Bhutan s Gross National Happiness - 1332 Words

Bhutan s gross national happiness If you don t know about Bhutan s government and their focus over the past forty years than you should, you and people in your community might want to take a closer look at this small country and how it is impacting the world. Bhutan is a small country located in the himalayas between China and India and is one of the happiest countries in the world because the government has focused on following the four pillars of happiness. Each pillar supports and helps to provide the right environment for happiness, these pillars are compatible living conditions, religion, maintaining the environment, and reliable government support. Bhutan s government has decided to take this radical approach, helping its citizens by trying to improve the nation s gross national happiness. Bhutan has stayed relatively poor in wealth but rich in culture and happiness. Only recently has Bhutan started building cities and roads but the country is careful not to jump into an industrial revolution like many countries already have. Bhutan has been careful to slowly bring western culture and technology into their country hoping to preserve their culture and lifestyle. Although Bhutan can only give an estimate on their population most people still live in small villages and rely use sustenance farming, and only recently have they made small cities for people to come to. According to the Asian Development Bank Bhutan small economy results in â€Å"On average, food accountsShow MoreRelatedSummary Of Barbara Kingsolver s Stone Soup Essay1251 Words   |  6 Pagestime, it really isn’t negative. Kingsolver and White argue that the normal mindset is married parents equals happy children. This whole idea is spread out throughout so many media outlets, most of which don’t know the particular situation. Blink 182’s song, ‘Stay together for the kids’ argues that rather than fixing their problems, parents never solve them. Lyrically written: â€Å"If it is what they he wants and what she wants then why is their so much pain?†. To people like Kingsolver and White, thisRead MoreEducation System in Bhutan3178 Words   |  13 Pagesâ€Æ'  ¬Ã‚ ¬ Acknowledgement Getting this research done was a team effort. Our sincere appreciation goes to Mr. Sangay Tenzin, examination controller of Bhutan council for School Examination and Assessment, for his kind support to get standardized test scores of tenth and twelfth standard; Mr. Sonam Gyeltshen working under Bhutan council for School Examination and Assessment staffed under IT Department for his tireless work in getting the scores and providing us with the same; Dr. Shivaraj Bhattarai deanRead MoreDemocracy in Bhutan9371 Words   |  38 Pages of democracy in Bhutan and Tonga Naizang (November 7th, 2012) Acknowledgement I wish to thank and acknowledge my module tutor Mr. Sabarjeet Mukherjee and Mr. Mahindra Balasuriya for guiding me throughout my research. I would like to extend my sincere thanks to my colleagues for their advice and help. Abstract A comparative analysis of democracy in Bhutan and in Tonga has notRead MoreLimitation of National Income4235 Words   |  17 Pagesis real national output per head of population or real GDP per capita. This is the value of national output divided by the resident population. Other things being equal, a sustained increase in real GDP increases a nation’s standard of living providing that output rises faster than the total population.   However it must be remembered that real income per capita on its own is both an inaccurate and insufficient indicator of true living standards both within and between countries. National income dataRead MoreSustainability, Well Being, Welfare Essay1996 Words   |  8 Pagesharvest more than what the timberland yields in new development The word Nachhaltigkeit (the German expression for sustainability) was initially utilized with this significance as a part of 1713. The worry with safeguarding normal assets for what s to come is perpetual, obviously: without a doubt our Palaeolithic progenitors stressed over their prey getting to be wiped out, and early agriculturists more likely than not been uneasy about keeping up soil richness. Customary convictions charged thinkingRead MoreEco-Buddhism7194 Words   |  29 Pagestrained into violent forms of aggression. Now that we have ‘accidentally’ acquired the capacity to destroy the climate of this planet, what will we call upon to restrain ourselves in time? Technological prowess alone cannot confer contentment or happiness on us: in ‘advanced’ societies, the rates of anxiety, stress and mental illness are greater than ever previously recorded.  [  On a physical level too, cancer, cardiovascular disease, inflammatory and auto-immune disease as well as diverse ‘functional

Learning And Science Inquiry Skills - 921 Words

Learning dispositions and Science Inquiry Skills: Carr (2008, Para.2) says: â€Å"It is not about the blocks or the dough. It is about the activity being the vehicle for the acquisition of the disposition to learn.† Dispositions are voluntary and frequent habits of doing and thinking. They are environmentally sensitive as they could be acquired and supported by the interactive experiences in an environment with adults, peers and the nature around them (Bertram Pascal 2002; Aitken, Hunt, Roy Sajfar, 2012). The Early Years Learning Framework lists different dispositions of learning. They ordered them as follows curiosity, creativity, commitment, persistence, cooperation, enthusiasm, imagination, reflexivity and confidence (DEEWR, 2009). Curiosity is the opportunity that the child has to enhance his or her exploration skills using different senses. It also helps the children to extend no their learning (Aitken, Hunt, Roy Sajfar, 2012; Buckingham Shum Deakin Crick, 2012). For example, Tanya and Rayana demonstrated their curiosity as they focused on observing what would happen to the water when the oil was added. Then, they used their understanding to compare between mixing different substances together as some will mix while others will not. Children can show confidence in their abilities which is linked to their enthusiasm about different learning experiences (Da Ros-Voseles Fowler-Haughey, 2007). Rayana and Tanya demonstrated a great confidence as they usedShow MoreRelatedThe Inquiry Approach to Learning Essay915 Words   |  4 PagesInquiry is an interactive way of learning. Students are actively engaged in their studies. Inquiry involves student-centered activities focusing on questioning, exploring, and posing explanations. The goal of inquiry is to introduce a new way of learning where students can learn about the world around them through active engagement in real-life examples. 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Rather, we draw upon our knowledge and understanding in each area as we explore, investigate, and learn each day: Just as scientists use mathematics and language arts as tools, children should have opportunities to apply and enhance their mathematics, reading, and writing skills while investigating the natural world (Bass, Contant, and Carin, 2009, p.231). In the classroom, the primary focus is the learning of each student.Read MoreHow Inquiry Is The Process That Governs How Students Learn Within The Contents Of Science Education?784 Words   |  4 PagesInquiry is the process that governs how students learn within the contents of science education. The textbook defined inquiry as the process that students should use to learn science (Martin, Sexton, Franklin, Gerlovich, McElory 2009). They should be able to ask questions, use their questions to plan and conduct a scientific investigation, use appropriate science tools and scientific techniques, evaluate evidence and use it logically to construct several alternative explanations, and communicate

Journal Of Innovative Research Development -Myassignmenthelp.Com

Question: Discuss About The Journal Of Innovative Research Development? Answer: Introduction: The purpose of the report is to draw an insight into professional human resource management (HRM) based on a case study titled Senior managers perceptions of the HRM function during times of strategic organizational change. The context and background of the report is to provide an idea on how professional HRM should practice. Therefore, the report discusses about the importance of HRM in an organization with the changing nature of the work. The report also tries to focus on how HRM ensures aligning the management of people in an organization along with successful implementation of the business strategies. The advice provided to the CEO by the HRM regarding the impact of the automation and technology on the financial sector and how it poses as a challenge for the human resource management also finds a mention in the report. The report tries to analyse the hypothesis as to why the activities of HRM are important for an organization. Importance of HRM in an Organization Human resource management (HRM) refers to the utilization of efforts, capabilities and knowledge at the managerial level that people consider as an authoritative and coordinated human enterprise that is a part of the employment exchange and is responsible for carrying out work related tasks in a manner that enables organizations to continue into future(Sikora and Ferris 2014). The goals of HRM focus on supporting an organization in achieving the objectives through implementation and development of HR strategy with the business strategy. HRM also leads to the development of a culture of higher performance. Human resource managers also make sure that the organization has skilled, engaged and talented people as per their needs (Bal, Kooij and De Jong 2013). They also help in maintaining a positive relationship between the employees and the management thereby leading to prevalence of mutual trust. Thus, given the changing nature of the work, HRM is important in myriad areas of an organiz ation. This ranges from strategic planning to the maintaining the image of the company. HRM undertakes strategic management through improving the bottom line of the company through the application of human capital that affects organizational success. The HRM also performs the function of conducting extensive salary and wage surveys in maintaining the compensation cost at par with the current financial status of the company. The HR managers are important for an organization since they possess the expertise and skills required for negotiating the benefit packages for the employees by remaining consistent with the economic conditions but also the budget of the organization. They can also reduce the cost of the organization in terms of employee hiring, attrition and turnover (Tabiu and Nura 2013). HRM also helps in minimizing the liability and exposure of the organization in relation to the allegations of the unfair practices of the employment through identification and investigation. H RM helps the organization in achieving higher performance along with ensuring higher satisfaction level amongst the workforce by strengthening the employee-employer relationship. Aligning Management of People with Business Strategies HRM can align the management of the people within organizations with successful implementation of business strategies through planning. The creation of viable human resource strategy helps businesses in avoiding any kind of pitfall and ensures planning that helps in improvement of business (Bamberger, Biron and Meshoulam 2014). The leadership of an organization is responsible for setting the tone as to how employees would react to newer systems. If the executives of a company embrace the newly implemented plan and put forward their willingness in utilizing the newer HR strategy, the rest of the people will follow. It is necessary for the HRM to ensure a gradual implementation of strategy so that there is an alignment with managing the people of the organization (Cania 2014). This must be ensured through the addition of a single feature at a particular time for allowing the current employees to get accustomed with the newer ideas. This is followed in realigning and evaluating the comp ensation packages. Instead of introducing newer strategies like newer pay scale, newer hiring process and newer job opportunities all at the same go, it would be more prudent to introduce one at a time. For instance if there is an introduction of the new pay scale in one week, the strategy involving the new process of hiring must be implemented a week later. To ensure effectiveness of HRM strategy it should be measurable. Determination of measurable and specific objectives is necessary for ensuring that the strategy is not only beneficial but also working (Stone and Stone 2013). Impact of Technology and Automation on the Finance Sector The impact of technology and automation has changed the work process in the finance sector. The HRM would therefore try to put forward to the CEO the changes happening as a result of implementation of technology and automation. The emergence of technology has led to the development of the banking software (Sharma, Khandelwal and Rathod 2014). These software applications have not only eased the process of the finance sector but have also made it more reliable. This software has also eased the process of data entry and its retrieval. There has also been the development of core banking system that enables various branches of the bank to get interconnected to a centralized database. Technology and automation has also brought into play the development of Magnetic Ink Character Recognition Code(MICR) cheque processing. This particular technology helps in revolutionizing the process of cheque clearing into a systematic procedure that is not only faster but also efficient. The development of the credit or the debit cards reduced the account holders necessity of visiting to the branch for withdrawing money due to the presence of magnetic recording of data. Internet banking solution has been another boon of technological emergence that has enabled carrying out transactions and inquiries in real time ruling out the need for visiting a branch. The presence of cheque deposit machine, cash deposit machine, automated inquiry machine and passbook printing machine have aided the users with the ease of an automated banking service. The other development that has made the work process of the finance sector easier includes development of online system for cheque truncation, loan processing and mobile banking facilities (Jain 2013). Challenges of the Emerging Technology and Automation on HR The challenges that the emerging technology and automation imposes on the HRM are immense. With the automation of various processes the scope of the HR managers in job enrichment, job engagement and employee training and development are gradually getting narrowed down (Vlter et al. 2013). Nowadays, machines are replacing human capital thereby narrowing the scopes of HRM even in performance appraisals. The increased dependence on technology by corporate also undermines the core principles of HRM that includes employee satisfaction, motivation, 360 degree feedback and psychometric test. The implementation of artificial intelligence in business domain related to finance, IT, marketing and education has further narrowed down the scope of HR. The emergence of technology has even raised the demand for implementation of block chain technology in insurance, finance and financial markets that helps in transforming the traditional practices of accounting and finance domains. This technology en sures transparency in financial disclosures and provides access to timely financial statements. Such automated technology has almost nullified the need of HRM in the mentioned sectors. Should HRM Professionally Practice To achieve a clear strategic focus the HRM must consider them as strategic partners. According to this role, the HRM must ensure the accomplishment and development of the company including the objectives and the business plans (Christopher and Hasanah 2010). In order to become business partners, the HRM should possess thoughts that are similar to the business people, know accounting and finance and remain responsible and accountable for the reduction of the cost and measurement of all HR processes and programs. Moreover, the HRM must prove them to be business savvy. In the 21st century the HRM should play a role beyond the process of recruitment and must therefore act as employee advocate. Hence the HRM should play a vital role in the success of the organization through his knowledge and advocacy about the people. This advocacy implies creation of the work environment where people choose to contribute, be happy and motivated (Ehnert, Harry and Zink 2013). The HRM can ensure this by providing overall strategies for talent management, opportunities for employee development, programs for employee assistance, strategies for profit sharing and gain sharing, interventions for organizational development, implementing approaches for problem solving and employee complaint and opportunities for scheduled communication on a regular basis. The HRM should exhibit credibility by frequently championing change. The ability of successful execution along with proper knowledge makes the HRM professionals extremely valued (Alfes et al., 2013). Knowing the ways of linking the changes to strategic requirements of an organization helps in minimizing the resistance towards change and employee dissatisfaction. The HRM can contribute through constant access of the effectiveness of HR function. However, for promotion of the overall organizational success, the HRM must champion and identify the organizational values, vision, mission, action plans and goals. The HRM is also responsible for determining the measures that will help them to know how well the company is progressing. Conclusion: Thus, to conclude it can be said that HRM should practice professionally provided it implement necessary changes as per the changing times. The report establishes the importance of the HR in the changing times and the challenges faced. The findings of the report create a meaningful insight to the readers to the activity of professional HRM in a changing world. References: Alfes, K., Truss, C., Soane, E.C., Rees, C. and Gatenby, M., 2013. The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement.Human resource management,52(6), pp.839-859. Bal, P.M., Kooij, D.T. and De Jong, S.B., 2013. How do developmental and accommodative HRM enhance employee engagement and commitment? The role of psychological contract and SOC strategies.Journal of Management Studies,50(4), pp.545-572. Bamberger, P.A., Biron, M. and Meshoulam, I., 2014.Human resource strategy: Formulation, implementation, and impact. Routledge. Cania, L., 2014. The impact of strategic human resource management on organizational performance.Economia. Seria Management,17(2), pp.373-383. Christopher J. Rees and Hasanah Johari, 2010 "Senior managers' perceptions of the HRM function during times of strategic organizational change: Case study evidence from a public sector banking institution in Malaysia", Journal of Organizational Change Management, Vol. 23 Issue: 5, pp.517-536 Ehnert, I., Harry, W. and Zink, K.J. eds., 2013.Sustainability and human resource management: Developing sustainable business organizations. Springer Science Business Media. Jain, Y., 2013. Mobile Banking: A Study on Adoptionchallenges in Southern Rajasthan, India.International Journal of Innovative Research and Development,2(4), pp.902-914. Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2013. Human resource management: strategy and practice. Sharma, K.B., Khandelwal, G.R. and Rathod, M.G., 2014. Information Technology, Economy and Banking Sector.IBMRD's Journal of Management Research,3(1), pp.116-124. Sikora, D.M. and Ferris, G.R., 2014. Strategic human resource practice implementation: The critical role of line management.Human Resource Management Review,24(3), pp.271-281. Stone, R.J. and Stone, R.J., 2013.Managing human resources. John Wiley and Sons. Storey, J., 2014.New Perspectives on Human Resource Management (Routledge Revivals). Routledge Tabiu, A. and Nura, A.A., 2013. Assessing the effects of human resource management (HRM) practices on employee job performance: A study of usmanu danfodiyo university sokoto.Journal of Business Studies Quarterly,5(2), p.247. Vlter, M., Stahl, T., Bettin, J., Haase, A. and Helsen, S., 2013.Model-driven software development: technology, engineering, management. John Wiley Sons

What is the Difference Between a Biography and an Autobiography - The Writers For Hire

WHAT IS THE DIFFERENCE BETWEEN A BIOGRAPHY AND AN AUTOBIOGRAPHY? In our previous blog, we discussed the difference between an autobiography and a memoir, but what is the difference between an autobiography and a biography? Well, both are written accounts of a person’s life. There are some big differences that set them apart from each other, though. A biography: Is the story of a person’s lifeIs generally written by a person who did an in-depth study of someone else’s lifeCan be written with or without the consent of the subjectIs based on facts about the subject’s lifeIs usually written in third personIs objectiveHas the purpose of informing the audience An autobiography: Is the story of one’s own lifeIs generally written by (or with the help of) the subject matter Is usually written in first personIs based on facts about the subject’s lifeCan also include the subject’s thoughts and feelings about the events in their lifeIs subjectiveHas the purpose of informing and explaining the motivation behind the subject’s actions