Employee Involvement and Comunication

Employee participation is when an organisation involves employees in decision making processes. employee participation can by represented by a committee or be direct. Direct forms of employee participation can take place through surveys, team briefings, quality circles, idea suggestion schemes and so on. This is more of a pluralist view. (dictionary.bnet [2010]).

Employee involvement however is when you physically involve your employees in making the decision making process, and let every one have their say about any changes in organisation. By allowing employees to take part in decision making plans and process; it will increase loyalty, motivation and employees will take more responsibility towards the improvement of an organisation. Involving employees in decision making is more of a unitarist view. (humanresources.baout [2010]).
An organisation can imvolve their employees, by allowing them to participate finacially, for example allow them to buy shares in the company, calling employees to decision making meetings and plannings, consult their oppinnion and try and put them into prctice and so on.

Nowdays a new inovative ways to involve employees are social networking sites where employees could talk about their views on companies and even get involved decision making schemes. Companies would hire IT experts to run those social network site, whre one person will take into consideration everybodys ideas and reply to them on their views. These sites ar also used to recruit future employees, there would be a page where people who want to apply for that job are able to access someone who will clear all their queries. One last thing that social sites ae used for, eventhough companies don't admit it, it's to monitor employees and see what they do outside their workplace, and some even get caught on doing things that they shouldn't be doing. Employers can personally view the character of an employee through social networking sites. The main social networking sites that are used are facebook, Twitter, and after that the ones that are not commonly used are bebo and my space. On facebook i found a recruiting page for M&S where all the questions of potential future recruits were cleared, however i also found one for employees, however that one was blocked and only members of the organisation can access it. Having pages on social sites is a really great advantage for organisations as they can monitor employees as well as recruit people and monitor the numbers.

Conclusion:

In conclusion i believe that involving employees is more effective than making them participate, as it will increase loyalty motivation and also contribute towards retaing good employees.
References:

• (dictionary.bnet [2010] Employee participation [online] available at: http://dictionary.bnet.com/definition/employee+participation.html [accessed: 03/05/2010])
• (humanresources.about [2010] Employee involment [online] available at: http://humanresources.about.com/od/glossarye/a/employee_inv.htm [accessed:03/05/2010])

Reward

Reward is something given in return ro someone, for a favour, service or any other help received. (brainyquote [2010]). When it comes to organisations, the main rewards for an employees work would be their wages or salaries; most organisations offer bonusses or comissions on excellent work. Each organisations has their own way to reward, it doesn't have to be money, it could be a verbal reward. Different rewards are given to different working group.

BP and their reward strategies:
When i was working for BP for a year, normal employees did not have any reward what so ever apart from their wages, even duty managers wouldn't get any bonuses or nothing apart from their salaries. The only people who would gt the rewards would be the store manager and the assistant managers. They would get bonuses, days off if the store performed well. I have no idea of what the senior employees above them would get. In my point of view i see it as an unfair rewarding strategy as the store is ran by the employees and controlled by the manager, and therefore without the employees, the store wouldn't be able to do anything. The store is doing well through everybody's contribution, and i believe that it is really unfair that the store manager is the only one that gets all the credit. I don't think that fairness and equity is considered properly here, but then again not many employees retaliate due to the fear of losing their jobs.

Should chief executives receive large bonuses even if their organisations underperforms?
A chief executive officer is the higher chain of command in an organisation, they are tipically the president of a company, sometimes it is the owner of the company that are CEOs. they make decisions, and have all the power over a company. (answer [2010]).

Chief executives should get higher bonuses as they are the ones responsible for making correct decisions for the company to be profiteable, and any wrong decisions could be very devastating to the company and lead them to make big losses. However on the other hand if a chief executive keeps on underperforming then it is costly and wasteful for a company to give him or her large amount of bonuses for sinking the company down.

In an organisation everybody, from the chief executive to the low level employees have to contribute in order for a company to run effectively and make profit. without any low level employees, the company won't be able to run and therefore it is only fair that the large bonuses the CEOs get, gets shared equaly to every employees at all level. On the other hands Qualified and skilled CEOs are very hard to find and there are only a very low numbers of them on the market compared to the unqualified labour which makes most of the available labour market; and as a result if these CEOs are not paid like other CEOs are, they would leav the organisation and go to another one that offers them a bette deal of rewards.

3 financial and non financial way to reward a teacher at a primary school:

Financial rewards:

• They could get a bonuss if they are efficient teachers that are bringing good grades to the school.
• They could get a sum of money per students that gets good grade
• Their performance could be assessed and if they do really good, they could get an increase in salary.

Non Financial ways:

• A teacher that is doing well could for example get promoted to become the head of her subject department.
• They could be given a longer period of paid or unpaid holidays.
• They could be recognised as teacher of the month for the department for example.

Conclusion:

In onclusion, rewards is a very good way of motivating employees, however it could demotivate employees when they find out that one is maybe getting more then they are.

References:

• (brainyquote [2010] Reward [online] available at: http://www.brainyquote.com/words/re/reward213184.html [accessed:02/05/2010])
• (answer [2010] chief executive officer [online] available at: http://www.answers.com/topic/chief-executive-officer [accessed: 02/05/2010])

Training and development

The purpose of training is to improve ones skills and knowledge.

Designing a 1 week induction training program:
1st day:
Introduction to store layouts, where everything is situated and how the store works. Introduction on the company they will be working for and a brief on the daily tasks they will need to complete.

2nd Day:
Introductions to legislation and to be careful not breach them, brief on what a manager is allowed to say and not to say.

3rd Day:
Health and Safety legislation and procedures that needs to be carried out in the stores in order to maintain a safe and hygienic environment.

4th Day:
Getting to know shopfloor work and till trainning, managers need to be familliar store work, price verification system, wastes and so on.

5th Day:
Trainning on how to handdle employees, diciplinary procedures, customer services and so on.

6th Day:
Expectation from company, what these managers need to deliver and so on.

7th Day:
surprise monitored evaluation day, each candidate will be given a store to manage for shift of between 8 hours to 12 hours, as managers sometimes have to take extra hours to complete unfinished tasks.

The above is the one week induction trainning program. It will take place in a actual store as it will give more feedback to the new future managers whereas if training was taking place somewhere else it wouldn't be as informative as it would be in a actual store. Each training session will a senior member to monitor and give as much advice and feedback as possible to the learners as possible. Making mistakes and correcting them will increase the chance of them remembering the process. To see if the trainning program was successful we will send each candidate to manage a store for a 8 hour period. This will obviously be monitored by an external audit, and the actual store manager will be present in case of any problems. By doing so we will be able to see all the improvements as well as th committement of these apprentices.

This in my point of view is a good trainning program, however it will require a lot of time from a lot of people from the company; In addition to that employing external audit can be really expensive. There is however on bad side of this program, is that by letting the apprentices to manage a store for a day, could make losses on that day but that is why the actual manager will be present, to make sure nothing goes wrong.

Conclusion:
Trainning and developement is a really important process, if an organisation wants the most out of its employees, its however very expensive and time consuming, but very reliable and efficient on the long run, given that the trainned employees stay with the company.

Performance Management

Performance management is a repeating process which involves monitoring performance of staff and giving them feed back so that performance can be improved. (team technology [2010]).

performance of employees can be measured in different ways, for example: you can measure by looking at the number of unit produced, the quality of a product, timelines, cost effectiveness, personal appearence, absentism and there are many more ways. (hrworld [2010]).

Performance is measured because employers need to monitor employees and make sure that each goal is completed in the given time, if not monitored employees could become free roamers.

The benefit of measuring employee performance are that, employers will be able to know if they are meeting with customer requirements, which areas to improve on, if there are problems with existing procedures, it will increase comunication between staff and management, and most of all employees will be recognised for the work they do and therefore motivate them more. (orau [2010]).

Appraisal at Work:
When i used to work for BP my manager would call me out and give me feedback on my performances and would tell me to improve on areas that i wasn't doing so well. when i managed to complete tasks he would aprise me by saying that i did a good job and would tell me that i would get promoted sooner if i continued like that. Just those words have motivated me to do better and more and as time went he would keep on saying the same thing but then i got to the point when i realised that i would never get promoted when my manager employed somone from another store and therefore i dropped my performance level. the feedbacks however, were very good but the apraisals was just to motivate me to increase performance. very nice trick from the manager, i was too naive.

Mentors:
Mentors are experienced and skilled people who are here to help people, by listening, giving advices on how to solve things, or life problems, anything really.
a skilled mentor would be one with very good listening skills, analytical skills, a very experienced person who do not tell the person what to do but helps them and teaches them how to do it. Mentor should have a number of useful conections, and most of all should be a person who is approchable with any sorts of queries. (businesstimesonline [2010]). In my view a very good mentor should be able review your erformance and give you feedback. a mentor who doesn't give feedback is not really a mentor. and this is where the performance management skills comes in for a mentor. Mentors need to be able to look analyse and give very good feedback.

My mentor:
When i first came to this country i was in year 7. At that school i had a mentor as i didn't know the language aswell as the people and the place. He spoke french which was a great advantage, he helped me through my school days, he knew a number of people that could help me to improve my english skills. He also introduced me to kids in the school so that i could make freinds and not be on my own, he has thaught me to be independent. He would always listen to my problems and would give me very good advices on how to resolve them. By having had a mentor i now feel more independent and know how to solve most problems, i have learned to look at life and plan ahead before life looks at me and draggs me down.

Conclusion:
Overall i believe that performance management is required in all organisation as it is a crutial process that would help organisations to achieve goals and detect problems if there are any. Mentors without performance management skills, in my point of view will not be good mentors.

References:

• (teamtechnology [2010] Performance management an introduction guide [online] available at: http://www.teamtechnology.co.uk/performancemanagement.html [accessed:01/05/2010])
• (hrworld [2010] 16 ways t measure employee performance [online] available at: http://www.hrworld.com/features/16-ways-measure-performance-021908/ [accessed: 01/05/2010])
• (orau [2010] what are the benefits of performance measurement? [online] available at: http://www.orau.gov/pbm/documents/overview/benefits.html [accessed:01/05/2010])
• businesstimesonline [2010] Entrepreneurs: a mentor can tune your skills [accessed: 01/05/2010])

Equal Opportunities

Equality and diversity is not about treating every one the same but be aware that people are different, being able to recognise those differences and treat people with fairness and dignity.

(purbeck [2010])


Equal opportunity emphasizes that oportunities such as education, employment, benefits, and more, should be available to people in this country regardless of their sex, age, race, politcal views and so on.


Diversity however means that people ar different and therefore an organisation should allow its employees to perform to their potential. Never force them to do more than they are capable of.

Margaret Mountford and her oppinion:
In this article from the times, Margaret Mountford, sir allans right hand in the Aprentice, states that women should earn their promotion and not just get it because an organisation needs more women to make it look like it's a fair company. she states that women cannot expect to get prometted and then get all the leaves they want and return to work and still be in their holiday mood.she also states that when it comes to team work men are more organised and get on with the task quick; whereas women spend time on stupid things such as " gettin a good team nickname". She also makes the point that women can get to the top however they don't always want to and as a result people tend to think that it is a discrimination. Women are askin leaves from companies, "they want companies to bend backward".

3 arguments in favour of Margaret Mountford:

1. In a way when she says that women are expecting too much from the companies, she is right as menn have fewer leaves then women, and therefore it should only be fair that men get the same amount as women.


2. Women complain about not beeing at the top of companies, but like she says; so many women have the talent to get to the top however they do not chose to get therre. If you take margaret Mountford for example, she is at the top, and therefore that proves that women can get to the top wit dedication and committment.


3. She says that most wowen get to the top just because companies want to look like they are not discrminating. " you are just there to make numbers"

3 arguments against Margaret Mountford:

1. Margret Mountford states that men are better than women in team working as women tend to waste time on stupid things, whereas men get on with the task. However eventhough that may be truth, women do complete the tasks given and win the prize and therefore in my point of view, she shouldn't judge the ability of one because of their sex.


2. She also states that women are only at the top because companies need women so that they don't look like they are discriminating; however women working for companies, hardly get the chance to get to the top compared to men. Just because she got to the top it doesn't mean it is the same every where.


3. She is talking about maternity leaves and that women should be working full time at the best of their potetial when they come back, however it is really hard for a woman who just had a kid to do so; companies should acknowledge that and allow women to have flexible times dureing the first years of their pregnacies. Margaret Mountford, of course has never experienced having a kind, and i am sure she would acknowledge the same thing if had a kid during her career.

(business.timesonline [2010])

Age legislation act 2006:

Age legislation act was introduced in October 2006. It will affect every one but mianly eldery people and young people. This legislation states that a company cannot discriminate or be unfair to any umployees due to their age. (is4profit [2010]).

This legislation was mainly introduces, as some companies started to get rid of eldery employees who were not fit enough for the job, or would even reject eldery applicants during recruitment process. Employers will obviously want a higher turnover and getting old means leas work less turnover less energy to do things. Due to this new legislation employers have to be aware that any discrminations about eldery people or younger people will cost them. One company that only employs younger people, will find it difficult to keep up employing younger people. they state that: "Recruitment is going to be a potential problem area because some jobs suit younger people, so the wording of adverts in the future will have to be more careful." (bbc [2010]). business that requires younger people are now forced to lose out as they cannot reject eldery people without a really good reason and evven that could be very hard to prove. Most companies believe that they will get more out of younger people than eldery people however it is criticised that younger people have less experience and are more like to make mistakes whereas older people have more experience and would get given tasks completed with no problem. In my point of view, practical jobs are more suitable for younger people whereas skillful jobs such as accountancy or management jobs are more suited for people with experience hence eldery people.

In order to comply with this new legislation most companies are employing younger people during time period where the most turnover is needed and employ elderies when they don't need that much turnover. For example an icecream company would employ younger people during the summer time and give eldery people vacation and when the winter comes they would give the younger employees vacation and employ the eldery ones. that is a way that a company could cope with the new age legislation act 2006.

B&Q, Asda, Tesco and their equal opportunities:

I have visited the websites for B&Q, Asda and tesco to look at how they give opportunities for their employees and how they are fair. B&Q states that it expects from its employees an open mind about changes, good customer servises passion to deliver and a flexible approach to the company; if done so they will deliver flexible approaches, a fair employer who promotes equal opportunities, freindly athmospher and support in their career development. the website is well layed wiyh pictures of people with a mixed of backgrounds of al age types. (diy [2010]). Asda calls its employees its colleagues, looking at the website i can see that there is a great mixture of people, varying from age to race and therefore i donnot belive that any discrimination is taking place, however when asda talks about its people it only has the name of its senior employees and this may feel lower level employees unconfortable as they are the main for the company's In Asda's recruitment process they do not ask any age, race or sex and therefore are giving equal chances for every one to apply for the job. (asda [2010]). Teco has the same principle as asda however is looking for commited people who are willing to complete given tasks , employees have to be passionate about the job, and most of all very motivated as Tesco is one of the worlds leading retailers. In return tesco gives employees a safeguard their future by helping them to get more from their money as well as looking after their health. even on their application form they state that they recruit reguargless of an applicants background, sex age and so on. (tesco [2010]).

overall i believe that b&Q is more successfull at keeping its equal opportunities true as it has the most simplest way to recruit wiyhout to many questions and from the website it looks like it has a mixture of people from all age and backgrounds.

Conclusion:

Equal opportunities are in every companies, however most companies would not be so generous without these legislations that protects employees and most of the time companies only recruit and employ people to cover themselves from discriminating from the media and the public.

References:

• (purbeck [2010] Equal opportunities and diversity [online]available at: http://www.purbeck.gov.uk/default.aspx?page=10006 [accessed: 30/04/2010])


• (business.timesonline [2010] Hang in there, Margaret Mountford of The Apprentice tells women [online] available at: http://business.timesonline.co.uk/tol/business/career_and_jobs/article6830916.ece [accessed: 01/05/2010])


• (is4profit [2010] Age Discrimination Legislation [online] available at: http://www.is4profit.com/business-advice/employment/age-discrimination-legislation/age-legislation-october-2006.html?gclid=CK7Z2PvBsaECFUiX2AodXEB6_g [accessed: 01/05/2010])


• (bbc [2010] Small businesses welcome new laws [online] available at: http://news.bbc.co.uk/1/hi/business/5337990.stm [accessed:01/05/2010])
• (diy [2010] our expectations [online]available at: http://www.diy.com/diy/jsp/corporate/content/careers/our_people/expectations.jsp [accessed: 01/05/2010])
• (asda [2010] careers [online] available at: http://www.asda.jobs/how-do-i-apply/recruitment_process.html [accessed: 01/05/2010])
• (tesco [2010] careers [online] available at: http://www.tesco-careers.com/home/working [accessed: 01/05/2010])

Selection

Selection is the next process after recruiting. Once the organisation has this pool of people, it is then time to get the relevant applicants and eliminate the ones that don't have the necessary skills to go through with the job. This process is time consuming, however worth it as the best applicant needs to be selected carefully.



Selection Method:

1. Interviews are one selection method that is commonly used by most organisations, when employing staff or even to go into universities. The advantage of this method is that the interviewer has full contact withe applicant, and is able to make judgements, during the interview period and would be able to make a conclusion. However the downside is that the judgment will be made over on interview, and if the applicant had a bad day and didn't so weel it doesnt mean he/she is not good enough for the job. The same way a person that is alright may do a little better and get the job.


2. Psychometric tests are another way of selecting the right applicant. this method is mainly used when the organisation has a group of people with similar skills that are hard to compare. This method consists of tests to measure inteligence, apptitude for specific tasks, to see which member of the group use their skills efficiently and so on. they'll be also tested on decision making skills, problem solving skills and so on. This method is really good on finding out who is better in a group of similarly skilled applicants. However this method dosen't always shows if the selected applicants will perform well in the future; It can only be used if it is proven that it needs to be used and only a qualified member can monitor the test. Its also costly and therefore could be a waste of money if no suitable applicant has been found.


3. Another method would be assessment centres, this would include activities such as working in teams, doing written axercises, presentations, they could even go through a psychometric test. This method could take a couple of days to complete. This method would only be used by big organisations to select really senior staffs such as managing directors. This is a really god way of selecting, However it is really expensive to set an assessment centre and this method is mainly used for groups of applicants and won't be suitable for only one or two applicants. Another problem with this method, is that it is time consuming and and managers have so much to do aswell as monitoring the assessment and they might get to point where they don't take account, which would result in a waste of money on the assesment centre.

(businesslink [2010]) (hrmguide [2010])

My interview to get in BP:

When i applied for a job in BP i had to call their recruitment line, where they took my details and asked me in which area i wanted i job. after that they put me trough a phone test straight away. They would ask me questions such as: "what would you do if a customer asked you for milk when you are in the middle of something?". Fortunatly i passed and i was told that my details would be passed on to the stre that had vacancies.couple of months later i was called for an interview which I attended. There the manager asked me simple questions such as where i worked before if i have any experience and so on. And at one he asked me hw i heard about the job and i told him that my mate told me and i stated his name; and as soon as he eard the name he closed the books n i told me that i had the job. Apparently my mate worked for him previously and he used to do excellent jobs and always complete every tasks on time and due to that i must have assumed that i would be the same since i was his mate and he gave me the job. This interview was really innefective as the manager that was interviewing me wasn't really paying any attention on the interview, and him assuming that i would be the same as my mate costed him quite a few pounds.

Personality Test in a selection procedure?

I asked a member of my familly whether organisations should include a personality test in a recruitment and selection procedure. He replied saying that it would be discrimination. In his point of view an organisation needs labour to do work and complete tasks for them, so why would they want to know about your personality. He replied saying that having a personality would make the process unfair as managers may favorise with applicants that have similar personality. However he is not against a personality test within the organisation. But one before would be unfair on the applicants.

Recomendation to BP on its selection process:

i personnally would recomend BP to improve its selction process, by maybe allowing applicants to participate at the store for a day or two to see their abilities. I would mainly recomend them to stop assuming that a freind of an excellent employee, would be good a good employee.

Conclusion:

Selection is a very expensive process aswell as an expensive one, it is therefore crucial for an organisation to select the right applicant for the right job. Labour is very hard to find now days and therefore organisations should select a person that is willing to progress in that organisation. Overall the selection process is very costly and time consume; the results are not always successfull but when they are succesfull, good results can be seen.

Reference:

• (businesslink [2010] recruiting and interviewing [online] available at: http://www.businesslink.gov.uk/bdotg/action/detail?itemId=1073793824&type=RESOURCES [accessed:29/04/2010])


• (hrmguide [2010] other selection method [online] available at: http://www.hrmguide.co.uk/hrm/chap8/ch8-links6.htm [accessed:29/04/2010])

Recruitment

Recruitment
it is the process of identifying a pool of suitable candidate for the available job vacancy. Labour can be recruited externally or internally.
(businessdictionary [2010] recruitment)

As stated above, recruitment can be done inernally or externally.

Internal recruitment:

Internal recruitment, is when an organisation recruits within its own employees, to fill up its available job vacancies. Organisations do this when they may feel that they already have the right people with the right skills already and therefore will not waste time to look for more people. these vacancies are mainly advertised within the organisation on staff notice board, or their intranetnetwork, or even their company newspapers.

Advantages:

• It gives existing employees a chance to improve and move up the ladder in their career.
• More promotions will motivate staff, since staff would work hard if they know that there is a promotion at the end of the line.
• Training and induction times are all saved as the employee will know most things already.
• It is more safer as employer will already know about the person and about his/her abilities and are avoiding the risk of recruiting a new unknown candidate.
• It saves time and money.

Disadvantages:

• When recruiting internally, there is only limited applicants to chose from.
• Applicants from outside may be better suited for the jobs. (have more skills)
• when a staff gets promoted, his/her place will become free and will have to be filled.

(tutor2u [2010] recruitment- internal recruitment)

External recruitment:

this is when the organisation recruits labour from outside its organisation, most businesses regularly recruits externally, especially the growing ones. external recruitment is mainly done through recruitment agencies, job centres, headhunters, advertisement and so on.

Advantages:

• By recruiting externally the company has more power on which candidates to chose from as they will have a larger amount of people to chose from and therefore this gives the organisation the advantage.
• By bringing newer people from diferent background will give a good image to the organisation discriminationwise.

Disadvantages:

• New employees may not be as good as they said they were, resulting in a lower turnover.
• By employing a new workforce, time and money may need to be spend in trainning them.
• New employees are not guarenteed to stay with the organisation and may decide to leave, this would be costly for the organisation as they would have wasted their time and money on training these employees.

(tutor2u [2010] recruitment- external recruitment)

Review of an online recruitment site:

In this part of the report i will go on a online recruitment site and analyse it to see wether it is attractive, easlily accessible and so on. the website that i have chose to look at is www.monster.co.uk.

website layout:

The website has a job search section with a location search section. This is great for quick simple searches and it saves a lot of time. The more you go down they have different sections that gives advice on how to create a CV, that has onl;ine resources such as company profiles, and even better, you can create your own online profile which will be looked at by potential employers and they may contact you if they like your profile. It saves a whole time compared to CV handling.

Accessibility of jobs:

This website is really good at searching for available jobs in the desired areas, however every single available vacancies that came up were for jobs such as management, engineers, accountants, basically only high qualified jobs. Even when i typed in Tesco Sainsbury's they only management jobs. This site is really good for skilled labopur with qualification to look for a job, however for the unqualified ones this site would be useless.

overall this site is good for qualified people looking for jobs, but useless to unqualified people. It is really unfair, but then again there are higher demand for qualified labour compared to unqualified ones.

Advantages of online recruitment:

1. It is quick and saves a lot of time for the company as well as for the applicant
2. Recruiting online will give the organisation good applicants to chose from, as it will eliminate people that are not suitable for the jobe as they are less likely to apply for it.
3. It saves a lot of money as advertising costs will be taken by the online recruiting agencies.
4. Comunication is easier through the internet.
5. Everything is managable from one place.

Disadvantage of online recruitment:

1. The employer never knows if the applicant is genuine or not, and therefore is takin risks of taking their own time to interview these people and if they were not suitable at all, it would be very frustrating.
2. popular online recruting sites may be expensive to advertise in and if the organisation do not get any applicant, that would be a waste of money on advertisement.
3. The organisations advert should be in the top ones as thats where people normally look at, and if the organisations advert is right at the bottom it may never be looked at.
4. when recruiting online, comunication is done by email and sometimes employers rather prefer to speak on the phone to an applicant to derive their committment to get the job by the way they speak and so on.
5. if the onluine recruiting site is not attractive enough then the organisation is wasting its money on it.

Psychological Contracts:

When joining a new organisation, an employee has a legal contract with the organisation on the way he/she should behave, attend and so on, and any breach of these contract terms may result in diciplinary actions or the sack. A Psychological contract however, is a unformal contract between the employee and the manager. These would be things such as completing a prticular task everyday or trainning someone and so on. The manager will tell the employee who agrees to do the job. However these unformal agreements between managers and employees cannot be strictly enforced or be punished if whatever that was agreed was not completed by the employee.

(cipd [2010] The psychological Contract)

Conclusion:

Overall recruitment is a good way of finding suitable applicats however if not done properly, the prcocesss could be very costly and time consuming; which could be a real waste for the organisation.

References:

• (businessdictionary [2010] recruitment [online] available at : http://www.businessdictionary.com/definition/recruitment.html [accessed: 29/04/2010])
• (tutor2u [2010] recruitment- internal recruitment [online] available at: http://tutor2u.net/business/people/recruitment_internal.asp [accessed: 29/04/2010])
• (tutor2u [2010] recruitment- external recruitment [online[ available at: http://tutor2u.net/business/people/recruitment_external.asp [accessed: 29/04/2010])
• (monster [2010] [online] available at: www.monster.co.uk [accessed : 29/04/2010])
• (cipd [2010] The psychological Contract [online] available at :http://www.cipd.co.uk/subjects/empreltns/psycntrct/psycontr.htm [accesed: 29/04/2010])
  

HR Planning

Human resource planning is a process that shows the consequences of an organisation's human resource activities. (hrmguide: 1997). This process allows an organisation to be able to predict requirement for employees, in the furure and will allow them to overcome those requirements more effectively as well as performing business strategies such as relocating the business, reorganising it or even introducing new systems to it. (cornwell (2010) people management)

Human resources do a wide range of jobs, these would include:

• Planing




• Recruitment and Selection




• Training and re-training




• Career progression




• Transfers and redeployment




• Early retirement




• Succession planning




• Expected skills shortages




• Anticipated redundancies




• Retention difficulties




• Strategy




• Product life Cycle




• Changing consumer tastes and requirements




• Expansion into other countrees




• Competition




• Globalisation




• Technological Developments




• Legislation




• Marketing

(HR Planning: S. Mary)

All these jobs have to be accurate for the business to run as expected. HR management have a lot of pressure on them as trends are constantly changing and they have to make sure that they are ahead of everything. It is vital to have plans before carrying out any work as this may be the base of the work that minimises mistakes which could give devastating results, and can always be reffered back to when analysing present situation.

In the oldern days HR planning would be really easy as labour was plenty available and people didn't have much requirements apart from money as companies had a lot of power over them. However at present people have a lot more freedom and companies less power over them. labour is also of sortage and therefore it is crucial for HR management to plan accordingly to try to keep their workforce aswell as recruiting the right person. If HR management plan everything wrong then it could be devastating for the company as the working force could turn against it and as a resuld this may bring a bad image for the company aswell as cuts in their profit levels.

(articlebase (2010) Human Resource Planning - How Does It Affect The Organizational Success)

7 point specification:

Alec Rodger a Australian psychologist had came up with seven main points needed to show an employer in order for them to decide whether selecting the applicant or not. these seven points gives the employer the relevant informations needed which can then be compared with against the daily tasks that need to be completed for the company; hence giving the employer a better chance of selecting the right person for the job.

The seven points are:

1. Physical make up - This part of the specification shows the applicants well being, mental and physical health, appearance, and so on. This is really important as in qualified jobs for example, smart appearance is one of the basic needs.
2. Attainments - This part of the specification will state the applicants achievements throughout his or her academic and career life. These would be things such as education, trainning, work experience and so on.
3. Inteligence - This part of the specification shows how good the applicant is at specific skills, kills such as analysing present situatuions, the way the applicant learns and so on.
4. Special Aptitudes - These would look at, if the applicant has extra skills such as, constructuion skills, maths skills, IT skills and so on.
5. Interests - This would look at the interests and hobbies of the applicant, what they do in their free times and what they are into.
6. Disposition - This part looks at if the if the applicant is mature enough, responsible and most of all self reliable.
7. Circumstances - This part of the specification will look at the current situation of the applicant, their lifestyle, what they do and so on.

(bola.biz [2010] Alec Rodger: Seven Point Plan)

Person Specification for a university lecturer:

Appearance and health:

I am a smart looking young man who has passion for teaching, i am physically and mentally fit as i cycle and run eight hours a week and i am used to taking students of all sorts over the years which has allowed me to cope the pressure mentally at all levels. I never give up, i have a set of rules to be followed and i believe that the students i teach should do the same and will do the same as i will not tolerate misbehaviours, especially at higher education.

Achievements:

GCSE Tiffen Boys school:

maths A*

Sciences A*

Engilsh literature A*

Business studies A*

English Language A

ICT A

Physical Education B

Religious studies B

Design Technology B

A Levels ST Dominques 6th Form:

Business and Economics A

Maths A

Accounting A

Physics B

Higher Education University of Cambridge:

Accounting with Economics (BA HONS) 1st class degree

Work experience:

• Worked for a year for KPMG Accountants PLC without pay (1 year)
• Did my Chartered Accounting through KPMG Accountants PLC
• Recruited by KPMG Accountants PLC to work full time (2 years)
• Accounting Lecturer at the University Of Bristol full time (3 years)

Skills:

I have very high mathematical skills, I am very analytical, always analysing the situation of what is going on between students to give them the best feed back possible. I am very self motivated as I love teaching, hence why I changed from being an accountant to a lecturer. I am good working alone as well as working in a team, when working in teams i am very organised and complete the tasks on time.

Extra skills:

I have very good IT skills mainly used when i was an accountant.

Interest and Hobbies:

Iam a very sociable man, i like to enjoy the fresh air on a sunny day, i work out at the gym as i believe that it is good to keep up the physical health aswell as the mental health. i love cycling and running.

As a person i am very mature and responsible as i have been living on my own for many years, i am a reliable person as i don'y let down pople depending on me. i have been living in spain the previous years when i was an accountant, however the workplace wasn't suitable for me and therefore i decided to move back to the UK and aply for a job as a lecturer. i gt a job at the university of Bristol for three years but unfortunatly had to leave as the lecurer on holiday came back. I really had a good time teaching students and therefore i have decided to stay in th uk n teach.

5 key questions waitrose need to ask themselves if they wanted to open a new store in High Wycombe:

1. Who are the Main competitors in the area?
2. Availabiliy of labour in the area?
3. Availability of skills in the area?
4. Income of people in the area, as waitrose is expensive.
5. Amount of training required when getting labour.
   

References:

• (hrmguide [2010] Human Resource Planning [online] available at: http://www.hrmguide.co.uk/hrm/chap7/ch7-links3.htm [accessed : 22/03/2010/])




• (cornwell [2010]people management [online]available at: http://www.cornwell.co.uk/people_management/hr_planning.asp [accessed 21/03/2010])



• (articlebase (2010) Human Resource Planning - How Does It Affect The Organizational Success [online] available at: http://www.articlesbase.com/human-resources-articles/human-resource-planning-how-does-it-affect-the-organizational-success-795508.html [accessed: 12/04/2010])

• (bola.biz [2010] Alec Rodger: Seven Point Plan [online] available at: http://www.bola.biz/recruitment/rodger.html [accessed: 28/04/2010])

Role of line managers

Line Manager:
A line manager is is an individual responsible for the staffs of an organisation. A line manager has responsibility for the employees's work. A manager at low level could be a supervisor.
(dictionary.bnet (2010) business dictionary: Line manager)

Advantages of a line manager working with HR:

1. Line managers are more involved with HR managers and their activities and therefore could aquire new skills needed by the Human resources for any future references.
2. Line managers know how the organisation runs on a daily basis as they are the ones who monitor it and therefore they could pass on those onformations to the HR who could then use it to train its staff better.
3. This may allow line managers and HR manager to be more closer and therefore co operating with each other better resulting in better and more efficient decision making.
4. By allowing line managers to participate in HR activities, the organisation is slowly training line managers to aquire the skills needed to work for HR and as a result of that when HR personels leave, the company could select new HR personels internally.
5. Recruitment and selections will be made easier as tasks to complete thoise processes will be divided between HR and line managers, hence being able to select the best candidates possible suitable for the job role.

Disadvantages oh line managers working with HR:

1. The relashionship between HR and line managers may not be good which may result in bad comunication and bad decision making.
2. HR and line managers may have disagreements which may lead to conlicts, and result in bad decion makings.
3. Line managers may not have the required skills and may not be able to cope with the tasks or even do them wrong which could be bad for an organisation as they would have lost money as well as time.
4. All these conflicts between managers may affect employees on the long run, as line manager would be stressed out and may take things out on the employee or care less about their employees.
5. In order for this management to be effective, co-operation betweeen line manger and HR is vital, and sometimes co-operation is at its lowest, bringing the organisation down.

Skills required by line managers to manage their people:

• Managers need to be able to manage all operational costs of the running of the business. This is vital as it could lead to big losses if costs increase unnecessarily .
• They need to ba able to manage rotas and allocate their staff shifts properly. If these rotas are not done properly, Unnecessary costs may occur as there would be extra people working that are not needed. Allocation of shifts plays a great role in cost management.
• They should be able to monitor employees work and check quality so that quality of work is perfect.
• Managers should also be able to deal with customers and be able to resolve any conflicts.

as well as being able to do this, line managers should also develop the abilities of recognising employees good work, giving a work balance to employees that would suit their life styles, praise and reward excellent jobs. These are the main skills needed to get positive feedback from employees. Managers have to be strict as well as freindly to their employees.

(cipd (2010) The role of frontline managers in HR)

BP Line Managers:

The line manager of BP Bessborough was performing verywell, he was showing manegerial skills such as cheking quality of work and employees working, he had good cost management skills, as he ordered a prduct only when it was needed and had reduced staff hours a lot. Another clever way of reducing cost was that, he would employ people on a low hours contract for example a 8 hour or 16 hour contract but would make his staff work for more hours if needed. staff were happy but only until when the holiday peiod came, as they wouldn't be able to get as much paid holidays as they have worked because their contract was only 8 hours or 16 hours. This created great levels of conflicts between employees and my manager. Bt anyways, when it came to cost management he was good. He was great to deal with customers as he was always able to resolve problems. Eventhought he had all these skills, he neva was able to keep his employees happy, he never rewarded them, never recognised them for the work they do, doen't comunicate with them and listen to their views. This had resulted in high level of staff leaving the organisation, including me.

Could i be a line manager? or a HR manager?
In this section I will research the job roles of both HR managers and line managers and decide wether i am more suitable for line manager job or a HR manager job.
Doing all the researches i belive that a job aof a HR manager is far above the present skills i have. My skills will more likely to suit a line manager job role rather than a HR manager job role. That said people can always be trained and gain knowledge and therefore i am sure that with the correct training and learning i would be able to meet HR managers job role requirements.

(cipd (2010) The role of frontline managers in HR); (jobprofiles (2010) Human resource managers)

Conclusion:
Line managers working with HR managers could bring ver successful results to the organisation, only on the basis that both management co-operate with eachother. On the other hand if co-operation is not good enough this could lead the organisation in a very bad situation with very large levels of losses. In conclusion, eventhought it is extremely advantageous for the company to let line managers and HR managers to work, however it could also be bring devestating results if both parties do not co-operate properly, and for this reason i would prefer not to let them work together.

Reference:
(dictionary.bnet (2010) business dictionary: Line manager [online] available at: http://dictionary.bnet.com/definition/line+manager.html [accessed: 05/02/2010])

(cipd (2009) The role of frontline managers in HR [online] available at: http://www.cipd.co.uk/subjects/maneco/general/rolefrntlinemngers.htm [accessed: 05/02/2010])

(jobprofiles (2010) Human resource managers [online] available at: http://www.jobprofiles.org/bushrmanager.htm [accessed: 05/02/2010])

Organisation and Management Theory

Classical school theory

The classical school theory states that employees in an organisation only need economical and physical needs and that the need of job satisfaction and socialising is non existent or isn't of concern to the management. This has resulted in employees becoming specialised in their sector of the work hence giving a higher productivity levels and better results. (businessdictionary (2010) Classical school of management)



One case study that reflect this theory could be the Nike one. Nike, a company that makes all sorts of sportswear world wide, closed its factories in the US and moved production to Asia in 1984. It used Asian labours paying them wages that were below minimum wages. These workers were working in very poor conditions were they were allowed to drink only twice and go to the toilet only once, per eight hour (1 shift). The wage is so low that workers would skip one meal a day. Amongst those workers were children and women. Here you can see that the management managing these factories believe that money will only motivate workers and that their needs are not essential. Poor families and people have no other choice then to work like that to get money and support their families. This is a clear classical school example with child slavery and abuses. (ihscslnews (2010) Nike's use of child labour)

Human relation theory:
Unlike the classical school theory, this one is the complete opposite. This theory states that employees are even more motivated when their social needs are met. These included employer-employee relationship, rewarding employees for good work, being more flexible with them and more friendly. This theory has been proven to be very successful as when management use this approach employees feel more useful with more responsibilities, they feel part of the work place and this will motivate them to return the favour by doing good work.
(encyclopedia (2010) Human relations theory)

One case study reflecting the use of this theory is the M&S employee benefit package. M&S feel that their employees do a great job for them and therefore they are looking after their employees by giving them a range of benefits such as competitive rates of pay, performance related rewards, employee discounts, pensions, bonuses and more. These will motivate workers better as they feel part of the company, and are happy with their working environment. As a result of this, there is a better production and performance. (corporate.marksandspencer (2010) Rewards & Benefits).

Scientific management Pros and cons:
Advantages:

1. This type of management would reduce production costs on a large production scale, as employees will be monitored and therefore quality products are more likely to be the output, wit minimal wastage.

2. Conflicts and disagreements are largely reduced, as employees do what management tell them to do and if they don't like it they can leave.

3. It is easier when recruiting as different employees have different tasks and therefore when some one gets employed, they will only be doing one task repeatedly and therefore during the recruitment time it is easier for managers to select the one, reflecting on the task that needs to be completed.

4. This type of management has all the tasks and everything pre-planned and as a result delays are less likely to happen and the waste of time is significantly reduced.

5. This effectiveness will obviously bring higher profits which could be used to invest in the business or lifestyle of the owner.

(dailyojo (2010) What are the advantages of scientific management in business)

Disadvantages:

1. Fail to recognise ideas of employees, this would really demotivate employees as they will feel like robots or slaves working for a company.

2. Fail to acknowledge employees variance, employees are not always doing the same thing, as doing some thing over and over again gets boring and on the long run very frustrating. By failing the acknowledge that employees need to vary their tasks, level of staff leaving the company will definitely increase.

3. Fails to appreciate the social context of work and higher needs of workers, by doing so, employees will feel like dogs or slaves who are not even rewarded or even given any attention for the good productivity. moral will go down resulting in demotivation leading to a decrease in production.

4. Human rights breach, now days by treating employees like that it would be a human right breach and therefore companies could get sued. However it is still in use but in a more sophisticated way, blending in with the law.

(transtutor (2009) Criticism to Scientific Management)

Conclusion:
Eventhought the classical school theory is good due to the point that time wastage, conflicts are minimised and productions increased, on the long run, the level of staff leaving the company will be high as well as production decreasing due to demotivation from employees; whereas the human relation theory waste time on looking after employees but the result of that are even greater than of classical school theory, as employee will be happier and more motivated resulting in high level of production and performance. In conclusion if i was a manager i would rather go for the human relation theory.

References:

(businessdictionary (2010Classical school of management [online] available at: http://www.businessdictionary.com/definition/classical-school-of-management.html [accessed: 01/02/2010])

(ihscslnews (2010Nike's use of child labour [online] available at: http://ihscslnews.org/view_article.php?id=32 [accessed: 01/02/2010])

(encyclopedia (2010Human relations theory [online] available at: http://www.encyclopedia.com/doc/1O18-humanrelationstheory.html [accessed: 04/02/2010])

(corporate.marksandspencer (2010Rewards & Benefits) [online] available at: http://corporate.marksandspencer.com/mscareers/rewards_benefits [accessed: 04/02/2010])

(dailyojo (2010) What are the advantages of scientific management in business [online] available at: http://dailyojo.com/articles/what-are-the-advantages-of-scientific-management-in-business.html [accessed: 04/02/2010])

(transtutors (2010) Criticism to Scientific Management [online] available at : http://www.transtutors.com/homework-help/Industrial+Management/Principles+of+Management/criticism-to-scientific-management.aspx [accessed: 04/02/2010])

Entreprise week event

5% Idea 95% Effort (LetterChocBox)

During Entreprise week i attended 2 events. My favourite one was the second one i attended which was called 5% Idea 95% Effort. At this event a young entrepreneur called Nicolas, gave a presentation of how his business succeeded. Nicolas is from a familly with a entrepreneurial background, and therefore had a lot of knowledge businesswise. He started his first business at 22 and then went on in the alcohol industry couple of years later, where he became bankrupt. However one day he came with the simple idea of sending chocolates through post for any special occasions. This idea was just an idea that any one could have thought of. He invested a lot of money to make this product and to bring it onto the market, and very rapidly demand for his product grew. One year on, he has a turnover of a million pound a year and is currently exporting his product to 20 countries. He is expecting his turnover to be 4 times higher next year (4 million). He has no high costs as his company is virtual, and has no staff. This company is run by four people. (his friends and familly). He told the audiance that "the reward is very big however in order to get that level of reward he has to be constantly working". He has also said that "an entrepreneur has to take risks in new ideas, if you don't take risks you don't have a chance to move up the ladder." The presentation in that Nicolas did included designs of his products, costs he had, The way he marketed and advertised his product, how he is marketing his product in other countries than the U.K. language barriers that he had managed to pass, The way he outsources to keep his business going and reducing costs inmensly. And at the end of the the presentation nicolas told the audience that he brounght samples of his product however he only had 20. He therefore threw them around the room, and the lucky ones would catch em, talking about lucky i managed to catch one, which i shared with the freinds.

By going to this event, it has really made me ware of the real world and how things can be achieved if business rules were followed appropriatly and used cleverly. This entrepreneur is the cleverest person i have met in my life so far. listening to him and his success has made me think businesswise, i have started saving which i never used to do and i take money more seriously. I have already started to think about what i could do after my degree, ways of earning money. This person has really inspired me to think, to be more aware of the business suroundings, and to save money on the long run.

Conclusion:
Nicolas, the entrepreneur, is a very successful businessman who made his success by purely using his brain. Thinking of a simple idea that any one could have thought of, and using his brain cleverly to minimise costs to a maximum, he is now a very wealthy man from being a man in debt due to the failure of his alcohol business. In conclusion, he has inspired me to think more and to look at things in different ways. This person was successful by using his brain, and maybe if more people started using their brains then they could be more wealthier and the world would be a better place.

Team Working

Successful team work:
A time when i worked in a team which was successful was when i was doing A levels. We had to do a presentation in economics about macro and micro economy. This presentation was very successful. the reason for this is because every one did what they had to do on time, communication was perfect as we were seeing each other at school every day and issues could be discussed during free periods. When we were first assigned this presentation, we didn't know each other and got to know each other very fast. We then concentrated on the main objectives and started to organise to who does what. We were in a group of four and therefore splitted the research and the writing between us. When every one had done their tasks we regrouped together to put what we had found out together and to start creating the presentation. it took us two days to do create the presentation. when all this was finished we had 4 days left ti rehears our presentation, and when the time came every one did their bit and everything went well. in order to build confidence we rehearsed in front of other friends during our free periods.


Tuckman's Theory:
This theory explains how a team works together to complete objectives step by step, from the start to the end. This model was developed by Bruce Tuckman in 1965.

Tuckman's theory includes five stages: Forming, Storming, Norming, Performing and Adjourning. The fifth stage was added to the model later. (teambuilding (2009) Forming - Storming - Norming - Performing)


All the stages:

Forming:
This is the start where the team is created and their task is allocated to them. At this stage team members may not know each other and therefore they will start to get to know each other when planning their task.

Storming:
This is the phase where the team will bring out ideas and may have different opinions from other team members which could lead to conflicts between the team members. It could also be the opposite where team mates support each others ideas and become more close as a result of working together. At this phase there is a risk of ongoing conflicts which may never recover, and at the worst some teams are stuck at this phase and therefore may try something quick and improvised of low quality, just for the sake of of the team.

Norming:
At this stage team members will be more focused towards their objectives and and will try to put everything together. In order to reach this stage, team members will have to understand that working together and contributing towards everything is vital for their success. Hard leadership is needed in between the storming and norming phase.

Performing:

This stage is very hard to reach. In order to reach this stage, communication between team members should be very good, all decisions should be made together with minimum conflict. At this phase team members would be performing their task at a very high and professional level

Adjourning:

This is the stage where the project is finished and the team can break up. This is meant to be depressing where the team members have to leave each other, but it could also be a happy moment as not all teams get along and therefore some may be relived that they finished working with a more team members they didn't like. Now days team members often celebrate at the end of a project, probably in my point of view, to the success they gained for the hard work they did.

(teambuilding (2009) Forming - Storming - Norming - Performing)

In my own experience i would say that the group i was in managed to get to the norming phase. At the start we planned things, and started to get ideas on how to get past our tasks and got to know each other better, we passed to the storming stage quit quickly. However we did spend some time at the storming stage due to communication problems and in my experience this was a very long and frustrating phase; but we managed to sort things out and moved to the norming stage where we we sat together with all the ideas and every one understood that the task needed to be completed and therefore they got on with the work. unfortunately we didn't make enough effort ti get to the performing stage, however we managed to pass our assignment.

2 Companies where team work has highly contributed towards the success of a company:

One company that has been successful using team work is Rackspace Hosting. Rackspace Hosting is a IT company company that delives IT services. They mainly use team work, and care about each other. their colleagues are like family and their work place is enjoyful.

"An 81% My Team factor score ranks the company seventh. Opportunities to have fun and relax together build team spirit as colleagues swing through the tree tops at an outdoor adventure forest or jet off for a weekend abroad. There is a sense of family in teams (78%), colleagues are fun to work with (86%) and really care about each other (84%)."

(business.timesonline (2009) Rackspace Hosting)

Denplan is another company that uses team working for its success. Denplan is is a dental care service and says "Staff give a top 10 factor score of 81% for the My Team category and say that colleagues really care for each other (84%)." In dental practice u see the use of team working now days and by looking at the review, it can be seen that this company has a great team enthusiasm which helps it towards its success.

(busines.timesonlin (2009) Denplan)

Conclusion:

Team working is a really easy way to get tasks completed, however it doesn't always go as good as people say. Conflicts will arise within a team and if these conflicts are not resolved in the interests of the team members involved this may gradually escalate and team members will stop co operating with each other and start to do things their own way and this may bring the team down to a point where they may fail their tasks. On the other hand if the team manages to sort their issues out and get to a level where they co operate with each other, then this will only make their task easire. In conclusion team working gives a real advantage towards the success of a task, however, if not properly done the team may fall giving very bad results.

Reference:

(teambuilding (2009) Forming - Storming - Norming - Performing [online] available at: http://www.teambuilding.co.uk/Forming_Storming_Norming_Performing.html [accessed: 25/01/10])

(business.timesonline (2009) Rackspace Hosting [online] available at: http://business.timesonline.co.uk/tol/business/career_and_jobs/best_100_companies/article5703349.ece [accessed: 27/01/10])

(busines.timesonlin (2009) Denplan [online] available at: http://business.timesonline.co.uk/tol/business/career_and_jobs/best_100_companies/article5702590.ece [accessed: 27/01/10])

Personality

Personality: is the pattern of collective character, behavioral, temperamental, emotional, and mental traits of a person. (thefreedictionnary (2009) personality)

There are two types of personalities. one as the nature and the other one is the nurture.

Nature:
This states that peoples personalities and behaviour are inherited and evlove as the genes evolve, and therefore a persons personality is made up from the previous generations personalities (familly). (buzzle (2009) nature vs nurtur theories)

Nurture:
This states that a person has no personality when they ae born and that as a person grows they
personality will be developped through their influences with other people, their environment, their beliefs wether religious or political and so on.

There is a nice explanation on the net about this topic on the link below, i would recomend any that don't understand this topic to view. its simple and understandable.
http://www.buzzle.com/editorials/9-1-2005-75919.asp

The other views are the nomothetic and the idiographic view.

The nomothetic view:
This view suggests that people have more or less the same types of personalities, however the way their traits structured is unique and that is the only unique thing about a persons personality. (wilderdom (2009) personality traits)

The idiographic view:
This view on the other hands states that every person have their unique sets of traits and it is impossible to compare some ones personality to another person. (wilderdom (2009) personality traits)

In my point of view the nurtur is more domineant as i believe that peoples personalities develops through the environment they are in and the influence around them. for example a person that hangs around with gangsters will have an attitude and do what ever he wants to do where as a person that has been educated and hangs around with decent people will have manners respect others, give a chance to others. therefore i believe that personality is more to do with the influence and evironment around us.

Online tests:
I did both of the tests and they are alright but not that accurate on my personality, i am more of laid back guy but consider to finish my priorities first before laying back.
the second test was more accurate i believe.

I wouldn't recomend these tests to use as a selection tool as it may be wrong and employers relying on these tests may get the wrong person for the job. People can also easily lie on these tests and therefore it is not reliable.

Conclusion:
Personality is something that, in my point of view arises through the surrounding and experiences and influence of other people around us. personality of a person can always change, that is why people say: "people change" and therefore in conclusion, the nurtur view is more dominant in our society than the nature one.

Rreferences:

(thefreedictionary (2009) personality [online] available at: http://www.thefreedictionary.com/personality [accessed: 08/01/10])

(buzzle (2009) nature vs nurture theories [online] available at: http://www.buzzle.com/editorials/9-1-2005-75919.asp [accessed: 08/01/10])