An Exposition of Amos 5

An Exposition of Amos 5 With a view to an audience within a stated contemporary ministry setting, provide an exposition of Amos 5 As I engage to expound the book of Amos I would want to do an exposition of Amos 5 which with a view of a mixed Audience of men and women between the ages of 20 to 50 years of age and also young people who most of them are under the age of 20 years. The audience is a mixture of different nationalities that have different cultural background. According to Hasting (1963:28) writing in the dictionary of the bible, he says that Amos was one of the earliest prophets who prophesied in the 8th century B.C. Amos is known to have come from Tekoa and according to the dictionary of the bible, he prophesied when Israel and Judah were strong and prosperous. Though there was prosperity in Judah and Israel the book of Amos portrayed a lot of injustice taking place during that period. In (chapter 4) of Amos and verse (1) it talks of how the poor are oppressed and they are crushed. (Amos 1:1) The words of Amos, one of the shepherds of Tekoa-the vision he saw concerning Israel two years before the earthquake, when Uzziah was king of Judah and Jeroboam son of Jehoash[a] was king of Israel. According to this verse, it makes us understand that Amos was a shepherd, and also understand that Amos may not be the one who wrote the book;(Thorogood 1992:10) cites that, the book of Amos is a collection of the Prophets words. We cannot be certain who actually wrote it, or when it was written. When we come to chapter 5 of Amos it can be hard trying to understand what specifically he is trying to address when he talks of a virgin Israel in verses 2. It is hard to interpret the book without first having understood some of the things that Amos is saying, for example, where he says, This is what the Lord says to Israel: Seek me and live; do not seek Bethel, do not go to Gilgal, do not journey to Beersheba. For Gilgal will surely go into exile, and Bethel will be reduced to nothing (vs. 4-5). Not knowing what Bethel, Gilgal and also Beersheba means one can not interpret what he was implying. Patte (2004:282) makes us understand that Bethel, Gilgal, and Beersheba were sacred places because they were memorials connected to the ancestors and history of the conquest of the land without having this knowledge it is a hard one to understand. The writings of Amos are regarded as Oracles, this is highlighted by Heaton(1977:73 ) Amos cultivate d the practice of embodying in his oracles quotations of his opponents claims. So this is to affirm that Amos was writing oracles. Wolff (1977) in his book of Joel and Amos cites that the literary tradition hardly allows us to recognize more than two dozen short individual oracles, so he is implying that Amoss writing was literal and he cites three basic type of speech found in the book of Amos (i) The messenger speech which he says that it is tied to what Amos was told to say by God. (ii) The free speech witness speech, this he says promotes relationship with the listener. (iii) Vision report, that one he says that it cannot be said with certainty whether is rhetorical or literary in Origin. When Amos is starting to speak the oracles he is using within and in front the text where he is addressing the children of Israel and tells them in verses 1-7 to hear what the Lord is saying and what will happen to them. As Amos is speaking in chapter 5:1-3, he regards the children of Israel as people who are already dead, and is lamenting over their state and seems there no hope for them when he says, Fallen and no more to rise. He compares them to a virgin woman engaged but now she has been forsaken. So he uses metaphor when he is addressing them. This may mean that Israel is glorious but their glory is gone. In verse 4-10 it is a call for them to call God even in their crisis, it is surprising that in the beginning, he speaks to them; It portrays them as people who have been utterly destroyed and no hope to rise again. In verses 4 he tells them to seek the Lord and live. On the other hand, he tells them, what not to seek Bethel and not to enter Gilgal or cross over to Beersheba fo r there are consequences when they do that. Marsh (1959:53) gives the meaning of the word seek and he says the word translated seek originally meant to ask for an oracle from some diviner, and then to offer worship and obedience to God. Applying this few verses as I address my audience bearing in mind the state of the nation that we are in where there have been a crisis in the economy and a lot of cuts in so many sectors that some services that the government used to offer are not longer there, I would bring to their attention to how the nation has declined and probably try to mention, maybe is because of the evil that is done in the nation. I would also encourage them to seek the Lord and not to put their trust in the systems, as Amos was encouraging the children of Israel to seek God and not seek the sacred places. When Amos is warning the people not to seek Bethel or go to Gilgal and having now understood that Gilgal was a sacred place as cited by Patte(2004:282), he is encourag ing them to worship the true God rather than go and worship those sacred places whereby even if they are sacred places they are not God themselves. I would, therefore, encourage my audience to worship the true God rather than men, bearing in mind that most of my audience are from African background where there is a tendency of worshiping the men of God. In verses (10 Amos talks of people hating correction or rather discipline and hate he who tells the truth. So I as address my audience I would encourage them to speak the truth and allow themselves to be corrected by the word of the Lord. Since my audience is a mixture of young people who most of them are under the care of their parents I encouraged them to adhere to discipline and obey their parents.[G1] In (verses 11-12) Amos talks of how the poor are oppressed, and he tells them because they have done these things and even extracted wheat unjustly from them even the house they have built they will not live in them. Amos was pronouncing judgment. As I bring this to my audience I would speak to them, warning them not to oppress each other and especially the old oppressing the young even on those who are married, men not to oppress women. I would speak to men oppressing women with confidence having some background knowledge how African women at times are regarded as not equal to their men and they tend to be oppressed. Amos changes his tone in verses 14 and he gives the people hope that if they seek the Lord they will live. What I see when I look at the previous (verses 12 and 13) he is telling them to stop oppressing the poor and they will live. So I would tell the audience that, when we are doing injustice to one another we are not seeking God, and God is not with us because after A mos telling the Israelite how they have oppressed the poor he tells them to seek the Lord in order for them to live. Amos here was like implying that God was not with the Israelite because they were oppressing the poor. Amos follows verses 14 with verse 15 by saying that they should hate evil, and my understanding I will interpret that not rendering injustice and oppressing the poor is what God hates. As a result of them hating evil, they will escape the calamity that Amos is speaking in (verses 16) which he says there will be wailing as the Lord passes across the land. The Israelite will understand the in a better way when they remember what happened while they were escaping Egypt when there was wailing in the camp of the Egyptians. Amos is saying that the wailing will be so great that, they will even call for people to help them to wail. As I would address my audience I would focus them on treating each other well and not oppressing others, this is because loving God is loving and treating other people justly, we cant say we love God and yet you treat others badly and oppress them. According to Patte(2004:282) in the commentary, he says that The horizontal relationship to neighbors is inseparably bound to the vertical relationship with God. To avoid punishment from God we have to love God and treat people well. Though God had sworn of bringing destruction we see in (verses 15) that he will leave some from the remnant of Joseph may be the ones who will carry on his purpose on the earth. This reminds me the day of Noah where he had to destroy everything apart from Noahs family. Amos in verse 17 is using literal language that he is going to pass through them and their vineyard will be wailing. This may not mean that God is the one who is going to pass the land himself; but may be the adversary. As I share this verse I may bring to the attention of my audience that the Lord may not necessary come to punish our wrong doing but things might happen when we dont live according to what the Lord has expected of us. In Verses 18 he is warning those who have been waiting for the day of the lord, may be expecting a reward, and instead he is telling them it will be darkness instead of lights. In other words, things will be so bad instead of being good and this is as a result of their actions. Most Probably they Children of Israel have been expecting God to come and reward them and have victory among their enemies. Thorogood(1992) in his book a guide to Amos commented that Amos did not share hope with the Israelites instead he predicted a day of darkness instead of light. Even in our day, we might be expecting great things from God because we believe in him, and instead, we find ourselves going through difficult times. Therefore it is important to check our ways and see whether there are people we are oppressing or doing things that cannot please God. Maybe the children of Israel thought because they have a covenant relationship with God, they can do anything and God turns a blind eye. Amos portraye d the day of the Lord they have been expecting a very gloomy day, in that they will be running from one problem thinking they have escaped they find themselves in another major problem. Amos uses allegory a lot; as he writes when he is talking about a lion, a bear, and even a serpent. Maybe he using this because for him being a shepherd has had encountered all these animals. If I were to use allegory I would use things that my audience would understand. In verses, 21-24 Amos is narrating how the Lord is not pleased by the sacrifices that they offer unto him and even their worship unto God. He said if justice and righteousness are not found in them, their rituals are in vain. Maybe they thought by observing the rituals and offering sacrifices they will please God even if they oppress the poor and put heavy taxes on them. I would also address the same issue to my audience that it is not by how much we do for God, or how much money we give to the Him; is about acting according to what he requires. Marsh (1959:57) as he comments on verses 21-24 cites that Israel had all externals of true religion-fine churches and cathedrals, great festivals popularly observed (everyone went to church on such days, moving rituals solemnly impressive sacrifices, beautiful music, and well-trained choirs. But such externals do not, of themselves, beget communion with God. In other words, outward rituals and appearance do not appeal to God. We must go beyond rituals and do what God want us to do. In verses, 25 Amos is like narrating what God is asking Israelites that they never offered him any sacrifices and that they carried idols with them. It is like he is saying that while they were not established they didnt offer any sacrifice to God and yet he took care of them. But now that God has established them the wont honor him, instead, he is saying they carried idols with them. Having an audience who some of them have come from hardship I would bring to their attention to remember wher e God has brought them from, some from great hardship and yet God has established them. I would encourage them to honor God and keep his commands. Amos has mentioned two things they carried which are sikkuth their king, and chiun their idols which according to Wintle (2015:1146) commenting in South Asia Bible commentary refers to these idols that the Israelites carried as Assyrian deities. This shows as if the Israelites regarded other gods more than the true God. They were holding unto what they may be; thought is the righteous way than do what God had instructed them to do. As we read these verses today we would also ask ourselves as Christians are we exalting things in our lives more than we exalt the Lord, and this can be true even in the audience I am addressing, in that some many have valued their jobs, families children or as a people we regard rituals more than we regard God. In conclusion, as I have looked at the book of Amos chapter 5 I can conclude and say that this chapter can speak to us as the church of today that we need to deal with injustices in our society and live righteous lives, and that will be a true worship unto God. Amos has reminded us the need of humility in our worship. Thorogood 1992:66) says that the closer our worship is linked with the rest of-of our life the more helpful it is likely to be, This means that we need to be conscious every time, that we have a relationship with God; and we can worship him anytime not only when we are gathered together. As Amos highlighted the injustices and oppression done to the poor by the children of Israel we also need to learn as Christians to treat each other well even when we are in different social status. Bibliography D.D, J. H. (1963). Dictionary of the Bible. Edinburgh: T.and T Clark. Heaton, E. W. (1977). The Old Testament Prophets. London: Anchor Brendon Ltd. Marsh, J. (1959). The Torch Bible Commentary series: Amos And Micah. Great Britain: Northumberland Press Limited. Patte, D. (2004). Global Bible Commentary. Nashville: Abingdon Press. Thorogood, B. (1992). A Guide to Amos. London: Spck. Wintle, B. (2015). South Asia Bible Commentary, One Volume Commentary on the whole Bible. Michigan: Grand Rapids, Michigan. Wolf, H. W. (1977). Hermancia, Joel, and Amos. United Kingdom: Fortress Press [G1]Deleted:h

Prison Writings: My Life Is My Sun Dance Essay

Leonard Peltier’s Prison Writings: My Life Is My Sun Dance takes into account the disgusting of righteousness in the American justice system and the longings of the Native Americans for evenhandedness, equality and fairplay. Peltier postulate in the story that American socio-cultural life still suffers from the dilemma of racial disparity against many claims that the long tradition of racism in the United States ended with the Civil Rights Movement of the 1960s.This phenomenon still haunts the American society at various levels. But its prevalence in the criminal justice system is more troubling as it harms the cherished ideals off equality, fraternity and freedom of American democracy. So he opines that oppression of American Indians is not unconscious but institutional. The gross foulness in the Justice System is skillfully described in a single line; â€Å"This is the twenty-third year of my imprisonment for a crime I didn’t commit.† On the surface level, it describe the story of killing of two CIA’s agent but on a deeper level Peltier’s has described certain preplanned events that undermine the unalienable human rights clause of the American Constitution. For example he said that Government â€Å"†¦had been gathering in the area for a preplanned paramilitary assault on the Pine Ridge reservation,† (p.129) in 1975. His views are neither a subjective description of personal pathos and miseries, nor it is distortion of the facts but he takes into consideration the national dilemma of treatment of Native Indians and provides verified and verifiable documented proof in favor of his arguments. Another Theme of these personal memoirs is the sun dance that implies the spiritual attainment he had from unbearable agonizing experience in prison. From a warrior to a spiritual leader, the journey is wonderful but is littered with horrible memories of sufferings.

The Most Popular College Essay Samples 2019

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Organizational And National Cultures Of A Polish Us Joint...

Group Case 1: Organizational and National Cultures in a Polish-US Joint Venture Group 4: Michelle Otremba, Nipa Patel, Laura Pawlusiak, Ann Phillips Question 1: Using the Hofstede’s and 7-D cultural model explain the cultural differences between US and Poland and how they matter to managing the work environment effectively in Poland? Hofstede’s first part of the model, power distance, defines the varying points that cultures are able to deal with inequality. These approaches can be categorized as: inequality can be essentially good or bad, everyone has a place whether it is high or low, most people should or should not be dependent on a leader, the powerful are or are not entitled to privileges, or the powerful should or should not hide or express their power. In this presented case, Poland has a high power distance culture. They express a strong desire and need for hierarchy while the US business culture displays a lower power distance. In Hofstede’s second part of the model is uncertainty avoidance, or a culture’s tolerance of ambiguity. Poland here exhibited moderately high uncertainty avoidance. Th e Polish workers required and sought structure in their social systems, valuing rules, regulation and predictability. However, based on the case, the Americans were sought to be lower on uncertainty avoidance. Their upper management and executives believed that consensus is not always important and conflict should not be necessarily avoided. They also believe that expertsShow MoreRelatedAssignment 3 Organizational an National Cultures in Polish-US Joint Venture2074 Words   |  9 Pagesï » ¿ Assignment 1: Organizational and National Cultures in Polish-U.S. Joint Venture Global Business Manangement-510 Professor Sue Golabek Christi Griffin October 27, 2013 Introduction In multinational workplaces understanding how important the significance of cultural differences is larger than we might think. 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Research On Japanese Organizational Behavior - 890 Words

Organization behavior studies how the employees interact within the teams/groups. As per Kalnbach, Organizational behavior is the study of human behavior within an organization. He further added that I sometimes tell people that it is the application of psychology in the workplace or any organization. Remember that the organizational behavior is a very important aspect of any business. The individual and group dynamics are known as micro organizational behavior while macro organizational behavior deals with whole organizations and industries. Under macro organizational behavior, the organizations and industries come with strategies and adapt the market to be relevant. I have used the article on â€Å"Japanese organizational behavior in†¦show more content†¦Additionally, the leader puts emphasis on interpersonal relations and keeps the workforce motivated. Swedish management noted to be based on social individualism (Hampden-Turner and Trompenaars, 1993). 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Target and Job Satisfaction Free Essays

Target and Job Satisfaction. Job satisfaction is very important in regards to keeping employees productive and efficient. If a employee is not happy with their working environment, co-workers, or the task on hand, then they are more likely to be less efficient and productive for the company. We will write a custom essay sample on Target and Job Satisfaction or any similar topic only for you Order Now With that being said, Target is a wonderful place for advancement and status in a career with Target. Target states â€Å"We’re devoted to helping our more than 365,000 team members throughout the world live well and achieve their goals, know that their diver perspectives, talents and commitments make both our company and communities the best they can be. This statement and ideology shows the public that Target believes that the company is nothing without the employees that put their energy into it. Target has enforced this by providing their employees with incentives such as: resources, services and benefits programs. As far as leaders in each department, Target has ensured that leaders are well invested in and that they are given the opportunity to personal career development and networking opportunities. What makes Target special when it comes to Job Satisfaction is that they offer a variety of career development opportunities for the purpose of building the best team, because the best team represents the company itself. During the hiring process, target is in the pursuit of top talents that they intend to foster so that they not support the individuals growth but also set guidelines and development goals so that each member are able to pursue it. Target believes in the social well-being of everybody inside and outside the company. They believe in the concept that building strong relationships and enjoying life inside and outside work settings will distinguish other companies. For example, Target offers discounts, fun activities, social networks, and life event resources to help team members create a meaningful connection with others. Target wants to make every employee feel to feel part of the family. Other incentives include: onboarding, leadership development programs, training and development resources, career planning, diversity and inclusion business councils, Coaching and mentoring, Recognition programs, tuition reimbursements, team member life resources, and more. To add, Target is also aware of the financial well-being and how its is important to make good financial decisions in the present and to plan for the future. They offer savings and invent plans, time off, and insurance options to help team members meet their financial goals; some of this may include: One of the best 401 k plans in retail, vacation, national holidays and personal days, 10% team member discount, Target Credit Union, Adoption assistance reimbursement, Daycare Flexible Spending Account (FSA), Child care discount, Life Insurance, Disability insurance, commuter benefits and more. Also, Target also offers good health benefits for their Employees. They are committed to providing and encouraging wellness and promoting preventive care, such as offering the many benefits and resource to help team members and their families lead healthy, and balanced lives. Health benefits include: Medical, dental, vision and prescription drug coverage, programs and rewards to encourage healthy actions, maternity support program, nurseline, Tobacco cessation program, well-being education resources, team member life resources, and more. Target has identified that there are about 120 different career paths that exist for team members to explore. This is good because if a current employee is not satisfied with their current position, then they have the option and the opportunity to change career paths, which is a prenominal process of transition, in my opinion. What also makes Target ideal as far as job satisfaction, is that aside from assisting current members with certain incentives mentioned above, but also for spouses, domestic partners and other dependents. Training and mentoring programs are also offered to employees to assist and prepare team members for current or new challenges. This special program is designed in a way that offers external benchmarking combined with industry research, as well as partnerships and internal expertise. What this means is that everything that is trained to employees is offered through not only internal settings but also external settings. The company will help find the best method, whether it is from in-house or, experts outside the company, target will do their best in providing the best training and mentoring program and experts for employees to improve and become as productive as they want to be. To further the job satisfaction of employees, there is a system for talent management is put into great consideration and implemented to Target’s employees. Target calls it the â€Å"Leadership Foundations and Expectations Competency Model† which informs and teaches every team member exactly which skills and abilities are needed for them to succeed; no team member will be left behind. Target applies this method and administer this process by following talent-planning routines such as the Best Team Survey, which allots team members to voice their opinions. This method not only help employees speak out their voice but also help improve Target. Communication is important to target and believes that every voice and opinion should be heard. Target has design a program called â€Å"Regular Review Process† which ensures that not only leaders but team members meet routinely and regularly so that they can discuss the strengths and the potential development opportunities for the company; the company meets with their leader four times a year to negotiate and discuss business goals, performance, and development and career goals, with every if not all team members participating in a formal performance review once a year. Target is really the best when it comes to the benefits in retail, and that providing competitive pay, insurance coverage, career mentoring and so many great perks for the target family. They provide so many incentives for team members to speak out, and find a myriad of benefits for not only themselves but also for potential family members. Target’s importance to the local community and corporate social responsibility represent and defines target. This can include: target-sponsored volunteer activities, target volunteer councils, community captains, community awards and grants, and more. Target takes pride in providing so much for their team so that they can contribute and show their strong community. Citations. â€Å"Benefits. †Ã‚  Employee Benefits, Fringe Benefits, Perks. N. p. , n. d. Web. 18 Nov. 2012. https://corporate. target. com/careers/benefits. â€Å"Culture.   Culture: Working at Target. N. p. , n. d. Web. 18 Nov. 2012. https://corporate. target. com/careers/culture â€Å"Social. †Ã‚  Employee Social Benefits: Enjoying Life. N. p. , n. d. Web. 18 Nov. 2012. https://corporate. target. com/careers/benefits/social-benefits. â€Å"Team Members. †Ã‚  Our Team Members: Partners in Our Success. N. p. , n. d. Web. 18 Nov. 2012. https://corporate. target. com/corporate-responsibility/team-members How to cite Target and Job Satisfaction, Essay examples

Effectiveness Organizations

Questions: 1. Explain the ways in which the effectiveness of organizations can be influenced by human resource management 2. Demonstrate an understanding of the causes of conflict in organizations and methods of avoiding or mitigating conflicts 3. Analyse major HRM problems arising in organizational change and methods of resolving them Percentage of marks awarded for module: Answers: Introduction The report shall investigate the past and present working conditions of Oil and Gas industry of UK which have seen the death of many in past decades. Thus the initiatives taken and the lessons learned from these disaster are critically analyzed to find how full proof the systems are in maintaining the safety and health of workers in the Oil and gas segment of UK. Since the past incidents like Piper Alpha offshore disaster that took 167 lives, the focus in keeping the safety of people as priority has increased and the firms are putting more efforts and technologies to avoid them in the long run. The case depicts the incident of July 1988, the offshore drill of the gas and oil drill disaster getting 16 lives, at Piper Alpha driller, have changed the way the safety is viewed in the UK forms both onshore and offshore (Ritson, 1999). The collective responsibility formation, health and issues are divided among the people of the firm as per hierarchy to avoid such incident further. The answ ers to the projected points shall follow a recommendation as a part of it. The Cullen Report had been the major step towards it which also is evaluated herein. 1. Key issues of Health and Safety in HR perspectives for Oil and Gas industries The current and future of oil and gas excavation is going remain fatal in terms of to safety if adequate measures for safety and maintenance measures are not in place. The people of the business who are in direct contact with excavation, the site safety needs supervision and training to anticipate, avoid and help in rescue of the accident affected. The oil and gas technology have changed the globe all together in terms of automation and time consumption ad have increased the comforts. However, the lopsided are in its safety adequacy measures undertaken. Few external and internal causes are responsible for it. The increasing carbon levels in atmosphere have the consumer depend of it for more than centuries and now its is scarce item with increased decency from all sections of the society (Azmi, 2011). The crude oil, natural gas has seen such accidents and in present too the chances for such mishap remains. However, with the use of technology and manpower awareness the limit ad scope c an be widely reduced. The needs for a HR personnel to work for the oil and gas excavation firm needs to address health and safety, Training and information sharing about the subject of drilling, time management and well and adequate amount of success in the employee awareness and knowledge of safe working. Further, Nelsen and Bierer (2011) notes most of the deposits are in the troubled areas of the globe, which poses another political problem of recruitment and control. Therefore, a firm to work needs to have a 3 directional approach in HR. Technical skills development, soft skill and managerial knowledge and skill to control the cases of mishaps. It is to pay productive and competitive in the oligopolistic oil and gas market, especially of the brand overseas and at home which drill oil from non-national sources. Demography plays a role where large amount of workers can be found but the excavation becomes problematic if they do not have adequate drilling and safety exposures Dhiman and Mohanty (2012). Hen ce the HR policies needs a comprehensive look where governments, business and worker are to be in the same loop with a standardized training for safety practice and a well oiled collaboration system between all to have an idea of the employees role in safety and security. The NOC (National Oil Companies) and International Oil Company (IOC) have their own set of guideline that the HR has to follow during recruitment. These statements suggest who all can be employed with the skill set description. This is a step post 1988 tragedy that has helped the brand in doing what they do a to specific required level so than, it happens then again and if of this reason long term solution aid better design is needed. The innovation among the staff where the employee speaks for a change may be done to improve service in the future, without discriminations. Therefore, when HR is been discussed that ensures equal opportunity of learning, safety standards training recruitment of people who are of safety and then make the hierarch depending upon age, experience, qualification ad exposures (Ey.com, 2014). The firm has to have a whistle blowing policy where employees who sees some faulty measures being conducted are being protected and seen that no harm is been done and th e employee is been listed to and the similar is been articulated on the job. This sis ensure that all parts of safety is been looked into and all dealing with it are adequately trained and knows about the safety measures. A speak up policy in the website as well in the employ manual is well deserved that ensures people feel free to express the point of contention. Further, training and development of employee about the issues are well incorporated in the training module which encourages new learning and best performance of safety at work needs to be established. All these enable the employees to be more confident and ensure safety at work. The leader the guides the team to work where the HR plays the induction providers role of induction given, feedback taker and an arranger of hierarchy with key performance areas, responsibilities and team coordination values to enhance the life of people as well as the nation they drill in. With multilinking the need for manpower has to be developed in a way that helps both operations, safety, communication, employee voice like concerns in note to see and check the chances of exposition or mishap in the future times. Again, making a pool of competent oil and gas industry needs to put its operational focus in the immerging issues of the recruitment and retention as the drilling exercise the business follows in the phase wise manner with exhaustion of the sites, perplex to the control and motoring, however worker selection and training holds the key to such a role at work. Equal employment and safe working conditions remains the key to the role of occupational health and safety practic es which HR facilitates in recruitment and during employment of personnel with the drilling firm. The 310 the Session of Governing body has made the employment standards guided to be more decent and safe during its session in March 2011 (Ritson, 1999). 2. Critical analysis of Employees scope of Improvements The mining and gas industry is been declining in their own accords due to the cost involved in operations and the international price regulations. The change of price is to a slack in boosted productivity due to international product. As followed on practice is the safe working standards, processes to be followed while on duty and HR is the department to promote the same. Safety Statistics of machinery and the measure of performance in the critical areas are to be monitored and the standards working and maintenance processes are to be developed to be propagated among the people where HR plays a mainly role. However the HR being a non technical department has to lean onto the people of technical to give a feedback to HR for preparation of standards and working guidelines. This is not a full proof way as the department is dependent on technical requirements study by others to implement even if it is an external agency. The non-acutance of the problem or its sky the evolution has made i t difficult to predict or take measures however with technology. The scope of improvement can be achieved with proper training, execution and better understanding of the situation for the correct result oriented actions. Training of the new joiners during the induction, as well as regular training for employees working would keep them at the footsteps of improvement each moment. The scope of improvement is the ways that an employee can be a vital part of the operations and be an asset in business operations. However the success of the training lies in the execution of the same in the field of action. The scope of improvements is to have the engagement of the people in full and have the needed in outs with changing times abortiveness and easy to comprehend and follow the set of rules they are acquainted with (Hse.gov.uk, 2014). Induction of new employee with the business needs a structured training that encompass safety and security training. In this part people are been adequately trained about the various aspects of safety measures and norms that are to be maintained considering the perils of oil drilling. Fire safety, mechanical safety, safety with machinery is all part of this activity which is mandatory to be learned while working in a drill. Regular training and safety drill has to be executed to ensure that no part of safety is kept untouched in the process. Nevertheless, the safety awards, suggestions, steps of safety measures, what to do, whom to report has to be incorporated in the training module. Such incident report register too needs to be formed so that all incidents and near misses are recorded for training purpose and development steps in the future. The improvement process encompass few distinct traits as the firm seeks proactive solution resolution so they prefer a trait of people who can do here job effectively. The first scope is to view and perceive from the eyes of the consumer to access the needs and wants. The second is to prepare a data driven process s that with feedback the quality improves and make the production team be closer to consumer to do as is required. Consumer centric business in an oligopolistic affair where all competitors are looking to provide the best quality at lowers price. Therefore reviewing each transaction is important to have en an idea of the consumer demographics as well as preferences. Purchase practice is thus closely monitors and thus in the next strategic step taken. The steps have its motive sand long term aspirations to develop a better understanding of law and such public health issues. The other part is the development of staff in the profession of medicine and health care can be adequately trainees in case of emergency handling the ccase of utmost importance even when the doctor or the competent authority is absent to keep the patient out of a fatal attack and keep them safe till the treatment of the needed kind appears. The roles of Human resources in all the aforesaid aspects are true and upto the mark if it has to deliver the best of patient care in the organization they serve in. The three major areas are the arrangement of right me at right place and schedule that the unit can afford a 24 hours support system while also initiate the process of multiple programmes to educate the people of such cases that hospital handles. The least that the HRM can do is segregate the manpower on skill, competence, exposure lines to allocate then to the specific areas that they belong to and then give the cross functional training to people so that the areas that these resources are assignment achieves the best of result ad the level of competence and competence grows (Iol.org, 2015). The provision of quality health is dependent on the issues like standardization of health care practices where the access ad finical burden needs to reduce as well as consistency and standard are to be maintained. This can only happen with prolonged exposure and use of the healing methods and with experience such staffs can be shortlisted by HR. Nevertheless as the issues are to be done in accordance to the will add experience the development of skills are thus directly related in the exposure to he case where the HR plays a major role in allocation of such jobs. Therefore the scope of improvements may come from learning, practicing, experiencing in which the HR have a vital role to play, in allocation, description ad assessment of the progress. Agin people who are leaving the business are keen to have a better input giving session if motivated by HR, for the new employee development and positioning them in higher role with each passing period of learning and experience. Nevertheless, the HR also have a distinct role in selecting the right man for the right job where the one specialized in one field is given further training and learning scope to do better in the future. So the scope of HR is not only election and allocation but also monitoring where the job demands better supervision and specific skills. HR may help in admitting one or else groom another from the group to perform the job as they are wished to be associated with. The other part of HR is to allocate job to people in accordance to there criticality so as to make the people awar e of the symptoms ad aid in assisting with medical choices to heal them completely. The HR also ensures the statutory norms of the state are followed so that the business dont get a major jolt due to an accident or delayed treatments (Tan, 2014). Best practices in the business are those which suites the business condition ethically and morally. Thus the practices that get the best of revenue and stops mis-use of products are the two most important aspects. Thus if one is going wrong the other is bound o follow. In such a mix of roles the scope of employee engagement and collegian shall increase in terms of sales value and for the business a group of multitasking operations on (Nelsen and Bierer, 2011). The scope is however hampered with less experience where the HR may put one in charge who is not adequately informed about the ailment so the entire team selection for a cuse may be wrong. Again specific department needs special knowledge and expertise so the lack of it may bean other barrier to the best care an cure deliveries. Further the HR is non technical in mitigating so the patients decorating condition cannot be blamed on the doctor which again creates confusion and negligence and distorted treatment mythology so the role of HR have a dual edge to solver perpetuate damage those are incomprehensible (Mohamed et al. 2015). 3. Recommendations for healthcare and safety Healthcare and safety are the two most important aspect of the oil and gas exploration as the product extracted are harmful for the human being. The oil and gas has to have a precondition of good mix of safety while drilling. The oil drilling or the drilling of the gas involves very tough steps for the drillers so that they may have the best of health while working. The experiments to kelp the human life safe in atmosphere with less than 2% oxygen and depth of few hundred feet is accomplished, than the scientific developments. Thus the recommendation is to get the right man for the right job with adequate skills to maintain the condition and work on patient improvement. However, the improvements are low and add the unimportant of society get care in working condition conditions too are deplorable (Ritson, 1999). The healthcare and safety aspect of the people working in the mines and mining related operations has to take care of few basic needs of health like proper ventilation for fr esh air supply, no block of air that cuts off the air supply, water flow during the working hours for consumption, emergency evacuation mechanisms, well illuminated mines for the better and healthier working conditions, artificial air breathing system if the area is crowded ad have lesser opening for air transfusion. Occupational health hazards and safety norms in the case of such working conditions are of major concern for the people working along with the employer who are guided by the rules of mine workers in the legislative ways. The business views this as legal, financial, moral issue to provide the mine workers with the best of working conditions that enables them to have a healthy and safe working condition. Accidents, near misses, near risk situations are to be registered which ensures that the incident is recorded in the register and acted upon The laws and the statutory guidelines also entrusts the people to take specific care before working in such locations devoid of light and air supply to ensure that the working in such conditions dont cause any physical ailment to the workers working there. Its obvious from the good working atmosphere practice the occupational health hazards and health problems while working can be addresses to a large extend. However, this process is never ending and had been adding new inputs with discoveries and recommendations that comes from different underground or opencast mines to be adopted for better working conditions for the people working in the mines. The activates are undertake to make sure that there is n casualty, illness, accidents in the deep crust or any employee fatality due to unworthy working conditions The other benefit that the business gets in this case is that they save a lot in injury prevention, fatality restrictions, illness and such unwanted physical conditions due to th e poor working conditions in the deeps of the mining pit. Special care is generally taken to see that the clearances for the excavation have all these elements in the loop to keep the related cost low and prevent the employee harm for both employees well being and cost to business due to accidents caused in the mines. Conclusions The working conditions of mines have significantly been enhanced with protective gears, controlled explosion and early warning systems with the help of technologies those are in place. The natural gas is a naturally existent product where excavation have brought in the needed change in the operations that have enhanced employee safety and increased the liability detection mechanisms. The training of staffs and there on the job exposures are few of the aspects that have been taken care of during the induction while the basics of the geology and the mining rules of a particular place, especially the underground places where the chances of explosion due to deposits are high are being taught along with safety measures and the standards operating and reporting processes. All this makes te mining and the people involved a better sire to perform their job in mining and excavations. List of references Azmi, F. (2011). Strategic human resource management and its linkage with HRM effectiveness and organizational performance: evidence from India. The International Journal of Human Resource Management, 22(18), pp.3888-3912. Bjrkman, I., Ehrnrooth, M., K., Smale, A. and Sumelius, J. (2014). From HRM practices to the practice of HRM: setting a research agenda. Jrnl of Org Effectiveness, 1(2), pp.122-140. Dhiman, G. and Mohanty, R. (2012). Impact of HRM practices on HR outcomes: a comparative study between two Indian public and private sector oil companies. IJICBM, 5(3), p.299. Kraiukhina, A. and Rubtcova, M. (n.d.). Social Practice of Conflict Management in HRM System: A Parfum Company Case in Saint-Petersburg (Russia). SSRN Journal. Mohamed, M., Mutalib, M., Abdulaziz, A., Ibrahim, M. and Habtoor, N. (2015). A Review of HRM Practices and Labor Productivity: Evidence from Libyan Oil Companies. ASS, 11(9). Natural Gas Production. (2013). Oil and Energy Trends, 38(1), pp.24-26. Nelsen, L. and Bierer, B. (2011). Biomedical Innovation in Academic Institutions: Mitigating Conflict of Interest. Science Translational Medicine, 3(100), pp.100cm26-100cm26. Ritson, N. (1999). Corporate strategy and the role of HRM: critical cases in oil and chemicals. Employee Relations, 21(2), pp.159-176. Rul, H., Bondarouk, T. and Van der Velde, M. (2007). The contribution of e HRM to HRM effectiveness. Employee Relations, 29(3), pp.280-291. Ey.com, (2014). Productivity in Mining. [online] Available at: https://www.ey.com/Publication/vwLUAssets/EY-Productivity-in-mining/$FILE/EY-Productivity-in-mining.pdf [Accessed 17 Jul. 2015]. Hse.gov.uk, (2014). Offshore gas and oil policy. [online] Available at: https://www.hse.gov.uk/offshore/offshore-oil-and-gas.pdf [Accessed 17 Jul. 2015]. Iol.org, (2015). International forum for Labour, Geneva. [online] Available at: https://www.ilo.org/wcmsp5/groups/public/@ed_dialogue/@sector/documents/meetingdocument/wcms_190707.pdf [Accessed 17 Jul. 2015]. Tan, H. (2014). Safety and risk management in oil and gas industry | iMechanica. [online] Imechanica.org. Available at: https://imechanica.org/node/13349 [Accessed 17 Jul. 2015].