The Food that Makes People Heed Assignment Example | Topics and Well Written Essays - 250 words

The Food that Makes People Heed - Assignment Example The power that he has is based from the craving for good food the customers want to sate. It is actually the power of knowing that giving the best service in exchange for people’s money to satisfy them that the book possesses. As he portrayed with his words, he is not satisfied by just the things he already knows but also enriches himself by reading many books. His hard work is not concentrated in his kitchen but also in the kitchen of others through their books. Moreover, he considers the nutritional value of his food so that even doctors and nurses approve of his cooking, therefore, making them regular customers as well. The article was well written to present the positive and negative attributes of Mr. Yeganeh but not to the effect of putting the man down. Instead, his negative attributes present logical reasons which make readers appreciate the cook even more.

Fianance enterpreship Essay Example | Topics and Well Written Essays - 3000 words

Fianance enterpreship - Essay Example The financial manager of the company tries to strike a balance between debt and equity with the aim of maximization of firm value and minimization of cost. It has been seen that the managers are biased in favour of debt owing to the tax benefits associated with debt financing. The interest paid on borrowings is a tax deductible expense. This is the reason the managers prefer debt over equity as it reduces the outflow of the business. However, an excessive reliance on debt is not in the financial interest of the company. An ideal mix of debt and equity is essential. There are various theories on capital structure such as pecking order theory, signalling theory, agency theory, trade-off theory, signalling theory etc. As per the pecking order theory the firm should rely mainly on the internal means of financing like retained earnings. This theory gives credence to retained earnings over the issue of equity. In the event of additional funds requirement the debt mode of funding is preferr ed. The equity issue is used only as a last resort. The main reason for the preference of debt over equity is the lower information costs associated with this mode of funding (Zhao, et al., 2004). The static trade off theory states that the firms try to strike a balance between the benefits associated with interest tax shield and the probability of bankruptcy and failure. The firms with strong cash flows can afford to have high levels of debt as they are assured of fixed future cash flows. But the small sized firms or nascent business firms with limited free cash flows must not use high levels of debt in their capital base. As per the agency theory the managers handle the affairs of the company on the behalf of the company shareholders. This gives rise to agency problems. As the reins of management of the company passes onto the managers and does not remain in the hands of its ‘actual’ owners it gives rise to conflict of interest. It is said that there is a misalignment of the objectives. The managers of the company are accused of investing in risky or unprofitable business ventures instead of passing on the surplus cash flows to the owners (Boodhoo, 2009). On the other hand there is also a view that the shareholders intervene in the smooth functioning of the business which often forces the company to forego lucrative business opportunities. The signalling theory of capital structure suggests that the issue of equity is based on the prevailing market conditions. Suppose the management of the company is of the view that the shares of the company are overpriced then it can resort to the issue of equity. This will help the company in raising higher proceeds from the issue of equity. On the other hand if the managers of the company are of the view that the market has failed to price the shares of the company correctly then it can opt for the debt mode of financing. If the shares of the company are underpriced then it is not feasible to issue equity as this would mean lesser proceeds. It will not just limit the amount of funds raised but will also lead to unnecessary dilution of ownership which is not in the interest of the company from the long term perspective. The financing decisions of a company are influenced by the above theories and views. However the financial managers in a company are biased towards issue of debt owing to the inherent benefits of debt issue. The

Topic 5-1 Essay Example | Topics and Well Written Essays - 250 words

Topic 5-1 - Essay Example The Social Institution and Gender Index (SIGI) is an efficient tool for helping women realize their abilities and develop proper career alternatives. The tool emphasizes on fighting for the rights of women by providing evidence as to the actual levels of discrimination that females face. The only detriment of using the tool is that it may promote overconcentration on feminine gender and encourage discrimination of the masculine gender as already happens in some countries. Ethical concern relating to Social Institution and Gender Index (SIGI) is that it is forgetting and biasing against masculine gender. The tool places much emphasis on promoting feminine rights and doing nothing to the masculine gender. This element of SIGI may lead it in causing further imbalance across the genders. When compared with the Armed Services Vocational Aptitude Battery (ASVAB), SIGI performs poorly in promoting gender balance in careers. The ASVAB gives people across all genders opportunity to take career test without any form of discrimination. Qualification of individuals depends solely on their performances. In that respect, SIGI can cause social conflict in the career fields in the long term, while ASVAB can reinforce the perceptions of gender unfairness in career

Quality Performance Measure in Health Sciences and Medicine Case Study

Quality Performance Measure in Health Sciences and Medicine - Case Study Example Overall service has declined by 19.78%, overall clinical 15.90%, the overall quality of service, food positively improved by 1.98% while overall cleanliness declined by 2.63 %. It is suggested that a fine balance between the quality performance measure and patient satisfaction should be created rather than focusing on one aspect alone like quality performance as is the case now. 2. It seems the CEO has not properly carried out her responsibility for educating the board. The board should have been in a position to satisfy the needs of the patients while at the same time upholding high standard performance measures if they have adequate knowledge about the new changes being implemented within the clinical set-up. With proper knowledge, at least positive results should be noticed in all sectors of the healthcare system after the implementation of the new changes. 3. It is recommended that human resources development through learning should be implemented in various departments of the healthcare institution. According to Robbins (1993), learning promotes the development of knowledge that in turn can improve the performance of the employees. Through learning, the employees can also share their ideas with others members and this can help them to improve their performance. This strategy will also help the employees to pull their efforts towards the same direction for the betterment of the organization as a whole. 4. The quality data that should be reported and utilized by this board of directors is related to employee satisfaction as well as patient satisfaction. These are the two major indicators that show that the organization operating within the right direction to fulfill its mandate. Essentially, an organization that is committed to its success should ensure that its interests, as well as those of the employees, are satisfied (Jackson and Schuler, 2010).  Ã‚  

Discussing Frankenstein Essay Example for Free

Discussing Frankenstein Essay Living in a society, we are accustomed to completing tasks within minutes if not seconds. With this fact in mind, it is very difficult to comprehend the amount of painstaking labor of Victor Frankenstein. The long days eventually turned into months and then into years. Victor observed worms in a graveyard, collected materials, and painstakingly created a being, complete with the intricacies of a human body and mind. After the realization of his greatest achievement, Victor looked upon the lifeless individual as his creation. As the father of this illegitimate being, Victor is already physically and morally responsible for the creature. Since the very beginning of the experiment, Victor was entrusted with this being. Once the creature opened his yellow eyes, Victor relinquished his task to educate his design. Instead of worrying over the creatures welfare and the interest of others, he drove from his mind all thoughts of the experiment. The monster was left to fend for itself, learning the basic essentials of survival by what he saw an the only food he could find. Only until the monster hurt something of significance to Victor, did the scientist feel accountable. It is no doubt the monster is now evil. His unanswerable question in life is why am I here? The man who gave him life fled from his side just like the rest of society. Victor, at this point in the story, has a choice. The scientist can either make another life form or suffer earthly torments from the monster. By not completing the request of the creation, Victor handed over the lives of his family and friends. Again, Victor can be held morally responsible for the deaths. Creation tells him to make another life form and everything will be alright. The scientist never realized his mistakes. If he has only taken care of his creation, the deaths of his father, wife, brothers, and sisters could have been avoided. With such a brilliant mind, Victor could have been one of the brightest minds in science. If it were not for the irresponsible beginnings of the experiment, the evil in the creature may have never surfaced. Throughout the novel, Frankenstein, the theme of life and death is pervasive in connection to the moral ignorance of Victor and his monster. Evidently both characters showed a great quantity of wrongdoing; however the awaiting actions are all start from one: the creation of life from science. This was thought of as an impossible task, but would prove to be Frankensteins foremost dream and goal for his youth and adolescence. Not realizing the severity of the consequences; Victor succeeded in breeding his creature, which would ironically lead to his future destruction. Being unaware to what a creature might do without the proper nourishment from family or friends, Dr. Frankenstein shunned his own creation even though he had the obligation as a parent to foster his child. However, not only did Victor overlook the proper care for his creation, but he also cursed and criticized the appearance of the wretched monster. Frankenstein assembled the beast to look inhuman and rejected what he purposely created. The grotesque look of his child not only repelled his master, but also disgusted the rest of society. Although Victor did not physically commit murder, his denial as a father to his imperfect being was in fact killing the monster from the start. mention the part when F sees monster for the first time It is now obvious that Victor was the most morally irresponsible. He tried to forget his past, as he did not want to be linked with that daemon which was created by his own hands. Frankenstein exhibited selfishness along with small-mindedness. He first ignored his family upon creating his child and then ignored his child upon escaping his workplace. Victor did not think twice and failed to resolve the problem before it augmented. Just a baby being brought into a new and evidently prejudice world, his creation did not know what to do. The monster had to survive in the dangerous world alone with no one to love or give love in return. He had no one to help him, no one to teach him, no one to feed him, no one to even talk to him. Whenever he helped humans, he would always receive harm. He harmed mankind because they harmed him first. Unquestionably, if he were treated with love, he would return the love tenfold. However, Frankenstein was responsible for the miss-education of the child and for the actions of the child. Moreover, Frankenstein was responsible for the deaths of his friends and family. Being the cause of his own unfortunate destiny, Dr. Victor Frankenstein is clearly the one who demonstrated the least moral responsibility. Show preview only The above preview is unformatted text This student written piece of work is one of many that can be found in our GCSE Mary Shelley section.

Every Text Has Its Use By Date Essay Example for Free

Every Text Has Its Use By Date Essay I think the idea of every text having a use by date is incorrect and I will therefore argue against the topic. There are a few things which can help to keep texts from ever having their use by date and as a result proving my argument. For example, texts, such as Macbeth, can always be changed slightly and interpreted differently to make them interesting time and time again, for old and new audiences. Also, just because a text was written a long period of time ago doesnt mean that it still wont be interesting, as the events and themes in it can still be relevant to the current time and its happenings. One of the main reasons that proves that texts dont have a use by date is the fact that an older text can involve events or ideas that are relevant to modern audiences daily lives. Some of the ideas explored in Macbeth are ambition, guilt, greed, cruelty, hostilities between good and evil, the rule of leader, the purpose of human existence and supernatural happenings. These all tie in with peoples every day life. For example, ambition was a major factor in Macbeth and plays an important role in practically everyones daily life. In Macbeth it was ambition that drove Macbeth to commit the acts that he did and in modern times business is becoming more and more competitive in todays society so as a result ambition, and its destructive nature, becomes more of an issue. Also, the idea of hostilities between good and evil, order and disorder and the rule of a leader, which are major components of Macbeth, are relevant to the military action in the Iraq War which has affected a lot of the world. These and other ideas interest people from all time periods as some, if not all, of these ideas will affect them. Another main reason that shows a text doesnt have a use by date is the fact that they can always be appropriated. Appropriation is when something old is turned into something new. In this case it would be taking an old text and changing it to suit a modern audience, usually by making a film version. For example, in one instance the Shakespearean text Romeo and Juliet was turned into a movie that used only the plot of the original text and used the settings of modern life and a modern script which allowed the audience to relate to more to the film. This is a perfect example of the fact that a text which is hundreds of years old can still be entertaining. When a movie is appropriated it can appeal to a wider audience, as not everyone likes or understands the style of writing used to write the original text. If texts are appropriated in this way they will continue to entertain audiences and as a result, never end up having a use by date. A film version of an older text, especially a Shakespearean one, can be very effective in delivering the original to text to a wider audience. A film version makes the text easier for the audience to understand as it provides visual images to help them realize whats actually going on and what the characters are saying, as a lot of people wouldnt fully understand what was being said when the old English style of writing, that Shakespeare uses, is used. New interpretations also help to keep texts and their film versions interesting to new audiences and audiences that have seen it before. In Polanskis version of Macbeth Polanski decided to add a scene, which wasnt in the original text, into the movie. He also changed the way things happened in some of the scenes, for example, when Macbeth returns to the witches, instead of the apparitions appearing he sees completely different visions that give him warnings and predictions. Another reason to further show that texts dont have a use by date is the point that just because a text is old doesnt mean its not entertaining or interesting to modern readers. Texts such as Macbeth and many other of Shakespeares plays are still regarded as some of the best plays ever written even though they were written hundreds of years ago. In some cases, audiences may find these texts interesting and entertaining because theyre written in an old style of English which is no longer used. When this is the case it clearly shows that the idea of texts having a use by date as incorrect. In conclusion, I think that the points presented sufficiently prove that well written texts do not have a use by date. If a text is well written it will continue to be valued no matter how old it is. Especially due to the fact that, just because a text is old doesnt mean its no longer interesting to modern audiences.

Workforce Diversity in a Foreign Subsidiary

Workforce Diversity in a Foreign Subsidiary 1. Abstract: In the todays dynamic competitive business environment, Diversity management is one of the key challenging area in Human Resource Management (HRM) in particularly to the Multinational Corporations (MNCs) those who have started their operations recently in a country like India where the culture is totally different from western culture. This paper mainly focuses on to what extent Target India, the subsidiary of retail giant Target Corporation, USA, has taken initiative to maintain the work force diversity and analyze the major challenges and issues faced while implementing with their strategic HR policies. It also discusses the role of Human Resource Management (HRM), International Human Resource Management (IHRM) and Strategic International Human Resource Management (SIHRM) in implementing and integrating the diversity initiatives. To examine the effectiveness of Target India HRM policies with respect to the diversity and culture, I used published sources like Target internal records , articles, books, internet and online data bases. 2. Introduction: Target Corporation is one of the United States biggest retail store. It was established in 1902 and known as Dayton Dry Goods Company before it was named as Target. The first Target store was opened in Minnesota, in 1962.It is widely spread in United States with 1,613 stores in 47 states. This includes 240 Super Target stores which gives a unbelievable grocery shopping experience. Target ranked 41 on their list of Americas Most Reputable Companies-2009 Target Corporation has its presence in India by establishing Target India Corporation in Bangalore in 2005. Target India has 2500 employees currently and it is expected to grow faster and have 5000 employees by end of fiscal year 2010. Target India is located in three different places in Bangalore namely Embassy Prime, RJU building which is named after Robert J. Ulrich, the former CEO of Target Corporation and GWS building which is named after Gregg W. Steinhafel. Another location is being established in Mysore in 2015. Due to demographic differences, it is very obvious that Target India with respect to Target Corporation varies in work culture, age, work-life balance and all social and personal aspects. Target India takes every effort to build Target culture in the work place which is very similar to Target head quarters with help of strong strategic HR policies. Target is in particular about the company culture which includes Collaboration, minimizing hierarchy, Work/Life balance, Accountability. Targets vision to become the best company ever follows the three core values: FFF (Fast, Fun and Friendly), Es of Excellence (Energy, Enthusiasm and Execution) and Speed is life. 3. Background: Target Corporation has its offshore extension called Target India. The fast and continued growth of Target India reflects the commitment to develop a global work force. Target drives business efficiently by motivating team members (employees), crediting innovations and thereby giving the best guest experience. Target India plays a key role in providing the brand promise of Target Expect More. Pay Less. by implementing the technology and business solutions. Target India works with ten pyramids: Target India is a key partner to achieve the vision of Target Best Company Ever and reach the goal of 100 billion in scale. The key accomplishment of Target India is opening Target Sourcing Services (TSS) in Bangalore during the first anniversary and also by opening the new facility which is now called Gregg W. Steinhafel (GWS) centre. 4. Literature Review: Over the years, it is very obvious that organisations are considering diversity as an essential competitive advantage factor to sustain in the market place where they can serve various array of customers and their needs, to make the customers and stake holders happy and satisfy. Diversity meaning is reached beyond the Equal Employment opportunity legislation and provides opportunity to the workforce with regardless to gender, colours, religions, races. One of the most important trends in the recent years has been the growing interest in the benefits to be achieved by planning for a diverse workforce known as diversity management. This was based on view that people should be treated equally regardless of race, ethnic orgin, gender and sexual orientation and other social categorization so that individual are enabled freely and equally to compete for social rewards (Jewson and Mason ,1986 P.307).Jewson and Mason set equal opportunities within a free market tradition, and the purpose of the legislation and polices was seen as removing obstacles and distortions to the working markets. According to liff(1997b), there are four approaches to managing diversity based on the degree of the commitment to social group equality as an organizational objective and on the perceived relevance of social group differentiation for policy making .Four diversity management approaches are :1)dissolving the differences2) valuing the differences3)accommodat ing differences4)utilizing differences Diversity, according to Schneider (2001, P.27) is about creating a working culture that seeks, respects, values, and harnesses difference. The basic contrast with the equal opportunities is an acceptance that there is difference between people, that such difference can be valued and that they are the source of productive potential within the organisation. Thomas(1995) argues that diversity does not automatically mean with respect to race and gender and describe diversity as not synonyms with difference but encompasses difference and similarities.(Cassel 2001) define diversity is a complex, multidimensional concept as a whole. It is a plural term with different perception in different organisations, societies and natural cultures without any unitary meaning. Hofstededes (1980) research suggest demonstrate that even within a large multinational, famous for its strong culture and socialization efforts , national culture continues to play major role in differentiating work values. The convergence /divergence argument (Webber 1969) states that economic development, technology, and education would make possible globalization whereas differential levels of available resources and national cultures would work against this. The need for human resource consultants, managers and specialist to adopt international orientation in their functional activities for those who are working in Multinational Enterprises (MNEs) are playing key role in implementing the cross cultural and comparative human resource management to make their organisation success. Boxall (1995) define the distinction between comparative HRM and International HRM. 5. Diversity Management Diversity Management denotes achieving wide range of benefits from diverse work force. The management of diversity concentrates on individuals rather than groups. This also includes opportunities for all individual and not just for people belonging to minority category. Ellis et, (1994) defines A multicultural management perspective fosters more innovative and creative decision making, satisfying work environments, and better products because all people who have a contribution to make or encourage to be involved in a meaningful way. Diversity management denotes the initiatives taken by the organisation to take advantage on the diversity in their workforce including characteristics such as (origin, gender, age, ethnicity and disability) as a strategic approach to achieve the organisational goals. The key differences between equal opportunities and managing diversity is given in the below table Aspect Equal Opportunities Managing Diversity Purpose Reduce discrimination Utilise employee potential to maximum advantage Case argued Moral and ethical Business case improve profitability Whose responsibility HR/personnel department All managers Focuses on Groups Individuals Perspective Dealing with different needs of different groups Integrated Benefits for employees Opportunities improved for disadvantaged groups, primarily through setting targets Opportunities improved for all employees Focus on management activity Recruitment Managing Remedies Changing systems and practices Changing the culture Source : adapted from Human Resource Management p -540) Derek Torrington ,laura Hall, Stephen Taylor Diversity Management is considered as the core approach to implement equality. It is believed that equal employment opportunity is driven by HR functions and diversity management is driven by the managers. As a reason to run the business, it is argued that managing diversity should be made as the integral part of any organizational policy. This concept is called mainstreaming. 5.1 Diversity at Target India Diversity became one of the key aspects and challenging area for the HRM area over the last few years. This is not only to tackle high cost but also to have workforce diversity to attract, retain and motivate diverse population of team members to help and server diverse guests and communities. At Target, diversity is much more than a goal or campaign, its a core value we integrate into every area of our business from our suppliers, to our teams, to the shopping experience in our stores, we foster an inclusive culture that allows our high-performing and diverse team to drive innovation. Target adopts a miltilocal approach in implementing the diversity, So Target India is responsible for designing and implementing the diversity management program. Target corporate headquarters is an advisory, informing the corporate wide diversity related messages and providing assistance if required. The definition of diversity at Target India is broad and focused on appreciating and recognizing the individuality of team members. Target India put this in simple terms as The Strengths of Many. The Power of One.. At Target India, diversity plays an integral part of the culture to communicate better with diverse team members and thereby serving the guests and communities in the best way possible. Target India builds the competitive advantage to drive the success by attracting the best talent and creating an atmosphere where diverse individuals are respected. 5.2 Challenges in Maintaining Diversity: Over the past few years, many Organizations have the goal of implementing multicultural work culture. However, promoting diversity across the Organizations has been challenging in practical way. There are three main reasons for failure of workforce diversity across Organizations. 1) Misunderstanding the problem, 2) Wrong solution, 3) failure to have clear learning cure. Major challenges faced by Target India during the initiatives of workforce diversity are, 1) Issues related by marginalization and discrimination, 2) Due to time constraint, getting team members together to collect data and feedback regarding diversity is a difficult task, 3) To make team members accountable for goals related to diversity, 4) As diversity is a new phenomenon in HRM, training all the team members requires huge cost, time and effort, 5) Slow progress rate, 6) Complexity in handling different perspectives from various groups or individuals. 5.3 Target India Vs Headquarters: Target India team member culture is different to headquarters. The main cultural differences arise as Target India team members are younger when compared to the headquarters and more specifically in Technology Services. Being young to job and also with a lot of job opportunities, Target India team members tend to leave the job for salary or career growth. This is in great contrast with the onsite team member. Team Members at Target India tend to work at different time structure than their onshore counter parts. The typical work time is nine to five at headquarter. Team members reach on time, complete their work and leave on time. Though the time is 9:30 AM to 6:30 PM at Target India, team member work on flexible timings to overlap with the onsite timings for better co-ordination and save time and effort. Coffee/Tea breaks are taken as per the convenient time whereas in headquarters normally they do not take much time. Also, Target India is providing free nutritious meal to all the team members which they prefer to have together at cafeteria. 5.4 Cultural Adjustments: Most of the Target team members have not worked in a foreign land. It is with the establishment of Target India, Target team members are encouraged to travel to India for working. The juxtaposition of developed and underdeveloped and more importantly rich and poor, the basic contrast of American culture which they need to cope up with. Indian people also have help in cleaning, cooking, driving etc. Though it sense to be of much help but there need to be significant adjustment on two core values of American culture: Privacy and Independence. The leadership style needed a great alteration moving to Target India. Target India team members are used to work with instructions from clients and managers. They need more of interactive approach where the leader can post their ideas, views and suggestions rather than giving general instructions. 6. Target India HR Approach: The main asset to IT industry is human resources. The challenging task for Multi National Companies (MNCs) in the IT sector is managing the human resources, especially for MNC subsidiary like Target India, where the culture is totally different from each other. Being very young to market, Target India faces the same challenge to retain employees. Though country like India is abundant in low cost and highly skilled labourers, it is very hard to retain employees because of salary and career growth. Target India is able to handle it better with its strong strategic HR policies and methods. Target India HR policies work as per the below metrics, HR Management Organizational Effectiveness Training and Development The main objective of HR management is to frame strong HR policies and thereby managing and retaining the human resources. This includes the best recruiting and selection methods, Pay and Benefits, Performance appraisals, Career development. Organizational Effectiveness literally means integrity. Their main purpose is to maintain the secure work atmosphere with information security, zero tolerance and violence free workplace. Training and Development team deals with training programs such as technical trainings for budding tech professionals, leadership training for those who admire to become leaders, personal development trainings, work oriented trainings. 6.1 HRM Practise: The following are the team members experience and saying about Target India. I was fascinated by the neat and cool shopping experience I had at Target during one of my visits to the U.S. and just fell in love with Target. I then wondered what it would be like working here and thus began my journey of exploring working at Target. Target is just the perfect world for high-energy, fun-loving and make-things-happen people. The welcoming ambience, smiling teams and committed managers are just the things I like here. I am pursuing the Masters program in Software Engineering and am part of the global cohort. Its truly an international experience. I get to do capstone projects within Target as academic work and at the same time its a real life experience -Praveen, Information Technology I have never seen any organization so far in my career where everyones so approachable and friendly. Targets the place where I felt my creative potential was explored. Supervisors and peers are open to ideas and change. This keeps me going every day. Dee, Brand Management, Buying + Planning 6.1.1 Recruitment and Selection: Target India follows equal opportunity as an employer. Employment practises are implemented without regard to religion, colour, race, creed, caste, sex, age, place of birth, disability. This list also includes sexual orientation and also pregnancy. Equal Employment Opportunity policy plays an important role for Target Indias commitment to hire and develop talented, strong and diverse workforce. With this policy, Target India accommodates qualified and talented applicants, employees with disability and also applicants with strong religious beliefs provided such team member doesnt create hardship to Target India. At Target India, recruitment and selection happens for both fresher and experience candidates. The highly talented fresh young graduates from the top universities are selected after the written aptitude test, group discussion and HR round. Experience candidates are hired after a series of process such as resume selection, initial technical round, high level technical round followed by managerial and HR round. Team members at Target India are able to get rewards through referral programs. 6.1.2 Training and Development: The Training and Development team co-ordinates and arranges various training programs. Technical trainings, Personality Development trainings, Induction training, Integrity trainings, Work place trainings, Leadership trainings are the major trainings provided by the training department. Internal training programs are the major trainings arranged where team members are encouraged to attend and learn new technologies and various leadership skills. Target India also partner with external training consultants for those trainings which are not available internally. Fresher recruited from universities are trained in technical and development trainings initially. Experienced candidates are also provided with trainings in the latest version of their technology to accomplish the work as per the time schedule. Target India follows the mentoring system. With help of the mentoring system, senior leaders are helping various team members by motivating, providing organizational updates, helping in career planning. Target India believes in job rotation for any interested team member. Any team member who is willing to transfer to a different pyramid, department or technology is motivated with various basic technical trainings and job handling trainings. Apart from class room trainings, Target India also offers online trainings for team members. The online trainings include integrity trainings to maintain confidentiality of information and have best ethics in work place. 6.1.3 Career Management: Target India is committed for team members personal and career development. This is carried out with mentoring, Individual Development Plan (IDP) creation where team member and the supervisor analyze the team members strengths and development opportunities to develop the career map. There is an opportunity for team members in Target India to move vertically and horizontally across Target Technology Services (TTS), Target Financial Services (TFS), Strategy, Target.com, Stores, Marketing, Human Resources, Property Development, Legal and Quality. This is generally known as talent pool scheme. 6.1.4 Flexible Work Timing: This is one of the strong HR policies which enable the team members to work on their convenient time shifts. This makes the Target India team members to have better co-ordination with their onsite counter parts. This saves a lot of time and effort which ultimately leads to better productivity. 6.1.5 Compensation and Benefits: Based upon the employees experience and technical/managerial skills, Target India offers compensation package as per or higher than the industrial standards. Compensation revision normally revised twice in a year. Target India provides the following benefits to all its team members, Health Benefits Target Indias health benefits supports wellness and healthy living for its team members with schemes such as Group Mediclaim, Parental Insurance, Personal Accident, Wellness Program, and Medical Insurance while Travelling. Retirement Target India team members are encouraged to save for retirement by making contribution to their Provident Fund (PF). Paid Time Off This consists of Privilege Leave, Casual Leave, Maternity Leave, Paternity Leave, National Holidays, and Bereavement Leave. This helps the team members to recharge and refresh themselves. Additional Benefits All eligible Target India team members are provided with additional benefits: Company Loans, Conveyance Program, Gratuity, Free Meals, Tuition Scholarship, Team Member Referral Bonus, Concierge Service, Training and Development. Other benefits such as professional counselling for team members and their family members, facility for new team members to settled down easily and quickly in new location and all relevant assistance for team members and their family members travelling on an assignment are also provided. 6.1.6 Performance Management: Performance Management is a crucial determinant of culture and what managers consider in their thinking about their team members. Measurement of performance is an indication of organizations business success. Target India defines the appraisal as a process which analysis a persons overall capabilities and potential. One of the important part of this process is assessment where team members past and current work behaviour and performance are collected and reviewed. With the help of performance appraisal, Target India is able to improve morale, motivate team members, reduce ambiguity about performance, clarify expectation, identifying training and development opportunities, manage careers, improve communication, setting goals and targets. Target India follows transparent process for evaluating team members performance and providing compensation packages. Being transparent, it is very clear to the team members as of what is required to reach next level. Target India offers high performers with performance certificates in the form of Great Team Card (GTC) and reward and vouchers. To motivate the team members, high performers are honoured in the Annual Leadership Meeting. 6.1.7 Work-Life Balance: Target India is conscious about Work-Life Balance. This has been supported in the form of work from home where team members are allowed to work from home due to emergency and any other personal commitment. Older team members who wish to remain in work are allowed to work fewer hours or different shift pattern. To maintain work-life balance various programs such as flexible work timings, Personal counselling for team members and their family members are initiated. This form of work-life balances gives satisfaction to the team members in the form of handling work and also caring children and elderly parents. 6.1.8 Community Work by Employees: Target India believes in serving the community. Target India and its team members play a vital role in taking part in community work to serve the society. Many team members play leadership role in community work. As a corporate citizens responsibility, team members are allowed to organize various camps to rural areas to help in educating and bringing awareness about different social causes to rural population. This brings self satisfaction to the team members and also makes work place more enjoyable. 6.1.9 Women Empowerment To increase the women workforce, Target India conducts recruitment programs especially for women. Target India women all hands meeting is conducted frequently to help and discuss the hurdles faced by the working women. These meetings not only give women spirit but also help them to develop career growth and leadership qualities. 6.1.10 Employee Retention: Attrition rate is a major concern for newly started MNC subsidiaries in developing country like India. When other similar organizations have the attrition rate in double digit, Target India managed the employee retention rate in single digits with help of their sound career growth plans, high rewards and appreciation apart from their fulfilling compensation and benefits. Target India provides the following benefits to retain the team members, Good work atmosphere Meals and transportation facilities Giving more career plans Employee oriented policies 6.1.11 Open Door Policy: No organization can improve without constant feedbacks, ideas, suggestions in a diverse work environment. Target India aligns with its headquarters belief of having Open Door Policy. To improve workforce diversity, team members suggestions, feedbacks and ideas become a crucial factor. This vision is attained through Open Door Policy where team members can reach to any leader irrespective of their caste, religion, sex, culture, age at any time with their thoughts. Although this is the easiest way to reach to any leader, for those who feel uncomfortable speaking to the leaders directly there is also a separate HR team named as Employee Relations team. Team members can post their issues, solutions and ideas to the Employee Relations team or call the Integrity Hotline numbers being anonymous. Every concern of the team members are reviewed by the Employee Relations team and sent to the appropriate leader. 6.1.12 Great Team Recognition: Target India follows a unique culture of appreciating great work. Although recognition is done annually through performance appraisals, best performer awards and certificates, many great works go unnoticed in the annual meetings. To avoid that, Target India encourages sending Great Team Card to any individual contribution or to the team at any moment. This makes the team members feel that they are noticed in diverse work culture. 7. Conclusion: Due to globalization, organizations are operating in multicultural context. A key debate is to what extent their diversity programmes should be standardised across subsidiaries. As there is no best approach to manage diversity workforce, since it varies from organization to organization, country to country. From last many quarters, Target India is growing steadily because of its strong strategic HR policies and in particular with workforce diversity. The process of acquiring, retaining and bringing success with diverse population in a growing organization like Target India is not an easy task. The determination from top management, HR and operations team across Target India and Target Corporation, helped Target India to achieve the success of implementing strategic HR policies in a multicultural and diverse workforce.