Mehmed the conqueror Annotated Bibliography Example | Topics and Well Written Essays - 250 words

Mehmed the conqueror - Annotated Bibliography Example Later, he passed a law that, whichever of his son whom was to inherit his throne must kill his brothers to avoid conflicts and maintaining peace (Elsaie, Adel p180). Both sources depict Mehmed as the most famous conqueror of the Ottoman Empire. He was a genius statesman and the greatest military leader. His tactics in battles earned him the many victories in the battle field and the title ‘The conqueror’. Mehmed being highly educated by the famous Aksemseddin was a lover of fine art and monumental architecture. The primary source claims that, Mehmed could speak seven languages fluently (Freely, John p380). The sources show the hatred Mehmed had for Christians. His hatred motivated him to turn to the West and building a fortress on the European side of the Bosporus. This fortress was used to monitor shipping activities of the Black Sea. One theory that emerges from my research is that Mehmed was more of a mythical conqueror/leader. This is influenced by the duration in which the events took place. The time period in which Mehmed ruled was characterised by many mythical assumptions and beliefs. Consequence of this was creating an illusion that Mehmed was more than a human leader. The second theory is that, Mehmed was ultimately the most creative statesman in Ottoman Empire. This theory is more appropriate since the historical evidence provide prove of the same. Mehmed became a leader at an early age. His geniality in handling state affairs and creativity in battle paved his success in many battles that followed his reign. This theory provides more realistic accounts of the events as they unfolded during Mehmed reign and thus more appropriate for my

Group Report Essay Example | Topics and Well Written Essays - 1250 words

Group Report - Essay Example Learning from literature will be adopted for obtaining a direction to this study and findings from various relevant sources will be assessed before providing recommendations, if required, and concluding with key remarks. 2. J. Sainsbury Plc: J. Sainsbury Plc. is more than a century old retailer with more than 1000 supermarket stores throughout the UK. It employs more than 150,000 staff in all of its stores and back office locations. Their unique values and business strategies indicate their historic presence and strength in the business world. Some of these values and strategies certainly consider their recruitment and selection procedures, which ensure right candidates are hired for their jobs that in turn prove to be of high significance for their growth and sustenance (J Sainsbury plc, n.d). 3. Methodology: Literature study concerning R&S procedures has been performed to understand the impact of these HR processes on the firm’s success. Most of the information related to Sa insbury’s is obtained from sources such as the company website, published journals, few text books etc, and the key findings are noted. 4. Findings: In large firms, R&S are a part of HR planning, unlike the ad hoc activities followed in smaller firms (Marchington & Wilkinson, 2008); and, HR function can help create more value through its strategies of which R&S is a critical one (Hill & Jones, 2010). In their study, Delery and Doty (1996) asserted that sophisticated methods of recruitment and selection form a part of their competitive strategies in larger firms. This point can be examined in the case of Sainsbury. 4.1 Recruitment methods: According to information from their website, Sainsbury’s offers career opportunities in areas such as supermarket staff, store management and support centres, logistics, pharmacy, finance and accounting sections etc (Sainsbury’s.Jobs, n.d). They hire fresh graduates, experienced staff and specialists for various roles based on the job requirements. They offer job opportunities to various categories of students including both European nationals and international students throughout the UK. Interestingly, Sainsbury does not entertain collecting CVs from interested candidates; instead, they encourage applications through their website for all available positions that are also made visible through their website. In order to attract the best candidates, Sainsbury’s offers a detailed online application process that also recruits the most suitable candidates through various questionnaires; these include key requirements questionnaire, motivational questionnaire, situational judgment questionnaire and application form. Recruitment and selection strategies are also important facilitators for other HR initiatives such as diversity management as these strategies help in attracting people from various ethnic groups and diverse backgrounds. According to their Changeworknow (n.d) campaign, candidates that fail t o pass through the applications and questionnaires receive immediate feedback and are also directed to other employers thereby creating a positive employment and interaction experience. 4.2 Selection methods: Final selection of candidates at Sainsbury’s is done only after detailed tests and face-to-face interviews are conducted by the store managers or other managers. These interviews help in assessing the abilities and competencies of the candidates; these interactions also help in