The Battle of Alam Halfa in North Africa During WW II

The Battle of Alam Halfa in North Africa During WW II The Battle of Alam Halfa was fought from August 30 to September 5, 1942, during World War IIs Western Desert Campaign. Armies Commanders Allies Lieutenant General Bernard Montgomery4 divisions, XIII Corps, Eighth Army Axis Field Marshal Erwin Rommel6 divisions, Panzer Armee Afrika Background Leading to the Battle With the conclusion of the First Battle of El Alamein in July 1942, both British and Axis forces in North Africa paused to rest and refit. On the British side, Prime Minister Winston Churchill travelled to Cairo and relieved Commander-in-Chief Middle East Command General Claude Auchinleck and replacing him with General Sir Harold Alexander. Command of the British Eight Army at El Alamein ultimately was given to Lieutenant General Bernard Montgomery. Assessing the situation at El Alamein, Montgomery found that the front was constricted to a narrow line running from the coast to the impassable Qattara Depression. Montgomerys Plan To defend this line, three infantry divisions from XXX Corps were positioned on ridges running from the coast south to Ruweisat Ridge. To the south of the ridge, the 2nd New Zealand Division was similarly fortified along a line ending at Alam Nayil. In each case, the infantry was protected by extensive minefields and artillery support. The final twelve miles from Alam Nayil to the depression was featureless and difficult to defend. For this area, Montgomery ordered that minefields and wire be laid, with the 7th Motor Brigade Group and 4th Light Armoured Brigade of the 7th Armoured Division in position behind. When attacked, these two brigades were to inflict maximum casualties before falling back. Montgomery established his main defensive line along the ridges running east from Alam Nayil, most notably Alam Halfa Ridge. It was here that he positioned the bulk of his medium and heavy armor along with anti-tank guns and artillery. It was Montgomerys intention to entice Field Marshal Erwin Rommel to attack through this southern corridor and then defeat him in a defensive battle. As British forces assumed their positions, they were augmented by the arrival of reinforcements and new equipment as convoys reached Egypt. Rommels Advance Across the sands, Rommels situation was growing desperate as his supply situation worsened. While he advance across the desert had seen him win stunning victories over the British, it had badly extended his supply lines. Requesting 6,000 tons of fuel and 2,500 tons of ammunition from Italy for his planned offensive, Allied forces succeeded in sinking over half of the ships dispatched across the Mediterranean. As a result, only 1,500 tons of fuel reached Rommel by the end of August. Aware of Montgomerys growing strength, Rommel felt compelled to attack with the hope of winning a quick victory. Constrained by the terrain, Rommel planned to push the 15th and 21st Panzer Divisions, along with the 90th Light Infantry through the southern sector, while the bulk of his other forces demonstrated against the British front to the north. Once through the minefields, his men would push east before turning north to sever Montgomerys supply lines. Moving forward on the night of August 30, Rommels attack quickly encountered difficulty. Spotted by the Royal Air Force, British aircraft began attacking the advancing Germans as well as directing artillery fire on their line of advance. The Germans Held Reaching the minefields, the Germans found them to be much more extensive than anticipated. Slowly working through them, they came under intense fire from the 7th Armoured Division and British aircraft which exacted a high toll, including wounding General Walther Nehring, commander of the Afrika Korps. Despite these difficulties, the Germans were able to clear the minefields by noon the next day and began pressing east. Eager to make up lost time and under constant harassing attacks from 7th Armoured, Rommel ordered his troops to turn north earlier than planned. This maneuver directed the assault against the 22nd Armoured Brigades positions on Alam Halfa Ridge. Moving north, the Germans were met with intense fire from the British and were halted. A flank attack against the British left was stopped by heavy fire from anti-tank guns. Stymied and short on fuel, General Gustav von Vaerst, now leading the Afrika Korps, pulled back for the night. Attacked through the night by British aircraft, German operations on September 1 were limited as 15th Panzer had a dawn attack checked by the 8th Armoured Brigade and Rommel began moving Italian troops into the southern front. Under constant air attack during the night and into the morning hours of September 2, Rommel realized that the offensive had failed and decided to withdraw west. His situation was made more desperate when a column of British armored cars badly mauled one of his supply convoys near Qaret el Himeimat. Realizing his adversarys intentions, Montgomery began formulating plans for counterattacks with the 7th Armoured and 2nd New Zealand. In both cases, he emphasized that neither division should incur losses that would preclude them from taking part in a future offensive. While a major push from 7th Armoured never developed, the New Zealanders attacked south at 10:30 PM on September 3. While the veteran 5th New Zealand Brigade had success against the defending Italians, an assault by the green 132nd Brigade collapsed due to confusion and fierce enemy resistance. Not believing a further attack would succeed, Montgomery cancelled further offensive operations the next day. As a result, the German and Italian troops were able to retreat back to their lines, though under frequent air attack. The Battles Aftermath The victory at Alam Halfa cost Montgomery 1,750 killed, wounded, and missing as well as 68 tanks and 67 aircraft. Axis losses totaled around 2,900 killed, wounded, and missing along with 49 tanks, 36 aircraft, 60 guns, and 400 transport vehicles. Often overshadowed by the First and Second Battles of El Alamein, Alam Halfa represented the last significant offensive launched by Rommel in North Africa. Far from his bases and with his supply lines crumbling, Rommel was forced to move to the defensive as British strength in Egypt grew. In the wake of the battle, Montgomery was criticized for not pressing harder to cut off and destroy the Afrika Korps when it was isolated on his southern flank. He responded by stating that Eighth Army was still in the process of reforming and lacked the logistical network to support the exploitation of such a victory. Also, he was adamant that he wished to preserve British strength for a planned offensive rather than risk it in counterattacks against Rommels defenses. Having shown restraint at Alam Halfa, Montgomery moved to the attack in October when he opened the Second Battle of El Alamein. Sources Defensive Military Structures in Action: Historical ExamplesBBC: Peoples War - Battle of Alam Halfa

Evo Devo in the Study of Biology

Evo Devo in the Study of Biology Have you heard anyone ever talk about evo-devo? Does it sound like some sort of synthesizer-heavy band from the 1980s? It is actually a relatively new field in the realm of evolutionary biology that explains how species, that start out so similarly, become so diverse as they develop. Evo devo stands for evolutionary developmental biology and has just started being included in the Modern Synthesis of the Theory of Evolution within the past few decades. This field of study encompasses many different ideas and some scientists disagree on what all should be included. However, all who study evo devo agree that the foundation of the field is based on the gene level of inheritance which leads to microevolution. As an embryo develops, certain genes need to be activated in order for the traits carried on that gene to be expressed. Most of the time, there are biological clues for these genes to turn on based on the age of the embryo. Sometimes, environmental conditions can trigger the expression of the developmental genes as well. Not only do these triggers turn on the gene, they also direct the gene on how to be expressed. There are subtle differences between the arms of different animals that are determined by how the genes that carry the trait for limb development are expressed. The same gene that creates a human arm can also create a sparrows wing or a grasshoppers leg. They are not different genes, as previously thought by scientists. Evo Devo and the Theory of Evolution What does this mean for the Theory of Evolution? First and foremost, it lends credibility to the idea that all life on Earth came from a common ancestor. This common ancestor had the exact same genes we see today in all of our modern species. It is not the genes that have evolved over time. Instead, it is how and when (and if) those genes are expressed that has evolved. Also, it helps to give an explanation for how the beak shape of Darwins finches on the Galapagos Islands could have evolved. Natural Selection is the mechanism that chooses which of these ancient genes are expressed and ultimately how they are expressed. Over time, the differences in gene expression led to the great diversity and large numbers of different species we see in the world today. The theory of evo devo also explains why so few genes can create so many complex organisms. It turns out that the same genes are used over and over again but in different ways. The genes that are expressed to create arms in humans may also be used to create legs or even a human heart. Therefore, it is more important how the genes are expressed than how many genes are present. Developmental genes across species are the same and can be expressed in a nearly unlimited number of ways. Embryos of many different species are nearly indistinguishable from each other at the early stages before these developmental genes are turned on. Early embryos of all species have gills or gill pouches and similar overall shapes. It is crucial for these developmental genes to be activated correctly at the right time and at the right place. Scientists have been able to manipulate genes in fruit flies and other species to make limbs and other body parts grow in different places on the body. This proved these genes control many different parts of embryo development. The field of evo devo reaffirms the validity of using animals for medical research. An argument against animal research is the obvious difference in complexity and structure between humans and the research animals. However, with such similarities on a molecular and gene level, studying those animals can give insight into the human, and particularly the development and gene activation of humans.

Strategic Management Essay Example | Topics and Well Written Essays - 2000 words - 13

Strategic Management - Essay Example This essay presents a discussion about a strategy for competing against Apple Inc, a well-established and successful firm with an established brand and a capability for in-house VLSI design. Apple Inc, which first incorporated on January 3, 1997, is a company built on ability in electronic design and a capacity for taking an entrepreneurial risk at a time when the market suggested a future for personal computers and electronic gadgetry (Linzmayer, 2004, Pp. 1 – 10). Its founders Stephen Gary Wozniak and Steven Paul Jobs had an interest in electronic design and they were able to impress Armas Clifford, a retired software designer with connections and capital, who stepped in to help them with US$ 92,000 of his own funds and a secured credit line worth US$ 250,000 from Bank of America. The capital meant a lot to the backyard operation that Jobs and Wozniak had been operating to make electronic gadgets for some time. With continued success, Apple Computers went public in 1980 when Job’s initial 45 % stake translated into 7.5 million shares, worth US$ 82.35 million when Apple Stock was at an all time low in 1982 or US$ 2255.85 million in the year 2000 when the company stock record high. Within the relatively recent past, Apple Inc recorded net sales of US$ 32, 479 million in the year 2008, with a net income of US$ 4, 834 million (Apple Inc, 2009, â€Å"Annual Report for 2008†). This result is an improvement on the result for the year 2007, when Apple recorded net sales of US$ 24,006 million and earnings of US$ 3,496 million. However, despite the fact that Apple has enjoyed success, it is important for this computer company to remain vigilant in difficult economic times when competition amongst computer manufacturers is intense and efforts to exploit its weaknesses are possible. Thus, it makes sense to examine the present market environment for Apple and to reflect on a

Basically Good, Bad, or Both Essay Example | Topics and Well Written Essays - 750 words

Basically Good, Bad, or Both - Essay Example Human beings are a combination of both, good and evil because they are neutral and they have the free will and determination to adopt any. In order to be civilized humans have set boundaries and rules that determine good and evil. Aristotle argued that since man is a social animal and setting boundaries for good and evil is but natural because they are essential for humans remain civilized. Humans are neutral because they are equally capable and free to make a rational choice between good and evil. It is the society, upbringing and biological factors that affect a human's ability to think and decide. So it's these factors that are to be accredited blamed or for good or evil, respectively. It has been proved that the human mind is not a blank slate by Steven Pinker in his book "The Blank Slate" and the other factors like the surroundings, sociological and biological factors affect the mind's ability to think. Humans are not born good or born evil because they are capable of both as th ey grow up into adults. Education and guidance have an effect on the mind's capability to decide and choose between good and evil. ... Whereas, the developed world is a different scenario and people are usually educated and well- brought up even well-fed and well-provided with all the needs and wants and it's a fact that these people are sensitive and have made rational decisions to do good and avoid evil. Both the qualities of good and evil are present within us and we must make a choice. There are outside influences that affect the nature of the choice. The most controversial example is George W. Bush who is civilized and a good man in the eyes of many and especially his relatives but he is responsible for waging wars for oil and millions have been killed in his quest. He is a combination of good and evil. Bush is a good person to some people and maybe he himself believes that he is working in the best interests of his people and his country. But the fact remains that his actions were evil and millions of innocent lives have been lost. There is a reason for human nature to take this form and there are several theo ries to explain it. The philosophical naturalism believes that humans are superior beings and they are the result of evolution. Humanist philosophers argue that good and evil are simply labels and made up boundaries in order to civilize this world. It is the brain and the society at work that bring out this distinction. These influences affect our decisions to be good or to be evil. Man was born free and free will according to Thomism by Aquinas explains that a free will is the only essential proof of the existence of a soul. Aristotle supported this theory as well since according to his concept of hylomorphism the soul is significant and also universal and the soul makes every human being different. Therefore, when every one of us is different, every one of us has a

The Symbolic Meaning Behind the Black Procession in OConners A Late E

The Symbolic Meaning Behind the Black Procession in O'Conner's A Late Encounter with the Enemy Czechoslovakian philosopher and political mind Vaclav Havel, in his discourse The Power of the Powerless, talks about the danger of "living within a lie" (84). He argues that individuals who refuse to develop a strong sense of self and instead "merge with the anonymous crowd and flow comfortably along with it down the river of pseudo-life" (38) inevitably experience a "profound crisis of human identity" (45). Havel was speaking specifically of communism, but more broadly of the human condition. His warning is similar to moral message of Southern writer Flannery O'Conner in her short stories, specifically A Late Encounter with the Enemy. O'Conner, unlike Havel, sends her message through her fictional characters. They frequently live in contrived worlds the neglect the realities of their lives. O'Conner operates on a highly symbolic and ironic level to demonstrate this to her readers. In A Late Encounter with the Enemy, the General is typical of O'Conner's characters, unwilling to reveal his actual self. But when he is faced with the black procession at graduation, it reminds him of his true, forgotten past, and it is this truth -- the enemy -- which ultimately leads to his death. The General refuses to remember the past. He refers to it as "a dreary black procession" (399). The past is of no importance to him because he is only concerned with the present. All he cares for are parades and "beautiful guls" (400). The General is able to justify his avoidance of the past. O'Conner tells us that he "didn't have any use for history because he never expected to meet it again" (399). There is only one moment from the... ...he gives about him, giving the reader a clear picture of what sort of character he is. But he is weak in his sense of self, content to live as a symbol of a glorious past rather than as a true human. O'Conner exploits this weakness and slowly breaks the General down through the course of the story. She demonstrates the dangers of living a lie, of becoming someone that one is not. Her message is that the fate of the General will be the fate of all man if he chooses to live within a lie. O'Conner warns that life lived without human identity is comparable to Havel's river of pseudo-life. Only she uses the image of a black procession -- dark, solemn and resulting in painful death. The analogies are very different, but the message is the same. Works Cited Havel, Vaclav. The Power of the Powerless. trans. Paul Wilson. Hutchinson Educational, 1985.

Enterprise Rent-a-Car Essay

Question 1 With the support of relevant examples from the given case: a) Define personnel management and human resource management, and discuss TWO major differences between the two concepts. (6 marks) b) Analyze TWO potential external business environment challenges faced by Enterprise Rent-a-Car and their implications on the Company. (10 marks) c) Based on the challenges analyzed in Question 1b), above, suggest effective human resource planning process and methods, that can be used by Enterprise Rent-a-Car in determining the manpower needs for it’s international business expansion. Justify your answer with specific examples. (10 marks) Introduction This question will focus on defining and differentiating Personnel Management from HRM, it will also examine some technological and social challenges, as potential external business environment challenges faced by the company, and will discus an effective HR Planning process and method to address those challenges. a) Definitions and Differences Personnel Management: Is the administrative discipline which mainly works around Industrial/ Employee/ Labour Relations and activities connected with grievance handling,  negotiations, enforcement of labour statute, looking after welfare of employees and so on. Human Resource Management: The process of hiring and developing employees so that they become more valuable to the organization and more integrated towards the goals and strategy of the company. One difference between PM and HRM is that in PM, the power distribution is centralized where the top management has full authority in decision-making. Personnel managers are not allowed to take part in any decision which involves employees, or give ideas. HRM, looks for the decentralization of power, where the power between the top, middle and lower management groups is shared. This can be noticed in the Enterprise Career Path graphic in page 4, case study. Mayor responsibilities are shared between General Manager, Group Rental Manager, Area Manager and Branch Manager. Another difference between PM and HRM is that, pay policies in PM is merely based on skills and knowledge required for the perspective jobs only. The value is based on the ability to perform the task and duties required. In HRM, organizations look beyond pay for functional duties. The pay is designed to encourage continuous improvement and job performance. Enterprise applies this concept when they encourage their employees to â€Å"develop a career† instead of â€Å"just perform a task†, by providing training and mentoring to those employees, and, providing opportunities for professional growth by making promotions and transfers available, other than that just the payment. b) External Business Environment Challenges Technological challenge: the rented vehicles tracking system combines the use of automatic vehicle location in each individual vehicle, with software that collects these fleet data for a comprehensive picture of vehicle locations, very helpful for real time updates and for client monitoring in case of  accidents. Nowadays, GPS is commonly used as a vehicle tracking system. This system needs to be monitored and maintained by qualified persons to ensure they work at their best. If these systems do not work properly , services won’t be delivered as they should and customer dissatisfaction will occur. This will result in losses, bad publicity and even a fatality in the event of an accident. Social challenge: the diversity of the labour force might encounter some cultural differences that might need to be addressed to avoid confrontation and to provide a calm, respectful and tolerant work environment. People integration is very important because otherwise the work environment will be tense, co-worker relationships and productivity might be affected. c) HR Planning and Process For the Technological challenge described in item b), above, the Human Resource Planning and Methods suggested would be based in external human resource suppliers. Enterprise has an organizational need to add a department which primary task would be to manage all the communications between the vehicles‘ tracking systems and have all the data updated real time for customer enquiries and monitoring. Enterprise also needs someone to maintain all the systems and software. To be able to achieve all this a lot infrastructure and investment is required, so the solution is to externally recruit a company that provides this services, after evaluating few candidates. For the Social challenge described in item b), above, the Human Resource Planning and Methods suggested would be based in internal human resource supply. The personalities of the staff will be evaluated, the most charismatic one will be appointed as the leader of the Enterprise Social Club, NZ Branch. This Club will be self managed by the staff, promoting interaction, understanding and tolerance between the employees. A local venue will be selected for gatherings, parties and any social event that involves the company. Conclusion The purpose of the question was to determine why and how important HRM is, when dealing with the quantity and quality of the people of a company, and, when trying to fit the objectives, strategies and challenges to a number of employees. SECTION 2: Job analysis and Job design. (24 marks) Question 2 Select ONE of the positions stated in the Enterprise Career Path (on page 4) and suggest the job analysis process and methods you will use to design the position description, person specification and competency profile for this position. (12 marks) Justify your answer with: †¢ A brief explanation of job analysis and TWO of its purposes, †¢ relevant methods/techniques, †¢ specific types of data to be collected for this position, and †¢ relevant examples. Introduction. This question will focus on defining and explaining the purposes of Job Analysis, it will also examine the method, technique and data used to create the Position Description, Person Specification and Competency Profile for an Assistant Manager‘s job. Definition and Purposes of Job Analysis. In a job analysis we study the tasks and skills that make up an employee’s role, the conditions under which those tasks are performed, and the required contacts with others. It is used for writing position descriptions because it’ll summarize the role of a job in the organization, and, in recruitment and selection because it’ll highlight the characteristics a candidate needs to have to fulfill the post. Method and Technique. A relevant method that was used was competency based profiling,by integrating other methods such as observation, and company documentation, to collect the  data from the case study. This methods will determine the skills, knowledge and behaviors that will ensure a successful work performance from the employee. In this case , for an Assistant manager, some of  the competencies that Enterprise look for are: to be able to adapt to suit the audience, to work cooperatively, get things done creatively, amongst others. Types of Data collected for this position. For this position the following data was identified: Position: Assistant Manager Duties: provide great customer experience, market the business, sell the service, deal with business partners such as insurance companies, dealerships and auto body shops. Work environment: branch office. Relationships: – internal: supervises management assistant and reports to branch manager. – external: business partners and customers. Qualifications and experience: studying first or second year uni + initial classroom based session and on the job training as Management Assistant. Skills: customer service focus, persuasiveness, flexibility, results driven, leadership ability, communication. Example of Job Description, Person Specification and Competency Profile. These elements were integrated in a draft for advertising the position. Assistant Manager for new branch office in NZ. Full time position available for an experienced Assistant Manager at Enterprise-Rent-A-Car, with exceptional selling and communication abilities. The job will require the person to: provide great customer experience, market the business, sell the service, deal with business partners such as insurance companies, dealerships and auto body shops. Previous qualifications or equivalent experience requirements: studying first or second year uni + initial classroom based session and on the job training as Management Assistant. As an Assistant Manager,you will be reporting directly to the Branch Manager and you will be expected to see issues and needs from a customer perspective, to adapt to suit the audience, to be creative about getting things done, to start growing the leaders and managers of the future by supervising the Management Assistant, and to support the professional Enterprise reputation. If you posses skills such as being customer service focused, persuasive, results driven, leadership abilities and communication, we invite you to apply filling the Application Form. Conclusion. This question has explained the central importance of developing an accurate Job Analysis. Demonstrating how all the data gathered from this analysis is used to create a clear and effective Job Description which includes Position Description, Person Specification and Competency Profile. Question 3 Suggest, with justification, FOUR best job designs to be used for the position discussed in Question 2, above, so that it can contribute to the organization effectiveness and the needs of individual workers at Enterprise Rent-a-Car. (12 marks) Include in your answer: †¢ a brief explanation of job design and TWO of its purposes, †¢ FOUR best job designs for use in the given situation, and †¢ relevant examples. Introduction. This question will focus on defining and explaining the purposes of Job Design, it will also examine the best job designs for the proposed Assistant Manager‘s job. Definition and Purposes of Job Design. Job design are all the tasks and activities associated with a particular role. One purpose of job design is to increase employee motivation and productivity. It also helps in designing, redesigning, evaluating and also cutting back responsibilities from a job, adding extra responsibilities to another particular job, trying to match the person’s capabilities with the role. Best Job Designs for the position of Assistant Manager. Job enlargement: this could be used to increase the job scope of the Management assistant to cover the duties of the Assistant manager. Job enrichment: this could be used to increase the job depth of the Management assistant by upgrading the job task mix, increasing motivation and giving the the employee the potential of growth within the company. Workplace flexibility program: this will offer flexible hours of work where the employe could start early and finish early, or having to cover a minimum of weekly hours in the time that is more convenient to the employee, this is attractive for students and parents as they can manage their time more freely. Job sharing: this method could be used to integrate the New Assistant Manager with the organizational culture of the company while temporary sharing the responsibilities with a more experienced Assistant Manager from another branch. Conclusion This question has explained how a Job Design for a particular role can accommodate different types of candidates, starting from people who would like their duties increased, passing through people who would like their job tasks mix upgraded and a more flexible time schedule, to people who could share responsibilities for mutual learning. SECTION 3: Recruitment & Selection. (30 marks) Question 4 If Enterprise Rent-a-Car plans to open a new branch in one of the cities in New Zealand, what would be the BEST recruitment strategy for this new branch to attract qualified candidates for the position you discussed in Question 2, above? (15 marks) Justify your answer with: †¢ the purpose of your proposed recruitment strategy for the selected position at this new branch, †¢ THREE best recruitment methods you would use, †¢ ONE benefit and ONE constraint for each of these recruitment methods, †¢ TWO New Zealand legislative requirements that would affect your recruitment strategy, and †¢ relevant examples. Introduction. This question will focus on describing the Recruitment strategy and method that’ll be used to attract candidates to the Assistant Manager position. Purpose of the Recruitment Strategy. The recruitment strategies that I proposed have the purpose to provide a pool of candidates from where the most suitable candidates will be picked. Recruitment Methods, their Benefits and Constraints. The first recruiting method would be an internal one: a transfer, I would  advertise an application form to transfer an experienced Assistant manager from one of the existing branches. This ensures that the person taking this position has the required experience and knowledge for the role, and that he/she is already familiar with the company’s methods. However this will leave a vacancy in the other branch. The second one is an internal one as well, promotion. I would advertise an application form to promote a Management Assistant from another branch to the position of Assistant Manager. This method can increase motivation within the staff because they see career growth opportunities. However, this can create a high competitive environment where friction between staff members can occur. The third recruiting method that I would use would be an external one, I would advertise the job position to local independent contractors. This might bring a candidate that brings new and fresh ideas to the company and it’s familiar with the new area of the branch in NZ. This method allows to hire people that are specialized in certain areas of expertise. However, this can be expensive. New Zealand legislative requirements that would affect Recruitment Strategies Privacy Act 1993, which establish the rules for dealing with the personal information collected from an employee. Human Right Act, which is designed to ensure that selection of future employees and the promotion of existing ones occur without any discrimination against any particular sector of society. Conclusion For me, the best recruiting strategy in this case is a mixed strategy. Integrating internal and external methods to get the best pool of candidates possible, divided in two groups, one with the ones with the possibility of being transferred or promoted, and another one with the local independent contractors. Question 5 What is the BEST selection strategy you would use to fill in the selected position discussed in Question 4, above? (15 marks) Justify your answer with: †¢ the purpose of your proposed selection strategy for the selected position at this new branch, †¢ THREE best selection methods you would use, †¢ ONE benefit and ONE constraint for each of these selection methods, †¢ TWO New Zealand legislative requirements that would affect your selection strategy, and †¢ relevant examples. Introduction. This question will focus on describing the Selection strategy and method that’ll be used to choose the most suitable candidate for the Assistant Manager position. Purpose of the Selection Strategy. The selection strategies that I proposed have the purpose to narrow the number of candidates for the position of Assistant manager . Selection Methods, Benefits and Constraints. The first selection method that I’d use would be Application Forms customized into two types of candidates, candidates that could apply for possible transfer or promotion on one side, and the ones that could apply as private contractors in the other. The second method that I’d use would be a Face-To-Face interview with the candidates selected for possible transfer or promotion, and the ones selected as private contractors. Then create a shortlist with the qualified candidates. The third selection method that I would use, and that also is a standard of the Enterprise recruitment process, would be an Assessment Day. The shortlisted candidates will take part in practical exercises, individual and group activities. New Zealand legislative requirements that would affect Selection Strategies Employment Relations Act 2000, which establish that either party must not mislead each other in their obligations to each other. (Obligations of good faith) Human Right Act, which is designed to ensure that selection of future employees and the promotion of existing ones occur without any discrimination against any particular sector of society. Conclusion The best Selection Strategy for this proposed position of Assistant Manager is one that integrates Application Forms,to gather the required data, Face-To-Face interviews, to asses first impressions, personality, basic social skills, and an Assessment Day, for group development and team work. SECTION 4: Training Process and Personal Learning and Development Plan. (30 marks) Question 6 One of the competencies outlined in the Skills and Competencies Framework on page 5, above, is customer service focus. Select one of the positions outlined in Enterprise Career Path ( on page 4, above) and discuss how you would use a training process model to prepare, organize, implement, and evaluate the effectiveness of a Customer Service Training Program for the job holders of this position at the new branch in one of the cities of New Zealand. Support your answer with relevant concepts and examples. Invent details as appropriate. Introduction. This question will focus on describing The Training Process Model for a Customer Service Training Program for the position of Assistant Manager (AM). This Program will allow the AM to acquire new skills and knowledge via multimedia material, online assessment and on the job observations. The Training Process Model for a Customer Service Training Program for the position of Assistant Manager (AM). The Training Process Model that I would use involves the following given steps: Step 1: Customer Service Training Program Preparation. In this phase the Customer Service contents related to the duties of the AM position, such as: being able to provide great customer experience, market the business, sell the service, deal with business partners such as insurance companies, dealerships and auto body shops, are identified,the multimedia content is developed. Step 2: Customer Service Training Program Organization. In this phase the content is arranged in learning units and the decision to make the program a Online Web-based Multimedia Training Program is taken. Topics such as: â€Å"Understanding the customer†, â€Å"Customer satisfaction and customer delight†, â€Å"Benefits of Good Customer Service†, â€Å"Internal and External Customers†, etc, will be available 24/7 online. The AM will be able to log in and follow the training at his/hers own pace. Step 3: Customer Service Training Program Implementation. In this phase the Program material is unlocked so the AM can access it via his/hers log in details. The units and lessons are delivered in a variety of formats, video streaming, written essays and case studies. The material will be available 24/7 and this implementation method allows the management to track the participant’s progress. Step 4: Customer Service Training Program Evaluation. In this phase the Participant, in this case the AM, will have to answer scheduled online quizzes, summit written essays, and he/she will be monitored for positive changes in behavior when engaging customers which demonstrates the degree of the Online Web-based Multimedia Training Program effectivity. Question 7 Assume you are in the position discussed in Question 6 , above, develop a Personal Learning and Development Plan (PLDP) that would meet your individual organizational needs of the new branch. Include in your PLDP the following elements: a) The General Competency Questionnaire you have completed ( see page 69 in your Course book ) (3 marks) b) Based on your answer in Question 7a), above, complete the Personal Learning and Development Plan for the position you selected for the discussion. This PLDP will include the following elements: †¢ Learning needs analysis †¢ Learning methods †¢ Learning outcomes †¢ Evaluation of learning outcomes Introduction. This question will focus on illustrating the PLDP based on my General Competency Questionnaire results. This results showed some competencies which need improvement in order to better match the requirements for the role of AM. The following table summarizes the PLDP elements and their relationships, for example, the learning need of â€Å"speaking and presenting to groups† was identified. The learning outcome of this need is â€Å"to deliver important conversations in a confident and articulated way†, the learning methods chosen to improve this area are: â€Å"Videos and Verbal Communication Coaching, body  language.† The ways these learning methods will be analyzed are by Off the job short lectures and presentations. PLDP for an Assistant Manager Learning Method Learning Outcomes Evaluation of Learning Outcomes Communication outwardly. Demonstrations about corporate communication behaviors. Support the professional Enterprise reputation. Superiors’ and stakeholders feedback. Speaking and presenting to groups. Videos and Coaching about public speeches, verbal communication and body language. To deliver important conversations in a conï ¬ dent and articulated way. Off the job – Short Lectures and Presentations. Managing stress & conï ¬â€šict. Role play simulating stressful situations, and demonstrations. To be able to cope with changing circumstances. Co-worker feedback On the job reactions to stressful situations. Developing positive relationships. Demonstrations and case studies about positive relations, positive environments. to be able to maintain and induce positive relationships inside the company. Co-worker feedback. Managing upwards and sideways. Programed demonstrations and group exercises. To be able to work cooperatively. Peers’ and Superiors’ feedback. Learning Need Conclusion From the graphic above I conclude that in order for me to be compatible and capable of taking the Assistant Manager job, I have to improve some important skills like persuasiveness, communication, leadership abilities, patience and a open mind

Technology Is Effective And Efficient Form Of Teaching

When my partner and I were looking for options on what to research, we decided that we were going to research something that we were actually interested on, we decided to research â€Å"Technology in Physical Education†. Many would think to themselves, how can technology be useful in PE? Technology over the years has played a big role in improving PE and finding out new ways to better students. Technology in PE is effective and efficient form of teaching, it’s accessible, and best used when the technology is appropriate. The way that technology can be effective in PE is by making sure that the technology you are using is having a positive impact in your classroom and your teaching methods. There are some technology that has a huge impact on†¦show more content†¦By being able to go online, you can teach students many things. As health concerns, you can show the kids healthy food choices at a young age so as they grow they start to realize for themselves what is healthy and unhealthy. Also, when teaching a certain sport or trying to explain something, a teacher can simply go online and research more on the topic to get a better understanding of what has to be taught. By showing the student’s videos of how to do certain things, the students can understand it better so when it is time to perform the task they can recall to watching the video and perform the task. There are also many inspiration videos so that they kids can get motivated and excited to attend gym class. When a teacher isn’t strong in a certain subject they can go online and research more so that when it is time to present to the class they can be more familiar with the topic and effectively teach the students on what to do. Accessibility plays a huge role because teachers have the ability to adapt to the way different learning styles of students. There are different kind of games that the teacher can teach so that each student can have fun and learn out of. There are some kids who learn in different ways. Some are visual learners, some need extra explanation, and most important, there are some kids who are overweight and have disabilities. But