Childhood Essay Example for Free

Childhood Essay Be able to develop positive relationships with children and young people Explain why positive relationships with children and young people are important and how these are built and maintained. Positive relationships with children and young people are important for the child so that they can learn and develop to their full ability. If a child feels comfortable with you they would be more inclined to leave their parents in the morning easier. This makes the parent feel happier – leaving their child with someone their child enjoys being – and makes them feel less guilty about going to work. This also then means they can start to play and interact with other children. Through playing and exploring and socialising the child or young person will then start to participate in more and more activities. A good relationship with the child means you make them feel safe and secure and if the child has positive emotions it is more likely they will stay healthier and not get run down or ill. A positive relationship is also important because it is then less likely that the child will act out and behave negatively. They are less likely to act out and behave negatively if the child has a positive bond with you because you will know them well enough to cater for their wants, wishes and individual needs, therefore they will not feel frustrated or alone and will not need to act out to relieve stress or anger or to gain attention. A positive relationship is important as it helps a child develop confidence at a quicker rate and develop their language and communication skills quicker too. If a child feels comfortable with you they will start to talk to you more, providing you with the opportunity to assess where the child is at developmentally with their speech, language, knowledge and other aspects, and also find out about their personal interests. You can then set activities to help the child to further develop based on what they can already do and ensure the activity will fun for them by incorporating their interests into the activity. This means they can start to develop quicker and with the help of someone they have a positive relationship with. Having a positive relationship with a child will mean you know them well, their personality, their emotions, the little things. Therefor you can easily pick up on a difference in body language to know if there is something wrong, and also you begin to know what facial expression means what and so can address any issues quicker. Also with a positive relationship the child will feel like they can come to you and this is important so that they do not keep anything inside and instead share and resolve the issue so they feel calm again and happiness is essential in childhood. A positive relationship is built through trust. It’s the little things you do that helps you build up a positive relationship with the child. For example: Giving them praise for doing something good Giving them a cuddle when they need it Helping and supporting them through the daily routine Keeping them safe and feeling secure having a positive relationship with their parents. All of these are ways to build and maintain a relationship with the child or young person and their career. Children and young people like consistency and stability, they like what they know and as long as you can be or are there for them consistently, and are positive towards them they will begin to form a bond with you. Evaluate own effectiveness in building relationships with children or young people When settling a new child into my room there are a few things I do to make them feel comfortable and hopefully build a positive relationship with them. Firstly, when a child or young person enters the room I always make sure I greet them, making eye contact, saying hello and smiling. I make sure I get down to their level and offer to give them a hug. I try to make the environment they walk into a positive one so they do not feel threatened or intimidated but more welcomed and wanted. I think this is effective as it is becomes a routine they can get used to seeing me when they walk through the door and will then instinctively start to say hello back and accept your offer of a hug. I also ensure I am always happy and have a chat with their parent or guardian. I think if the parent and you have a positive relationship the child will pick up on this and start react that way too. I think it’s an effective method to use as they do not see you as ‘the person that takes them away from their parent or guardian’ but instead sees you as a friend of theirs and their parent/guardian. I also find another very effective way to build a positive relationship with a child or young person is to constantly encourage them. Giving them a variety of toys and saying ‘oh what’s this? Would you like to play in the sand? ’ ect. This promotes to them you are fun and want to play with them. Children usually like someone to play with however this is not always effective if the child’s individual preference is to be left alone. In which case it is better to build the relationship by giving them their space, but making sure you are there for them when they need you for example, they are upset and you give them cuddles and/or words of reassurance. We recently had a little girl start and every day she will sit at the breakfast table. For a couple of weeks now I have been smiling at her and asking if she wants to come play. In the past she hasn’t, but by not being too pushy and letting her settle in at her own pace, she has started to smile back and will sometimes gain the confidence to come and join me in playing in the sand for example. Therefore, patience, understanding but persevering too is an effective way to build a relationship with the child, letting them have their own time to get used to you, trust you and like you. A method I use to build a relationship with a child is to just always be in the room paying and having fun. If a new child see’s you having fun playing and the children you are with doing so too they will normally begin to do so to. I think this is effective because the ‘fun factor’ is something I have found no child can resist. Also the fact that you are always there they can get used to you quicker the more you are available to them. If you ask the children or young people questions I find they begin to come out of themselves more, however there is the potential of a language barrier and so the effectiveness of asking question is non-existent. In this case it is effective to learn some of the child’s key words in their language and communication is an effective way of building a bond with a child. If you are seen to be trying the child will recognise this and begin to try to. I have in the past learnt key words in another language and began to say it in their language and then English, this has been effective as they have wanted to learn and hey used to come ad sit with me a lot just practicing these few English words. However, I only found this effective once the child had settled into the setting and was used to being there.

Troubleshooting Evco Insurance Network Essay Example for Free

Troubleshooting Evco Insurance Network Essay The network manager himself not keeping track of the growth of the network , coupled with the return of an unspecified number of computers from storage back into the network, are conditions that would encourage the network congestion currently experienced by Evco Insurance. This is further confirmed by the fact that the worst network congestion occurs where the network has experienced the most expansion in the last six months: the Marketing department. Several causes come to mind, with the presentation of the scenario for Evco Insurance.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The first cause that comes to mind is in regards to the computers pulled out of storage. It is possible that since the computers were pulled out of storage, the configuration of the TCP/IP settings may have conflicted with newer additions to the network. This would affect the computers within the marketing department, since these particular computers were deployed there, and any other computers that share the same settings. This would explain the some of the causes of the network congestion and the solution would be to correct or reconfigure the settings on the affected computers. This is a basic error, however, and would mostly affect only the individual computers that have conflicting settings and would not be the most probable cause, though it may contribute to the congestion.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Related to the first possible cause is the possibility that there are hardware errors that were unchecked when the computers were assigned to the new marketing personnel. A particular concern is the network cards of those computers taken from storage. One such error causes the network card to continuously transmit junk data into the network, flooding the network with unnecessary data and slowing down connectivity; in which case even just one such computer can cause the whole network to slow down. Actual settings of network adapters and switch ports may also have conflicting settings. Both these hardware /settings errors can contribute to the network slowdown in the Marketing department, and both can be located using a combination of actually checking each computer and checking how far along the network a command or ping can travel.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Another possibility, but not the last possible cause, is the actual physical cable connections of the Network. A 100BASE-TX can have up to 100 meters of twisted copper cable per segment length, which must be rated at least category 5. While it is possible that the network itself has been poorly maintained, and that individual cables within the physical network are causing the error, it   may be more likely that there are problems or errors in the physical connections recently added to the network, since the problem of slow connectivity was experienced after the addition to the network. Ranging from poorly-maintained cables, using the wrong category of cables, or even the correct type of cable connected or the incorrect crimping of the cable can lead to network slowdown.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Any of these three, or perhaps none of them, could be the cause for the network slowdown experienced in the Marketing department of Evco Insurance. There could be other reasons for the problem, though these are the three possible causes that immediately came to my mind.

Human Resource Management in the Global Financial Crisis

Human Resource Management in the Global Financial Crisis What is Consumer Behavior? Consumer behavior is basic study of decision making process; when, where, what, how to buy and not to buy. It involves psychology, sociology and economics. It also duties individuals demographics and variable peoples wants. Consumer behavior is very much dependent on internal and external factors. Internal factors are self-needs and wants of individuals whereas external factors are financial resources and many others like psychological, demographic and social factors (Schiffman, 2009). Global Financial Crisis has changed consumer behavior. It was triggered by liquidity shortfall in banking system of United States of America due to overvaluation of assets in year 2007- to date. Global Financial Crisis has great impact on consumer behavior. The impact of Global Financial Crisis can be observed on the spending pattern of individual and as well as of a business. Global Financial Crisis is a major force that has impact on emotional and mental behavior of consumer. Businesses have identified and understand that how consumers testament react to difficult system conditions within different cultures and political economy. The current crisis is having severe impact on consumer behavior. In this juncture the user s fearfulness of the future strongly impacts their behavior and is hard to overcome (Perriman, 2009). Global Financial Crisis Impact on Human Resources Global Financial Crisis is a three words phrase. It has fictitious a salient profile throughout the existence s economies over a very shortstop period of time. For human Recourses fractionators and people managers, the global financial crisis had and impact in a number of areas as consumer spending decreased, and businesses began to look as way to cut costs in response to reduced income. Recruitment and Selection was in many ways an early causality, job advertisements shrunk across the board and remuneration, especially executive remuneration, was put under the microscope. Because everything in business affects everything else, each of these changes has repercussions for human resources departments, especially in continuing to attract and retain talented staff without which many enterprises lose their competitive advantage (Wilson, 2009). Global Financial Crisis has made organizations to respond to these human resources issues as matters of strategy, how to retain talented and key employees. Human Resources will need to maintain the balance of retaining key talent and reducing labor cost as well as managing the flow-on impacts on remuneration. Remuneration arrangements will be impacted for executives and through the negotiation of employment agreements. This will serve up to having need of human resources to take a more generally based role, harmonizing the money-making needs of the organization with the kind of traditions and people needed to make sure the sustainability and good corporate citizenship of the business. Human resources has not credit or sole rights on the principle of the business and the sort of traditions that are required within an organization, but it is an ideal opportunity for the human resources function to take a position on influencing a balance in what is right for all stakeholders to the org anization. Global Financial Crisis has made performance management focal point for the organization. Organizations are focusing on talent management in order to retain key employees. Such practices adopted by the organizations will improve the performance measurement and the performance review of all the individuals (Wilson, 2009). Human Resources Management Human Resources Management is considered to be the essence of every management function. Human resources management is a strategic and logical approach to the management of a system within an organization and that is the most valuable assets human resources. Human Resources Planning posits the right number of people at the right place and at the right time. A common knowledge of human resources is staffing which is the most critical function for the success of an organization. To proactively respond to the replacements of recent turnovers as well as upsizing the caliber of talent and therefore increasing the capability of the company by means of adding new competencies set, strategic recruitment and selection is the key (Nelson 1997). Implications in Term of Recruitment and Selection Recruitment and selection of employees is considered to be the most sensitive function of human resources management. Recruitment and selection are boundary less functions of the organizations. An effective recruitment process follows these steps; job definition, job specification, job description, designing recruitment and selection process. Selection is the other side of recruitment and selection process. Selection process answers a basic question that what is required by the job. It is the responsibility of the recruiter to take out the best. Recruitment and selection brings stability to an organization by attracting and hiring talented workers. Human Resources demonstrate the value-added nature of its role. HR professionals are finding way to maximize the value-added cost of recruitments and selection while at the same time minimizing overall expenditure. This change of view has led to greater awareness of the costs of inadequacies and errors, productivity losses, high turnover, worker errors and accidents, severed relationships with clients and suppliers, and lost business. Another trend that has a big impact on the recruitment and selection activity is the increasing competition for talented workers. During recruitment and selection, aiming at diversity must be considered because a diverse workforce serves as a resource rather than a threat. This is a capacity-building strategy evident in range of talents, experience and knowledge insight (Richardson, 2006). Role of Human Resources Management in Crisis Human resources management plays a vital and strategic role in the survival of an organization. In this time of global financial crisis, human resources management must not only innovate but must also act as change agents, strategists, mentors, counselors and motivators. Human Resources management must adopt a people-centered model of management instead of the go-get-them approach. The latter approach will not only push down the morale of your employees but it will also shove your talented workers from leaving your organization. Retaining Key Employees Retaining the right and key employees is a crucial challenge for any human resources manager. Employees are considered to be the most important asset within an organization. In troubled, economic condition, human resources managers must develop a strategy that will keep the most talented employees in your organization and at the same time, discouraged the not-so employees from hurting the companys operations. The global crisis is pushing companies to stretch their financial resources to buffer the effects of limited income as a result of the sharp decline in the demand of their products and services. Efficiency is the key to the survival of any company in this kind of economic condition. Running the company at the least possible cost should be the priority of management. In order to achieve that, companies must keep a pool of competent employees that will help the organization in pushing their sales, expanding their market, innovating new products and in keeping the operations efficient as possible. Employees that are causing too much wastage should be encouraged to be more productive and their financial contribution to the company must be at par with the salaries they are receiving. We are not saying that we should put a price tag on every employee, but we should also remember that business organizations are not synonymous to charitable institutions. Income is always their lifeblood, per iod. With this, HR managers should always find a way to motivate this type of employees, either through training or coaching, before making any drastic actions like transfers, demotions or terminations (Raman, 2006) Effective Employee Retention Strategies Sharp and smart managers for all time understand the significance of retaining the best employees on board. It is a fact that, retention of key employees is significant for the success of any organization in the long run. The basic reason behind retaining a key employee is the performance of those employees which is frequently has a great link with the quality work, customer satisfaction, and even to the image of a company. Finding a Cause Possibly, there are many causes which make an employee to leave the organization and global financial crisis could be the main reason. What can be done? It is impossible though, to scrap all the problems totally but there are certain way outs by which organizations can handle such situations. Human resources department can address such issues along with the help of top management to evolve strategies to retain key employees at all the level. At the time of Recruitment Select the right people through competency screening. Offer an attractive, competitive, benefits package. Make clear of performance enhanced incentives and other benefits. Keep these promises, later. At the Office Work of an employee must be communicated clearly for example job details, time limit, any change made to these let the employees know about it as soon as possible. Employees must be provided necessary tools and equipment to complete a task. Training must be provided. Training and development of employees at work place is essential. Provide the employees a stress free work environment. People want to enjoy their work. Make work and work place cheerful and pleasant as possible. Make sure that employees know that their work is important for the organization. Feeling valued by their employer is the key to high employee motivation and morale. Recognize their strengths and help them to improve those they lack. Offer excellent career growth prospects. Encourage groom employees to take up higher positions/openings. If they dont get opportunity for growth within the organization, they will look elsewhere for it. Implement competency models, which are well integrated, with HR processes like selection recruitments, training, performance appraisal and potential appraisal (Raman, 2006). Training and Development and Career Planning It has become turmoil and uncertain during the recent global financial crisis that human resources managers think in many ways before investing in workplace, training and development of the employees, soft skills programs. The prospect of investing in a workforce and which has the potential to drop off or even decreased their purchasing choices in terms of training and development. The fact of the matter is that this Global Problem calls for even stronger measures to be put into place to ensure that Workplaces all over the world, can withstand these tough times. It is exactly this sort of climate which will determine what businesses will prosper and even flourish due to past and ongoing investment in the Training and Development of staff as well as the all important Risk Management measures that have been out into place. The investment in Human Capital and Comprehensive Retention Career Planning and Risk Management Strategies will determine which businesses are more vulnerable to market economic volatility (James L., and Debra J. Mesch 1995). Strategic Human Resources Management Global Financial Crisis has made organizations to think strategically. Strategic management of organizations (SHRM) has greater concentration on various functions of human resources management. Strategic management is an art of formulation and implementation of various functions in order to achieve its goals and objective. Strategic human resources management is the prototype of planned human resources deployment and activities intends to enable an organization to achieve its goals and objective. Especially when it comes to bad financial position strategic management process is in practice whenever there is financial crisis and or bad economic situation through out the business world. Strategic human resources management will need to show that careful planning of the people issues will make it substantially easier for the organization to achieve its wider strategic and operational goals during the global financial crisis (Asyali, 2007) Conclusion As they say, happiness can be contagious. So make sure the work place is a happy one, which every employee would love to spend time. Human resources department along with senior management must take steps to make sure of this. Effective human resource management must be practiced at both strategic and day-to-day levels. HR management practices must reflect company policy as to how it will manage and relate to its employees. The HR strategy should evolve from a transactional support role to partnering in the organizations business strategy. HR must take steps to be aware of employee problems and try to solve them, creatively. According to the recent studies, organizations are responding to the global financial crisis according to the changes in economic environment which are directly and indirectly effecting their operations and organizations are aligning their HR strategies to their business strategies. The downturn has increased peoples desire for simplicity and has forced consumers to question their beliefs and attitudes as well.

The Importance of the Tutor in The Flies :: Lord Flies Essays

The Importance of the Tutor in The Flies In Jean -Paul Sarte's play, "The Flies", the main character Orestes manages to lift a curse that has plagued the dwellers of Argos for decades. Both the current king of Argos and Zeus himself are perpetuating this curse for as long as possible for the curse keeps the people subservient and in a state of mourning and terror of their own actions; two things that both the king and Zeus favor in their rule over people. Orestes was actually a resident of Argos and is the first child of the Queen Mother and the dead king. He returns to Argos with a traveling companion, the Tutor, who used to be the child's teacher in the ways of the world. Now the man is Orestes' slave and close advisor. Orestes' stance towards the Tutor and their past relationship essentially effects his ability to break the curse in Argos. In a completely literary sense he was both a counselor for Orestes and a sort of Narrator to fill in holes in dialogue and the story line. Orestes' background was the foundation for his decision-making in this play and Sartre had to find a way to let the audience know what this background was, not only for a linear and complete plot, but also as a testament to the thoughts themselves. The Tutor completed his role in both senses, tying the plot together at the beginning and the very end, and also moving the story along with gifts of advice and observations to Orestes. He almost in a sense doesn't belong in the play. He is a complete contrast to all of the other characters other than maybe Orestes himself. And yet he seems to be a part of Orestes, like his conscious, his voice of reason in this whole tribulation. As a character, the Tutor is much more complicated than one might assume upon first glance. The Tutor as a person was fairly simple in his wisdom and ideas. He had no delusions, no emotional or religious ties, and no 'truth' other than simple and deductive logic. As for personality traits, he was a skeptic, an atheist, and help a kind of detachment from the world and it's people. He is an admitted skeptic of the world, telling Orestes that he had "been trained in skeptic irony" (61).

The Arrogant Emerson and Self-Reliance Essay -- Self Reliance Essays

The Arrogant Emerson and Self-Reliance "To believe your own thought, to believe that which is true for you in your private heart is true for all men-that is genius" (Self-Reliance and Other Essays, 19). This statement from the writings of Ralph Waldo Emerson provides a summary of the ideas that transcendentalism centered around. Emerson believed that man is innately good, and that if he were left to his own devices without the structures of society and laws boxing him in, he would create a utopian society very different from the one Emerson lived in. Emerson's ideas make sense in many situations where the influence of society drowns out the voices of individuals, such as African Americans before the Civil Rights movement, or intimidates others so that they never speak, as happens to many witnesses afraid for their own safety. However, I believe that he takes the application of self-reliance too far. In "Self-Reliance," Emerson applies his ideas to religion, stating that men should find their own creed, not conform to anot her one that has been made for them. "We must go alone," he says, not seeking the help or influence of others, but formulating our own ideas (Self-Reliance and Other Essays, 30). At this point I disagree with Emerson. I believe that it is arrogant and self-righteous to try and form your own creed and own ideas while ignoring the influence of others. Although self-reliance may have a place in our lives, it does not encompass every aspect of them. In religion, conforming to a creed and listening to what others have to say has helped me to open my mind, not close it as Emerson suggests. Emerson believed that to seek help and suggestions in your spiritual life was to pollute it. In "Self-Reliance," he writ... ...listening to a preacher is to shut out new ideas that could be important. Assuming that one knows enough and that he needs no teachings in the ways of God is a self-admiring egotistical attitude. Every man can always learn more about his spiritual life. Emerson's ideas on self-reliance have many applications in life. However, religion is not one of these applications. In religion, it is healthy for man to conform to a certain creed because it leads him to questions and ideas that he may never have asked. It does not close people as Emerson says, but directs them to look deeper into themselves. Man is not innately good as Emerson suggests. Since the Fall when Adam and Eve ate the Forbidden Fruit, man has had a sinful nature. Therefore people need guidance, not just their own ideas to lead them. Men should heed the advice of others, not only listen to themselves.

Alernatiove Ending to George Bernard Shaw´s Pygmalion Essay -- George

Alternative Ending to Pygmalion Act V After Higgins, confesses to his undying love for Eliza. Eliza decides to leave Higgins’s home because felt that it would only hurt Higgins more to have her stay another moment in his home because she did not share the same feelings for him. She now resides at the home of Mrs. Higgins. Mrs. Higgins’s drawing room. She is at her writing-table as before. The parlor-maid comes in. THE PARLOR MAID [at the door]: Mr. Henry, madam, is downstairs MRS. HIGGINS: Well, show him up. THE PARLOR-MAID: He’s using the telephone, madam, phoning the police, I think MRS.HIGGINS: What! THE PARLOR-MAID [coming further in and lowering her voice]: Mr. Henry is in a state, madam. I thought I’d better tell you. MRS. HIGGINS: If you had told me that Mr. Henry was not in a state it would have been more surprising. Tell them to come up when he’s finished with the police,. I suppose he’s lost something. THE PARLOR-MAID: yes, madam [going] MRS. HIGGINS: Go upstairs and tell Miss Doolittle that Mr. Henry is here. Please tell her that she mustn’t come down until I call for her. THE PARLOR-MAID: Yes, madam Higgins bursts in. he is, as the parlor-maid has said in a state. HIGGINS: Look here, mother; a terrible thing has happened. MRS. HIGGINS: Yes dear, Good-morning [He checks his impatience and kisses her, whilst the parlor-maid goes out]. What are you talking about? HIGGINS: Eliza has left me! MRS.HIGGINS: What did you do? You had to have frightened her!! HIGGINS: But I did what you told me to I told her how I felt about her†¦ MRS. HIGGINS: Oh my word, my son has taken words of advise from me†¦. HIGGINS: I told her how I felt about her; nevertheless she turned away from me and left in the middle of the night. She over heard the conversation between the Colonel and I and how I gloated on how I changed Eliza. MRS. HIGGINS: In that case Henry she had every right to leave. HIGGINS: But mother, I’ve never felt this way before. I’ve sent the police looking for her. MRS. HIGGINS: Now, what are the police going to do? HIGGINS: What they’re paid to do, their job. MRS. HIGGINS: Henry, she left because she wanted to. [Calls for the parlor-maid and signals her get Eliza HIGGINS [Without notice he rambles on]: I left my pride behind to tell her how I felt about her and how I have grow... ... HIGGINS: No I am not ELIZA: I am not your ginny pig anymore, go and experiment on another poor helpless young girl HIGGINS: Eliza please just give me a chance. ELIZA: I use to think I loved you†¦ HIGGINS: What! ELIZA: †¦but now I know that you were just using me as an experiment to gloat to your friends about. HIGGINS: Eliza, don’t say that ELIZA: It’s the truth, you wanted for your trophy, not the you love and would forever. HIGGINS: Stop with the stupidity and come home I love you and I want you to stay with me ELIZA: I can’t come home with you. HIGGINS: Why not Eliza? Eliza looks at Henry in silence and then looks away. Henry holds her by her elbows. ELIZA: Because†¦ HIGGINS: Because what? I love you isn’t that enough? ELIZA: No, because I don’t love you Henry Higgins looks at Eliza confused and speechless. ELIZA: I can’t marry you because I am marrying Eddie. HIGGINS: What!! ELIZA: And you can’t change my mind. Eliza exit the drawing room and leaves Henry standing there. Henry doesn’t know what to do but only to go home. He leaves the room and says goodbye to his mother. He feels ashamed and brokenhearted. The woman

Hrm 556

Course: Human Resources Management 346 Assignment: Integration and Application Questions (1-4) Week: 4 Name: Date: January 30, 2010 1(a): Which company do you think needs to be more concerned about recruiting? Why? After reading both integrative cases I feel that Lincoln needs to be the most concerned with recruiting. Lincoln Electric only post for entry level position externally this does not help them to build enough brand recognition within the communities that they serve.When an organization has strong brand recognition they are able to generate a large applicant flow. For example, 2006, Southwest hired 3,633 people, but received 280,000 applications. 1(b): What should be the objectives of each company’s recruiting efforts? Relate the recruiting objectives to each company’s strategic objective. The objectives for SWA should be to keep the focus on maintaining the reputation for having an employee friendly culture. This will continue to help SWA attract and retain em ployee friendly applicants/employees.Lincoln Electric on the other hand, needs to do a little more work with their recruiting process. I do not feel that it is wise to solely rely on promote from within strategy to fill skill positions. I have seen this happen in a previous organization that I worked for, they only hired externally for entry level positions. The promotion from within did improve employee morale however it did not help sometimes when we had to select from our internal candidates for management positions that did not necessarily have the skills for. Leadership skills can not be taught.However, I do believe they can be improved by further training. 1(c): Which company is most likely to have the most difficult time creating a large pool of qualified applicants? Explain your reasoning. I feel that Lincoln Electric would have the most difficulty in creating a large pool of applicants. Lincoln Electric post’s every job opening internally which limits the organizatio n to their internal workforce only. With this being the process I do not feel that this allows the organization the opportunity to build brand recognition in the community.In addition, the only jobs that they permit for external hiring is for entry level positions. Even though they have great success in the Cleveland market yielding low turnover rates of less than four percent high employee and customer satisfaction they will need to revisit their current recruitment strategy to prepare for future growth. In addition, it was mentioned that they experienced some challenges when they expanded operations globally and in other markets outside of Cleveland with recruitment. (d): For each company, describe the practices that are most likely to influence employee turnover. Does low turnover contribute to the success of these companies? Explain For Southwest Airlines the forces that have led to SW’s turnover is possibly due to employing those that are not a â€Å"good fit† int o the company’s culture. SW places a lot of emphasis on delivering superior customer service and for every employee to deliver on a daily basis can be challenging. Lincoln Electric turnover would probably be due to the number of internal candidates that compete for growth opportunities.I feel that once an employee who is seeking greater responsibility does not get it they will eventually leave. Furthermore, I do think that because of the low turnover for both company’s it has afforded them the opportunity to be successful in their perspective industry. Whenever any company experience low turnover they are always able to maintain productivity, customer satisfaction and maintain positive employee morale. In addition, when turnover is high they lose productivity first, they have to replace that exiting employee and then second they have to get the new employee trained which takes time.