Guilts Destruction essays

Blame's Destruction papers The Scarlet Letter shows that blame is venomous and dangerous, significantly more so than physical wounds. Nathaniel Hawthorne needed to show the aftereffect of concealing ones sins and the ruinous tendency of mystery and misdirection. In the story, Dimmesdale is devoured by his sentiments of blame, and at long last they demolish him. Blame annihilates the psyche and body gradually and agonizingly, until all that is left is an unfilled shell loaded up with affliction and gloom. The toxic substance of blame gradually consumes a people soul. When it is seen, it is regularly past the point where it is possible to stop its stream. Blame has just begun its work and there is no hope to stop its development. The blame has started to edge itself into the people psyche and, a little bit at a time, take bits of their being. The individual may battle against it or may totally surrender, however at long last, blame wins. Some are headed to admit, as was Dimmesdale. The blame is exiled, however at that point, the harm has been finished. Blame has accomplished its work and will discover another casualty. Hesters choice to cover reality with regards to Dimmesdale caused him more noteworthy torment then he ever would have felt because of the Puritans. He would have served his discipline and been liberated from any waiting sentiments of blame. But since she decided to stay discreet and in light of the fact that Dimmesdale would not admit, he was tormented at the top of the priority list and body. He bore the torment and anguish with the goal that he could proceed with Gods work. Be that as it may, minutes before the finish of his agonizing life, he admitted, I remain upon the spot where, a long time since, I ought to have stood ;( Hawthorne 209). What's more, for those couple of seconds among life and demise he was free. Dimmesdale decided to stay quiet about his transgression and to misdirect his assembly. The Puritans accepted their darling minister to be an unadulterated and... <!

Model Arch Bridge and tha Design Improvement Essay - 2

Model Arch Bridge and tha Design Improvement - Essay Example Extensions are intended to withstand both live and dead loads. Dead loads will be loads that don't change, for example, the structure’s weight. These incorporate the walkways, deck, railings, and the solid or steel load-conveying individuals. Dead loads represent the extensive and critical level of worry in load conveying individuals. The subsequent burden, live burden, changes; the change can be because of diminished or expanded person on foot and traffic stacking. When planning an extension, security and quality of the structure are the most significant contemplations. The shape and generally speaking structure of the extension were chosen by the gathering. The state of the extension was portrayed to full measure on a white bit of paper. The sketch was utilized in to direct the popsicle sticks as appeared in figure 2. The last advance was to stick popsicle sticks on light emissions deck so as to think of a scaffold deck. The last structure is appeared in figure 4. The entire strategy was carried on the first and second last structures. The principal connect weighed 193.6 grams while the subsequent one was 245.1 grams. The principal connect bolstered a most extreme heap of 6,613 grams, amassed at mid-length, while the second was 21, 818 grams. The heaps to weight proportion of the first and second extension were 34.2 and 89.0 individually. Curve increment security as it gives protection from the powers that demonstration in the twisting of the extension. The weight is diverted from individuals to parts of the bargains by curves; consequently powers are equally disseminated for the better structure as appeared in figure 5. The subsequent scaffold was fortified in zones that heaps were concentrated, that is at projections and burden focuses. The subsequent extension was likewise fortified to expand their quality triangular shapes were utilized in keeping square shapes from inclining. A top sidelong propping was utilized in the counteraction of clasping sideways during stacking because of pressure individuals like the top harmony.

What Is the Fear and Phobia of Bees

What Is the Fear and Phobia of Bees Phobias Types Print Overview of the Fear of Bees (Apiphobia) By Lisa Fritscher Lisa Fritscher is a freelance writer and editor with a deep interest in phobias and other mental health topics. Learn about our editorial policy Lisa Fritscher Updated on August 17, 2019 Cheyenne Montgomery/Moment/Getty Images More in Phobias Types Causes Symptoms and Diagnosis Treatment Known as apiphobia, the irrational fear of bees is arguably one of the most common specific animal phobias. Like all phobias, the fear of bees may have many different causes. Some people develop a phobia after being stung or watching someone else get stung, but prior exposure is not necessary for the fear to occur. Symptoms There is a distinct difference between fearing and not wanting to get stung by a bee, and someone who is apiphobic. Those with apiphobia often find themselves in life-limiting situations, such as avoiding the outdoors in an effort to not come in contact with bees, or refusing to go out during certain climates when bees are more common. Bee Stings In most people, a bee sting is a mildly painful annoyance. Nonetheless, the experience can be frightening, especially for children. Bees often swarm, traveling together in tightly packed groups. Although it is relatively uncommon to be stung by more than one bee at once, it can certainly happen, especially if the hive is disturbed. Being attacked by numerous bees simultaneously may increase the risk of developing a phobia. Some people are highly allergic to bee stings. In people with an allergy, a single sting could cause a dangerous reaction, and multiple stings could easily lead to death. By definition, a phobia is irrational. For those who are allergic to bee stings, however, the fear is perfectly rational. If you are allergic to bees, then a fear of them is not considered a phobia. Killer Bees Bees take on the role of villain in numerous films, but the popular media may be to blame for some cases of apiphobia. So-called Africanized bees developed when specially bred African bees, believed to produce more honey, were accidentally released in the 1950s. The African bees mated with other species of wild bees, producing a strain of Africanized bees that are more aggressive than the relatively docile European bees. As the Africanized bees continue to spread across the world, the media reports on their progress, often greatly exaggerating their aggressive tendencies. The term killer bees is often used to describe this strain, even though they are responsible for only one or two deaths in the United States each year. Treatment Bees are exceptionally common, making it very difficult to avoid them. Fortunately, like all phobias, the fear of bees generally responds well to a variety of brief therapy options. Of course, if you are allergic to bee stings, it is important to work with your physician to develop an appropriate response to minimize your risks. Behavioral Therapy and Other Treatment for Phobias

Analysis Of Fahrenheit 451 By Ray Bradbury - 1379 Words

Visual media, such as the computer and television distract people from the natural world, and instead blinds them from reality. Fahrenheit 451 exposes the idea that mass visual media initiates problems of violence, unawareness, and ignorance. The advanced technology causes the people of society to stray farther away from reality, and they become trapped in their own world of unawareness. Thus, unlike in nature where everything is free, the advanced technology confines people within the boundaries that technology allows. The boundaries created by visual media imprison the people of society into a world of mental incapacity and illiteracy. This unfamiliarity with the world, shown by numerous characters, shows how society is negligent. For†¦show more content†¦Bradbury included characters to act ignorant in order to enhance his theme of knowledge versus ignorance. The government controls everyone, keeping people locked in their illiteracy by precise manipulation from advanced t echnology. For instance, every night, Mildred listens to her seashell radio. Mildred becomes unaware, and one night she takes an overdose of pills and does not remember doing so. Moreover, Mildred watches the TVs in the living room and finds the programs fascinating, even though she learns nothing. This is what the government wants, as everyone in society becomes distracted by technology, they will not have time to read or write. Further, at the beginning of the novel, Montag is ignorant of the fact that his actions have consequences. For example, he states, â€Å"It was a pleasure to burn. It was a special pleasure to see things eaten, to see things blackened and changed† (Bradbury 1). At this time, Montag enjoys watching books burn, and he especially enjoys burning the books himself. Nevertheless, Montag only enjoyed burning books because he did not realize how they actually contain worthwhile information. Hence, this shows how the government is able to hide the information in books from everyone in society. The advanced technology not only results in unawareness, but also in behavioral changes. The children in the dystopian society are unlike modern children today; they act more violent and are a danger to society. When Montag is

Sustainable Development For Future Generations Essay

Sustainable development is the meeting of â€Å"the needs of today without compromising the needs of future generations†¦by conserving the environment, and using resources efficiently† (Environment Canada, 2016). Essentially this development ensures the preservation of humanity. Currently our world is faced with a giant crisis: how to properly manage and compromise with the imminent disintegration of our fossil fuel supply. The price of a barrel of oil currently runs at about â€Å"50 dollars a barrel† (Oil Price, 2016). This number is expected to exceed past â€Å"1000 dollars a barrel in 2054† (Oil Price, 2016). From this it is apparent to see how it is necessary for humanity to employ other uses of energy to be sustainable. To have sustainable development for future generations efforts need to be directed toward the implementation of wind energy, solar energy, and better waste management in our daily lives. For energy to be sustainable it must exist within a certain set of criteria. These include energy that can be â€Å"naturally replenished, technology that should improve energy efficiency, and the long-term availability.† (Conserve Energy, 2016). Knowing this, it is a given that wind and solar energy encompass these requirements. Wind energy is the usage of the flow of air that flows in and out of wind turbines, which in turn bring about electricity from the powering of generators. These turbines can come in many different sizes which results in different power ratings based on the size.Show MoreRelatedSustainable DEvelopment: The Key for Future Generations1572 Words   |  7 Pagesï » ¿Sustainable Development The key for future generations Sustainable Development Definition Although there are many definitions about what sustainable development (SD) is, the most widely accepted one, is the one stated by the Brundtland Commission in their report ‘Our Common Future’ (also known as the Brundtland Report). Sustainable development is development that meets the needs of the present without compromising the ability of future generations to meet their own needs. (BrundtlandRead MoreThe Between Science, Policy And Sustainability1103 Words   |  5 Pagespolitical agenda called Sustainable Development, and nowadays became a widely used terminology. This essay will outline the interplay between Science, Policy and Sustainability to address the following question: How Sustainable Development, Science and Policy are connected? It will do so by first illustrating how the sustainability debate began in science, how it later developed into a global political movement, and how it currently boosts scientific knowledge generation to think of solutions forRead MoreEssay about Canada: Globalization and Sustainable Development1486 Words   |  6 PagesThe occurrence of globalization, sustainable development, and the ecological footprint are all seemingly connected in today’s environmental capacities. To further understand these environmental processes, one must divulge into these individual environmental concepts to properly understand their facilitations. Furthermore, according to professor Vamvakas â€Å"a major theme of Sustainable development is the alternative to the destruction of the world environment by the economic imper ative of globalization†Read MoreSustainable Development : The Definition Of Sustainable Development1432 Words   |  6 Pagesterm sustainable development has gained a lot of attention, however, it has since been overused to a point of saturation where it has lost the influence it previously elucidated and become a jargon for developers and slogan for environmentalists. What does sustainable development mean? For years scholars have tried to define and articulate the concept of sustainable development which has led it to become an oxymoron of sorts. Over a century before the use of phrase sustainable development cameRead MoreThe Nature Of Sustainable Development1492 Words   |  6 Pagescommon view about how human treat their only homeland, the Earth, which should develop in sustainable ways. Long before human beings established their society groups, there is a slight difference between human and other animals that live in forests. It is until human use a tool to gather the grains and hunting that humanity cultivation began. Humans at that time has a basic concept of sustainable development, which equals to fulfill their daily need from a fixed area rather than migrating to newRead MoreSustainable Development And Environmental Protection1577 Words   |  7 Pages Sustainable development that allows the present generation to meet our current needs, without compromising the ability of future generations to meet their needs. In other words, sustainable development is a inseparable system of economic, social, resource and protection of environmental which not only can attain the objective of economic development, but also it can protect the natural resources of atmospheric, freshwater, marine and environment. It can make the future generations live and workRead MoreOverview of Sustainable Industry in Malaysia.655 Words   |  3 PagesOverview of Sustainable Industry in Malaysia. The 2014 was a huge success to government which a total 396.61MW of renewable energy approved by the Sustainability Energy Development Authority and its represent a total 466% year-on-year growth. The increase of the renewable energy represent years of planning and execution by relevant authorities to regulate and draft policies that suits Malaysian environment. As sustainable industry and climate change are interrelated, often the regulation and policiesRead MoreSustainable Development1618 Words   |  7 PagesQ. Sustainable Development? Ans:. Sustainable development refers to a mode of human development in which resource use aims to meet human needs while preserving the environment so that these needs can be met not only in the present, but also for generations to come. The term sustainable development was used by the Brundtland Commission which coined what has become the most often-quoted definition of sustainable development: development that meets the needs of the present withoutRead MoreEngineer in the Society1131 Words   |  5 Pagesengaged in sustainable economic development. Sustainable economic development can only occur as a result of the creation of a worldwide caring community, that is, a community of people who are working together for common ends and to meet the basic needs of all our people. The concept of sustainable economic development is central to the achievement of these key goals. It can be taught of in terms of policies and programs designed to meet their own needs. The achievement of sustainable economic developmentRead MoreThe Industrial Revolution Sparked Invention1349 Words   |  6 PagesEven though the innovations help our everyday lives, we need to think about our future generations and what we are leaving behind for them. It is estimated that by 2050 we will run out of most of the metal resources. Metals are an essential part of us our survival. It can seriously affect the way we on earth. Sustainable development is the key to a brighter future with less waste production. Sustainable development involves three major sectors, social, economical and environmental. When considering

Reaction of Natives to the Japanese Occupation of Sea Free Essays

The Japanese occupation of Vietnam, Indonesia and Malaya impacted and hence triggered a response in Vietnam, Indonesia and Malaya in the form of various nationalist groups. Some groups were formed and sponsored by the Japanese, yet others were formed to oppose the harshness of Japanese rule. Economic: The economic drain on the colonies in South East Asia resulted in the opposition of the natives towards the Japanese. We will write a custom essay sample on Reaction of Natives to the Japanese Occupation of Sea or any similar topic only for you Order Now In Malaya, the devastation and collapse of the economy caused a nightmare for the people of Malaya. However, many nationalist groups were formed within racial groups. The Chinese formed the Malayan Peoples’ Anti-Japanese Army (MPAJA). However they were not able to unite the society because membership was limited to Chinese only and they practiced excessive revenge against collaborators, causing the Chinese community to regard them with fear and wariness and the other racial communities could not join, hence fragmenting the effort. The Japanese sponsored the formation of the Indian National Army (INA) led by Chandra Bose, however the independence struggle lacked unity and ultimately failed. They also sponsored the formation of the Union of the Peninsular Indonesia (KRIS), however there was not much support from both the ethnic Malays and Japanese and also failed in the end. In Vietnam, the rampant inflation and the scarcity of basic necessities caused the nationalism in Vietnam to flourish. When the famine in Tonkin broke out in 1944, the Viet Minh took over granaries belonging to the Japanese and rich landlords and distributed the rice to the peasants. This contributed to the rise of the Viet Minh as they were viewed as heroes. Hence, in both cases, the harsh conditions caused by the Japanese occupation led to the rise of nationalist groups in Malaya and Vietnam. Social: The Japanese Occupation changed the society of Vietnam and Indonesia. It gave the people of Vietnam an obvious nationalist cause, to expel both the Japanese and the French. This allowed to Viet Minh, who promoted the struggle for independence, to flourish. The negative effects of Japanese policies roused the nationalist feelings of the people, making them more united in their fight for independence. In Dutch East Indies, the Japanese pursued active policies which affected the development of nationalist groups. The Muslim teachers were given better treatment and respect in contrast to the Dutch who generally ignored them. The Japanese also sponsored the formation of the Consultative Council of Indonesian Muslims, also known as Masjuni, for the Muslims as a channel to voice their views directly to the top Japanese administration. They also imposed a uniform legal and education system, making Indonesian society more united and hence making it easier to cultivate nationalist feelings. The social changes caused by the Japanese to these two South-East Asian countries contributed to the rise of nationalism, which in turn served as the backbone of the natives’ struggle for independence after the Japanese occupation. Political: The political changes in Indonesia and Vietnam aided the rise of nationalism in these two countries. In Indonesia, the Japanese released several notable pre-war leaders from prison, allowing the released leaders to lead the nationalists. They also promoted the formation of the Pemuda Movement, which together with PETA helped to mobilize many youths and exposed them to nationalist ideas. Hizbullah, an organization for youth who opposed colonialism, was also formed. Furthermore, Soekarno, one of the released leaders, gave numerous nationalist speeches to active youths. These youths formed a significant base for the nationalist opposition to the re-imposition of Dutch colonial rule. In Vietnam, the rise of nationalism led by the Viet Minh and Ho Chi Minh, is seen when the harsh conditions caused by the Japanese resulted in the solidification of the struggle by the Vietnamese for independence from the French and Vietnamese. Furthermore, the Japanese also actively strengthened religious groups like the Cao Dai and Hoa Hao to counter the influence of the communists and nationalists. However, these groups would later become major nationalists groups after the Japanese Occupation. The Japanese directly caused the rise of nationalism in these two South-East Asian countries due to the effects of their policies, effectively aiding the nationalists in their struggle for independence from not only the Japanese but also their former colonial masters at the end of the war. In conclusion, the groups that mushroomed as a result of the Japanese occupation served as the main backbone of anti-colonial struggles for independence both during and after the Japanese occupation. Though the rule of the Japanese varied in different countries in the region, the end result was the same in all, nationalist groups ready to lead the struggle for independence with or without Japanese support. The reaction of the people in response to the Japanese forever changed the history of South-East Asia. How to cite Reaction of Natives to the Japanese Occupation of Sea, Papers

Starbucks High HR Commitment practices

Introduction There have been major evolutions in human resources for the last 3 decades. This has been necessitated by the fact that employees improve their performance when they are motivated at their respective workplace. Competition in all industries in the world is being experienced especially after the adoption of the globalization strategy.Advertising We will write a custom assessment sample on Starbucks High HR Commitment practices specifically for you for only $16.05 $11/page Learn More This has caused companies to develop better strategies of improving their performance to overcome stiff competition in the global market. Improving human resources management practices has been identified as an important strategy of promoting the performance of organizations. The relationship that exists between employers and their employees determines the performance of an organization. The culture of an organization also determines the direction of an organizati on (Searle 2010). This paper discusses high commitment HR practices as experienced by Starbucks Company. Starbucks is a company that produces and markets beverages. The company has been successful in maintaining high commitment HR practices. The company has also encountered challenges in maintaining better HR practices. High commitment HR practices According to Marchington and Wilkinson (2006), â€Å"a particular bundle of HR practices has the potential to contribute improved employee attitudes and behaviors, lower levels of absenteeism and labor turnover, and higher levels of productivity, quality and customer service† (p. 71). He further explains that such practices improve the profit levels of an organization. Some examples of such practices include the provision of security of employment; offering opportunities for employees to train and develop their skills; providing relevant information and consultation; increasing the pay rate among other aspects. Therefore, there is a direct link between high commitment practices and improved performance in an organization. The ingredients of high commitment HRM are â€Å"employment security and internal labor markets; selective hiring and sophisticated selection; extensive training, information sharing and worker voice; self-managed teams/team working; high compensation contingent on performance; and reduction of status differentials/harmonization† (Marchington and Wilkinson 2006, p. 73).Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More High commitment practices allow companies to attach wages and salaries to performance. This means that employees’ performance is highly valued. To increase the performance of employees, managers increase wages to match the performance of employees. Any promotions or awards are based on the performance of individual employees. This encourages employees to improve their performance and the firm benefits by gaining better results (Searle 2010). In addition, teamwork is encouraged in high commitment HR practices. As such, all employees are grouped according to their skills and talents. Therefore, companies develop better skills development because workers with similar skills are grouped together, and they can learn from each other. Teamwork encourages employees to seek help from each other and from their seniors. In a team, there is no bureaucracy and this allows junior employees to interact freely with their seniors. With the existence of teams, individuals provide support to each other. This allows informal and formal systems to prevail in the organizations. Informal groups offer support to workers morally, spiritually and in other ways. Teamwork allows all workers to contribute successfully to the goals of the organization (Burke, Martin and Cooper 2011). In the modern organizations, training employees has become necessary especially where techno logies change. Training offers employees improved skills to perform better. When employees are trained regularly, they acquire skills to develop innovative products. Innovations can only be done by use of modern technologies. With the increasing competition in almost every industry, innovation has become important in the production, marketing and other processes of a company. Innovation has caused product differentiation in many industries (Cooper and Burke 2011).Advertising We will write a custom assessment sample on Starbucks High HR Commitment practices specifically for you for only $16.05 $11/page Learn More Product differentiation allows companies to develop better products which match the needs of customers. A company can survey the prevailing needs of customers and develop products which match their needs. Product differentiation has increased competition in industries because it increases the demand for products. In an effort to increase competi tion in modern organizations, the need to differentiate products has intensified. Industries which have reached maturity stage have found it impossible to develop new brands and the only way to attract customers is to differentiate the existing products. This allows companies to improve the existing products. Therefore, innovation, product differentiation and adoption of better technologies have been applied to increase competition in the market (Godwyn and Gittell 2012). Market research has become essential in identifying the needs of customers. Research has been applied in developing better methods of production and marketing. As such, companies identify the changing needs of customers. This allows a company to develop products which match the needs of customers. Companies are investing a lot of resources in research to identify the appropriate methods of production and marketing processes. Research helps develop better products and prevents companies from manufacturing products w hich have no demand in the market. As such, companies develop products which have high demand in the market. Research has also been applied in human resources management strategies. This helps companies to identify the best practices to promote the performance of employees. Therefore, research has been of great importance in achieving high commitment HR (Lamb, Hair and McDaniel 2009). Companies find it challenging to balance the costs of maintaining high employee benefits and the profits made from sales. Providing employees with superior benefits requires a company to incur a lot of costs.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This affects the profits made by a company. Some companies extend the costs of maintaining employees’ benefits by increasing prices of products. This affects the demand for the products of such companies and this may reduce the sales volume (Araimi 2011). Countries have adopted legal frameworks which require companies to improve the welfare of their employees. These laws are developed to safeguard the interest of workers at all levels. The right to unionize has become essential for companies to embrace. The role of trade unions is to protect the interests of employees and to solve conflicts between employees and their employers. High commitment practices require that companies should allow employees to unionize to ensure their interests are safeguarded. Any company that restricts its employees from unionizing may face legal actions (Cooper and Burke 2011). Starbucks high HR Commitment practices An example of a company that practices high commitment HR practices is the Starbuc ks Inc. In 2005, the Fortune Magazine voted Starbucks as one of the best companies where people can work. Starbucks treasures its human resources and this has drawn a lot of attention from many labor organizations. The company has a strong relationship with its employees and this has increased the performance of employees at the work place. Employee turnover at Starbucks is minimal because employees are satisfied. The company adopted strategies which encourage friendship between employees and the management staff (Boudreau and Ramstad 2007). Employees are supported at their places of work. Starbucks has experienced low rates of employee turnover despite the high rate of turnover in the retail industry. Starbucks extends benefits programs to employees working on part time basis. This is not a normal thing that other companies in the industry offer. The employees of Starbucks were rated the most productive in the retail industry. The company has adopted a culture of supporting its emp loyees to improve their performance (Regani 2005). However, despite the fact that Starbucks has been rated as the best employer, it faces challenges which affect its expansion programs. The company has experienced the challenge of attracting and retaining the right category of workers in the correct numbers. This challenge affected the company during its initial stages because it was unable to expand its operations rapidly. However, after establishing its first Initial Public Offer in 1992, the company started to improve its performance. Today, the company faces the challenge of supporting its workers at high level of benefits because the number of employees has increased unexpectedly. Reducing the HR costs by decreasing employee benefits would affect the policy of the company of retaining employees (Boudreau and Ramstad 2007). Historical background of Starbucks Company In 1971, Starbucks was established by Bowker, Baldwin and Siegl. The initial intention of establishing the company was to make and sell coffee beverages to customers. The company started by selling whole bean coffee only. The idea of selling coffee bar was developed later after the company had already started its operations. The company’s growth was slow during the initial stages. Only four stores had been opened after one decade of operation in the US market (Boudreau and Ramstad 2007). Howard Schultz was later hired in 1981 as the marketing manager of the company (Regani 2005). Schultz introduced the idea of using coffee bars, an idea borrowed from Italy. This strategy increased the sales of the company and more stores were opened within a short time of period. However, the partners of the company conflicted with Schultz idea of selling coffee bars because it would distract the company from its core business strategy. Schultz left Starbucks and established Giornale. The performance of Giornale improved within a short time, but Starbucks’ performance went down. In 1987, Starbucks was acquired by Giornale. Starbucks expanded rapidly, and within a decade, the company had been able to open more than 100 retail stores. Today, the company has retail stores in other countries and there are strategies to continue opening more stores in other countries in the world (Boudreau and Ramstad 2007). Starbucks HRM policies and challenges in growth strategy The management of Starbucks realized that motivating and human resources commitment would offer the company a competitive edge in the retail business. This ideology has made the company to take caution when recruiting employees and efforts have been made to retain employees of the company. The company is committed to improve the welfare of its employees (Regani 2005). Starbucks hires people on the basis of how they are adaptable, dependable and their team working abilities. The job posts of the company clearly states that the company seeks people with such skills (Kossek 1999). This makes interested people to self-test their skills before applying for any job post in the company. After the selection process, the company trains the employees to acquire skills relevant to the activities of the company. This enables employees to improve their efficiency of performance. Starbucks trains all classes of employees, including the part time workers. The company has created training centers where employees are trained. After selection, employees undergo 24 hours training process at the training centers located at each region where the company operates. The training syllabus was organized by a team of experts to standardize the skills of employees. Doctrines of the company are included in the training curriculum (Boudreau and Ramstad 2007). Making coffee in Starbucks is regarded a science, and all new employees are required to undergo rigorous training to acquaint them to the procedures of making the best coffee brands. During the training process, employees are educated on how to conduct retail business, sk ills on making coffee, and creating positive experiences for customers. There are more details of activities involved during the training program. In relation to human resource management, the training program improves the skills of employee by encouraging them to maintain high self-esteem; listening and acknowledging others; and asking for help when need arises (Boudreau and Ramstad 2007). The managers are trained differently and their training takes a longer period of time. A period of 2 to 3 months is used to train managers. Other training aspects include operations at the stores, procedures that have been set by the company, and other management aspects. Starbucks also trains its managers on how to handle people from diversified cultural backgrounds. Employees of the company also take training courses from other training centers. The company sponsors training activities for all its employees (Regani 2005). Employees of Starbucks appreciate the training programs because they make them feel valued and appreciated. The training sessions also creates a sense of importance to the employees, because the company invests significantly to prepare employees for their jobs. The benefits programs for the employees are highly appreciated by the employees (Wright and Kehoe 2007). The program covers employees working on both part time basis and full time basis. Schultz adopted a philosophy of handling employees like a family, to increase their loyalty and morale. Through this philosophy, Starbucks has designed a schedule that creates a balance between work and life for employees. This program considers the welfare of employees physically, mentally and spiritually (Regani 2005). Starbucks offers the highest wages to its employees. The hourly wage exceeds the required state regulation by a great margin. The company also offers benefits such as health, options of buying stock, and other attractive perks for the employees. Schultz played a key role in creating an employee-fr iendly program after acquiring Starbucks. Schultz was of the belief that employees would improve their performance if they are included in the decision making process. Making employees own the performance of the company was important because they felt that they contributed to the success achieved. In 1990, Starbucks established the Bean Stock Plan which allowed employees to buy stocks of the company. This program provided part time employees to buy shares of the company. Employees who had worked with the company for half a year and worked for at least 20 hours weekly were allowed to buy shares of the company. Employees of the company were offered subsidized prices for products they bought from the company (Wright and Kehoe 2007). Starbucks did not only offer monetary benefits, but also created other strategies which offered non monetary benefits. Starbucks offers its employees with offset fitness packages, provides childcare, as well as elder care. Working Solutions Plan was establi shed to cater for employees’ personal needs. These programs helped employees not to miss work when problems affected their families. In addition, partner Connection Plan was created to help employees link up with employees from other stores. This led to the creation of informal groups within the company. Examples of such groups were: the Wonderful World of Food and The New Parent Network among others. These groups were based on social, recreation, parental and volunteer activities (Regani 2005). Starbucks has introduced flexible workplaces to accommodate the needs of all classes of workers. This was established to help employees have a balance between work and life activities. There was also flexibility in the benefits program of the company. As such, employees are free to select the most suitable benefits according to their needs (Wright and Kehoe 2007). Employee surveys are also conducted on a regular basis to monitor their performance. Feedback from employees would be obta ined to identify their needs. The surveys are important because they help identify the effectiveness of the benefits programs. The company changes its strategies based on the feedback from employees. The company designed good benefits programs to attract, as well as retain professionals and other skilled employees (Wright and Kehoe 2007). Gretchen (2005) opines that the culture of Starbucks helps the company in recruiting and retaining the best employees. The culture of the company has its origin from the mission statement that was created in 1990. The culture also reflects the values upheld by the company. The principles of the company are based on providing a good work environment and treating employees in a respectful and dignified manner (DeNisi and Griffin 2005). The management has made a lot of efforts in maintaining the mission of the company. Employees are issued with copies of the mission statement upon joining the company. The management reiterates the mission statement of the company to ensure that employees are aware of it. The company has gone to an extent of printing the mission statement at the back of the business cards of all employees. This shows that the company is aggressive in maintaining the mission of the company (Regani 2005). The values of the company treasure equality among employees. To implement the equality values of the company, Starbucks acknowledges all its employees as partners. This shows that all workers have a right to own the shares of the company and that they can contribute to the decisions of the company. There is no single employee who is superior to others. This has led to the creation of few job titles. As such, the company encourages humility among all employees irrespective of their job group (Wright and Kehoe 2007). Starbucks has made efforts creating the environment of a small company. This has encouraged the entrepreneurial spirit of all employees of the company. Senior employees appreciate the work of their juni ors whenever good performance is reported. This has been encouraged irrespective of the high growth rate that the company is experiencing. Starbucks has encouraged an informal work set up. Interaction among employees is allowed and this has helped during conflict resolution. In addition, the employees are free to interact with customers. The company proposed that the employees should have the ‘Starbucks Experience’ when handling customers. This has created customer loyalty to the company because many customers are willing to buy as many times as possible from the company (Regani 2005). Starbucks encouraged employees to be innovative by offering them all the essential resources. The strategy has helped the company develop unique products. For example, Frappuccino is a brand that was developed by the employees of the company. This strategy gave employees a sense of belonging and this increased the rate of employee retention. The company also empowered employees to form te ams; the top management would be involved in the initial stages then other team members would continue with daily operations. Starbucks offered awards such as Warm Regards, and MUG among other awards (Wright and Kehoe 2007). Starbucks also conducts research about the best HR practices. The company has employed a team of experts to identify the HR practices in the market. These are integrated in the business processes of the company. Research has also been applied in identifying better production and marketing processes. As such, the company is able to identify the best products to manufacture depending on the prevailing conditions. Starbucks has been able to develop innovative methods of production, marketing and HR management. The company develops better products compared to competitors because (Noe 2008). An example where the company applied research was the use of internet in the retail stores of the company. The company installed internet services in all stores to allow customer s browse while consuming products of the company. In addition, employees have the freedom to use these services. This allows customers and employees to identify better internet tools. This has attracted many customers to the company because the company has supportive products. Starbucks also applies other technologies in attracting customers and potential employees (Miller 2009). The beverages industry has encountered a lot of competition in the recent past. There is free entry and exit in the industry. The labor market has also been competitive in the industry. This scenario has required companies in the industry to improve their production systems. The high competition has also been accelerated by globalization of the markets (Bohlander 2010). With globalization, investors can establish businesses in as many countries around the world as possible. It is also possible to trade in many countries. The autarky condition has made companies which were prosperous under domestic trade to face competition. Starbucks encounters stiff competition in today’s market environment compared to the initial scenario. This has made the company to strengthen its competitive strategies to overcome the stiff competition in the market. Starbucks has been able to dominate the US market by offering superior quality products. This has been achieved by applying appropriate HR practices. The employees of the company have been a core competence of the company. This has made the company achieve better results despite the high competition in the market (Jackson, Schuler and Werner 2011; Wright and Kehoe 2007). Challenges in HRM at Starbucks Starbucks started experiencing challenges in managing employees in the 2000s. The company encountered a lot of challenges in maintaining its mission of being a good employer when rapid changes started to be experienced in the company. In the 2000s, the high labor costs started to be reflected in the financial strength. The increase in employee co sts forced the company to increase the prices of its beverages. In 2004, Starbucks had to increase its beverage prices by 11 cents. However, the prices were burdensome to customers because they were already paying premium prices for the products of the company. The problem was worsened by the fact that the company could not reduce employee benefits because it would negatively affect the morale of employees (Regani 2005). Starbucks was affected by the economic recession that affected global economies in the year 2008/2009. Many countries were affected and this reduced the sales of the company. The purchasing power of customers was reduced and this reduced the sales volume of the company. The company was forced to close some stores because it was not profitable to maintain high number of stores during the turbulent economic conditions. The company had to apply retrenchment strategy to reduce the number of employees. This policy was aimed at cutting down the costs of the company (Lussi er 2012). To solve this problem, the some retail stores of the company restricted benefits to full time employees. This affected part time employees. The impact of this strategy was worsened by the fact that the company employed approximately 65 percent part time employees. As the company continued to grow, the costs incurred on human resources increased (Cowitt 2010). As the company grew larger, complaints arose that the company no longer cared about the needs of its employees. It was alleged that Starbucks blocked its employees from forming unions. The company lost its mission of being friendly to employees as expansion continued. Complaints were made that the employees had physical problems and that wages, as well as working hours were not favorable. It was reported that employees who sought to establish unions were fired. The management argued that the employees were being treated well and this provides no need to unionize. Starbucks stopped compensating work-related injuries (T ania 2004). The ability of the company recruit and retain qualified professionals is in high doubt because people have developed a bad perception about the work practices. Competition for good employees has intensified because more companies are entering the market (Regani 2005). However, despite the challenges facing Starbucks’ human resources management, the company is still successful. The company has a turnover rate of 60 percent against a turnover of 200 percent in the industry. Some part time employees have worked with the company for more than ten years. This is not normal in other companies in the industry. The company enjoys a high employee rate of satisfaction compared to some competitors in the industry (Wright and Kehoe 2007). The success of Starbucks has been attached to the way it treats its employees. The rapid expansion has been attributed to the strong workforce. The Starbucks Experience was made possible by the employees of the company. This has differentiat ed the company from other companies in the industry. Starbucks still recognizes employees as the building blocks, especially in achieving competitive strategies. Starbucks invests a lot of resources on the welfare of the employees. The management of the company has realized that offering premium products requires treating employees well. It has been a philosophy of the company that achieving high customer satisfaction requires improving the level of employee satisfaction (Wright and Kehoe 2007). Despite the challenges that Starbucks encounters in the industry, the company still holds a better position. The company has opened many stores in the US markets. The management has also been able to penetrate into other countries. The company employs people from different cultural backgrounds. This has made it possible to access more markets abroad (Lewis 2011). Recommendations The management of Starbucks should introduce micro-management. This means that each retail store should be managed independently. As such, all the activities of one store will not affect the other stores. Managing employees of the company will improve because the costs will be allocated to the activities of a specific store. This will reduce the burden which the company is currently experiencing. The benefits provided to employees should be related to the performance of the store they work at. This will reduce sharing the cost burden; and the managers of each store will be forced to improve the performance of their employees. In addition, managing a small group of employees will be efficient, compared to a large organization. Conclusion High commitment HR practices refer to the behavior of organizations in managing their employees appropriately. With the increasing competition in the global markets, there has been a great need to improve the welfare of employees so as to achieve competitiveness. High commitment in HR practices has been applied as a core competence by companies. The increasing c ompetition has made it necessary for companies to develop strategies which improve the welfare of employees. Competition has not only been experienced in the market for products, but also in the labor markets. Professionals and skilled employees have been in great demand. Starbucks has advocated for good employee relationship, and this has been implemented to achieve high performance for all workers. During the growth stages of the company, the management encouraged the application of good human resource practices. The company offered numerous employee benefits to both part time and full time employees. Starbucks has improved the performance of its employees by training them after recruitment. The company also improves the skills of employees by performing continuous training. Starbucks has achieved a lot of success because it offers better employment packages. The company experienced a lot of challenges in maintaining high employee benefits costs, especially after the expansion. Th e company has been forced to cut down the benefits and increase the prices of its products. The image of the company has been affected and the company has been unable to attract and maintain high qualified employees. However, despite the challenges facing the company, Starbucks remains on course in maintaining high employee satisfaction. The company enjoys low employee turnover compared to other companies in the industry. The company has employees who have worked for more than ten years as part time workers. This shows that the company is still valued by employees. Reference List Araimi, F. A., 2011, Power of human resources, Authorhouse, S.l. Bohlander, G. W., 2010, Managing human resources: [Hauptbd.], South-Western Cengage Learning, Mason, Ohio. Boudreau, J. W. and Ramstad, P. M., 2007, Beyond HR: The new science of human capital, Harvard Business School, Boston, Mass. Burke, R. J., Martin, G and Cooper, C. L., 2011, Corporate reputation: Managing opportunities and threats, Gower , Farnham, Surrey. Cooper, C. L. and Burke, R. J., 2011, Human resource management in small business: Achieving peak performance, Edward Elgar, Cheltenham, UK. Cowitt, B., 2010, â€Å"Starbucks CEO: We Spend More on Healthcare than Coffee,† Fortune. Web. DeNisi, A. S. and Griffin, R. W., 2005, Human resource management, Houghton Mifflin, Boston, MA. Godwyn, M. and Gittell, J. H., 2012, Sociology of organizations: Structures and relationships, Pine Forge Press/Sage, Thousand Oaks, Calif. Gretchen, W., 2005, Preserving the Starbucks’ counter culture, Workforce Management. Kossek, E. E., 1999, Managing human resources in the 21st century: From core concepts to strategic choice; [modular approach], South-Western College Publishing, Cincinnati, Ohio. Lamb, C. W., Hair, J. F. and McDaniel, C. D., 2009, Marketing, South-Western Cengage Learning, Mason, Ohio. Lewis, L. K., 2011, Organizational change: Creating change through strategic communication, Wiley-Blackwell, Chichester , West Sussex, UK. Lussier, R. N., 2012, Management fundamentals: Concepts, applications, skill development, South-Western, Mason, Ohio. Marchington, M. and Wilkinson, A., 2006, Human resource management at work: People management and development. London: Chartered Institute of Personnel and Development. Miller, C. C., 2009, â€Å"New Starbucks Ads Seek to Recruit Online Fans,† New York Times, Web. Dec. 18, 2011. Noe, R. A., 2008, Human resource management: Gaining a competitive advantage, McGraw-Hill, Madison. Regani, S., 2005, Starbucks human resource management policies and the growth challenge. ICMR Center for Management Research. Searle, R. H., 2010, Trust and human resource management, Edward Elgar, Cheltenham. Tania, P., 2004, Discontent heard at Starbucks as union fails, Long Island Newsday, New York. Wright, P. M. and Kehoe, R. R., 2007, â€Å"Human Resource Practices and Organizational Commitment: A Deeper Examination,† CAHRS Working Paper Series. 472. This assessment on Starbucks High HR Commitment practices was written and submitted by user Camren D. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.