How Sequestration and Mandatory Federal Spending Cuts Work

Sequestration is the federal governments way of applying mandatory spending cuts across most programs and agencies during the budgeting process. Members of Congress use sequestration to reduce spending across the board when the governments annual deficit reaches a point that is unacceptable to them. Congress imposed spending caps on discretionary portions of federal spending through 2021, a move that was designed to save taxpayers about $1.2 trillion over nearly a decade. Sequestration  Definition The Congressional Research Service defines sequestration  this way: In general, sequestration entails the permanent cancellation of budgetary resources by a uniform percentage. Moreover, this uniform percentage reduction is applied to all programs, projects, and activities within a budget account. However, the current sequestration procedures, as in previous iterations of such procedures, provide for exemptions and special rules. That is, certain programs and activities are exempt from sequestration, and certain other programs are governed by special rules regarding the application of a sequester. Whats Affected By Sequestration When Congress uses sequestration, spending cuts happen to to both military and non-military spending, including important social programs such as Medicare. Most of the mandatory spending cuts come from non-military agencies and programs in the departments of Agriculture, Commerce, Education, Energy, Environmental Protection, Health and Human Services, Homeland Security, NASA and Transportation. Whats Not Affected by Sequestration Several programs — most notable those for senior citizens, veterans and the poor — are exempt from sequestration cuts. They include Social Security, Veterans Affairs, Medicaid, food stamps and Supplemental Security Income. Medicare, however, is subject to automatic cuts under sequestration. Its spending cannot be reduced by more than 2 percent, however. Also exempt from sequestration are congressional salaries. So even though federal works are furloughed or laid off to save money, elected officials still get paid. Sequestration  History The idea of imposing automatic spending cuts in the federal budget was first put in place by the Balanced Budget and Emergency Deficit Control Act of 1985. Sequestration is rarely used, however, because of the negative consequences severe spending cuts have on programs and services for citizens. Even when Congress uses sequestration, it does so as a political tool to force voluntarily spending reductions and often doesnt allow the full cuts to take effect. Modern Examples of Sequestration The most recent sequester was used in the Budget Control Act of 2011 to encourage Congress to reduce the annual deficit by $1.2 trillion by the end of 2012. When lawmakers failed to do so, the law triggered automatic budget cuts to the 2013 national security budget. A super Congress made up of a select group of 12 members of both the U.S. House of Representatives and U.S. Senate was chosen in 2011 to identify ways to reduce the national debt by $1.2 trillion over 10 years. The super Congress failed to reach an agreement, however. The sequestration cuts imposed in the 2011 legislation took effect in 2013 and continue through 2021. Opposition to Sequestration Critics of sequestration say spending cuts threaten national security through Defense Department reductions and harm the economy because federal works are often furloughed or laid off. These cuts will make it harder to grow our economy and create jobs by affecting our ability to invest in important priorities like education, research and innovation, public safety, and military readiness, said President Barack Obama, who was in office when the sequestration cuts of 2013 took effect.

Essay on Hinduism and Buddhism - 1021 Words

Throughout the world, different nations have different beliefs or religion. Some religions evolve from others, and others are combination of other religions. Religion is a way of life, a lifestyle; it should dictate how you live your life. For instance, in India, Buddhism evolved from Hinduism, a religion were people believe in 300, 000 gods. Even though, Hinduism and Buddhism have different similarities such as believes in god, soul, and rituals, which in some ways connected to each other, both religions believe of what happens after life. Although Buddhism evolved from Hinduism it differs from Hinduism in god beliefs. According to Buddhists there is no God, but they reverence the Buddha and his teachings as though he were one.†¦show more content†¦Vishnu, to his worshipers, is all-powerful and supreme. He is believed to be to god from whose navel a lotus sprang giving birth to Brahma, the creator. Vishnu created the universe by separating the heavens and the earth and has rescued it on a number of occasions. As Hopfe and Woodward state â€Å"Vishnu is known as a god of love, benevolence, and forgiveness (Hinduism 94).† â€Å" In some incarnations, he has come as a man.† (94). The third popular god is Brahma, the creator of the world. Since Buddhism and Hinduism have different believes they also have different holy days. Moreover, because Hindus worship variety of gods they have a variety of festivals. The three main festivals of Hinduism are: Holi, Divali, and Dasehra. Holi is the most popular festival. This holy day is celebrated each year during February-March to welcome spring. â€Å"Holi is dedicated to god Krishna and it was once a fertility ceremony (104).† Throughout the days of Holi, many of the casts and taboo restrictions are set aside and pleasure is emphasized. The second ceremony Divali, celebrated in November, is a festival to welcome a new year. Finally the third festival, the Dasehra, celebrated up to nine days in October, in honor of Durga, a consort of Shiva. On the other hand Buddhism is divided in many ways according to philosophy and geography. The major festivals that are celebrated by most Buddhists are New Year, Buddha’s birthday, the festival of souls, and robe offering . InShow MoreRelatedHinduism, Hinduism And Buddhism1205 Words   |  5 Pagesafterlife has become a controversial subject across many religions. Religions such as Hinduism and Buddhism have provided a multitude of similar and different analysis behind their specific beliefs and practices. Similar to many religions practiced around the world, Hinduism portrays a great amount of belief in worshipping gods that they believe play a special role in their history. Though when speaking of Hinduism, I should mention that it does not consist of a single, dominant religion. It is aRead MoreHinduism : Buddhism And Hinduism1045 Words   |  5 PagesSoutheast Asia, particularly India, is the birthplace of many religions. India is where these two religions arose: Buddhism and Hinduism. Hinduism is a very ancient belief system derived from the lifestyle of Southeast Asia. It still has a strong presence in its place of origin and it is characterized as a family of religions. An offspring of Hinduism, Buddhism is also a family of religions, except it has less of a strong presence in its place of birth. Yet, situated to the East area of the worldRead MoreHinduism And Buddhism And Hinduism1641 Words   |  7 PagesSo far we’ve learned about Hinduism and Buddhism in India two of the most common religions found in India. One of the many things about learning about different culture is the religion that is come with. Religion is one of the many things that are unique to each and every culture. Religion views are what make a group of individuals come together and form a community. In core 7 we are learning about Hinduism and Buddhism learning about India and their religion views has helped me see the world inRead MoreHinduism And Buddhism And Hinduism1276 Words   |  6 PagesOut of the worlds many beliefs and religions, Buddhism and Hinduism make of about 20% of them (The Future of World Religions: Population Growth Projections, 2010-2050). Hinduism and Buddhism are the most influential and popular in the eastern hemisphere, mostly in and around the Asian continent. These two religions have similar ideologies. So much so that many say that Buddhism is an appendage of Hinduism. Such religions have different religious structures, which allow broader interpr etations toRead MoreHinduism And Buddhism : Buddhism942 Words   |  4 Pages Hinduism and Buddhism Park University Desmond Hutchinson RE307 â€Æ' Abstract Both Hinduism and Buddhism originated in India a very different world and origin than the other main religions. What is now called Hinduism began in India around 2000 years before the birth of Jesus Christ. Minorities in religion Hinduism and Buddhism are still well known and are growing in its followers from all over the world not just limited to the traditional geographical locations. Hinduism and Buddhism are differentRead MoreBuddhism, Hinduism, And Hinduism1817 Words   |  8 Pagespracticed today. Most of these religions are based off the belief in a god, or have a moral code that they need to follow in order to appease their god or achieve salvation in the afterlife. Three religions that will be highlighted here are Buddhism, Sikhism, and Hinduism. In each of these three religions, they all share some religious tenets, or beliefs, that is universally accepted amongst all religions around the world and throughout history. Some of these tenets include the belief in a god or a SupremeRead MoreBuddhism Vs Hinduism : Hinduism1573 Words   |  7 PagesBuddhism vs Hinduism Hinduism and Buddhism are two religions that are very open and tolerant of all people. They are religons that believe in acceptance of all and open-mindedness of other religons. Hinduism is the oldest religion on the planet that has been well established and still has a large following. To put it into perspective if religons were under 100 years old Hinduism would be 80 and Judaism and Christianity would still be in their 20s or 30s. Buddhism is also a long-standing religionRead MoreBuddhism and Hinduism881 Words   |  3 PagesSome awesome title I make Buddhism and Hinduism are two of the most philosophical religions around the world. Both religions stem from India before the Common Era and hold ranks as being one of the top five main religions around the world, therefore, having similar origins and philosophies. Hinduism places third as an organized religion and is much older than Buddhism. Hinduism and Buddhism have lasted for centuries and today is widely practiced among the world. Hinduism is considered to be monotheisticRead MoreHinduism and Buddhism976 Words   |  4 Pages Buddhism and Hinduism are two of the world’s most influential and greatest religions. Buddhism is a religion based on the teachings of the awakened one (Abrams), and Hinduism is the oldest of the world’s greatest religions (Rice). Both of these religions arose in South Asia, thus they share similar culture and philosophy; however, they also contrast greatly with each other in many other aspects. By comparing the rituals of worship of the two religions it is proven that Hinduism worships variousRead MoreHinduism And Buddhism1909 Words   |  8 Pages Maryann Lyons Summer 2015 homework A: Hinduism and Buddhism Reflection Answers: 1. I believe that people aren t allowed to leave the caste they are born into because in this religion, they believe that all of your sins and good deeds from your former life are added up to place you in a caste for this life. So, with that being said, if someone leaves their caste it would be considered unfair. 2. In my opinion, Hinduism values religion more than money and nobility. They have a high

Marketing in Principles Customer Value in Woolworths

Question: Discuss about the Marketing in Principlesfor Customer Value in Woolworths. Answer: Introduction: Customer Value and Relationships in Woolworth Limited Marketing is a fundamental process in any profit making organization since it ensures the growth and financial wellbeing in an organization (Raab, 2008, p.123). A business firm sources more than 75% of its total revenues from the sales. Hence, it is vital to continue increasing the market to a firms product to enable organizational intensification and expansion. A market is made up of variables that include the products, customers, competitors, the organization and the legal body system (Malhotra, 2008, p.92). Each of these variables influences the behaviour in the marketing efforts of a product. For an organization to attain larger market share, it ought to manage effectively all the variables that affect its products Market size (Godson, 2009, p.67). For this discussion, we comprehensively confer on a decision to close some underperforming Woolworth outlets as featured in The Sidney Morning Herald newspaper dated July 26, 2016. The article in the SMH newspaper was entitled Woolwort hs t carefully choreograph store closures, authored by Catie Low. Woolworths Limited is a multinational retail outlet enlisted in various stock markets worldwide and featured in various international business magazines and publications. Woolworths Limited operates in various business specialization and subsidiaries including supermarkets, groceries, home wares, clothes, foods, and beauty stores. Early 2016, Woolworths Limited outlined her interest to terminate operation of its 27 outlets that were performing poorly. However, this was not effect following Retail insider suggestions that it would pave ways for its competitors. The closure of 27 Woolworth outlets meant more than 500 employees would lose their jobs. This was speculated to not only affect the fired employees but also affect negatively the organizations reputation to the public. According to Catie (2016), the poor performance of the Woolworths outlets was due to business closeness of the same organizations brand. For firm to gain a wider market size of its products, the business location is of high significance. Strategic location of a business is convenient for the accessibility and convenient of the customers (Smyth, 2015 p. 47). Like in the case of Woolworths stores, their concentration at one area appeared monotonous to the potential customers. Being situated in an area where there are many different business establishment operating in varied lines of business is a viable marketing strategy since it ensures complimentary shopping to the visiting customers. On the other hand, being located in an area where there many outlets offering similar products enable a business to be on its toes in boosting its services. A perfect competition market is essential for ensuring creativity and innovativeness to the business. However, being in an area where there are completely different business specialties ensures monopoly of a business. Effective customer relationship marketing is very essential for the management welfare of the organization (Rosa Viswanathan, 2007, p.81). It does not only increase the market size of an organizations products but also ensure good image of a business. Customer relationship marketing is the process through which a business constructs customer loyalty and brands its value to both its clients and the entire members of the public that have direct or indirect interest to the organization. For the Woolworth organization to flourish in its underperforming business outlets, it ought to deploy marketing strategies geared to enhancing customer relationship marketing. Customer relationship marketing is constructed through various marketing strategies that include the warranties, fair pricing, quality, business reputation, convenience, and product brand. A business organization must resourcefully invest in customer relationship marketing to yield from for its strategies. Through fair pricing, Woolworth Limited would construct a sense of care to its customers. Since Woolworth is not a production-based organization, its fair pricing strategy would be perceived to more customer pockets concerns than inferiority of the products. Unlike in retail business, where you find fair pricing is perceived as customer care incentive, production based firms are mistaken by some people to be offering less quality products. Warranties are marketing incentives that create trust of a given product to the customer. By offering a warranty, the business firm takes the responsibility of compensating a customer exactly the same product should it develop defects before the expiry f the warranty period (Smyth, 2015 p. 89). Through offering a warranty, business proves to their clients that they do not offer durable and quality products and services, but also concerned about the wellbeing of the customers assets. This increases the customer value as well promotes a firms reputation. Ease of accessibility and location of a business assists to boost businesss customer value and enhancement of its products market size (Robbins Coulter, 2005, p.xx). To ensure great performance in the degrading Woolworths stores, the management team ought to employ marketing strategies that are inclined to constructing effective customer relationships. Good relationship for an organization and its competitors is a key to viable busine ss environment for expansion (Buttle, 2004, p. 113). For an organization to attain effectively legal trustworthy from both the state and members of the public, it ought to compete perfectly with other firms that offer similar products. In conclusion, effective marketing is the primary key to business wellbeing. The prime objective of any marketing effort is to construct and improve the market size of a businesss products and services. Hence, business organizations should be ready and willing to invest both technologically and financially in marketing in to expand in their operations. Large business enterprises enjoy high levels of economies of scale compared to small and medium business firms. The management in Woolworth business ought to be ready for intensive marketing consultation and investment to attain improved sales in their underperforming outlets. A good marketing strategy will be in hardy in cushioning them from the challenges that may ruin their business. Robust marketing of its products is what Woolworth requires and closing down of its outlets should come as the last option. References Buttle,F. (2004).Customer relationship management: Concepts and tools. Amsterdam: Elsevier Butterworth-Heinemann. Godson,M. (2009).Relationship marketing. Oxford: Oxford University Press. Malhotra,N.K. (2008).Review of marketing research: Volume 4. Armonk, NY: M.E. Sharpe. Raab,G. (2008).Customer relationship management: A global perspective. Aldershot, Hampshire: Gower. Robbins,S.P., Coulter,M.K. (2005).Management. Upper Saddle River, NJ: Pearson Prentice Hall. Rosa,J.A., Viswanathan,M. (2007).Product and market development for subsistence marketplaces. Amsterdam: Elsevier/JAI. Smyth,H. (2015).Market management and project business development. Catie, L. (July 26, 2010). Woolworths to carefully choreograph store closures. Retrieved from https://www.smh.com.au/business/retail/woolworths-to-carefully-choreograph-store-closures-********-gqe1y5.html

The Maintenance of the Employee Engagement at Harrods

Question: Discuss the theories of motivation and engagement, application of the motivation theory and strategic HRM process undertaken by Harrods? Answer: Introduction The concept of the employee engagement signifies the commitments and contributions of the employees that serve for the organisational benefits. The dedication and the involvement of such skilled employees determine the loyalty level towards the organisation (Hendry 2012). The human resource management is considered as the driving for engaging such employees and providing them the comfortable environment within the organisation. The study aims to generate the ideas of the structured HRM process as per the case study. The study is reflecting the case study based on the maintenance of the employee engagement at Harrods, which is a renowned retail departmental store in London (Harrodscareers.com 2016). The application of the theory based analysis for determining the motivational factors that are necessary to engage the employees will be associated in this study. The usefulness of the strategic human resource process will also be discussed. Based on the analysis of such segments, the just ified recommendation will be established. Theories of Motivation and Engagement According to Armstrong and Taylor (2014), the effective performance level of the employees ensures the progressive attributes of an organisation. The human resource management has been playing the major role in recruiting, motivating and retaining the skilled employees that can be beneficial for the organisation (Bratton and Gold 2012). It is important for the human resource faculty to ensure the motivational factors that can enhance their performance level and provide them the comfortable scenario that can retain them for the future prospects (Mone and London 2014). As per the case study, the human resource management of Harrods has considered few of the aspects for motivating the employees and retaining them for future. Application of the Motivation Theory McGregors Theory X and Theory Y: In keeping concentration on the employee motivational aspect, Douglas McGregor introduced the theory X and theory Y. The application of theory X considers the likings and disliking of the employees while they have been working under an organisation (Arslan and Staub 2013). In such cases, the human resource management needs to concentrate on the needs and the requirements of the employees and the managers monitor the works of the employees more frequently. As per this theoretical perspective, it can be stated that the managers of theory X provide the employees rewards or even can give punishments for the discrepancy. On the other hand, the managers of theory Y are focusing on providing the employees the comfortable scenario that can bring efficiency to their performance level. Since, the workers or the employees are considered as the important asset of the organisation, it is important to provide them the suitable scenario that can bring efficiency to their performance level. Moreover, providing them the comfortable scenario is even effective enough to retain them for the future prospects. Russ (2013) implied that the employees extract the satisfaction from both their mental and physical works. If the employees can feel the importance of their presence within the organisation, it helps them in motivating for the better performance attributes. The discussion of the motivational theory is associated with the employee engagement factors. While working within an organisation, different employee can oft for different benefits. Hence, sometimes it is difficult to fulfil their demands as per their concerns (Liem and Martin 2012). However, the proper motivational aspect would thus be significant enough in fulfilling their requirements and engaging them into the organisational activities. It is to be indicated that if the human resource management can provide the employees the enough motivation, the employees will get the interest to stay and bring out the effective performance skills. As per the case study, the human resource management of Harrods has been arranging the communication session or meetings to interact with the employees and receiving their feedbacks. The employees can raise their concerns during these sessions. The senior managers of Harrods have even set the foundation where the talent of the employees will be reco gnised (Wigfield and Guthrie 2013). The evaluation of such events is quite encouraging for the employees that can contribute the skilled performance for achieving the business goals. Even the retail head will meet the employees once in a month. During that time, the employees can resolve their queries about any of the concerns. Moreover, the participation of the employees during the organisational decision making process is also helpful for engaging the employees for the future prospects. Strategic HRM Process undertaken by Harrods Madhavan (2012) explained that the strategic human resource management is describing the planning of the business procedures for reaching to the pre-determined business goals. The human resource capital is the major requirement for achieving the competitive advantage. Another aspect of the strategic human resource concentrates on the people who are engaged with the activities for implementing plans. The final aspect is considering the systematic approach, which is adopted for defining the achievements of the organisation as per the planning process (Monks et al. 2013). The description of the resource based approach is relevant for defining the theoretical practices of strategic human resource management. In keeping concentration on the strategic human resource management process, the evaluation of the training and development session is necessary. According to Sanders, Shipton and Gomes (2014), the training and development process is concerned as the function of enhancing the performance skills of the employees within an organisation. The training and development session is mainly including three basic segments. The first segment is the training process, which has been focusing on the particular job that is allocated to the individual. The next segment is education, which determines the future aspects that can be beneficial for performing those jobs (Ehrnrooth and Bjrkman 2012). The final segmentation is the suggested activities for the betterment of the future performance. The attempt of improving the performance level is mainly needed while undertaking the session of training and development. Moreover, the strategic human resource management is concentrating on the communicational process, which is the most required field for the betterment of the employees performance level. If the management can frequently communicate with the employees, it helps in understanding their requirements and perceptions regarding their working styles (Alfes et al. 2013). Moreover, the management can convey the organisational needs to achieve the pre-determined goals. Hence, it can be stated that the establishment of the proper communicational strategy will be effective enough in enhancing the performance level of the employees and engaging them with the organisational activities. In keeping focus on the human resource strategy undertaken by Harrods, it has been seen that the management is mainly focusing on the improvement of the communication level (Harrodscareers.com 2016). The line managers used the tools to communicate with the employees informally and understand their specific requirements. The employees even were benefitted, as they can easily recognise the complexities underlying the decision-making process (Downey et al. 2015). The communication channels established by the line managers are thus linking the employees with the organisational process. The establishment of the communication channel describes the major areas of the employees performance that need rectifications and association of the training and development process (Thurgood and Barrick 2015). It has been seen that many of the employees in Harrods are quite efficient in performing their tasks and even they appreciated the managers efforts to monitor or coach their activities. Moreover, t he line manager even is very helpful and ego-less. The manager concentrates on the opinion of the employees during the decision-making process. Therefore, the communication strategy used by the managers in Harrods is much efficient for the betterment of the employees performance level. Recommendation for improvising the HRM and HRD Practices at Harrods It is to be noted that the human resource management is specified as the process of the developing the employees performance level and providing them enough values. The human resource management process is mainly focusing on the three major aspects, such as recruitment and selection, performance level, and development procedures. In case of Harrods, it has been seen that the managers have been much concerned about the development of communication skills with the employees. However, the major issues have been identified in analysing dichotomy between the staff experience and the customer experience. For the short span of time, the company needs to build the trust among the staffs by presenting their efforts and quality level in front of the customers. The development of the organisational culture is also quite effective in such cases. The employee behaviour is needed to be more trained and it will be helpful enough in dealing with the better customer service. Recognition of the different requirements for different departments is also needed to be ensured by the management of Harrods. Therefore, shaping such differences by achieving the initial segmentation can contribute benefits to the organisational process. Minimising the turnover rate is also very much necessary for the manager in Harrods. The arrangements of the effective training process for the beginner are essential. Through the development of the training and education process, the company will be able to identify the skills and talent of the employees. The maintenance of the persistence ethos of Harrods would be beneficial to achieve the success. The maintenance of the communication process is one of the major aspects. The human resource management in Harrods specifically tries to maintain the transparency while communicating with the employees. In such cases, they will be able to share the strategic information with the employees. Even, the wider participation can bring out man y of the innovative ideas. Another major responsibility that the human resource management of Harrods needs to ensure is the proper training and development session. Since, the organisation has been concentrating on exploring bright ideas, it is important to understand the performance skills. Moreover, while engaging the employees within the organisational activities, the management needs to pay attention on the learning factors. Educating the employees about the technologies and the business process will be helpful in increasing their performance level. In fact, the employees can even develop their personal and professional skills through such training and development process. Maintenance of the responsibilities is the most necessary segment for the human resource management. The management should be aware of their proper responsibilities while dealing with the employees and the internal organisational scenario. Providing the employees enough motivational aspect is beneficial. The maintenance of the comfortable scenario helps in enhancing the productivity of the employees performance. Accordingly, the employees skills help in determining effective customer base. Even paying attention to the internal conflicts and fixing those issues are also necessary concerns. The arrangements of the meetings and presenting reports help in measuring the performance analysis. As per the performance analysis report, the human resource management can identify the areas that require improvements. The employees can be engaged with more activities that will serve as the improvisation of organisational performance. Conclusion The study indicates the performance of the human resource management in Harrods. The study includes the skilled procedures of maintaining the responsibilities by the human resource management. In the first section of the study, the association of the theoretical practices have been incorporated. Application of the motivational theory is highlighting the requirements of the employees. In focusing on such requirements, the human resource management has been paying attention to the fulfilment of the employees demand. Engaging the employees for the betterment of organisational performance is necessary. Hence, the human resource management needs to focus on the efficient practices for the betterment of the employees performance. Scheduling or arranging the monthly meeting helps in deriving the feedbacks of the employees. Along with the feedback report, the performance report is also needed to be presented. The measurement of the performance analysis report identifies the areas of improvem ents. In keeping the focus on the result, the human resource management of Harrods need to provide the employees proper training and development session for enhancing the performance skills. In fact, employees can even participate in the decision-making process, which serves as one of the motivational aspects. The concentration on these requirements would help the human resource management in improvising the key practices. References Alfes, K., Truss, C., Soane, E.C., Rees, C. and Gatenby, M., 2013. The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement.Human resource management,52(6), pp.839-859. Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Arslan, A. and Staub, S., 2013. Theory X and Theory Y Type Leadership Behavior and its Impact on Organizational Performance: Small Business Owners in the Ã… ¾ishane Lighting and Chandelier District.Procedia-Social and Behavioral Sciences,75, pp.102-111. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Downey, S.N., Werff, L., Thomas, K.M. and Plaut, V.C., 2015. The role of diversity practices and inclusion in promoting trust and employee engagement.Journal of Applied Social Psychology,45(1), pp.35-44. Ehrnrooth, M. and Bjrkman, I., 2012. An integrative HRM process theorization: Beyond signalling effects and mutual gains.Journal of Management Studies,49(6), pp.1109-1135. Harrodscareers.com, 2016. About Harrods | Harrods Careers. [online] Harrodscareers.com. Available at: https://www.harrodscareers.com/about-harrods/ [Accessed 16 Mar. 2016]. Hendry, C., 2012.Human resource management. Routledge. Liem, G.A.D. and Martin, A.J., 2012. The Motivation and Engagement Scale: Theoretical framework, psychometric properties, and applied yields.Australian Psychologist,47(1), pp.3-13. Madhavan, D., 2012. Role of HRM in Creating Sustainable HR Practices for Organizational Development.Todays HR for a Sustainable Tomorrow,1, p.15. Mone, E.M. and London, M., 2014.Employee engagement through effective performance management: A practical guide for managers. Routledge. Monks, K., Kelly, G., Conway, E., Flood, P., Truss, K. and Hannon, E., 2013. Understanding how HR systems work: the role of HR philosophy and HR processes.Human resource management journal,23(4), pp.379-395. Russ, T.L., 2013. The relationship between Theory X/Y: assumptions and communication apprehension.Leadership Organization Development Journal,34(3), pp.238-249. Sanders, K., Shipton, H. and Gomes, J.F., 2014. Guest Editors Introduction: Is the HRM Process Important? Past, Current, and Future Challenges.Human Resource Management,53(4), pp.489-503. Thurgood, G.R. and Barrick, M.R., 2015, January. Individual Differences and the Differential Impact of Strategic HRM Practices on Engagement. InAcademy of Management Proceedings(Vol. 2015, No. 1, p. 11800). Academy of Management. Wigfield, A. and Guthrie, J.T., 2013. Motivation for reading: An overview.Motivation for Reading: Individual, Home, Textual, and Classroom Perspectives: A Special Issue of Educational Psychologist,32(2), pp.57-58.