Landfill, Civilization, Disposability, Material Culture, Essay - 1

Landfill, Civilization, Disposability, Material Culture, - Essay Example 1 Production of disposable materials is a key concept in waste management. Common waste management practices include decreasing overall waste production, production of disposable materials, use of landfill and recycling. However, use of disposable materials as means of managing waste products has received much criticism from environmentalists.2 For example, recycling of disposable glass bottles, needles and syringes is responsible for spreading HIV, Hepatitis and other viral diseases. In addition to this, production of disposable material has led to dirtying the environment s such material take time to decompose. In addition to this, as the material decompose; they harbor bacteria and other organisms which cause diseases such as cholera. Lastly, disposable materials encourage users to be irresponsible as they throw waste material anywhere hoping it will decompose.3 It is therefore pointless for individuals to rely on disposable products. Instead, they should rely on recyclable materials. For example, shoppers can carry their goods in reusable bags rather than disposable plastic bags. Similarly, hand towels as well as other disposables should be replaced with cloth towel or hand

Lab exercise Coursework Example | Topics and Well Written Essays - 1000 words

Lab exercise - Coursework Example In this process, the colonies are placed on plates and then for each dilution the number of counting units are determined by counting the units on the plates. The count should be between 30 and 800. The counted values are then recorded in a table in excel spreadsheet. In cases where the numbers of the CFUs is greater than 1000, then the value is recorded as TNTC i.e. Too Numerous to Count. In cases where the count is less than 10, the value is recorded but it is not utilized in the final calculation. The results are recorded in a table just like the one shown below Sterile transfer technique used in the transformation of bacteria from one location to another. This ensures no additional bacteria contaminates the one (bacteria) in transit. Also, this technique is used to prevent the bacteria from escaping and infecting the environment. The success of the sterile technique is dependent on several factors. The factors that facilitates the success of sterile transfer experiments are as highlighted below; ii) All the ends of loops and all the transfer loops must be flamed. Also, caution should be taken such that the tubes are kept open only in the minimum amount of time possible. When the tubes are open, they should be inclined at 45

The lesson of the moth

The lesson of the moth â€Å"The Lesson Of The Moth† The Life That Worth Living For. In the poem â€Å"The Lesson of The Moth†, Don Marquis tells a story of a moth, an insect that have a strange habit of being attracted to the bright light. The story is being told by a fictional cockroach named Archy who is reincarnated author. The cockroach finds the moth trying to break into a light bulb to get the light inside; when he asks why he is doing this, the moth gives an incredibly profound statement: â€Å"It is better to be a part of beauty for one instant and then cease to exist than to exist forever and never be a part of beauty.† (Marquis 188). To me, that is almost what life is about. If we do not have a real reason to live, then it all seems rather pointless. One of the major symbols in the poem is the flame in which the moth is willing to die for. It implies that there are things that certain people are willing to do even if it may cost them their lives. The cockroach in the poem represents all the people who live their lives very carefully to ensure a long one. The moth symbolizes all the people who dont. Both the views of the cockroach and the moth are trying to accomplish the same thing: a better life. The cockroach wishes to live his life with half of the happiness but twice as long, while the moth, on the opposite, would rather live its life to the fullest even if it means to be cut short. When we first read this poem, we may walk away and think that the poet is pretty strange, or doesnt make any sense at all. But after we let it sink and really start to think about what its saying, it really makes much more sense. For me, after it sorted itself out in my head, it made me start thinking about a lot of things. One of the biggest was: â€Å"Why are we here? And what are we doing?† This poem also made me somewhat sad, even though there is nothing I could do about it. It made me want to have a purpose in life. I wanted to have something that I would be so devoted to that I would even be willing to give my life to. It also made me think that sometimes we just have to let go of ourselves and do whatever we want, regardless of the consequences. â€Å"But at times we get tired of using it we get bored with the routine† (Marquis 188). The author used pathos to create an emotional appeal that the â€Å"routine† of normal life is non-excite and it makes we ge t bored of repeating it. Without change, life becomes dull and monotonous. Cant we enjoy the croaking of the frog? For enjoyment, there must be variety .We enjoy the sky because it exhibits a variety of color in different tones. Whether it is taste, color, sound or smell, we want variety. Mans genius consists of his adding to the variety. But for this ever-growing variety, life would become so unbearable and the earth would become a prison. â€Å"It is better to be happy for a moment and be burned up with beauty than to live a long time and be bored all the while† (Marquis 188). In this quote, the author uses the logo to argue that its better to live a high-status life for a while rather than staying our head low for the rest of our life. Personally, I feel that that was the best expression of the word that anyone could have ever thought of; life is misery, and any individual who refuses to grow will get swallow up by life. If we have one opportunity, to see everything we ever wanted in one moment, why shouldnt we capture it? Indeed, danger may come hand-in-hand with opportunity, especially in a crisis. Danger is posed greatly if we fail to understand a situation, and when we act in ignorance to our awareness of it. It is out to hurt, to destroy and to disrupt a persons confidence and life. This will always be somewhat scary, but to live one life to its fullest we always have to take some risks. This is where self-confident is so important. If having a successful life was without risk, then everyone would have successful lives. However, not everything in a crisis is as adverse as it appears to be, despite the great danger posed in the situation, opportunities are often extended. As one saying goes, When one door closes, another one opens†; anyone who realizes that these opportunities when taken may be the solution of the crisis problem, they will onto the road of gleaming success. â€Å"But at the same time I wish there was something I wanted as badly as he wanted to fry himself† (Marquis 188); we do not only have to be smart and mature enough in the thinking of tackling the opportunity, we also has to possess a great deal of determination, fortitude and will power in order for success to reign in the final showdown. â€Å"I do not agree with him myself, I would rather have half the happiness and twice the longevity† (Marquis 188). We could see clearly the ethos in this quote: the author, being a coc kroach, doesnt agree with the idea of shining for a while then be burned up, and he choose the longevity over the happiness. I dont agree with author, you know why? Too often many of us go through our lives on autopilot, without even knowing it. You wake up in the morning, and then do the same old rituals. You go to the office or to school. You meet the same people, do the same job, and travel the same road. Next day, same story. We just let each day pass like the one before it. And when we reach old age, we might look back on life with â€Å"I should haves† and regrets. â€Å"The Lesson of the Moth† explains not only why moths always want to â€Å"immolate† themselves on lights, but also reveals a philosophy on life in a humorous way. The moths philosophy ironically made sense, because to live without ever experiencing something beautiful is truly torture. The extreme consequences of death with beauty or â€Å"longevity† without beauty are hard to decide between. The moth also explains how human beings used to be â€Å"come easy, go easy† but have become too civilized and stuck-up to enjoy themselves thoroughly. The moth says, â€Å"our attitude towards life is come easy, go easy, we are like human beings used to be before they became too civilized to enjoy themselves† (Marquis 188), the moth is right for the most part about humans being too civilized, but there are the few, the proud, the ones who dare people to drop all seriousness and go out and have fun. The people with the most money should be having the most fun, but they seem to just be too civilized to have a good time. The moth has a real good spin on a serious issue and yet makes the reader laugh while reading it. â€Å"The Lesson of the Moth† is a well-constructed story with excellent ideas that is vividly realistic. The narrative moves at a pace to engage and captivate the reader without making the story just a rush to get to the last line. The writing is thoughtful to makes sure that the reader will savor and think about the events presented. This poet is an excellent exploration of a philosophy on life that is well worth thinking about. Works Cited Marquis, Don. â€Å"The lesson of the moth.† Reading Literature and Writing Argument: with additional research and documentation materials. Custom Edition for Oklahoma City Community College. Boston, MA: Pearson Custom Printing. 187-188.

Yanomamo: People of the Rainforest Essay -- Culture Essays Venezuela E

Yanomamo: People of the Rainforest Located in the Amazon Basin of Southern Venezuela and Northern Brazil, the Yanomamo are an indigenous group numbering close to 23,000. They utilize slash and burn horticulture, hunting and gathering to survive within their ecosystem. Napoleon Chagnon termed the group, â€Å"fierce people†, citing their numerous disputes within non-allied villages. Aside from their periodic warfare, they have managed to build and sustain their unique culture through adaptations to their environment for generations. Family Organization Yanomamo families may live together as simply nuclear, polygnous, or extended (Ramos 1995, 188). Each house may have somewhere between one to six family compartments (Ramos 1995, 36). Alcida Rita Ramos explains that the nuclear family is very often so entangled in the web of kinship that, in order to define it, it is necessary to go through relatives who are primary neither to the husband nor to the wife (1995, 188). She states, "the wife may be the mother of a mans children, the daughter of his mothers brother, and the daughter of his fathers sister" (1995, 188). Frank A Salamone further explains the confusing kinship system they maintain by explaining that children of siblings of the opposite sex on both mothers and fathers side is the preferred marriage termed "bilateral cross-cousin marriage" (1997, 40). Apparently, another explanation for the difficulty in defining direct and indirect kin among the Yanomamo is in part due to their use of Teknonymy (Salamone 1997, 42). Ramos expl ains that Teknonymy does not allow for the use of personal names, meaning individuals are referred to, for example, as 'daughter of Suli' or 'husband of Suli' (1995, 188). In families, men do outran... ...mbridge University Press, 1985. Moore, Randy et. al. Botany; Second Edition. New York: McGraw Hill, 1998. Ramos, Alcida Rita. Sanuma Memories: Yanomami Ethnography in Times of Crisis. University of Wisconsin Press, 1995. Saffirio, Giovanni and Richard Scaglion. (1982) Hunting Efficiency Among Acculturated and Unacculturated Yanomama Villages. Journal of Anthropological Research 38: 315-327. Smoles, William J. The Yanoama Indians: a cultural geography. Austin: University of Texas Press, 1976. University of Manitoba Anthropology Homepage. http://www.umanitoba.ca/faculties/arts/anthropology/tutor/case_st udies/yanomamo/ Yanomamo Homepage. http://www.wugb.edu/~galta/mrr/yano/yano.htm CSAC’s Ethnographics Gallery. http://lucy.ukc.ac.uk/EthnoAtlas/Hmar/Cult_dir/Culture.7884 Yanomamo Research Group Homepage. http://www.sscf.ucsb.edu/~cejal/

Attention-deficit Hyperactivity Disorder and Pharmaceutical Industry

Pharmaceuticalization can be defined as the â€Å"process by which social, behavioural or bodily conditions are treated or deemed to be in need of treatment, with medical drugs by doctors or patients† (Abraham 2010:604). According to Abraham (2010), pharmaceuticalization is currently on an upward spiral and this dramatic increase can be attributed to five different factors. These five explanations are biomedicalism, medicalization, pharmaceutical industry promotion and marketing, consumerism, and regulatory-state ideology or policy.Each of these explanatory factors are mutually interactive but competing and it will be explained how this is in the following paragraphs. The biomedicalization thesis is based upon the idea that advances in biomedical research can explain why there is an expansion of drug treatment in our society today. Biomedicalism theorists believe that people who were previously undiagnosed or untreated for certain disorders are now able to receive necessary me dication as a result of progression in medical science, but it is clear from his article that Abraham is not a biomedicalism theorist.Abraham provides surprisingly large amounts of evidence to back up his claim that the biomedicalization thesis is not a legitimate explanation for the increase in pharmaceuticalization. Abraham criticizes the fact that a lot of the scientific literature contains uncertainties and many studies lack replicability and therefore should be rendered unreliable. He also uses the example of Attention Deficit Hyperactive Disorder (ADHD) to farther emphasize his argument.He does this by making the point that the brain imaging done in these studies were supposed to be measuring the levels of dopamine in the brains of the subjects but these samples could not be taken from living people so were instead inferred from dopamine metabolites in the blood or urine. This poor quality of science that the biomedicalization thesis is based upon raises many questions and inc reases the likelihood that this is not a valid cause for the increase in pharmaceuticalization (Abraham 2010).Abraham believes that medicalization is a more reasonable explanation for the rise in pharmaceuticalization. Pharmaceuticalization and medicalization often overlap but are nonetheless distinguishable. Medicalization can be defined as a â€Å"process by which non-medical problems become defined and treated as medical problems, usually in terms of illness or disorders† (Abraham 2010:604). The thought behind the increase in medicalization is that social deviance has gradually become redefined in a way that makes medical disorders part of the norm.ADHD illustrates this idea because in the past 40 years, the criteria necessary to be diagnosed with this disorder has broadened drastically and some studies in the US found that almost 50% of children now meet this criteria. Another relevant disorder would be bipolar disease, which has increased 50-fold since 1980 when it was f irst entered into the Diagnostic and Statistical Manual of Mental Disorders (Abraham 2010). In our society today it is much more common to be diagnosed with a medical disorder and once consumers are made aware of a disorder’s existence, its regularity will skyrocket.The main way in which consumers are informed about new drugs or diseases is from marketing and promotion done by the pharmaceutical manufacturers. Drug companies are advertising their products much more now and are over exaggerating the benefits in hopes to establish a larger consumer base. They are putting all of their resources and funds into this marketing and even spending more on this than resource and development: â€Å"In the US, industry expenditure on marketing has been about double that on R&D- US$54 billion and US$26 billion in 200, respectively† (Abraham 2010:609).Pharmaceutical companies are even getting medical professionals on board to advertise their products either at medical symposia or in a television commercial by generously compensating them. This increased exposure to drugs makes consumers more informed about the availability of new drugs but not necessarily the risks that come along with them. In his article, Abraham mentions two forms of consumerism that have opposite effects of one another on pharmaceuticalization.The first type that he talks about is adversarial consumerism, which occurs when people are under the impression that they have been harmed by specific drugs and therefore pursue legal actions against pharmaceutical manufacturers. Adversarial consumerism is currently rising; in 2000, US plaintiffs received 4. 85 billion US dollars to settle 27,000 lawsuits against Merck and 894 million US dollars against Pfizer to settle lawsuits about various types of arthritis drugs. These figures can be compared with the mere 10’s of millions of dollars that Eli Lilly was charged with in the 1980s.This particular type of consumerism actually leads to a decr ease in pharmaceuticalization, which is sometimes referred to as de-pharmaceuticalization (Abraham 2010). The more powerful type of consumerism is called access-oriented collaborative and it is one of the reasons that there is an increase in pharmaceuticalization in our society today. This form of consumerism occurs when patients seek access to new drugs quicker than the Food and Drug Administration (FDA) can approve them. This puts a lot of pressure on the FDA and forces them to cut approval times for highly demanded drugs (Abraham 2010).

Human Resource Management Approaches

Introduction In any organization, the human resource force is one of the most vital assets. In this regard, it is vital for organizations to ensure that they formulate and implement human resource management policies that will optimize employees’ contributions so as to maintain competitiveness in their different industries of operation (Armstrong, 2008; Marchington & Wilkinson, 2005). There are different approaches that different organizations use to ensure that their employees are at their optimal productivity. Some of these approaches include recruitment of highly qualified staff members, providing occasional training for employees to improve their competence at work, fair remuneration, and employee motivation (Ulrich et al., 2008). Scholars in the field of human resource management have proposed several models that can be used in managing people. Some of these are scientific management and human relations theory (Taylor, 2013; Thompson, 2011). The scientific management approach emphasis es on managing employees to increase efficiency by using monetary motivation (Taylor, 2013). The human relations approach is based on the notion that using monetary rewards is not the only way in which employees can be motivated. They can also be motivated through other social factors like being praised, promoted or making developing in them a sense of belonging (Thompson, 2011). This paper intends to examine human relations and scientific management concepts by comparing and contrasting human resource management approaches at TGI Friday’s and Christians against Poverty, one of the Sunday Times 100 best not for profit organizations. The paper also discusses whether both approaches to management are relevant in the 21st century, and whether not for profit organizations should manage their employees in a way that is different from companies whose main objectives are profit maximization. Management at TGI Friday’s TGI Friday’s is a restaurant chain with its UK head offices in Luton (TGI Friday’s, 2014). Based on an employee survey carried out by the Sunday Times, the company ranked third among the 25 best big companies. The survey sought to establish the employees’ perceptions of the way they were being managed. The company also ranked third on the overall 100 best companies to work for in the United Kingdom (The Sunday Times a, 2013). The good ranks that the company holds among the best companies to work for reflects the effectiveness of the company’s human resource management approaches. Management of people at TGI Friday’s displays both the human relations and scientific management approaches. With reference to the human relations approach, performance is enhanced by the creation of an effective working environment and instilling a sense of belonging in their employees (Thompson, 2011). The scientific management approach is also used through offering monet ary bonuses and retaining productive employees and dismissing the unproductive employees (Taylor, 2013). Examples of these approaches at TGI Friday’s is further discussed belowHuman Relations ApproachRecognitionEmployee recognition is defined as giving employees a positive feedback to let them know that they are valued by their colleagues and workmates in the organization. Wright et al. (2012) argue that for employee recognition to have an impact in the progress of an organization, it needs to encourage employees to increase their efforts towards attaining organizational goals. According to Karen Forester, the TGI Friday’s managing director in the UK; employee recognition has been part of the company’s culture since it started in 1965 (TGI Friday’s, 2014). One way in which the company recognizes its employees is through the use of achievement badges, which are given to employees as a form of appreciation for their achievements or extraordinary contributio ns they make towards the company. The company also has a program where employees are nominated by colleagues based on their performance, and are later gifted through different treats. For instance, in January 2013, TGI Friday’s UK flew 400 employees to a party that was held in Florida (The Sunday Times a, 2013). Whereas such employee recognition efforts may be costly and could cut down on the company’s profitability, the organization believes that it is a â€Å"huge deposit in the emotional bank account†.Creation of a Conducive working EnvironmentThe organizational environment also has a role to play in the productivity of employees. There are several approaches that have been suggested by researchers on the approaches that can be used to create an organizational environment that enhances employee productivity (Armstrong, 2008). One of these is creation of an open and transparent form of communication across the organization. By so doing, all employees will have a feeling that their opinions are valuable to the organization. This also instils a sense of belonging in the employees (Aula & Siira, 2010). Another approach that can be used in creation of an effective work environment for employees is ensuring that there is a work-life balance for employees (Bratton & Gold, 2012; Miner, 2005). To attain work-life balance, employees ought to be given the chance to fulfil other goals and responsibility in life apart from their work. These include responsibilities to their families and the community, spiritual needs and personal growth, among others (Clutterbuck, 2003). Other approaches include encouraging a team spirit in the organization, provision of a job security assurance and offering training to improve employee competence (Orlitzky & Frenkel, 2005). As opposed to typical fast-paced food restaurants, TGI Friday’s employees have the assurance that their jobs are secure. With reference to a research carried out by the Sunday Times, 86% of the company’s employees felt that they had secure jobs. With regard to instilling a sense of belonging in its customers, the company has a tradition for treating each of its 4000 staff members in the UK as family (The Sunday Times a, 2013). According to Karen foster, the company’s UK managing director, â€Å"We never call them staff or employees, we call them family and we treat them like family† (Martin, 2013). This also creates a sense of teamwork, which is also a factor that improves employee productivity.Scientific Management ApproachEvaluation of employee performanceThe scientific approach to human resource management emphasizes on increasing efficiency in employee productivity. One of the ways in which this can be done in an organization is through the evaluation of the performance of employees in periodic intervals (Taylor, 2013). Employees that are not competent enough ought to be trained or given a certain time to improve. If they fail to improve in performance, they are dismissed and replaced by more competent recruits (Bloisi, 2007). This also takes place at TGI Friday’s. There was a period in time when the company needed to redefine its culture and redefine itself. To do this, some brutal approaches were undertaken to ensure that only the right staff members were left in the company. This involved carrying out an assessment of each member of the company and classifying them according to their contributions. As argued by the company’s UK managing director, â€Å"Everyone in the organisation was assessed and classified as ‘players’, ‘wannabe players’ (who needed more training), ‘potential players’ (who could go either way) and ‘assassins’ (who had the ability to sabotage the transformation project)† (Martin, 2013). The group of employees that was referred to as the assassins was dismissed from the company, a step that resulted in the improvement of the company’s performance. This is an ideal approach of increasing the efficiency of the company, which is quite synonymous to the scientific management approach.Monetary MotivationTo motivate employees, TGI Friday’s also uses the monetary approach. Employees at the company receive annual pay reviews. In 2013, members of the company’s kitchen staff were offered a 9.5% pay rise as a gesture to appreciate their contributions to the company (The Sunday Times a, 2013). Even though the monetary incentives are used to motivate the company employees, they are used alongside other forms of incentives. The reason for this is that when monetary incentives are used exclusively by a company, it may limit the creativity and innovation of employees (Adeogun, 2009). Management at Christians against Poverty (CAP) Christians against Poverty (CAP) is a not-for profit organization operating the United Kingdom. It specialized in debt counselling, a charity work that that is based in different local churches across the UK (Christians Against Poverty, 2013). It offers solutions and hope for people who are in heavy debts by providing advice to the affected people on the ways in which they can generate income to enable settle the debts and relieve themselves from the associated stresses that could be even detrimental to their health. Apart from helping the company’s target populations to get out of poverty, CAP has also received recognition by the Sunday Times as being among the best not for profit companies to work for (The Sunday Times b, 2013). In a study that was carried out by Sunday Times on opinions of the company’s employees about how they felt about their leadership and whether they enjoy working at CAP, there was a 95% positive response that indicated that employees loved to w ork for the company. 97% of the employees indicated their pride in being employed by the company, while 99% of the employees believed that the company makes a positive contribution in society (The Sunday Times b, 2013). Just as was the result at TGI Friday’s, this response from the company employees indicates that the approaches used in the human resource management of the company is appropriate. The main difference that exists between TGI Friday’s and CAP is that whereas TGI Friday’s incorporates monetary incentives in employee motivation, there is no evidence that indicates that CAP uses the same.The Human Relations ApproachCommunication at CAPIn any organization, effective communication is one of the factors that contribute towards an improvement in employee performance. Communication often depends on the structure of the organization. Hierarchical organizational structures are characterized by vertical communication channels, where employees pass information to managers through their immediate bosses (Adeogun, 2009). On the other hand, adhocratic organizations are characterized by horizontal communication channels, where employees are free to address top managers in case they need to pass across a certain message (Ulrich et al., 2008). The structure at CAP is adhocratic, based on the fact that senior managers and employees interact to share information that id positive for the organization’s progress. Not only does this reduce the channels through which information it passed, but also motivates employees by providing them with a sense of belonging (Armstrong, 2008). They are also motivated to contribute more towards the organization because they know that their opinions and ideas matter. Effective communication at CAP was demonstrated in 2012 where there was a restructure of client service teams in the organization. When staff members that had been adversely affected by the reshuffle voiced their concerns, the original restructu ring plans were changed (The Sunday Times b, 2013). In another demonstration of effective communication at CAP, there was a Dragon’s Den-style event, where teams were established to propose improvements on the company’s operations. All the proposals were presented, and a vote was made to select those that had to be implemented immediately. Afterwards, the managers pledged that they will ensure that the suggested proposals will be implemented (The Sunday Times b, 2013). This clearly indicates that the company involves its employees in decision making.Catering for Employees’ WellbeingEnsuring that the well being of employees is catered for is another approach that CAP uses to motivate its human resource force (Meyer & Allen, 2007). According to the research that was carried out by the Sunday Times, the company has an 88% score on how effectively it addresses the wellbeing of its employees. One of the ways in which the company addresses the wellbeing of its employe es is through setting aside a full day every year, referred to as the wellbeing day. On this day, employees are informed on how to maintain a healthy lifestyle, encouraged to use the staff gym. Several group exercises are also carried out (Christians Against Poverty, 2013). Another approach that is used to address the wellbeing of employees is through organizing motivational talks to empower them. Matt Barlow, the chief executive director of CAP, gives regular motivational speeches to the company’s staff members, which mainly aim at inspiring them to attain their potential in life while at the same time ensuring that they adhere to their moral principles (The Sunday Times b, 2013). This has increased the faith that employees have in him and the company. When employees are aware that the company is concerned about their well being, there is an increased likelihood for them to be more committed to the organization (Orlitzky & Frenkel, 2005).IncentivesAs opposed to TGI Fridayâ⠂¬â„¢s where employees are provided with monetary incentives in form of bonuses and salary increments, the incentives that employees at CAP get are usually in form of free drinks and fruits, a cycle to work program and being provided with free sports facilities (The Sunday Times b, 2013). There is also a program where employees are nominated by managers for awards, depending on their performance. When employees make contributions that are beyond what is expected of them, they are recognized and awarded. Far from financial rewards that are given in most companies, the rewards that are given at CAP include meals, cinema tickets or chocolates. The annual salary of a caseworker in the company is at ?21,164, of which employees believe is a reasonable pay for their efforts (Christians Against Poverty, 2013). Being a not for profit organization, this explains the fact that there are no incentives in form of financial reward. Relevance of the Human Relations and Scientific management in the 21st Century To establish how relevant these approaches of human resource management are in the present-day organizational environment, it is vital to have an understanding of the principles that govern them. The scientific management approach has four core principles (Taylor, 2013). The first is referred to as the replace rule of thumb work approaches. These approaches have to be arrived at by carrying out a scientific study. The second principle is that every employee in the organization ought to be scientifically selected, trained and developed, as opposed to letting them train themselves with work experience. The third principle is that managers ought to cooperate with employees so as to ensure that they are strictly adhering to the operational methods that have been scientifically developed. The fourth principle is that work ought to be equally divided between workers and managers to allow managers to apply the principles of scientific management to plan duties for workers (Taylor, 2013). Cr itics of this approach of management argue that it increases work monotony and reduces avenues through which employees could provide feedback to their managers (Ulrich et al., 2008). However, there is still relevance of this approach in present-day human resource management. One of the principles that are still applicable is that employees ought to be scientifically selected, trained and developed by organizations (Taylor, 2013). Even present-day organizations have certain criteria that they use in selection and recruitment of their employees, and also emphasize on training them so as to make them more capable in executing their responsibilities (Bratton & Gold, 2012). The human relations approach to management is based on three underlying principles (Thompson, 2011). The first principle is decentralization, where hierarchy that is often employed in classical management is replaced with providing employees with greater autonomy. The second is participatory decision making, where employees ought to be involved in the decision-making process of the organization. The third principle is that managers need to develop employees that are self-motivated (Thompson, 2011). This management approach is supportive of an organizational structure that is adhocratic (horizontal), and against the hierarchical organizational structure. Given that present-day organizations are becoming less hierarchical and more horizontal, it can be thus stated that the human relations approach to management is quite relevant in the 21st century (Ulrich et al., 2008). In regard to whether not-for-profit organizations and organizations that aim to maximize their profits need to apply different management approaches, this is quite debatable. Whilst the objectives of these organizations might differ, it is vital for both to ensure that their employees are motivated and efficient. The main aspect that may differentiate not for profit organizations with the profitable ones is that while employees in not for profit organizations may not prioritize monetary incentives, those in profitable companies expect such incentives to be incorporated in their motivation strategies. Conclusion As aforementioned in this study, human resources are the most important assets owned by any organization. Therefore, human resource managers ought to use people management strategies that motivate employees to increase their contribution towards attaining organizational goals. Two main approaches to people management have been addressed here. These are the scientific management approach and the human relations approach. Explanation of these approaches has been done by comparing management approaches in two organizations ranked among the top 100 companies to work for in the UK. One of the companies, TGI Friday’s, is a profit oriented company, while other, CAP is a not for profit organization. Similarities and differences that exist in the human resource management approaches of these companies have been highlighted in this report. In establishing the relevance of scientific management and the human relations approach of management, future research should carry out a more in-dep th analysis of the advantages and disadvantages of both in the present-day organizational environment. 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