Reading Response to Thinking of Empire Essay Example | Topics and Well Written Essays - 250 words

Reading Response to Thinking of Empire - Essay Example The nature of power creates an addiction to rule, resulting in several people seeking to have power. Through this, people become greedy, once they obtain power, they seek to hold onto it till they die; this is how people establish dynasties in the political field. Power can destroy a society, several people will always struggle to obtain and when they do, it consumes them and they are never the same. The privileges of power create greed, which also consumes the individuals who crave for power but do not have it. It results in people scheming and hoping to gain power. People will do whatever it takes to be in power. The bottom line is that in the end power makes people corrupt. The manner, in which the Romans and the English sought to establish empires, was a demonstration of how power was a negative factor in society. It resulted in several societies losing their homes and being consumed by the very empires that oppressed them. However, power is important to direct countries and individuals into some direction, be it good or bad. In the end, I find that without the hunger for power, the world would be a peaceful place to live. I can only wonder if a non-power hungry world will ever take center

Human resource management Essay Example | Topics and Well Written Essays - 2000 words - 1

Human resource management - Essay Example An independent analysis of the online recruitment models at Price Waterhouse Coopers, Marks and Spencer and Barclay’s was conducted to determine whether these models are properly aligned to gain the best talent required. Marks and Spencer significantly emphasises the corporate culture that resides at the firm as a means of differentiating the business from competing retail recruiters. The website is constructed for extreme ease of navigation through the various informational pages, providing clear and distinct weblinks to explore the many diverse values portrayed by the organisation. On the â€Å"Our Values† page, Marks and Spencer clearly lists the core foundation of culture, including elements of trust, innovation, commitment, and quality of service (Marks and Spencer 2012). From this page, the candidate is able to navigate easily to learn of the many benefits of gaining employment with the firm, including employee discounts, receipt of bonus scheme outcomes, and pens ion opportunities for long-term reward (Marks and Spencer 2012). In every detail, this organisation wants the candidate to understand the dynamics of business operations and human resources philosophy at the organisation, providing ample information on leadership at the firm and the strong emphasis on diversity prevalent in this business model. No proverbial stone is left unturned in relation to providing comprehension of organisational culture and business mission and vision to assist the candidate in determining whether they would be a proper fit for this business model. The image portrayed by Marks and Spencer is one of leadership-based competence and one in which candidates should expect human resources models to contain much emphasis on social belonging and professional development. An independent candidate that prefers individualism rather than collective work groups, after assessing the sizeable basket of information about the company, might select a competitor with a more ce ntralised business model. However, the blend of knowledge portrayed on the corporate recruitment site leaves little to the imagination about what should be expected upon gaining employment. Barclays and Price Waterhouse Coopers take a different approach to the online recruitment process, with much less emphasis on transformational leadership and cultural development. As both of these companies operate in the financial sector, in generally centralised hierarchies, the content of these two recruitment websites are more professional-centric describing values associated with meeting strategic corporate goals rather than focusing on the interpersonal dynamic of inter-office relationship development. Offers Price Waterhouse Coopers, â€Å"Our culture is all about our people. The development of our people is key and though we are all driven by different aspirations, we share the same commitment to quality† (pwc.co.uk 2012, p.1). Price Waterhouse Coopers attempts to illustrate that h ard work is the cornerstone of meeting service needs and achieving long-term goals with much less emphasis on the psycho-social dynamic of employment. Though the website is easy to navigate with ample weblinks leading to job-related information, the focus of recruitment is navigation through many web pages describing domestic and international career positions with well-developed and thorough job descriptions. Barclay’s, as well, places much less emphasis on the dynamics of existing organisational cu