Essay on The Duality of Light and Matter - 1203 Words

In school you learned about the atom as though the electrons were particles. But what if you were taught wrong? What if matter is in reality a wave? This is the question raised by Lois de Broglie and is the focus of this essay. First we will cover the difference between particles and waves. Then we will cover the origin of this debate, the duality of light and the double slit experiment. Then we will look at the man behind this unorthodox idea, what his scientific background is and his reasons for suggesting this unorthodox idea. Finally we will examine the data behind this experiment and see if it stands up or not. What are the main differences behind a wave and the particle? A particle has locality, this means it can be in only one†¦show more content†¦In the photoelectric effect light was transmitted onto a metal surface, with certain conditions the light could knock off electrons, its behavior could only be explained by considering light as a particle aka a photon. In Co mpton scattering the radiation of high frequency waves off of electrons could only be explained by considering the radiation in terms of quantified particles. So is light a wave or a particle? Throughout the years the debate has gone back and forth and back and forth. In the 19th century Leon Foucault Established that light moves slower in water than in air which is in favor of wave theory in the same century Maxwell proved that light was an electromagnetic wave. But in the 20th century Max Planck discovers that light is quantified and not continuous and Albert Einstein reestablishes particle theory with his mathematical proof of the photoelectric effect. Interestingly a good example of the ongoing struggle is the fact that J. J. Thompson got the Nobel Prize in 1906 for proving that electrons were particles, but his son received the prize in 1937 for proving electrons to be waves. Of course if scientists were questioning the properties of light why not matter as well? Enter in our m ain character Prince Louis-Victor de Broglie. Prince Louis-Victor de Broglie was born in Dieppe on the fifteenth of August in the year 1892. He graduated from the Lycà ©e Janson of Sailly inShow MoreRelatedThe Theory Of Louis De Broglie865 Words   |  4 Pagesexperiments like the Photoelectric effect, light behaves like a particle. In diffraction experiments, light is shown to behave like waves. This phenomena can be explained with de Broglie’s wave-particle duality theory. An experiment that can characterize whether an object has properties like a wave or particle is called the two-slit experiment. This was utilized while testing a few of Louis de Broglie’s hypothesizes. The experiment consists of â€Å"a point source of light [that] illuminates two narrow adjacentRead MoreDuality Exists in Many Literature Books967 Words   |  4 Pages â€Å"One thing you learn when you’ve lived as long as I have - people aren’t all good, and people aren’t all bad. 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Also, at the moment we observe it, it basically gives that electron a position and identity in the realm of the natural†Read MoreThe s Equations Of The Universe1401 Words   |  6 Pagesequations to describe gravity and the way nature is, he has not figured out how it really works. Einstein noticed this, and learned that space, gravity, and time work together like a Spiral Wishing Well. He says that space is flat with no matter, but when there is matter, like the earth, the fabric of space warps and curves. One must imagine the hole of the Spiral Wishing Well as the earth and the penny rotating around it is like the moon to se e how space warps and how the medium that affects gravityRead MoreExperimental Confirmation : Physics Of Quantum Mechanics1046 Words   |  5 Pages2.4.1 Experimental confirmation Matter waves were first tentatively affirmed to happen in the Davisson-Germer test for electrons, and the de Broglie theory has been affirmed for other rudimentary particles. 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Maple Lodge Farms Free Essays

string(173) " latest acquisition of plants in New Brunswick and Nova Scotia, in addition to Ontario, is testament to their desire to infiltrate a broader market across provincial lines\." Studying the Relevance of Larry Greiner’s Developmental Phases to the Future Stability of Maple Lodge Farms Maple Lodge Farms, a family-owned business awarded the prestige of being one of Canada’s 50 best managed companies, has attained success by employing a number of strategic organizational practices. Since the inception of Maple Lodge Farms, the founders’ commitment to providing various Canadian households with the highest quality chicken products has allowed it to become one of Canada’s leading poultry companies. Initially, the business owners’ main priority was to launch Maple Lodge Farms as a highly recognizable brand capable of sustaining a loyal customer base. We will write a custom essay sample on Maple Lodge Farms or any similar topic only for you Order Now This goal was largely achieved through a variety of measures the founders implemented throughout the organization’s existence. Recently, a few of the methods used to promote Maple Lodge Farms consist of using an integrated organizational structure, ensuring the safety of the products through technological innovations and limiting the company’s environmental imprint on society. In this research paper, I intend to analyze the current transitional stage of Maple Lodge Farms in Larry Greiner’s terms, evaluate the success of the organization’s human resources strategy – relating it to Larry Greiner’s developmental phases – and offer potential suggestions to boost its future growth. For the purpose of this analysis, a discussion of Larry Greiner’s article, Evolution and Revolution as Organizations Grow: A company’s past has clues for management, is necessary to provide insight into the growth phase Maple Lodge Farms is now in. Larry Greiner, a professor at the Harvard Business School, believes the natural progression of a company from its initial stages to a more sophisticated business model is a consequence of its organizational structure. In other words, an organization’s current managerial framework influences its upcoming management decisions – hence the title of Greiner’s paper. He states that the future health of a business is dependent upon the way it is managed – i. e. its management style – in addition to how it reacts to challenges presented to the established managerial setup. Companies fail to see that many clues to their future success lie within their own organizations and their evolving states of development. Moreover, the inability of management to understand its organization development problems can result in a company becoming â€Å"frozen† in its present stage of evolution or, ultimately, in failure, regardless of market opportunities† (Gre iner, 1998). Moreover, Greiner contends that a business undergoes five known developmental phases – each characterized by both an evolutionary and revolutionary stage. â€Å"1. The term evolution is used to describe prolonged periods of growth where no major upheaval occurs in organization practices. 2. The term revolution is used to describe those periods of substantial turmoil in organization life. As a company progresses through developmental phases, each evolutionary period creates its own revolution† (Greiner, 1998). Therefore, a specific growth period is defined by a particular management style and a management crisis which results directly from it – i. e. the evolutionary and revolutionary aspects of each transitional phase respectively. Furthermore, the age and size of the organization, in addition to the growth rate of the industry, all play roles in the construction of a progression model that accurately describes a business. Greiner’s assumptions are relevant to Maple Lodge Farms because not only do they enable an understanding of the organization’s present state of development, but they also offer implications for the future stability of the business – essentially by indicating which management style a company should adopt as it grows and changes. Before I investigate the effectiveness of Maple Lodge Farms’ business plan – specifically its human resources approach – and forecast its growth capabilities, I must first identify the organization’s present developmental state. According to Greiner’s descriptions of the various stages a company undergoes, the history of Maple Lodge Farms shows that it is currently in the third phase of growth – specifically, the evolutionary part known as the delegation stage. The next era of growth evolves from the successful application of a decentralized organization structure. It exhibits these primary characteristics: 1. Much greater responsibility is given to the managers of plants and market territories. 2. Management often concentrates on making new acquisitions which can be lined up beside other decentralized units. 3. Communication from the top is infrequent, usually by correspondence, telephone, or brief visits to field locations† (Greiner, 1998). The owners’ dedication to providing superior customer service has guided every facet of the way their business has been managed. In pursuit of this goal, the company has successfully implemented a decentralized management structure. â€Å"We are there every step of the way – we have established a unique integrated development team that includes senior representation from Sales, Marketing, Research and Development, Quality Assurance, and Supply Chain to ensure superior quality and customer-focused service† (â€Å"Maple lodge farms†, 2011). This structural framework reflects Greiner’s organizational aspect of the delegation stage, as it offers managers greater responsibility in supervising the operations of their plants – fundamentally affording them the freedom to manage these plants as they see fit, with limited corporate intervention. The other traits Greiner prescribes to the delegation stage – besides the organizational arrangement –, confirms the notion that Maple Lodge Farms is in fact in this transitional phase. The delegation stage proves useful for gaining expansion through heightened motivation at lower levels. Decentralized managers with greater authority and incentive are able to penetrate larger markets, respond faster to customers, and develop new products† (Greiner, 1998). The organization’s foray into Halal poultry – especially with the prosperous Zabiha Halal line – not only demonstrates the effectiveness of the company’s branding system, bu t also that Maple Lodge Farms wants to breach the substantial Muslim market and thus attract a more ethnically diverse consumer base. Moreover, the organization’s successful promotions of its newer items – such as the pre-cooked refrigerated foods, the chicken bacon and other innovative manufactured products –, suggests that Maple Lodge Farms is attempting to cater to different preferences; the firm does this to capture a larger market segment, beyond what they have attained so far. Furthermore, the company’s latest acquisition of plants in New Brunswick and Nova Scotia, in addition to Ontario, is testament to their desire to infiltrate a broader market across provincial lines. You read "Maple Lodge Farms" in category "Essay examples" This action implies that Maple Lodge Farms is not only expanding its product lines to suit differentiated customer tastes, but also enlarging the organization nationwide – a claim supported by its recent obtainment of plants in New Brunswick, as well as Ontario, and its intention of partnering with Nova Scotia and P. E. I. growers to build primary operations in Berwick, Nova Scotia (â€Å"Grand river foods,† 2011). Since the characteristics that Maple Lodge Farms possesses are outlined in Greiner’s delegation stage, it thereby affirms that the organization is currently in this part of its evolution. Although Maple Lodge Farms appears to be doing well in the delegation stage of Greiner’s model, I believe that the organization may be on the verge of entering the revolutionary component of the third growth phase – referred to as the control crisis. Essentially, this situation arises as a product of the management style introduced in the delegation stage – involving market expansion, decentralized organizational structure, delegative managerial style and so on. Moreover, the control crisis occurs when â€Å"top executives sense that they are losing control over a highly diversified field operation. Autonomous field managers prefer to run their own shows without coordinating plans, money, technology, and manpower with the rest of the organization† (Greiner, 1998). Though this scenario may not be representative of the company quite yet, Greiner insinuates that at the end of an evolutionary period, all companies must enter a revolutionary period; it is merely the path that all organizations must follow in their progression models. Therefore, it is more than likely that Maple Lodge Farms may soon be in a crisis control situation, as its lengthy evolutionary stage is poised to end. The firm should understand the pending reality of a control crisis and be willing to make changes regarding the managerial framework, so as to preserve the health of the company. In 2010, Maple Lodge Farms was given the honor of being named one of fifty organizations in Canada that earned the Best Managed Company award. The CEO of Maple Lodge Farms, Michael Burrows, attributes this success to the customer-oriented method the company whole-heartedly embraces. At Maple Lodge Farms, we speak with our customers on an ongoing basis to gain their insights and to identify the most significant opportunities that move us closer to realizing their success†¦Our sales team is actively engaged with our customers and in the marketplace as often as possible in order to remain abreast of new opportunities and challenges†Ã‚  (â€Å"Maple l odge farms,† 2011). Maple Lodge Farms has nurtured this customer service focus through the use of effective human resources management, which prioritizes the recruitment and training of individuals able to meet inflexible customer demands. Consider the organization’s venture into the untapped Halal foods market. The company’s interest in realizing potential gains from Muslim buyers compelled Maple Lodge Farms to first launch its Halal product line in the 1990s – which has since been perfected over the organization’s existence. In adherence with strict Islamic procedures, the company employs several Muslim individuals to handle the slaughter of its chickens. â€Å"We have a team of several Muslim Blessers and a dedicated Muslim Product Manager†¦under oath to perform the duties assigned to them with honesty and integrity. ISNA’s Halal auditor visits our plant on daily basis to ensure the Halal process is followed with consistency† (â€Å"Maple lodge farms†). Consequently, in order to meet the stringent requirements of the Muslim community, Maple Lodge Farms has recruited and/or trained personnel in a highly specified manner, so as to satisfy their particular consumer needs. Additionally, the human resources department of Maple Lodge Farms encourages management leaders to continuously undergo training programs in order to keep abreast of new managerial techniques. This increases the efficiency of how all the plants of the firm are run. Moreover, the company has regular employee performance appraisals in order to ensure the quality of services offered to consumers. Therefore, the organization’s emphasis on fostering an organizational culture premised upon customer satisfaction – achieved partly through human resources policies concerning recruitment and training – has allowed the company to achieve recognition for its entrepreneurial strides. The workplace diversity amongst employees of Maple Lodge Farms – ensuing from the diversification of the firm’s product lines to accommodate Halal consumers – necessitates a form of diversity management and the implementation of employee diversity programs by the human resources department. Diversity management’s initiative is not simply to advocate tolerance; more significantly, its purpose is to combine the different perspectives of a multicultural organization’s staff and use them to improve the firm’s performance. My research indicates that while Maple Lodge Farms may have a rudimentary diversity management system in place, its human resources team should consider taking full advantage of the company’s diverse employee population. This involves: top management commitment, diversity training programs, inclusive/representative communications, activities celebrating diversity, support groups/mentor programs, diversity audits and management accountability. I believe establishing a comprehensive diversity management system will allow Maple Lodge Farms to become not only an inclusive firm but one that is more effective from a business standpoint. My analysis of Maple Lodge Farms shows that it has tremendous potential to grow as an organization. Firstly, the managerial team should consider altering its delegative style of management to one that involves coordination techniques. Since Maple Lodge Farms seems to be on the outset of a revolutionary period in Greiner’s growth model, a change in how the company manages itself is necessary. Those companies that move ahead find a new solution in the use of special coordination techniques† (Greiner, 1998). Establishing these modifications in the organizational structure and in the general way the firm is managed, will enable Maple Lodge Farms to progress into the coordination stage – the next phase of Greiner’s growth model – and maintain the company’s ste ady evolution. â€Å"All of these new coordination systems prove useful in achieving growth through more efficient allocation of a company’s limited resources. They prompt field managers to look beyond the needs of their local units†¦they learn to justify their actions more carefully to a â€Å"watchdog† audience at headquarters† (Greiner, 1998). Furthermore, the aforementioned diversity management system is another change Maple Lodge Farms should make, as it will move the organization in a new direction – wherein the marketing strategy will be more wide-ranging and cognizant of the immense diversity in customer tastes. From a human resources perspective, Maple Lodge Farms has succeeded in aspects other companies have failed in; they have created an organizational culture that whole-heartedly advocates superior customer service policies. This is evidenced by the human resources policies emphasizing the recruitment and training of qualified individuals, who are able to meet the organization’s standards of customer service. The distinction of being one of Canada’s fifty best managed companies validates the human resources measures Maple Lodge Farms has undertaken to provide first-class products and the best customer service. If the firm were to establish a strategic plan to implement a coordination management style and a diversity management system, then Maple Lodge Farms would experience no difficulties in continuing its success as a company in the future. Works Cited 1. Grand river foods fresh poultry processing division sold to maple lodge farms. (2011, November 21). Canadian Poultry Magazine, Retrieved from http://www. canadianpoultrymag. com 2. Greiner, L. E. (1998). Evolution and revolution as organizations grow. Harvard Business Review, (Reprint 98308), 4-11. Retrieved from http://www. gertjanschop. com 3. Maple lodge farms amongst best managed companies. (2011, February 23). Brampton Guardian. Retrieved from http://www. bramptonguardian. com 4. Maple lodge farms ltd. : Zabiha halal. (n. d. ). Retrieved from http://www. zabihahalal. com How to cite Maple Lodge Farms, Essay examples

Person Specification for the Role of HR Administrator

Question: Describe about the Job Description and Person Specification for the role of HR administrator? Answer: Introduction As a line manager, I have to look through certain approaches while recruiting the staffs for my organization. The organization mainly looks after the operation part of London Underground Project. Under this project the organization mainly looks after the running of the trains, keeping the tube secure and safe, controlling the centers and stations and collecting and keeping the fare revenues safe. So a line manager of this company I need to recruit few staffs in the organization because there are three vacancies in the organization i.e. in the project section and in the human resource section. The post which is vacant in the project section is for the post of the driver in a tube and the other two vacancies is for the admin post in the human resource section (Foss and Rodgers, 2011). For recruiting the staffs certain job description and person specification need to be done for these specified posts- For the position of the tube driver the required job description and person specification needed is The role of the tube driver will be to operate the tube and making the passengers reach to their destinations safely and also on right time. For this role there is no specification of academic qualification. The person has to follow few important responsibilities that are- He has to communicate with the passengers clearly and directly through wireless media. If any incident occurs he has assist there. Have to provide outstanding care to the customers. Need to adopt flexible work time. Have to deal with any situations. Need to carry tool kits for solving basic faults. The person needs to have great communication skills both written and verbal besides great interpersonal skills. All the time he needs to be focused on the customers and also need to be capable of working individually and also in a team. Under pressure he should not panic and loose his focus and can also change rules at any point of time whenever needed (Savaneviciene and Stankeviciute, 2012). Few important things the person need to possess a valid full ongoing driving license of UK and he possesses that from the last three years with maximum three penalty points. The person should not have any case of drink and drug addiction (Kuvaas, Dysvik and Buch, 2014). All employees should have a relation of honesty and friendliness among each other and they are easily available when there is necessary of dealing with the public or passengers. The driver needs to report daily to the driver manger (Scott-Lennon and Hannaway, 2010). Job Description and Person Specification for the role of HR administrator- Working in railway as an HR administrator is a tough job. The person has to fully ensure that smooth working is going on in all sectors of the organizations. The person has be fully responsible about providing a good HR service at every step. His duty will mainly include that he is keeping a track on the vacancy system though their system of web recruitment and also managing the recruitment and selection area till they are issuing the contract papers to the new employees. As a HR admin they also have to ensure that the employees are maintaining the standards of the organization and providing a good work to the organization (Gollan, 2012). As a HR admin the main duty will be to provide full support from the time of recruitment and selection till the employees are joining. There work includes from advertising the vacancies then selecting the potential applicants. As an administrator his role will also to go through the pay roll section. He will also have to ensure about the safety of their staff and also about the policy and guidelines of the organization (De Winne et al., 2013). When an applicant is applying for a job, then the admin has to response him/her that whether they are for the job role or not. If they are fit then at what time there will be recruitment in the organization and will also have to inform that when there will be any vacancy according to his profile then he will be informed. As an administrator he should keep an eye that all the policies and guidelines and being followed by the employees or not. If not then certain action will be taken against that person. When a recruitment and selection process i s going on than the admin has to ensure that a best candidate is going through the recruitment and selection process which will help the organization. After selection of the candidate then he is offered with the offer letter and contract papers if that person is been outsourced (Townsend and Russell, 2013). The HR admin should provide with all support and news whenever it is required and will benefit the organization. The admin should ensure that there is a smooth relation between the employee and the organization. The admin should update the social sites with the information related to the organization and also keep the social media updated with the marketing ideas of the organization. The HR need to be deal with memos, letters and routines daily. The databases are maintained and updated daily or not this information also have to be with the admin. As an HR, he/she should keep all the confidential news related to the organization. If any mishap happens then the HR team sits with th e legal team along with the higher authorities for the solution. The HR admin need to report daily to the HR manger of the organization (Gupta, n.d.) Stages of Recruitment and Selection Recruitment is done by identifying the need of employee for an organization for which applications has already started arriving. Selection is done by choosing the right candidate for that specific job. At first an advertisement will be published and it will be posted everywhere like social sites, newspaper, notice boards etc. After seeing the advertisement when people will be applying for the post with their CV. Seeing those CVs the potential applicants will be chosen with the help of Human Resource team the potential applicants will be informed by calling them up and also informing them through their email-id that those people has been chosen for the first selection and recruitment procedure (Ericsson and Augustinsson, 2015). The potential applicants for the post of tube driver will be asked to come on such and such date with their important documents. The applicants need to bring their qualification certificates, driving license details and also his medical details (Hassan et al., 2015). Job Analysis For the post of HR admin the applicants should be at least a holder of MBA degree. So the person needs to bring all the documents of his academic qualification along with other testimonials (Sparrow, 2013). The role of a line manager is to work with work group till the higher position of the management. A line manager has to supervise the work of a new employee or a team. The line manager has to directly report to the higher management about the performance and safety of the employees. Involvement as a Line Manager to the selection process As a line manager my contribution for the selection and recruitment process should be by selecting the best candidate for the organization. I have to look whether the candidate, who is applying for the posts of both driver and HR administrator, is fit for the job or not. They will be able to serve for the company or not (Gilbert, De Winne and Sels, 2011). As a line manager in the section of Human Resource in this locomotive industry, I have to look after all the details taking place in the organization starting from recruiting the employee till the operating of the tube whether they are working on time or not and making the passengers reach to their destinations safely on time or not. The main work in the HR section is the recruitment and selection, so the line manager has to look through that also. For recruiting the employees for the job then as a line manger I have sit as one of the panel members for the interview and have to select a best candidate for the required vacancy. As a line manager I have to supervise the work of the new employees and also supervise the teams who are working under me. I have to directly report the higher authority about the working process of both the new employees and also about the old employees who are working under me. I have to make sure that there is no conflict between the new employees and the ol d employees and they all are working as a team member and providing the organization with their good work and best results. As a line manager I also have to make sure that there is conflict between the new employees and the organization. As the working procedure of a HR line manager and the HR manager is almost same so it had to be kept in mind for both the parties are not conflicting with each other about whose idea is the best. As a manger we have to keep in mind that we are proving the company with best results for better output (Teague and Roche, 2011). Legal and Ethical Issues For the post of tube driver the legal, ethical and regulatory rules are accepted are- The person should have a three years daily running driving license. The person should not have any legal case against him. He should not have case of killing people while driving.. He should not have any case of drink and drive. There should not have any case of drug addiction. Should have a valid address proof. For the post of HR administrator the legal, ethical and regulatory rules are accepted are- The person should not have any case in the police station. He/she should have a valid address proof so that is case of emergency the family members of that person can be contacted. Should not have any major illness which may affect his work as well as the organization. These legal and ethical issues are applied for these posts because the organization does not want any employees who have any illegal past. For the post of the driver they are applying so many rules and regulations because the organization does not want their passengers to be any unsafe hand. As this is a locomotive industry so the main priority of this industry is the safety of the passengers. So if any driver has any criminal record of drinking and driving or any drug addiction then while driving the tube he may be drunk or his addiction an arise then during that time there will be question about the safety of the passengers. About the valid address proof if there is any emergency and the person is on holiday then he can be informed if his phone is off or there can be also the case of any emergency with the particular person then the family members of the concerned person can be informed immediately(Kuvaas, Dysvik and Buch, 2014). The rules for the HR admin because none of the company will want an employee who has a criminal record and working in a reputed organization because no one will be eager to work with a firm whose employee has a criminal background (Javaherdashti, 2003). Stages and Purpose of Performance Management Figure 1- Performance Management Cycle In the performance management lifecycle the performance of a employee is calculated that how well the employee is performing in his job whether there is a gap or not. If there is a gap in the performance then by what ways the employee can overcome those gaps? The performance gap can overcome by planning like how to increase the performance level then the review will be done that whether progress is happening or not and then evaluating is done on the performance to see that whether the gap has been overcome or not. Benchmarking HR Performance Figure-2 - Benchmarking HR Performance As the performances of the employees are measured through the performance cycle like that the performance of the HR is also measured. The HR performance is benchmarked by their high performance level and low performance level. In high performance level it is seen that what the HR has achieved and in low performance level it is seen that where they are lacking and how they can improve their performance. 360 Degree Feedback Figure 3- 360 Degree Feedback An employee can calculate his performance level by himself also. The employee can overcome their performance level by taking feedbacks from his peer group, subordinates and managers. By taking suggestions from them an employee can increase their performance level. Conclusion In a nutshell it can be said that as a line manager of an organization in the HR section has to keep our eye open so that the work is done properly and also in a smooth way without any conflict. While recruiting a new employee many things have to be kept in mind because the organization has many expectations from that new employee. As a line manager of HR, I have to look after each and every detail from recruiting to operations of the tube that they are working on time or not. Line manager has a huge duty of supervising the works of the employees and also have to keep all the details of the organization. Line manager is link between the lower level employees and the higher level management authorities (Ryu and Kim, 2013). References De Winne, S., Delmotte, J., Gilbert, C and Sels, L (2013) Comparing and explaining HR department effectiveness assessments: evidence from line managers and trade union representativesThe International Journal of Human Resource Management, 24(8), pp.1708-1735 Ericsson, U. and Augustinsson, S. (2015). The role of first line managers in healthcare organisations - a qualitative study on the work life experience of ward managersJournal of Research in Nursing Foss, K. and Rodgers, W (2011) Enhancing Information Usefulness by Line Managers' Involvement in Cross-Unit Activities.Organization Studies, 32(5), pp.683-703 Gilbert, C., De Winne, S. and Sels, L (2011) The influence of line managers and HR department on employees' affective commitmentThe International Journal of Human Resource Management, 22(8), pp.1618-1637 Gollan, P. (2012). HR on the line: human resource managers' contribution to organisational value and workplace performance.Asia Pacific Journal of Human Resources, 50(3), pp.288-307 Gupta, S (n.d.). HR Profession: A Prospect Role of Line Managers.SSRN Journal Hassan, M., Abu Mansor, N., Wan Abdul Rahman, W. and Yuskelana, B. (2015). Do line managers have linking pin in HR roles?.Intangible Capital, 11(1) Javaherdashti, R. (2003). Corrosion Management: A Guide For Industry Managers.Corrosion Reviews, 21(4). Kuvaas, B., Dysvik, A. and Buch, R. (2014) Antecedents and Employee Outcomes of Line Managers' Perceptions of Enabling HR PracticesJournal of Management Studies, 51(6), pp.845-868 Kuvaas, B., Dysvik, A. and Buch, R. (2014) Antecedents and Employee Outcomes of Line Managers' Perceptions of Enabling HR PracticesJournal of Management Studies, 51(6), pp.845-868 Ryu, S. and Kim, S. (2013). First-Line Managers' HR Involvement and HR Effectiveness: The Case of South Korea.Human Resource Management, 52(6), pp.947-966 Savaneviciene, A and Stankeviciute, Z (2012) HRM and Performance Linkage: The Role Of Line Managersecoman, 17(1) Scott-Lennon, F and Hannaway, C (2010)HR for Line Managers - Best Practice Dublin: Management Briefs Sparrow, J (2013) The five key roles of managers: how HR can build engagement that lasts.Strategic HR Review, 12(2), pp.83-88 Teague, P. and Roche, W (2011) Line managers and the management of workplace conflict: evidence from Ireland.Human Resource Management Journal, 22(3), pp.235-251 Townsend, K. and Russell, B (2013) Investigating the nuances of change in front-line managers' work.Labour Industry: a journal of the social and economic relations of work, 23(2), pp.168-181.