Lease hold Essay Example | Topics and Well Written Essays - 1500 words

Lease hold - Essay Example Laws usually govern granting a lease and certain order is followed when creating them (Great Britain parliament, 2000). Different leases require different sorts of agreements. A lease has specific elements that must be put in place for it to be valid. It also has specific requirements for creation of a valid lease. The elements of a lease A lease has specific elements that weigh heavily on the contracts overall acceptability. These elements must be considered during creation of an agreement between the property owner and the tenant as stipulated by the law. Exclusive possession This is a very essential part of a lease .It forms the backbone of a lease and therefore without it, there can be no lease. Exclusive possession is that right of the leaseholder to utilize the property with exclusion of all the other individuals including the property owner (John, 2000). The occupier must have a right to exclusive possession to use the premises leased, though this should not be a conclusive pr oof that the leaseholder has a lease. If denied exclusive possession then the leaseholder is right to use the premises, do not amount to a lease. Exclusive possession gives the tenant the right to exclude everyone else including the property owner from the premises except on an agreed case. ... Certain/specific term/period The start of a period in a lease must be clear. It should be me4ntioned in an agreement if not it will be deemed to commence immediately. In cases where an individual has an agreement for a future lease, then it is void unless clear at what date it is to start from an express term in the contract or by inference. A periodic tenancy stating that the property owner would not give notice to quit until when ready to redevelop the land is stipulated. Through this, the tenant has a sense of security and the property owner has ability to regain possession of the premises when needed. It is acceptable for a period of tenancy to restrict the property owners right to give notice unless for a specified purpose during a stated period. The maximum duration of a lessee must be certain. The law of property act provides that, a lease stated to take effect more than two years from date of agreement is void and any contract purporting to create such a term is void. It is n ot enough to specify a period. A beginning date and exact ending date must be stated. The time to vacate should also be clearly stated. Term less than that of a grantor An owner in fee simple can grant a lease of his premises for any term since the fee simple is effectively perpetual. A fee simple owner has the right to grant a lease to a tenant for many years like up to 9,000 years. There can be more than one term of years in one fee simple estate in a single piece of land. A tenant can grant a lease of the premises called a sublease to a subtenant .This can only happen if the sublease will last for a shorter period than the original lease from the property owner. The subtenant can also grant a further lease of the same premises

Analysis of Ethical Decision Making Literature review - 102

Analysis of Ethical Decision Making - Literature review Example Nevertheless, the ethical roles of managers are that their decision-making processes be aimed at maximizing the wealth of the shareholders and the business in general. As such, the utilization of the ethics principal in decision-making processes ensure that the laws are strictly observed and that individuals have no chance to manipulate them through dubious activities such as corruption, fraud among others.   Most businesses across the world have emphasized on ethical leadership which articulates that there must be a combination of personal morality and professional morality in order to generate an ethical decision-making process. In terms of personal morality, there must be a combination of characters such as honesty, trustworthiness, integrity among others. Similarly, the professional aspect should entail forthrightness in relation to the business and society at large. Additionally, morality involves behaviors such as doing the right things, being concern about the welfare of other people, and being open with issues. Consequently, managers are expected to practice various approaches that are related to ethical decision making such as egoism approach, deontology approach and utilitarianism approach which ought to serve as guidance in their profession.  Ã‚   An egoism approach in ethical decision making revolves around the actions of an individual pertaining to making a particular decision. It argues that any good action is best approved by an individual.  Ã‚  

Holiday Sales May Be Frightful Essay Example for Free

Holiday Sales May Be Frightful Essay The article â€Å"Holiday Sales May Be Frightful, But Discounts Will Be Delightful† discusses tough holiday season for retailers because Christmas sales are expected to increased up to 4%. Nevertheless, the season is claimed to be soft and sluggish. This season is, actually, slower compared with sales of the previous year. The decrease in sales is explained by macroeconomic problems as, for example, house slump and credit crunches which negatively affect customers. The author cites Niemira who argues that â€Å"a huge worry facing the holiday season is that the home-price decline and housing wealth decline will cut into consumer spending broadly†. I think the article is informative and provides up-to-date information as practically all people are interested in making purchases. It is known that one of the most popular leisure activities in American consumer is shopping. People are ready to spend money on things they are willing to possess, but housing problems make it less affordable for many citizens. All aspects of consumerism are paid thorough attention by marketing workers and economic analysts. I think the author is very logical and unbiased as the author firstly defines the problem and then explains what reasons have led to it. Credit crunch and housing problem, in my opinion, are two the most serious problems. For example, the author says: â€Å"the credit crunch makes it harder for all households, especially low-income families, to refinance and get other credit†. Apparently, the poor have been disproportionately hurt by high fuel prices. I think that the author does sense in his argument and suggestions. Moreover, all his ideas are properly supported by evidence and explanations of analysis and economists.

Recruitment and Selection Essay

Recruitment and Selection Essay Recruitment and Selection is not only a basic but as well a crucial activity of Human Resource Management and it also is the main approach to recommend talents into companies and organizations. Under the context of increased global competition, high- level individuals are the crucial factor for the survival and development of enterprises and organizations. So as an eligible manager, how to decide on which approach towards recruitment and selection is most appropriate for their organization gets important increasingly. This assignment will argue about the necessary principles which recruitment and selection process should have and what key points should be focused on by HR managers. Furthermore, several suggestions and measures could be provided to the HR manager in order to decide on which approach is most appropriate for their organizations. Context of recruitment and selection Recruitment and selection process is concerned with identifying, attracting and choosing suitable person to meet organisations human resource requirements. (Anderson, 2001), it also can be explained like Watson said: Recruitment and selection are conceived as the processes by which organizations solicit, contract and interest potential appointees, and then establish whether it would be appropriate to appoint any of them (Watson, 1994) From those explanations, it is not difficult to conclude that hiring the right person in the right place at the right time is crucial to organizational performance. In other words, fit is the basic factor the HR manager should be concerned. Fit got more mature from traditional psychometric view to social exchange model. In traditional psychometric view of recruitment and selection, fit is assumed between personal characteristics of the individual and the technical demands of the particular job (Stephen Bach, 2005). But in the social exchange model, fit relates to the matching of expectations and needs of the individual with the values, climate and goals of the organization (Stephen Bach, 2005). Recruitment and selection are the two different stages in HR management theoretically. Recruitment searching for and obtaining potential job candidates in sufficient numbers and quality so that the organization can select the most appropriate people to fill its job needs (Dowling and Schuler, 1990). And selection is the next stage in employment cycle. It is the process to predict which candidates is qualifiedand good to the development of to the organization. So after understanding the context and identifications of recruitment and selection, to make sense about the processes of recruitment and selection is the first stage for the HR managers decision-making. The Process of Recruitment and Selection Recruitment Process In the recruitment process, job analysis is the first stage within the organizations. It is very important to gather data about the whole situation of organization positions nature and structure. The principle to check whether the structure is eligibility is the fit. Is the job fit this person or is that person fit the organization? How about the employee performance and records? The answers of those questions should be found out within the job analysis. This period involved data collection and materials retrial, such as employee performance appraisal and records, and so on. Job holders records is a vital factor should be concerned as well. Job holder could use interviews, structures questionnaires, diaries to record their activities and get information in order to gain validity job analysis. Considering the reports form colleagues is another approach within the job analysis. So those three aspects underlay job analysis in the first stage of recruitment in organizations. Next stage is job description, person specification. Firstly, the function of job description gives the applicants or recruitment agencies an orientation about the organizations needs. Once the applicants and recruitment agencies knew the orientation, the staff will design the employment contracts and begin to prepare the selection techniques to ensure next stages normal operation. And the other benefit of job description for the recruitment process is to provide the applicants a fairly condition without the recruiters subjective bias. The person specification is a vital criterion should be concerned within the process of selection. Specification includes several details following Rodgers seven-point plan: physical make up, attainments, general intelligence, special aptitudes, interests, disposition and circumstances. Those seven point is always be used in modern selection process, but the weakness is over rigidity, so increasingly organizations based on a set of competency as the crucial factor for person specification. This part will be explained in the following session. Attracting and managing application (recruitment) Once the job analysis phase is finished and job description and person specification are identified, the next stage is to consider how to attract people who meet the requirement and to manage application. There are two methods to be chosen: one is internal method, the other one is external method. Internal methods meaning that pay more attention to the internal talent pool within the organization when recruiting. This method provides opportunities for development and career progression increases employee engagement and retention and supports succession planning (online, 2009). This methods bring several advantages to the organization. Firstly, using this method could economize time and cost of money and labor. Because the practice of recruitment takes place within the organization, the recruits already know some context of organizations culture and the responsibility of the job so the briefing and training before starting work would be reduced or cancelled. In addition, the cost of advertisement and recruitment consultancy fees could be avoided as well, so that is why it saves time and cost. Secondly, providing opportunity to existing employees could embrave then to obtain better performance and get more motivation when doing task. So using the internal recruitment methods cou ld develop the organizations own internal talents pool and then realize the win-win situation (employee-organization), sequentially causes the long-term stable development of an organization. It also has disadvantages by using this method. It is unfair to the applicants outside. Internal recruitment is therefore less common in the public sector, where concerns about discrimination tend to be a higher priority than in the private sector (Harris 2000). In addition, recruit person without outside could make the organization become obturation and stagnancy without now ideas and innovation coming. Because new person could bring the now thought to make organizations change, and change means development. soft HRM approach pp.122 If an organization considers expanding the dimension of organization or the internal recruitment failed, the external method could be operated effectively. The external method means that recruit individuals from outside. The merit and demerit of external method is the contrary side of the merit and demerit of internal method. There are several options available for external recruitment. To attract more individuals and increase the applicants pool, external assistance, such as job centers, head-hunters, employment agencies, professional bodies, career service, always be used. There are a number of corporation uses formal personal contacts to attract individuals, such as career fairs, open days and leaflet drops. Notice board, accessible by current staff or the general public, to be used by recruitment; the advertisement, including local and national press, specialist publications, radio and TV and the Internet, published by organizations as well. As calculating by CIPD, the proportion of UK organization used advertisement in local press occupied 84%, the proportion of using specialist journals and trade press and using corporate website occupied 73% and 72% separated (CIPD, 2003). What I want to emphasize is that the Internet recruitment becoming increasingly popular in modern society. It is more convenient than the traditional recruitment. Effective recruitment is crucial to organizational success (Barber 1988). Time-consuming is the obvious advantage by using Internet to recruit individuals. All the individuals information, company introduction and job details are on the Internet together. It is convenient for the individuals and companies to collect data what meets their demand. And the online application forms or the CV are managed in an effective way in order to the operation of next stage- selection. Selection Process In the selection phase, there are three basic principles included: reliability, validity and usefulness (Stephen Bach, 2005). The reliability also takes place in testee and tester. testee reliability means that the value of selection method should be a consistency over time. In other words, if a selection methods test a person is a passionate person, than the same result should be generated over time. tester reliability means that the purpose of any selection method should have a well targeted and the principle of this well-targeted method should be reliable. The same logic as testee reliability has. The criterion-related validity is the main type of validity and usefulness. This evidence is helpful to organizations since it clearly indicates that some selections methods have higher validity than others and that it is desirable to try and validate the selection methods used systematically within a given organizational context, rather than rely on intuition or secondary data. Unfortun ately, the evidence also suggests that those methods with the highest validity are not the most popular. Rather, most organizations rely on the classic trio of short-listing, interviewing and references (Cook 2003; Millmore 2003). Two main selection methods by selection candidates, there are shortlisting and assessing applicants whether they should be offered a job. A variety of methods can be used to make selection decisions, but the first thing to note is that the interview remains the most common method, often used alone, although increasingly combined with additional methods (Shackleton and Newell 1991) The obligation of shortlisting is to selection applicants personal material by : shortlisting and assessing applicants to decide who should be offered a job. Selection decisions should be made after using a range of tools appropriate to the time and resources available. Care should be taken to use techniques which are relevant to the job and the business objectives of the organisation. All tools used should be validated and constantly reviewed to ensure their fairness and reliability Making the appointment Joining the organization Competency frameworks may be substituted for job or person specifications but these should include an indication of roles and responsibilities. See our factsheet on competence and competency frameworks for more information. Hiring orthodox References: Anderson, N. 2001: Towards a theory of socialization impact: Selection as pre-entry socialization, International Journal of Selection and Assessment, 9(1/2), 84-91. Barber, A. 1988: Recruiting Employees: Individual and Organizational Perspectives, Thousand Oaks, CA: Sage. Cook, M. 2003: Personnel Selection: Adding Value through People, 4th edn, Chichester: John Wiley. Dowling, P. and Schuler, R. (1990) International Dimensions of Human Resource Management. Boston, Mass: PWS-Kent Publishing. Harris, L. (2000) Procedural justice and perceptions of fairness in selection practice, International Journal of Selection and Assessment, 8(3), 148-58 Shackleton, V.J. and Newell, S. 1994: European management selection methods: A comparison of five countries, International Journal of Selection and Assessment, 2, 91-102 Watson, T. 1994: Recruitment and selection, in K. Sisson (ed.), Personnel Management: A Comprehensive Guide to Theory and Practice in Britain, Oxford: Basil Blackwell. http://www.c ipd.co.uk/sujects/recruitmen/general/recruiymt.htm

Missing in Action: The Female Work Force in Nazi Germany :: European History Research Papers

The Female Work Force in Nazi Germany Unlike the examples of the United States, Great Britain, Italy, and the Soviet Union, Nazi Germany refused to mobilize its female work force behind their war effort. Even as Germany was starving from attrition in a lack in war supplies as well as civilian essentials such as food, Nazi officials declined from enlisting the female force as laborers. All of Europe struggled to survive throughout the brutality of World War Two by using every resource available, except for Germany. Germany struggled as well, but stubbornly denied its full capacity in fighting the war by declaring the workplace unsuitable for women. Yet women around the world supplied munitions to the men at the front in order to succeed militarily as well as domestically. Germany did not have the luxury of maintaining a male dominated work force during the war, yet they tried to do so and found disaster. The reasons that Germany chose not to mobilize "racially acceptable" German women into the work force were complex and varied, but can be categorized into four primary categories. Firstly, Nazi expectation about World War II influenced not only how they dealt women, but also the entire German community. Nazi belief and behavior supported a "racially" superior nation inhabited by a war weary people. Subsequently, they feared losing support should Germany become involved in a protracted war or if the government asked too many sacrifices from its people. Secondly, German history paints a continuous prejudice toward women and their role in society. Nazis understood the prejudice, based their ideologies and policies on it, and then expanded from this base to more radical and limiting policies toward women. Thirdly, the enactment of Nazi policies and ideologies toward women were incompatible with including them in the war-stressed industrial force. Nazis had mapped out women's role in the Third Reich before the war, and were inflexible to altering it to include the necessary hardships of war. Finally, Germany used a pool of labor in their industry that was unique to Nazi Germany. Germany had the luxury of pulling from the populations of occupied Europe to fill its factories, and when even they were not enough, Nazis finally used the "inferior" forces of the inmates of concentration camps. Nazi Germany's failure to mobilize its female work force behind its war effort was a flaw that eventually became fatal. Germany is a country traditionally preoccupied with status and titles.

History Of Cable Television :: Television TV

The History Of Cable Television The 1940's and 1950s Cable Television originated in 1948 as a service to households in mountainous or geographically remote areas where reception of over the air television signals was poor. Antennas were erected on mountaintops or other high points, and homes were wired and connected to these towers to receive the broadcast signals. By 1950, 70 cable systems served 14,000 subscribers nationwide. In late 1950s, when cable operators began to take advantage of their ability to pick up broadcast signals from hundreds of miles access to these "distant signals" changed the focus of cable's role from one of transmitting local broadcast signals to one of providing new programming choices. The 1960s by 1962, almost 800 cable systems serving 850,000 subscribers were in business. Not surprisingly, the growth of cable through the importation of distant signals was viewed as competition by local television stations. In response to broadcast industry concerns, the FCC expanded its jurisdiction and placed restrictions on the ability of cable system to import distant television signals. This action had the effect of freezing the development of cable systems in major markets. In the early 1970s, the FCC continued it's restrictive policies by enacting regulations that limited the ability of cable operators to offer movies, sporting events, and syndicated programming. The freeze on cable's development lasted until 1972, when a policy of gradual cable deregulation led to, among other things, modified restrictions on the importation of distant signals. Throughout the 1970s, concerted industry efforts at the federal, state and local levels resulted in continued lessening of cable restrictions. These changes, couples with cables pioneering to satellite communications technology, led to a pronounced growth of services to consumers and a substantial increase in cable subscribers. In 1972, Charles Dolan and Gerald Levin of Sterling Manhattan Cable launched the nation's first pay-TV network, Home Box Office (HBO). This venture led to the creation of a national satellite distribution system that used a newly approved domestic satellite transmission. Satellites changed the business dramatically, paving the way for the explosive growth of program networks. The second service to use the satellite was a local television station in Atlanta that broadcast primarily sports and classic movies. The station, owned by R.E Turner, substituted its existing microwave distribution with satellite distribution, and soon became known as the first "super station" WTBS.By the end of the decade, nearly 15 million households were cable subscribers. The 1980s while the delivery of programming via satellite was evolving, the 1984 Cable Act effectively deregulated the industry, stimulating investment in cable plant and programming on an unprecedented level.

Compare

English in your country to study English in other country, but in general there are more differences. Both options can be beneficial when you decide study English. In this essay will be discuss all the similarities and differences between learn English in Mexico to learn English in Australia, mention the class structure, teachers and the environment outside class. Paragraph 2: Sub topic 1 – Compare (class Structure') To begin with classes with 15-20 students in a classroom, this can be change all the time is not exactly always but it is the common number of students.Secondly, the teachers teach grammar, speaking, writing, listening and reading. There are exams or tests every week and it is important to pass them. Thirdly, everyone can learn English in a private school or in English courses. You need to take a course to present the TOEFL or EELS. Paragraph 3: Sub topic 1 – Contrast To begin with Mexico, there are only 3 levels of English: basic, intermediate and advance. However, is not to common to teach pronunciation. Studying in your country is cheaper than studying in overseas. The classes during about one or two and half hours.Instead, in Australia are more levels for English, also academic English. You can decide to do a Bachelor or study the University. Although, is more expensive and the classes are full time.. If you study in Mexico, depend the course that you want to take, maybe for 6 months or a couple of weeks. You know that the English School is near your house or you only need to drive. But if you decide to study in Australia you need to stay in that country no less than 4 months and can decide to stay more than 1 year with the possibility to extend more.Paragraph 4: Sub topic 2 – Compare (environment outside class') In Mexico like in Australia moreover, you can meet new people , and a great point is that all those people take the course for learn a new language, English. It is a good way to open more your ideas about learning English because every different person that you meet have different ways or manners and you can learn about all these stuff too. Paragraph 5: Sub topic 2 – Contrast In Mexico, after English classes you still speak your own language (Spanish).As well, you are near you family and friends, with all the things that you know. For example, food, public transport, the City, etc. However can be a slow process for learn English. On the other hand, in Australia you speak English all the time, in school, in the street, in the place that you live. Every time. Although, study English in Mexico has less possibilities to meet people from others parts of the world, it is more common to meet new people from Mexico, but if you decide to learn English in Australia you meet people from over the world.Paragraph 6: Sub topic 3 – Compare (teachers') First in Mexico and in Australia the English teachers speak very well English. They have a certificate or accreditation to confirm that they can teach this language. In lasses there is only one teacher to teach everything. Such as, grammar, speaking, reading, writing, listening, everything. And the same teacher does the tests or exam for the students. There are many kinds of teachers. For example, funny, strict, serious, easy going, difficult, and every teacher has their different way to teach English.Paragraph 7: Sub topic 3 – Contrast On the contrary, in Mexico the teachers are from the same country, they need to learn English before teach to students. Sometimes or in general it is more common to communicate in a formal way or depend the teachers but this happened more hen you study the high school. In Australia whereas, great point is that the teachers are natives they talk naturally English, and a better point is that can be teachers from others apart of the world. For example: England, from America, New Zealand, etc.There are more easy going and it is good for the person who start to learn English because their listen accent, pronunciation, the native language Paragraph 8: Conclusion In conclusion, It is important to mention that everyone to choose study English must to study hard and be concentrating all the time. Nevertheless, there are people homo get quickly English because is easier for others. Study English for first time could be difficult, because it is a new and different language.A good point is that all the people that you can meet have similar purpose and you cannot feel bad for known English or for learn slowly. Additionally, you need to know that Australia is totally opposite from Mexico it is so far. And for a long time you will live far from your country, family and friends, and maybe you can have ‘homesick for a short period or always. But the experience that you can have when you learn English in Australia is en of the biggest goals. For instance, you meet people from over around the world, but sometimes you only meet people to come to study English not native peopl e.For example, you have many new friends from Thailand, Korea, and Brazil but maybe you don't know anybody from Australia. Further to this, study in other country has more extra qualities, for example: you can mention in your resume that you learn English in Australia and has experience in different things. And all this can help you to find a better Job. Study English can open more doors in different ways, whatever you iced if study in Mexico or in Australia, but choose study in Australia can change the way that you see the live in many amazing ways.