Law statement of purpose Essay Example | Topics and Well Written Essays - 250 words

Law statement of purpose - Essay Example eveloped an interest in law during my elementary school years, following an interesting legal argument at the United States Supreme Court, I aligned my interest to studying law and was already biased to law related subjects during my high school. This further influenced my decision to study Islamic law at the undergraduate level. Studying law at the graduate level will also offer me an opportunity to work with my former University. In addition, my interest in human rights has motivated my intention to study law at the graduate level for a better understanding of laws on the rights and possible gaps that exists in the laws for improvements. My experience in law includes internships with law firms and volunteer work with human rights based nongovernmental organizations. Upon completing the graduate program, I will establish myself in the legal profession and use my professional and social position to inform legal policies and to advocate for greater recognition of human rights, especially rights of marginalized populations. Besides my intrinsic motivation into the graduate program and my academic background in law, I have availed resources and planned my schedule to ensure successful completion of the program. I look forward to your

Case Study on Cafe Espresso Example | Topics and Well Written Essays - 2500 words

On Cafe Espresso - Case Study Example Thus, from being the number one in the market, Caf Espresso has slipped to the number three position. Internally, the company suffers high staff turnover and low employee morale thus, hampering the ability of the workforce to convey excellent customer service. In this situation, two personalities have been instrumental in regaining the leadership which had been enjoyed by the specialty coffee retailer-the charismatic Chief Executive Officer Ben Thomson and the new global HR director Kam Patel. In solving the problem that the company faces, Ben Thomson has drawn the company's intended direction while Kam Patel aligned its workforce with the identified goals and objectives. This example illustrates how strategic human resource management works in a business organisation. The Chartered Institute of Personnel and Development (2007) defines strategic human resource management as a "general approach to the strategic management of human resources in accordance to the intentions of the organisation on the future direction it wants to take" adding that "it is concerned with longer-term people issues and macro-concerns about structure, quality, culture, values, commitment, and matching resources to future need." What becomes apparent in these definitions is the function of the human resource department to align the company's workforce for the attainment of its goals. Human resource alignment calls for the integration of people with the results the company is trying to obtain (CIPD 2007). Doing this provides various benefits for a business organisation. In the case of Caf Espresso, this is manifested by the competitive advantage that it enjoys from the alignment.The importance of human resource in a business organization is emphasized by strategic human reso urce management. John Purcell who is known to have pioneered in this field, highlighted the importance of employees in his research which emphasized the huge role played by the company's workforce as "strategic partners." This research strongly supports the highly economist viewpoint of Grant (2002: 219) of "aligning employees with organizational goals." Schuler and Jackson (1987) gave a more precise description on how management should "align" their workforce to support the company crafted strategy. Their conclusion was: If management chooses a competitive strategy of differentiation through product innovation, this would call for high levels of creative, risk-orientated and cooperative behaviour. The company's HR practices would therefore need to emphasise "selecting highly skilled individuals, giving employees more discretion, using minimal controls, making greater investment in human resources, providing more resources for experimentation, allowing and even rewarding failure and appraising performance for its long run implications" - on the other hand if management wants to pursue cost leadership (the model) suggests designing jobs which are fairly repetitive, training workers as little as is practical, cutting staff numbers to the minimum and rewarding high output and predictable behaviour.