Kant s Notion Of Good - 991 Words

Kant’s notion of good; For Kant, he starts out by saying, â€Å"Nothing in the world—or out of it!—can possibly be conceived that could be called ‘good’ without qualification except a GOOD WILL† (Kant, 2008). Kant further explains this statement through the first and second chapter. He initially says that many things can be considered good such as; judgments, resoluteness, and perseverance can be undoubtedly good but can become bad if the person’s character isn’t good or if their will in using them isn’t good. He further says that a will is not good because of what it leads to but because it’s good in itself. Kant introduces the word duty where he says one can only perform an action from duty if that action is what he directly wanted to do. He leads to the conclusion of the definition of duty after describing two cases where one might perform an action that could be mistaken as out of duty and they include actions done with some kind of benefit to the doer or where one does an action that in is in accord with duty but he doesn’t want to perform that action but another which requires him to perform that action. One formulation can come out of the two types of love Kant talks about, the pathological love that lies in the direction of the person’s feelings and practical love that lies in the will and principles of action. He makes a second proposition, â€Å"an action doesn’t get its moral value from the purpose through it but from the maxim that it involves†. Take an example of aShow MoreRelatedKant And Sir William David Ross Essay1011 Words   |  5 PagesImmanuel Kant and Sir William David Ross agreed and disagreed about different aspects of ethical practice. Both philosophers had influential views on ethics with strong opinions and interpretations of what moral philosophy is. Part of C.S. Lewis’ Book touches on the notions raised by the philosophers. Positions of Kant and Ross Immanuel Kant was a Rule Nonconsequentialist Theorist who established Duty Ethics. His theory stemmed from the idea of moral absolutism, a theory which believes moral truthsRead MoreKantian Ethics1459 Words   |  6 Pageson individuals that have a major impact on one`s life. The teachings usually start from a young age through parents, caregivers and educators in society. Due to their influence on young children`s lives it is their responsibility to make certain that young children will learn to make logical decisions that would contribute in a positive way in society. An ethical theory that would best describe people that influence young children would be Kantian`s ethics. His ethical theory elucidates that moralityRead MoreKant s Philosophy On Moral Education1554 Words   |  7 PagesPaper One: Kant on Moral Education Jennifer Penkov: 1345217 Phil 444, Dr Alan McLuckie Friday, February 12, 2016 Word Count: 1, 567 This paper will focus on Kant s account of a moral education as found in his Lectures on Pedagogy. It will begin by discussing why Kant believed that education, specifically moral education, is necessary for a human being to realize her Bestimmung (destiny), but not necessary for non-rational animals to reach their natural vocations. It will analyze the role a moralRead MoreThe Moral Value Of Ethics1261 Words   |  6 Pagesmorality of the action. The thesis I will prove is when deciding on the best course of action the principles of Deontology ethics and their emphasis on considerations of doing ones duty, offer effective framework for the moral value of actions. Immanuel Kant is an influential figure of Deontological Ethics. He proposed three laws called â€Å"The Categorical Imperative† to decide whether an action is ethical or not: 1. Act only according to that maxim by which you can at the same time will that it should becomeRead MoreKant s Categorical Imperative Essay1246 Words   |  5 Pagescontrast to the consequentialist focus of utilitarianism, Kant was more focused on intent and action itself. This leads into one of Kantian ethics main ideals; you mustn’t treat another human being as a means to an end. Kant’s Categorical Imperative (CI) is a deontological theory, which relied heavily on his belief that humans are all capable of reason in the same manner, on the same level (A Brief Summary of Kant s Categorical Imperative, 2012). Kant recognized 2 kinds of moral ‘imperatives’, a hypotheticalRead MoreKant s Critique Of Judgment1128 Words   |  5 PagesAn Excerpt from Kant s Critique of Judgment In the first part Analytic of the beautiful, Kant elucidates the judgment of taste. Kant examines the mechanics in distinguishing whether something is beautiful or not and arrives to the realization that beauty is purely intuitive. The judgment of beauty relies not on cognition and reason but on an entirely different aspect .Then, whether an object is beautiful or not depends on the sensation of pleasure or pain the subject undergoes through exposureRead MoreAnshelm ¬Ã‚ ¥s Proof of God ¬Ã‚ ¥s Existence1466 Words   |  6 Pagesfollowing I will commit myself to the above-mentioned question by firstly reconstructing Anselm ´s proof of God ´s existence and secondly considering his position in the light of the critique put forward by Gaunilo, Aquinas and Kant. St. Anselm (1033-1109) was an Italian philosopher and monk who later left his country to become Archbishop of Canterbury. As Anselm firmly believed in God, he wanted to prove God ´s existence through use of logic and reason and thus set out to demonstrate it in his most popularRead MoreThe Main Contributions Of Immanuel Kant1385 Words   |  6 Pages It is important to begin with the significant contributions of Immanuel Kant in the literary sense; it is widely agreed upon that he authored â€Å"one of the most important works of moral philosophy ever written†. As found in Justice with Michael Sandel, â€Å"Kant argues that morality is based neither on the principle of utility, nor on a law of nature, but on human reason. According to Kant, reason tells us what we ought to do, and when we obey our own reason, only then are we truly free†.1 To implyRead MoreDifferences Between Plato s And Kant1184 Words   |  5 Pagesacquires wisdom through the acknowledgement of inherent ignorance. Kant evaluates the causes of people remaining in willful ignorance and the methods by which they can lift themselves out of such a state into enlightenment. Before comparing these two philosophers, one must recognize that both have displayed differences in ethics, as some call one â€Å"Platonic† and the other â€Å"Kantian†. First, let us examine the ethics of Immanuel Kant. We must acknowledge the most prominent features in Kant’s ethicsRead MoreKant And David Hume Views On The Matter1457 Words   |  6 Pagesin choices that lead to an individual to both reason and feel some sort of emotion. Objectively speaking, there is a no fine line between reasoning and how one feels, however there seems to be a distinct difference between the philosophers Immanuel Kant and David Hume views on the matter. Both are life changing philosophers with very opposing views. One sees the feelings in human nature while the other seems to see nothing but rationality. One can argue both are used but according to these two there

Analysis Of The Tucson Jewish Community Center - 916 Words

Industry Overview have better intro sentence The Tucson Jewish Community Center (JCC) is a hub for both Jewish and non-Jewish members of the Tucson community to interact through a number of different activities such as sports, art classes, and summer camps. The primary industry for the JCC is the Civic and Youth Organizations industry which has a NAICS code of 81341. Currently, the industry is in the decline stage of its life cycle with an expected annual decline of 1%. The JCC faces macro-competition through the AAU Junior Olympics and International Youth Olympics, and faces micro competition through the Tucson Soccer Shootout and NYS Tucson (For more details see Appendix A and B). The JCC faces macro-competition through the AAU Junior†¦show more content†¦14 sports, cultural and social events, and a service day create the diversity offered by the Games (â€Å"Maccabi USA†, 2017). The overall community comes from meeting other Jewish teens from across the country. Weaknesses: The main weakness of the games is the Jewish requirement of most stakeholders. 3% of the US population is Jewish meaning that most athletes and host families are not eligible to participate (â€Å"Vital Statistics,† 2016). Opportunities: The largest opportunities are creating ongoing revenue streams, energizing Tucson JCC staff, and creating a sense of community (T. Rockoff, Personal Communication, October 10, 2017). Ongoing revenue streams will come from the significant economic impact on Tucson whereas energizing staff and creating a sense of community will derive from the morale boost of successfully hosting the Games. Threats: Threats facing the Games are potential volunteers and host families traveling during the summer and the unpredictable summer weather of Tucson. The two stakeholders are necessary to host the Games successfully and the dangerous weather could lead to delays and injuries. Trends: The most important trend is the 1% decline in the Civic, Social, and Youth Organizations industry (Longo, 2017). This is due to the preference of young teens to watch TV and use social media, thus making the narrow target market even smaller as the industry declines. See appendix C for more detail. Target Market The primary target market isShow MoreRelatedJcc Maccabi Games Swot Analysis1425 Words   |  6 Pages Company and Industry Overview Industry Overview The Tucson Jewish Community Center is included in the Civic, Social, and Youth Organizations industry and has a NAICS code of 81341. This industry is in the decline stage of its life cycle. Membership rates have stagnated recently as people turn to social media for community inclusion (ibisworld.com). The revenue growth for 2016 was -5.4%, and the number of enterprises in this industry is expected to decline 1% annually(ibisworldRead MoreCalculus Oaper13589 Words   |  55 Pagesappalling evidence for the existence, on a very large scale, of international female slavery, the institution once known as white slavery but that in fact has involved, and at this very moment involves, women of every race and class. In the theoretical analysis derived from her research, Barry makes the connection between all enforced conditions under which women live subject to men prostitution, marital rape, father-daughter and brother-sister incest, wife-beating, pornography, bride-price, the sellingRead MoreFraud Triangle15238 Words   |  61 Pageswalking into freeway traffic last week had been under investigation by the state medical board for allegedly faking diagnoses of skin cancer to collect higher fees. Dr. Orville Stone, who once headed the dermatology department at UC Irvine Medical Center, was accused by five former employees of using cancerous patients’ skin tissue to fake diag- 34 Chapter 2 Cch2.qxd 1/31/03 2:33 PM Page 34
  
 noses for hundreds of other patients. . . . Last Friday, the day after the board Read MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesBrier, and Roy Rosenzweig Also in this series: Paula Hamilton and Linda Shopes, eds., Oral History and Public Memories Tiffany Ruby Patterson, Zora Neale Hurston and a History of Southern Life Lisa M. Fine, The Story of Reo Joe: Work, Kin, and Community in Autotown, U.S.A. Van Gosse and Richard Moser, eds., The World the Sixties Made: Politics and Culture in Recent America Joanne Meyerowitz, ed., History and September 11th John McMillian and Paul Buhle, eds., The New Left Revisited David MRead MoreCoco Cola18335 Words   |  74 Pagesproblems with Coke s distribution and bottling network, because specific franchise districts are guaranteed an exclusive market area for Coke products. Mexican-made Coca-Cola may often be found for sale in stores catering to the Hispanic immigrant community.  Kosher  for  Passover  Coke is also made with cane sugar, rather than corn syrup, due to the special dietary restrictions for observant Jews. Some  Orthodox Jews  do not consume corn during the holiday. Bottled with yellow caps, this variant can be found

Qualities of Hr Manager Free Essays

CASE STUDY Ans 1. -Education, job skills, experience and other competencies required for future human resource manager. * Credits in HR management. We will write a custom essay sample on Qualities of Hr Manager or any similar topic only for you Order Now * HR and Sales experience. * To work as team leader. * Volunteer. * Result Oriented. * Good communication Skills. * Interpersonal Skills. * Competent. * Energetic. * Ability to work and deal with aggressive or strict boss. Ans 2. -All of the 4 candidates had strengths that others did not have . They all have good education, work experience but Michael Anderson has experience of 7 years and is â€Å"jack of all trades. Arthur has the best interpersonal skills and good knowledge of sales industry and can devote extra time to its position . Jane Reynolds is very competent, and is considered as the real mover and career oriented lady. Steven Robinson was the youngest among all the applicants and was full of energy and enthusiasm. Along with this, he was the only one with CHRP certificate and had good knowledge of IT and internet. Ans 3- I am partly satisfied with the selection process employed by the firm as it is a tough decision to approve any of the candidates because each have stre ngths that other don’t have. But making personal opinions for selection process, like Clark had a doubt about the wisdom of hiring a woman for the position or selecting Steven as he was an African-Canadian to improve company’s image of being insensitive to multicultural mosaic may result in biased selection decision. So if I would be the in charge of the selection process, I would have focussed more on the competent, career oriented behaviour of the candidates, rather than looking for all the aspects, the selection process should be more focused on the target of the firm or the expectations from the position. Ans 4-Among the candidates I believe Jane Reynolds would be most suitable for the position. As the firm management expect, the new person who is hired should be a mover and shaker, so Jane had been considered as a real â€Å"mover. † Along with this she also meets the qualification and experience requirement of the position. She don’t have a very high experience and is junior for the position but she can meet the challenges of her position, as she is a career minded lady and the position is waiting for energetic and result oriented person. How to cite Qualities of Hr Manager, Essay examples

Organizational Structure of DNT-Free-Samples-myassignmenthelp.Com

Questions: 1.Demonstrate an understanding of the Organizational Structure and Behavior? 2.Critically analyses and evaluate the HR practice in Contemporary work situations. Answers: Introduction In this paper there is a fictional organization named as the DNT organization. Given the current downturn in the DNT, it is not shocking that there has been a much verbal confrontation about the basic part which key partners, for example, colleges also; businesses can play in tackling the testing issue of graduate work. The motivation behind this is to examine graduate enlistment and advancement against the scenery of a weaker financial condition. All the more particularly trying to investigate the issues confronted by managers inside a few key segments regarding drawing in, what's more, creating graduates with significant aptitudes and abilities. Exploration expands upon prior work done by the present creators, which explored the procedures bosses use to pull in and hold graduates. It ought to be noticed that the past investigation specified was led during a period of relative monetary flourishing. The Organizational structure According to Marching ton and Kynighou (2012), the organizational structure shows how the activities are working towards the achievement of organizational goals and aims. These activities involve allocation, coordination, and supervision etc. Organizational structure identifies the hierarchy of the authorities within the organization. It also segregates the job their functions and the reporting relationships. Reporting relationship includes, where one have to report. This will enable individuals to work as a team or in a group, in order to accomplish all the predetermined goals (Marching ton and Kynighou, 2012). This definition is having is negatives or drawbacks as well, it does not show how and in which sequences authority has been divided or delegated. In short, the clear definition of the work is not discussed in this definition. These following concepts are relevant and sufficient, in the case study these factors affected the organization DNT and implemented over there. Factors affecting the organizational structure According to Glover and Butler (2012), organizational structure is affected by many factors which influence the performance of the organization. Although many factors are there which influences the organizational structure but five main are as follows: Levels - levels of business is also an important factor in the decision of organizational structure. This will depend on the authorities available in the organization. In the DNT industries, their different levels, top, the middle and the lower level and the functional organizational structure is followed. Centralization and decentralization- this is also an important a factor of the organization having the centralized authority or decentralize authority will decide the type of organizational structure. The span of control- in DNT industries the whole span of control is divided in the different function and their functional heads are having the span of control. Division of labor- on which basis labor has been divided will also be a factor in order to decide the type of organizational structure should be followed. In the DNT industries division of labor is done on the basis of the specialized areas like HR, operations, and accounting etc. Type and analysis of organizational structure at DNT industries According to Tikkamki and Hilden (2014), although there are three types of organizational structure which are discussed as follows. In the DNT industry functional structure is followed by the organization. The Functional organizational structure According to Kaliannan and Adjovu (2015), functional organizational segregates the business into many small parts according to specialization like human resources, marketing, accounting, financial. The functional organizational structure is being followed by DNT industries and in this structure. At DNT industries, there are different departments and the authorities according to the specialization. Authority flow to the downward direction, senior to subordinate in DNT industries. At DNT industries, the headed authority is managing director and followed by DPOD and HR. Analysis of the functional organizational structure at DNT Strengths- functional organizational structure is having many benefits, which may lead to the success of the organization these benefits are as follows. Specialization- According to Islam (2012), the functional structure as earlier discussed divides the organization into specialized parts, so it will create a specialization in the organization. Specialization will be beneficial for the organization. When a company is of the functional organizational structure, a group of people having similar skills and the knowledge has been created. Reduces costs- as specialization is there, there are fewer chances of wastage of resources. As everyone is having specialization in their area, it will be helpful for the saving the costs by reducing the wastage and fuller utilization of resources. Productivity- specialization of work will tend to improve in productivity of resources. The expertise of work will enhance the efficiency of the work because expert reduces the chances of mistakes in their work. Time-saving- as workers are having the knowledge regarding their performed work and tasks; it will lead to the time-saving process in the organization. Weaknesses- functional organizational structure is having its weak side as well. These weaknesses are as follows: Management issues- There is a rigid communication network in functional organizational structures. This is all because of the high degree formalization, formalities and standardized ways of operation. Formalization makes the process slower. Coordination- even in functional structure, all the functions performs with the greater efficiency but at some point, their coordination also gets compromised. When the coordination is not there among the groups then it will be difficult for them to work with each other. The occurrence of these miscommunications and the obstacles may cause reduced commitment, delays, wasted time and competing interests in the organization. Matrix organizational structure In this organizational structure, reporting relationships are setup in a sort of grid instead of the traditional method, in this structure, there is more than one authority that one has to report. The matrix form of relationship is there in this organizational structure. Divisional organizational structure- This will group the organization into the small division. In this structure, groups are clustered according to some similarities of products, geographical area and group or clients etc. Organizational Behavior Organizational behavior is basically a study, in which the behavior of group and individuals within the organization is being observed. This is eventually the study which predicts or observes how an individual behaves and performs in groups. It is a scientific approach and simultaneously applied to the management. Theoretical concepts of organizational behavior According to Tikkamki and Hilden (2014), organizational behavior basically depends upon the behavior of individuals; personality differentiates individuals with each other. Differentiation of personality is done on two basic approaches, which are as following: NOMOTHETIC- This approach is specific and the measurable, which basically looks at the identification of characteristics, personality, and traits. These characteristics can be described and measured therefore it can be subjected to tests and observations. This approach is having its two sub parts: The Big Five (Ocean) - the word OCEAN is defined by the word cluster or the trait cluster. This trait cluster captures the main personality traits Openness- Openness basically indicates the intellectual curiosity, the innovation which a variety of person has. It can also be defined as a person is independent and have varieties of work over a fixed routine. As in DNT new Ella was offering something innovative and new to the organization. Conscientiousness- this is the trait in which in this individual depends upon their own and shows their self- discipline as in DNT industries Ahmed was showing. Extroversion- this trait includes energy, assertiveness, positive emotions, sociability and the talkativeness, as the Cries have in the DNT industries. Agreeableness- this is having the traits of being friendly, challenging and the detached individual as Ella in DNT industries. Neuroticism- an individual who is sensitive, confident and nervous as well comes under this situation. Hans Essence- in this approach, there are two dimensions which ultimately defines four personalities. Which are as follows: stable extroverts, stable introverts and unstable extroverts, unstable introverts. Idiographic approach- is having a perspective which is holistic and dynamic and insists that managers understand the whole understanding of the work of the individual. Myers-Briggs this includes feel sensing, thinking, feeling and intuition, judging, perceiving and extrovert etc. The importance of CSR in the organization - CSR plays a vital role in the continuous and smooth functioning of every organization. This includes ethical responsibility and customer Relationship. CSR is having the following benefits: Motivated Employees- According to Lewis and Ibarras (2013), the most valued asset of any organization is employees of that organization. Treating employees and workers with respect and offering fair and good working conditions motivate the employees by CSR. It also establishes fair hiring practices in the workplace. This improves and enhances the morale at the workplaces and encourages teams to work in a coordinated manner. In DNT industry employees are also getting motivation from the nature and behavior of ELLA. Profitability and Value- According to Marchington (2016), a CSR methodology improves association efficiency and regard. The innovation of imperativeness efficiencies and waste reusing cuts operational costs and focal points nature. CSR in like manner assembles association obligation and its straightforwardness with hypothesis agents and the media, speculators and neighborhood gatherings. This, along these lines, overhauls its reputation among money related authorities, for instance, shared resources that arrange CSR into their stock decision. The result is an optimistic circle where the association's stock regard additions and its passageway to the hypothesis capital are encouraged Showing a True Commitment - According to Callahan and Connor (2015), the best corporate social commitment programs organize these two sorts of CSR together to exhibit a bona fide duty with respect to reason. For example, an association that usages doable materials in their things give fiscal resources for biological causes, and empowers agents to take paid time off for volunteering at normal philanthropies would be showing a certified duty with respect to the condition that goes past any single CSR movement. Social Media Visibility- According to Martens and Wilson (2012), there are many reasons and one of them is that associations should have the perceptible CSR campaign is a direct result of the criticalness and normality of web based systems administration. Organizations that need to secure their picture appreciate that online long range informal communication is an important bit of open acknowledgment. Right, when an association hones social obligation through raising help or setting up labor giving ventures, using web based systems administration to lift these exercises makes a constructive stamping condition and it is an exceptional way to deal with attracting with your get-together of individuals on a more significant level that goes past your things or organizations. Contemporary HR. practices Contemporary Hr. practices are used in order to manage and sustain the employees in the organization. Employee management is necessary in every organization, this management of employees are personnel is continued from earlier times. This management help in order to maintain the important assets of the business. The Relationship of HRM to the traditional practice of industrial relations and personnel management According to Dunn (2015), the world is changing altogether and is by and by adding up to change. The incomprehensible things of yesterdays have ended up being possible today and the unimaginable things of today will wind up evidently possible tomorrow that is the reason it is said that change is the principle unending piece of nature to (Dunn, 2015). Traditionally old strategies have been used in order to recruit employees and to retain them in the organization. In contemporary time the personnel management term is used for the hr practices with some new and updated amendments. Hr practices are used in order to develop the skills of individuals and to motivate them. The possibility of autonomous nations is losing noteworthiness and the possibility of 'overall town' is creating. The organization of affiliations will without a doubt adjust up to the radical change by developing new strategies and practices in overall perspective after meticulously separating the honest to goodness trou bles being gone up against by the master overseers. Because of the predictable developing money related, imaginative and political conditions and flow chiefs as behavioral/operational scientists in the affiliation go over the going with challenges: Trial of globalization, Trial of information age, Acid test change, Trial of administering the workforce grouped assortment, Reinforcing of workers, Progression of persevering states of mind and culture, Corporate redoing. According to Park and Shaw (2013), any affiliation limits with a steady participation of three vital components of money, machines and close by a couple of other bury related and dependent factors that are influential. Human resource management is basically the extended version of personnel management. As traditionally the personnel management was working in the direction of managing people in the organization, HRM extension includes the development, maintaining strength and managing people in the organization. The mana ger is the individual who altogether considers the effects of an action general or generous bit of the whole system before making the move, i.e. considers the situation behind the scene before making any move ( Park and Shaw, 2013). Effects may make sure or negative, so a cash sparing preferred standpoint examination is made before a move is used and moreover an appraisal that how far a particular masterminding has been feasible is considered. Thusly, it creates as a whole course of action of working. As the organization of the money with most extraordinary versatility and quality is basic in the working and improvement of any relationship close by the best help and operation of machines, it is fundamentally more basic to deal with the tolerable assortment and dynamism of the man at fill in as they are the benefits for any relationship to bloom, fabricate and impact. In addition, completed the years as far back as the unmistakable evidence of the striking piece of 'man as a benefit' of relationship, in organization there have been a couple of practices that were used, passed on and changed under the terms via work constraint organization, mechanical relations, and the latest being utilized is human resource headway and extensively more exhaustive angle goes under the title of human resource organization. Workforce MANAGEMENT (PM) is more so a customary kind of organization, where the boss was the person who dealt with, assigned and parcelled the work. An organization associated the norms for finishing things all around paying little personality to the kind of affiliation and condition included. PM has an obliged expansion and changed the presentation. The models, laws, and techniques of working were sketched out by the organization, the wellspring pioneer of the association and the errand of the Personnel chiefs joins the activity of obtaining new agents and to keep up staff records, and to administer the work as a crucial device whose lead could be controlled for the upside of the affiliation and supplanted when depleted. PM practice was to make sure a monotonous checking by the boss, of the work done by the delegates in light of an honest to goodness worry for the relationship with an exchange, the division of work, roundabout and plunging correspondence and working under clear standards norms and conventions of the affiliation. Regardless, later asks about the show that there may be a couple of events where certain guidelines are used as a piece of all conditions by and large novel treatment is required in different cases in the wake of analyzing the diverse situational factors intentionally as the behavioral conditions are alt ogether more befuddled nowadays. Additionally, this was the methods by which HRM, Human Resource Management showed up. Taught individuals perceived that the man at work is the advantage of any affiliation and is dynamic in the way of considering and furthermore working, in this way his individual identity should be held. Besides, this passed on a conclusion to the PM approach that had a comprehensive perspective in overseeing labors.This approach can be adequately appreciated by differentiating it and the traditional organization approach where boss achieved something and a short time later finished it through people according to his orders and under his strict control and supervision without taking experts into conviction just to satisfy his driving forces. According to Jensen and Meckling (1992), the human resource organization approach, of course, is developmental and facilitative. It empowers people to create and support them in making restriction, obligations and diverse limits in them to make a climate where all can add to the relationship to the uttermost ranges of their upgraded limits. It will achieve specialist ampleness. People will get work satisfaction by making all the more full use of their abilities and this is decidedly required for the quick and convincing achievement of various leveled objective. In like boss part under HRM approach changes. He doesn't control the agents to finish the work rather support them to create to their full limits. In this way, the front line boss is required to give a conventional definitive climate wherein people can create and be beneficial. HR practice in contemporary work situations According to Park and Shaw (2013), new challenges come up with the new or contemporary business environment, these challenges affect many important parts or segments of management. These important parts include Human resources management. These issues are concerned about the legislation, diverse work forces, and technology etc. Managers who are facing this kind of challenges and practices use their expertise and the skills in order to avert these issues and challenges (Park and Shaw, 2013). According to Glover Butler (2012), the Hr practices in the contemporary situation may cause to the employee motivation and the development of employees, training, and development, rewarding of the employee. HR practices cause to the increase and improvement in the employee performance and the increased productivity. These definitions of the relationships between Hr. practices in contemporary situations are having both negative and the positive perspective. Both the authors have defined their own perspective towards Hr. practices but both define the same thing in different ways with some expansion. These are the following issues and challenges faced by the Hr. practices in the contemporary work situation, Multi-Generational challenges in the workplace, legislation affecting the workplace, technological advances at workplace etc Structured organization and business - According to Ramo and Prochaska (2012), case change (HR influence opportunity 39%). From Berlin: Building a business case requires a sensible cognizance of the business or associations that HR serves, and also the working relationship with all business pioneers. HR can achieve both by incorporating business pioneers in the organizing strategies and organization (Ramo and Prochaska, 2012). This commitment in like manner ensures the business course of action and, in light of that game plan, the business buys in and reinforce." Creating pushed workforce masterminding capacities (HR influence opportunity 28%). From Bersin: "High-influence HR affiliations combine progressed gauging and workforce examination concerning their techniques. This engages them to decode broad capacity, business data, and external workforce area data into workable encounters that they can use and offer with business pioneers." Executing the "right" HR strategies for knowledge (HR influence opportunity 27%). From Bersin: "High-influence HR affiliations tend to submit themselves to making working environments that enable delegates to prosper both as individuals and as supporters of business accomplishment. According to Chambers and Trippel (2012), they attempt to make positive laborer circumstances and unmistakably pass on these yearnings in the HR rationale and mission. The best techniques for knowledge focus on empowering improvement and joint exertion, or making the best workplace, while the smallest reasonable rationalities focus scarcely on capability or cost-cutting attempts." Decreasing administrative work for HR business associates (HR influence opportunity 25%). From Bersin: "Various HR limits have a section that is a contact between the HR limit and business pioneers. The specifics of this part move for the most part. High-influence HR affiliations use it to provoke senior business pioneers, focusing on decision help, workforce masterminding, activity change and authority teaching. By selecting the right individual, HR can improve its trustworthiness over the wander, upgrade working relationship with business pioneers, create regular cognizance and get the effect. Exactly when this part is executed insufficiently, with more focus on administrative commitments and taking solicitations, our examination found that it can truly diminish an HR's ability to work feasible and capable. Conclusion From this study, it has been concluded that in order to decide the organizational structure many factors are considered. Organizational structure decides the flow of communication in the organization. The organization structure is a part of organizational behavior. Organizational behavior predicts the behavior of humans in groups, how they behave in groups. This organizational behavior has its own theories. In DNT functional organizational structure is being followed. This structure is having its weaknesses and the strengths both the perspective. In this structure there is the downward flow of communication is used, authority is delegated to subordinates from the superior. In DNT organizational while working in groups the personalities of individuals and their traits have been collected from the study. Ella is having the extrovert Nature and Ahmed is of introvert nature and many other traits of them have been noted in this study. In DNT organization, CSR is playing an important role in order to motivate people, increase productivity and to increase customer satisfaction etc. in order to change the business environment, one has to deal with the challenges and issues and some actions should be taken in order to overcome these consequences. These consequences are the reward of taking the risk to change. Recommendations It has been seen from the present examination that HR rephrases are given due thought the entire unit under study as their mean scores were seen to be better than expected. This is a solid sign. Of the common HR Practices which got a great reaction from the respondents were HR Planning, Recruitment, and Selection, Enlistment, Training and Development, Fringe Benefits, Welfare Activities according to Statutory Requirements, Suggestion Schemes, SHE (Safety, Health, and Environment) strategy and Promotions and Transfers. In the event that these practices proceed and upgraded keeping in pace with the changing worldwide human resources condition, some better Conclusions and Recommendations results could be unmistakably found in this industry. In any case, there have been some basic territories of perception, which are a piece of HR Practices and are essential from the HRM point of view. These ranges are Career Planning, Reward, and Acknowledgment, and Welfare Activities past Statutory Req uirements, Performance Examination, and Exit Policy. References Baugh, J.A., 2017. To Recruitment. The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, p.12. Callahan, J.L., and Connor, G., 2015. 21. The competing interests of paradigm and praxis in critical HRD research: incorporating quantitative methods to enact critical practice. Handbook of research methods in human resource development, p.311. Ceylan, C., 2013. 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