Walt Disney was a small town boy with a dream, just like...

Walt Disney was a small town boy with a dream, just like any other American. However, what separates Disney from the rest is his creativity, courage, vision, and result-oriented mindset. First, Disney focused closely on his creativity. Disney was always known for his creative characters and stories, but how did this help him be a catalyst for change? He continued to create. Disney’s imagination never stopped and this allowed his company to prosper. Disney made made many Alice shorts, but he eventually grew bored of the combination films with real actors and animated backgrounds. His next idea was Oswald the Rabbit, which was an all animated shorts series. This series was how Disney’s name became recognized widely amongst animators,†¦show more content†¦Snow White and the Seven Dwarves was Disney’s first big risk in the animation business that he used to further change the art of animation. He pushed his company and employees to work to their limits. Addi ng music and the use of the multiplane camera made it possible for Disney’s ideas to come to life. However, Snow White and the Seven Dwarves was considered â€Å"Disney’s Folly† because no one believed it would be able to hold the attention of audiences. However, even when Disney’s company was expected to fail, he did not give up. He was so worried he would not be able to finish Snow White and the Seven Dwarves, but instead of throwing away his work and company, Disney continued to fight for the finishing of this production. Because of his perseverance and courage to take such a huge leap into animated movie production, Snow White and the Seven Dwarves was a hit. Disney even received an Oscar as a result of the movie’s success. Even with the utmost fear, Disney was able to push through and take the biggest risk out of all animators at the time. His courage to change the art of animation proved him to be a leader in the animation business as well in entertainment altogether. Disney did what no others even attempted and was successful in doing so. Walt Disney’s vision and result-oriented mindset showed to be a very powerful aspect of his character. From a young age, Disney loved drawing and creating and with this heShow MoreRelatedThe Life And Accomplishments Of Walt Disney1934 Words   |  8 PagesElias Disney was always seen as a very imaginative and outgoing person at any point in his life. Walt loved life and would make appearances at Disneyland all the time to make sure employees were being kind and courteous to the guests while managing to talk and ride rides with children that looked up to him. Never in his life would Walt give up on something, which made him very stubborn at times, but a good businessman with the guidance of his brother, Roy. All of these traits made Walt Disney intoRead MoreCase on the Disney Brand14200 Words   |  57 PagesKey Words: Brand Extension, Expansion into New Geographies. Brand Cul ture, Brand Symbols, Semiotics Analysis. 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Why People Commit a Crime Free Essays

It was often asked and researched throughout the years of why people commit a crime. As the opposed question came about, theorist came out with their theories of why people commit a crime. I believe people commit crime because they are learning it from the influences in their life and because the person or persons is a very important aspect in their lives it leads to the process of why people commit a crime. We will write a custom essay sample on Why People Commit a Crime? or any similar topic only for you Order Now This connects to Sutherland’s theory of Differential Association, but while it does connect to Sutherland’s theory this paper will focus on the social learning theory that Aker mentions and has further research of the subject of crime. Micro-Level Learning theory has been advanced by many theorist over the years such as the theorist Sutherland. If I were to test the theory of social learning, specifically micro-level learning theory I would examine the relationships with peers preferably intimate relationships with friends and family. Only then when viewing the intimate relationships, I would see the person learn the techniques of committing crime and what’s considered in the text â€Å"definitions†. When mentioning â€Å"definitions† it’s what is favorable and unfavorable toward violation of the law. Now, for the theory to be accurate I have to find things that support or amongst the search if it undermines the theory at hand. The theory had one major concern that undermines the accuracy of the theory. The theory does not give a good description of the favorable and unfavorable to crime. It was because that the description of the theory was first described by Sutherland than a few others, until it lead to Akers. There has been many theorists who tried to define the definitions more precisely. It was treated as different theories, but the main one I want to focus on is the social learning theory. Since there has been many theorist who focused for example, control theory it became difficult to find the theory that is more acceptable. Another concern that was mentioned was that the theory failed to describe the process of how crime is learned. Akers did however, did draw from psychology to get a better aspect of the behavior and the social learning process. The process comes in three steps as said by Akers. First, an individual learn beliefs that define crime as desirable or justifiable. He goes more in depth saying these beliefs lead to crime. The second process is that people engage in crime because are reinforced into that situation, meaning it could be peer pressure (a negative reinforcement) or the individual could receive a reward for participating in the crime. The last process is that people imitate the criminal behavior of others, which is the intimate relationship the individual has with them. The process of learning crime as shown through most studies which shows that associating with family and/or friends that exhibit criminal behavior, comes out more often throughout most of the studies. This was taken as a strong evidence to support the social learning theory, however, even though it had the correlation numerous researchers argued against it. The researchers argued that the correlation doesn’t mean that the association with criminal family or friends cause criminal behavior in the individual. Even saying that as well there has been strong support to back up the social learning theory. It is said that the origin of the support stems from research solely based off of experiments being conducted such as surveys or field work studies. From all the information that has been researched and conducted has shown the support of the theory and also the facts that undermine the theory. If I were to make the theory more accurate I would say that an individual associating themselves with a delinquent family member influences the individual to commit or take part in criminal activities. This combined theory now becomes more accurate to the research that has been conducted by the theorists. The theory itself needs a lot more research that needs to be conducted, but with the improved version of the theory will lead to a more stronger support of the social learning theory. How to cite Why People Commit a Crime?, Papers

Organizational and Managerial Functions †MyAssignmenthelp.com

Question: Discuss about the Organizational and Managerial Functions. Answer: Introduction Human resource management is a concept that has emerged in the past few decades in the business world and has become one of the most important managerial functions. Management of human resources is aimed at maximising the performance of individuals by establishing better relations between employers and employees and by improving the work conditions for the employees Invalid source specified.. To achieve its objectives, human resource management uses a number of core and non-core functions, such as recruitment and selection, performance management, career development, training and development, motivation, retention and attraction, etc. With the rapid increase in market competition, the reliability of business organisations on human resources, in order to achieve market competencies, has increased even further. Where all other resources and processes can be replicated over a period of time, human resources cannot be replicated and a talented pool of employees is always a plus point for any business. Thus, human resource management is considered to be important from a business point of view and also because of its ability to add value for the stakeholders Invalid source specified.. In this report, we will discuss the way in which human resource management can create a sustainable value for the stakeholders. Human resource management in creating a long term value for stakeholders The recent developments in the field of human resource management has changed the way in which most business organisations perceive it. Most of the business organisations have shifted their focus from human resource management to strategic human resource management, which further aims at aligning the human resource management practices of a company with its organisational strategies in order to become more efficient and productive. To understand the way in which human resource management systems can help in creating a long term value for the stakeholders, it is important to identify the stakeholders involved. The most important stakeholders involved in the process are employees, employers, investors and the customers. Human resource management systems can definitely prove to be beneficial for all stakeholders and can also help in creating a long term value for them in the following ways: First of all, for the employees, human resource management systems can add value because of their ability to shift the focus of an organisation towards the training and development of its employees. Human resource management systems aim at increasing the skills, knowledge and competencies of the employees as it helps business organisations in becoming more competitive and in outperforming their competitors Invalid source specified.. Training and development programs add value for the employees because of their ability to help the employees in developing their careers and achieving higher positions in the organisational hierarchy. Further, human resource management systems also aim at improving the work conditions for the employees and to keep them motivated, which depicts the importance that an organisation attaches to its employees. Secondly, for the employers, human resource management systems are of a great importance because they add maximum value for them in the long run. Effective human resource management systems can help employers in maintaining strong and peaceful relations with the employees, which can help in optimising the overall performance of an organisation. Human resource management systems also aim at implementing strategies that can help the employers in retaining their skilled workforce and attracting fresh talent in the market. Implementing strategies to attract, retain and motivate the employees can help the employers in establishing a strong image in the market as an employer Invalid source specified., which is beneficial because the fresh talent in the market is always eager to work with such organisations Invalid source specified.. Further, human resource management systems can also add value for the employers by introducing performance management systems in the organisation. Performance management systems are aimed at setting up performance goals, measuring the performance, performance appraisals and identifying the gap in performance levels of individuals, teams and of the organisation on the whole. Performance management systems can foster a performance oriented environment in the workplace, which can ultimately help an organisation in outperforming its competitors. Human resource management systems also aim at dealing with problems that can increase the employee turnover rate in an organisation, which in turn can prove to be a burden on the resources of a company. Using human resource management systems to deal with high labour turnover rates can also help a business organisation in bringing down its attrition rates and reducing its operational costs. Last, but not the least, human resource management systems help business organisations in make their recruitment and selection programs more efficient and cost effective. Having efficient recruitment and selection programs can help employers in identifying the right fit for a right job at the right point of time, which saves the employers from wastage of efforts and money that is spend in carrying out recruitment and selection process over and over again. Thus, human resource management systems add a great deal of long term value for the employers. Fourthly, for the customers, effective human resource management systems can add a lot of value in the long run. A company that uses efficient human resource management practices will always be able to ensure high job satisfaction levels amongst its employees, which keeps the employees motivated to serve their customers in the best possible manner Invalid source specified.. A well-managed workforce will always demonstrate exceptional performance levels and will be able to develop innovative and creative products that will be able to satisfy the demand of the customers in the market. Human resource management systems can help business organisations in establishing a strong market reputation and being associated with such companies is perceived as a thing of high value by the customers. Lastly, for the investors or the shareholders, effective human resource management systems can add value by minimising the operational costs and maximising the share value by increasing the overall profitability of a company. Effective human resource management systems can assist business organisations in designing appropriate compensation and benefit plans for the employees, which do not act as a burden on the resources of a company but are also able to keep the employees motivated and engaged in their jobs Invalid source specified.. An engaged and motivated workforce can be really helpful in serving the customers in a better way and developing products and services that are better than those of the competitors. Thus, the overall profitability of the company is increases, which in turn will result in an increase in the values of the shares held by the investors. Further, effective human resource management systems can help business organisations in becoming more efficient and in pre forming better, which establishes a strong reputation of a company in the market. Stakeholders or the investors attach a high value when they are attached to an organisation that has a strong market reputation. Thus, effective human resource management systems can also add a long term sustainable value for the investors or the stakeholders as well. Conclusion From the above information, it is evident that human resource management systems are not just important for achieving better results but can also be helpful in adding long term sustainable value for all stakeholders that are related with the business of a company. Therefore, business organisations should shift their focus towards strategic management of their human resources in order to outperform their competitors and to ensure high satisfaction levels amongst the stakeholders. References Barrett, M., 2016. Value adds for employers of choice: talent-retention. HR Future 1, 1 January.p. 46. Boxall, P. Purcell, J., 2011. Strategy and Human Resource Management: Third Edition. s.l.:Palgrave Macmillan. Brewster, C., 2017. The integration of human resource management and corporate strategy. In: In Policy and practice in European human resource management. s.l.:s.n., pp. 22-35. Lengnick-Halla, M. L., Lengnick-Hall, C. A., Andrade, L. S. Drake, B., 2009. Strategic human resource management: The evolution of the field. Human Resource Management Review , June, 19(2), pp. 64-85. Meijerink, J. G., Bondarouk, T. Lepak, D. P., 2015. Employees as Active Consumers of HRM: Linking Employees HRM Competences with Their Perceptions of HRM Service Value. Human Resource Management, 9 April.55(2). Rees, G. Smith, P., 2017. Strategic Human Resource Management: An International Perspective. s.l.:Sage. Vermeeren, B. et al., 2014. HRM and its effect on employee, organizational and financial outcomes in health care organizations. Hum Resour Health, 17 June.Volume 12.