Research paper on metebolic syndrome Article Example | Topics and Well Written Essays - 750 words

Research paper on metebolic syndrome - Article Example These include; hypertension, insulin resistance, central obesity, glucose intolerance, among other factors. This syndrome is significantly similar to a higher risk of diabetes mellitus type II and cardiovascular disease. According to Ricci-Cabello et al (2011), it has been found out metabolic syndrome prevalence is about 20% to 30% among adults worldwide. Patients with MetS have excess blood clotting and increased levels of blood substances; a sign of inflammation throughout the body. Several factors have led to increased incidences of metabolic syndrome, and they include: unhealthy diet, physical inactivity, obesity epidemic, and tobacco use. Several signs serve as indicators of metabolic syndrome and a victim may display several of them. Such as blood pressure exceeding 130/185 mmHg, fasting blood glucose equal or higher than 100mg/dl, large waist circumference (length around the waist) for men 40 inches or more, women 35 inches or more. Moreover, triglycerides levels may rise to 1 50mg/dl or more. The authors argue that the relationship between type 2 diabetes and dairy product intake is not clear. At the same time, the authors articulate that weny from milk appeared insulin tropic when taken in a single meal, but not when it is taken in a long term intervention. Several studies show that there are beneficial effects of milk intake in persons diagnosed with type 2 diabetes. However, a report by Lawlor DA showed that a person, who was not an ardent milk consume, exhibited lower prevalence of MS and insulin resistance. Also, one cross-sectional study reported that intake of milk was associated with high occurrence of the abdominal blood pressure, but not associated with blood glucose, lipid and body weight. The authors equally stated that foods containing protein provided a satiating effect that was dependent on the source, dose and the proteins definitive features. These include, gel strength and viscosity. Moreover, consumption

Salary research paper Example | Topics and Well Written Essays - 500 words

Salary - Research Paper Example Moreover, it has a wide product portfolio because it offers electronics to almost all niches in the market (Al-Mubaraki, 2010). One of the weaknesses of the market is weak financial performance, high dependence on the mature market and not emergent markets. Also, the company has a high dependence on third parties and is faced by litigation. The opportunities that the company has included acquisition Amici and XMPie, growth in small and midsized consumer markets and exploitation of the color peripherals business (Al-Mubaraki, 2010). The Information Management Manager II is a job that earns $9,223.93 - $11,211.89 per month. The salary range applies throughout the County of Santa Clara in California. It is a full-time work under the department of the Valley Medical Centre. The job number is 13013644 in the Xerox Corporation. The manager should manage, coordinate and appraise the information systems found in Santa Clara Valley Health and Hospital System. The tasks typical to this management position include developing and implementing tactical plans for information and communication technology for departments. It also covers execution and maintenance of information services projects. The manager is also supposed to provide analytical support in the evaluation of the functionality of information service structures. He should also offer unending support. This means that the manager should be understood the principles, practices as they relate with networks and electronic equipment (Renard, 2007). Surveys selected include Bureau of Labor Statistics (BLS) Wage data and National Compensation Survey. Other sources of salary data are the Salary.com, an online salary research service called Salary Search. WorldatWork is another association that is made up of international human resource practitioners is renowned worldwide as an authority on compensation matters (Ioannis,

Sex Tourism on the Kenyan Coast Essay Example | Topics and Well Written Essays - 4500 words

Sex Tourism on the Kenyan Coast - Essay Example The researches carried out on Sex Tourism makes us familiar with the roles of both sexes as sex workers and the tourists. Homosexuality which still has not been widely accepted in majority of the countries also is a part of it. We are also briefed about the rise of various products which is mainly due to sex tourism and also the various parts of the world where this practice is very active namely the events performed by the gays’ in places like San Francisco in the USA and in Sydney which is in Australia. The various aspects of human nature are also dealt with. The dark sides of our society like Child Prostitution, homo sexuality, and sexual exploitation of slaves as well as concepts like mail order brides are the most common subjects which are brought to the fore through the surveys carried out. The concept of sex tourism has been a matter of great interest and as a result more improved kind of surveys has been thought of to make us more familiar with this curse that is sprea ding at a rapid pace in the whole World. The modern authors have promoted new models to exploit the spread of sex tourism. Researches carried out on sex tourism and their results serve as a very good guideline for those who are in a way related with this issue such as the people who work in the tourism sector, students who are engaged in studies related to gender as well as the society. It also serves as a great medium for those who are involved in studies related to Woman. (Ryan, and Michael, 2001)

Business Environment In South Africa Research Paper

Business Environment In South Africa - Research Paper Example In addition, the country has a sophisticated business environment that enables business to easily export and import goods. This is also advantageous to the global businesses that enter the marker because it increases their global competitiveness. Most global companies prefer South Africa because its manufacturing base for product exports is also not expensive. This is because it is easier to access other markets such as the Sub-Saharan Africa, Australia, and South American markets from the country (Chalmers & Godfrey 273). In addition, businesses that enter the market have high opportunities to grow. This is because of the faster economic growth in the country. Furthermore, it is easier to enter the marker because of the political stability that has contributed to the creation of the friendly business environment. Political stability has enabled most of the global business to operate effectively because it makes the country integrated into the global market system. It is also easier to do business in the county because of the cultural diversity. Most global businesses find it easier to team up with the local citizens because of the many different cultures. For instance, the country has about 11 common languages of which English is the most used. This implies that there are no misunderstandings due to communication difficulties. Entering the market is also easier because corruption is not very high in the country. Researches show that among the 163 countries, South Africa is rated number 54 for its tran sparency. (Chalmers & Godfrey 273). The country’s company law regime The South African government has implemented various business laws that aim at promoting the competitiveness of the businesses that enter its market. The English law has influenced the favorable legal environment in the country. It easier for global firms to perform effectively since the businesses legal practices relating to transactions and agreement are applicable internationally. This is because the laws have been aligned with the global norms and conventions. For instance, the country’s constitution is excellent and promotes the autonomy of the judiciary. This implies that most businesses operate under the free economy framework. In addition, the legal system is opened to all the businesspersons including the foreigners on equal legal term. The commercial law also ensures that the businesspersons’ rights are protected by the independent courts. The Johannesburg Stock Exchange (JSE) is among the lead ing stock exchanges globally due to the country’s favorable commercial legal system. The JSE limited helps in ensuring that all companies in the market increase their capital in a comfortable and reasonably regulated market environment. The JSE also helps in increasing the quality of its companies by ensuring that all the companies in the stock market achieve higher standards compared to other world- class exchanges. This ensures that shareholders enjoy competent and secure market (South Africa Info.1). State-owned enterprises The state-owned enterprises (SOE) are the government owned corporations or entities in South Africa that perform certain functions as required by the law. They play a great role in creating a comfortable business environment in the country. For instance, they improve the country’s infrastructure and other services industries such as transportation and water that help in

Case Study problems (4) Chapter 15 Example | Topics and Well Written Essays - 250 words

Problems (4) Chapter 15 - Case Study Example Additionally, through Dutch auction IPO, there is no audited financial report requirement thus the external auditors fees are avoided. Based on the low costs of holding the IPO using Dutch auction as compared to traditional IPO, S&S Air should go public through Dutch auction IPO. In calculating the optimal size of IPO, the company should compare its financial and operational performance with that of few public-owned firms within the Air industry. The firm in collaboration with the underwriter should base their prices after analyzing the market price ratios, making the appropriate adjustments based on the companies-specific differences (Benninga and Sarig 411). In this way, they determine the maximum and minimum share price. This is followed by gathering recent IPO market information and lastly setting a final offer price. The major advantage of increasing the size of S&S Air IPO to $80 is that the company will raise more funds that are needed to support its current growth and future expansion. However, the major disadvantage is that it is costly for a firm leading to low profitability. S&S Air underwriter fees amount to $4,200,000 calculated as (.07*60,000,000). Adding the to all the other IPO direct costs, the total costs amounts to $6,358,500. As a percentage of the funds received, the IPO will cost the company $6,358,500/60,000,000*100=10.60% (Benninga and Sarig 411). During the initial public offering, the company through the corroboration with its investment bank has the duty of setting the price of its shares. In this regard, the employees should render their shares to be sold during the IPO since in the secondary offering, the shares prices will significantly be determined by the market forces. Additionally, the demand for shares in the secondary market will be low since most of the external investors will be watching

Recruiting in the High Schools Essay Example for Free

Recruiting in the High Schools Essay You see them everywhere dressed up head to toe in camouflage and shiny boots, with the image of a super hero. With the recent conflicts in the Middle East, parents across America have protested the military being inside of our children’s schools auctioning off a better life. Let’s face it, who can give a better life to you than your mother? In 2002 the government made a flagship program designed to help underprivileged kids called the â€Å"No Child Left Behind Act†. â€Å"Since 2002 the â€Å"No Child Left Behind Act† has meant that US schools which receive government money must allow the military in to talk to students† (Act of Congress). So this poses a huge problem for the parents that are trying to fight to get the military out of the schools and to put a ban on recruiting from within the confines. The military shouldn’t be able to recruit in high schools for many reasons. The most important reasons why the military shouldn’t recruit inside of high schools is because the mind of a high school student isn’t developed enough to make the right decisions to join; the military gives false hope to kids of financial freedom, and the possibility of death isn’t realistically depicted by the recruiters to the high school students. Why are we recruiting in high schools instead of on college campuses? There could be a lot of reasons behind it, but first and foremost is that seventeen year olds aren’t ready to join. The mind of a seventeen year old isn’t fully developed until their in their twenties. So the judgment of a right and a wrong decision isn’t mindfully thought through. Yes, a seventeen year old only needs a high school diploma and parental consent but, how can they think they are ready for war when they can’t even drink alcohol or vote for their commander and chief? In high schools there are cliques and like any kid they want to be in these so called cliques. Robert Ayers discusses in his book how kids are looking for a clique or group to belong to, â€Å"High school kids are at an age when being a member of an identifiable group with a grand mission and a shared spirit — and never underestimate a distinctive uniform — is of exaggerated importance, something gang recruiters in big cities also note with interest and exploit with skill† (William Ayers). Ayers is depicting to us how easy it is to manipulate, and convince a young mind, seventeen years old, just wants to be part of a group with an image no matter what group it is. All someone has to do is depict an image of greatness and the young people are sold. The fact and bottom line is that our kids look up to a glorified image that the military and their commercials depict from a young age and they shouldn’t be capitalized on nor taken advantage of due to this overwhelming lopsided image. The military is currently under quota of manpower that they need to run a successful defense, so turning to seventeen year olds without the knowledge of military recruiting tactics is the logical and more efficient way to get people to join our depleted military. But this is not a reason to prey on sixteen and seventeen year olds who aren’t even old enough to vote nor drive, but they can make life and death decisions to join the military. But having the undeveloped brain, like we all went through, as they do they are not old enough to cypher through the presentations that the recruiter gives in order to make a valid and rational decision. Why do you see more recruiters in poverty stricken areas contrast to those in areas of good or well financial being? This is because the military is unethically targeting the vulnerable kids in our school system. Recruiters unethically target low income kids while promising them financial aid for school after these students serve in the military. Some of the students are promised is school fully paid for via the â€Å"Post 9/11 bill† and the â€Å"GI Bill†. But if you go www. va. gov website you will see the underlying criteria to actually get 100 percent free tuition. The Veteran Affairs website referenced these criteria’s; Active duty status, months and years served, months retired and a plethora of underlying circumstances. Getting high school students seem to be the plan for high school students, â€Å"The U. S. military’s practice of targeting low-income youth and students of color for recruitment, in combination with exaggerated promises of financial rewards for enlistment, undermines the voluntariness of their enlistment† (Soldiers of Misfortune). So why does the military seem to recruit people of color? Well according to www. census. gov the website tells us a lot about Caucasian children eighteen and under below the poverty line was seventeen percent and the children of the minority races were thirty five percent and higher. So this is actually the ideal place for a recruiter to so called â€Å"fill their quota†. Going back to the argument of recruiters promising false financing of school, this could be an advantage for the recruiters. Promising people who don’t have anything something is unethical and misleading. This is mostly unethical because the recruiters that are usually E-4 to E-6 have no pull to get you in different schooling programs nor give you the position that you could want, in terms of career and financing. â€Å"Many possible recruits are promised that they will receive tens of thousands of dollars in education when, in actuality, 57 percent of veterans who have applied for Government Issue (GI) benefits have not received any financial aid, according to the non-profit organization Finding Alternatives to Military Enlistment† (FAME). Promising financial benefits to kids that less than the majority of the military veterans receive is morally and ethically wrong. Also, the recruiters don’t tell you that in some circumstance you can’t attend school while in an â€Å"Active Duty Status†. Reason being is that you could get deployed and be called off to duty at any time and then the government would have to reimburse the institution for the incomplete credits. The recruiters also don’t tell recruits that if you are a reservist you are not eligible for the GI Bill, being in the reserve status it will be impossible to accumulate four years’ worth of active duty. The military also made it so that this could never be reached, it’s like a safe guard they have in place. The U. S. government also targets disadvantaged communities and areas. The philosophy of recruiters seem to be â€Å" The more in poverty a student is, the more likely they will look for a way out and join the ranks†. When the recruiters target these areas their showing that the more fortunate kids lives are more valuable and worth sparing more than others. It just isn’t right to exploit children from these backgrounds and hold their lives to a lesser status than other backgrounds. Why isn’t war realistically depicted to recruits before they join? Because, it’s nothing like what you see on the video games like â€Å"Call of Duty† or movies like â€Å"The Expendables or The ‘A’ Team†, when people shoot a plethora of bullets at you someone or something gets hit. â€Å"War is catastrophic for human beings, and, indeed, for the continuation of life on Earth. With over 120 military bases around the globe and the second largest military force ever assembled, the U. S.  government is engaged in a constant state of war, and American society is necessarily distorted and disfigured around the aims of war† (William Ayers). A good statistic that should be shared while a recruit is debating whether or not to join the military is, â€Å"During the last decade of that spectacular century, two million children were killed, 20 million displaced, six million disabled† (William Ayers). Now this is a statistic that should get shared with recruits along with the good statistics that are put in there to glorify military service. Another good fact that recruits probably don’t know about â€Å"108 million people were slaughtered in wars during the 20th century† (William Ayers). Now the recruiters should tell the recruits to put this into perspective. 108 million people like you and me were killed within 100 years due to war and military conflict. The kids in high school need to understand that those were kids their age and younger, on some continents that were getting killed over things not fully understood. Then when your contract is up and you are honorably discharged from your branch of service people are still left with images of war and relive it every day. â€Å"Vets suffer long-term health consequences including greater risk of depression, alcoholism, drug addiction, sleep disorders, and more. About one-third of Vietnam vets suffered full-blown post-traumatic stress disorder. Another 22% suffered partial post-traumatic stress disorder. This is the nature of the beast. Anyone who’s been there knows† (William Ayers). If kids the age of 18 and lower are allowed to see and experience these things, then when their brains are fully developed they will be brain washed and war could be instilled in them with no turning back. This could also be that kid’s brains are not fully developed so they don’t have a clear concept of death. Recruiting in the high schools is ethically wrong due to the lack of the recruits’ brain development to cypher through and make a decision based on facts instead of the image the recruiters portray of the military. Also, the recruiters promise tens of thousands of dollars to these kids when that is a very farfetched truth. The recruiters need to tell them what you actually have to do to earn and qualify for that money so it can actually be yours’. Military recruiters also don’t depict a clear picture of war and all that is lost during it. People’s sanity, lives and total way of living are altered forever. Recruiting in high schools should be closely monitored in schools if not done away with all together. Kids eighteen and younger just don’t have a grasp on what’s reality and what’s fabricated. Works Cited Ayers, William. Hearts and Minds: Military Recruitment and the High School Battlefield. Www. democraticdialogue. com. N. p. , 07 Apr. 2006. Web. Cave, Damien. Growing Problem for Military Recruiters: Parents. Editorial. New York Times [New York] 3 June 2005: B6. Www. newyorktimes. com. Web. Census Bureau Homepage. Census Bureau Homepage. N. p. , n. d. Web. 02 Nov. 2012. http://www. census. gov/. FAME Time Series. FAME Time Series. N. p. , n. d. Web. 02 Nov. 2012. http://www. fame. com/. Www. gibill. va. gov. N. p. , n. d. Web.

Measuring Consistency Among Management of Employees

Measuring Consistency Among Management of Employees Conceptualisation, Measurement And Effects Introduction Of The Research Problem And Research Questions This research project focuses on the development and validation of a method for measuring consistency among practices in the management of employees, a field often referred to as Human Resource Management (HRM). With the increasing importance of the ‘human factor in modern organizations, HR-issues have become more salient to organizations that believe that people are their most important asset in achieving organizational goals. Different streams of HR-consistency research can be identified, often divided in the categories ‘external consistency and ‘internal consistency. Both streams of research are in development because of the notion that in the case of external consistency the alignment of HRM practices (e.g. selection, training, pay, appraisal, job security, participation) with business strategy results in positive outcomes. This research project focuses on the concept of ‘internal consistency. The idea central to internal consistency is the positive outcomes generated by consistent combinations of multiple HRM practices, where the effect of the whole is greater than the sum of its parts. Many authors already outline the idea that sets of consistent HRM practices can reinforce employee attitudes and behaviour (e.g. Wright McMahan, 1992; Ichniowski et al., 1996; Guest, 1997, Baron Kreps, 1999; Ostroff Bowen, 2000, Boselie, 2002), but also that inconsistent combinations can be ‘deadly (Becker, Huselid, Pickus Spratt, 1997) or create ‘double binds that drive people crazy (Schneider, 1999). Baron Kreps (1999) describe the desirability of internal consistency in terms of the desirability of messages sent out to employees being simple (by following the same principles) and supportive of the same theme. By HRM practices being internally consistent, employees know what is expected of them and what they can expect in turn. Academic research on the effects of multiple HRM practices often proclaims to study internal consistency by defining sets of congruent HRM practices as a system. More specifically, it is suggested that systems of ‘high commitment practices increase organizational effectiveness by creating conditions where employees become highly involved in the organization and work hard to accomplish the organizations goals (Arthur, 1994; MacDuffie, 1995; Whitener, 2000). However, with the exception of Whitener (2000), researchers study the effects of high commitment HR systems on measures of organizational effectiveness without investigating the relationship between high commitment HRM practices and aspects of employee commitment. Stated is that very little is known about how and through which processes HRM practices influences organizational performance (Guest, 1997; Becker, Huselid, Pickus Spratt, 1997; Ostroff Bowen, 2000). Intermediate processes that ultimately affect performance outcomes are referred to as the ‘black box of the HRM-outcome link (e.g. Wright Gardner, 2003). Unlocking the ‘black box means identifying HR-objects that are relevant to employee performance. Ostroff Bowen (2000) state that an HR system is believed to be a complex set of practices that is designed to influence employees attributes that are purported to be the mediating mechanism that links HRM practices and performance outcomes. This proposal identifies the employee attributes of development, wellbeing and motivation to be general goals of HRM activities in creating employee commitment to the organization. Following Guest (1997) and Ostroff Bowen (2000), it is expected that within the variety of HRM practices that an organization holds, different ‘bundles of HRM practices or configurations of internal consistent HRM practices are reinforcing and complementary towards these three different objects that link HRM and outcomes.: Well-being Performance Internal Consistent HR- configurations Motivation Development Another focus of the research project is the conceptualisation of   different configurations of internal consistent HRM practices towards employee development, well-being and motivation. In search for a clear rationale or clear rationales for the way any one practice reinforces the effectiveness of others, no explicit theories for the combined effect of HRM practices are present. Much of the effort done to identify internal consistent practices is by seeking statistical justification for fitting practices afterwards (Guest, 1997; Youndt, Snell, Dean Lepak, 1996; Huselid, 1995). The statistical justification however raises questions on what the explanation of effects of internal consistency is. This study will concentrate on constructing a theory-driven framework for HR-consistency. Finally, the measurement of consistent HRM practices is still discussed in recent literature. Wright Gardner (2003) argue that regarding the level of analysis of HRM practices, most research has concentrated on identifying sets of HRM practices at the organizational level by using single-respondent measures of sets of HRM practices. But the assumption that HRM practices are invariable across large groups of jobs within organizations is not feasible, as Lepak Snell (2002) pointed out. This suggests that lowering the level of analysis could give a more accurate insight in the variation of sets of HRM practices within organizations and across job groups or (business) units. Additionally, gathering data by using single-responses of HR-managers on which HRM practices are in place, probably gives no accurate reflection of reality. Such single-respondent measures of sets of HRM practices are subject to, for instance, the respondents degree of accurate information. Therefore, Guest (1999) and Wright and Gardner (2003) have proposed to measure HRM practices through individual employee perceptions, since employees are the focal unit HRM practices aim at. As such, the research project will focus on the perception op employees on HRM practices. Taken together, this research project aims at the development and validation of a theory-driven method for measuring internal HR-consistency towards employee outcomes as development, well-being and motivation. Further, it examines the contribution of consistency among HRM practices to employee performance. With the notion there is little agreement among researchers on (1) what theoretical basis can be given for consistent combinations of HRM practices (MacDuffie, 1995; Guest, 1997; Ostroff Bowen, 2000), (2) also very little has been done to test internal consistency (Purcell, 1999), and (3) little is known on which consistent HRM practices lead to which outcomes (Dyer and Reeves, 1995; Becker Gerhart, 1996), this leads to the following research questions: Research Problem The research problems central to this proposal are: Which different theoretical approaches to different configurations of internal consistent HRM practices can be identified and what are the implications for the conceptualisation of HR-consistency? How to measure the consistency among HRM practices? What is the effect of internally consistent HRM practices on employee outcomes and organizational performance? Elaboration Of The Research Problems Working towards the development of an instrument for measuring   consistency among HRM practices, three studies involve conceptualisation, a pilot study and the main study testing the effect of HR consistency on performance outcomes. These studies are reviewed below. Conceptualisation Of Internal Hrconsistency Background In defining which consistent configurations of HRM practices are related to the specific objects of development, well-being and motivation, different theoretical approaches can be taken. Working towards a conceptualisation of HR-consistency, some theoretical insights with respect to the combination of HRM practices that already have been made, are described in short here. First, Guest (1997; 2001) refers to the variants of expectancy theory (e.g. Vroom, 1964) as a useful theory with respect to explaining the effects of HRM practices on employee outcomes through the enhancement of motivation. Variants of expectancy theory agree on the proposition that high performance at the individual level, depends on the motivation plus possession of the necessary skills and abilities and an appropriate role and the understanding of that role (Guest, 1997, p. 268). For the consistent combination of HRM practices Guest states there is a case for building on the variants of expectancy theory to combine three sets of practices concerned with competence (e.g. training and development practices or staffing practices), motivation (for example job security, individualized reward systems) and role utilization (for example involvement practices, job design practices). Second, Tsui, Pearce, Porter Tripoli (1997) and Tsui Wang (2002) treat several HRM practices as ‘inducements provided by the employer for expected contributions by the employee in four employment relationships approaches. For the primary conceptual foundation for the employment relationship framework Tsui et al. (1997) use exchange theories (e.g. Blau, 1964). Based on these theories HRM practices could be divided in job-focused and organization-focused HRM practices. Job-focused HRM practices (e.g. pay and short-term investments as job-related training) are consistent in a way they resemble an economic exchange that focuses employee attention on the work unit by formal goal setting, and rewarding unit performance. Organization-focused HRM practices (e.g. job security, participation, and career planning) are consistent in a way they resemble a more social exchange indicating the employers investment in employees and in return investments of employees (e.g. learning new skills, investing in social relationships, flexibility) in the organization. This shows that by building on expectancy theory or exchange theory different bundles of consistent HRM practices arise towards different objects. For the development of an instrument, more insight in different theoretical approaches is required. To review the work already done in this field, this study provides an inventory of different theoretical approaches towards HRM and its outcomes. The aim is to conceptualise this inventory of consistent HRM practices towards employee development, well-being and motivation. Methodology To determine the conceptual structure of the concept of internal consistency we make use of facet analysis. Based on different theoretical approaches, this analysis is conducted to screen topics concerning HR and work practices and their relation with development, well-being, motivation within existing (empirical) literature and instruments. For an extensive screening the following guidelines are used: Literature and instruments are used within the field of organization of labour, Human Resource Management, social policy, work governance models. Literature and instruments can also concern other aspects than only HRM practices The instruments can range from questionnaires, interview methods, to checklists For each theoretical concept of internal consistency towards the three separate objects, HRM practices listed in the various instruments will be identified. Finally, in this qualitative research consistent sets of HRM practices and measures are clustered. Product A product of this study is a first review article on the concept of consistency: Conceptualizing Consistency Among Hrm Practices Conceptual Model Study Well-being Internal Consistent HR- configurations Motivation Development Facet 2 Facet 3 Facet 1 Facet X Pilot Project: Measuring Internal Consistency Background After study 1 proposes which HRM practices theoretically constitute consistent sets of HRM practices towards employee development, well-being motivation, the focus of study 2 is on the measurement of internal HR-consistency. As noted above, consistency among HRM practices towards objects as employee development, well-being and motivation could serve as theoretical framework for identifying the link between consistency and performance outcomes. But how do we measure the different HRM practices? Do employees perceive the same HRM practices to be consistent towards these three objects? Testing the reliability of different internal HR-consistency configurations towards these three objects of consistency is the main focus for the development of a measure for consistency among HRM practices. This study contains a pilot project concerned with the development and testing the reliability of an instrument and procedure to empirically grasp the concept of HR-consistency as perceived by one of the stakeholders, namely the employees affected by them. Methodology A pilot study will be conducted to develop a reliable instrument and validate the measurement of the concept of internal HR-consistency set out in study. Through self-reports, a sample of 300 employees will be studied on their perception of HRM practices in their organization. To ensure that the instrument will be applicable to a wide range of employees, we will use a stratified sample, stratified according to sex, age, job level, company size and working for a profit or non-profit organization. Employees are selected within this sampling frame. Also the objects of development, well-being and motivation at an individual level will be studied by using commonly accepted scales. When possible, these first data will be collected through data collection within master thesis projects. Internal consistency will be measured both directly and indirectly. Indirectly, by examining if theory-driven consistent configurations of HRM practices promote the objects of development, well-being and motivation. Directly, by asking employees which consistency among HRM practices promote the three proposed employee outcomes. Both methods are used to strengthen the concept of consistency. Product Measuring Internal Consistency: A Pilot Project Conceptual Model Study Well-being Internal Consistent HR- configurations Motivation Development Effects Of Internal Consistency On Employee Performance Background The final step within this PhD project focuses on the performance outcomes of the way human resource practices coexist in a consistent or inconsistent manner. Predicted is that individual performance is promoted by HRM practices being consistent towards the three objects that mediate this relationship. A major question still remaining in HRM research is how HRM practices relate to performance outcomes (Ostroff Bowen, 2000; Guest, 1997). As noted earlier it is suggested that different theoretical mechanisms could serve as indicators of consistency among HRM practices that in turn affect different objects. The relationship between three HR-configurations towards development, well-being and motivation on the one hand and individual performance on the other hand will be tested to validate effective configurations of internal consistency examined in study. Methodology Results from the pilot study will be used to validate the instrument and further develop the instrument. For the main testing of effects of HR-consistency configurations on outcomes employee development, well-being, motivation and ultimately performance, two case-organizations, one profit and one nonprofit, will be selected to participate. To ensure that individual performance can be measured, the two organizations are selected on the basis of the use of formal job appraisals. In each of the selected organizations a sample 200 employees will be studied. The expectation is that by participating in the development of an instrument that can be used for own purposes concerning HR-decisionmaking, financial resources for his project could be ensured through mutual interest. The instrument could serve as a HRM scan for organizations and, as such, improve their employee policies by giving insight in the mechanism and effects of their HRM practices. Another goal is to establish long-term collaborations with interested organizations to keep track of the effectiveness of the instrument. Results Relevance The most important result of the research project is a dissertation consisting of four academic articles. The practical and societal relevance of the project is mainly to establish evidence for the importance of HR-consistency and insight in how that affects the employees as well as the organization. In this way conceptualising HR-processes and visualising their effects make a contribution. The relevance of this study lies in extending the literature on internal consistency by also taking the consistency-well-being link and the consistency-development link into account. Also relevant is linking the changing tenure to more performance-based practices to outcomes for wellbeing and development of employees. Another relevant aspect is handing out HR-professionals a theory-driven framework and instrument to asses their internal HR-policy. Other stakeholders such as unions or work councils could benefit while negotiating wages and benefits in the light of consistency with other HRM practices already present. A final point of relevance concerns the contribution to the research program of the department of Human Resource Studies (PEW) by providing tools for further research by the department. References Arthur, J.B. (1994). Effects of human resource systems on manufacturing performance and turn-over. Academy of management journal, 37, p.670-687. Baron , J.N. Kreps, D.M. (1999). Strategic Human Resources. New York: Wiley Sons. Becker, B. Gerhart,B. (1996). The impact of Human Resource Management on organizational Performance: Progress Prospects. Academy of Management Journal, 39, p.779-801 Becker, B., Huselid, M., Pickus P. Spratt, M. (1997). HR as a source of shareholder value: research and recommendations. Human Resource Management, 36, p.39-47 Blau, P. (1964). Exchange and Power in Social Life. New York: Wiley. Boselie, P. (2002). Human resource management, work systems and performance : a theoretical-empirical approach. Amsterdam: Thela Thesis (dissertation). Dyer, L. Reeves, T. (1995). HR strategies and firm performance: what do we know and where do we need to go. International Journal of Human Resource Management, 6, p.656-670 Guest, D.E. (1997). Human resource management and performance. International Journal of Human Resource Management, 8 (3), 263-275. Guest, D.E. (1999). Human resource management: The Workers Verdict. 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