What Is the Difference Between Work and Fun Essay

What is the difference between work and fun? In the world we live in today, gambling is a professional career to some, whilst others gamble for leisure, a combination of necessity and pure enjoyment. However there is hardly any single moment where a person just fell into being a professional gambler, but there will be some people who realized that they didn’t have any other source of income. The truth is that there are many thousands of people around the country who make a good living exclusively from gambling. It is not easy, but it can be done. In order to become a professional gambler, he/she needs to practice, practice and practice some more. He/she needs to have the rules of whatever game you are planning on†¦show more content†¦Therefore, it also should be considered as work since research is also an obligatory thing to do. The thrill of risking money as well as the intermittent rewards can hijack the brains normal reward systems. Playing poker or visiting a cas ino to gamble could actually change the way that the brain works, the new research has shown. The reward systems in human brains are designed to help us learn to get access to essential rewards, such as food and shelter. When a person is playing poker or risking money at a casino, a chemical called dopamine is released in the brain, which gives the feeling of a high. Researchers point out that even when we are not winning, the rush provided by taking a risk also seems to be part of the reward. Therefore if a person gambles occasionally with a strict limit, playing with only what he/she can afford to lose, then it is considered as fun. In conclusion, it all boils down to the ultimate goal of the gambler. If his mission is to make a living and beyond with gambling, then it is considered work since the gambler will have to put in his time to fulfil certain requirements such as discipline, practice and research in order to have a good success rate. However, if the gambler is going to a casino with his friends as a means of social purposes and recreation including not doing any preparation, then it is considered as a fun activity toShow MoreRelatedThe Influences of Fun and Humour in The Workplace Essay1387 Words   |  6 PagesThe dynamics of fun and humour bring stakeholders together to promote a welcoming environment. Fun and humour creates an open culture and provides a perspective for employees. With the right balance of these elements, stakeholders are productive, content and are much more open to creativity. Similarly, employers that give acknowledgement to employees make better decisions at work. Nonetheless the consequences of fun and humour have serious detriments to the extent of how much fun and humour can beRead MoreDifferent Approaches For Preparing Children1513 Words   |  7 PagesDifferent Approaches for Preparing Children As far as time goes back, there has always been differences within cultures. 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Is Abstinence Only Education For Adolescents Of Various...

Not only does abstinence only education exclude adolescents of various sexualities, but it fails to regard the health of teenaged girls as well. The repression of female representation in health courses has contributed to the magnification of the gender stereotypes, where women are ideally portrayed as pure vessels if they remain virgins until marriage. Therefore, young girls should remain chaste and pubescent boys naturally have a rampant sexuality due to their uncontrollable hormones. Traditional gender roles are then reinforced, disregarding female sexuality thus alienating them within their health courses since they are not educationally included. This form of instruction censors out necessary sexual guidance concerning their respective reproductive health. For example, details about contraception, abortion, human sexuality, and sexual assault specifically concerning females are neglected within the classroom. Health courses have long-established condoms as the popularized and pr imary way of having protective sex. But what school boards don’t incorporate in their curricula is that there are various methods of contraception, precisely for women. For example, there are birth control pills, hormone implants, cervical caps, and vaginal rings. Although these preventative measures do not safeguard for STI and HIV contraction, they can decrease the likelihood of having an unintended pregnancy by ceasing ovulation or preventing sperm flow in the vagina by increasing the hormonesShow MoreRelatedAbstinence Only Education Is The Most Prevalent Form Of Instruction889 Words   |  4 PagesAbstinence only education has been the most prevalent form of instruction in middle and high school courses for years in the United States. 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Organisational Goals and Motivation of Middle Level

Question: Discuss about the Organisational Goals and Motivation of Middle Level. Answer: Introduction: Human resource development is the framework that helps employees develops their organizational skills, abilities and knowledge. According to Budhwar and Debrah (2013), human resource development is a series of organized activities leading to behavioural changes. The aim of this paper is to analyse Zara, a fashion retailer for clothing and accessories based in Galicia. According to Butler (2015), a lot of HR issues are faced by retailer across the globe. As the fashion retailer is very successful, one would wish to work for it (Jansen and Samuel 2014). There are opportunities in the organization to improve the human resources and make a difference. This paper analyses the key challenges faced by the human resources in the organization. The aspects that are well followed in the organization are presented. Based on the weaknesses faced by Zara, recommendations are provided to improve the human resource department that impacts both individual and organizational performance. Zara is a Spanish clothing industry under the Inditex group. They are the largest apparel retailer serving the products and services worldwide. The products sold at Zara clothing and accessories for men, women and children. The retailer has over 2,100 stores across the globe (Inditex.com 2017). Moreover, 77 stores were added in 2015 in several cities like New York, Las Vegas, Los Angeles and others (Inditex.com 2017). It was founded in 1974 with a mission to satisfy its customers (Inditex.com 2017). They continually improve the experience of its customers by making new and affordable designs (Forbes.com 2016). Zara claims itself to be the largest fashion companies but with the research being done within the area of human resource practices, several issues have been raised. Any hostile or inappropriate work environment in the organization is meant to be dealt by the human resources department at Zara. This paper aims to analyse the human resource factors that need improvement. The human resources department is responsible to provide a positive work environment to its employees. The employees expect to have consistent communication with each other and the employees as it helps in building morale and trust. Further, the employees must receive proper light, space, ventilation, sanitation, adequate toilet and temperature at work. Workplace dangers are not always obvious but paying attention to these issues and those related to areas such as emergency lighting, suitable floors, safe traffic routes, windows and doors will help to achieve this (Alfes et al. 2013). According to Butler (2015), cases of excessive work were reported in the Brazil workplace. Illnesses and accidents were reported in the Brazilian labour ministry in 2011 (Butler 2015). It was reported that 67 Zara factories had issues causing 22 cases of excessive work and 84 accidents or cases of illness at work (Butler 2015). An investigation was conducted by the Brazilian Government in which sweatsho p practices were identified. Inditex promised that it would check on the working conditions to help improve the matters. However, it was reported that Zara had seating issues and other minor infringements (Butler 2015). According to Cascio (2014), every employee in the organization works for good compensation, benefits and rewards. The benefits and compensation process provides the managers to build a difference among employees as the high performance corporate culture can be built in the organization. Organizations must keep compensations and reward program to remain competitive in the labour market and ensure sustainability. According to Martinez (2016), 121 colleagues were fired from Zara, GAM and HM as they were protesting to demand a living wage. The Bangladeshi garment workers are one of the lowest paid workers in the world (Gulf-times.com 2016). The human resources is responsible to create a discrimination and harassment free environment. The human resources set out a harassment free and respectful environment. Any improper conduct, comment or humiliation is unwelcomed in the organization. Any hostile work environment in the organization is meant to be dealt by the human resources department. Zara is accused of discriminating among its employees. The employees of colour agreed that the managers show favouritism. Also, the customers are treated with bias as their packages are mentioned as special orders for suspected shoplifters (Wiener-Bronner 2015). Also, the ex-general counsel Ian jack Miller reported that he faced discrimination due to his ethnicity and sexual orientation (Espinoza 2015). Another incident was reported where a woman working for Zara was discriminated because of her braid hairstyle. The employee claimed that she was left humiliated as she was discriminated in front of other employees in a busy mall. The emp loyee claims that her hair type is directly linked to her ethnicity. As there are no formal polices regarding an employees hairstyle, the employee claimed that this was a move against ethnicity and race. Later, a discrimination complaint was logged with the human resource department at Zara (Morley 2016). Therefore, Zara faces several issues regarding HR. The human resources department is supposed to provide an environment that is safe and healthy for the workers. The working conditions of the employees such as limited seating and making them work excessively is de-motivating. The employees will not perform efficiently if they do not get the proper motivation and working condition (Jansen and Samuel 2014). Further, Zara faces issues relating to compensation and rewards. As analysed, the company does not pay minimum wage in several garment factories in Bangladesh. Zara was also found discriminating among its employees making the human resource development questionable (Sung and Choi 2014). However, there are certain aspects that are followed by the organization. Not every aspect of Zara in the human resource development is poor or requires improvement. There are several aspects in the human resource development that can be learnt as lessons by the other organizations. The human resource department strives to be super efficient by organizing new hires. By implementing the right philosophies, work environments can be creates so that the employees succeed both as individuals and contributors. The human resources is responsible for screening the employees to recruit in the organization (Jansen and Samuel 2014). The human resources department must know to motivate the employees. Financial rewards and money may not always be necessary to motivate the employees. Therefore, the HR department must provide non-financial rewards such as promotion, better working conditions, improved facilities and others to motivate the employees (Schuler and Jackson 2014). According to Dugan, Rimella and Simpson (2014), Debenhams, Matalan and The North Face are a few high-street clothing shops who do not pay fair wage to its employees. Zara is striving to improve the working conditions of people in Bangladesh after the Rana Plaza incident. Zara has agreed to pay the living wages to the people after discussing rates with the local trade unions. Also, Zara has agreed to raise the wage of the employees in New York after they raised a campaign (Covert 2015). The employees launched a Change Zara campaign for better scheduling at US stores and higher pay. Therefore, the human resource department said that it shall increase the number of full-time positions (Covert 2015). The human resources department also stated that the employees who have been working for less than a year shall receive at least $12 an hour (Covert 2015). Moreover, the employees working in the organization for one to three years shall receive $13 and $14 per hour (Covert 2015). Previously, Zara had on-call shifts in which the employers put employees down as a shift. But, the employers may call the employees in an hour or two before work. Zara eliminated this policy that makes the human resource development towards the satisfaction of employees (Covert 2015). The human resource department must improve technology and accessibility. The culture and benefits must be emphasized in a manner that values the employees. Setting up standardized procedures and policies, employers must be personally involved as employees are the lifeblood of the company. The human resources play a critical role in training and developing their employees. The training and development practices enhance the employee skills and abilities. The Inditex Group has over 162,450 professionals of 90 different nationalities (Inditex.com 2017). The human resource department is responsible for hiring the workers. The human resource department hires people based on talent and does not discriminate based on gender, nationality, religion and others. Over 200 job positions are available everyday as there are multiple opportunities (Inditex.com 2017). The people working at Zara believe in power. The organization believes that growth starts with the development and employee working for it. The employers provide flexible working environment to the employees. The human resource department provides training to the employees as it is crucial for continual teamwork and innovation. The training programs tailors to the needs of the employees regardless of the position they hold in the organization (Inditex.com 2017). Zara needs to improve HRD and its impact on both individual and organisational performance. The human resource department provides administrative and strategic services. The role of human resource is complex as the employees needs and rights must be met. The responsibility of human resource department varies from benefits and compensation to training and organizational effectiveness. It is challenging for the human resource managers to make the right investment in learning and development programs. A few learning and development shall help employees motivate (Jansen and Samuel 2014). The managers passion need to be ignited to coach their employees. As the managers pass their knowledge and skills to the employees, managers are now overburdened with responsibilities. It is further recommended that Zara must self-direct and customize the programs as one size does not fit all doesnt work anymore. The employees must engage in learning and development activities to make opportunities acces sible for people. The employees in the organization crave for transparency, openness and honesty. Therefore, the employers must be honest with them to actively pursue their own careers (Ferrazzi 2015). The managers have a responsibility to show that this is not right, by rewarding employees who maintain good work-life balance habits (e.g. leave work on time) and can still perform well. Zara must motivate its employees to maintain work-life balance. The employees must not be asked to work excessively that is usually the case in the organization. Every employee expects certain rewards in the organization. Rewards are necessary to encourage certain behaviours among employees. It is known as positive reinforcement (Tyson 2016). According to Maslows Hierarchy of Needs, Zara must fulfil the five level of needs. According to Maslow, certain needs must be achieved for motivating the employees. The most basic need is physical survival. Physical survival involves food, warmth, air, and others. Zara must provide sufficient seating space, electricity, lighting and optimum temperature that is necessary for survival in the organization. Secondly, the safety needs involve protection, security, stability and others (Jansen and Samuel 2014). Zara may motivate its employees by offering job security. If the employees have fear of being fired except in case of low productivity, they may choose to leave the organization (Karnatovskaia et al. 2015). Also, their motivation shall be low and might not perform efficiently. Thirdly, love and belongingness involves friendship, intimacy, trust and acceptance. Zara must show their faith and trust among employees. They must be entrusted with responsibilities. The employees must be ac cepted in the organization for whoever they are. Fourthly, esteem needs involve independence, status, dominance, self-respect and prestige. As Zara has been know for discriminating among employees, they must make sure that the employees are not humiliated. Their esteem needs may be met by giving them renowned status in the organization to keep the motivational level high. Further, the self-actualization needs must be fulfilled. The employees at Zara may be self-fulfilled, seek personal growth and peak experiences. The learning and training opportunities must be designed at Zara in a manner that the employees seek to enhance themselves. Further, Zara may apply Herzbergs Two Factor theory. Herzberg propounded two-factor theory or the motivator-hygiene theory. The hygiene factors are described as the dissatisfiers or maintenance factors that are required in the organization to avoid dissatisfaction among employees. Zara must ensure that minimum wage is provided to all the employees. It must be competitive to the other companies such as HM and other organizations that belong to the retail clothing industry. The company policies of Zara must be fair and clear (Jansen and Samuel 2014). They must provide flexible working hours, dress codes and vacations so that the employees stay motivated at work. Further, they must be provided with fringe benefits such as health care plans, employee help programmes and benefits for the family members. The working conditions at Zara are claimed as poor. So, they must ensure that the working conditions such as heating, lighting and physical space are adequate. The employees working at Zar a must have a retained status. The employees must be provided with job security (Yusoff, Kian and Idris 2013). Further, the motivational factors yield positive satisfaction. The factors or satisfiers are rewarding intrinsically. These satisfiers act as the additional benefits. Zara must provide motivational factors to its employees. The employees must be praised and recognized so that they are motivated to provide high quality work. The employees at Zara must feel that they have achieved. The employees must have adequate growth and development opportunities for high level of motivation. The employees must have responsibility and ownership to manage work. A high level of accountability shall make it challenging, interesting and meaningful for the organization (Jansen and Samuel 2014). Conclusively, Zara claims itself to be the largest fashion companies but with the research being done within the area of human resource practices, several issues have been raised. An investigation was conducted by the Brazilian Government in which sweatshop practices were identified. The human resources set out a harassment free and respectful environment. Any improper conduct, comment or humiliation is unwelcomed in the organization. Any hostile work environment in the organization is meant to be dealt by the human resources department. The employee claimed that she was left humiliated as she was discriminated in front of other employees in a busy mall because of her braid hairstyle. The human resources department is supposed to provide an environment that is safe and healthy for the workers. Further, Zara faces issues relating to compensation and rewards. The human resources is responsible for screening the employees to recruit in the organization. Zara is striving to improve the w orking conditions of people in Bangladesh after the Rana Plaza incident. The human resources play a critical role in training and developing their employees. The training and development practices enhance the employee skills and abilities. As Zara has been know for discriminating among employees, they must make sure that the employees are not humiliated. The employers provide flexible working environment to the employees. Organizations must keep compensations and reward program to remain competitive in the labour market and ensure sustainability. The human resource department provides training to the employees as it is crucial for continual teamwork and innovation. Zara must show their faith and trust among employees. They must be entrusted with responsibilities. References Alfes, K., Shantz, A., Truss, C. and Soane, E., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The International Journal of Human Resource Management, 24(2), pp.330-351. Budhwar, P. and Debrah, Y., 2013.Human Resource Management in Developing Countries. 1st ed. Hoboken: Taylor and Francis. Butler, S., 2015.Zara owner Inditex faces fines in Brazil over poor working conditions claim. [online] the Guardian. Available at: https://www.theguardian.com/fashion/2015/may/12/zara-owner-inditex-fines-brazil-working-conditions-claim [Accessed 22 Apr. 2017]. Cascio, W., 2014. Leveraging employer branding, performance management and human resource development to enhance employee retention.Human Resource Development International, 17(2), pp.121-128. Covert, B., 2015.Zara Workers Win Wage Increases In New York City ThinkProgress. [online] ThinkProgress. Available at: https://thinkprogress.org/zara-workers-win-wage-increases-in-new-york-city-21ac2d5efa39 [Accessed 23 Apr. 2017]. Dugan, E., Rimella, C. and Simpson, J., 2014.Revealed: The high-street shops that do not pay their garment workers a living wage. [online] Independent.co.uk. Available at: https://www.independent.co.uk/news/uk/home-news/which-british-high-street-shops-do-not-pay-their-garment-workers-a-living-wage-9223733.html [Accessed 23 Apr. 2017]. Espinoza, J., 2015.A Former Zara Employee Is Suing the Brand for Discrimination. [online] Complex UK. Available at: https://www.complex.com/style/2015/06/zara-founder-is-being-sued-by-former-employees-for-discrimination [Accessed 23 Apr. 2017]. Ferrazzi, K., 2015.7 Ways to Improve Employee Development Programs. [online] Harvard Business Review. Available at: https://hbr.org/2015/07/7-ways-to-improve-employee-development-programs [Accessed 23 Apr. 2017]. Forbes.com, 2016.Zara. [online] Forbes.com. Available at: https://www.forbes.com/companies/zara/ [Accessed 22 Apr. 2017]. Gulf-times.com, 2016.Bangladesh factories hit by workers strike. [online] Gulf-Times. Available at: https://www.gulf-times.com/story/525620/Bangladesh-factories-hit-by-workers-strike [Accessed 23 Apr. 2017]. Inditex.com, 2017.About us - inditex.com. [online] Inditex.com. Available at: https://www.inditex.com/our_group [Accessed 22 Apr. 2017]. Inditex.com, 2017.Career development - inditex.com. [online] Inditex.com. Available at: https://www.inditex.com/talent/professional_development [Accessed 23 Apr. 2017]. Jansen, A. and Samuel, M.O., 2014. Achievement of organisational goals and motivation of middle level managers within the context of the two-factor theory. Mediterranean Journal of Social Sciences, 5(16), p.53. Karnatovskaia, L.V., Gajic, O., Bienvenu, O.J., Stevenson, J.E. and Needham, D.M., 2015. A holistic approach to the critically ill and Maslow's hierarchy. Journal of critical care, 30(1), p.210. Martnez, J., 2016.Bangladesh workers of suppliers of Zara, HM and GAP in a strike STARS FOR WORKERS. [online] Starsforworkers.com. Available at: https://starsforworkers.com/bangladesh-workers-of-suppliers-of-zara-hm-and-gap-in-a-strike/ [Accessed 23 Apr. 2017]. Morley, N., 2016.Woman accuses Zara of discriminating against her braids. [online] Metro. Available at: https://metro.co.uk/2016/04/11/black-employee-claims-zara-discriminated-against-her-braid-hairstyle-5807971/ [Accessed 23 Apr. 2017]. Schuler, R. and E. Jackson, S., 2014. Human resource management and organizational effectiveness: yesterday and today.Journal of Organizational Effectiveness: People and Performance, 1(1), pp.35-55. Sung, S. and Choi, J., 2014. Multiple dimensions of human resource development and organizational performance.Journal of Organizational Behavior, 35(6), pp.851-870. Tyson, S., 2016.Essentials of human resource management. 1st ed. UK: Routledge. Wiener-Bronner, D., 2015.Zara stores in NYC accused of discriminating against black employees and customers. [online] Fusion.net. Available at: https://fusion.net/zara-stores-in-nyc-accused-of-discriminating-against-bl-1793848612 [Accessed 23 Apr. 2017]. Yusoff, W.F.W., Kian, T.S. and Idris, M.T.M., 2013. Herzbergs Two Factors Theory On Work Motivation: Does Its Work For Todays Environment. Global journal of commerce and Management, 2(5), pp.18-22.

WH Smith free essay sample

Walton Smith and his wife Anna in Little Grosvenor Street, London. WH Smith currently operates over 1200 stores, primarily in I-JK. It sells a wide range of products, which are divided into four categories: stationary, books and impulse as well as small range of entertainment products. Mission Statement: WH Smith aim is to be Britains most popular book seller, stationer and newsagent. Getting into more details of this statement it seems clear that WH Smith reached their purpose and they are improving products and popularity in the society is oving forward. They have the target audience and customers who visit one of 1200 stores almost every day. Social and ecological responsibility. WH Smith responsibly commits to manage the environmental impact on their operations and products they sell. WH Smith ensures that they use resources efficiently and reducing their carbon footprint helps to reduce costs. They also use DEFRA conversion factors to calculate C02 emissions from transport, business travel and so on. We will write a custom essay sample on WH Smith or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The newest evidence says that WH Smith reduced their energy consumption, reduced packaging, carrier bags, conserved water resources and mproved transport efficiency from 2007 to 20012. WH Smith also takes care of reducing waste within their business. They operate recycling and waste reduction for several years so that to avoid significant costs because of rising landfill taxes. Non- governmental organisations expect WH Smith to contribute their role in reducing carbon emissions, support sustainable forest sourcing and ethical trading. Political and economic environment. WH Smiths operational costs are affected by underlying cost inflation and legislative and fiscal changes in relation to paper, packing fuel, utilities rates and salaries. Every time the government changes the taxes or employment law for a better control of country, it always affects WH Smith. The company have to follow the law once is changed, what means they have to change the policy or system of the company related to the law. Such changes cost time and money. Inflation which is economical factor is one of the issues for WH Smith. Company has to look for other sources which supply paper packing, utilities etc. or spend more on it what means the inputs of WH Smith is going up. Socio-cultural environment. As one article says, around 500 post offices in Greater Manchester and South West Wales organized the strike against franchising post office services to WH Smith. Many of the post office workers were not happy with continuing downgrading of the service and partnership between post office ltd and WH Smith. It happens because WH Smith does not have an image of providing good services that the post offices do. If it happens in the future it might be loss of over 124. 000 highly trained post office staff. This is not fair with those who worked for a long time in post offices and lose their jobs. This example is socio-cultural factor which may affect many workers and partly WH Smith. Moreover WH Smith is committed to equality and diversity through its policies and activities. All employees are given equal opportunity to be recruited and selected, promoted, trained, developed and access to benefits. Ensuring that WH ith tultill their commitment they nave diversity systems to make all t e statt equal including age, gender, ethical origin, full or part time workers and experience factors. Technological environment. WH Smith uses and relies on considerable number of IT systems. Any system problem could seriously affect WH Smith ability to trade. WH Smith also has to follow the news and try to improve their products, offer good deals and so on. Nowadays there are lots of online shops for example amazon. com which has ability to put the new products in the market immediately cheaper and attract a lot of customers. Such technological facilities and competitors can reduce sales in WH Smith stores. This is why they have to improve the quality of their products and services, offering good deals, vouchers or loyalty cards so that people prefer and trust to buy in WH Smith for the better quality instead of online shops. WH Smith also use technologies so that to keep their staff informed and ensured that everyone are engaged in their business strategy providing internet sites and regular e-newspapers. WH Smith also reaches their customers online via www. whsmith. co. uk , they provide greeting cards and gifts, so that to attract as many customers as they can. Demographic environment. Demographic factors can also have an impact on reducing number of customers. Epidemic diseases such as flu caused by changeable I-JK climate or even acts of terrorism can distract WH Smith target audience for long time. If it happens WH Smith profits and incomes decrease. Corporate values. WH Smith plays an important role in many communities across I-JK. They contribute and continue to focus on literacy. Their School Giveaway project helps numbers of schools to boost their library resources and also hospitals programme which provides reading material for patients. Highly valued resources by medical staff are provided to hospitals for fewer prices because very often many hospitals are out of budget to get them. Moreover WH Smith works with numerous charities and tries to nderstand their cause and support their effort. In 2012 WH Smith invest a lot in developing their staff providing training programmes as accessible as possible to a wide range of staff to build their knowledge and improve career opportunities. A commitment of corporate responsibility is at the heart of WH Smith, their purpose is to be ranked as highly as possible in their business and corporate responsibility index to improve their performance in the society. Conclusion. Based on my research I can state that WH Smith company factors are unstable some f them changing slowly some of them rapidly depending on different environment. In my opinion the biggest influence of rapid changes has technological and political environments WH Smith is the business which has to follow trends and up-to-date their products and services very fast. As far as political environment is concerned, the new laws, tax changes can be unexpected but once it happens WH Smith has to act fast and change their companys policies and adapt in the new environment as soon as possible. Other environments do not have such rapid changes in WH Smith ctivities. The main aim of WH Smith is to act responsibly in corporate values and social and ecological environment so that to create good image between all the stakeholders. They improve it slowly following changes in the society and other sectors. My overall assessment about WH Smith company is that they are well organized big company, trying not only to make benefit out of business but also taking care of communities, nature, staff members and their customers. http://www.whsmithplc.co.uk/corporate_responsibility http://www.whsmithplc.co.uk/investors/company_reports/corporate_responsibility_reports http://www.whsmithplc.co.uk/corporate_responsibility/wh_smith_plc_corporate_responsibility_reports/ http://www.whsmithplc.co.uk/corporate_responsibility/community/ http://www.whsmithplc.co.uk/search/results/bbe8e80532efb52ec536652efcb8925b/