Development of Childrens Reasoning - 1958 Words

Development of Children s Reasoning Reasoning is mental process of looking for beliefs, conclusions, actions or feelings. Humans are able to engage in reasoning using Introspection; involving self-observation and examination of one s own thoughts and feelings. Human reasoning starts in early childhood when a child has to face a problem, he/she has to develop reasoning in order to solve it. This development of reasoning occurs from infancy through adolescence. Once children are able to represent the world, form concepts and categories, then they are well able to reason about and solve problems. The two psychologists, Piaget and Siegler, were interested in identifying and describing the ages of children when the developmental†¦show more content†¦Siegler illustrated this in the context of young children (mostly 5 year olds) learning basic addition. One strategy for 2+4, involves counting from one: putting up fingers on one hand to represent 2, and on other hand 4 fingers. Then the raised fingers were counted on both hands. Other strategy includes putting up fingers, but recognizing the number of fingers that are up without counting. Almost all children use several different strategies (Siegler). This approach is very different from Piaget s, which shows that not all children reason in the same manner at particular age. Siegler did not divide children into stages as the age is not greatly relevant; so he had opportunity to better estimate how do children reason. But Piaget s theory does not use clearly defined strategies, where in Siegler s approach it is considered as a main limitation; as the children are restrained in using stated strategies rather than their own ideas how to solve problems. In Piaget s concrete operations period the key development of this is the acquisition of operations, which are mental representations of dynamic and static aspects of the environment. Here children not only master the static states, but also are able to represent t ransformations. The importance of concrete operations can be identified in understanding of three types of conservation: liquidShow MoreRelatedAdolescence Cognitive Development Essay1669 Words   |  7 Pagesthis issue paper is to compare and contrast two different articles one written by L.E. Berk in 2010 that explores lifespan development. The other article was written by the staff and research team at Lucile Packard Childrens Hospital at Stanford in 2012 that addresses what cognitive development is and the progress of adolescence cognitive development. Cognitive development begins from the moment of birth and continues throughout life. However, this student finds the cognitive abilities are moreRead MoreMaths1749 Words   |  7 Pagesteaching activities you would use to develop children’s learning of reasoning. Include within your analysis how you would include discussion and ICT.† Reasoning falls under the ‘Using and applying’ heading of the National Strategies guidance (DfES,2006) this covers ‘Making decisions, reasoning and generalising about numbers and shapes; and problems involving ‘real life’, money or measures’ (p3). This assignment will discuss activities which develop children’s abilities to reason. In addition it willRead MoreChild s Reasoning And Problem Solving Development1428 Words   |  6 Pagesacquire language, reasoning, and planning skills, because the child’s brain synapses are wiring together. Improving Child’s Reasoning and Problem-Solving Development Child’s Reasoning According to the article, Fostering Children’s Reasoning and Problem Solving, Whittaker (2014) explains that young children are capable of developing reasoning and problem-solving skills. Their skills then support their later development and learning and early childhood educators can foster these developments. These skillsRead MorePiaget and Vygotsky1272 Words   |  6 PagesCognitive development is interpreted as the gradual orderly development of thinking, understanding and reasoning processes from birth to maturity. The aim of primary school is to build the knowledge and the skills children need to have for further cognitive development. Therefore, the constant development of coginition is very important to young children, because it gives them the basic understanding towards themselves and the world. As a result, in order to assist and support children’s early cognitiveRead MoreThe Affirmative Policy Brief The U.s.f.g Should Ban Sale Of Super Hero Related Product s Intended For Minors Essay1186 Words   |  5 Pagesfighting evil or helping people Products= something that is made to be sold, esp. something produced by an industrial process. I argue that we should impose a ban on the sale of superhero related products intended for minors. Superhero items stunts development because of violence and imagination confining scripted toys. We, therefore, should turn to different types of activities that foster a safer environment and healthier attitude towards play time. Children are easily impressionable so it is necessaryRead MoreEssay on Proven Methods Of Child Discipline1465 Words   |  6 Pagesdiscipline through reasoning, positive and negative reinforcement, and observational learning one can effectively discipline their children without risking damage to the child’s social and moral development. Research has shown that using reasoning as a method for discipline more often helps develop a child’s ability to conform to the standards of what is considered right or just behaviour. Discipline derives from the Latin word â€Å"disciplinare† meaning â€Å"to teach†. Thus, reasoning can be used as anRead MoreJean Piaget And Lawrence Kohlberg892 Words   |  4 Pagestwo psychologists have made remarkable discoveries on how children develop and use their moral development. Jean Piaget, grew up in Switzerland in the late 1890’s and early 1900’s with his father, who was a dedicated historian. Around Paget’s early twenties he had the privilege of working with many influential people allowing him to cross paths with Theodore Simon. Simon developed a standardized reasoning test that would test children on their mental abilities, such as their attention and memory abilitiesRead MoreShould We Abandon Piaget‚Äà ´s Theory Given the Amount of Criticism It Has Received over the Year?1413 Words   |  6 Pageshis early years of age was a biologist who originally studied molluscs but later he moved into the study of the development of children s understanding, through observing them and talking and listening to them while they worked on exercises he set. He started his tests with his own children on describing the mechanism by which the mind processes new information. His views of how children’s minds work and develop have b een enormously influential for parents, scientists, philosophers, and most particularlyRead MorePreschoolers: Learning While Playing Essay1072 Words   |  5 PagesAlice Sterling Honig, author of an article â€Å"Play: Ten Power Boosts for Children’s Early Learning†, states that â€Å"children gain powerful knowledge and useful social skills through play† (p.126). Honig, who believes that play is essential for young children’s development, points out ten ways in which children can learn through play activity. According to Honig, preschool teachers should teach students by engaging different kinds of play activities. Through their participation, young childrenRead MoreCognitive Development Theory Of Moral Judgment1082 Words   |  5 PagesPiaget is a famous psychologist who is professionally known for his pioneering work that he did in children’s development. His cognitive development theory has three key components, the first one is scheme, the second one is adaption which is an important process that helps a child to go from one stage another such equilibrium, accommodation and accommodation. The third one is cognitive development with four different sub theory such as, sensorimotor, preoperational, concrete operational and formal

Existentialism, By Albert Camus, Raymond Carvers, Short...

After all, the Choice is Yours Existentialism is a humanism, sure, if one were so inclined, since after all it is ones’ choice to choose if they are a true existentialist. Any and all human philosophies can be used as a guide to ones’ path in life in their own morality, however, until it becomes inconvenient then it is tolerable to deviate off ones’ path to make it work for themselves. The basic foundation of existentialism is, existence precedes essence and there can be no human nature if this is ones’ belief, as Descartes puts it, in a sense; â€Å"I think therefore I am†. These traits and actions are portrayed throughout the stories of Albert Camus, The Stanger, Raymond Carvers, Short Cuts and Woody Allen’s movie, Crimes and Misdemeanors.†¦show more content†¦Meursault mirrors Sartre’s description of existentialism in his absurd view of the world and life in general, by demonstrating that nothing really matters, since everyone must live and die, what we do in between is irrelevant. The paramount description relating to Sartre’s existentialism and Camus portrayal of such justification, is when Marie asked if she could marry Meursault and his reply was, â€Å"I said it didn’t make any difference to me and that we could if she wanted to†. Therefore, he dons the choice onto Marie, however the true insignificance to Marie’s proposal is what is being upheld in his decision. Sartre states â€Å"You are free, therefore choose that is to say, invent. No rule of general morality can show you what you ought to do: no signs are vouchsafed in this world†. In other words, Meursault’s negligible response of insignificance and purposelessness is his choice and his expression of not caring regardless, but if she wanted to get married it was tolerable with him, may sound as a justification, and however becomes Meursault’s right choice. In abstract; David Drake states, in his article, â€Å"Sartre: Intellectual of the Twentieth Century† that, â€Å"I feel no solidarity with anything, not even myself: I do not need anybody or anything† (32). Meursault was content with his life, whether the rest of the world approved was a non-factor for him. After all, the choice was his. In Raymond Carvers, Short Cuts, (1993), a book with ten stories and

The Emotions Of Creon In Antigone By Sophocles - 852 Words

Throughout the play Antigone by Sophocles, Antigone does not have one main motivation, but rather a blend of many. As Antigone’s three most evident motives are doing the right thing, flouting Creon’s authority, and expressing her overall anger at life, the first and the last are most important. In this play, the combination of Antigone’s emotions toward her grave past and her obligation to her brother, regarding the gods, fuses together to be the incentive for her actions, regardless of Creon. Challenging Creon is almost a side effect, a medium through which Antigone can achieve her goals. Antigone’s past is a messy one: an incestual and murderous curse put on her family, her mother’s suicide, her father’s self-mutilation and banishment,†¦show more content†¦Furthermore, in Antigone’s conversation with Ismene, she reveals more of her motivations. Antigone’s anger is carried over, but the reader is also introduced to a budding grief. She states that Creon â€Å"has no right to keep [her] from [her] own† (59). The fact that Polynices is her brother is enough to for Antigone to justify her actions against the law. The tone of this statement feels like a grief-stricken plea, to do what is right for her brother. She loves him, and he deserves to be buried. Antigone then mentions that Creon and everyone who refuses to bury Polynices is â€Å"dishonor[ing] the laws the gods hold in honor† (91-92). For Antigone to then act against everyone, would, therefore, be the right thing, in terms of religious beliefs. For someone other than Antigone this might be sufficient enough motivation, but since she is so complex it is only a factor. A thoughtful, rational person probably wouldn’t be so quick to jump into a decision that would inevitably lead them to their death, even if that decision was the right one. Since Antigone is so upset with her life, she doesn’t care if she lives or dies, if the past is any indication of her future, only more pain will come. This is what makes her do the right thing. Antigone believes burying her brother is right, and that the laws of the gods must be obeyed, so it is a factor, but since she actually takes action and buries him, she throws her life away.Show MoreRelatedAncient Greek Tragedies: Passion vs. Prudence 959 Words   |  4 Pagesis the catastrophe caused by acting on emotions. Both Oedipus and Antigone experience this as a result of their rash behavior. Even Creon ends up miserable in Antigone due to the change in his behavior. By acting on their e motions, these characters all experience tragic downfalls, while others, such as Ismene and Creon during Oedipus Rex, remain safe due to their prudence and indications of wisdom. Due to the actions she took based on her emotions, Antigone suffered a far worse fate than IsmeneRead MoreAntigone Character Analysis1422 Words   |  6 Pages Antigone, the final play in a series including Oedipus Rex by Sophocles, discusses the ideas of leadership, family, and choices. It features two central characters: Antigone, a girl who chooses to illegally bury her brother, and Creon, a king who decrees the burial of the brother to be illegal. Upon the first encounter of the text, it appears that Antigone is the â€Å"hero† of the play, but on further analysis, one realizes that the tragic hero, as defined by Aristotle, is actually Creon. The ideaRead MoreAntigone Catharsis Essay982 Words   |  4 Pagesaction to release self-pitying emotions. This process of relieving oneself from fear and pity into a sense of renewal and purification is known as catharsis. In the Greek play, Antigone, the author, Sophocles used catharsis to demonstrate situations in which the sense of renewal one is seeking for sometimes can only be reached through tragic ways. The play exhibits these violent ways through struggles and the ultimate aftereffect of three important characters. In Antigone, catharsis is reached by theRead MoreCreon : The Tragic Hero In SophoclesAntigone886 Words   |  4 Pagesâ€Å"According to Aristotle, the function of tragedy is to arouse pity and fear in audience so that we may be purged or cleansed, of these unsettling emotions.† (â€Å"What is† 739) This â€Å"purging† is clearly effective in Sophocles’ Antigone which is about a young woman’s will to do what is right by the G ods. Also, according to Aristotle, â€Å"a tragedy can arouse twin emotions of pity and fear only if it presents a certain type of hero or heroine who is neither completely good nor completely bad† (â€Å"What is† 739). HeRead MoreIn â€Å"Impossible Mourning: Sophocles Reversal† By Fanny Soderback,1276 Words   |  6 Pages In â€Å"Impossible Mourning: Sophocles Reversal† by Fanny Soderback, she introduces the concept of a Sophoclean reversal at the heart Antigone. To introduce her argument, Antigone is associated with the private realm and divine law, and Creon is a representative of human law and politics. Soderback bases her understanding of Antigone on the work of Hannah Arendt, who argues that the Greek public realm is distinctly separated from the private realm, which rebuts most claims of how family and state wereRead MoreEssay about The Greek Gods Did Not Think Before They Acted1615 Words   |  7 Pagesoften root from a fatal flaw. By placing power on their emotions when making decisions, they are unable to come to terms with the repercussions at an early stage. When they finally step back and rationally understand situations it essentially is too late. In Sophocles’ play Antigone, the author follows the Aristotalean principles of a tragic heroine in contriving the character Antigone. One distinct component of a tragic hero that Antigone comprises of is that she comes from a noble family thatRead MoreThe Tragedy Of Sophocles Antigone1355 Words   |  6 Pagesperson thinks about the word suffering a lot of emotions and meanings can all flow in at once. It is a word that not many people want to talk about let alone feel it. However it is a truly amazing emotion; to suffer. That word can mean so many different things to so many different people. It is up to that one person to make a choice and define that word for themselves. The reason as to why one must define the word themselves is because it is a personal emotion. One person cannot tell another that theyRead MoreEssay on Creon as the Tragic Hero in Sophocles Antigone1326 Words   |  6 PagesCreon as the Tragic Hero in Antigone     Ã‚   This essay will compare two of the characters in â€Å"Antigone†, Antigone and Creon, in an effort to determine the identity of the tragic hero in this tale.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   To identify the tragic hero in Sophocles’ renowned play â€Å"Antigone†, we should first consider both the elements present in Greek tragedies and what characteristics define a tragic hero. Aristotle’s definition of tragedy is: â€Å"Tragedy is a story taking the hero from happiness to miseryRead MorePathos In Antigone978 Words   |  4 PagesAntigone and Aristotle’s definition of tragedy The beauty of tragedy is its ability to capture the audience and evoke a particular emotion in it. Tragedy, as Aristotle defines it, â€Å"accomplish[es] by means of pity and fear the cleansing [katharsis] of these states of feeling† (Poetics 1449b 27-28). Aristotle claims that tragedy offers some certain value for the audience – a social and psychological value – through the empathy it sets in place for the audience. Sophocles’ tragic play, Antigone, isRead MoreSympathy for the Main Character in Sophocles Antigone Essay794 Words   |  4 PagesSympathy for the Main Character in Sophocles Antigone Sophocles play is named after its main character, Antigone, and for one the first times in Greek Tragedy it is a woman. In this play, Antigone is clearly the protagonist, as she is showed in her grief, seems sympathetic and the reader or spectator sees her from the beginning; it creates more impact and draws attention to the extremity

Human resources Management Recruitment and Selection †Free Samples

Question: Discuss about the Human resources Management Recruitment and Selection. Answer: HRM Initiative: Recruitment and Selection The recruitment and selection process of hiring employees is one of the most important jobs of human resource management. This is because it cannot be a blunder that the success of any organisation will depend to the type of talents and human resources it employs in the firm. The quality of the services and products that and organisation provides is always dependent on the talents of the people working in the firm(Derous Fruyt, 2016). In this regard, an effective recruitment and selection process is very important and crucial to the success of the day to day functioning of the organisation. The success of the process will also depend on the people being able to find the right qualifications, skills and expertise that will deliver the objectives of the organisation and enable it make a positive contribution towards the aims and values of the organisation. Also the issue of power and authority at the organisational level is usually shaped by the cultural aspects of the country. For example in china the elderly people have more authority in professional life since it is always believed that they have more experience at work than the young employee who could be knowing the job much better. Such issues also come up whenever an organisation is working toward promoting a fellow employee. In this manner it becomes a challenge for the human resources department to decide on leadership of the multinational company as well qualified and experienced young person cannot be given a chance for promotion or employment(Zhao Liden, 2011). Also after establishing the necessary framework for the establishment of the company in a host country, it is important for the main office to continue regulating the way recruitment and selection is done. Some issues include irregular employment and political interference in the recruitment processes where they pus h for their people to be given priority even when they may not the required qualifications of the post(Askarian, et al., 2010). Process According to Ali, (2016), the recruitment and selection process needs to be obtained at the minimum cost of the quality and number of employees who are required to satisfy the need of the human resources department and that of the organisation. In this manner, Armstrong identified stages that companies need to achieve in order to meet the process. This is as follows: Job Analysis : this is the first step of the recruitment and selection process. The reason for a job analysis is to prepare a job description and specification that will assist the organisation in hiring the right workforce in the organisation(Beardwell Claydon, 2010). The process is usually important as it enables the human resource to generate information that will be later converted in to the tangible outputs used in drafting the job description and specifications of the person the company is looking for. During Job specification, one looks at what has to be done and the person to do it before the recruitment of the vacant position. It is advised that the human resources needs to invest in this time gathering information about the job. Here one does not only have to think about the content of the job but also the purpose of the job and they type of outputs that will be required for the person winning the job to fill the gap. It is also important that the required skills and personal experience in the job is well performed(Demuijnck, 2015). The analysis thus looks at the convincing details on tasks description, the knowledge, relationship of the job and the standards of employment and requirement from the employee. A job analysis is usually conducted by the Human resources department and can entail interviews, observations on incumbents, supervisors and incident investigations. Job Description: This is the second part of the process and it entails a concise deception of the job duties and responsibilities. It is important that the human resources states the content of the job being advertised and what will be expected from the candidate of the particular job. This usually takes different forms that include; summary of the job where there is an overview of the job position and brief description of the most important human resource functions(Derous Fruyt, 2016). The summary will provide readers with what they are expected to have and to do in the designated job. This is where the company can sell jobs to possible candidates and attract as many applicants as possible. There is also the Job specification will gives the required qualifications that will enable the person do the work to the satisfaction of the company. Specification can be used to enable the application learn more about the job including skills, knowledge and ability(Lewis, 2007). Issues such as experience and education, physical requirements of working conditions will also be discussed. The description should be put in a way that it remains beneficial to both the employer and employee. Person Specification: in this stage, the human resource will describe the requirements of the persons going to hold the job so that it gets a person who can do the work to the satisfactory level. This will include training and experience, education and qualification and qualities and attributes(Lewis, 2007). Person specification is thus important as it describes the candidate for the job and will form as a basis for the selection process in order to get the right person. Recruitment sourcing : for any organisation, there are usually two sources for candidates to be recruited. This will also apply to a multinational like Tesco. These sources are either external or internal depending on the budget and the need. The integration of internal sources is usually consistent with the human resource system of the organisation and can always lead to organisation success(Derous Fruyt, 2016). The recruitment and selection process will be the most important part of identifying and finding prospective candidates. In addition, when an internal process is used by the organisation, the main part will entail identifying and finding the prospective candidate. The organisation will thus turn to the existing employees to encourage them to apply for open positions. This is used as part of job rotation program that is as a result of redundancies in other areas of the organisation and a temporary acting position. There are however other factor for internal process which can attract a lot of walk in applications. For such applications interested applicants hand their papers and expect that they will be considered in the internal application or be considered for future vacancies. Interviews and selection: interviews are usually considered to be effective when appraising the application. The approach is said to be imbued with open ended inquiries and other work related questions during the interview sessions. At this point the candidate will be needed to convince the pane of interviewers about their qualifications and skills if they need to be selected, failure to which they will not(Ali, 2016). The interviewer will assess both the intellectual and working skills of the candidate which will be impartially screened during the exercise and interview in the assessment centres. While performing the interviews, the human resources management should be assured that they are going to objectively appraise the candidate, this will be done in both verbal and nonverbal manner. In most cases interviews check several skills and qualification; the evaluation skills, technical skills, critical thinking and occupational attitude toward issues like teamwork. All these qualifications will be measured and the candidate needs to be aware. In this regard interviews are the best ways to do a proper recruitment or selection process(Chen Klimoski, 2007). Job Offer : after the candidate has been taken in the above steps, then the available information will be reviewed in comparison to the rest of the applications. The job offer stage will be granted to people who passed the interview. The human resources will also congratulate the individual and provide them with the details about the rate of pay, working conditions, location and time and where they will be expected to report to work. This will also include a formal introduction to the company employees and allow them to ask additional questions. It is however be remembered that a job offer does not mean the applicant has actually gotten the job. Cost Benefit Analysis The recruitment and selection process will always include the acquisition of costs, the learning and development costs. The acquisition costs ,the direct costs and indirect costs of recruitment and selection with will usually be determined by their hiring from the company or outsourcing for candidates outside the company. There are also the development and learning costs, here direct costs will include those in formal training and training on the job. There will also be the indirect costs which looks at the cost of productivity and time of trainers(Chen Klimoski, 2007). In this manner, direct costs will usually cover the security costs, administrative expenses, advertising, fees and wages to the recruitment agencies, room rentals, travel expenses, design costs jobs and medical examination costs. The indirect cots on the other hand will look at costs of information time, the learning for the candidate the enable them become well fit for the job and personal contribution. It will also look at time and integration costs of new employees, personnel specification, the cost of preparing the job description of each, the time and cost of integration of the new employees to the organisation, the cost of paying for the interviews and the cost spent on administrative issues. It is also important that the company considers other costs such as those that were used in placing the announcements, test interviews, arranging the administration for the interview, registration of new employees in the organisation, review of payment and the cost that come with low productivity of the planned process(Derous Fruyt, 2016). This shows that recruitment and selection process is a huge investment that will have costs which are directly and indirectly calling for quality verification of the results. In this manner, it is also important to incorporate the tangible costs that include writing, consulting costs, advertising cost, interviewing, screening and training, travel expenses and testing new employee setup. When looking at the intangible costs, these are usually less productive with regard to the employee, they will entail costs for the rework of increased recruitment errors, or that of the new person on the job, the cost of paying experienced staff to take on the addition work during the vacancy period(Demuijnck, 2015). Lost productivity from the challenges of team during the period the post was not filled and the cost that will come with reduced performance in case a company decides to closes its store for logistical purpose. There can also be an issue with employee morale especially if the advertising is done and an unlikable examples surround him. There is finally the cost of recruitment which will look at the advertising costs in newspapers, television or notice boards when the recruitment is done internally(Lewis, 2007). The cost of the recruitment agency will also be considered including the cost of the people who recommend candidates for the company and the cost of associations to subscribed professionals. Return on Investment (ROI) For a company like Tesco, return on investment will be measured by the performance of the recruited employees. The company invests close to $6 million in the recruitment, selection and training processes each 2 years. Return on investment are measures that are used to ensure that the cost for recruitment and selection was able provide the required results in the process. Return on investment looks at all aspects of the selection process that include research, advertising, hiring agencies, salary negotiations and agreement and contracts between the employer and employee. Productivity is the most common way of measuring a return on investment(Lewis, 2007). Here Tesco will have to look at whether the people hired are able to perform better on the job. This is usually dependent on the accuracy of the recruitment and selection process. If it is was done well then productivity will definitely increase. It is also important to notice that turnover will occur in organisation. When an organisation has improved in its selection process then they may be able to reduce turnover. One of the reasons for turnover is poor job designations that can be avoided through improved selection processes. The process needs to focus aggressively on screening for motivational fit and identification of individuals that can present high risk for the organisation. A good selection process will also enable the company reduce legal costs(Baskerville, 2003). This is because the job hiring process will be straight and well documented to avoid costly lawsuits that come with summary dismissals and other factors like poor salaries and misuse of employees. By creating and avenue for a legally defensible selection process, companies are able to achieve their goals. The process thus helps organisations hire candidates that are more productive, can make few mistakes and can stay loyal to the organisation for a long t ime thus saving it millions. To get the return on investment in financial terms then the cost will be calculated by 12 months which will be 6,000,000 x 12,000,000 = 72,000,000. This is the total amount that the company expects to make in any recruitment processes.(Lewis, 2007). Good selection process will also ensure that the company has an improved utilization of resources. It is important that during the process the company managers are involved to ensure there is unnecessary waste of time. One of the main goals for organisations is to ensure a smooth entry for different positions and make job offers to candidates they interview. Evaluation With regard to the recruitment and selection process as discussed above, it can be said that Tesco has been doing well. As a multinational company, Tesco needs to consider the above processes when hiring new employees especially in the multinational centres. This is because different countries will have their own requirements. The issues such as qualification and experience will always play in the selection process. It is important that the company considers and internal way of selection when it comes to managerial position and external processes for the other positions. Critical reflective analysis So far Tesco has been performing well when it comes to the recruitment and selection processes. According to Derous Fruyt (2016), a multinational company like Tesco and Small Medium Enterprises of any size usually face a lot of challenges when it comes to the recruitment and selection process. For SMEs they can resolve in filling vacancies of their establishment with relatives and friends, however this is different for multinational companies who will have to spend a lot of money through screening a huge bag of applications in reference to the advertising in the media or internally(Lewis, 2007). There are some issues that are always identified with the recruitment and selection process in most multinationals like the increasing pressure for employment, country laws and regulations, utilisation of the sources of recruitment, ways to delegate the recruitment function and describing the job description including the cost of hiring new employees. These challenges are so rampant that they have resulted to the inadequate use of standard employee and job description during the process. Other factors that come in is the educational standard of the country in which the multinational company is doing the recruitment, this leads the company to spend more financial resources in fine tuning the employed staff and at times they will be forced to overhaul the recruitment and selection process through various aptitude and psychometric tests. References Adler, R. Elmhorst, J., 2010. Communication at work: principles and practices for business and the professions. 10th ed. New York, NY.: McGraw Hill. Ali, A., 2016. Investigating project management practices in Public sector organisations of a less developed country. [Online] Available at: https://researchbank.rmit.edu.au/eserv/rmit:7523/Ali.pdf Askarian, M., Heidarpoor, P. Assadian, O., 2010. A total quality management approach to waste management. Waste Management, 30(11), pp. 2321-2326. Baskerville, R., 2003. Hofstede never studied culture. Accounting, Organizations and Society, 28(1), pp. 3-7. Beardwell, J. Claydon, T., 2010. Human Resource Management: A contemporary approach. 6 ed. Harlow: Financial Times Prentice Hall. Chen, G. Klimoski, R., 2007. Training and development of human resources at work: Is the state of our science strong?. Human Resource Management Review, 17(2), pp. 180-190. Demuijnck, G., 2015. Universal Values and Virtues in Management Versus Cross-Cultural Moral Relativism: An Educational Strategy to Clear the Ground for Business Ethics. Journal of Business Ethics, 128(4), pp. 817-835. Derous, E. Fruyt, F. D., 2016. Developments in Recruitment and Selection Research: Editorial. International Journal of Selection and Assessment, 24(1), pp. 1-3. Lewis, P., 2007. Skills, Training and Human Resource Development: a Critical Text By Irena Grugulis. Human Resource Management Journal, 17(3), pp. 307-308. Markets.ft, 2017. Tesco Plc.. [Online] Available at: https://markets.ft.com/data/equities/tearsheet/summary?s=TSCO:LSE [Accessed 6 May 2017]. Zhao, H. Liden, R., 2011. 2011, "Internship: a recruitment and selection perspective". The Journal of applied psychology, 96(1), pp. 221-229.