four. The level of rivalry is intense which has been further increased as companies have faced financial challenges during the economic slump. The four giant retailers battle for market share and customer share. They attract consumers through price comparisons and value offers. Cooperative Food Businesses dominate the convenience segment of the market. The four retailers upon sensed the market potential have recently entered in the convenience segment, where their positions are relatively weak at present. Marks and Spencer and Tesco have 13 and 11 per cent market shares in the convenience segment which are largely behind Co-op Groups 27 per cent market share. The bargaining power of the suppliers is low. The main suppliers of retailers are food manufacturer such as Nestle, Kraft, Unilever, Kellogg, Danone, Proctor and Gamble and General Mills. These food manufactures have to compete against each other to occupy shelf spaces of the four giant retailers. This has given retailers high negotiating power with the suppliers. There is a big threat of substitute food products, having numerous food suppliers in the industry. There is also a big room for innovations in the food product category. Economic Social Technological Environmental Legal Porters Five Forces Industry Rivalry Bargaining Power of Suppliers Bargaining Power of Customers The bargaining power of customers is high. The concentration of buyers is high and they therefore can dictate their rules/tastes. Customers are less brand loyal, there are plenty of alternatives and switching costs are low. All of these factors place the bargaining power in the hands of the consumers. The slow recovery in the economic conditions in UK still continues to affect retail sales as consumers choose to buy less and buy cheaper in order to make ends meet (Graiser Scott 2004). Similarly, as peoples incomes become more uncertain, they will shop around more (Flavin et al 2002). Threat of Substitute Products Threat of New Entrants Threat of new entrants is low. This is because it takes enormous capital investments to set up a successful chain of stores. The market is mature and an entrant would need to offer something radically new, which is rather difficult to do in food retailing. All major retailers have strong established brand nams and so enjoy customer loyalty, which becomes increasingly important in homogenous markets (Flavin et al 2002). The incumbents are firmly holding their market shares and would utilise all means to counter any new entrants, including litigation (Graiser Scott 2004). Importantly, absence of experience and knowledge of operating in these markets - especially for foreign companies - would be a barrier to any new entrants (Doyle 2002). Competition Analysis The Competitive Profile Matrix (CPM) identifies a firms major competitors and its particular strengths and weaknesses in relation to a sample firms decisions. Following is the competitive profile matrix of Cooperative Food Business Group compared with Marks and Spencer and Tesco (Dess et al 2004). Table 1: Competitive Profile Matrix of Cooperative Food Business Group Critical Success Factors Weight Marks and Spencer Cooperative Food Business Group Tesco Rating Score Rating Score Rating Score Advertising 0.20 3 0.6 4 0.8 4 0.8 Product Quality 0.10 4 0.4 4 0.4 4 0.4 Price Competitiveness 0.10 2 0.3 3 0.3 3 0.3 Management 0.10 3 0.3 4 0.4 3 0.3 Financial Position 0.15 3 0.45 4 0.6 2 0.3 Customer Loyalty 0.10 3 0.3 3 0.3 2 0.2 Market Expansion 0.2 3 0.6 4 0.8 3 0.6 Market Share 0.05 3 0.15 4 0.6 2 0.1 Total 1.00 3.1 3.6 2.2 The competition matrix clearly identifies the areas which give the company the competitive advantage. Each of these areas is linked with the three aspects of the business identified earlier: finance, human resources and production. Strategic Capabilities Resources The Cooperative Food Business Group is registered under the Industrial and Provident Societies Acts of 1965 and 2003. Its resources are entirely different from those of the competitors. Its human resource comprises of 110,000 employees. It operates close to 5000 retail outlets that allow it to serve 17 million customers per week across UK. 3000 new stores will be opened by 2013 which has created new job offers for potential competent employees. Value System The value system of the organisation is closely tied with social values and social benefit. This is due to the fact that the Group is owned by consumer members. The values that provide the foundation of the management and business philosophy of the Cooperative Food Business Group are: self help, self responsibility, democracy, equality, equity and solidarity. Core Competencies The core competencies of the Group stem from its financial position, its business model, strategy of partnerships and acquisitions and its workforce (Johnson Scholes 2003). Business Model Its business strategy and business model are closely tied with social responsibility and social values that provide it a completive edge in the market and allow it to run a business that is socially appreciated and well accepted across the UK by the consumers. The business model allows consumers to attain the power. Consumers having power to influence prices, management and marketing of retailers is a challenge for competitors, the Group sees this as its biggest strength. The consumers are more driven towards spending more on a retailer that they know will give back to the society and cares for them, rather than the exploiting giants that are now struggling to sustain customer share. Financial Position 13.7 billion profits were obtained in 2010 by the Group which is attributable to the financially sound condition of the company. However, the acquisitions posed a financial burden on the company but because of the annual profitability, it was able to curtail the short term turmoil effectively and continued to expannd. This financial position has allowed the company to invest heavily in stores, hire more employees and enter into new product categories. Cost Leadership Cost leadership is where companies compete on the basis of their production costs and profit gains in returns. Such production cost reduction is received from economics of scale and extensive marketing and operational efficiency. The large supermarket chains which have access to fewer threats from high prices of suppliers are enjoying this cost leadership. The Cooperative Food Business Group follows the competitive strategy of cost leadership. Because of the benefit of this, the group charges comparatively cheaper prices to the convenience food products which attracts and sustain customers. Human Resources People culture prevails in the company. Bureaucratic structure with centralised decision making allows the owners to curtail a complete customer-centred approach in management and performance. Employees are regularly trained in order to be infused with necessary skills to counter competition. The centralised management style allows infusing and practicing the value system effectively and in a controlled fashion. Partnerships and Acquisitions The Cooperative Food Business Group has taken the acquisition strategy to expand in the UKs retail industry. This strategy has produced fruitful results for the company in the form of improved profitability and enhanced its resource capability to enter into new markets and product categories. The expansion in resources through acquisition will allow the Group to move towards an effective and cost efficient value chain which is essential to enter into many new markets and countries, without any fear of losing out due to competition, because the company has to offer several value added services backed with competencies that are not found in other competitors. SWOT Analysis Strengths The Cooperative Food Business Group is the fifth largest food retailer behind the big four. IT dominates the convenience segment of the market. Acquiring Somerfies 778 stores has infused strength in to the groups ability to counter competition and expand its market share and profitability. There is lack of innovation in the services that the Group provides that gives it little differentiation against competitors, and weakens its otherwise fortified market share. The management system is potentially weak to cope with the challenges of integration and acquisitions. The structural integration needs to be improved. Geographic as well as product category expansion are two opportunities available to the Cooperative Food Business Group at present. Using the online selling channel and expanding in the online food retailing is another option. Economic downfall has hurt consumer spending and has reduced the sales of the Group. Its financial turmoil is partly attributable to the incompetency of the company to bear the financial burden of the recent acquisition initiative. The entry of the big four along with Marks and Spencer in the convenience market segment is a threat for the Group. At present the Group holds market dominance but in the near future, as the retailers continue to occupy market space and consume more customer share, the sustainability of the Group in the market can be seriously threatened. The giants have a bigger pool of resources to combat the Group. The Group will have to invest in introducing new innovations in services and expand into new product categories in order to sustain competitive advantage. Weaknesses Opportunities Threats Strategic Options and Evaluation Two strategic options that the Cooperative Food Business Group have are: (1) Expansion into the Financial Service Sector; (2) Entry into the online food selling market. The strategic options are evaluated based on the criteria of consistency, consonance, advantage, and feasibility. Expansion into the Financial Service Sector Following the lead of Tesco and Sainsburys and other big four retailers, who haves set their foot in the financial services sector, the Group is considering taking up the challenge to service this sector as well. Consistency the strategy corresponds to the expansion strategy of the business. It will need to use acquisitions strategy to enter into the financial services sector. Consonance because of the economic turmoil, the retailers that are in the financial services sector have suffered in terms of profitability. This is something that the Group needs to consider. The economic situation is expected to improve and the Group has optimistic performance and profitability forecasts. However, the industry poses a big risk. Advantage Expanding into a new market would allow the Group to further strengthen its market leadership and increase customer share and profitability. Feasibility The Groups existing resources will not be sufficient to back this expansion strategy. Considering its recent financially troubling situation resulting from the integration with Somerfields stores, it is only evident that in terms of resources, this option is less feasible (Arnold 2002). Entry into the Online Food Selling Market The online food selling market is in its introductory stage and is growing. Asda and Tesco are successfully running online food divisions (Doyle 2002), and it is only time that Cooperative Food Group enters the market before it hits maturity and barriers to entry increase. Consistency the strategy corresponds to the expansion strategy of the business. It will allow the company to increase its customer share and market share. Consonance this will be a proactive strategy on part of the Group allowing it to enter the market that is in its introductory stage and holds potential for massive growth in the future. Advantage The entry would allow the company to provide multi-channel buying opportunity to consumers, and thus, enable it to make use of a new competitive advantage. Feasibility The strategy is feasible as the company has use its existing resources to implement it. Recommendation and Conclusion Cooperative Food Business Groups recent acquisition strategy to expand in the industry has allowed it to create an effective and cost efficient value chain and has enabled to enter into many new markets and expand its resources without any fear of losing out due to competition. The company has to offer several value added services backed with competencies that are not found in other competitors. Online food retail industry is a viable strategic option open to the company that it can enter into without challenging its management to cope up with as well as benefit from in terms of increased profitability, market and customer share. The tools used in the strategic analysis, such as, PESTEL Analysis, Porters Five Forces Analysis, SWOT Analysis and Competitor Profile Matrix proved to be quite effective in aligning the challenges, strengths and capabilities that paved way for strategic routes for the future to be developed. 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Matthew McAllister Essay Example | Topics and Well Written Essays - 250 words

Matthew McAllister - Essay Example This discussion asks that What factors have contributed to the change in the role of news? The greatest factor is, perhaps, the purchasing of television networks by movie studios. The movie studios, therefore, use their corporate ties with the television news networks so purchased to exert promotional pressures. Consequently, news lose their prime position as the news networks under entertainment corporations have to air ads during prime-time news. In addition, the television news networks lose control of the content they air as their sponsors dictate what suits their financial interests.According to the paper findings another major factor is to drive profits. In order to attract advertisers, news networks need not just an expanded viewership, but the viewership that interests advertisers. Since news mostly interests the elderly, news networks have adjust their broadcasting so as to rake in the youth as well. This is the rationale behind the reality show craze, as is the case with CB S which has been airing Survivor. It is not uncommon to find such stations holding a discussion on the outcome of the previous episode of the reality show during news time. Generally, news networks have transformed into entertainment and promotional zones.

HOW DOES SOCIAL WORK INTERVENTION ON YOUNG PEOPLE, IN LONDON IS Essay

HOW DOES SOCIAL WORK INTERVENTION ON YOUNG PEOPLE, IN LONDON IS ANALYSED FROM A POSITIVIST PERSPECTIVE - Essay Example On the other hand, social work intervention can be broadly described as the process whereby a social worker provides interventions to individuals, families and groups of people among others with the aim of helping them to be able to bounce back from the numerous problems affecting their lives (Parris 2012, 57). From these interventions, the social workers are able to get a good assessment of what is affecting their clients and thus are able to provide perfect help. The aim of this research proposal is to be able to analyze social work intervention in young adults. Through the set objectives of this research, they will try to establish the functions of social workers in London, the various features incorporated in doing this work, the type of intervention chosen for various people and lastly, the effects accompanied with this analysis. In addition to this, the information that will be generated from the outcome of this research will be used for a number of purposes. The key purpose will be to create awareness to the public on the various issues affecting them and their families and how social work intervention can help them overcome all these challenges affecting them including drug and substance abuse, alcoholism and unemployment among others. From the results, viable and feasible recommendations will be formulated and this will be of significant effect to the society. The research proposal will be carried out in a number of ways that will be most suitable for the selected age group that is between 16 and 25 years old. The methodology to be used in carrying out this research will include the use of both primary and secondary sources of data collection. The primary sources to be exploited include carrying out observations, administering questionnaires and face to face interviews (Kothari 2005, 154). All these will be used since they will be able to provide first hand information

Report to the presentation Essay Example | Topics and Well Written Essays - 1000 words

Report to the presentation - Essay Example From the two aspects, success is assured for your presentation (Tolley & Wood 2011). This paper, therefore, seeks to compare two group’s case studies for their presentations. For case study six presentations, the presentation is about the role of the government while case study seven, talks about Ethics and globalization. The paper seeks to compare case studies’ six and seven. For a well written report presentation, it is essential that the group members do a thorough research on the subject matter. The group members should, therefore, read lots of sources to gather information concerning the subject. The reason for this is because having the ability to present a subject area with confidence affects the audience directly. In turn, this gives the audience an impression that will capture their attention. For instance, for case study six, the topic the role of government is clear and readers can easily tell what the presentation is all about. Similarly, case study seven’s topic is also clear and easily communicates the information to its audience. For this reason, both groups have shown strength in explicitly making the subject matter of their presentations simple for the audience to have an idea of what is to be presented. Both case studies discuss ethical issues and leaves questions on h ow to solve the ethical issues. The aspect of researching for a simple and easily understandable subject is essential in capturing the audience’s attention. For both presentations, the members did a lot of research, and this could only be achieved through teamwork and a high level of cooperation (Tolley & Wood 2011). Teamwork and cooperation are vital components that ensure successful presentations, and this is portrayed in case studies one and seven. Another similarity between the case study six and seven is that they leave the reader with an open mind of making an ethical decision in solving the problem at hand. However, both case studies

Marks and Spencers Recruitment Process

Marks and Spencers Recruitment Process Abstract- Marks Spencer (MS) is UK based one of the biggest retailers in the world, Over 895 store in more than 40 territories around the world are being operated by the Company. Plan A that consists of 100 commitments such as climate change, waste, sustainable raw materials, and fair partnership has been announced by MS to become a world first environmental friendly retailer of the world by 2015. Company believes that it will= Become carbon neutral Send no waste to landfill Extend sustainable sourcing Help improve the lives of people in their supply chain Help customers and employees live a healthier life-style In January 2008, Marks and Spencer share price has fallen down by 18% following publication of their trading statement. Though it was a serious set back for their target to become a first environmental friendly retailer but in February 2010 MS reconfirm that due to moral reason they will continue their project Plan A but it will be fully completed by 2015 instead of 2012. The now iconic brown, reusable, environmental friendly bag was first introduced in 2007 as an early part of this plan. It is hope that this will reduce the use of plastic carrier bags over the next few years. Importance of project planning: Project planning is first and very important phase in project management which determines what the project is based on and what requirement does a project need to complete the project efficiently and timely. But it is understood that MS has failed to get its target that were supposed to be completed by 2012. Though project planning is very important and it has to be made before starting a project but it is mostly to bring some changes during the course of project. So, it is essential to update constantly and regularly. If a project plan has been done on the basis of inadequate resources and information and if any inefficient person plans any project than that project will most likely to fail. A project needs a team to do its entire task and tasks have to be specified on the project plan. Project planner has to provide formula for both to plan and to communicate what needs project has to done. Project manager must be able to provide outline of the project both to plan and to communicate and necessary task of the project. Apart from structure, several unrelated tasks have to be done according to needs. So, it is essential to confirm that project must have work breakdown. Priority of works has been explained below- Work Breakdown Structure Area- MS is a large company. Their project such as Plan A is a large retailer too where the company is investing  £200 million. Therefore the project has to be dealt by an efficient and experienced project manager. Project Leadership- Selection of Project manager is very vital stage to get success for a project. Project manager must be self-discipline. He/she must be able handle any good or bad situation such as coaching, technical difficulties, political pressure. He must have project management experience. He has to set his communicate goals clearly, manage the project team as a group, build relationship through communication and consideration. Staffing Plan- Staffing plan is pre-requisite stage to get success for a project. Determine the level of skills, identify experience requirements are two critical factor for a successful project. Project organization- Project roles and responsibilities documentation such as map Organizational Breakdown Structure (OBS) is one of the key stage for planning a project. Publish and maintain organization chart; address conflicting goals and loyalities; promote team ownership of integrated solutions Project Team Building- Articulate a team building vision, objectives, and strategy; provide goals, supportive resources and tools, and meaningful measures of success; develop team ownership of this process Identify criteria for successful team performance; articulate strategy and plan for achieving team goals; develop metrics and monitor status; invest to improve team dynamics and cohesiveness. Conduct team sessions to improve communications and facilitate issue identification and resolution; build team identity; solicit and address team concerns Recruitment, selection and training of personnel Marks Spencer has been Developing a long-running strategy / Evolving a family-friendly strategy for a large and diverse workforce. MS recruitment, selection training of personnel has been made on the basis some key factors. MS human resource management issues can be analysed in terms of legal, moral and business consideration. With reference to the stated aims of recruitment, this consideration could be said to be: Legal- To complies with anti-discrimination legislation. Moral- To avoids unfair discrimination for moral reasons as well as obedience to the law. Business- To ensures that all efforts are directed towards achieving corporate and not personal goal. Marks and spacer believes in a systematic approach to conduct their recruitment and selection process on the basis of company human resource strategy and equal opportunities goal. Equality of Opportunity for Everyone MS always emphasis on ensuring equality of opportunity for every member of MS team. Promoting a working environment free from discrimination, harasement and victimisation. on the basis of: gender, sexual orientation, marital or civil partnership status, gender reassignment race, colour, nationality, ethnic or national origin, hours of work religious or political beliefs disability age Raise staff awareness by designing and delivering training programmes that support the Equal Opportunities aims. Comply with the law and communicate to our stakeholders the responsibility to protect both individuals and the company. Personal effectiveness: MS personal effectiveness programmes consists of several things such as communication skills, confidence building, conflict management, creativity and innovation, personal presentation, presentation skills, time and pressure management. Organizational change: Efficiency and professional approach of the MS staffs towards their work is making the company success. Dedicated human resources of the major source of competitive advantage. The case with MS is a scenario of rapid organisational transformation, which was based on a vision imposed on the company in a mainly directive fashion, down from the top, by its management and CEO, but which could potentially lead to a widespread change of attitudes and behaviours in the company. This change in the middle of the trading period was a risky action and would bring a big confusion for the staff, putting a high pressure on their performance. Source- www.ivoryresearch.com Power politics- Though marks and spencers believes in equal oppoturnaities and fair trade they are trying to keep political connection. M S recruited their new CEO who is an active and influential conservative leader. It is assumed that Convervative party is most likely to come to the power. Conflict resolution- Usually conflict is the result of poor communication which can be resolved with openness and mutual trust. MS staffs always been trained to increase interpersonal communication skills. Recruiting MS employed around 71,000 people in the UK, 75,000 worldwide. The company has the lowest employee turnover rates in UK retail, at 27% for customer assistants and 12% for management. Around 40% of our people have been with us for over 5 years and 22% for more than ten years. Staff recruitment can become a major proposal task for any project. The project manager may need to utitilize member of his own staff or HR department to handle the many aspects of recruitment. But it can be a good idea to have a processs in place and a perhaps a few checklists to help organizing recruitment efforts. MS has been using different types of techniques to recruit its staff. Some of the techniques are explained below- The scale and scope of the opportunities on offer at Marks Spencer is really higher than others competitors. Trainee management scheme: MS claimed that their trainee management program is one of the pretty unique recruitment systems. Under this program trainee managers enables to reach commercial manager level within two years. On top of that those managers are getting best salary on the high street. Graduate management trainee scheme: Graduate Management Trainee scheme is one of the best in retail industry. This scheme has been recognised by TARGETjobs National Graduate Recruitment Awards 2009 which has been published in The Times. Graduate Events- MS is regularly attending graduate events such as Cambridge career fair, leeds career fair, national graduate recruitment fair Olympia, National Graduate recruitment fair NEC. Apart from that regular scheme MS recruit their staff with a highly professional online recruitment process. Selection Procedure- Retailers like Marks and Spencer have complex recruitment needs and have to deal with high volumes of applications to fill a large number of similar positions. Marks and Spencer manages all applications for store jobs via WCNs Applicant Tracking System. The system is based on complex two way integration with the Marks and Spencer HR system. The system now allows candidates who are successful after applying and completing online tests, to book their own interview within an hour of completing their application. Stores input vacancies and give available assessment times on the Marks and Spencer HR system, this data is then transferred to the WCN system and displayed to candidates online. The functionality was launched in July 2006 and over 42,000 candidates were able to schedule their own interviews for Christmas vacancies that year. It should be mentioned here that MS e-recruitment software, which was innovated by WCN Plc, has been awarded 2007 winners of the Onrec.com Award for Best Technical Innovation in Online Recruitment. That award was their second achievement since introduce their recruitment software. Training of personnel- Marks and Spencers believe that en extra ordinary strategy must be made to get competitive advantages over the competitors. And this led to a need for change. The focus of change was on core areas These include quality, value and service. Customers also expect innovation (bringing in new ideas) and a shop they can trust. Any innovative changes can be brought by the trained and creative staffs. Marks and Spencers trained its staff are at three levels. Trainee managers who have just passed A-level University student who have just passed their degree. Experienced maangers from other areas. Each manager requires a number of skills. These include team working, financial skills or leadership. Marks and Spencer is able to spot skills gaps. It matches current skills against those required for the job. Where these do not match, training can take place. At the end of every six months, an appraisal takes place. This is a discussion between manager and staff. It highlights where staff have improved. It also shows where more training is needed. This helps staff to construct a career path. This process creates a cycle of improvement. Part-3 of the assignment Teamwork, discussion of relevant concepts and theories Teamwork is the joint effort by a group of people to achieve a common goal. MS has been maintaining some kind of performance indicator to measure its achievement. Interpersonal behaviour is more important than interpersonal relationship to do a good teamwork. MS measures their teamwork with applying the principles of performance management to the groups behaviour. The emphasized on group performance rather than individual. They have set their reward system for group basis. Some basic steps involves with group behaviour, these are explained below- Team work- Identifying what teamwork behaviours will lead to better performance. One way to identify target teamwork behaviours is to complete the ITPQ(TM) (Ideal Team Profile Questionnaire(TM)) instrument. This can be completed by the team, peer groups, staff, customers, senior management and others to provide a wide range of views of what would make the team successful. Identifying and manage conflicting expectation of them between, say, management and customers. Ask a wide perspective when setting behavioura goals for themselves, which should prove the quality of those goals. Facilitate a dialogue within the team and with others outside the team on how to mprove performance. Take a wide perspective when setting behavioural goals for themselves, which whould improve the quality of those goals. Current behavior Assessing which teamwork behaviors are currently being used. It is understood current behaviors may be influenced by some key factors, such as: The Organizational structure The performance of team members Current circumstances Feedback from people outside the team. Many other factors One way to identify current behaviours is to complete the MTRi (Management Team Roles-indicator (TM) instrument. This is completed by the individuals within the team, and it indentifies the roles they are currently performing which can be aggregated to show the collective team behaviours. However, MS have built trust and engagement and a shared sense of common purpose over time are reaping the reward in terms of motivated employees willing to go the extra mile, despite the tough environment. Some of the M S staff s have been interviewed to get some information about M S in regards to managing staff. Most of the employees feel a strong sense of family within their teams, but some of them said managers attitude towards their staff is not appropriate. About 9 of 10 male and female colleagues believe their colleagues care about each other. Working together gives them a buzz and almost every staff believes teammates are very fun. Staffs are working at Marks and Spencer as their own business but they believe that company does care very little about that. Though some kind of reward has been given by the company but colleagues believe that reward is not adequate. Everyone believes that dedicated staffs can make difference in the organization with reaching their goals and direction. Marks and spencer always try to bring theory but in real life they are not practicing it properly. Some of the managers are very keen to empower their manager to achieve their target but some of them like to run their store with a dictatorship attitude. Half of the interviewed staff says their managers are not open and honest in regards to work. Very few of them said they are getting appreciation for their good job. Everyone said that senior managers are visiting their premises very often even work on the sales floor. Senior managers attitude showing that they want to connect with the teams, Leadership The term ‘Leadership is easy to explain, In a practical field leadership is a very tough task. Behavioral attitude is first quality for a leader than skills. A good leaders are trusted and respected by his/her followers. Leadership is little bit different from the management. Planning, organization and communication skills are main responsibilities for management. Though leadership relies on management skills too, but more so on qualities such as integrity, honesty, humility, courage, commitment, sincerity, passion, confidence, positivity, wisdom, determination, compassion, sensitivity and a degree of personal charisma. Leadership can be performed with different styles. Some leaders have one style, which is right for certain, situations and wrong for others. Some leaders can adapt and use different leadership styles for given situations. The Greening of Marks and Spencer: An example of creative leadership Stuart Rose, CEO of the MS announced a policy document that will make MS a first green retailer of world by 2015. It commits the retailer to a range of specific actions at an estimated cost of some  £200 million over the next five years. The plan has been welcomed by a range of commentators. Yet, closer inspection suggests it is a shrewd concession to corporate responsibility rather than a radical move that might frighten traditional commercial investors. It can also be seen as an example of creative leadership. In a flurry of personal interviews, Stuart Rose announced a hundred-point, five year plan for MS that aims at re-engineering the companys activities to meet a range of socially responsible goals from carbon neutrality, ethical-trading, sustainable-sourcing, and health-promoting products and projects. He told the BBC that the company has estimated five year-costs of the plan to be in the region of  £200 million pounds. In one interview, Green in his show and tell mode had brought along plastic bottles and a coat (purporting to ) incorporate the plastic from similar bottles after recycling. MS Leadership: Dictatorial leaderships history in MS MS leadership has been dominating by men. Micheal Marks founder of MS had the traits of an entrepreneur. As the leadership was passed on through the family, increased competition within the heirs led to emergence of stronger characters. Micheals son Simon Marks and later Simons brother in law Israel Sieff changed the leadership style towards a stronger dictatorial influence. 1998-99 period was a underperforming duration for MS. About 40% of MS share price has fallen down. As the Zara and Next took market share from the top end of the market while the same time value offering were attached by the supermarkets who were increasingly entering the same market. Rose leadership- In 2004 performance was poor, with customer defecting to competitors. Investors were uneasy and showing sighns of losing confidence. Its leadership team does not encompass the right mix of skills, knowledge and experience to enable the company to regain its long-held position as a market leader. This was the scenario which Stuart Rose stepped into, when he became CEO of UK retail giant, MS, in May 2004. Rose was determined to: Make fundamental changes Change from bureaucratic old fashioned organization into a modern dynamic force. Implement the missing ‘Shared values to complete the transformational leadership model. Roses leadership strategy- Engaging employees at all levels: Before 2004, A major side effect of the loss of confidence in MS was low employee morals. Rose focused on re-building employee pride and commitment. But he was also ruthless in removing some long-term employee perks which had grown to become rights. He introduced more professional, performance based contracts for staff which were desighend to reinforce and reward behaviours whicch support organizational performance. Though Mr. Rose has been running the company with some dictatorial attitude but the results were striking. But above all, the success of these changes are founded on confidence and belief in Rtuart Rose as a leader. MS leadership- In-house practice MS has developed its leadership strategy with some extra ordinary key features to implement it through leadership training, coaching and development. Tanith Dodghe, group HR director of Marks and Spencer mentioned this strategy as ‘this is not just leadership, its MS leadership Motivation Employee Motivation: Giving power to the people Frederick Herzberg Two Factor theory In 1957, Herzberg devised his motivation hygiene theory which stated that two groups of factors affect employee motivation. Herzberg said that certain elements in a job motivate people to do better. He called these elements Satisfiers. They include: Achievement Recognition Responsibility Advancement Personal growth Actual work itself Other elements do not motivate people to work harder. These are referred to as hygiene factors. They are: Pay and conditions Status within the company Job security Benefits Relationships with fellow workers Quality of the companys managers Frederic Taylor- Scientific Management Taylor worked as a factorysuperintendent in a locomotive factory in the USA. From carrying outstudies of how people worked making axles, he concluded that: Employees were successful in getting jobs there because they knew the managers, not because they were good at the job. Employees did not work hard enough for fear of their friends losing their job Employers paid their employees aslittleas they could possibly get away with Employees were given little instruction of how to do their job and it was often done badly. The amount and quality of products produced was very poor. Taylor said that his ideas would improve matters: Money was the only thing that motivated employees to work hard. If the workers were paid per item made, they would want to make more and would work harder. Trained managers should run the company and supervise employees with firm but fair discipline procedures. Employees must be properly trained to do their job Employee should be properly and fairly selected for jobs through tests and interviews. This is to make sure that the right person gets the job. How Marks and Spencers performance management/training and development systems have been influenced by the motivational theories MS use Maslows theory by helping staff set and reach their goals at work, they encourage their staff and praise them when they are doing well and staff also receive rewards for good work. MS use Herzbergs two factor theory by treated their employees well by giving them a good salary, good working conditions and by giving them sick pays and pensions schemes, they also give their staff responsibilities to make them feel like there are important to the company and motivate them. MS use Mcgregors theory by having managers who have trust in the workers and help them improve and do their best and also by giving managers bonuses to motivate them. Marks and Spencers also use Taylors Scientific Management theory by paying its employees in order to work and by having able managers control the staff. Cross cultural Issues in MS- MS diversity MS has a diverse range of employee and they are maintaining a active equal opportunities policy. This not just to cover the recruitment and selection procedures but runs through training and development, apraisal, promostion opportunities and eventually to retirement. We promote an environment free from discrimination, harassment and victimisation and work hard to ensure everyone is offered equality of opportunity to achieve their full potential. All the decisions we make relating to employment practices are objective, free from bias and based solely upon work criteria and individual merit.

Hardys Tess of the dUrbervilles - Talbothay and Tesss Struggle Essa

Tess of the d'Ubervilles - Talbothay and Tess's Struggle   Ã‚  Ã‚   In Tess of the d'Ubervilles, Tess is spiritually homeless. She wanders from place to place, doomed by her guilt to suffer personal ruin. Most of her temporary domiciles are backdrops for unhappiness and uncertainty, but her time at Talbothay's Dairy is ostensibly a period of bliss. What purpose does this segment of the text - which on the surface seems so hopeful - serve? When she begins to work for the dairy and is wooed by Angel Clare, Tess is pulled asunder by two competing forces: nature and society. The happiness and innocent sexual blush she discovers at the Edenic Talbothay solidifies Tess's shift toward natural impulses. These impulses are strong enough to temporarily subdue Tess's crippling shame, and thus establish the text's central moral conflict.    The Talbothay interlude allows Tess to put off making the final plunge into marriage for as long as possible. In a literary limbo, Tess can enjoy her physical awakening without the stain of sin that her previous consummation with Alec had imposed. Were it up to Tess, she would remain in this state of neo-virginity forever, for in it she is anonymous. She is not given the opportunity to live in this state for very long, of course. Angel's ambitions - and these are grand in a conventional sense, despite his misleading antipathy toward social climbing - compel him to make Tess promise to marry him, preparing in her a channel for natural will that allows her to set aside fear of Angel's rejection should he find out about her past. While she at first resists his advances and resigns herself to living without him, she is ultimately vulnerable to desire. We watch nature subsume Tess's i... ... Tess's natural side wins over, but she is then set up for a bitter end because she abdicates herself to Angel's moral indignation, blind to her own natural goodness. This is the tragedy of the text. Because the two sides of the "social chasm that [divide] our heroine's personality" cannot be brought into accord, Tess must lose everything. The Talbothay period shows what a happy community might look like - what her life might have been were it not for the albatross of shame. Talbothay is a shiny foil for the social brutality present in every other phase of Tess's short life. Works Cited and Consulted Beer, Gillian. "Finding a Scale for the Human." Tess of the d'Urbervilles. Ed. Scott Elledge. New York: W. W. Norton & Company, Inc., 1991. Hardy, Thomas. Tess of the d'Urbervilles. Ed. Scott Elledge. New York: W. W. Norton & Company, Inc., 1991.

Character and plot Essay

Discuss the ways in which Arthur Miller uses the characters of Alfieri to highlight cultural differences and to develop the audience’s understanding of theme, character and plot. Arthur Millers ‘A View from The Bridge’ uses a character called Alfieri to introduce characters, the plot and theme of the story. Alfieri is an Italian American meaning he was born in Italy and immigrated to American to work. . He is a man of his 50’s and in this story, not only does he play the role of a character, but also a narrator. He makes us aware of the cultural differences between American and Italian culture through his opinions. He works as a lawyer; from this we can immediately tell he is educated and very wise. The immigration law changed in 1921-1924. This law only allowed people from Britain, Ireland and Scandinavia to migrate to America. This resulted to illegal immigration. ‘A view from the Bridge’ is about the movement of immigrants migrating from Italy to America. They moved because of the ‘American Dream’s which was people from other countries going to America to start a new life and earn a good living full of opportunities. The Italian migration happened mainly between 1820-1920. More than 4 million Italian people moved to America. Brooklyn Bridge and its surrounding areas are used as the setting of the play. The word Gullet is used by Alfieri to describe the place where they live. The word is a metaphor and it creates an atmosphere that is not very pleasant to live in. Alfieri’s first speech introduces the background information of Italians. Italians would hardly ask a lawyer for help because in Italian culture lawyers are not good news, they are considered to be connections to disasters. The honest and trustworthy Italians can be quite revengeful. They solve their own situations by taking matters into their own hands. Although Italians are settling into America their two cultures remain diverse. Repetition of the words Distrust, Law and Justice by Alfieri signifies them and the even suggests that the plot is based on these words. Alfieri understands both Italian and American culture and can conclude in his last speech how he feels about Eddie and what he has done. From the start Alfieri hinted that the ending of the play wasn’t going to be a happy one. He says â€Å"†¦ and sat there as powerless as I, and watched it run its bloody course. † From that, we can sense doom and that is why this play is a Greek tragedy. Eddie, Catherine, Marco use a lot of slang type sentences where as Alfieri uses long, well punctuated and sophisticated sentences. This linguistic technique makes the audience understand what is happened if they do not follow what Catherine, Eddie, Beatrice, Marco and Rodolpho are saying. The use of short, simple sentences spoken by the other characters makes the situation more realistic, makes the audience awake because it is very fast and the characters speak more often. Arthur Miller also uses a lot of exclamation marks so that the sentences are more interesting and so that the actors know when to shout or act exaggerated, this is a very good technique. With the use of exclamation mark the sentence gets energy. There is more attention than if there were long sentences. In the play there are four main characters. Eddie (a protagonist), Catherine, Beatrice and Alfieri. Eddie, a protagonist, meaning that he commits an offence without knowing it; he then learns his fault and usually results in death or suffering. He gains Alfieri’s sympathy towards the end of the play. Eddie loves Catherine not only as a niece but also as a daughter and a friend and Alfieri knows this. Eddie was over protective and loved Catherine too much which proved to be fatal. Alfieri knows that Eddie does not want to any one to take her away from him, but on the other hand, she does not belong to him. He says â€Å"And yet, it is better to settle for half, it must be! † Marco kills Eddie in Act 2. We do not know if he intended to or if it was for self-protection but in a way, this is revenge. When he was talking to Alfieri, he says â€Å"In my country he would be dead by no. He would not live this long. † Alfieri understands how he feels but tells him not to kill. He is in America right now and such a deed can result to a life sentence. He says â€Å"To promise not to kill is not dishonourable. † Italians are not as civilised as Americans but this is one of the cultural differences between the two diverse cultures. Arthur Miller includes many stage directions leaving the director making up more of their own directions. Alfieri plays the part of a character and a narrator making him â€Å"A view from the bridge† because he is looking and dealing with the situation and also telling the story as if it happened yesterday, this helps him to tell the story and give opinions making the audience aware, have a better understanding of the play, the characters and the plot. The moral of this story suggested by Alfieri is â€Å"we should be satisfied with half if not the whole amount. â€Å"

Dorothea Dix essays

Dorothea Dix essays Dorothea Dix played an important role in changing the ways people thought about patients who were mentally-ill and handicapped, originally cast-off as being punished by God, as well as the way facilities handled and treated them. She believed that people of such standing would do better by being treated with love and care rather than be put aside. As a social reformer, philanthropist, teacher, writer, nurse, and humanitarian, Dorothea Dix devoted her life to the welfare of the mentally-ill and handicapped. During the mid-1800s she was a leader in the movements for prison reform and for providing mental-hospital care for the needy. She accomplished many milestones throughout her life, which changed the way patients are cared for, even today. She was a pioneer in her time, taking on challenges that no other women would dare dream of tackling. Dorothea Dix was born in April of 1802 in Maine. She was brought up in a filthy, poverty-ridden household. Her father came from a well-to-do Massachusetts family and was sent to Harvard. While there, he dropped out of school, and married a woman twenty years his senior. Living with two younger brothers, Dix dreamed of being sent off to live with her grandparents in Massachusetts. Her dream came true. After receiving a letter from her grandmother, requesting that she come and live with her, she was sent away at the age of twelve. She lived with her grandmother and grandfather for two years, until her grandmother realized that she wasnt physically and mentally able to handle a girl at such a young age. She then moved to Worcester, Massachusetts to live with her aunt and her cousin. The thought of her brothers still being in her former home environment in Maine hurt her. She tried to think of a way to get at least one of her brothers, the sickly one, to come and be with her. She knew that her extended family was financially able to take in another child, and if she showed respons...

5 TEDx Videos Can Inspire You to Write Your Successful Philosophy Personal Statement

5 TEDx Videos Can Inspire You to Write Your Successful Philosophy Personal Statement 5 TEDx Videos Can Inspire You to Write Your Successful Philosophy Personal Statement Most of us like to indulge in philosophizing with regard to different issues principles of human behavior, social interaction, cultural influences and so on. Someone can decide to take it a step further to get a degree in Philosophy. Want to connect your life with one of the oldest academic discipline in the world? Great! For example, the students from the Lehigh University don’t regret studying Philosophy. There are many benefits from this subject critical thinking skills, opinion expressing skills, effective writing skills. According to the QS World University Rankings by Subject 2018: Philosophy, top universities in America is the University of Pittsburgh and in the UK the University of Oxford. Want to be admitted to them? As a student applying to study Philosophy at university, you should write a clear and accurate personal statement. It can be a representation of your love, interest, and commitment to the subject. Regardless of how well you do during high school years, a poorly constructed personal statement can ruin your chances of being accepted into your the Philosophy course. So, it is important to make time to write a personal statement that would captivate the admissions officers, and make a positive impression about you as a potential student at their school. How to set yourself up for writing a philosophy personal statement? Draw Much of Inspiration from the TEDx Speakers A collection of TED Talks on the topic of philosophy offers you a vast variety of ideas you can use in your personal statement. These talks are given by professional philosophers who have previous experience with writing their own personal statements and who gained years of experience working in the field. Each talk offers a unique insight into various crucial global topics that can be inspirational for you. ‘Your Elusive Creative Genius’ by Elizabeth Gilbert. The author of the bestseller â€Å"Eat, Pray, Love† presents the relationship between humans and the creative mystery a genius. So, the idea is as follows: all of us have a genius inside. Use this video to highlight in your personal statement that you have that inner potential that makes you worthy of joining the faculty of Philosophy . ‘The Surprising Habits of Original Thinkers’ by Adam Grant. An organizational psychologist dedicates the video topic to the exploration of the fundamentals of success that are applied by people who are considered to think originally. Do you know that many great originals in history were procrastinators? However, it is a virtue for creativity, not productivity. Start writing your personal statement after you watch this video, not later. Use Adam’s guidelines to write an original and unique piece that will grab admissions staff’s attention. â€Å"The Puzzle of Personality† by Brian Little. The Cambridge professor explore the different types of contemporary personality. You may be open to experience or stands for conscientiousness. Allow your personality to shine through in your personal statement by following Little’s explanations. â€Å"Success, Failure and the Drive to Keep Creating† by Elizabeth Gilbert. According to the speaker, the way we experience great failure differ from the way we experience great success. So, it’s essential to tune in to the right wave-length. Watch this video and determine what it is your best place you can return each time to keep creating what you love. â€Å"How to See Past Your Own Perspective and Find Truth† by Michael Patrick Lynch. The philosopher suggests the idea that the more information a person absorbs, the more difficult it can be to tell the difference between whats true and whats fake. The understanding of the facts as they are involves more than just downloading the information from the Internet. See this video and realize what you need to do for writing a personal statement. As a high school student, these videos act as introductory mediums for the subject and offer real-life experiences and examples that you can use in your statement. Granted, you are required to write unique and honest personal experiences, motivations and abilities but you can use key lessons taught in TED videos as guiding tools. The following is a list of ideas for your philosophy personal statement based on TED videos: Analyze where your ideas as a future philosopher come from and how they can influence your research in university. Use the talk on ‘how we make choices’ as a guideline to describe how you made the choice to pursue Philosophy. Explore who you are and explain how you as an individual will contribute to the program and Philosophy in general. When writing your personal statement, it is important to show your passion for the subject as opposed to simply mentioning it. What does admissions committee look for? It is a statement that is honest, unique and one that shows a commitment to Philosophy as more than just a university major. Get the best Philosophy personal statements written by our professionals. Supply yourself with a good example of writing that contributes surely to your success.

Intellectual property rights Research Paper Example | Topics and Well Written Essays - 750 words

Intellectual property rights - Research Paper Example Intellectual property regards legal attachments to concepts. These concepts are original creations or new improvement on existing concepts. These ideas range from wide areas of: art works, musical ideas, authorship of books, scientific discoveries and innovations and computer innovations. Intellectual rights form one of the fundamental issues in business law. Due to the increasing innovation and integration of ideas into business concepts, it is essential that businesses take a deeper concern into ideas. As concerns property rights, both individuals and companies have a right to legal ownership of ideas (Miller & Jentz, 2010). Apart from that, intellectual property is becoming IT oriented because of the risk of placing information online. However, litigation due to IP rights infringement can be avoided by licensing. A license is an agreement between a creator and an intended user regarding a work.Intellectual property rights exist in various forms. The most common elements include tr ademarks, patents, copyrights, trade secrets and industrial designs. To begin with, this research explores the idea of trademarks. A trademark, as the name suggests, is a unique mark assigned to a product that makes it easily recognizable in a world of sea of products. Apart from the use in identification of a product, a trademark also states a product’s origin. Examples of trademarks include logos, emblems, mottos or drawings. The law protects the trademark used by a company or a person from use by another entity.

Solution for Discrimination in the University Term Paper

Solution for Discrimination in the University - Term Paper Example The issue of discrimination in the universities had earlier been noted in the University of Michigan where the Supreme Court upheld the right of affirmative action in the University’s Law School for their belief that race as a factor creates ‘’a compelling interest in obtaining the educational benefits that flow from a diverse student body’’ (quoted in Brunner). As a university which is open and friendly to all races, the New Horizon University would not like to be a victim of the Michigan University’s case. Therefore, there is a greater need to revise the affirmative action policy in order to avoid its attempts to promote discrimination by its current affirmative action. This paper is set to provide a solution to the problem of racial discrimination at the New Horizon University by revising its affirmative action policy. The result should be a University that promotes fairness, equality as it strives to achieve its goal of providing education for all without any fear or favor. It all begins when a student needs an admission to the University. There has been tendency or an iota of likelihood that the University’s admission system is the core source of discrimination in the University (Sarah 2011). ... They might also have been forced to choose courses that they may have not wished to study. The university therefore needs to make a change in its system of admission that will firstly abolish the quota system of admission. Candidates who apply to be admitted in this University should not be required to give their details of origin and race. However, their names and sex can be indicated in order to help identify their letters of offer as well as allocate them to bed a space, which is done according to sex. Possibly, the University should acquire an automated or digitized admission system. This is where candidates will automatically be admitted to the University provided they attain the minimum requirements for the University admission. This system will be open and free on the University’s website to all candidates who wish to apply. It will be in the form of a form that the candidate will be required to fill up, and once they are through and have qualified as per the requiremen ts, they will get straight admission to the University. This system will prove effective as it will alienate admission system from direct contact of the University staff. Once the students have been admitted, there will just be a physical confirmation of their details with the details they gave during application. This is where their qualification will be verified as well as their identity to avoid cases of impersonation or use of fake documents. In this case, the admission process shall have been made free from discrimination and corruption. If there is a certain limit of the number of students that the University would like to admit, the digital admission system shall be made in such a way