Essay on Machiavelli’s The Prince as a Modern Political...

The Prince as a Modern Political Guidebook Uneasy lies the head that wears a crown. (Shakespeare, 2 Henry IV 111.1.31) Kingship and leadership is a human concept. Contraptions and fiction invented by human beings that hold the fabric of society together. It is the job of the leader to make the fiction work for the good of all. The quote above evokes the overall feeling about kingship held by both Prince Hal and his father in Shakespeares Henry plays. Being a leader is perhaps the most difficult position one can ever attain. And in the same vein that King Henry IV says this above line, so does his son King Henry V offer this lament: The slave, a member of the countrys peace, Enjoys it; but†¦show more content†¦This book has caused Machiavellis name to become synonymous with evil. It is perhaps also one of the most famous books written on politics other than Platos Republic. But unlike Plato, Machiavelli does not concern himself with metaphysical realms like the world of the Forms. He deals with the reality of this life, which is the one with which all leaders must deal. The Prince is a guidebook for these leaders. In fact Machiavelli addressed this book to a prince, Lorenzo de Medici, in order to win his favor: Wishing now myself to offer to your Magnificence some proof of my devotion, I have found nothing among all I possess that I hold more dear or esteem more highly than the knowledge of the actions of great men, which I have acquired by long experience of modern affairs, and a continued study of ancient history (Machiavelli 11). So who is this evil genius who wrote the blue print for tyranny? Recently this view of Machiavelli has been repudiated and scholars have become free to analyze the work without having to cast moral judgments on a man who believed he was merely recording the reality of political life. Machiavelli states that the prince must at all times act according to the dictates of necessity. There is no room for idealism and altruism, in fact these are mendacious in the face of the realities of politics: But as my aim is to write something that may be useful to him for whom it is intended, it seems to me proper to pursueShow MoreRelatedNiccolà ² Machiavellis Acquisition of Power Essay1327 Words   |  6 PagesThinkers from Aristotle to Francis Bacon would expound on this idea of a social contract, but none would exemplify the realism and ruthlessness of modern politics like Machiavelli. While the word Machiavellian has become part of our lexicon as a term for the ruthless execution of political will glorifying the â€Å"ends justify the means† mentality, Machiavelli’s true legacy should be found in his belief that the state was more than a contract as Bacon or John Locke would later explain. Machiavelli wasRead MoreThe Political Philosophy Of Niccolo Machiavelli And Socrates1444 Words   |  6 Pagesphilosophers, Niccolo Machiavelli and Socrates laid the groundwork for western political philosophy and modern day politics. Though both lived through times of political transition and war, the fragility of their politics, violence of their wars, and the leaders they lived under influenced the development of their differing ideologies about the governing of principalities. From Machiavelli’s experience, came, â€Å"The Prince,† a guidebook about the importance of self-preservation when leading a principality thatRead MoreMachiavelli and Gossip Girl1497 Words   |  6 Pages Machiavelli’s The Prince is a guide written for the ruling class on how to maintain power, however, royalty is no longer a characteristic that belongs only to a monarch. In The Prince, Machiavelli targets the prince and all other royalty, but today his work may be used as a social critique of upper class society. Thus, a popular television show depicting Manhattan’s elite governed by social media blasts, is no coincidence. It is evident that the creators of the popular television show Gossip GirlRead MoreVladimir Putin and Machiavellis The Prince2685 Words   |  11 Pages Vladimir Putin is one of the most important figures on the global political stage. Since 2000 he has been master of the Kremlin and all Russia. When President Boris Yeltsin first appo inted Putin Prime Minister in 1999; Russia was in the mist of a precipitous decline that followed the break up of the Soviet Union. Nobody expected new Prime Minister to last long, or reverse Russia’s decade long decline. Vladimir Putin has been in charge of the world’s largest county, as President or Prime Minister

Religion Is Not Be Rational - 1923 Words

Many people have a rough idea of what religion is, but as soon as a discussion ensues, people on opposing sides discover that a definition of the same is imminent. There is a way in which religion can be viewed as subjective, that is, it can be defined by the things someone associates and identifies as religious behavior. These things may vary from person to person and thus the subjective nature. However, is that all religion is about? Does that mean then that religion cannot be rational (Oxtoby et al.)? When the task to define religion is presented, one soon realizes that it is quite the task because, in the world, religion is manifested differently, even though most religious people believe in the existence of God. There are exceptions to this (such as some forms of Buddhism) though which would further prove the rule. Take Buddhism for example, educated Buddhists do not see the importance of a god while a peasant Buddhist will find God necessary in their lives and go on to worship even some them. Therefore, when one is defining the Buddhist religion, they would need to give a distinction between the two forms even though to each of those practicing, that is religion. Among the definitions that have been given over time are such as; religion being the complete set of beliefs and practices that form the basis of the morality of a community, to which all members adhere. The duties and responsibilities that are identified as divine and doctrines that are passed down either byShow MoreRelatedThe Impact of the Rationalization Process on Culture1283 Words   |  5 Pagesbureaucracy. These organizations are dedicated in the achievement of defined goals by calculated, systematically administered means, all of which is very carefully thought out. So these social organizations dismiss all types of beliefs b ased on ‘magic’ or religion, and purely rely on that of beliefs based on science and what has been proven scientifically correct and explained through science. Application of Weber’s theory, the ‘rationalisation of society’, to contemporary South Africa. As South African societyRead MoreThe Evolution of Religion1318 Words   |  6 Pagesand interpretation of religion by individuals within society. In the following pages I will discuss this metaphor, as well as Rudolf Otto and his theories on the creation of religion, Peter L. Berger’s theory of â€Å"the sacred canopy,† and finally the intermingling of these two theories in the evolution of religion. RUDOLF OTTO AND RELIGIOUS EXPERIENCE In The Idea of the Holy, Rudolf Otto begins by explaining the difference between the terms â€Å"rational,† and â€Å"non-rational.† He states quite simplyRead MoreThe Role of Women in Religion: An Investigation774 Words   |  3 PagesAbstract This document investigates the role of women in religion. It highlights religions that are dominated by women, where they are leaders and formulate theology. In addition, the paper analyses the present role of women in religion as well as giving prediction of their future roles based on the rational choice theory. The Women Religions There are few known women dominated religions in the world today. One of them is the Womans Church. This church was founded in 1993 and is independentRead MoreReligion Is Not Dogma, By Paul Tillich828 Words   |  4 Pagestheologian, Paul Tillich argues that religion differentiates from the concept of what theologians and scientist have asserting as true. He says religion gives a key to â€Å"ultimate concern† which contributes to holy. However, Rudolph Otto, another German theologians and philosopher of his time, has a different statement about the religion and â€Å"God†. He sees religion as a rational essence. Yet both agree that religion is not dogma, on the other hand, is rational, their concept of understanding variesRead MoreRationality in Religious Belief Essay560 Words   |  3 Pagesof any value, the information collected has to be reliable, and one does not seem to doubt the reliability of evidence because they believe it to be logical, unless they are a sceptic. Some say that religion is something we cannot prove because we acknowledge religion through our feelings, mainly our feeling of trust, or of wonder and awe – sensing that there must be a high being or creator. Religious belief is to have an immense faith, but religious faith is dependantRead MoreGod Is No Proof That God Exists?953 Words   |  4 Pagesbeliefs rational if there is no proof that God exists? I’ve met many people who believed in God but not in Hell. In the Bible, Hell is only mentioned a total of five times. Is it irrational to believe in God, Heaven, or Hell? Classical evidentialists would say yes if they believed existence or the design of the universe to be evidence in support of the existence of God. They would say no if they did not see these things as evidence. Reformed epistemologists would say that it is rational to believeRead MoreTilich, Marx and Feuerbach637 Words   |  3 Pagesis definitely not the creation of the will. Therefore, faith is not an independent act of having a â€Å"will to believe.† This argument derives from Tillich’s belief that faith is the state of being ultimately concerned. Faith requires both rational and non-rational elements. Although faith is ecstatic, there must be a certain amount of awareness. The individual must be aware that there needs to be truth and ethical value associated to their belief. Indeed, man is the only living being that â€Å"has spiritualRead MoreTOK - Does all knowledge require some kind of rational basis?1658 Words   |  7 Pagesthe knowledge issue. Rational basis (i.e. reason) is a way of knowing in which one compiles historical information about similar situations in the past, and extrapolates to find certainty. In my exploration of this knowledge issue, I will refer to all areas of knowledge, and to the area of self awareness. I will refer to reason, and emotion to expose the elusive truth behind this question. What I will explore is the idea that knowledge doesn’t have to be formed on a rational basis, but it can beRead MoreThe Ethics Of Belief By William James972 Words   |  4 Pagesin a religion without prior evidence of its truth. 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While I do not necessarily â€Å"agree† or â€Å"conform† to either of the faiths, I feel that the if I am purely choosing a faith based on our previous learning, I would take the choice of favoring

Leadership Styles on Organizational-Free-Samples for Students

Question: Discuss about Leadership in Business. Answer: Leadership styles can be regarded as the various forms by which the leaders view leadership and also perform it, for accomplishing their objectives and goals. The leaders styles particularly encompass how they relate themselves with others inside as well as outside the organization. It also gives an idea of how they view themselves as well as their positions. To a large extent, the leadership style is also the result of the respective leaders success (Koech and Namusonge 2012). However, while leading a presentation team in high school, I have learned various things and procedures of how to become a successful leader. I have learned that while accomplishing a task, it is highly important for the leader to set out a proper routine and get it done. On leading the team, I found out that many team members were not able to present their ideas and concepts openly. Being a leader, it was my responsibility to encourage as well as motivate them to raise their issues and opinions, without any fear. I listened to each and every one and gave my own ideas as well. We worked by maintaining peace and harmony. Whenever, there was a conflict between my team members, I handled it in a very justified manner. Moreover, the style of the leader defines the success of the overall team. In this democratic world, an autocratic leader can harm any team to a huge extent. For instance; if a leader is authoritative towards his/her team members and have a nature of imposing things over them, without even listening to their opinions, the team members may lose their faith on him/her (Keskes 2014). I believe that transformational leaders are the ones who have strong presence of mind, huge influence over his/her followers and listen to their opinions. Team members highly depend on their leader for the overall success of the team. Team leaders should have the ability to influence their subordinates to perform better every day. It is very important to listen to each others opinions and concepts. Valuing each and every member will make them feel special and involve them towards the collective goals. Democratic and collaborative style of leadership is the best according to me, as it emphasizes on equal status and involving everyone together into the organizational leadership (Yahaya and Ebrahim 2016). Most of the great leaders have the passion of leading and building an elite team. Nobody wants to lead a team that is particularly based on moderation and mediocrity. Team leaders have a negative impact when the performance level of their team members is average. Therefore, it is considered to be immensely important that the leaders manage their teams efficiently and effectively. Creating an environment of leadership at all levels is considered to be a great way of managing teams effectively. An autocratic style of leadership may not be always as effective as the leaders want it to be (Lian and Tui 2012). Emergent leaders need to understand their teams well. Imposing ideas or concepts on the subordinates does not always work. It is highly important to work as a team, share ideas, opinions and listen to others. Moreover, leadership and management are two different disciplines. One cannot manage a team to combat; they should be led. A leader must be able to build trust among his/her followers minds. It is important for the leader to make his/her followers feel safe and secured. In addition to this, a leader should always motivate and encourage his/her members to raise their issues without any hesitations. These factors help in generating new ideas as well as concepts (Keskes 2014). The teams play a major role in shaping the requirements for an effective leadership. The team members must be cooperative with their leader. The members of the team can assist their leader by putting the right people at the right place. It is important for the team members to ensure that each and every one is heading towards the right goal as directed by their leader. If some members need support and guidance, the talented and dedicated ones should lend their helping hands towards them (Du et al. 2013). In this way, the team members can shape themselves as per the requirements of their leader. Leaders and his/her team members play a very important role for the success of any business. Leaders select the members of the team on the basis of their competencies and in-competencies. Effective leaders provide guidance to their team members and direct them towards the organizational goals. In addition to this, the core responsibilities of a team and its members are; building team morale, fostering creativity, promoting values and others (Choudhary, Akhtar and Zaheer 2013). Therefore, leaders as well as team members should work hand in hand in order to reach the highest level of organizational success. References Choudhary, A.I., Akhtar, S.A. and Zaheer, A., 2013. Impact of transformational and servant leadership on organizational performance: A comparative analysis.Journal of Business Ethics,116(2), pp.433-440. Du, S., Swaen, V., Lindgreen, A. and Sen, S., 2013. The roles of leadership styles in corporate social responsibility.Journal of business ethics,114(1), pp.155-169. Keskes, I., 2014. Relationship between leadership styles and dimensions of employee organizational commitment: A critical review and discussion of future directions.Intangible Capital,10(1). Koech, P.M. and Namusonge, G.S., 2012. The effect of leadership styles on organizational performance at state corporations in Kenya.International Journal of Business and Commerce,2(1), pp.1-12. Lian, L.K. and Tui, L.G., 2012. Leadership styles and organizational citizenship behavior: The mediating effect of subordinates' competence and downward influence tactics.The Journal of Applied Business and Economics,13(2), p.59. Yahaya, R. and Ebrahim, F., 2016. Leadership styles and organizational commitment: literature review.Journal of Management Development,35(2), pp.190-216.

Case Study Atkinson Generation

Questions: Case Study Atkinson Generation Atkinson Generation (AG) is a leading distributor of engines and equipment. The company has main dealer status with Watson Engines, the UKs principle producer of power engines. There are 35 staff based at its location in Banbury, Oxfordshire. After several years of profitable trading, the company has, for the past two years, been faced with a significant loss. There is a sense of lack of direction and a need to change quickly and dramatically in order to survive. A recent meeting with Watson Engines has presented AG with a stark choice: it had to shape up or ship out. As the dealer status with Watson Engines accounted for 80% of its business, managers at AG realized that radical changes were needed. A shared purpose and vision, combined with training that met a nationally recognized benchmark, was required. The four AG managers attend a series of workshops organized by a local chamber of commerce, where they could share experiences and learn from other companies. They were the able to produce a strategic plan incorporating key performance indicators and a breakdown of the skills necessary for its delivery. More important would be the style of managing change and the provision of learning opportunities for all staff to meet their desires. As indicated by the Managing Director John Atkinson: I fundamentally believe that everyone at AG should be able to identify what they need to learn and get on and do it. The following were considered to be key elements: A learning and development-oriented appraisal system needs to be established for everyone in the company so that individual needs can be identified. All managers must become learning managers so that they can coach and support others. Communication needs to provide full information on company results and the budget, as well as allow feedback from staff. The company should seek support from its local business advisory service regarding a national benchmark for training and development, qualifications and financial support. Source: Bratton, J Gold, J, 2009. Human Resource Management, Theory and Practice. 4th ed. New York: Palgrave Macmillan. Tasks a) How can appraisal be utilized to identify individual learning needs, and how can the company ensure that such needs link to the strategic plan and key performance indicators? b) What are the skills required by learning managers? What training do such managers need? c) What are the requirements for effective two-way communication? d) What help can be provided for this small company regarding benchmarking, qualifications for its workforce and finance for its training? Answers: Abstract Atkinson Generation is a leading engines and equipment distributor. The organization has key dealer status with leading organizations of power engine known as Watson Engine. No matter if an organization is a global leader or a small organization, every organization requires to maintain and sustain themselves through employee motivation and training needs fulfillment. This report has been addressed on AG (Atkinson Generation) to focus on 4 key elements that have been identified by the organization. The scope of this paper lies in studying the learning needs through appraisal use, skills needed for learning manager, effective two way communication requirements and benefits for benchmarking, qualification and finances related to workforces and their training. This report provides several recommendations to the company such as using appraisal to motivate employees. This will help them understand why they need to be individually trained and the relevance of their training needs. Introduction Performance appraisal, general feedback of employees and understanding the requirement for training and development are crucial for organizations in the 21st century. Organizations such as AG, need to understand the way in which learning needs are identifies and related or linked with organizational strategy and key performance indicators. After year of profitable trading, AG has faced essential losses especially because of the missing direction sense of the company and a requirement of implementing change in a quick and dramatic manner to make the company survive competition (Hatim, 2015). As per the case study, the organization requires to focus on developing an appraisal system oriented on learning and development, making managers learners, communicating through a two way process and organization should look at supporting advisory service with regard to training and development national benchmarking, investment in qualification and support. This paper addresses these issues and tries to find the benefit behind them that AG will gain through their implementation. Discussion a. How appraisal can be used for identifying learning needs and how company ensures that such needs link to the strategic plan and essential performance indicators Performance appraisals or reviews from employees are essential tools for initiatives to develop employees. Performance appraisals help in identifying the top performers of the company in order to make sure that pay raise and promotions result in maximum productive delivery. Reviews from employees also can help in revealing areas of potential weaknesses and improvements within the workforce that can help in identifying learning needs or training needs of workforces (Parmenter, 2015). By using appraisal, AG can benefit from the following roles in recognizing its learning needs- Trends of Company and department: Results of employee appraisal, taken collectively, can be sued to spot trends in performance across the whole organization and even within specific departments. This helps organizations to finely tune their learning programs for current employees to address these concern related areas (Greenaway et al. 2015). Identifying issues in the company and across the department as well as addressing them in its initial stages can help in preventing workforce from becoming stagnated. Training new hires: The first appraisal of performance in new hires can result in shedding some light over new recruits operational effectiveness and programs of training. The performance of new employees during their initial year over job is impacted through a mix of personal features and the thoroughness of personal characteristics mixture and the first year training programs thoroughness (Smith, 2015). If employee reviews in the initial year of training reveals that the employee is struggling in a particular place, then AG can consider to place more focus on that area within training programs for newly hired individuals Individual learning needs: Additionally to reviewing problems across the organization, appraisals can shed light over the areas of required improvement within employees at individual level. Managers can select to work in a direct manner with employees in order to help them address their individual blinded regions. Feedback of employees: Appraisal systems for collaborative employees helps them and the managers to work collectively and set goals by monitoring progress towards the aim and the required improvement based areas. In a system to review, the true goal should be to motivate growth and honesty in employees and allow them to speak up about their individual areas where they feel learning is needed. Part of performance management lies in setting of goals with team members. This can be done at AG through a formalized appraisal process. The essential factor here lies in ensuring that the goals are set in a manner that aligns them to strategy of the department which in turn is aligned with organizations overall strategy. This follows a general adage within management that illustrates what can be measured can be done (Pulakos et al. 2015). If goals around a specific outcome are set then the chances of that outcome taking place is much high especially because AG would have committed itself to results management and measurement. When goal of an employees is defined with regard to organizational key performance indicators then it helps in ensuring that what employees are doing at AG, is properly aligned with organizational goals. This is the essential relationship between performance of employee and success of organizations. (How individual needs are linked to KPI through organizational strategy) (Bratton and Gold, 2009) In order to ensure that activities as mentioned are aligned with the strategy of AG, the company needs to focus on what employees are doing actually. This is done through management of performance (Jamali 2015). Through application of the principle of key performance indicators to goals and performance of employees, AG can create a direct connection between all of the essential factors of success that have been derived from the complete strategy. The consequence is that team members will actually do what they need to be doing and that the measurements to determine how properly they are doing their work is clearly connected to success of an organization. Individual goal needs to have at the least one linked performance indicator. Difference between weekly percentages in handling complaints resulting in customer satisfaction versus unsatisfied clients is possible through team member KPI. b. Skills needed by learning managers: What training do such managers need? Learning managers are those individual of a learning organization that help in facilitation of learning for their team members and continuously believe in transforming themselves as well as their organization. Such managers have employees training and development at the core of their philosophy with an overall aim to gain competitive position for the firm they are working for (Pinto and Chheda 2015). Learning and making others learn is a key responsibility and requires motivated and highly skilled people or managers to take care of it. Therefore, there are specifically essential skills that learning managers need to maintain and these are described below: Deep and consistent understanding of the business one is part of and this is one of the most essential assets that learning managers should possess. A good rule to follow here is to understand whether the learning manager can articulate what company is doing and how it is doing it. Ability of measuring and assessing needs for staff learning: Awareness on how the training requirements of employees is carried out or should be developed is essential to team development. Professional learners are expected to conduct a thorough analysis of learning needs prior to taking up an assignment of training (Ammons, 2015). This process helps in determining the learning needs of the team and the way in which this needs to be prioritized. Maintaining strong personal and inter-personal communication skills Show a passion towards consistent learning Bringing forward innovative ideas by innovative thinking. A training managers training needs or learning needs are also brought forward and managed by using the tool to analyze their training need. These managers also require consistent training in order to ensure the trainer is fruitful in delivering learning and knowledge to others. c. Requirements for effective two-way communication There are various reasons due to which 2 way communication is regarded essential. These reasons are inclusive of dynamic process, direction implementation, satisfaction of job, giving feedback, creating democratic environment, enhancing relationships as well as accuracy in terms of understanding and interpreting the message (Serafini, 2015). In two way communication message reaches the listener and the listener replies to the sender. After message is received, there is feedback for the sender. This is a dynamic approach which makes communication not only complete but also effective. AG as an organization needs to adopt a two way communication process that helps in enhancing effectiveness. Managers at distinct levels within an organization need to advise, inform and instruct over several problems. Adequate understanding of these messages and clarification in future is possible only when two way communication is present (Ali et al. 2015). This dual communication at AG will act as bridge that connects the destination and the source. Satisfaction of Job is also gained through effective two way communication. Managers can exchange data on their specific issue through a dual communication method. Issues faced by AG subordinates can be reached to the top management through feedback and reviews. This allows for better enhancement of communication process by furthering the organization into becoming effective learning organization. Within the managements bottom up approach, employers get chances to deliver feedback and take part within the process of decision making (Meijering et al. 2015). This makes activity to be completed in a proper way. In a process for two way communication, AG will be possible to gain feedback from the subordinates as well as the managers with regard to different job aspects if and as needed. AG will further be able to create a democratic environment wherein employees are free to tell of their needs and suggestions. d. Help that can be provided for this small business with regard to benchmarks, workforce qualification and training finances Benchmarking, qualification and investing in training are some recommendations that should be offered to AG considering its issues related to its workforce (Nugent and Lindburg, 2015). Benchmarking- There is no set methodology for benchmarking. The following is a 12 stage benchmarking methodology that has been developed for AG and are provided as below: Identification of learning program problematic areas. Identifying same learning programs: similar profiles of learners, content and methods of training. Identifying best practice learning programs: Using methods of evaluation to compare the programs by looking at the best results that can be achieved by a particular learning program identified by AG (Zwick, 2015). Establishing differences: Identifying the best practice processes that can be adopted by future learning programs. Developing plans and targets for performance in future: Allowing best practices inclusion into future learning development and delivery and setting performance targets depending upon outcomes of best practice. Communicating: Ensuring that each person involved in the learning development program is included and processes to deliver have set plans and targets for implementation (Basu and Ray, 2015). Implementing: Putting the plans of implementation for practices when new learning programs are delivered and developed. Reviewing and recalibrating: Reviewing the way in which successful processes have been considered and whether targets have been appropriately met. Workforce qualification Why invest in learning and development to ensure workforce qualification? There are wide variety of benefits from investments made on gaining workforce qualification. As a learning organization, AG requires to raise their aspirations for a skilled workforce demonstrated through achievements in qualifications. Business benefits from this perspective, on the other hand are inclusive of quality in service, enhanced marketability, workers retention and enhanced safety. Training presents a key opportunity for expanding the knowledge base of every employee but most employers find training and development opportunities are expensive. However training and development based investment results in providing benefits not only to an individual employee but also the entire organization. The benefits are as follows (ZakareviÄ ius and Ã…Â ½uperkienÄ—, 2015): Gaining the ability to address weaknesses: Most employees have certain weaknesses within the skills of workplace. A program to train them allows in strengthening their skills that every employee requires improving. A program for development helps in bringing all the employees to a high level so that all can have same knowledge and skills. This in turn helps in reducing a weaker link in AG that depends more on complete basic tasks (Stahl et al. 2015). Improvised performance of employees: Employees can receive the needed training and will be able to better perform. Employees become consistent: Structured program of training and development helps to ensure that employees have consistent experience and knowledge on what they are doing. Satisfied employees Conclusion Performance management within organizations is essential and this will offer further benefit to AG organization under investigation in this paper. Through performance management, organizations are able to convert their workforce into learning organizations which believe in consistent training and development. Training in turn offers diverse benefits such as satisfied and motivated employees. These satisfied employees learning needs are tackled through performance assessment and needs analysis that helps in ensuring the employees are aligned with the organizational goals and objectives (Gustavssen and Stahl, 2015). Several critical additions were gained in knowledge through an attempt made in this assignment. The skills for learner managers was a new learning that I gained. The training needs of these managers was also an essential addition to my knowledge as I did not know how essential consistent knowledge development is from the perspective of learner manager. Investing in developing employees and managers is an essential necessity that AG should not sideline.- References Bratton, J., and Gold, J. (2009). Human Resource Management: Theory and Practice. 4th ed. New York: Palgrave Macmillan. Greenaway, Karl Hamlet, Wright, Ron Geoffrey, Willingham, John Reynolds, Krougar Jack and Haslam, Salma Ahmed. Shared identity is key to effective communication. Personality and Social Psychology Bulletin, 41(2), 2015. pp. 171-182 Hatim, B. (2015). Communication across cultures: Translation theory and contrastive text linguistics. The Hague: Royal College of General Practitioners. Parmenter, D. (2015). Key performance indicators: developing, implementing, and using winning KPIs. The Hague: John Wiley Sons. Smith, John Maynard. The origin of altruism, Nature 393, 1998, pp. 639-40. Pulakos, Earl David, Hanson, Ron Mayward, Arad Siddique and Moye Noor. Performance management can be fixed: An on-the-job experiential learning approach for complex behavior change. Industrial and Organizational Psychology, 2015, 8(01), pp.51-76. Jamali, Dark. Exploring human resource management roles in corporate social responsibility: the CSRà ¢Ã¢â€š ¬Ã‚ HRM coà ¢Ã¢â€š ¬Ã‚ creation model. Business Ethics: A European Review, 24(2), 2015, pp.125-143. Pinto, Frieda and Chheda, Fiona. Training Need In Human Resource Development. International Journal of Theoretical and Experimental Research (IJTER), 1(2), 2015, pp.9-12. Ammons, Diana. Measuring and Benchmarking human resource management. Public Human Resource Management: Problems and Prospects, 2 (1), 2015, p.208. Serafini, Elizabeth. Needs analysis for specialized learner populations: Essential methodological improvements. English for Specific Purposes, 40 (1), 2015, pp.11-26. Ali, Nina. Wilson, Peterson and Yazmin, Indiana. Symptoms versus problems analysis on job dissatisfaction and managing employee turnover: A case study in Malaysia. Journal of organization behavior, 2(3), 2015, pp 101-211 Meijerink, John George. Bondarouk, Theresa. and Lepak, Donward. Employees as Active Consumers of HRM: Linking Employees HRM Competences with Their Perceptions of HRM Service Value. Human resource management. 1(2), 2015, pp 201-242 Nugent, Kiara and Lindburg, Lonelyman. Life sciences workforce trends evolve with the industry. Organizational biotechnology, 33(1), 2015, pp.107-109. Zwick, Trick. Training older employees: what is effective?. International Journal of Manpower, 36(2), 2015, pp.136-150. Basu, R. and Ray, N., 2015,ISO-9000: A tool for achieving success of the training function. International Journal of Research in Management Social Science, 3(1), p.43. ZakareviÄ ius, P. and Ã…Â ½uperkienÄ—, E., 2015. Improving the Development of Managers Personal and Professional Skills. Engineering Economics, 60(5). Sthl, Albert, Gustavsson, Mariam. 2015. Lean production tools and decision latitude enable conditions for innovative learning in organizations: a multilevel analysis. Applied ergonomics, 47, pp.285-291.