If a firm wants to maximize profits , it must give careful attention Essay

On the off chance that a firm needs to amplify benefits , it must focus on its estimating choices .under what conditions does this announcement have significance what a - Essay Example Benefit is the contrast between the all out income and complete expenses of a business endeavor. Benefits are considered to emerge either as remunerations for hazard taking or because of the blemishes in the economy or as remuneration for advancements, as per monetary speculations (Dean 1977, pp. 5 †9). Compensations for chance taking: Entrepreneurs are basically individuals with the capacity to face challenges. The hazard included is, to be set up to acknowledge as a lot of the (money related) estimation of the undertaking exercises, after the sum total of what expenses have been accommodated. What is left might be misfortunes or negligible benefits or more than sensible benefits. It is this hazard qualifies the business visionary for save for himself anything that remains toward the day's end. This is his benefit. A genuine case of the prize for hazard taking is copying business. At the point when the plain paper copying method was developed, it was a dangerous business to put resources into, as the future would be that of ‘computerized paperless offices’. Rank Xerox Corporation, then again, was eager to acknowledge the hazard and gained the innovation and patent rights. The dynamite accomplishment of this choice and the extraordinary incomes that it brought to Rank Xerox, are incredible (www.xerox.com). Blemishes in economy: According to this view, benefits emerge due to ‘†¦the defects in the modification of economy to change’ (Dean 1977, p.8). Flaw alludes to the serious circumstance. There is a delay between the event of a change and the arrival of the market to approach impeccable serious position or harmony, and it is during this season of retaining the change that benefits accumulate. A case of this sort of chance is the intermittent lack in gracefully of food grains because of terrible climate or harvest disappointment and the delay before an administration takes remedial activities for expanding supplies through imports and so forth. Compensation for development: In this third view on how benefits emerge, it is proposed that benefits are what the

Dreyfus Affair Case Study Example | Topics and Well Written Essays - 3000 words

Dreyfus Affair - Case Study Example The Dreyfus Affair had the option to produce significant effect on the French Jewry exercises; the undertaking had profound effect on the Jewish individuals, and is liable for the presentation of extreme changes in the methodology, getting, conduct, fitness and way of life of the Jewish people group. The desire behind the accomplishment of the achievement was to cause the French Jewry to understand that it was a real and non-hostile practice to depict as Jew in another to help the partners of other network. The specialists have demonstrated that the advanced French Jewish associations have their relationship with the focal gathering of individuals who were lifelong fans of Dreyfus. 'The Affair quickly turned into a matter of supposition, a polemical discussion, ruled by a class awareness' (Forth, 2006). It demonstrated that the shamefulness done to the people went detailed, and was amazingly glaring, hostile and indecent. The political ramifications of the Dreyfus Affairs has been that it was liable for the difference in government, and the recently shaped government stopped their exercises and confined their contribution in 'military, administrative and extraordinary patriot alliance in the Dreyfus Affair, a law isolating Church and State'. The Affair was answerable for the adva ncement of Anti-Semitism, such powers assumed control over the stage and the people didn't recognize the arrangements for the equivalent status of Jews, and challenged their opportunity and arrangements for human rights in support of themselves, the gathering of people was driven by 'those determined by a vindictive energy' (George, 1899). 'In addition, the counter Semitism took on its contemporary structure; the gathering featured the linkages and alliance of the Jews with account, and global force. The principal indications of Vichy France could as of now be identified, both in the counter Semitic press and such developments were liable for the association of the individuals who shared bolstered and were devotee of hostile to Jewish position. They just required authority status. In this sense, the Dreyfus Affair can be viewed as the antecedent of a twentieth century which would be much darker for the Jews' (Forth, 2006). The liberation of Jews was noticeable; subsequently the occa sion is viewed as the hotspot for the disclosure of Jew's instability. 'As a matter of first importance, it demonstrated that osmosis was essentially a figment which had kept going one century', the thought was finished up and upheld by the Bernard Lazare , who is viewed as the best heroes of digestion. It was understood that enemy of Semitism is a perpetual marvel, 'and that the main salvation for the Jews lay in a national arrangement'. Herzl, another backer of absorption, sent that the issue was answerable for stirred 'an old long for the Jewish individuals, starting off what was to be the best upheaval in present day Judaism: Zionism'. 'The Dreyfus Affair was in this way initiator of two occasions for example the Shoah and Zionism, both the occasions were liable for the change of the Jewish society and professors as far as their segment, geographic, and social affiliations and linkages. The Dreyfus Affair impacted and changed the fate of Jewish individuals. The issue got due con centration and consideration of the nearby populace, and concerns were communicated by the International government. The Affair 'procured a polemical nature overwhelmed by a class awareness' (Littman, 2005). The Dreyfus

European Conference Knowledge Management †Myassignmenthelp.Com

Question: Talk About The European Conference Knowledge Management? Answer: Introducation Information might be characterized as the understanding into a person or thing like data, realities, abilities or depiction that can be picked up by instruction or experience, by revelation, study or observation. It might include a down to earth or hypothetical comprehension of a specific subject. Information might be both verifiable and express. Understood information alludes to the skill or functional comprehension of an issue while the unequivocal information manages the hypothetical appreciation of the concerned subject. The article focuses on characterizing information from the philosophical perspective. It illuminates the tripartite meaning of information. The accompanying exposition basically centers around propositional information. This paper additionally investigates the varieties and counter-instances of propositional information and attempts to clarify them too. As indicated by the renowned savant Plato, information might be characterized as any conviction that is valid and advocated (Sisson Ryan, 2015, September). The investigation of information is known as epistemology. Information is something that can be gained and that can be familiar with. Information perhaps got from an assortment of sources. These sources can be extensively ordered into observation, surmising, declaration and similitude. Information possibly gained from the referenced sources however information doesn't rely just upon these sources. Epistemology incorporates an individual's conviction and what an individual accepts. Along these lines, the possibility of truth and convictions joined in the idea of information (Pritchard, 2013). Information, as indicated by numerous thinkers, might be characterized as advocated genuine conviction. It holds the view that for a to know s there must exist a substance s; an ought to have confidence in s and the conviction of an ought to be advocated. This meaning of information is otherwise called the tripartite meaning of information. This meaning of information characterizes propositional information however not information assembled by prudence of colleague. There are rationalists like Edmund Gettier who set forward the hypothesis that the tripartite definition is lacking (Gettier, 2007). He further contends that the concerned onlooker might be ignorant of the way that all the statements of the tripartite are satisfied. The word information can be characterized in different manners in the English language (Granzon Josefson, 2012). Right off the bat, information might be characterized as that of people. The individual information might be characterized as information dependent on associate. The information referenced may allude to a people ownership of information about any individual, place different things. Furthermore, any information on a reality about any individual, spot or thing may likewise be named as information. In this sort of information, an individual cases his insight into a reality about a person or thing. In this manner, this is ordered as genuine information. Verifiable information may likewise be alluded to as propositional information. In this sort of information, it isn't important to know the reality and the individual or thing that it is appended to in connection to one another. The realities might be referred to independently also. In certain dialects of the world, it is recog nizable that there exists separate jargon for information dependent on colleague and information dependent on realities. Information can be arranged in one more manner. Under this order, information is characterized based on aptitudes. A suggestion might be characterized as an explanation that can have two qualities, valid and bogus. The suggestions are constantly found happening toward the finish of sentences. Information might be investigated through the philosophical aptitude of reasonable examination. Calculated examination expects to accomplish a more clear and better comprehension of an idea by making an endeavor to break down the circumstances under which the thought applies. There are three distinct advances that follow each other in the comparative request with the objective of achieving a counter-model free meaning of the equivalent. Philosophical readings don't generally give such clear outcomes, yet by and by furnishes with a more profound comprehension of the idea that is being examined. The initial move towards reasonable examination is the utilization of instinctive information towards the strategy for use of an idea. It alludes to the limit of the concerned individual to advance an essential meaning of the idea. The subsequent stage of the procedure is to search for counter-models assuming any. The third and last advance includes re-assessment of the essential definition in order to maintain a strategic distance from the counter-models that were experienced. Philosophical proclamations and investigations are commonly founded on adequate and fundamental conditions. The adequate conditions are those that ensure that an end would be reached on satisfying the given conditions. The fundamental conditions gave preclude different other options and express that to achieve the ideal outcomes even those must be satisfied. In the language of reasoning, these are known as though and just if conditions (Ayer, 1956). So as to show up at the essential definition, an idea should clear the adequate and vital conditions. It might be said that something is an if and just if p. in this model, p is both the adequate and the important condition. On further rearrangements of the definition it might be said that to be recognized as a the condition p ought to be satisfied. Information, as indicated by reasoning, can be gotten from conviction and assurance. The meaning of information as supported genuine conviction set forward specific conditions. It advocates that In less complex words, it might be said that so as to know something, the subject of information must be valid. The individual possessing the information needs to believe it to be valid. It must have reasons enough to help the thought that it is valid. Information can be asserted on a specific point just when all the imperatives talked about above are met. This hypothesis is the vast majority of the occasions passed on through the affirmation that information is supported genuine conviction. A few rationalists propose that there ought to be a limitation in the meaning of information that considers it qualified to be utilized during the time spent gaining further information (Grobler, 2012). In a paper distributed in 1963, Edmund Gettier, an American scholar, had raised a couple of major issues in regards to this hypothesis of information. In his paper, Gettier had given counter-guides to this hypothesis that were considered essential for his contention to get fruitful. The famous American thinker contends that it is workable for an individual to legitimately have faith in a recommendation that is, truly, bogus. He moreover expresses a might be supported in his conviction p; p needs q; a reasons q from p and trust q also be the aftereffect of the referenced finding (Gettier, 2007; Janvid, 2012). In this manner an is legitimate in accepting q. Gettier opens his paper tending to the issue that a conviction that appears to be legitimized and genuine is bogus as a general rule. His recommendations may prompt the conviction that the early people were consistent and supported in their conviction that the earth is level and not circular or the very presence of Santa Claus. It is seen as very coherent with respect to the precursors of present day individuals to accept that the outside of the earth is level. This is so in light of the fact that they never discovered proof of any reality that demonstrated something else. So also, on account of the presence of Santa Claus, youngsters have defense enough to accept that the individual exists in light of absence of purpose behind questioning guardians. Gettier advances another supposition against the hypothesis in conversation. As indicated by him, information can be gotten from surmising drawn from a genuine conviction that is legitimized (Williamson, 2015). For this situation, the le gitimization is acquired from the way that the deduction was taken from a defended conviction. In this unique situation, Gettier advances certain contextual investigations to feature the suspicions (Cohen Comesaa, 2013). One such contextual investigation is alluded to as The Strange Case of Smith and Jones. For this situation is discovered that Smith is told by the arrangement head that Jones makes certain to find employed for a line of work and Smith while sitting tight for the meeting watches Jones checking ten coins. While hanging tight for the meeting results, Smith proceeds to promote sensible derivations and goes to an acknowledgment that it involves that the individual to be employed has ten coins. While Smith is occupied in sensible findings, Smith uncovers a few pieces of his meeting which assists Smith with reasoning that Smith, and not Jones is to be recruited. Along these lines, it is seen that the previous recommendation that Jones would be recruited ended up being bogus. Now and again, it might be seen that information now and again might be broken whenever deduced from a non-solid source. Gettier proposes the expansion of another condition in the examination of information (Austin, 2012). This condition expresses that the conviction ought not be showing up from any inferential procedure that may include a deception. It might be seen that there is a non-inferential wellspring of information that shows that the picked up information through sight may not generally be valid (Williamson, 2015). Information is memory-based which suggests that an individual ought to recollect a reality learnt at a specific time ought to recall and recognize the equivalent from there on. Information might be obtained through discernment, memory or a mix of the two. Deduction is one more wellspring of information; it very well may be acquired through different techniques like reflecting and reproduction of recently known realities (Goldman, 1967). Along these lines, from the conversation above, it might be presumed that information might be characterized on an assortment of perspectives. Numerous philosophical hypotheses and convictions characterize information dependent on the wellspring of the information just as the legitimacy of the equivalent. The tripartite hypothesis of information may hold useful for specific instances of information however not for all the cases. The hypotheses and suspicions set forth by Gettier ought to likewise be remembered while endeavoring a meaning of information. Information is a

Sample Charter

The different expenses include: building materials, arranging and wellbeing hardware, delivering, work, impermanent lodging, and office offices, travel, regulatory costs, staffing, preparing, and loading of stock. Task Manager: John Tare, 011-52-444-123-1234,john. [emailâ protected] Com Project Sponsor: Alex R. Fitzgerald, CEO Acme Home Improvements, [emailâ protected] Com Project Objectives: Deploy Acme's capacities to meet the business and private development advertise requests in the Mexico City area.Expand into worldwide markets to meet the opposition head-on and eat them, at home, yet in addition abroad. To meet this objective and contend viably Acme must open its first store in this significant metropolitan zone inside a year. To open this store inside a year, Acme will manufacture an undertaking group that imparts viably, works productively, and is knowledgeable about universal endeavors. The undertaking group will develop a KICK sq Ft structure, with an extra approach sq Ft of outside space for garden products.The store's plan must exceed expectations in supporting every one of Acme's five center business zones: plumbing/electrical supplies, building materials, equipment and devices, occasional/garden/yard, and paint/divider covers. The undertaking group will develop an extensive arrangement whereupon they will base execution. This arrangement includes all subtleties from site planning through employing and preparing. The task group will convey the organization up to opening day. It is important that the group keep focused and on schedule. Approach: ; Establish a culturally diverse group of Acme corporate work force from the U.S. Furthermore, nearby Acme De Mexico staff to arrange the venture. Direct serious examination of home improvement stores in Mexico City. ; Develop store plan. ; Develop itemized development plan. ; Construct and finish store. ; Plan employing prerequisites. ; Prepare employing and preparing plan. ; Establish flexibly chain plan s. ; Develop publicizing, advancement, and promoting plan. ; Train workers in consistence with Acme corporate strategies, norms, systems, and give explicit occupation movement preparing. ; Plan and execute store amazing opening.

Never Say anything a Kid Can Say

During the beginning of his showing profession, the writer of the article set aside a great deal of effort to get ready for his classes. He at that point instructed with the conviction that he was having any kind of effect in the comprehension of the understudies, however they were frequently left confounded. The chief remarked that he was a decent educator in spite of the fact that the understudies could do better than they, so he chose to change his instructing techniques. This paper breaks down the article; say nothing a youngster can say.Advertising We will compose a custom exposition test on Never Say anything a Kid Can Say explicitly for you for just $16.05 $11/page Learn More In this article, the writer is constrained by the low execution of the understudies to discover what's going on with his educating techniques. Subsequent to doing concentrated research, he finds that there is a basic imperfection in his showing strategies and sets out on an excursion to transform them. He makes a rundown of techniques that work and ones that he returns to routinely. He says that it is imperative to make an arrangement, share with understudies the explanations for posing inquiries, be non-critical about reactions or remarks by understudies and abstain from rehashing the appropriate responses of understudies . The creator takes a solid position that, investment isn't discretionary in the homeroom. In view of the drawn out involvement with training he has, cooperation is one of the systems through which understudies can perform well. This is a desire that he reminds the understudies each time for them to realize that they are required to contribute. It is a substantial and helpful situation since through cooperation, he can recognize the qualities and shortcomings of the understudies. Thus, the most ideal methods for helping them can be formulated. As I would see it, it is significant for educators to guarantee that they don't instruct for instructing. An educator ough t to be in a situation to decide if the understudies comprehend or not. The methodologies of training all around sketched out by the creator are significant and down to earth. I would in this manner encourage different instructors to tail them so as to guarantee that understudies see all the substance educated. Reference Reinhart, S. (2000). State Nothing A Kid Can Say. Web. This exposition on Never Say anything a Kid Can Say was composed and presented by client Tomas Thompson to help you with your own investigations. You are allowed to utilize it for research and reference purposes so as to compose your own paper; be that as it may, you should refer to it as needs be. You can give your paper here.

Personnel management - Free Essay Example

2.1 INTRODUCTION The effectiveness of any organization in general, is a direct function of the quality of the individuals who make up that organization. The knowledge, skills, abilities, and commitment of the members of the organization together constitute the most critical factor in the development and implementation of work plans and the delivery of products and services. Without the full commitment of its employees, an organization cannot accomplish its objectives. Consequently, the attraction, organization, development and motivation of employees which is the personnel function of management are a central responsibility at all levels of management that is from the chief executive to the first line supervisor. 2.2 WHAT IS PERSONNEL MANAGEMENT? There are many definitions of personnel management, but all basically say that it is: attracting and developing competent employees and creating the organizational conditions which result in their full utilization and encourages them to put forth their best efforts.1 In any organization, there has to be someone concerned with the welfare and performance of persons who are a part of the operation. When an individual or a team of individuals takes on this task of seeing to programs and setting policies that impact everyone associated with the company, they are engaged in the process of personnel management, sometimes referred to as human resources management, According to Franklin A., personnel management is based on careful handling of relationships among individuals at work and is the art of forecasting, acquiring, developing and maintaining competent workforce so that the organization derives maximum benefit in terms of performance and efficiency.2 Personnel Management is that part of management which is concerned with, people at work and their relationship within the organization. It can also be defined as that aspect of an organization, which is concerned with obtaining the best possible staff for the origination, looking after them so well that they will like to remain in the organization and give off their best in their jobs. It has to do with how best to use the skills and intelligence of people towards the achievement of organizational objectives.3 From the definitions quoted by various management experts in the past or present, the inference that we derive is that personnel management aims at attaining maximum efficiency and to yield maximum benefits to the organization. Two major points about personnel management are implied in this definition. First, effective personnel management must be future oriented. Support for organizational objectives now and for the foreseeable future must be provided through a steady supply of competent and capable employees. Second, effective personnel management is action oriented. The emphasis must be placed on solution of employment issues and problems to support organizational objectives and facilitate employee development and satisfaction To sum up, Personnel management aims at achieving these major steps: Analyzing the plan for future action and expansion. Estimating the quantitative and qualitative aspects of labour. Assessing the requirement of existing manpower or human resource. Formulating the plan for effective utilization of manpower, reducing under utilization or mis-utilization of manpower which is one of the most important resources. Finalizes the planning for recruitment, selection, promotion, transfer, training and development. Organizational effectivenes Basically Personnel management has certain goals and objectives to fulfill which includes; Creating a congenial and healthy environment for employees or workers to function effectively. To bring about organizational and human resource development through training, development programmes or even managerial succession planning. Selection and placement of right number of people and ensuring proper allocation of duties and responsibilities upon them. Creating better inter-personal relations, developing a sense of responsibility and responsiveness amongst workers and employees. Boosting the morale and sense of initiative amongst employees. Adopting best techniques or conceivable methods to bring best possible development of workers on work. 2.2.1 Functions of the Personnel Department A well-organized personnel department of an organization performs the following functions. Typically personnel work is concerned with: i. Manpower Planning: This is the first function of the personnel department. It has to do with the process by which a firm ensures that the required staff in terms of qualification and number is available at the right time. It involves determining personnel needs in relations to the objectives of the organization. It therefore deals with the qualification or education, skills and the appropriate number of personnel a firm should engage. It is therefore the process of assessing, predicting, or forecasting an organizations manpower needs in a relation to its plans. ii. Employment/Recruitment: After the manpower needs of the organization have been determined, the next stage is the make an attempt to employ the right caliber of personnel into the organization. This involves identifying sources of labour supply, carrying out recruitment, selection and placement into the organization. iii. Education/Training and Development: The personnel department is responsible for the training, education and the development of employees. It is the training needs have been determined, it is the responsibility of the department to design an appropriate programme by determining the method to be used, the course content, the duration and the institution or person to conduct the training. Training enables employees to adjust to new trends, improve their performance on the job and prepare them for promotion. iv. Wage and salary administration: Wage and salary Administration is one of the important functions of the personnel department. It is responsible for designing equitable and attractive wage and salary schemes for employees in an organization. It also determines how overtime payments. Bonuses and other fringe benefits are to be paid. It is also responsible for surveying the labour market and making the necessary changes and adjustments to the wage and salary structures to reflect the wages and salaries policies of the government of the day. v. Health, Safety and Welfare of Employment:- Another important function of the Personnel department is to ensure that there are measures to take care of the health, safety and welfare of its employees. It ensures these by providing first-aid facilities, good ventilation, lighting, drainage and proper working conditions. It also provides protective gadgets for employees to reduce the occurrence of accidents and injuries. Canteen, sports, transport, pension schemes, group insurance schemes and other recreational programmmes are provided for the welfare of its employees. vi. Industrial Relations: The personnel department plays an important role in maintaining a cordial and harmonium working relationship between workers and management. The term industrial relations are used to describe the relationship that exists between employers, employees (trade unions) and the government. Performance appraisal: organizing the appraisal process to identify development needs of employees. Personnel administration: record-keeping and monitoring of legislative requirements related to equal opportunities and possibly pensions and tax. Communication: providing an internal information service, perhaps in the form of staff newspapers or magazines, handouts, booklets, videos. 2.3 EMPLOYMENT PROCESS The employment process which is also referred to as the recruitment process involves a number of activities which are undertaken to engage the right caliber of personnel for an organization. It is therefore concerned with the employment and maintenance of qualified and efficient labour force. Employment therefore involves recruitment, selection and placement. The recruitment and selection process involves recruitment, interrelated activities which include the following. 2.3.1 RECRUITMENT It is the process of acquiring applicants who are available and qualified to fill positions in the organization.1 Recruitment refers to the first step in staffing, which is finding people.2 Sources of recruitment refer to the various avenues from which the personnel manager may recruit or employ labour. Recruits are obtained from a variety of sources. There source are divided into two main categories, namely internal and external sources. Pieter Grobler (page 167) Sources of Recruitment Internal Source Sources of potential candidates are many and varied, but a good starting point is to consider any internal candidates who might be suitable for the post. The exercise whereby the required manpower is obtained within the organization is the internal source. This may take the form of promoting a qualified worker to a higher position as they occur. Advantages of Internal Source There is less risk of error in selection and placement It boosts the morale of employees and encourages them it work hard It is quicker, cheaper and less risky than an outside appointment The recruit fits in with the culture of the organization; he knows how we do things here The individual also knows the people, systems and the business and thus the induction period will be quicker Disadvantages of Internal Source No new ideas, creativity or challenge to the culture and systems It tends to ignore qualified candidates who are not within the system A post will still need filling-the persons old post. That is he will create another vacancy The person may not be the best, qualified or most able candidate External Source Depending on management policy and the type of job involved. Management has a number of options available for obtaining people from outside the organization. These include: Educational Institutions: Organization and companies sometimes recruit fresh graduates from schools, colleges, polytechnics and the universities. Private Employment Agencies: Employers who cannot go through the process of recruitment engage consulting firms to do the recruitment for them. Labour Department: this is a public agency found in almost all regional scapitals where employees in search of employment and employers searching for employees go to register. An arrangement is then made to link the employer with the prospective employee. Advertisements: This is the most common and popular source of external recruitment where companies announce their employment opportunities through the newspapers, magazines, journals, radio and television. Unsolicited Applicant: People who are seeking for jobs sometimes apply to organizations without being aware of vacancies in those organizations. If there are vacancies, the applicant may be asked to go through the screening process. Where vacancies are not immediately available, his name will be placed on the waiting list. Employment Referrals:- Companies sometime announce job vacancies to their staff and ask them to recommend friends, relatives and neighbours who might be in need of employment and possess the required qualification and skill. Advantages of External Source It leads to the employment of people with new knowledge and ideas It leads to the employment of qualified and suitable people to fill vacant posts It promotes good will Its scope of selection is widened Disadvantages of External Sources It is costly and time consuming It may lead to low morale especially where there are qualified people within the organization The risk of making wrong selection is very high 2.3.2 JOB ANALYSIS It is the determination of the essential characteristics of a job. It is therefore a process of determining the nature of the job and the skills, knowledge, experiences and abilities of the person who is supposed to perform the job. It therefore contains information such as task performed, machines and equipment to be used, materials, products or services involved, training skills, knowledge and personal traits required of the worker. Job analysis therefore describes both the worker and the job so that there are no questions about who is doing what within the firm. Franklin A. (page 156) When undertaken carefully, job analysis could be used to; It provides the information necessary for recruitment, selection and placement of employees. It can be used to get an idea of the acceptable level of performance for each job (performance appraisal) It is used to device and implement training and development programmes It provides an opportunity to uncover and identify hazardous conditions Jobs may be analyzed in order to ensure that employees are fairly compensated The components of job analysis include. A. Job Description It specifies the duties and requirements of the job. This is a broad statement describing the purpose, scope, duties and responsibilities of a particular job. It states the title and location of the hob, grade/salary level of the job, limits of authority, number of subordinates, physical working conditions, machines, tools and equipment used, product or service produced etc. it typically portrays job content. In short, it summarizes all the basic tasks that are required to be performed on a job. A job description is what the worker does. Franklin A. (page 167) Importance of Job Description Each employee gets to know what is expected of him. It helps to avoid overlapping. It helps determine the rate of pay which is fair for the job. It helps in appraising and training employees It makes it possible for new employees to be given orientation with regards to their duties and responsibilities. It provides information from which particular hob vacancies can be advertised It guides the personnel manager in the development of job specification SELECTION This is the process by which an organization chooses from a list/pool of applicants the person who best meets the job and organizational requirements. The main objective of the selection process is to sort out those judged qualified for the job. (a) Selection Procedure i. Application Forms Applicants who reply to job advertisements are usually asked to fill in a job application form, or to send a letter giving details about themselves and their previous job experience (Curriculum Vitae or (C.V). An application form is used to find out relevant information about the applicant. It tells the organization whether or not an applicant is worthy of an interview or a test of some kind. Information usually required of candidates include; Personal data, educational background, work experience, date of birth, interests and hobbies. An applicant who is deemed suitable on this evidence becomes a candidate for interview. ii. Application Screening (Short-listing) The screening stage involves the sorting out or elimination of those applicants judged unqualified for the job. The personnel manager receives the filled application forms, and then screens them to determine those who are qualified to be invited for interview. This becomes necessary since all types of applications are received when jobs are advertised. This stage is also referred to as short-listing. It is done by marching all the applications against the employers requirements. iii. Selection Tests Selection tests are used to supplement other techniques. The tests are usually handled by fully qualified industrial psychologists. It is a practical examination to determine whether an applicant is suitable for the job. The assumption behind the administration of the tests is that a candidate who scores well in the test will more likely succeed in the job. Types of test The types of tests commonly used include:- i. Intelligence Tests: Their aim is to measure the applicants general intellectual ability. That is they are designed to measure his thinking abilities. They may test the applicants memory, ability to think quickly and logically, and skill at solving problems. ii. Aptitude Tests: These are designed to predict an individuals potential for performing a job or learning new skills. They are widely used to obtain information about such skills as mechanical ability, clerical and numerical ability. It measures a persons ability to do something given a good training. iii. Psychological tests: Psychological tests may measure a variety of characteristics such as an applicants skill in dealing with other people, ambition and motivation or emotional stability. They usually consist of questionnaires asking respondents to state their interest in or preference for jobs, leisure activities etc. Proficiency Tests: Proficiency tests are the most closely related test to an assessors objectives, because they measure ability to do the work involved iv. Medical Tests: Medical tests are carried out to determine the physical fitness of the applicant and whether he has any hidden diseases. Candidates who might have contagious diseases will be rejected. INTERVIEW Interview is a conversation or verbal interaction between two or more people for a particular purpose. Interviewing is a crucial part of the selection process because it gives the organization an opportunity to assess the applicant directly, and it gives the applicant an opportunity to learn more about the organization and whether he or she wants the job Objectives of Interview It gives the employer an opportunity to obtain information about each applicant and to assess his suitability for the job. It enables the employer to cross-check the applicants original documents or educational certificates. It enables the employer to have a critical view of the physical appearance of the applicant It also gives him an opportunity to determine the applicants level of intelligence. It provides the applicant an opportunity to know more about the organization, the job and the employees of the organization. References (Background Investigations) References provide further confidential information about the prospective employee. Prospective candidates are normally asked to submit references who can be contacted when the need arises. Such references include: schools, colleges, universities, former employers (if any) and relatives. The use of reference compels employees to be honest in supplying information about themselves to an organization. References are brief statements about a candidate made by a third party usually the candidates superior. These statements are used to confirm information supplied by applicants on application forms. Placement This is the stage where the new employee is placed on the job. He is assigned to an officer and a superior if he is a clerical worker. It is the responsibility of the superior to give the new employee in-service training where necessary and to provide a schedule of duties. Induction This may be conducted by the personnel manager and it is the process of orientating the selected applicant into his or her new working environment. It takes the form of introducing new employees to existing staff, visits to the plants and other departments, informing him/her about his duties and responsibilities, as well as the policies and objective of the organization. Induction simply means the introduction of a new employee into his or her job or organization Job Changes The post recruitment functions of the personnel manager includes transfers, promotions, demotions and termination. i. Transfers:- This occurs when employees have been assigned to another branch, department or to another job involving similar responsibilities, skills and remuneration. The transfer could be from one department to another or one station to another. It may be used to correct an error made during the recruitment process. Reasons for transfers The close down of a branch or department may call for a transfer Self request by an employee because of his inability to relate well with co-workers of lack of interest in his job or for purposes of frequent medical check-ups due to sickness. Transfer may be used as a punishment device A person may also be transferred to take up a new appointment A fall in the level of production may also necessitate the re-allocation of employees. ii. Promotion Promotion may be defined as the transfer of an employee from one job to another which involves a greater responsibility and usually a higher reward (pay). In other words, it involves a change in status and usually means appointment to a higher grade with greater and more challenging responsibilities. It is an important aspect of management because it is through promotion that a worker obtains satisfaction and shows his desire to advance and develop. Promotion Policy Many large organizations have a policy of filling senior job positions from within the organization. Others also believe in recruitment from outside the organization. Every organization should however come out with a clear policy on promotion so that employees know in advance the criteria to be used in promotion. Normally promotion is based on the following: Seniority (length of service) Practical ability (skill) General attitude and loyalty Education and qualification Personality or character Advantages of Promotion Promotion improves morale and motivation of employees in the organization. Promotion helps reduce labour-turn over in an organization It is seen as a reward for dedicated service, hard work, loyalty and obedience to rules and regulations of the organization. Fair promotions create a feeling of content among employees and retain their interest in the company. It helps employees to put in extra effort to help attain organizational objectives It improves the earning power and status of the employees Problems of promotion more qualified employees may be ignored or overlooked an employee adjudged competent when promoted may perform below expectation qualified personnel when overlooked in time of promotion may feel dejected and unrecognized. This may affect his morale and for that matter his overall performance. A worker who has a special interest in his/her job e.g. cashier in a financial institution may refuse to accept promotion. iii. Demotion It is the reduction in rank of an employee or the transfer of an employee to jobs with lower ranks backed by a reduction in salary. It therefore refers to a decrease in status as well as remuneration. Reasons For Demotion: Failure on the part of employees to live up to expectation (poor performance) Serious crime against the organization example; pilfering, fraud, leaking, organizational secrets to the advantage of competitors etc. It can also be based on indiscipline or disloyal to rules of the organization Serious or unfavourable business conditions may necessitate lay-offs and termination; some employees may accept demotion as an alternative. Problems of Demotion it leads to reduction employee status and remuneration it also creates morale problems for affected employees. Some affected employees may resign, leading to labour turn over and its associated problems, iv. LABOUR TURN OVER Labour turn over refers to the rate at which employees are leaving the business organization at a particular time and their replacement. It therefore describes the movement of workers into and out of employment of an organization in a in a given period of time It is calculated by: L x 100 A Where: L = Those leaving during the year A = Average number employed during the year or Average number on the companys payroll within that period. A high (index) labour turnover means more people leave the employment because of low morale. It could also mean a high proportion of the employment of women or scholars who have returned to college to pursue academic careers, death, pension etc. Causes of Labour Turn Over There are various causes of labour turn-over. Among them include the following: Discontentment (dissatisfaction) among employees as a result of poor working conditions, Lack of promotional avenues Poor leadership style Very long hours of work with little time for rest Unfairness and improper administration of disciplinary measures Poor wages and salaries Lack of opportunities for self advancement Boredom, wrong job assignment or lack of job satisfaction Lack of opportunity to express opinions to management and to participate in decision making. Problems of Labour Turn Over It brings about extra-expenditure, that is hiring and training of new employees Production rate is decreased and this tend to affect the volume of ales and profit margins It leads to overtime payment for extra man-hours spent on the job The money spent on training developing employees who have left goes down the drain There could be low morale for the remaining employees due to loss of old work mates and friends It takes a lot of time for workers to properly settle or fit into the system Solution To the causes of labour turnover A study or research should be conducted to identify which factors have been the cause of dissatisfaction and that have been responsible for the labour turnover. The following suggested solutions could be applied by individual companies. i. Companies should provide attractive wages and salaries to ensure that employees are above to meet their basic necessities. ii. There should also be improvement in the working conditions of workers. Protective clothes, canteen, transport, housing and medical facilities should be provided to cater for the welfare of workers. iii. There should also be opportunities for growth and development for employees, e.g study leave, provision of library facilities, promotion etc. iv. Joint consultation must be instituted to enable representatives of workers and employers meet to identify common problems and find solutions to them. 2.4 Termination of Employment Every employer has the option to terminate the employment of his employees but only on the grounds that certain conditions are meet e.g. giving of appropriate notice and payment of entitlements. Employees also have an option to resign from their present job and look for another provided they also satisfy certain conditions e.g. appropriate notice and proper handing over. There are ways by which a contract of employment may be terminated and they include: redundancy, dismissals, retirement and resignation. 2.4.1 Redundancy This is a situation where employees are asked to leave their employment because of lack of work. that is, the organization does not need their service any longer. Therefore when there is reduction in production and the workers are greater than what the organization needs, some are asked to leave employment. 2.4.2 Dismissal Dismissal is an act of sending an employee away form his employment because be is not qualified, undisciplined or is dishonest in his work. It is the permanent withdrawal of an employee from the services of a company. 2.4.3 Retirement It is the act of retiring or having stopped working after attaining a certain age. The age may either be contained in the companys policy or decision taken by the individual himself. 2.4.4 Resignation Resignation usually comes from employees. Resignation is the indication by the employee that he has ceased to be in the employment of the employer. 2.4.5 Lay Off This is a temporary withdrawal of employees from work due to shortage of raw materials, low demand for the companies products or services, or financial problems. These employees may be called back when the need arises. When conditions improve and some of the aid-off workers are invited to come back to work, it is known as recall. 2.5 EDUCATION, TRAINING AND DEVELOPMENT 2.5.1 Education This is usually intended to mean basic instructions in knowledge and skills designed to enable people make the most life in general. It is thus a process of training and instructing people in schools, colleges, Polytechnics, universities etc. which is designed to give knowledge and development of skills. At the end of the course, a certificate is given to those who pass their final examination. Education is therefore more personal and broadly based. 2.5.2 Development This suggests a broader view of knowledge and skills acquisition rather than training. It is less job-oriented and career-oriented. It sees employees as adaptable resources and thus concerned with preparing individuals with skills and experience to fill challenging higher level positions in the organization. 2.5.3 Training Training is job oriented rather than personal. Training involves a series of actions aimed at preparing an individual with skills to do a particular job. It may be defined as the systematic development of the attitudes, knowledge and skill patterns required by an individual in order to perform adequately a given task or job Methods of Training The main methods of training include: i. Apprenticeship Training This is a method of training where the apprentice under studies his master for a number of years, learning all the basic skills involved in the profession. This type of training is given to young people who have either completed school or who have not been to school. This type of training is common and popular in professions like tailoring, dressmaking, carpentry, driving and masonry. The apprentice pays a certain amount to his master and he is not paid during the period of his/her training but given allowance as and when necessary by his/her master. ii. Supervisory Training This type of training is give to employees who have been appointed supervisors or foremen. Supervisory training involves the teaching of supervisors or foremen the skill of getting work done through others. It is therefore meant to improve on their leadership skills and qualities. It takes place in an institute in the form of seminars or workshops with discussions on leadership, morale, development, directing, and health and safety measures. iii. Executive Training Personnel in middle management and top management positions are covered under this type of training. It is a training method designed for managing directors, general managers and finance managers (accountants). Seminars, workshops and conferences are organized by the universities and other professional bodies such as institute of Chartered Accountants (ICA), Management Development and Productivity Institute (MDPI) and Ghana Institute of Management and Public Administration (GIMPA). The training covers areas such as labour relations, financial management, business management and office management. iv. On-The Job Training Under this method of training, trainees are put directly on the job and taught how to do it under close supervision. To make such training easy, the job is usually broken into different parts and each part taught before the trainee is made to perform the whole. This type of training is suitable for routine work which takes relatively short time to learn. v. Induction Training This main aim of induction training is to introduce new employees of an undertaking to its practices, policies and purposes. It may also include visits to the plant and other departments of the organization. Benefits of Training Training has many benefits among which include: It helps workers to improve upon their existing skills and acquire new ones. It therefore improves their efficiency and increase output. Training improves employee morale because of the satisfaction employees derive from doing their jobs very well. A company with good training programme can attract desired and qualified personnel Training provides for succession. It helps to prepare employees for higher jobs or promotion. Training ensures greater accuracy of work. It ensures more efficient handling of machines and equipment by well trained staff and thus reducing cost of maintenance and accidents. It helps organizations to adapt to changes more effectively. 2.6 Performance Appraisal Employee appraisal is an assessment of an employees job performance over is period with a view to rewarding him or improving, his efficiency by correcting its short-comings. The general purpose of any staff assessment system is to improve the efficiency of the organization by ensuring that the individuals within it are performing to the best of their ability and developing their potential for improvement. It is therefore used to review performance, to review potential and finally to review salaries. Employees appraisal is therefore important in determining wages and salaries of employees and also which employee merits promotion. 2.6.1 Reasons for Performance Appraisal To review and if necessary amend the details of subordinates work and job description. To assess subordinates potential and possibilities for some other work To assess and see whether the subordinate merits further promotion To identify subordinates deficiencies or to help recognize them and to discover to what extent training is needed to improve predominance. It helps ensure job satisfaction since the employee is aware that his boss is interested in his work. To discuss work problems and help find solutions to them. To identify an individuals current level of job performance. To identify employees strengths and weakness To identify training and development 2.6.2 Uses of performance appraisal results (Date) i. Appraisal of employees provides information which enables management to decide whether to promote, demote, lay off or transfer an employee. ii. Appraisal results are used to establish the goals and objectives of the training programme or to assess training needs iii. Appraisal results are also used to determine the size and frequency of pay increases to the ratings assigned to the employee. iv. They provide the means through which management can improve performance of an employee of his job. v. Information from appraisal results to used to update the records of an employee. This facilitates the writing of confidential reports on employees during and after their stay with the organization. vi. The appraisal results also help to compare and contrast the differences of employees. 2.6.3 Problems of Appraisal The various methods can suffer from subjectivity or bias. Quite often, personal prejudice favouritism and personal relationship plays a major role in the final results. The exercise is very expensive and time consuming especially where consultants are used in the evaluation exercise. Concepts and terminologies used in the exercise may mean different to appraisers Sometimes standards are not set with which performance could be compared and assessed by appraisers. Most often appraisers are not given the necessary training and lack of knowledge in the job may render their results unreliable. 2.6.4 Methods of Appraising Employees i. Graphic rating scale A common approach to assessing performance is to use a numerical or customers while also performing a self assessment. This is known as 360 appraisal. ii. Overall Assessment This is the simplest method. It requires the manager to write in narrative form judgments about the appraisee in his own words, possibly touching on the strength and weakness of the employee, leadership ability, technical effectiveness, achievements and failures. The main problem here is that, the result depends on the writers own impressions and personal relationship and this can render the results unreliable. iii. Grading (Graphic Rating Scales) It is an evaluation technique where the appraiser is given a set of qualities and characteristics and asked to rate each of the employees on each of these qualities and characteristics. Such areas or characteristics examined included; quality of work, punctuality, cooperativeness, dependability, initiative, job knowledge, self discipline etc. The performance of the person is then given a rating such as outstanding, good, satisfactory, fair, unsatisfactory or poor or he is rated on a scale of 1.10 or A,B,C, D. iv. Results-Oriented Schemes (management by objective (MBO); This method set out to review performance against specific targets and standards of performance agreed in advance by manager and subordinate together. At the end of the period, the appraisers performance is measured against the targets or standard set against. Other methods that are being used as performance appraisal process are: Behavioral Observation Scale Behaviorally Anchored Rating Scale 2.7 WAGES AND SALARIES ADMINISTRATION Wages and salaries relate to payment for work done over one year released or paid to the worker monthly. Wages are payment for a days or weeks work done released to him on that day or at the weekend. The nature and type of work determines the method of payment of wages and salaries. The following are the main methods used: 2.7.1 Time Rates: Under the time rate system, an employee is paid according to the number of hours spent on the job. This is the common method of payment in most Ghanaian companies. Employees are made to work for a standardized eight hours a day. A fixed salary is calculated and paid at the end of a stated period. 2.7.2 Piece Rate: Unlike time rate, here an employee is paid according to the total quantity of items produced. Here, the output of the employee rather than the amount of time spent on the job is of paramount importance. The output of the employee must be easy to measure and the rate per unit or piece must be established. 2.7.3 Incentives: An incentive is some form of financial encouragement given to an employee to enable him or induce him to increase his level of productivity. It is therefore a sum of money added to the employees basic rate or salary in order of motivate him. It is used by management as motivation factor and takes the form of: 2.7.4 Bonus Schemes: Bonus is an incentive payment and it is paid in addition to the normal wages and salaries of employees. Bonus may be paid for hard work, for attendance to work respect, results achieved or any other positive attributes displayed at the work place. 2.7.5 Commissions: These are used to reward salesman. The commission rate is determined and the number of units sold multiplied by the rate. It is used to discourage idleness and laziness on the part of salesmen. 2.7.6 Gains sharing Plans: This is where the money gained from increased output and above the standard is not directly proportional to the increment in output. The gains are shared between management and employees. Factors Considered In Formulating Wages and Salaries Level This personnel manager takes the following into consideration when determining the pay structure of a firm. i. The cost of Living This occurs when wages and salaries move in step with the consumer price index. When the cost of living is rising, workers clamour for increase in wage and salaries. The company must reasonably raise its salary level to enable employees cope with the rising prices of goods and services. ii. Ability to pay The ability of the organization to pay affects the general level of wages and salaries. It will be a mistake to accept a proposed salary without assessing the ability of the organization to pay. Companies, which make high profits, are able to pay higher wages and salaries than less profitable companies. iii. Bargaining Power Wages and salaries are sometimes determined by the bargaining power of the employer and the unions. A high demand by the union may lead to high salary levels. iv. Differential Abilities of Employees: Wages and salaries must commensurate performance or output. Hard working employees should therefore be rewarded higher. vi. Competitions In order to attract labour, especially in an industry where labour is scarce, a firm may pay comparatively higher than what is paid by other firms in order to attract labout from competitive firms. 2.8 JOB EVALUATION Job Evaluation can be defined as the process of placing jobs in order of their relative worth or importance for the purpose of determining wage and salary differentials. It is the calculation of the responsibility in each job taken into consideration the danger involved, training, skill, physical and mental effort so that wages are calculated and paid according to the value of such work. The grades with less responsibility get the lowest wage whilst those with the greatest responsibility get the highest wage. Job evaluation thus performs tow necessary functions. It is the process of determining the relative value of each job to the company. It must also ensure that wages are internally and externally consistent. The Process of Establishing a Job Evaluation System conduct a job analysis Prepare Job Description Determine the elements of the Job, which are necessary for its effective performance Use methods such as rating, point or factor comparison to place jobs in order of their relative worth Attach monetary value to the elements of the job. The outcome of job evaluation is the creation of a structure showing which jobs are more important to the company, which jobs should be paid more than others, and the degree of difference and pay between jobs. Methods of Job Evaluation: Raking Method This method involves ranking jobs from low to high job requirements. It is suitable for companies with few jobs. The procedure involves obtaining descriptions of all the jobs under consideration and raking them from low to high job requirements or demands. Point Method This method involves conducting a job analysis and preparing job description to determine the elements involved in each job. The elements which include, sill, effort, working conditions and responsibility are awarded with points. Factor Comparison Method This method is used to evaluate white colour jobs. The elements of all the jobs, which include sill, mental effort, physical effort, responsibility and working conditions, are analyzed and recorded. Key or benchmark jobs are selected. The other jobs (elements) are compared with the benchmark jobs on factor-by -factor basis. The comparison will reveal which job stands superior to the other. Advantages of Job Evaluation Job evaluation is used to establish the overall wage and salary structure in an organization. The process of conducting a job analysis can help receal difficult working conditions so that they can be removed. It forms the basis for providing equal pay for equal work in an organization. 2.9 HEALTH, SAFETY AND WELFARE OF WORKERS The concern of every industrial organization should be the provision of safe and accident free working conditions for its employees. Thus the Factories, Offices and Shops Act of 1970 which was amended in 1982 (PNDC LAW 66) compels employers by law to be responsible for the making and of certain provisions for safety, health and welfare of employees in factories, offices and shops. Under the factories, offices and shops act, employers are compelled by law to keep their premises clean, provide good system of ventilation, drainage, sanitation, first aid, washing facilities and drinkable water. The prevision of accident free working environment should therefore be the concern of every industrial complex. The above health measures are therefore elaborated in the following: 2.9.1 HEALTH MEASURES The act compels employers to keep their business premises clean, provide for good system of ventilation, sanitation, drainage, lavatories etc. so as to provide for the comfort of employees. The following measures are also adopted under the act to ensure the health of employees. Noise and vibration likely to affect the health of employees must be reduced as much as possible. First and facilities should also be provided. A first aid box containing first aid requisites must be provided. A trained personnel should be employed to take care of minor ailments, injuries etc. Washing facilities and good drinking water should be provided for the use of employees The provision of suitable sanitary convenience separate for each sex. The conveniences must be kept clean and if possible toilet rolls and other detergents must be provided. The area of operation should be kept under good hygienic conditions. Education on personal and industrial hygiene should be provided. 2.9.2 SAFETY MEASURES Safety measures include the following Provision of protective clothing and appliances to reduce accidents and injuries at the workplace. Employees must be provided with suitable protective clothing, e.g boots, goggles, masks etc. Provision of effective fire alarms and proper maintenance of all equipment through cleaning and lubrication. The factory must have adequate means of fighting fire and dealing with other explosions. Display of posters on safety and showing of accident prevention films Educate employees on safety practices Electrical transmissions (generators), convectors, motors and flywheels connected to them must be properly fenced. Training facilities should be provided and no woman or person under age should be permitted to operate a delicate and dangerous machine which is likely to cause injury to that person or group of persons. 2.9.3 WELFARE MEASURES Welfare facilities include incentive and fringe benefits which are added to the employees normal wages and salaries. Welfare facilities include the following. The establishment of canteen to provide food for the workers. The food is normally subsidized by the organization. Provision of Transport facilities e.g. bus services for the workers. The buses should be provided to send them to and from their place of work. Provision of sports facilities e.g football, basketball, volleyball etc. Provision of medical facilities e.g, an arrangement could be made with a medical doctor so that employees are treated and the bills sent to the company for payment Provision of cash benefits such as loans, annual bonus, pension, social security insurance schemes. Etc. 2.10 INDUSTRIAL RELATIONS Just as human resource developers make sure employees have proper training, there are groups of employees organized as unions to address and resolve employment-related issues. Unions have been around since the time of the American Revolution (Mondy and Noe, 1996). Those who join unions usually do so for one or both of two reasons to increase wages and/or to eliminate unfair conditions. Some of the outcomes of union involvement include better medical plans, extended vacation time, and increased wages.1 Today, unions remain a controversial topic. Not only do HR managers deal with union organizations, but they are also responsible for resolving lockout.2 Management should ensure that, there is a cordial relationship between them and the employees so that the stated objectives can e attained as well as the overall success of the organization.

Childhood of Theodore Roosevelt - Free Essay Example

Theodore Roosevelt grew up in a wealthy family in New York. He was a sickly, asthmatic child. His father suggested that he exercise and stay active in order to improve his health. This worked and Teddy became a strong young man who liked the outdoors and staying active. Theodore went to Harvard University and then studied law at Columbia. He soon went into politics and won a seat on the New York state legislature. However, tragedy struck when his first wife and his mother passed away. Theodore was devastated and went to the American west to work on a ranch as a cowboy. Roosevelt returned to New York in 1886 and got married soon after. He began to work for the government again and held a variety of jobs over the next several years including the U.S. Civil Service Commission under President Benjamin Harrison, New York City Police Commissioner, and Assistant Secretary of the Navy. In 1898 the Spanish-American War broke out. Roosevelt gathered a bunch of volunteers and formed a volunteer cavalry regiment that became known as the Rough Riders. Roosevelt and the Rough Riders became famous war heroes for their charge up San Juan Hill in Cuba. After the Spanish-American War, Roosevelt was elected governor of New York. He became known as a fierce fighter of corruption within the government. In 1900 he became Vice-President as running mate to President William McKinley. In September of 1901, President McKinley was assassinated and Roosevelt became president. As president, Roosevelt worked hard to improve the quality of life for the average American. He took on large corporations that had formed monopolies or trusts. These trusts enabled companies to keep wages low and prices high. Roosevelt accomplished many things as president such as He won the 1905 Nobel Peace Prize for his efforts in negotiating peace between Russia and Japan. He established the U.S. as the police power for the Western Hemisphere stating that the U.S. would protect threatened countries in North and South America. This was called his Big Stick Diplomacy. He helped to increase the safety standards of food and medicine with the Meat Inspection Act and the Pure Food and Drug Act. He worked on conservation by setting aside large areas of land out west for national forests and public use. He saw to it that the Panama Canal was built creating a shortcut between the Atlantic and the Pacific Oceans for cargo. Just days after the United States joined World War I Teddy Roosevelt dropped by the White House to see Woodrow Wilson. Eight years after his own presidency the 58-year-old Roosevelt wanted to go to war again.For months, as the U.S. had edged toward war with Germany, Roosevelt had been trying to form a new version of his Rough Riders the volunteer division that hed led in the Spanish-American War. The ex-president had the chance to sell the idea of a reconstituted Riders to Wilson, the man whod defeated him in the 1912 presidential election. Roosevelts next plan was to build a way that the army could have the max amount of soldiers to fight in the great war. In the summer of 1917 the Selective Service Act was issued. This stated that all males that were 18 years and older must declare for the draft. This was a great move for the U.S it brought great numbers to the army and helped the allies win the war. By World War Is end in November 1918, 2 million soldiers served in the American Expeditionary Forces in Europe. All four of Roosevelts sons joined the military and went to the front. His sons Archie and Ted were wounded in battle, and his youngest son, Quentin, a pilot, was shot down and killed in July 1918.