Redcuding carbon emssion on UK properties Essay

Redcuding carbon emssion on UK properties - Essay Example â€Å"The significance of historic buildings clearly encompasses the architectural and aesthetic values†¦, associations with historic people and events, examples of technological innovations, aspects of social history and links with a building’s setting and other heritage assets.† (English Heritage 2011). Due to such crucial importance historic buildings are protected and also continuous refurbishments are made to it. However, at the same time, these historic buildings may not have sustainable designs and features. That is, these buildings because of their designs and other things could make negative Carbon imprint and thereby have environment damaging features. Carbon Dioxide (CO2) is one of the key Greenhouse Gases, which has many negative effects on the environment and also human living. It is widely considered to be the main cause of global warming and other pollutions, thus forcing governments of many countries including the UK government to come up with restr iction on CO2 emissions. In the construction and property development industries, the contemporary ‘climate’ or trend is against using eco-damaging products, and go for environmentally friendly products and also sustainable designs. Due to that trend, the industry has maximally adjusted or adjusting to the demand of the people and the government agencies, by using of eco-friendly products in the construction of buildings and various other structures. Thus, the final constructed building will be â€Å"environmentally friendly† or â€Å"green† in the every sense of the word. This usage of environmentally friendly or eco-friendly products and features will not only provide positive benefits to the occupants, but also to various sections from neighbors to the whole community. However, as majority of the historic buildings do not feature these products and sustainable designs, and importantly as it is difficult to completely refurbish them with sustainable desi gns, views has emerged to bring down those environmentally problematic buildings, in order to cut down the CO2 emissions from it. Thus, this paper will first discuss about the targets and the related legislations formulated by the UK government to reduce Carbon emissions. Then, although if a historic building cannot meet government targets of reduction in carbon emission, and importantly even if it finds difficult to carry out the needed sustainable refurbishments, it should not be replaced due to certain limitations, instead certain effective strategies can be followed to refurbish in line with government legislations and regulations. Carbon dioxide is emitted in various industrial sectors from energy, mechanical to the construction industries, etc, etc., and by various objects including automobiles, various electrical and electronic appliances, etc. The commonly known fact is humans normally exhale carbon dioxide, and so if there build up of it in the human body, it can kill that person. So, the maximum carbon emission and the resultant exposure of it on humans, as well as natural environment to it, are leading to grave problems. Due to high CO2 emissions, human health is

Critically assess whether strategic HRM leads to 'high performance Essay

Critically assess whether strategic HRM leads to 'high performance - Essay Example Hence to survive in such a globally competitive environment organizations emphasize on attaining a competitive edge. An aligned strategy with HRM is a source to successful competitive edge businesses can achieve that focuses more on company’s resources than its costs. This is the reason that the role of HRM has been under the limelight recently as it serves as a competitive advantage to the companies it also has to deal with the challenging changes (Armstrong 2011). Unlike personnel management human resource management is linked to strategic level planning of the organization and execution of those plans in order to improve the organization’s overall performance. Human Resource Management is related to company’s vision, philosophies, practices, and policies that are influencing the management of people in a company. Strategic HR means aligning HR function with the company's strategies and then formulates and implements those strategies accordingly with the help o f HR activities such as recruiting, selecting, training and rewarding personnel. (Armstrong 2011; Reilly 2012) There are few theoretical perspectives to the Strategic Human Resources Management. First approach is the Universalist approach .This approach refers to one best way of dealing human resource to improve business performance only. It is also known as the best practice human resource management. This approach states that there is only one way people can be managed in order to improve the performance of the organization. Regardless of differences amongst different organizations, differences like size of the organization, to which sector it belongs, all organizations can be managed in same way by identifying a set of best HRM practices, committing to them despite the practical difficulties and applying and implementing them. This approach also measures organizational success in terms of financial performance. Results from past experimentations reveals that this approach leads t o high performance and it is becoming common to group or combine HR practices in order to create more coherent explanations of the HRM-performance link. (Gooderham, Cranfield, Ringdal, 2008 pg 7) Second theory is the Configurational theory that proposes that the relationship between HRM and performance involves complex interactions between bundles of HRM activities and outcomes. Once these complementary practices are bundled they produce high performance results and outputs than individual HRM practices. Firms have realized that rather than altering individual policies, their combinations are a better determinant and should be altered and worked upon to achieve better productivity. (Gooderham, Cranfield, Ringdal, 2008) There is a drawback of this approach as this approach has this assumption that HRM bundles and combinations are ideal and will give the same effective result under all circumstances. Secondly both universalistic approach and cofigurational approach are closely related approaches and it is problematic to differentiate between these two approaches at times. Groups of HR practices combined additively may clearly be universalistic but the identification of a configurational approach is sometimes problematic. (Gooderham, Cranfield, Ringdal,2008) Second, approach is the Contingency approach. Contingency approach is to create a positive impact on businesses by aligning HR