Aalto university Essay Example for Free

Aalto university Essay Student reports serve as an important source of information for potential outgoing exchange students in regards to the various exchange programs available to GSOM students. An individual’s study abroad experience is as unique as the exchange programs provided by GSOM. As every report will be available for viewing at the GSOM website, these contributions will aid in the decision-making process for future outgoing exchange students. The topics below are meant as an aid only. Students are encouraged to use their imagination, while remaining as specific and detailed as possible. The use of pictures, articles from different sources or any other materials that would contribute to the report would be of great use to these reports. Please send your reports and any other supporting materials to GSOM International Office by e-mail [emailprotected] pu. ru FOR REGISTRATION: Skvorcova Ekaterina Your host university: Aalto University School of Business Your study program at GSOM: Master in Corporate Finance Your level and year (for ex. : bachelor, 3rd yr. ): 2nd year Master The semester and year that you studied abroad: Fall 2012. See more:  First Poem for You Essay BEFORE DEPARTURE WHAT DO YOU WISH THAT YOU HAD KNOWN BEFORE LEAVING FOR YOUR HOST SCHOOL? INVITATION/VISAS Firstly I received a letter from my host university, it offered me to fill an application form with approximate choice of courses. Then I was offered to book an accommodation and only after it Aalto University sent me an invitation for visa. It was worth asking them to scan it, because by post it took 3 months. The cost of visa is 250â‚ ¬, it’s called a permission for living, it was done in 3 weeks. For this permission one needs valid  passport, 4 photos, insurance and an invitation from Aalto University. AFTER ARRIVAL INTERNATIONAL SERVICES Helsinki Assosiation of Business students is known for its reliability. They’re called ‘buddies’. They organize plenty of programs for incoming students – picking-up service, parties, travels and so one. I really liked Walrush Day, Sport Days and some parties orgabized by KYY Assosiation. INTERNATIONAL INTRO WEEK? Unfortunately my permission for living was giving to me from 8th of September, but an Orientation Day was held the day before. I heard, that Orientation program took a few days or one weekend, where all incoming students had possibility to know the University, city center and each other. CULTURE SHOCK My host University were really helpful, every professor or coordinator were eager to help with every problem. As for culture shock, it was not so severe, because our nordic cultures are similar somehow. CAMPUS FACILITIES Comparable with GSOM facilities, the building is not so pretty, but all the services are the same – Wi-Fi access, computer access, library. It was not necessary to bring your own computer. ACADEMICS COURSES Every semester consists from 2 parts – for example, fall semester, the 1st part – from 10th of September till 22th of October, the 2nd part – till 15th of December. Before the beginning of each part a student have some time to choose courses, definitely, it’s worth not wasting your time and register for them in the very first day of registration. Needles to say, one should read carefully the description of the courses and priority of students, I was rejected to registration of two courses, because one of them was only for CEMS and another for finnish students as priority audience. Finally I passed 4 courses: New Product Development, Behavioral Finance and Decision Making, Management and Strategy Making, and Spanish Business Communication. In general the workload is not heavier comparable with GSOM, but it depends on the courses and teacher’s methods. TEACHING The style of teaching is not dramatically different from GSOM one, the material is covered sometimes more deeply, speed is lower. Quality of teaching is perfect, class participation is obligatory. Style of teaching is mixed with seminars, lectures, a lot of group projects. EXAMS I’ve taken 3 common exams and 1 book exam. If you have less time, it’s better to pass a book one, moreover you have 3 chances to pass them. CORPORATE CONTACT AND INTERNSHIPS Was there a strong corporate presence at your host university? Were you able to use the host schools career services and were there any internship opportunities? LANGUAGE COURSES If your exchange period is less than half a year it’s not worth studying Finnish, because it’s quite complicated. But Aalto University offers a lot of other opportunities for you with foreign languages such as Spanish,  German, French mostly with native speakers in a very interactive mode. HOUSING FACILITIES One of the first steps in filling the documents was choosing my accommodation. Aalto is a partner with HOAS which offers different kinds of accommodation for incoming students, you can choose whatever you want. I’ve chosen a room in 5 km from University, almost in the Center (5 min by train), it costs 390â‚ ¬ per month. COSTS/EXPENSES †¢ accommodation 390â‚ ¬ per month †¢ textbooks everything you can find in a library †¢ local transportation (buses, trains) 22â‚ ¬ per month. †¢ food/groceries (is this more or less RUR than in St. Petersburg? ) 200â‚ ¬ per month †¢ entertainment – very expensive BANKING If your stay in Helsinki is less than 2 years it’s not worth to open up a bank account, because in this case it would be not free, you can easily use your Russian bank account, everywhere you can pay using it. Finnish people use cash very rarely, so it’s not worth taking a lot of cash, just for the case when something is wrong with your bank account. STUDENT HEALTH SERVICES There is a health care insurance for all students who buy a student card, I’ve never used it. It costs 50â‚ ¬. SOCIAL EVENTS I’ve noticed that mostly exchangers associate mostly with domestic students rather than with others. It’s good to join KYY Association, they offer a lot of entertainment. SPORTS/RECREATION Unisport (gym + group trainings) is the best way to keep fit here, it’s not so expensive for students (42â‚ ¬ per 3 months) STUDY TOURS/FIELD TRIPS Excursions are not mandatory, their duration depends on the place. It’s good to know that everything is twice more expensive. WHAT TO BRING Laptop, camera, sleeping bag (for trips). GENERAL IMPRESSIONS The school is really worth visiting with all of their facilities, exchange students are crazy that’s why your stay will be unforgettable, but as for me Finland is not so friendly. REPORT CARD On a scale from 1- 5 (with 5 being best, 3 being acceptable) rate your host university on: 3 Academic value of your stay: 4 The experience in general: 4 Are you willing to give us permission to list your e-mail address at the end of this report so that students can contact you if they have questions? [emailprotected] ru.

Salvation on Sand Mountain by Dennis Covington Essay -- Religion, Spir

Dennis Covington writes about a unique method of worship—snake handling, in his memoir, Salvation on Sand Mountain. He begins as a journalist, looking in on this foreign way of life; however, as time progresses he increasing starts to feel a part of this lifestyle. As a result loses his journalistic approach, resulting in his memoir, detailing his own spiritual journey. Upon the conclusion of his stay in this world, Covington realizes the significance of this journey, and argues in his memoir that we cannot entirely know ourselves until we step outside of our comfort zone and separate ourselves from our norm. It is almost as if Covington was in a dream or some sort of trance throughout this whole experience. He begins as a journalist covering an eccentric trial. Instead of leaving this world after the conclusion of the trial, he is intrigues and uses journalism to get a closer look and this unfamiliar practice. He becomes intoxicated with this fascination causing him to forget his initial intentions as a writer, and begins to act and feel as if he is one of them. It is only until he disagrees with the way they feel about women, Covington is forced to wake up from his dream and come back to life, finally realizing he this is not where he belongs or wants to be. The author says, â€Å"I think he knew what he was doing in releasing me back to the wider world† (236). Covington says, â€Å"It was as though nothing has happened, but of course everything had. I knew it could never be the same with the handlers. I had found my people. But I had also discovered that I couldn’t be one of them, after all. Knowing where you come from is one thing, but its suicide to stay there† (236). Everybody at that moment knew that his prescribed time... ...ife, and he does not want to end up like them. He says, â€Å"It’s sad, in a way. I wish I could assure the Porter and the McGlocklins and all the others that we can be friends as long as we like, but that I won’t be taking up serpents anymore. I refuse to be a witness to suicide, particularly my own. I have two daughters to raise, and a vocation in the world† (238). He finally acknowledges his place in the world, is ready and happy to fulfill his calling. It is evident that the author Covington has a strong ethos, which he uses to convey his argument to his readers. His argument becomes clear only at the end of the memoir, which is intentional; readers had to see the entirety of his journey in order to fully understand his underlying message. The author successfully conveys the message of self-purpose through his own struggles and experiences written in his memoir.

Independence day essay Essay

I take it as a honour to stand before you and say a few words on Indian Independence Day. It was today on 15th August that India woke up with Freedom way back in 1947 which is one of the biggest achievement for us. Who can forget that midnight of 15th August 1947 when Pandit Jawaharlal Nehru hoisted the Tri-coloured Indian Flag on Red Fort. Since that day we have got a great reason to celebrate this occasion every year with pride and honour. Independence Day in India is celebrated every year in each and every school with great spirits. Every school is decorated by keeping the theme Independence Day in mind. Flag Hoisting is done by our Principal who then speaks about few words on how we have to be thankful for this day and how we should follow the same path and philosophies of these great leaders. No one can ever forget how much it took to get independence for India, how much we lost and how much blood we shed? We definitely had lot to lose and we can never forget how much valuable gift Independence Day is for us from our ancestors who fought for the freedom and also from those almighty freedom fighters like Bhagat Singh, Rajguru, Sukhdev, Chandrashekhar Azad, Rani Laxmibai, Lokmanya Tilak whose sacrifice can never be forgotten. When we watch movies inspired by stories of these National and historical figures, we get idea about how it would have been difficult to achieve freedom. The British ruled upon India for more than 400 years, and it was a period of chaos and injustice. Our treasures were looted and we were pushed to poverty and agony from all side. There was no safety for people within their homes as well as in neighborhoods and people thus lived in shadow of fear for each and every moment. But a handful of courageous men made it possible to stand in front of the big army of British and ask for freedom. Who can forget how the freedom movement shaped up in presence of great leaders like Mahatma Gandhi who followed the path of Ahimsa and inspired many people to walk on the same. No wonder he is been called the Father of the Nation with all respect. We look upon celebrating Independence Day every year and sing patriotic songs  to pay respect to the great national leaders without whom it wouldn’t have been possible for us to enjoy the spirit of Independence the way we do today. I salute to all the freedom fighters and national leaders who made it possible for us to enjoy and celebrate our independence. Thank You, Jai Hind! Vande Mataram

Pictures and Profiles of Prehistoric Snakes

Coker v. Georgia Supreme Court Case, Arguments, Impact

In Coker v. Georgia (1977), the Supreme Court ruled that issuing a death sentence for the rape of an adult woman was cruel and unusual punishment under the Eighth Amendment. Fast Facts: Coker v. Georgia Case Argued: March 28, 1977Decision Issued: June 29, 1977Petitioner: Erlich Anthony Coker, an inmate serving a number of sentences in a Georgia prison for murder, rape, kidnapping, and assault, who escaped and raped a womanRespondent: The state of GeorgiaKey Question: Was the imposition of the death penalty for rape a form of cruel and unusual punishment forbidden by the Eighth Amendment?Majority Decision: Justices White, Stewart, Blackmun, Stevens, Brennan, Marshall, PowellDissenting: Justices Burger, RehnquistRuling: The Court found that a death sentence was a â€Å"grossly disproportionate and excessive punishment† for the crime of rape, which violated Cokers Eighth Amendment rights. Facts of the Case In 1974, Ehrlich Coker escaped from a Georgia prison where he was serving multiple sentences for murder, rape, kidnapping, and aggravated assault. He entered the home of Allen and Elnita Carver through a back door. Coker threatened the Carvers and tied up Allen Carver, taking his keys and wallet. He threatened Elnita Carver with a knife and raped her. Coker then got in the car and drove off, taking Elnita with him. Allen freed himself and called the police. Officers found and arrested Coker. In 1974, the Georgia Criminal Code read, [a] person convicted of rape shall be punished by death or by imprisonment for life, or by imprisonment for not less than one nor more than 20 years. The death penalty could only be pursued for rape in Georgia if one of three â€Å"aggravating circumstances† were present: The offender had a prior conviction for a capital felony.The rape was committed while the offender was engaged in the commission of another capital felony, or aggravated battery.†The rape was outrageously or wantonly vile, horrible or inhuman in that it involved torture, depravity of mind, or aggravated battery to the victim.† The jury found Coker guilty of the first two aggravating circumstances. He had prior convictions for capital felonies and committed armed robbery during the assault. The Supreme Court granted certiorari. The case built upon a foundation that the Supreme Court had laid under Furman v. Georgia (1972) and Gregg v. Georgia (1976). Under Gregg v. Georgia, the Supreme Court had held that the Eighth Amendment bars both â€Å"barbaric† and â€Å"excessive† punishments for crime. â€Å"Excessive† punishment was defined as punishment that: does nothing to contribute to â€Å"acceptable goals† of punishment;is purposeless or needless imposition of pain and suffering;is â€Å"grossly† disproportionate to the severity of the crime. Gregg v. Georgia also required courts to use objective factors to establish the above criteria. A court must look at history, precedent, legislative attitudes, and jury conduct. Arguments The attorney representing Coker focused on the proportionality of the punishment to the crime. Imprisonment was a more appropriate punishment for rape than death, he argued. Cokers attorney further noted that there was an evident trend towards abolishing the death penalty in rape cases. The attorney on behalf of the state of Georgia argued that the death penalty did not violate Cokers Eighth Amendment protections against cruel and unusual punishment. The state of Georgia had a vested interest in reducing recidivism by imposing harsh punishments on violent crimes, according to the attorney. He argued that the punishment of capital crimes should be left to state legislators. Majority Opinion Justice Byron Raymond White delivered the 7-2 decision. The majority found that a death sentence was â€Å"grossly disproportionate and excessive punishment† for the crime of rape. Issuing the death penalty against Coker violated the Eighth Amendment. Rape, while â€Å"highly reprehensible, both in a moral sense and in its almost total contempt for the personal integrity,† should not require capital punishment, the majority argued. The Court dismissed the idea that â€Å"aggravating circumstances† should allow a jury to increase punishment to the level of a death sentence. The majority noted that Georgia was the only state which still allowed a death sentence for the rape of an adult woman. Since 1973 Georgia juries had only sentenced six men to death in Georgia for rape and one of those convictions was set aside. According to the majority, these, along with other statistics, showed a growing trend towards punishments other than death for rape. Justice White concluded the majority opinion by highlighting the fact that in Georgia, murderers were not subject to the death penalty if aggravating circumstances were not present. Justice White wrote: â€Å"It is difficult to accept the notion, and we do not, that the rapist, with or without aggravating circumstances, should be punished more heavily than the deliberate killer as long as the rapist does not himself take the life of his victim.† Dissenting Opinion Justice Warren Earl Burger filed a dissenting opinion, joined by Justice Rehnquist. Justice Burger felt that the question of how to punish repeat offenders should be left up to legislators. He rejected the idea that punishment can only be as severe as the crime itself, and argued that the Court had underestimated the â€Å"profound suffering the crime imposes upon the victims and their loved ones.† Justice Burger noted that Coker had previously been convicted for two separate and brutal sexual assaults. The state of Georgia, he argued, should be allowed to more severely punish the third instance of the crime to deter other repeat offenders and encourage victim reporting. Concurring Opinions Multiple Justices authored concurring opinions to address specific elements of the case. Justices Brennan and Marshall, for example, wrote that the death penalty should be unconstitutional in all circumstances under the Eighth Amendment. Justice Powell, however, stated that the death penalty should be allowed in some rape cases where aggravating circumstances are present, just not the one at hand. Impact Coker v. Georgia was one case in a group of Eighth Amendment death penalty cases handled by the Supreme Court. While the Court found the death penalty unconstitutional when applied to the rape of an adult woman, they left it at that. The death penalty remained an option for juries hearing child rape cases in Mississippi and Florida until the 1980’s. In 2008, Kennedy v. Louisiana outlawed the death penalty, even in cases of child rape, signaling that the court would not tolerate the death penalty in cases other than murder or treason. Sources Coker v. Georgia, 433 U.S. 584 (1977).Kennedy v. Louisiana, 554 U.S. 407 (2008).Gregg v. Georgia, 428 U.S. 153 (1976).

Influential Theorist And Child Development Who Are...

Shantia Chevannes Chevannes 1 Mrs. Slinger HPC 3OR September 17th, 2016 Influential Theorists In Child Development: Intellect, Jean Piaget (1896-1980) The goal of education is not to increase the amount of knowledge, but to create the possibilities for a child to invent and discover, to create men who are capable of inventing new things. Jean Piaget is an influential theorist in child intellect development. Piaget insights society on the importance of not learning, but thinking, his thoughts/studies give a further understanding of how children intellectually develop. He provides us with basic stages and experiments to support his theory, leading us to an accurate conclusion. Jean Piaget is a biologist and psychologist of the 201th century born on August 9th, 1896 in Neuchà ¢tel, Switzerland. Ever since he was a teen he was a well acknowledged professional on the subject of mollusks (slugs etc.). His later career was to enhance french versions of questions on the English intelligence tests. Kids giving wrong answers to logical thinking questions are what inspired him to become the honourable man that society knows. T herefore, his work was based on the studies of child psychology and how they mentally flourish. Piaget became one of the most influential and leading figures in child cognitive theory and developmental psychology. Jean was a legatee inShow MoreRelatedOrganisational Theory230255 Words   |  922 Pagestheir writing is accessible and engaging, their approach is scholarly and serious. It is so easy for students (and indeed others who should know better) to trivialize this very problematic and challenging subject. This is not the case with the present book. This is a book that deserves to achieve a wide readership. 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Activities of Human Resource Management

Question: Discuss the activities of human resource management in an organization. Answer: Introduction: Human Resource Management or HRM is a well nurtured factor in all business firms since the beginning of the 20th century (Price, 2006). It is a sum of some most needed processes in an organization. It is such a function in a firm which has been innovated to accelerate the performances of the concerned employees. Human Resource Management focuses not only on the people attached with that organization but also systems and strategies to enhance workforce. From recruitment of an employee to rewarding her or him, Human Resource Management takes place in an organization to smoothen the work-policies (Andolsek and Stebe, 2009). Activities of Human Resource Management in an organization: If the job of any employee is taken for instance, her or his recruitment will go under HRM and rewarding after being a good employee will be done also by the HRM. All organizations work by the labor and intelligence of human beings, so human beings are most resourceful factors for any firm or organization (Becker and Huselid, 2009). Human Resource Management works to take out best possible efforts of the workers or employees and applies the extract of the efforts to get best result. Generally HRM is rehearsed by the HRM practitioners, but it can also be staged by managers of an organization. Human Resource Management actually comes with the strategies to maintain employees for getting long time goals in the business world (Budhwar and Debrah,. 2009). HRM has some frameworks to execute its tasks. Recruitment is the very first procedure of Human Resource Management. HRM practitioners or managers of an organization employ such people in work who are very much capable to perform the tasks assigned in the workshop (Colbert, 2010). The recruitment process takes place according to the conditions, natures and spaces of the work and ability of the employees to be fit for those. After the recruitment procedure training of the employees takes position in the organization. Human Resource Management of the concerned organization trains its employees on a regular basis to make them more suitable for work. Employees-motivation is a big matter in the activities of HRM (Beech and Macintosh, 2012). A motivated and well-trained employee is a big asset for a firm. She or he can deliver best output in job. In the premises of the heavy industries the matter of safety obviously is in the to-do list of concerned Human Resource Management. After safety, wellness and hygienic happiness are the responsibilities of HRM and HRM practitioners (Beerel, 2010). If an employee is not physically, psychologically and wage-wise satisfied, she or he is hardly capable to put best labor. HRM segment of a firm is generally seen to look after all the workers so that they can be productive and effective (Hughes, 2010). Development of the organization is a big responsibility of the HRM. An organization is expected not only to be bigger but also reputed and in the market. HRM is employed to add value to the products and services of an organization. Improvement matters in the world of HRM practitioners. Administration and communication are two big stands on which an organization acts in the market. Managers and Human Resource Management practitioners together play a key role in the administration. It is considered as the nucleus of a firm and HRM is the nucleolus of the administration (Price, 2006). Communication is such stream in the business world which is needed to expand regularly. Communication between employees and managers, leaders and board of directors, stakeholders and directors etc. are regularly performed by Human Resource Management. HRM practitioners are in charge of the main business communications in an organization (Andolsek and Stebe, 2009). If communication breaks down somehow, whol e work process will be damaged and hampered. HRM practitioners have a vital role in hiring also along with the managers. They also play big parts to decide wages and allowances for each and every kind of employees. Benefits and compensations are also allowed to all employees after going through the reports of Human Resource Management of the concerned organization (Budhwar and Debrah, 2009). Performance reprisal and rewarding are done by the HRM segment. All monetary and adjacent factors are cultivated by the HRM to meet the need of the employees and the organization itself (Colbert, 2010). Cultures in the Organizations: Culture in an organization or organizational culture stands for the actions and activities of human beings in a workhouse (Beech and Macintosh, 2012). This also means such activities and actions with which human beings are attached in the concerned organization. Organizational culture comprises values and morals of whole organization, principles of business and values of the entire firm (Beerel, 2010). The culture in a business firm is the addition of a few factors such as background of the organization, services and products, business market, know-how to market the products and strategic steps of the concerned firm. Many organizations deploy various advanced notions in the premise of the organizational culture. Different firms use different cultures and sub-cultures to enhance the workforce. Each and every organization applies unique culture according to the products or services, strategies and work-cultures of the concerned firm. Beside this, many bigger organizations often experie nce contradictions in various sub-cultures, as various sub-cultures are normally assigned to various managerial segments (Beerel, 2010). Actually organizational cultures are too much related to the work-culture of an organization (Price, 2006). It is not depended only on the employees or leaders or the managers who are very nearer to the workshops. The organizational culture is a sum of behavior from directors to the trainee employees. All collectively construct the unique culture in an organization. There is a notion in the human world that human beings are what and which they do repeatedly (Andolsek and Stebe, 2009). Culture mainly defines repeated behavior, habits, thinking and beliefs. It is as true in an organization as true in the life of an individual human being. Culture of an organization is defined by its behavior toward stockholders, employees and customers. The organizational culture of the concerned firm are also supported by its strategy of marketing, process of works, deals with all engaged individuals and values added with beliefs (Becker and Huselid, 2009). Human Resource Management practitioners play a pivotal role to improve and keep intact the environment of organizational culture. HRM segments keep focusing the demands of the cultures in a firm to shape right work culture in the workshops (Becker and Huselid, 2009). They also nurture a few factors related to the organizational culture such as whether the organizational culture is nothing but a behavioral outcome or collectiveness of some relevant forces e.g. enticements, configuration and process. Organizational culture is defined and constituted by various individual matters. It is a procedure to make sense in an organization. This helps to create collective awareness to make out different individual personnel in the firm. Jointly beliefs, strategies and interpretations move an organization forward in the market (Colbert, 2010). A big aim of the organizational culture is to make every worker know the actual reality of the concerned organization. It is not only related to what and w hich factors but also attached with why factors. Culture in the firm is just like that story whose ceremonies and values construct the narrative (Beerel, 2010). Organizational culture is the unique and independent civilization in the organization. Human Resource Management is to give this civilization a positive and progressive force (Hughes, 2010). Sub-culture is taken often as the most debated and nurtured matters which have most influences on the organizational culture. Sub-culture is a team or group into a large culture. The sub-culture in an organization may be revealed or suppressed. A sub-culture in a large organization may be similar to the mainstream culture of the concerned firm or different from some aspects. Founder has a great influence on the culture of a firm (Andolsek and Stebe, 2009). Her or his own personality plays a crucial role to determine the culture. Size of the organization is a big factor. Cultures in a small company and in a multinational company are definitely different. All firms do not have same development programs and visions. Therefore their executive cultures are not similar mandatorily. Managerial sector and leadership quality always determine the culture in an organization. Beside these, personal quality of the leaders also matter here. Strategies, procedures and structures of an organization have a key function in the culture at workplace. Mainly organizational structure gives birth to the sub-cultures and sometimes the conflicts between the subcultures and the cultures (Becker and Huselid, 2009). Rewarding policies are very important in this context. Not only rewarding but also giving allowances to the employees detect the organizational culture. Wages, bonus, additional allowances, individual reward, team rewards are a few of those. Organizational culture depends on the market segment in which the organization invests. Type of works also is a big factor. Intellectual labor and physical labor belong to different cultures certainly. Natural environment at the work place also play a significant role (Becker and Huselid, 2009). Airy weather has been shown a hygienic culture while contaminated environment decreases the spirit of an organizational culture. External affairs of an organization are always matter in the organizational culture. Economic deals in market, legal position of the firm, social reputation of the organization etc. are important in this matter. Culture at innovative sectors and culture at conventional segments are witnessed to be totally different. Attitude tow ards work define the organizational culture often. Adoption of calculated risk at the time of task changes attitude in the workshop and organizational culture also (Colbert, 2010). Business-sector is a globally known aspect to conclude the organizational culture. Different sectors show different culture. Culture at service oriented workplace and culture at manufacturing workshops do not resemble. Some factors in these places can be similar, but the organizational culture is separate (Becker and Huselid, 2009). Human Resource Management has a pivotal significance to keep the organizational culture and subculture improved and healthy. There are many organizations which have different socio-cultural and socio-economic employees at different branches. Multinational companies have employees of different nationality and languages (Beech and Macintosh, 2012). These things create various subcultures under a single roof. In some organizations subcultures are mightier than main culture. This is sometimes better, sometimes worse. Human Resource Management practitioners are expected to maintain this matter. Cultural difference within a firm is an obvious matter. HRM practitioners deal with this. They nurture the matter of subculture on the basis of job, service line, utility, surrounding and level of the chain of command. Actually subcultures always stand on those things (Hughes, 2010). Position and necessity wise HRM practitioners merge or take the subcultures over to keep the works of the firm on. H uman Resource Management wants to run culture and subcultures together but parallel. It is mere challenging and imperative duty of HRM in recent era. Strong and Weak Cultures in an organization: As different human entities have different DNAs, different organizations have different cultures. Organizational culture is considered as the DNA of an organization, though it is an arguable issue. There are certain types or fashions of the culture in a firm. According to those types or variations generally two types of organizational cultures are witnessed on the basis of comparison. Those are Strong culture and Weak culture within an organization (Hughes, 2010). The strong culture is such organizational culture that is deeply rooted in the strategy and work procedure of a firm. Human Resource Management and managerial sector are actively attached with this type of organizational culture. Here HRM practitioners, along with the managerial section, make out well which are needed for employees and them too (Colbert, 2010). Human Resource Management tries to meet both ends accordance with the policies, market and values of the concerned firm. Maintaining of strong culture by HRM is not too tough and mere challenging, because it is embedded into the core of the organization. Strong culture is well acknowledged and made out by the employees. It is seen that the weak culture in an organization breaks out when aims, values and policies of the concerned organization are not clearly spoken, conversed and established. Aim and values of the firm is expected to be cleared to the employees (Colbert, 2010). Weak culture takes place when works and wages have a large difference. Beside this, values of works in the organization result into weak culture. If an organization goes under a weak organizational culture, customer satisfaction and meeting the marketing needs reaches at the lees. Weak organizational culture has many consequences such as necessity of accurate procedures in workforce, exact need for policies and strategies (Price, 2006). A weak organizational culture demands more engagement from Human Resource Management to execute tasks through the expected paths. Analysis for the HRM practitioner: In this part of the essay this study is going to present some analysis for the Human Resource Management practitioner in the perspective of organizational culture. A well known organization namely KFC is to be mentioned for dealing with the matter. KFC or Kentucky Fried Chicken is reputed as a US based fast food restaurant industry. It has near about 19000 outlets for selling products in almost 120 nations and territories. KFC works under Yum! Brands along with Taco Bell and Pizza Hut (KFCjobs, 2015). A deep look at the work culture of KFC tells that HRM of them put efforts to take out best potential of all people engaged to their business chain. Human Resource Management practitioners work there with energy and passion (KFCjobs, 2015). Restaurant industry is such an organization where maximum employees deal directly with the customers. Therefore recruitment plays here a vital role (KFCjobs, 2015). HRM practitioners at KFC choose people keeping the needs and natures of the customers at that location in mind. At many KFC outlets employees get free meals and chicken preparations other than wages and allowances. After doing a good job employees get on-spot admiration from HRM and managerial sections. Employees get special pins on uniforms as rewarding for achievement. Human Resource Management practitioner at KFC celebrates success of everyone to keep workers enthusiastic (KFCjobs, 2015). HRM practitioners of any organization can be inspired from the HRM of KFC, but they need not to follow it blindly. Unique management of Human Resource in different firms is located to bring success. An HRM practitioner initially needs to understand the focus and strategy of the managerial segments of the concerned organization. S/he is expected to act according to this. Secondly an HRM practitioner needs to make out the existing culture and subculture of the firm. Generally s/he has to be fit into those or s/he is employed to correct those. An HRM practitioner works in the core section of a workforce. S/he has to play vital role in recruitment. Well sorted employees can shoulder the strategy of the organization well. Generating motivation and enthusiasm is a big responsibility of an HRM practitioner. Appraisal and rewarding are projected to be handled without biasness. All employees are to be estimated without age or gender sub-category. A good HRM practitioner always is aware of sub culture and weak culture in a firm. S/he tries heart and soul to run subculture properly along with the main culture and repair the weak culture to convert it into stronger one. Reference: Andolsek, D.M. and Stebe, J. (2009) Devolution or (de) centralization of HRM functions in European organizations. International Journal of HRM, 16 (3): 311-329. Becker, B. E. and Huselid, M. A. (2009) Strategic human resources management: Where do we go from here? Journal of Management, 32 (6), 898-925. Beech, N and Macintosh, R (2012) Managing Change - Enquiry and Action, Cambridge: Cambridge University Press Beerel, A. (2010) Leadership and Change Management, California: Sage Beta.tutor2u.net, available from: https://beta.tutor2u.net/business/blog/organisational-culture-factors-influencing-the-culture-of-an-organisation-a [Accessed 05th May 2015] Budhwar, P. and Debrah, Y.A. (2009) Rethinking comparative and cross national human resource management research. International Journal of Human Resource Management, 12(3), 497515. Colbert, B.A. (2010) The Complex Resource-based View: Implications for Theory and Practice in Strategic Human Resource Management, Academy of Management Review, 28, 3, 341 358. Hughes, M (2010) Change Management, London: CIPD KFCjobs (2015). Culture. Retrieved from: https://jobs.kfc.com/article/ourculture Price, L., (2006) Poor personnel practice in the hotel and catering industry: does it matter? Human Resource Management Journal, 4(4), 44-62.