A Report from a meeting on the 4see model Essay

A Report from a meeting on the 4see model - Essay Example Representatives present †¢ Simon Roberts-Director Foresight Innovation and Incubation Group, Arup. †¢ Nigel Goddard a Director in School of Informatics at the University of Edinburgh †¢ Colin Axon - A Senior Researcher at School of Engineering and Design in Brunel University, Uxbridge, †¢ Barney Foran - Institute of Land Water and Society, Charles Strut University †¢ Benjamin Warr-Director of Environmental Services and Senior Environmental Scientist, GeoQuest Ltd, Modeling paradigm Mr. Goddard took the attendees through the modeling paradigm of the 4see model. He informed members that it differs from other macroeconomic modeling methods. It expresses constraints between components of the macro economy as equations which describe how they affect each other, and then uses iterative time-stepped simulation to evolve the model of the system forward in time. A key principle in 4see modeling is handling of distinctly different classes of flows. The full 4see- GB mo del of the UK economy includes ten distinct flows which are distinguished by having differing characteristics and being non-substitutable to each other in the short term. (Roberts) Modeling principles Mr. Goddard further went on to explain that the approach to creating the model follows a simple principle: that supply follows demand but is constrained in the short term by physical infrastructure or the inputs needed for output. There were concerns on the deterministic approach and corrective approach. Mr. Goddard went on to say that deterministic approach controls the need for inputs. Where as reconciliation between demands on the right and supply of the distinct separate flows is by the corrective approach. Finally, most of the final demand in the model is...The 4see model also identified process flows. The variables of major interest, such as flows of goods and services, were not modeled as stocks and flows in the system dynamics sense, but were assumed to be consumed in the same time-period in which they were produced - there is no modeling of inventory. In system dynamics terms, they we considered being auxiliary variables. The identified fixed capital stocks in the economy with the system dynamics stock concept. This was a reflection of the categorical difference in 4seemodels between fixed capital stocks and other types of stocks such as inventories.(Roberts).We presented a macro-economic modeling framework based on deterministic and corrective approaches that enabled us to reproduce the historical data with a small number of exogenous parameters. The model was grounded in standard national macroeconomic data that conformed to international conventions of data-holding and duration.

Human resources management in practice Essay Example | Topics and Well Written Essays - 2000 words

Human resources management in practice - Essay Example Additionally, there are two types of feedback. Action feedback occurs when you can see by the other person's actions whether or not your communication has been understood. For example, when presenting an idea, the person who is receiving the information executes it. Your action feedback is the receiver executing your instruction, or advice. Person feedback, the second type however, can be more difficult. Oftentimes, people do not want to appear to be foolish or unintelligent. Accordingly, they will lie and say "I understand" when indeed they do not. Sir Jones offers an alternative manner of assessment one's understanding. He suggests that speaker ask "What would you do first" Jones outlines communication barriers and how to overcome them in way which is easy to understand. His charges are especially instructive. Jones instructs that there are various types of communication but of import to this lecture, focus is keenly on the nonverbal types of communication. This section is especially interesting because one is rather aware of the nonverbal communications in the social setting but not in the organisational setting. However, by noting the barriers and following Jones' instruction, communication within the organisational construct can be far more successful thus leading to effective leadership. Recruiting people who are wrong for the organisation c... A job vacancy provides the perfect opportunity to consider restructuring, or to reassess the requirements of the job (Pearn and Kandola 1993). A notification of a job vacancy should be clear. It should clearly and accurately set out the duties and responsibilities of the job and should include those items outlined within the article (Couwood 2005). Moreover, there is a detailed outline of suggested items to place in a job posting advertisement. Each of these items allow the employer and employee to come to the table with a clear description of what is expected and what is sought. Required abilities should be expressed in terms of the standards required, not just in terms of the task to be undertaken. The sifting stage can help the organisation by providing feedback on the advertising process and the suitability of the application form. It can also identify people who might be useful elsewhere in the organisation. To avoid any possibility of bias, such sifting should be undertaken by two or more people. If there are too many possible candidates, then they should be weighed up against the desirable qualities specified. Further, if the job involves practical skills, it may be appropriate to test for ability before or at the time of interview. This is generally acceptable for manual and word processing skills, but less useful for clerical and administrative posts. There are various tests that organisations can apply to prospective candidates. Finally, the most common process of recruitment is The most common type of interview used in the selection process is a structured interview with a traditional format. It usually consists of three phases. The introductory phase covers the greeting, small talk, and an overview of which