Tuesday, May 26, 2020

What Is So Fascinating About I Believe Essay Topics?

What Is So Fascinating About I Believe Essay Topics? Ok, I Think I Understand I Believe Essay Topics, Now Tell Me About I Believe Essay Topics! Of course Christmas has come to be largely secularized too, but in addition, it has become thoroughly commercialized in proportion. Music is going to be among the things you will depend on for a moment. That usually means that music is a tool that will help you relax, to aid you come back to the foundation. Music as in the way it can help you through hard times. Send a complete description of your lesson through our contact form and we're going to look it over! If you would like to be helpful, you need to practice, practice, practice. Also, be certain that the formats used are per the necessary forms. Thus do not attempt for this, instead, utilize the abilities and capabilities in you and attempt to provide your best every moment. The Chronicles of I Believe Essay Topics Although however various excellent audio you might have crammed onto your iPhone or possibly ways fascinating the persons appear to be, anybody will have the ability to adventure dullness right after a couple of hours alone within a vehicle. Not each of these topics might be perfect for you but you can select the one which suits you the most. Your answers to these kinds of questions will provide you with a notion about your self-esteem. Have a look at some fun persuasive speech topics too. Although this strategy helped lots of light bulbs go off, it didn't get the job done for everybody. You are likely to love our work. Before getting into how to construct self-esteem, you ought to be clear regarding the notion of self-esteem. Here are a few topics to receive them going. The biggest thing I need to focus on is finding ways to acquire my readers to care about the matter. Being in the front row will supply you with confidence. Alas, the biggest struggle for everyone appears to come from their urge to fit in. Not drastic adjustments, but more compact ones have occurred gradually with time. There's something intrinsically essential in being there for one another, even if it doesn't benefit us as individuals. Although they appreciated having so much option, they still needed some direction to begin. Cheaper choices can cause you to regret later. It may not be your original first selection, or your second alternative, or even your third option. Facts, Fiction and I Believe Essay Topics If at all possible, the writing ought to be in a position to bring the reader into believing on the specific theme used despite their beliefs. Nothing about writing is simple, and not everyone is able to do it. Custom writing means a significant company with high standards. This is the way custom writing works. To get essay online, you simply will need to fill in the application form and you'll get superior work on the desired topic. When beginning to compose this essay, I knew the very first step was supposed to discover credible sources from either side of the matter. There continue to be many areas in which I have to improve, specifically in respect to my essay topics. Luckily, you've come to the ideal place to discover the best remedy to every single academic writing problem that you're currently facing with your essay. I am interested in being a writer as it's the one thing I am good at. Our writers always create unique content that's absolutely free from all grammatical error. But mainly, I would like to be a writer because I'm a writer. It's not, and actually, that's among the reasons why we wind up describing the majority of the graduation speeches as being boring. Funny speech topics are often hard to produce.

Friday, May 15, 2020

Leading Change By John P. Kotter - 1274 Words

Gwyn Nunnelee MG401 Week 7 Research Paper Leading Change By John P. Kotter After publishing the article â€Å"Leading Change; Why Transformation Efforts Fail† in 1994, John Kotter decided that he wanted to develop a practical roadmap for leaders of organizations to identify why change fails, and simple steps that can be explained to help organizations develop leadership as a vessel for successful change. Kotter, successful professor of business at Harvard and world traveled business lecturer, opens up and simplifies his own ideals and experiences within organizations to simplify the pitfalls of organizational change, and how successful steps in leadership steps can help an organization as business culture rapidly continues to require change and transformation (Kotter, 1996). Kotter’s work discusses the process of change in three parts. In the first section, Kotter addresses eight common mistakes found among organizational transformation and how they contribute to failure. He also takes the time to touch on what drives an organization towards change, challenges that organizations face, and introduces the reader to his eight step leadership strategy for successful transformation in times of change. Part two of Kotter’s work discusses in detail each phase of the eight step process, and Kotter supplies the reader with examples throughout the work in order to help the reader relate the message for clearer understanding. Part three discusses how organization will continue to changeShow MoreRelatedLeading Change by John P. Kotter1272 Words   |  6 PagesLeading Change by John P. Kotter Book review by Pat Naughtin Harvard-Professor John P. Kotter has been observing the process of change for 30 years. He believes that there are critical differences between change efforts that have been successful, and change efforts that have failed. What interests him is why some people are able to get their organizations to change dramatically — while most do not. John P. Kotter writes: Over the past decade, I have watched more than a hundred companies try to remakeRead MoreImplementation Of Implementing Change And Developing Worldwide Rivalry1452 Words   |  6 PagesIMPLEMENTING CHANGE Introduction: Businesses are constantly required to adapt to changing environment in order to maintain their position in the market and even more so if they are to truly grow.† (Biedenbacha and Soumlderholma, 2008). Changes are the crucial things in â€Å"the present market, the present rate of technological progress and growing and developing worldwide rivalry let us predict a proceeding with requirement change in future. (Armenakis and Harris, 2009). The writer says change never beginsRead MoreEssay on â€Å"Leading Change: Why Transformation Efforts Fail†868 Words   |  4 Pagesacknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process;Read MoreJohn Kotters Eight Stage Change Model1284 Words   |  6 PagesAbstract This paper discusses John Kotter’s Eight-Stage Change Model and how it can be used as a guide when implementing change within an organization. The roles of various stakeholders including senior and emerging leaders, managers and employees throughout the eight stages are defined. In addition, factors which can contribute to a failed organization change initiative are discussed. Transforming an organization from a sub-optimizing enterprise of independently functioning departments toRead MoreJohn Kotters Eight Stage Model Essay1285 Words   |  6 PagesAbstract This paper discusses John Kotter’s Eight-Stage Change Model and how it can be used as a guide when implementing change within an organization. The roles of various stakeholders including senior and emerging leaders, managers and employees throughout the eight stages are defined. In addition, factors which can contribute to a failed organization change initiative are discussed. Transforming an organization from a sub-optimizing enterprise of independently functioning departments toRead MoreOur Iceberg Is Melting : Changing And Succeeding Under Any Conditions1634 Words   |  7 PagesMelting: Changing and Succeeding Under Any Conditions is a fable written by John Kotter and Holger Rathgeber. Dr. John Kotter was a professor at Harvard but is now retired. Known as the â€Å"world’s foremost leadership and change guru† (Kotter and Rathgeber, 2005, p. 147), Kotter is involved in many organizations that help others drive change and leadership. Kotter has written multiple successful books about utilizing change and leadership for self-growth. Holger Rathgeber is a â€Å"vice president of humanRead MoreAnalysis Of The Article Winning At Change By John P. Kotter918 Words   |  4 PagesQuestion 30 The four mistakes discussed in the article Winning at Change by John P. Kotter are partly (very slightly) and indirectly discussed in Chapter 14. One of the key factors in the chapter is the rational approach to organization change and includes Beer’s model that is used to understand why change initiatives fail. Kotter’s 4 common mistakes 1. Failing to establish a sense of urgency- Kotter mentions this as the first crucial step to gain the team’s momentum and develop an action plan.Read MoreJohn Kotter s Eight Stages Of Implementing Organizational Change2461 Words   |  10 PagesAbstract This paper will identify John Kotter’s eight stages of implementing organizational change, as depicted in his book Leading Change. This paper will also intertwine Kotter’s teachings with information from authors John Ivancevich, Robert Konopaske, and Michael Matteson and their textbook Organizational Behavior and Management. Change is inevitable. Managers will undoubtedly face change within their organization. Kotter’s processes of implementing change, further supported by principles andRead MoreLeading Change--Jack Welch Essay1611 Words   |  7 PagesLEADING CHANGE: WHY TRANSFORMATION EFFORTS FAIL Page 1 Leading Change: Why Transformation Efforts Fail Lynda Greene MMOL 601A Dr. Toni Pauls October 23, 2012 Leading Change: Why Transformation Efforts Fail Page 2 Summary of Leading Change: Why Transformation Efforts Fail John Kotter, a former professor of Leadership at Harvard Business School, has studied both success and failure in change initiatives in business. â€Å"The most general lesson to be learned from the more successfulRead MoreMaxie L Hardy/Dennis Hightower Essay842 Words   |  4 PagesCase Analysis 07 Dennis Hightower: Walt Disney Transnational Manager University of La Verne Graduate School of Business BUS 585 Strategies in Change Management CRN 2426 Professor John C. Sivie October 18, 2011 Dennis Hightower: Walt Disney’s Transnational Manager Hightower brings broad career experience for this assignment for change. He has a professional background as a strategic manager. This position for Hightower came as a surprise. Hightower will face the challenge of being

Wednesday, May 6, 2020

The Ethics Of The Encyclopedia Of Philosophy - 950 Words

The methodology I find myself basing most of my decisions off of is aretology, also referred to as virtue ethics. Aretology is defined by Lovin as â€Å"a system of thinking about ethics that centers on virtues.† Unlike deontology and teleology, which only focus on either rules or goals, aretology combines both rules and goals making it a good basis for ethical decisions. The Stanford of Encyclopedia of Philosophy defines virtue ethics as an ethical approach â€Å"that emphasizes the virtues, or moral character, in contrast to the approach which emphasizes duties or rules (deontology) or that which emphasizes the consequences of actions (consequentialism).† Additionally, The Stanford of Encyclopedia of Philosophy gives an example of a virtue ethicist by saying that a virtuous person will help someone in need because it is charitable and contributes to the good of society. The Internet Encyclopedia of Philosophy gives a very similar definition that says that areteology is â€Å"a broad term for theories that emphasize the role of character and virtue in moral philosophy rather than either doing one’s duty or acting in order to bring about good consequences.† The Internet Encyclopedia of Philosophy also says that aretology was inspired by Aristotle, who said that a virtuous person would have ideal character traits, which begin as instincts and are then established after gaining personal experience. Lovin goes on to give Aristotle’s definition of a virtue, which is â€Å"a pattern of behaviorShow MoreRelatedTok Essay Art Is a Lie That Brings Us Nearer to the Truth (Pablo Picasso)900 Words   |  4 Pagesespecially in contemporary philosophy† because it relies on different AOK’s and WOK’s. The main area of art focused to support Picasso’s quote will be theatre and what philosophical role it plays in our e veryday society, do we really need it, and is theatre the true or false image of reality? It is evidently challenging to make any sense out of this quote especially when the truth can only be perceived with one’s certain opinion or belief. There is a certain philosophy that lies beyond the understandingRead MoreDeontology : A Sound Ethical Theory1312 Words   |  6 Pagesconsiderations. -(Online Guide to Ethics and Moral Philosophy). The Basics of Philosophy Ethics Doctrine states that the prima facie duties are: beneficence, non-mlaeficience, justice, self improvement, reparation, gratitude, and promise-keeping, (defined on the last page.) Another philosopher who backs deontology is Immanuel Kant. While Ross has laid out the basic obligations of the deontology theory, hes admits, according to the Internet Encyclopedia of Philosophy, that these are more of guidelinesRead MoreMost Frequently Used Approaches to Normative Ethics697 Words   |  3 Pagesï » ¿The three most fr equently used approaches to normative ethics are, in no particular order of importance, virtue theory, deontology, and utilitarianism (Hursthouse, 2012). As such, there are a number of inherent differences and similarities that exist between these philosophical approaches to determining what sort of behavior constitutes that which is moral. In fact, the relevance of all three philosophies to the determination of action that is deemed ethically sanctioned is the chief similarityRead MoreUtilitarianism And Its Effect On Society1257 Words   |  6 PagesThe Study Of Ethics In The Professions. Utilitarianism. Web. 2 Nov. 2015. Henderson, David. Internet Encyclopedia of Philosophy. Internet Encyclopedia of Philosophy. Web. 3 Nov. 2015. Heydt, Colin. Internet Encyclopedia of Philosophy. Internet Encyclopedia of Philosophy. Web. 3 Nov. 2015. Moreland, J.P. Ethics Theories: Utilitarianism Vs. Deontological Ethics - Christian Research Institute. Christian Research Institute Ethics Theories Utilitarianism Vs Deontological Ethics Comments. ChristianRead MoreForms and Causes: Philosophies of Aristotle and Plato Essay1129 Words   |  5 Pagesand Plato, along with Socrates, laid the groundwork for what we now know as Western philosophy and science. Plato, in addition to being a philosopher, wrestled at the Olympic level, is one of the classical Greek authors, mathematicians and the founder of The Academy, the first higher learning institute in the west. In short, Plato is one of the great thinkers in history and his contributions to philosophy, ethics and politics are many and varied. One of Plato’s main philosophical ideas is basedRead MoreKant: Moral Theories1002 Words   |  5 PagesKants moral theory According to Timmons, the field of philosophy is not complete without the mention of Kant whose contributions were major (205). This, he adds, was influenced by his originality, subtle approach and the difficulty of his works. Timmons cites that moral requirements are a requirement of reason, which is the ideology of Kant’s Moral theory; hence, immoral act is an act against reason. Consequently, speaking on the terminologies of Kant we visualize moral requirements as CategoricalRead MoreVirtue Ethics : A Theory Of Morality1448 Words   |  6 PagesVirtue Ethics is a theory of morality. It only takes into account the individuals themselves when distinguishing morality. As defined in the Stanford Encyclopedia of Philosophy, Virtue Ethics is the theory that â€Å"emphasizes the virtues, or moral character, in contrast to the approach which emphasizes duties or rules (deontology) or that which emphasizes the consequences of actions (consequentialism).† It is because of ità ¢â‚¬â„¢s seemingly â€Å"rule less† structure that the theory has shown appeal. Virtue ethicsRead MoreThe Spiritual Persective to the Book of Proverbs is Faith, Hope, and Charity664 Words   |  3 Pagesdeontological theory of moral ethics with the morals of Christianity to be quite logical. The reason I say this is that the moral dilemma that is presented to us in the case study is one of not only acts, but of agents. Acts are the basis for Kantianism, more precisely, which act reason tells us will rationally fulfill our moral duty. The will of agents or people, who form the very foundation for Christianity or virtue ethics, is found in the idea of moral fiber or good vs. evil. Ethics, derived from the GreekRead MoreThe Philosophy Of Human Nature1534 Words   |  7 PagesThe Philosophy of Human Nature For centuries, the world’s most brilliant philosophers, anthropologists, and theologians have curiously pondered the origins of humanity, and posed the tantalizing question: What does it mean to be human? In 1758, Carl Linnaeus, father of taxonomy, biologically classified human beings as Homo sapiens, the last surviving species of the Homo genus. Linnaeus’ distinction was based primarily on physical similarities in the bodily structures of humans and primates, but wouldRead MoreMy View On The World And The Way Of Living, Working, And Socializing1199 Words   |  5 Pagesgood and evil and right and wrong, their ethical worldview is inseparable from theology because is grounded in character of God. Muslims believe that moral norms are arbitrary and a product of God’s decree and can change as God chooses. (Christian Ethics, 2017) In today world we have numerous religions that they all have a different view on the world and these differences can be striking. There is an at least one thing in common between all these religions, each represents a distinctive take on

Tuesday, May 5, 2020

Employee Relations High-Performance Workplace

Question: Describe about the Employee Relations for High-Performance Workplace. Answer: Introduction Wollongong Yard is a top trucking company with a reputation of high-performance workplace. It has a strong market position, but the employee relations are not in harmony. The Harvard Framework Model was adopted to revamp the company in which there were many workplace changes within the business. The first and foremost change were to replace the manager, introduction of the computer system, staff uniforms, training and development for the workers, mainly for the drivers. The resources which led the company to success are the new manager as well as George the union delegate. Their contributions along with risks are critically analyzed. Introduction of new workplace practices Human resource management technique is used by the organizations to manage carefully, source and allocated the important source human capital. The management of HR in the trucking company was in its transition stage. The Wollongong yard was very much popular and was considered as a high performer in the area, but handling the manager was not possible by the staff. The company was getting appreciation within the region and was considered as the contributor because of its high performance and union delegate Mr. George Psaros. He is the witness of the transition phase of the business and gave his full support to the management and the union workers (Barclay, 2001). The company was quite reputed because of its work but at the same time working here was a cumbersome task because the manager was very demanding with autocratic style of leadership and at the same time was very dominating. The management was also not ready to invest in the infrastructure, and it was finally acquired by a nat ional transport group. The company faced many challenges under the old management - managers commanding attitude, unwillingness to accept others opinion; the drivers became reluctant due to lack of the participation of administration. But after the acquisition of the company the management changed. The new management brought several changes in the workplace practices. The new management implemented the Harvard Framework model according to which the prime focus was given to the workers, and several amendments in the workplace were done to make it a productive environment (Wright, Snell, Dyer, 2005). This model puts forward that the manager has to accept work apart from his responsibilities for ensuring the synchronization of policies and strategies. The policies are framed to govern the growth of personals, and its implementation focuses that they are aligned with the objectives of the organization. This model creates the basis of four important human resource policies i.e. the recruitment, selecting the right candidate, terminating the non performers and appraisal or promotion of personals inside the organization. The system of work looks after designing as well as managing the work flow within the people. In doing this, the biggest obstacle was the line manager. He was autocratic as well as unwilling to believe in the analysis. Therefore, the ne w management not only changed the line manager but also brought several changes which are outlined below: Appointment of the new Line Manager: A new manager was appointed by the management who was aware of the past behavior as well as about the conflicts going on between the previous management and the union. The new manager was open minded and was also ready to listen to the new ideas and perspective of the workers. He was selected keeping in mind the capabilities he possesses such as to tackle the irritated union personnel and delegate George Psaros who was quite old in the system (Eastern, 2012). If anyone complains to him about other personnel rather than taking immediate action like the old manager he used to investigate the whole matter and then take steps to resolve the complaint instead of blaming others. The responsibilities were further delegated by the manager depending on the capabilities of the workers. Infrastructure Changes: The new management was ready to invest capital in the infrastructure, unlike the previous management. The new trucks were brought which was one of the major issues emphasized by the drivers in the discussion held with the recent manager. New uniforms were also purchased for all the drivers. Besides this new computer system was installed in the yards warehouse. Although all these amendments were initially unacceptable to the staff members but later on when they saw the benefits of all these things they welcomed the changes. Training and development: Training and development which is an important part were missing. Thus, to nurture the talent of the workers and enhance their knowledge as well as skills necessary for the new system the training program was started. The training was not only limited to the technical part but was also catering to the customer service segment (Bhurtel, 2015). Health and safety: The manager was continuously working for the improvement of the health and safety to get the support as well as the confidence of the staff. A lot of time and money was spent to clean the dock yard area to create clean working environment for the workers (Mann, 2004). Risks involved in sustaining changes Human Resource Department also focuses on the career growth and financial upliftment of the individuals in the organization (Rana, 2015). The personnels can move upward in the career ladder with their sheer hard work. The new manager as well as the union delegate have shown their capabilities and brought tremendous changes for the betterment of the business. Therefore, the challenging task was to sustain the changes if the manager or union delegate moves to another company or to another level in the current organization. Not only this there was need to retain the key resources who are behind the success of the company - the new manager who has been able to achieve the assigned tasks and George who was in the system from very early stages without any promotions. Loss of any of these resources can hamper the contribution as well as the performance within the organization. The risks involved in such a decision are as follows: The risk of unfinished task: If the companys essential resources are moved then there is the risk of unfinished tasks that were initiated by the manager and George for the betterment of the business. Both of them are settled as of now in the system, and movement of any one of them in future can disturb the entire course of action. The sense of insecurity: The new manager gave a lot of time and energy to win the assurance of the staff. If he is moved then, the workers will develop a sense of insecurity because their previous experience with the old manager was not good. Apart from this, their future growth prospects will be in a big question as well as the flow of operations will be hampered between the management and the staff. Lack of confidence. The union delegate George has high respect as well as assurance among the staff over the period. He was in the system since old management his movement can result in unresolved issues and disturbance in the communication channel which is quite smooth (Finegan, 2000). Unbiased Communication: The new manager shares the information about the performance of the yard with the drivers; this was a new concept which has enhanced the co-ordination as well as the performance of the staff (Brajer-Marczak, 2014). His communication was unbiased and clear for all the staff members (Imus Loftin, 2013). Employment relationsare the connecting link between the employers andthe employees, the existing power dynamics and the guidelines of therelationship. The element of poweris not essentially on the employer side; though, recent legislation has privileged them by giving the preference for workplace agreements above collective bargaining.It starts when the individual perform employment under certain circumstances in return for salary. The relationships have evolved over the period from a master/servant to the manager/managed in developed states because of the industrial revolution that resulted in the move from service as an issue ofstatus to service as a factor of contract. These relations have given the emphasis to the employees to the greater extent which in turn results in the efforts of retaining the best talent arises within the organization. Employment retention another important aspect of the Human Resource Management which focuses on retaining the best talent within the organization as introducing the new incumbent requires a lot of time and cost in recruitment, training (Lee, 2001). There are ample reasons for the individual to move out or to opt for going forward to a higher level within the company. Some of these reasons are remuneration, the opportunity of working on another challenging task or project, the dissatisfaction of the employee with current profile and moving up on the ladder of the career, etc. (Glowacka, 2016). Keeping all these reasons in mind employee retention policy is framed within the organization. Adaptability of changes in the workplace The Human Resource Management literature portrays that the truck workers are adaptive to the amendments in the workplace as compared to the Public Sector. The blue collar union is the union of personnel who are working as drivers in the companies, shop floor staff, fire fighters, etc. All these workers have a privilege of greater support from the union as compared to the people who are working in the service sector or in the private sector. The blue collar workers are that staff who have higher manual skills and lower knowledge of academics as well as literacy rate is lower. They are paid remuneration either on the hourly basis or on daily or weekly basis depending on the structure of the work. These types of workers are more concerned about unions rather than the administration of the company for which they are working (Undy, 2015). Their demand is higher in the market as the job requires more manual as well as labor work as compared to other jobs in the private sector in which the knowledge base is considered as an important factor. In some of the countries, blue collar union workers are paid more as compared to those white collar workers. These people are mainly hired for the production work and their interaction with the management is very minimal. On their behalf, the union representative who is chosen by them negotiates and communicates with the top management. The workforce working for the service sector is regarded as professional or the skilled workers in accordance with their academic qualification as well as professional expertise. These employees have a professional degree or experience to support their remuneration and the job designated by the company. Thus, they have lesser support from the unions and their participation in the union as a member is least. Their viewpoint and level of acceptability to the changes in the workplace varies as compared to the individuals who are working or supported by the unions. For e.g. transport workers. People working in the service sector are closer to the administration as well as participate in some of the decision-making activities whereas individuals associated with unions, have no such participation (Rantakeisu Jnsson, 2003). If the management has to bring any changes in the workplace of people who are associated with unions then a consensus from the delegate is taken to the minimal extent of negotiation whereas the individuals who are working in the service sector has more say in the decision-making policy. Therefore, the adaptability of the union transport staff to the changes in the workplace is more accepting as compared to those who are working in the service or public sector (AteÃ…Å ¸, Szen, YeloÄÅ ¸lu, 2014). Recommendations Employee engagement is a crucial aspect of HR which was missing in the organization before the acquisition. The new management has taken this into consideration which in turn resulted in the performance growth. Various Hr practices which have a strong influence in maintaining the consistency among the employees were used (Uen, Chen, Chen, 2014). All these changes which have been brought in should remain for the betterment of the organization. The two key resources i.e. the manager, as well as the delegate of the union, needs to be retained within the company. Apart from this the ideas, as well as the complaints of the workers, should be heard from time to time. Conclusion: To revamp the company, The Harvard Framework Model was adopted, and several changes in the workplace were introduced within the organization. The changes which took place were replacing the line manager, introduction of computer systems, new uniforms for the drivers, improved communication channel, and training for all the workers. The key resources responsible for the success of the company are the new manager as well as the union delegate. Their contributions along with the risks associated are critically analyzed.Employee retention policy of the HR in retaining the best resource is crucial for the organization. The workers are more acceptable and adaptable to the various changes initiated by the management. Laconically, the role of human resource is extremely crucial as well as exemplary. References AteÃ…Å ¸, F., Szen, C., YeloÄÅ ¸lu, O. (2014). A Comperative Study on Perceptions and Reactions of Workers: A Research on Blue and White Collar Workers. 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INSIGHT, 3(4), 54-54. Mann, C. (2004). Safety culture? What safety culture?. Nursing Management, 11(7), 10-13. Paauwe, J. Boselie, P. (2003). Challenging 'strategic HRM' and the relevance of the institutional setting. Human Res Manag J, 13(3), 56-70. Rana, S. (2015). High-involvement work practices and employee engagement. Human Resource Development International, 18(3), 308-316. Rantakeisu, U. Jnsson, L. (2003). Unemployment and mental health among white-collar workers - a question of work involvement and financial situation?. International Journal Of Social Welfare, 12(1), 31-41. Uen, J., Chen, S., Chen, C. (2014). Exploring the Influence of HR Practices Consistency and Employees{inverted exclamation} Role Performance. Academy Of Management Proceedings, 2014(1), 13199-13199. Undy, R. (2015). Trade union organisation. Industrial Relations Journal, 46(1), 12-19. Wright, P., Snell, S., Dyer, L. (2005). New models of strategic HRM in a global context. The International Journal Of Human Resource Management, 16(6), 875-881.