Questions On Organizational Theory And Behavior - 1459 Words

COURSE: ORGANISATIONAL THEORY AND BEHAVIOR COURSE CODE: MGT 4020 INSTRUCTOR: DR. SIKALEI DAMARY GROUP ONE INTERNET EXERCISE: ORGANISATIONAL CONTEXT: DESIGN AND CULTURE MEMBERS ID NO GITATA IAN MWANGI 639068 MBEERA KEITH 641323 NDERITU SUSAN NJERI 636221 NJIGUA CAROLINE NJOKI 629067 OKUNA JOHN BEVAN 638330 WAINAINA AMANDA NKIROTE 638552 WANJIKU JANET WAMBUI 641102 1. Compare structure and culture of two or more firms in the same industry. Which would you prefer to work for? The two firms being compared were Google and Apple, both firms dominate the intersection of technology and consumer access. In addition, they both compete across a huge range of sub-industries such as computing software, hardware, operating systems, applications and web browsing among others. However each firm takes a different approach from an organizational perspective. GOOGLE Google Inc. is an American multinational technology company specializing in internet related services andShow MoreRelatedDrop Box Application and Organizational Behavior Theory, Questions and Answers2837 Words   |  11 PagesPart 1: Organizational Issue From its birth, Dropbox has been known for its light-hearted consumer product, cutesy drawings on its website, and some may call it, immature attitude. It’s not a far stretch to say business consumers did not take Dropbox’s mascot, an AK-47 wielding T-Rex riding a shark, with a bald eagle on its back, seriously, which did not bode well for the company’s future. It was time for Dropbox to â€Å"grow up.† Businesses needed to know that Dropbox could be â€Å"secure, scalable, andRead MoreOrganizational Behavior Synthesis paper1419 Words   |  6 PagesOrganizational Behavior The study of people at work is generally referred to as the study of organizational behavior. 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Introduction Work signifies an important aspect of human being’s life owing to the outcomes related with it, such as economic outcomes (salary, financial incentives), social status and fulfillment of needs. This had inspired organizational scholars to explore, what motivates one to work, leading to tremendous research on work motivation. Motivation theories can be classified through three predominant approaches (Chalofsky, 2003): 1. Content theories – These theories analyze theRead MoreOrganizational Behavior1284 Words   |  6 PagesBachelor of Business Administration (Hons) Course Title : Organizational Behavior Course Code : BUS 250 Year of Study : 2 Number of Credits : 3 credits Duration in Weeks : 12 weeks Contact Hours Per Week : 3 hours Pre-requisite Course(s) : BUS 120 Principles and Practice of Management Course Aims The course provides students with a conceptual and a pragmatic approach to understand the employees’ behavior in the organization. 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For example, a person s environment and their genetics are a couple of aspects that make up an individual s behavior. Therefore, it would make sense that when you have a group of individuals together there would be just as

Case Study on Ethics and Dual Relationships in Social Work...

Ethics Case Study: Juan S. The social worker in this case study worked at the ABC Children’s Wellness Center. An ESL teacher at a local elementary school referred Juan S. to her. Juan came to the center with his mother, Silvia. Before seeing Juan and his mother, the social worker called the ESL teacher who referred Juan to her to discuss the case. The teacher reported that Juan was showing little interest in classroom activities or his peers, and always seemed exhausted. He was irritable and frequently became physically aggressive toward classmates who made fun of him for being so small and thin (sometimes calling him â€Å"mosquito†). She also stated that he often appeared to be daydreaming, and when she tried to talk to him, he seemed†¦show more content†¦Juan was present during that shooting, and barely escaped with his own life. Silvia then made the decision to take her remaining two children to America, and contacted her cousin who lived in Brownsville, TX to help her slip across the border. The cousin was able get someone to smuggle Silvia, Jaime and Juan across the border at the cost of $10,000. They crossed the border on foot and were met by someone who hid them under the hay placed in the feeding troughs of a cattle truck. They were left there for two days without food or water in 98-degree weather while the truck made its way to the Texas-Arkansas border. There they were picked up by her cousin who placed them on a bus to W. Palm Beach Fl where another cousin lived. Silvia must now pay back the $10,000 she owes her cousin. The mother indicated that the family was having great difficulty financially because, without papers, Silvia and Jaime were having trouble finding jobs, and Silvia was afraid to apply for public assistance. She had recently obtained a job as a housekeeper and nanny for a wealthy family with 3 young children. The family, however, did not pay her each week as promised, and when they did pay her, they sometimes paid less than the agreed amount. Sylvia was afraid to complain because she feared the family might turn her in to the immigration authorities. She was searching for other work but had not found anything. Jaime worked asShow MoreRelatedCounseling Ethics Case Study Essay858 Words   |  4 PagesIn the case study of Gwen, there is one major problem presented. That problem is whether it is ethical for a supervisor to counsel his supervisee. I think that Gwen is going through the grieving process after learning about her mother’s condition and is in a vulnerable spot. She fee ls like she cannot continue her work with hospice patients because of personal feelings. Ken thinks that Gwen is a great therapist and does not want to see her give up. He also feels like he would be the most effectiveRead MoreThe Role of Boundaries in counselling Essay977 Words   |  4 PagesQuestion 1: Key issues: †¢ Breach of Ethics/Boundary Crossing: Michael would be crossing the boundaries if he were to see Julia in a social situation. †¢ Awkwardness: Michael will need to consider if further treatment would be compromised because awkwardness may stop Julia from sharing certain information. †¢ Treat with compassion and respect: Is Michael able to move forward and treat Jenny with compassion and respect? †¢ Supervision: Do any further consultations require supervision? †¢ Jenny’s reactionRead Moreboundaries in a dual relationship1606 Words   |  7 Pagesmean to have boundaries in a relationship? In the profession of counseling, there is a code of ethics that guides counseling in standards that are required. The code of ethics is designed by The American Counseling Association to protect and serve clients and counselors. Boundaries can include small things such as gifts, outside of the office meeting, eating lunch, and of course physical touch, sexual relations and personally networking socially. A dual relationship can be defined as both therapeuticRead MoreSetting Boundaries And Ethical Considerations With Clients Essay1590 Words   |  7 PagesSetting Boundaries and Ethical Considerations with Clients in Treatment Groups As a social worker and facilitator of a treatment group, you off-handedly remarked that you were going to give away a bunch of clothes that you have had stored and haven’t worn. A treatment group member hears this and asks that you give the clothes to him or her. Do you give them to her or him? Why or why not? Which NASW Code of Ethics does this situation relate to? If the client is in need of the clothes then IRead MoreRunning Head: Dual Relationships1. . 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Ethics are not simply expectations of leadership, but an essence of leadership because leaders have a responsibility to produce something good or harm, or make a social change (Manning, 2003). However, government and business agencies are oftenRead MoreForensic Psychology And The Human Mind And Its Functions1627 Words   |  7 Pagespsychology and law into perspective. The term forensic is defined by The Oxford English Dictionary as, â€Å"Relating to or denoting the application of scientific methods and techniques to the investigation of crime.† Psychology is defined as, â€Å"The scientific study of the human mind and its functions, especially those affecting behaviour in a given context and the mental characteristics or attitude of a person or group (OED).† These terms combined form one of the newest subfields of psychology. The main objectiveRead MoreDual Relationships, Multiple Relationships Essay1967 Words   |  8 PagesZur, O. (2015). Dual Relationships, Multiple Relationships Boundaries In Psychotherapy, Counseling Mental Health Retrieved month/day/year from http://www.zurinstitute.com/dualrelationships.html Violated Ethical Principals Dual relationships in psychotherapy refer to any situation where multiple roles exist between a therapist and a client. Examples of dual relationships are when the client is also a student, friend, family member, employee or business associate of the therapist (Zur, 2015)Read MorePersonal Reflections And Values Of A Mental Health Practitioner2826 Words   |  12 PagesGeyer (1994) defines dual relationships as occurring when a mental health practitioner, â€Å"relates to a client in roles other than that of a mental health practitioner outside the therapeutic context† (p.187). Areas outside of context may include church, social gatherings, and organized events to name a few. The term dual relationship is interchangeably used with multiple relationships or nonprofessional relations. Corey et al. (2011) further defines this role as a professional who assumes multipleRead MoreEssay on Locating and Integrating State Laws and Ethical Codes1189 Words   |  5 Pagescounseling.org/ resources/codeofethics/TP/home/ct2.aspx. This version was published in 2005 and the next revision is up to the Ethics Revision Task Force. In addition I also have a copy of the American Mental Health Counselors Association Code of ethics. The website is: http://www.amhca.org/. Once at the website, you can look under about AMHCA for a link to the code of ethics or use the following URL: https://www.amhca.org/assets/news/AMHCA_Code_of_Ethics_2010_w_pagination_cxd_51110.pdf. The code can

Distribution Channels in Marketing for Dell- MyAssignmenthelp

Question: Discuss about theDistribution Channels in Marketingfor Dell Corporation. Answer: Supply Chain for Computer Products Supplier Customers Manufacturing Storing Merging Packaging Delivery The supply chain integrates all the features like supplier, manufacturer, transport, wholesalers, retailers, clients and all other that join the above. This supply chain has the objective of fulfilling customer needs by improving the value of products and services. Supplier- the work of the supplier is to supply the computer products to the manufacturing company upon the company's request. For instance, in the case study "Dell Corporation" the supplier is requested to deliver the necessary inputs after a customer has placed an order. The organization occasionally reaches its suppliers in every two hours' time for delivery to be done as it serves many customers and hence the orders the company gets are high. The supplier delivers primary materials that the company processes to generate the parts the need in making the clients products. These parts are processed in such a manner that each necessary part bears a name. Customers the customers play the role of giving the manufacturing company orders on the type of goods they need and their specifications. Many computer manufacturing companies, starting with Dell have incorporated customers in their supply chain before product so that they may produce products that suit the client's expectations. This helps in ensuring that the computer companies manufacture products that are in demand and will sell well in the market. It also prevents the production of products that would otherwise stay long in the market without selling like that which Mr. Dell referred to in the case study. Manufacturing- the manufacturers are given customer orders by the information technology specialists who run the company internet services. The IT managers receive customer order either via phone calls, Emails, and or the manufacturing organization website. The manufacturers then undertake the accurate procedure to generate an end product fitting the customer requirements. There are many manufacturing departments with a computer company, and hence each is committed to producing a specified part. Storing- the store department stores the final output produced by different manufacturing department within the organization (Carpio Lange, 2015). The store is structured in a way that it keeps all similar parts under the same unit. This helps in facilitating the fast combination of these parts to generate the final output. The stores are mostly put up next to the manufacturing plants to enable easy fast and ferrying. Merging department- the merging department combines the different parts made by the manufacturing plant to come up with the final product. This final product meets all the customers' requirements. Packaging Delivery the final product(s) from the combining sector is packed ready for delivery. The customers are then conducted and alerted that the product has been packed and ready for delivery. Many companies prefer a customer to establish a pickup station for their products. Others deliver the customer's order(s) to the doorstep. Store and Non-store Based Distribution Channels Store distribution channels are channels that manufacture goods before customers place their orders. The produced goods are then kept the firm's stores awaiting purchase. This channel constitutes of wholesalers, retailers, and distributors who intervene after a product is processed by the producer to foresee its delivery to the end users (Mols, 2013). The store based channel is classified by ownership and the type of merchandise offered. Under ownership basis, we have independent retailer stores, owned by a single proprietor (Carpio Lange, 2015). Chain stores; these are owned by one or more partners under the same ownership to undertake distribution of goods and products (Wilkinson, 2013). Also, there is a franchise that formed through an agreement between the franchisor and a franchisee. Here the franchisee pays a certain fee to the franchisor in return. Leased department is also a type of store distribution channels in which shops are established in other shops. The owner of a store allows another party to store and sell their products and goods at a certain fee. Another type of the store distribution channel is the consumer cooperative stores (Mols, 2013). These are owned by the owners of the organization with a view of producing goods or commodities at a reasonable price. By the commodities offered there are departmental stores, convenience stores, hypermarkets and specialty stores. They all offer a large variety of commodities under the same roof. On the other hand, non- store distribution channels are channels that have established a direct relationship with their clients (Crittenden Wilson, 2015). This type of business is growing steadily in many parts of the world. They are classified into; Direct selling- the manufacturer of goods or commodities has no fixed location. He only needs to make contacts with his customers to sell his products (Mugica, et al., 2017). This channel is preferred because it is highly interactive and thus the producer can access what the customer need are direct. Mail order- in this format commodities are communicated to the clients via a catalog or letters. This type of distribution is fit for specialty products (Grant, 2016). The customer places an order for the desired goods with the merchant through a phone call or a website. This avails the internet and online payments making shopping simple as people or organizations shop without traveling to the manufacturers. Telemarketing- this channel advertises its products on the television. The advert gives the product details, its future regards, warranty, price and the directions to use. The contacts through which the clients can reach the manufacturer and place and order for the commodity. Automatic vending- this is a form of non -store distribution channel in which products are kept in a machine and dispersed to the clients upon depositing cash (Yadav, 2014). The vending machines are situated at busy and convenient places. Electronic channels- this distribution channel is also referred to e-retailing. Products are availed to the customers through the internet. The clients then evaluate and select the products they need and purchase them from office places or home. This kind is becoming popular is it reduces the costs incurred as one does no need to travel to places. Advantages of "Dell Model" Sales The area of customer coverage is considerably large compared to when one is operating a store distribution. The Dell model sales have an advantage in that the company produces products that have been specified by the customer hence the products will sell fast (Tena, 2015). The manufacturer produces products that bear the end users name. This makes customers increase confidence with the organization and feel valued. The Dell model sales help them identify what types of products are selling most and thus can plan accordingly before making orders from their suppliers. This type of sales reduces the burden of storage that the company could have incurred to accommodate the final products awaiting orders. Reduced costs as one do not have to travel to the manufacturer to make a purchase. Disadvantages of "Dell Model" Sales There is fear of credit card abuse and mail fraud as both are related to the sense of detachment that not holding a prospective purchase comes with (Tena, 2015). Customers who are not linked to the internet or have visual impairing/ hearing problems cannot use a mobile phone and the internet to place their orders. This type of sales is just limited to the literate people only. This makes the firm lose other potential customers. Dell Sustaining its Competitive Advantage A competitive advantage is a circumstance that provides a company with a favorable edge over its rivals and makes it better (West, Ford Ibrahim, 2015). Dell Corporation has had a competitive advantage over its rivals through its way of manufacturing. The company embraces the culture of processing its products upon customer orders. However, the firm needs to come up with other tactics to maintain its position in the marketplace as many businesses have also turned to wait until customers place their orders so as to undertake to manufacture. Dell Corporation can sustain its competitive advantage by adopting techniques such as; Cost leadership- this will enable it to be able to produce and sell its products at a lower cost than its competitors (Johnston Marshall, 2016). Differentiation through this strategy, the company will be able to distinguish its products and services by features that will fix it more than its competitors. Focus- focusing will enable the company to dominate in areas where market niche arises. Other ways that can enable Dell to maintain competitive advantage are through focusing on narrow target markets, developing customer intimacy, focusing on long-term success and limiting promotional channels (Steenkamp, 2017). Channel Strategies A channel strategy is a company's plan for moving a product via the chain of distribution until it gets to the end user (McGrath, 2013). Dell manufacturers have offered services for the direct channel by taking the final product directly to the customer. This channel can be improved by using strategies such as integrating the existing channel (West, Ford Ibrahim, 2015). By integrating we mean that Dell can increase its penetration to the rural areas (Steenkamp, 2017). This will help the company expand its market location. The company can also move to abroad countries and establish their offices through which manufacturing can be diversified all over the globe. References Betancourt, R.R., Chocarro, R., Cortias, M., Elorz, M. and Mugica, J.M., 2017. Private Sales Clubs: A 21st Century Distribution Channel.Journal of Interactive Marketing,37, pp.44-56. Carpio, C.E. and Lange, K.Y., 2015. Trends in e-commerce for the food marketing system. Crittenden, V.L. and Wilson, E.J., 2015. Success Factors in Non-Store Retailing: Exploring the Great Merchants Framework. InProceedings of the 2002 Academy of Marketing Science (AMS) Annual Conference(pp. 82-82). Springer International Publishing. Grant, R.M., 2016.Contemporary strategy analysis: Text and cases edition. John Wiley Sons. Johnston, M.W. and Marshall, G.W., 2016.Sales force management: Leadership, innovation, technology. Routledge. McGrath, R.G., 2013.The end of competitive advantage: How to keep your strategy moving as fast as your business. Harvard Business Review Press. Mols, N.P., 2013. The Internet and the banks strategic distribution channel decisions.International Journal of Bank Marketing. Steenkamp, J.B., 2017. Global Brand Building in the Digital Age. InGlobal Brand Strategy(pp. 111-147). Palgrave Macmillan UK. Tena, M.E., 2015. Ad agency-client relationship models: advantages and disadvantages. West, D., Ford, J. and Ibrahim, E., 2015.Strategic marketing: creating competitive advantage. Oxford University Press. Wilkinson, I.F., 2013. Distribution channel management: power considerations.International Journal of Physical Distribution Logistics Management. Yadav, M.S., 2014.Marketing in Computer-Mediated Environments: Research Synthesis and New Directions (14-004)(Doctoral dissertation, Temple University).

Recruitment Techniques in HRM

Executive Summary Recruitment techniques enable organizations to find the right employees based on their human resources requirements and policies. The use of the right recruitment technique enables an organization to reduce recruitment costs, find the best talent and reduce the time needed to hire new employees (El-Kot 2008, vol. 1, pp. 200-212). Thus it aims at improving the competitiveness of the organization by enabling its owners to hire the best talent in the labor market.Advertising We will write a custom essay sample on Recruitment Techniques in HRM specifically for you for only $16.05 $11/page Learn More Currently, the main recruitment techniques used by organizations include referrals, adverts in both print and electronic media and career fairs (Piostrowski Terry 2006, vol. 26, pp. 210-217). Other techniques include recruitment through databases, internal recruitment and contracting employment agencies. Since organizations have varying human r esource needs and financial resources, the following factors inform the choice of a recruitment technique. First, the technique should be efficient as well as cost effective (El-Kot 2008, vol. 1, pp. 200-212). Second, it should be effective by enabling the employer to find the right talent. Finally, it should be fair and legal in order to achieve the desired outcomes. Introduction Recruitment techniques refer to the methods used by organizations to source and hire employees. It is an important human resources management process that helps in creating competitive advantages by enhancing improved quality and productivity among employees (Piostrowski Terry 2006, vol. 26, pp. 210-217). This means that hiring the right workers leads to cost reduction, low turnover and less time used to recruit employees. Adopting an effective recruitment technique can enable a firm to access a large number of resumes. This increases the chances of recruiting the right employee. This paper gives an overv iew of the various recruitment techniques used by different organizations. The merits and demerits of each technique will be illuminated. There are various techniques used by different organizations to hire their staff. The common factor among the various recruitment techniques is that they all involve assessments relating to the ability and behavior of the applicant (Abuzeid 2008, vol. 32, pp. 401-403). The various techniques are as follows. Techniques Advertisements This involves placing adverts concerning the vacant positions in either print or electronic media (Schulz, Camp Waltman 2008, vol. 36, pp. 501-513). In the early nineteenth century, this technique involved placing the ‘help wanted’ adverts in the classified sections of newspapers.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Thus jobseekers could find the details about the vacancies with ease. Currently, most job adverts are done online through websites. Such websites can be owned by the recruiting firm or they can be specialized websites that deal with vacancies only. Vacancies that target specific talent are usually advertised on â€Å"industry special job boards† (Abuzeid 2008, vol. 32, pp. 401-403). The main advantage of this technique is that it enables the employer to reach â€Å"potential employees from a wide geographical area† (Schulz, Camp Waltman 2008, vol. 36, pp. 501-513). For example, adverts placed on a website can be accessed from any part of the world. This increases the chances of recruiting the right talent. The online adverts are also cheap as compared to other recruitment methods. The employers also benefit from the fact that the applicants using online job databases are already qualified in using computers and the internet. Recruitment through the employer’s website helps in reducing the time spent in recruiting. This is because some of the tes ts can be done directly through the website at the convenience of the applicant. The disadvantage of using this technique is that placing adverts in print media is sometimes expensive. Besides, many jobseekers fail to read the adverts due to their inability to purchase newspapers or magazines with such adverts (Schulz, Camp Waltman 2008, vol. 36, pp. 501-513). The online adverts will not be effective if the used website is not popular. Their use is also limited by the availability, cost and ease of using the internet among the targeted applicants. Career Fairs These are â€Å"expos that bring together employers, potential jobseekers and schools† (Lam 2007, vol. 44, pp. 993-1016). The firms participating in the expo usually provide a table or a booth for collecting resumes. The jobseekers are usually given an opportunity to discuss the details of available positions with the potential employers. Besides, they get an opportunity to take their first interviews in regard to the recruitment exercise. Career fairs are usually organized by schools in conjunction with employers and are mainly used to hire staff for entry level positions. The advantage of this technique is that it provides a convenient â€Å"way to collect resumes that can be used for future vacancies† (Lam 2007, vol. 44, pp. 993-1016). It is also cheap due to the fact that the costs or organizing the fairs are shared between the employers and the schools.Advertising We will write a custom essay sample on Recruitment Techniques in HRM specifically for you for only $16.05 $11/page Learn More Career fairs give employers a chance to meet a large number of well-trained professionals and this increases the chances of finding the best employees. They also enable employers to develop relationships with school authorities. Thus the school authorities can customize their degree programs to suit the needs of the employers. The disadvantage of this technique is that it can not be used to fill vacancies in the event of an emergency (Lam 2007, vol. 44, pp. 993-1016). This is attributed to the fact that career fairs are usually held once or twice a year. They also inconvenience employers due to the logistics involved in travelling to the schools to meet the potential employees. The fairs are usually characterized by competition due to the large number of firms participating in them. Consequently, a firm can miss the opportunity to get the best talent. Database This involves creating a resume database. Thus a firm using this technique will develop a filing system to store resumes or details of the applicants. The resumes stored in the database are usually collected through various methods such as career fairs, websites or direct deliveries by the applicants. The employers normally review the database in order to find resumes of potential employees whenever they want to fill a vacancy (Dave, Patricia Linda 2000, vol.15, pp. 162-178). The candidates w ho meet the desired qualifications are then contacted and interviewed for the vacant position. This technique enables the employer to save time during recruiting (Dave, Patricia Linda 2000, vol. 15, pp. 162-178). This is because the resumes are readily available thus saving the time spent in advertising. The availability of a large number of resumes also helps employers to eliminate the costs associated with advertising job vacancies. The disadvantages associated with this technique are as follows. First, establishing and maintaining the database is expensive. This is attributed to the high cost of acquiring and using the right database technology. Second, the information maintained in the database is sometimes not useful due to the time lag between the application date and the time of contacting the applicant (Dave, Patricia Linda 2000, vol. 15, pp. 162-178). In most cases the potential employees find jobs in other organizations by the time they are contacted by the firm maintain ing their resumes in a database. When this happens, the firm will be forced to start the recruitment process afresh and this leads to time wastage.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Employment Agency An employment agency is a firm that specializes in sourcing and testing the abilities of potential employees on behalf of other firms. Thus a company using this technique will provide the employment agency with the details of the needed skills or competencies (Underhill 2010, vol. 48, pp. 338-355). The information is then used by the agency to help their client (employer) to find the right employees. In some cases, the employer is also involved in the recruitment process especially at the last stages of the interviews and discussion of the terms of employment. The employment agencies are usually engaged on contractual basis. This means that they are only contracted whenever there is a vacancy to be filled. This technique is suitable for positions that require technical skills or expertise (Underhill 2010, vol. 48, pp. 338-355). Thus a firm using this technique will benefit from the specialized skills of the agency to find the right talent. It also helps in saving t ime since the employment agencies normally maintain databases for resumes that match a wide variety of jobs. Apart from helping in the recruitment process, the agencies usually assist their clients to train the employees prior to their employment. The demerit associated with this technique is that it involves high costs in the short-term. The agencies usually charge high fees for their services and this makes it difficult for firms to contract them (Underhill 2010, vol. 48, pp. 338-355). It can also be ineffective if the agency fails to understand the needs of the employer. This is because such misunderstandings can lead to recruitment of ineffective employees. Internal Recruitment Internal recruitment refers to the process of giving the existing employees a chance to fill the existing vacancies (Callaghan Thompson 2002, vol. 39, pp. 233-254). This is done through promotions or interdepartmental transfers. In most cases the record of an employee’s past performance is used to judge his or her suitability for a particular position (Underhill 2010, vol. 48, pp. 338-355). However, some organizations subject their employees to psychometric tests and interviews before promoting them. The promotions are normally accompanied with specialized training to help the employee to adjust to his or her new position. The benefits of this technique are as follows. First, making use of existing employees help in saving the time used to source and hire external workers. Second, internal recruitment gives employees advancement opportunities (Freyens 2010, vol. 48, pp. 262-286). This translates into high morale and low turnover. Third, it is easy to match the skills of existing employees to the requirements of the vacancies due to their experience within the firm (Freyens 2010, vol. 48, pp. 262-286). Finally, promoted workers are less likely to ask for high compensation as compared to external workers. Thus it can help in reducing the fixed costs associated with hiring empl oyees. Internal recruitment will not be beneficial if the existing employees do not have the needed skills. In such cases, the employer must recruit external workers. It also demands high level of transparency and professionalism to ensure that decisions are made on merit. Lack of transparency can lead to corruption or nepotism during promotions and this can lead to dissatisfaction among employees. Limiting recruitment to existing employees denies the employer the opportunity to access â€Å"a wide spectrum of talent† (Freyens 2010, vol. 48, pp. 262-286). Referrals In this case, the employers obtain the information about potential employees from key informants (Dainty 2011, vol. 49, pp. 55-70). The key informants are people with information about the existing talent within an industry. Such informants can be existing employees, business partners or retired employees. Most employees do not look for jobs actively. This means that the information about their abilities and skills is not available to other organizations that might be interested in hiring them (Dainty 2011, vol. 49, pp. 55-70). Thus referrals enable employers to reach potential employees who are not actively looking for jobs. The main advantage of this technique is that it helps in reducing recruitment costs since the referrals are not paid for in most cases. This technique is suitable for positions that need specific behavior patterns such as determination (Callaghan Thompson 2002, vol. 39, pp. 233-254). Such attributes can not be easily verified during interviews. Thus referrals enable employers to reach potential employees whose skills and behavior have already been verified. Referrals can be misleading since they are based on the knowledge of the informant (Dainty 2011, vol. 49, pp. 55-70). This means that the employer can hire ineffective employees if the informant had insufficient information about the potential employee. Conclusion Recruitment techniques refer to the various methods u sed by organizations to source and hire employees (Piostrowski Terry 2006, vol. 26, pp. 210-217). The benefits associated with choosing the right recruitment techniques include cost reduction, hiring the right employee and reducing the time needed to fill existing vacancies (Lam 2007, vol. 44, pp. 993-1016). The above discussion indicates that each technique is associated with various merits and demerits. Besides, some techniques are only suitable under particular situations. For example, internal recruitment can only be used if the existing employees have the desired skills. Thus the factors that determine the choice of a recruitment technique include the following. First, the technique must be efficient and affordable by saving both time and costs (Lam 2007, vol. 44, pp. 993-1016). Second, it should be effective by enabling the employer to find the right employee. 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