Son of Sam - Killer David Berkowitz

David Berkowitz, better known as Son of Sam and the .44 Caliber Killer, is an infamous 1970s New York City serial killer who killed six people and wounded several others. His crimes became legendary because of the bizarre content in the letters that he wrote to the police and the media and his reasons for committing the attacks. With the police feeling the pressure to catch the killer, Operation Omega was formed, which was comprised of over 200 detectives; all working on finding the Son of Sam before he killed again. Berkowitzs Childhood Born Richard David Falco,  June 1, 1953, he was adopted by Nathan and Pearl Berkowitz. The family lived in a middle-class home in the Bronx. The couple loved and doted on their son yet Berkowitz grew up feeling rejected and scorned because of being adopted. His size and appearance did not help matters. He was larger than most of the kids his age and not particularly attractive. His parents were not social people and Berkowitz followed in that path, developing a reputation for being a loner. Berkowitz Was Plagued With Guilt and Anger Berkowitz was an average student and did not show any particular flair for any one subject. He did, however, develop into a decent baseball player which became his main outside activity. Around the neighborhood, he had a reputation for being hyper and a bully. Believing his natural mother died while giving birth to him was the source of intense guilt and anger inside Berkowitz. Some believe it was the reason for his anti-social and aggressive behavior as a child. The Death of His Mother Pearl Berkowitz had a reoccurrence with breast cancer and died in 1967. Berkowitz was devastated and became severely depressed. He viewed his mother’s death as a master plot designed to destroy him. He began to fail in school and spent most of his time alone. When his father remarried in 1971, his new wife did not get along with the young Berkowitz, and the newlyweds moved to Florida leaving 18-year-old Berkowitz behind. Berkowitz Reunites With His Birth Mother Berkowitz joined the army and after a disastrous three years, he left the service. During that time, he had his one and only sexual experience with a prostitute and caught a venereal disease. When he returned home from the army, he found out his natural mother was still alive and that he had a sister. There was a brief reunion, but eventually, Berkowitz stopped visiting. His isolation, fantasies, and paranoid delusions were now in full force. Driven by Demons On Christmas Eve 1975, Berkowitz’s â€Å"demons† drove him out into the streets with a hunting knife to find a victim to kill. Later he confessed to plunging his knife into two women, one which could not be confirmed. The second victim, 15-year-old Michelle Forman, survived the attack and was treated for six knife wounds. Soon after the attacks, Berkowitz moved out of the Bronx to a two-family home in Yonkers. It was in this home that the Son of Sam would be created. Howling dogs in the neighborhood kept Berkowitz from sleeping and in his deranged mind, he turned their howls into messages from demons that were ordering him to go kill women. He later said that in an attempt to quiet the demons, he began to do what they asked. Jack and Nann Cassara owned the home and in time Berkowitz became convinced that the quiet couple was in truth, part of the demon conspiracy, with Jack being General Jack Cosmo, commander in chief of the dogs that tormented him. When he moved away from the Cassaras into an apartment on Pine Street, he failed to escape the controlling demons. His new neighbor, Sam Carr, had a black Labrador named Harvey, who Berkowitz believed was also possessed. He eventually shot the dog, but that did not offer him relief because he had come to believe that Sam Carr was possessed by the most powerful demon of them all, possibly Satan himself. Nightly the demons screamed at Berkowitz to go kill, their thirst for blood unquenchable. The Arrest of the Son of Sam Berkowitz was eventually caught after receiving a parking ticket at the time and near the place of the Moskowitz murder. That evidence along with letters he wrote to Carr and the Cassaras, his military background, his appearance, and an arson incident, led police to his door. When he was arrested he immediately surrendered to police and identified himself as Sam, telling the police, Well, youve got me. After being evaluated, it was determined that he could stand trial. Berkowitz stood trial in August 1978 and pled guilty to six murders. He received 25 years to life for each of the murders. Berkowitzs Crime Spree July 29, 1976 – Jody Valenti and Donna Lauria were shot as they sat talking in a parked car outside Donna’s apartment. Lauria died instantly from a gunshot wound to her neck. Valenti survived the attack.October 23, 1976 – Carl Denaro and Rosemary Keenan were shot while sitting in Denaro’s parked car. Both survived, but Carl was struck in the head by one of the bullets.November 26, 1976 – Donna DeMasi and 18-year-old Joanne Lomino were walking near Joanne’s home after a late movie. Berkowitz followed them briefly, then shot them. Donna survived without suffering permanent physical harm, but Joanne was paralyzed for life.January 30, 1977 – 26-year-old Christine Freund and her fiance John Diel were shot as they sat in a parked car. Christine died and John Diel survived the attack.March 8, 1977 – Virginia Voskerichian, a Barnard College honor student was shot and killed while walking home from class.April 17, 1977 – 18-year-o ld Valentina Suriani and her 20-year-old boyfriend Alexander Esau, were shot twice. Both died as a result of gunshot wounds. Berkowitz left a letter at the scene, signed â€Å"Son of Sam.†June 26, 1977 – Judy Placido and Sal Lupu were shot while leaving a disco. Both survived although Judy was shot three times.July 31, 1977 – Bobby Violante and Stacy Moskowitz were shot in the car while parked at a lover’s lane. Stacy died from a gunshot wound to her head and Bobby lost vision in one eye and partial vision in the other eye. The Ressler Interview In 1979, Berkowitz was interviewed by FBI veteran, Robert Ressler. Berkowitz admitted that he invented the â€Å"Son of Sam† stories so that if caught he could convince the court that he was insane. He said the real reason he killed was because he felt resentment toward his mother and his failures with women. He found killing the women to be sexually arousing. Throat Slashed On  July 10, 1979, Berkowitz was giving out water to the other inmates in his section when another inmate,  William E.  Hauser, attacked him with a razor blade and slashed his throat. Berkowitz was too afraid to cooperate with the investigation despite that it nearly cost him his life. Hausers name was not released to the public until 2015 when the for Attica superintendent James Conway revealed it. Serving His Time Berkowitz is currently serving a life sentence at the maximum-security Shawangunk Correctional Facility in Wallkill after being transferred from Sullivan Correctional Facility in Fallsburg, New York where he spent several years. Since entering prison, he has become a member of the Jews for Jesus religious group. Berkowitz had refused to attend any of his parole hearings since he became eligible for possible release in 2002. However, in May 2016 he changed his mind and attended his parole hearing. Berkowitz, 63 at the time, told the parole board, â€Å"I was constantly putting myself out there to help other individuals, with kindness and compassion,† he said. â€Å"I mean, I feel that’s my life’s calling, all these years. My evaluations, and so forth, should show that to be true. I’ve done a lot of good and positive things, and I thank God for that.† He was denied parole again and his next hearing is scheduled for May 2018. Today Berkowitz is a born-again Christian and described as a model prisoner.

Wolfgang Amadeus Mozart, A Moral Law - 1440 Words

Plato once said, â€Å"Music is a moral law. It gives soul to the universe, wings to the mind, flight to the imagination, and charm and gaiety to life and to everything.† Like his words elucidate, music, for many centuries, was a way of expressing things that could not be put into words. It displayed raw emotion in some cases and gave life to ideas and notions in other cases. Throughout history, various figures and composers contributed to music worldwide. However, there is one that stands out the most. Wolfgang Amadeus Mozart, a child prodigy and composer at the age of six, who played and composed so effortlessly, would change music styles and influence many great composers that would come years afterwards. Wolfgang Amadeus Mozart, in full Johann Chrysostom Wolfgang Amadeus Mozart, was born on January 27, 1756 in Salzburg, Austria. He was the son of Leopold and Maria Pertle Mozart and younger brother to Maria Anna, also known as Nannerl. His mother was born to a middle-class family and his father was a successful composer, violinist, and assistant concertmaster in the court of the Archbishop of Salzburg. Leopold introduced Mozart and Nannerl to music at an early age and tutored them both. At the age of three, as the young Mozart watched and mimicked Nannerl’s lessons from their father, he began to show a deep understanding of chords, tonality, and tempo. With lessons like his sister, he mastered his father’s techniques so quickly that at the age of four, he could learn a pieceShow MoreRelatedEssay about London: A Cultural City1248 Words   |  5 Pagesopened a waxworks in Fleet Street, before Madame Tussaud arrived from France. The capital had a vivacious musical life, arranged by composers and impresarios like George Frideric Handel, John James Heidegger, and Johann Peter Salomon. Even Wolfgang Amadeus Mozart performed in the city. The culture of the city became the partner of its commerce. Crown and Parliament did very little, by contrast, to promote Londons public culture and intellect, and the case of painting is one instance. Public commercialRead MoreThe Eighteenth Century : Age Of Enlightenment2647 Words   |  11 PagesLiterature: The Development of Music: -Was music not a predominate part of the Baroque period before composers like Bach and Handel? -How did the different works travel to different countries? Was it also by trade and travel? -Why did Mozart die a poor man even though he was so successful? Development of the Novel: -Were a lot of novels still involved with political aspects? Writing of History: The High Culture of the Eighteenth Century: -Was the content in

Concepts Of Essential Medicine Health And Social Care Essay Free Essays

The Alma-Ata declaration during the International Conference on Primary Health Care in 1978 reaffirms that wellness is a cardinal human right and the attainment of the highest possible degree of wellness is a most of import worldwide societal end[ 1 ]. The Alma Ata declaration has outlined the eight indispensable constituents of primary wellness attention and proviso of indispensable medical specialties is one of them. Medicines are built-in parts of the wellness attention and the modern wellness attention is unthinkable without the handiness of necessary medical specialties. We will write a custom essay sample on Concepts Of Essential Medicine Health And Social Care Essay or any similar topic only for you Order Now They non merely salvage lives and promote wellness, but prevent epidemics and diseases excessively. The medical specialties are doubtless one of the arms of world to contend disease and unwellness. Accessibility to medical specialties is therefore the cardinal right of every individual. Concepts of ‘Essential Medicine ‘ Harmonizing to World Health Organization ( WHO ) â€Å" drug is any substance or merchandise which is used or intended to be used to modify or research physiological system and pathological province for the benefit of the receiver † . The WHO introduced the construct of indispensable medical specialties in 1977[ 2 ]. Essential medical specialties are those that satisfy the precedence wellness attention demands of the population. They are selected with due respect to public wellness relevancy, grounds on efficaciousness and safety, and comparative cost-effectiveness. Essential medical specialties are intended to be available within the context of working wellness systems at all times in equal sums, in the appropriate dose signifiers, with assured quality and equal information, and at a monetary value the person and the community can afford. The execution of the construct of indispensable medical specialties is intended to be flexible and adaptable to many different state of aff airss ; precisely which medical specialties are regarded as indispensable remains a national duty. Experience has shown that careful choice of a limited scope of indispensable medical specialties consequences in a higher quality of attention, better direction of medical specialties ( including improved quality of prescribed medical specialties ) , and a more cost-efficient usage of available wellness resources. The WHO has developed the first indispensable medical specialties list in 1977 and since so the list has been revised every 2 old ages. The current versions are the 17th WHO Essential Medicines List and the 3rd WHO Essential Medicines List for Children updated in March 2011. The indispensable medical specialty list contains limited cost-efficient and safe medical specialties, while the unfastened pharmaceutical market is flooded with big figure of medical specialties many of which are of dubious value. The exemplary list of WHO serves as a usher for the development of nationa l and institutional indispensable medical specialty list. The construct of indispensable medical specialties has been worldwide accepted as a powerful tool to advance wellness equity and its impact is singular as the indispensable medical specialties are proved to be one of the most cost-efficient elements in wellness attention. Standards for choosing indispensable medical specialties Which intervention is recommended and which medical specialties are selected depend on many factors, such as the form of prevalent diseases, intervention installations, the preparation and experience of available forces, fiscal resources, and familial, demographic and environmental factors. The undermentioned standards are used by the WHO Expert Committee on the Selection and Use of Essential Medicines: Merely medical specialties for which sound and equal grounds of efficaciousness and safety in a assortment of scenes is available should be selected Relative cost-effectiveness is a major consideration for taking medical specialties within the same curative class. In comparings between medical specialties, the entire cost of the intervention – non merely the unit cost of the medical specialty – must be considered, and be compared with its efficaciousness In some instances, the pick may besides be influenced by other factors such as pharmacokinetic belongingss or by local considerations such as the handiness of installations for industry or storage Each medical specialty selected must be available in a signifier in which equal quality, including bioavailability, can be ensured ; its stableness under the awaited conditions of storage and usage must be determined Most indispensable medical specialties should be formulated as individual compounds. Fixed dose combination merchandises are selected merely when the combination has a proved advantage in curative consequence, safety, attachment or in diminishing the outgrowth of drug opposition in malaria, TB and HIV/AIDS. Use of Essential Medicine List The construct of indispensable medical specialties has besides been adopted by many international organisations, including the United Nations Children ‘s Fund ( UNICEF ) and the Office of the United Nations High Commissioner for Refugees ( UNHCR ) , every bit good as by non-governmental organisations and international non-profit supply bureaus. Many of these organisations base their medical specialty supply system on the Model List. Lists of indispensable medical specialties besides guide the procurance and supply of medical specialties in the populace sector, schemes that reimburse medical specialty costs, medicine contributions and local medical specialty production, and, moreover, are widely used as information and instruction tools by wellness professionals. Health insurance strategies excessively are progressively utilizing national lists of indispensable medical specialties for mention intents. The theoretical account list serves as a baseline for farther alteration ( add -on and omission of new medical specialties ) , right dose strength, and signifier depending upon the national precedence and available grounds Essential medicine list of India One of the critical constituents of the wellness attention is medicine, as they account for a significant portion of family outgo. The overall budget of medical specialties varies widely in different provinces in India. The outgo form on medical specialties of the State Government shows that there are wide-ranging differences across provinces, from every bit small as less than 2 % in Punjab to every bit much as 17 % in Kerala during 2001-02[ 3 ]. The southern provinces such as Kerala and Tamil Nadu spend over 15 % of their wellness budget on medical specialties. Many rearward provinces, both in economic and wellness index footings, incurred the lowest outgo on medical specialties. States such as Assam, Bihar, U.P. , and Orissa spent approximately 5 % or less of their wellness budget on medical specialties. The Cardinal Government ‘s portion of medical specialties in its entire wellness budget is about 12 % . In all, approximately 10 % of the wellness budget goes into securing m edical specialties in India. Even so, handiness of medical specialties frequently is a large issue. The non-availability of required medical specialties jeopardizes the credibleness of the public wellness system. Access to indispensable medical specialties is closely linked to wellness system public presentation and its use. The non-availability of indispensable medical specialties in the wellness installations is non the lone issue ; there are jobs of affordability and handiness despite passing a big proportion of resources on medical specialties. The handiness of medical specialties is undermined by several factors: hapless medical specialty supply and distribution systems ; deficient wellness installations and staff ; and low investing in wellness, and the high cost of medical specialties. The Essential Medicines List can assist states apologize the buying and distribution of medical specialties, thereby cut downing costs to the wellness system. This construct of indispensable medical specialties is comparatively new to India and Tamil Nadu is the first province to develop the indispensable medical specialty list every bit early as in 1994. Then authorities of Delhi excessively had developed its ain list. The authorities of India and many other single provinces have their ain indispensable medical specialties list, and the current national list was compiled during 2011. The list has been updated after 8 old ages. As the list needs to be developed locally and should be based on grounds non simply on single ‘s experience, it is necessary foremost to develop clinical guidelines, called criterion intervention guidelines ( STG ) . Then based on STG the list is compiled. Delhi took the lead in developing a comprehensive Drug Policy in 1994 and was the lone Indian province to hold such a comprehensive policy[ 4 ]. The policy ‘s chief aim is to better the handiness and handiness of quality indispensable drugs for all tho se in demand. Now many province authoritiess excessively have developed STG for usage within the province authorities wellness installations. The Armed Forces Medical College ( AFMC ) has developed STGs for rather big figure of common conditions and the intervention cost is besides calculated[ 5 ]. Outstanding characteristics of National List of Essential Medicine ( NLEM ) 2011 The medical specialties have been categorized harmonizing to curative country. Therefore a medical specialty with more than one indicant appears in more than one class. The strength of medical specialty dosage is mentioned. For essentialness of demand the medical specialties have been categorized as follows: P, S and T denote essentialness at Primary, Secondary and Tertiary degrees severally while P, S, T ( U in NLEM 2003 ) indicates essentialness at all the degrees. A sum of 348 medical specialties are present in NLEM 2011. In the NLEM 2011, 181 medical specialties autumn under the class of P, S and T, 106 medical specialties autumn under the class of S, T while 61 medical specialties are categorized as T merely. In comparing to NLEM 2003, 47 medical specialties have been deleted and 43 new medical specialties have been added. Some glaring errors in NLEM 2011 Some glaring errors which catch the oculus while reading the NLEM 2011 are: NLEM includes pheniramine maleate, chlorpheniramine maleate and dexchlorpheniramine maleate as antiallergic. Even though these three different drugs are available in three different preparations, all the three need non be included in the indispensable list as these three medical specialties do non differ in efficaciousness but merely in their pharmacokinetic features Drugs from the same group which do non differ much from the paradigm need non be included in an indispensable list. Many antibiotics from the same category are included in the NLEM. For illustration, two antibiotics ( Erythrocin, and Zithromax ) have been included, as in the instance of Mefoxins Drugs for which best grounds for effectivity and safety exist are non included while some other drugs in the same group are added. For illustration, Tenormin has the best grounds among many I?-blockers, yet it is non included as an antianginal Even though both Amoxil and Principen are included in WHO EML and EMLc, the preparations differ. Amoxicillin is listed for unwritten usage and Principen parenterally. However, National EML lists unwritten preparations for Amoxil and Principen. Ampicillin is inferior to amoxicillin by unwritten path as it has less unwritten bioavailability and high incidence of diarrhea. Oral preparations of Principens need to be deleted from National EML. Significant skips Excluding an indispensable drug can hold a important consequence on the entree to medical specialties. The NLEM 2011 has omitted some of import indispensable drugs such as: Iron and folic acid tablets do non organize a portion of the NLEM. Sing the high prevalence of anaemia in pregnant adult females in India, Fe and folic acerb supplementation during gestation is really of import. The fixed dose combination of ferric sulphate + folic acid should be made available in all primary wellness Centres ( PHCs ) so that every pregnant adult female has entree to it. The WHO EML includes it, but non the NLEM. Many drugs ( paracetamol, morphia, steroids such as Decadron, cortisol, Pediapred, many antibiotics, water pills such as Lasix, hydrochloro-thiazide, Aldactone and other drugs such as Valium, Coumadin, diphenylhydantoin, etc. ) do non hold either the dosage or dose signifier appropriate for kids. The riddance of diphenylhydantoin alterations from first order to zero order above the dosage of 300 mg/day. Titration of dose above this bound should be in the magnitude of 25 milligram. Hence, 25 milligram tablets are non merely needed for kids but besides for grownups and have hence been included in WHO EML and EMLc. The NLEM does non name phenytoin tablets of this strength. No fixed dose combination of first-line antitubercular drugs has been included in the NLEM. The combination of four drugs ( INH + rifampicin + ethambutol + pyrazinamide ) and two drugs ( INH + rifampicin ) are indispensable and should be included. No second-line antitubercular agent ( except ofloxacin ) is included in the NLEM. They are indispensable for secondary and third attention infirmaries. No drug other than Larium is included for prophylaxis of malaria. Decision The NLEM 2011 is significantly better than the NEML 2003. It has some errors and skips which hopefully can be corrected in the following alteration. While fixing such indispensable list demands of local people should be of the paramount importance. The Government should revise the list rather often. How to cite Concepts Of Essential Medicine Health And Social Care Essay, Essay examples

Managing Human Resources for Sustainability - myassignmenthelp

Question: Discuss about theManaging Human Resources for Future and Sustainability. Answer: Introduction Recruitment is not an easy job in present time as the organisations are experiencing a number of issues while recruiting the individuals. The future and sustainability of any company is more dominantly depended upon the type of human resource the company possesses. For attaining the organisational objective and competitive advantages in modern globalised world, there is vast dependency on ten competence and talent of the employees. The companies experienced a number of challenges in consideration with aspects such as rapidly ageing workforce, high level of generation gaps, competitive environments, increased level of cultural diversity and various other demographic aspects. Such issues hollow the process of recruitment and make an organisation weak and due to this various challenges related to sustainability and existences are aced by the organisations (Hurst and Good, 2009).The study will highlight the challenges associated with recruitment in consideration with Tesco PLC which is a giant retailer of groceries across the globe as well as a renowned super market chain that offers huge opportunities to the individuals to achieve employment. Tesco was established in the year 1919 i.e. almost a century ago and is presently giving employment to 476,000 people at its 6,553 stores but has experienced a series of recruitment challenges which are necessary to get overcome for better organisational working (Tesco, 2017). Recruitment challenges experienced by Tesco and recommended strategies to overcome these issues Tesco is global player that have its existence across many overseas nations. The organisation is effective enough in offering extensive opportunities of employment to the masses. But in such vast business operations, there are times when the company ahs to experience some of the challenges in its recruitment process that are posing a negative impression of the organisation and impact on the business operations. Demographic factor as the key issue in the recruitment process of Tesco Tesco has experienced a certain issues related to demographic factors that comprises of issues related to ageing workforce and the continuously increasing generation gaps. The retail industries experienced a big threat due to the challenge of ageing workforces where there exist high numbers of people who are of elderly age group. It has been observed that the ageing workforce usually do not possess creative and innovative skills and eagerness to work on updated and techno savvy gadgets and tools. For having an increased customer base, it is essential for the Tesco to manage working on innovative technologies and to have young talent in the organisation (Beck, 2014). And thus, it occurs as one of the major recruitment issue for Tesco. Due t the increased presence of employees who are of elderly age and appointment of young ones to manage innovative technology based operations, there occurs a challenge of managing the generation gap among the workforces. Because of higher generation ga ps, there takes place a number of conflicts and issues at the organisation. Because of higher presence of old age employees, the youth try to escape from such job opportunities because of increased autonomy and squat chance of growth in the company and yahoos, it creates recruitment challenges for Tesco (Broadbridge, 2017). To manage the demographic factor based recruitment challenge, it is essential for Tesco to manage fetching attention of the youth through interesting and eye-catching advertisements. The advertisements must be done on social media platforms as well as various other locations where there is increased presence of young individuals. Once the young individuals will be attracted and will have an insight about the significant role, there can be increased applications of recruitment. And to overcome the challenge of generation gap at Tesco, it is suggested that more informal communication should take place between the new as well as the old employees so that interchanging of ideas and better communication flow can reduce the gaps and can have a more united workforce (Billett, et al., 2011). Talent management and Competitive Business Environment as the major issues in the recruitment process of Tesco Next key issue faced by Tesco in its recruitment process is talent management and operating in a highly competitive business environment. In other various sectors, there are other recognized companies that offer high wages, employments offers and incentives to the potential candidate for seeking their attention and recruit them. In such competitive environment, it is extremely challenging for Tesco to retain its employees as well as to recruit competent candidates and this results in decreased number of applicants (Schuler, Jackson and Tarique, 2011). The primary reason that gives rise to the issue is the incompetency of the retail sector to fetch attention of talented and skilled candidates. Due to absence of professionalism as well as no requirement for specific knowledge, the most of the crowd is just under graduate or graduates and this restricts the talented one to join retail sector for their career. Because of absence of good knowledge and talent there becomes very difficult t o manage and integrate the talent and this is one of the key recruitment challenges for Tesco (Armstrong and Taylor, 2014). For sustaining the challenge of talent management and competitive business environment Tesco is recommended to implement the employer branding strategy. It is a process by which an organisation is developed as an employer of choice in the viewpoint of the specific group of individuals who are the potential; employees of that company. These employees themselves want to join the organisation and retain themselves in that organisation because of its renowned culture and other various benefits (Wilden, Gudergan and Lings, 2010). Tesco is required to have huge investments in employer branding so that more talented and competent employees can join the organisation. therefore, it will help in both managing a pool of talented employees as well as gaining competit8ve advantages through effective employer branding (Schuler, Jackson and Tarique, 2011). Shortage of labour Supply as a recruitment challenge for Tesco Another recruitment issue is the increased demand of labour and extreme shortage of supply of labour. In the regions of Australia, there has been analysed a sudden decrease in the availability of the labour and especially in the retail sector. Because of industrialisation and globalisation, the demand for the workers has been increased by several other industries and in that scenario, retaining or recruiting employees in the retails sector becomes an extremely tough job for the HR managers. Due to shortage of labour supply, the operations and functions of the company also impacts as there is unavailability of workers to carry on the large operations and thus productive its gets negatively impacted (Watson, 2008). For managing the issue of shortage of labour supply, it is recommended to Tesco that it must improve its incentive plans, recruitment policies, reward plan and wages of the workers so that more number of workers can be attracted. There must be offered higher work life flexibility to the employees so that competent and skilled individuals can also give their applications and thus the demand can be met (Ruhs and Anderson, 2010). Cultural Diversity as the prime recruitment challenge for Tesco Being exist in a multicultural society, the companies usually face high challenges related to cultural diversity. Tesco similarly experienced a number of recruitment challenges due to cultural diversity aspect in the recruitment process. Managing workforce becomes a difficult job for the company in upsurge cultural diversity in the organisation (Alexandre-Leclair, 2014). Due to difference in culture of the candi9dteas and the recruiters, there develops a misunderstanding of concepts which results in either recruitment of an inappropriate candidate or rejection of a competent individuals (Herring, 2009). As well as there are challenges as because of fear of in-adjustment in a multicultural organisation, the potential candidate does not applied for jobs in such organisations. Thus, because of higher number of culturally diverse employees, Tesco also face some of these challenges in its recruitment process (Armstrong, et al., 2010). Managing the challenge of cultural diversity is essential for Tesco to have improved productivity and recruitment of competent candidates. For this, it is recommended that Tesco must give its employees good training of cross cultural aspects so that there can be flexible adjustments of employees. This issue can also be resolved by having open discussion, informal communication channels and feedback sessions o that the issues do not raise and are resolved at primary stage only (Armstrong and Taylor, 2014). Organisational image as another recruitment challenge for Tesco Organisational image is one of the key factors that impact the recruitment process of the company. Tesco holds a strong brand image and is well-known in the retail sector but from the perspectives of the individuals and competent candidates the retail sector is one of the not least favoured industries to get employed in due to several reasons as lack of knowledge requirement, sales work, etc. And because of this, there are less skilled individuals as applicants in Tesco. Another image associated with Tesco is high pressure and burden upon the employees for meeting the monthly sales targets. Thus, such organisational image binds the candidates to work in retail sector and it occurs as a big recruitment challenge for companies like Tesco. For managing the recruitment challenge posed because of the organisational image, it is recommended to Tesco that there must be take steps for changing the image of the industry and the company in the minds of the people by highlighting the various career and growth opportunities present at the organisation. The organisation must also build a strong culture to fetch attention of the employees and also give the employees opportunities for their career and personal development. Conclusion and recommendations For attaining continuous growth and long term sustainability, it is essential for the organisations to have efficient recruitment process and effective management of the human resources. Tesco is one of the most renowned organisations in the retail sector and somehow rules the supermarkets but thereat re various recruitment challenges that are holding back the success and growth of the company. From analysis of the various recruitment challenges of Tesco, it is evaluated that there must be take initiatives to improve the recruitment process. The various issues comprising of talent management, competitive business environment, and labour shortage can be overcome if the employees are offered with adequate incentives, wages and rewards. It is also necessary that improvements must be made in the policies and plans of recruitment for fetching the attention of the competent candidates (Boussebaa and Morgan, 2008). It is also recommended to Tesco that it must have huge investments on employ er branding as well as on advertisements so that there can be a better organisational image and increased visibility among the masses so that potential candidates can apply for jobs in the company. Hence, it is concluded that Tesco must have effective use of its strong brand image and extensive capital for having a better recruitment process with no such above mentioned challenges and can attain recruitment of skilled and competent employees References Alexandre-Leclair, L. (2014). Diversity as a motive for entrepreneurship?: The case of gender, culture and ethnicity.Journal of Innovation Economics Management, (2), 157-175. Armstrong, C., Flood, P. C., Guthrie, J. P., Liu, W., MacCurtain, S., Mkamwa, T. (2010). The impact of diversity and equality management on firm performance: Beyond high performance work systems.Human Resource Management,49(6), 977-998. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Beck, V. (2014). Employers views of learning and training for an ageing workforce.Management Learning,45(2), 200-215. Billett, S., Dymock, D., Johnson, G., Martin, G. (2011). Overcoming the paradox of employers' views about older workers.The International Journal of Human Resource Management,22(06), 1248-1261. Boussebaa, M., Morgan, G. (2008). Managing talent across national borders: the challenges faced by an international retail group.Critical perspectives on international business,4(1), 25-41. Broadbridge, A. (2017). 8 Ageism in retailing: myth or reality?.Revival: Ageism in Work and Employment (2001). Herring, C. (2009). Does diversity pay?: Race, gender, and the business case for diversity.American Sociological Review,74(2), 208-224. Hurst, J. L., Good, L. K. (2009). Generation Y and career choice: The impact of retail career perceptions, expectations and entitlement perceptions.Career Development International,14(6), 570-593. Ruhs, M., Anderson, B. (Eds.). (2010).Who needs migrant workers?: labour shortages, immigration, and public policy. Oxford University Press. Schuler, R. S., Jackson, S. E., Tarique, I. (2011). Framework for global talent management: HR actions for dealing with global talent challenges.Global talent management, 17-36. Schuler, R. S., Jackson, S. E., Tarique, I. (2011). Global talent management and global talent challenges: Strategic opportunities for IHRM.Journal of World Business,46(4), 506-516. Tesco, (2017). About us, Retrieved on: 27th September, 2017, Retrieved from: https://www.tesco.com Watson, I. (2008, September). Skills in use: labour market and workplace trends in skills use in Australia. InJobs Australia National Conference, Brisbane(Vol. 8). Wilden, R., Gudergan, S., Lings, I. (2010). Employer branding: strategic implications for staff recruitment.Journal of Marketing Management,26(1-2), 56-73.