Globalisation & process Essay Example for Free

Globalisation process Essay Globalisation is the process by which people,knowledge,goods,ideas,money move with increased interconnections among the populations of the world. The international relations and world politics evident in the last half of the of the twentieth century were strongly informed by a global factor known as the cold war. This period coincided with the decolonization of Asia and Africa. The cold war also coincided with the collapse of the socialist movement as it was facing a lot of problems. Its in this period that globalisation reached unprecedented dimension whereby there was the globalization of production,scientific knowledge,technological advances,information,finance and due to this the worlds market economies really started picking up. The falling of the socialist movementment brought about increased openness and thus there was a change of focus from maintaining the balance of power betweeen the east and the west ;to a more global approach style of management . The establishment of an international market economy was marked by unanticipated changes in global affairs that promised to bring another side between states and markets. This was evidenced by the breaking of international barriers whereby trade was boosted in the sense that many companies began to pursue global strategies that would make them to have competitive advantage. However,some of the industries in the world did benefit more from globalisation than others. This was also seen in some countries having comparative advantages over others in certain industries. Trade in goods was accompanied by substantial trade in asssets. Through globalisation, there was large production of goods and services as there was a ready market for them. Innovations in inventory control and better accurate routing made it cheaper for countries to bring locally manufactured goods and services onto the world market. These goods would move between national markets with ease as trade barriers became lowered. This made our economies grow due to the international interactions. The ongoing revolution in computing and communication that started in the second half of the twentieth century did greatly enhance connections between nations. For instance, the speed at which capital could cross national borders became higher and thus these funds could be taken and put to the most profitable uses. All this was brought about by the lowering of the costs of transacting and sharing information,technology (Stiglitz 42). More to that this ,this internationalisation of the information services did contribute much in the exchange of information and technology thus reducing market frictions and this inturn led to the expansion of the world markets as well as the transmission of popular culture. Having looked at the above,its clear that globalisation is inevitable and its being driven by the reduction in the costs of transportation and communication and economic liberization. It has made the world to be interconnected and integrated through improvements in technology,transportation and comunication. All these developments have let to large economic gains,reduced povery,improved living conditions . References Stiglitz, J. (2003). International economy. New york:Ny Capstone publishing

Ethical Issues Unique To Group Therapy Social Work Essay

Ethical Issues Unique To Group Therapy Social Work Essay Group Therapy has a variety of ethical issues one of the main issues that maybe encountered is involuntary group members. Corey, Williams, and Moline (1995) explained that ethically a counselor should advise clienteles of theirs privileges and duties and advise them of any probable concerns they face if they choose to follow treatment. Informed consent is extremely important when participation is mandatory. Informed consent is something that all psychologist, counselor, and therapist have to obtain from clients. The consent is important because certain guidelines have to be followed by the counselor during the sessions. When a client becomes involuntary this puts the counselor in a comprising position. The counselor becomes comprised because the incorporation of the client places limits on the direction of the sessions in the group. The following is an example of legal issue where a patient refuses medical care. Website Merck (2007), stated People who have legal and clinical capacity may refuse any medical care. They may refuse care even if it is something almost everyone else would accept or something that is clearly life-saving. With that being said there is also a variety of issues related to right of refusal. The following is a list of some legal issues related to refusal of consent. American Bar Association (n.d.), stated religiously sponsored HMOs often do not cover prohibited services or provide information, counseling, or referrals to plan members who may want or need these services. Women in Medicaid managed care plans face particular challenges (Susan, Lourdes). Because of the risk of misdiagnosis financial factors have become an issue. Psychologist and therapist are avoiding working with some clients because of what insurance they have. The reason for this is because some insurance companies cannot be reimbursed for certain diagnosis. In addition insurance companies are starting to take practitioners to civil court for incompetence. Ethical Issues Unique to Individual Counseling Some of the ethical issues a counselor may encounter in individual counseling may range from dual relationships, involuntary client, moral dilemmas, breach of confidentiality, and other significant factors. Ethics in psychotherapy and counseling (2007), stated In the mid-1970s, New York Supreme Court Presiding Justice Markowitz recognized evidence that from the time of Freud to the present, the health care professions had agreed that therapist-patient sex harms patients (Pope, Vasquez, p. 174). The extent of sexual relationships has not been fully understood until recently. Within the past quarter century a diverse series of investigations have broaden the meaning of therapist client relationships in individual psychotherapy. Certain issues that were addressed in the investigation included how clients can be injured, physical contact with clients, and sexual attraction to patients. Studies that were conducted have concluded that certain outcomes for sexually abused clients. Clients who have been sexually involved with individual counselors produce negative outcomes. Therapist would choose Group Therapy Essentially, Group Therapy is targeted on assisting clients with data about specific categories in order to give supplementary means or data. Counselors believe that group therapy is more structured; in group therapy counselors also believe that clients are provided with precise categories or modules to debate and learn about. The intent is to supply individuals with access data about the categories, which is frequently recognized in the label of the group. the process group therapy is favored by counselors too. a process group is best explained as a group that targets on the experience of belonging to a group, itself, this recognition is part of the healing opportunity given within the group. An example would be the process of a client showing their ideas, emotions, and in the group, in the here and now can become the essential vehicle that finds change in group therapy. Counselors often choose group therapy to supplement individual therapy. Counselors believe group therapy will sup ply clients with access support, or as the primary part of healing work. On no account substance what issues a client may want to address in therapy, group therapy give clients the opportunity to share their thought which is part of their healing journey. Counselors believes that clients attending group gain a sense from the experience as a way to know that they are not alone and that there others, with similar experiences, who are supportive of them. Therapist would choose Individual Counseling Ethical decision making in professional psychology is important to regulate the practice of psychology. Individual counselors believe that ethical decision making procedures can produce positive psychological outcomes. In addition ethical decision making places a certain degree of accountability on the psychologist in individual counseling. Ethical guidelines and educational requirements ensure that clients receive adequate professional assistance on a one on one basis. Ethical decision making in a sense also causes a power shift. Paste psychological practices were controlled by the therapist. In modern times clients have a say so of what treatments and practices they want to receive. This is due to current ethical guidelines. Psychologists give numerous reasons why Multicultural psychology has become a subspecialty. With a society that is diverse in culture psychology had no choose but to be aware of these circumstances. Because of this factor training had to be given to researchers and psychologist in the career field. These measures were done to raise awareness of culture differences and to clarify that these differences had to be handled different individually. Cultural competence is best explained by CEO Services (2007), as the development of skills by individuals and systems to live and work with, educate and serve diverse individuals and communities. Â   Having multicultural psychology as a subspecialty eradicates negative beliefs about other cultures. In addition categories of discrimination, prejudice, lack of education, and ethical values are learned. A major issue with research done with past experiments was they were not culturally equal. Things like the above issue and other factors lead to the requirement of multicultural psychology as a subspecialty. If a professional is culturally competent they should see and understand cultural, economic, gender, and physical differences that another individual may have in society. Culturally competent professional should not be prejudiced in thought while considering another human being feelings and cultural traditions. Social Phobia has a connection with the stability-change issue. The Life -Span Development (2007) text explains the stability-change dispute consists of the point to which early traits and characteristics persist through life or change. In the stability-change issue Develo pmental psychologists acknowledge the concept as broken into two separate issues. On the stability side of the issue psychologist argue that early experiences in life can affect a persons stability or there heredity can cause change in stability. But on the change side of the spectrum psychologist are arguing that peoples later experiences can cause change. So in saying that the change concept is basically that people are is constantly being molded throughout their life span. Distinctive Features Some of the distinctive features that are associated with social phobia range in vary areas. Person with social phobia experience excessive fear of being humiliated or judged negatively in social or performance situations (Heimberg, G. R., Liebowitz, R. M., Hope, A. D., Schneier, R. F., 1995). Social anxiety and panic disorder are also qualified as features in the social phobia criterion. The different experiences an individual lives through and witness can mold their mind state. If an individual has had many experiences dealing with discrimination they may perceive the world as unfair. If an individual is or maybe was raised in poverty they may perceive the world as unfair and class based. A prime example would be a minority individual born during the civil rights era or earlier. These individuals had witnessed the inequality of America and seen the horror that come from inequality. A majority of individuals who lived during those times have negative views on white America. I have seen this in my grandmother who is 83. She can get along with other races but she is still to a degree stuck in the past. Often stating how minorities should watch they do because of inequality. Ethical Challenges I may Face Being a counselor some of the many ethical challenges I believe I will face will be as followed. Being a counselor whether the setting is for a group or individual counseling Being mentally aware is important for individuals so they can understand their personal ethical perspectives in life. If individuals have an understanding of their ethical perspective other attributes can be understood. Personal ethical views can influence emotions and reactive behavior in some individuals. Personal ethical perspectives are essential in formulating who an individual is and what they stand for. In addition understanding personal ethical perspective is necessary when choosing a career field. Ethical dilemmas can be frequent if professional ethics are opposite of an employees personal ethics. If personal ethics are misunderstood stress can manifest in individuals. Ethics in psychotherapy and counseling (2007), stated Uncertainty causes stress for some of us. We cannot find that magical book that wi ll tell us what to do, especially in a crisis (Pope, Vasquez, p. 2). The argument about personal and professional ethics has been debated for a while. But each ethic is unique and essentially a necessity to function in society. The United States has become a nation were ethical perspectives are revered. The evolution the United States has made is amazing. Manifesting from a primitive culture to what is now known as the ethical nation. Work ethics involve such characteristics as honesty and accountability. Basically, work ethics break down to what one does or would do in a particular situation ethics as guidelines restrict the abrasive production low safety, employees non-companies, non-compliance with legal regulations and even lawsuits. Ethical regulations decline tension; makes the environment more beneficial by fostering a goal focused climate of cooperation that even boost business. Ethical regulations purely boost a positive site for the future. Confidentiality Better Morale Worker safety Organized work environment All organizations have laws that they have to abide by, employees, board members, and those who work voluntarily must do the same. Regardless of personal feelings toward those laws, they are to obey all laws in the performance of their work on behalf of Community Services. Ethics is the central part, the heart of leading and include private duties of service and public duties to the common good. Therefore, personal, professional, and practical ethics are included into a multidimensional perspective of ethical leadership in human service organizations Development of Professional Ethics through Societal Norms Ethical standards have a role in societys developmental norms. Social norms are explained on Sociology Guide website. Sociology Guide (2006), stated Sociologists have offered the following definition. Social norms are rules developed by a group of people that specify how people must, should, may, should not, and must not behave in various situations. To better understand what ethical standards really mean, the Santa Clara University (2007), stated Ethics has to do with what my feelings tell me is right or wrong; Ethics has to do with my religious beliefs. Being ethical is doing what the law requires; Ethics consists of the standards of behavior our society accepts (Velasquez, Andre, Shanks, S.J., and Meyer). Evolution of cultural factors and beliefs has impacted ethical standards also. Some of these factors are responsibility, malpractice, ethical dilemmas, ethical judgment, reasoning, language, and justifications. American 18 or 1900s social norms seem barbaric compared to 21st century norms. A prime example of disturbing social norms and ethical codes are practices of psychology. Practices such as psychosurgery left permanent damage to areas of the brain. Other primitive methods used were insane asylums, electroconvulsive therapy, and Trepanation. Robert Todd Carroll (2007) states Trepanation is the process of cutting a hole in the skull. If those procedures were practiced today society would consider them cruel and legally incorrect. Ethical standards and codes have helped the American nation become civilized. Civilized behavior is a progression compared to when individuals would react by emotions. In addition the codes have formed this nation into a more business oriented society. Ethical standards have made equal right obtainable to women. Because ethical standards and codes affect social norms woman can vote, and get equal pay. Equal bus seating, right to vote, and other factors African Americans gained because of ethical standards. Disabled individuals have also gotten opportunities to work. Through the development of new ethics standards societal norms have also changed and quality of life for all individuals has improved. APA Ethics Code The American Psychological Associations Ethical Principles of Psychologists and Code of Conduct consist of an introduction, a preamble, five general principles and specific ethical standards. The general principles and preamble are not enforceable rules. However, they should be considered by psychologists in arriving at a professional and ethical course of action. The Ethical Standards are set enforceable rules for conduct of psychologists/psychiatrists. Most of these standards are written so they apply to psychologists that have various roles within the field. The American Psychological Association enforces members and student residents to comply with the standards of their ethics code and the procedures and rules that are used to enforce them. Misunderstanding or lack of awareness of the code is not considered a defense if a member and/or student resident is charged with unethical conduct. The APAs Ethics code ensures psychologies will protect the human and civil rights and the importance of freedom of inquiry and expression in teaching, research and publication. Psychologists perform many roles; such as educators, diagnosticians, researchers, supervisors, therapist, administrators, consultants, expert witnesses and social interventionists. The APAs Ethics codes provide a common set of standards and principles, in which psychologist, researcher, therapist, etc. build their scientific and professional work. APA Ethical Violations The impact of the American Psychological Associations (APA) ethical standards and codes on professional practice in the field of psychology includes how the ethical issues are resolved once one is accused. The ethical code deals with such matters as: misuse of psychologists work, conflicts between ethics and law, regulations, or other governing legal authority, informal resolution of ethical violations, reporting ethical violations, improper complaints, and unfair discrimination against complainants and respondents. (APA, 2002) Psychologists who learn of misuse or misrepresentation of their work may take reasonable steps to correct or minimize the misuse or misrepresentation through the APA. When there is a conflict between ethics and law, regulations, or other governing legal authority and a psychologists responsibilities they make known their commitment to the Ethics Code and take steps to resolve the conflict. If the conflict cannot be resolved via such means, psychologists may adhere to the requirements of the law, regulations, or other governing legal authority. (APA, 2002) Sometimes situations may call for informal resolution of ethical violations. If a psychologist believes that there may have been an ethical violation by another psychologist, they may attempt to resolve the issue by bringing it to the attention of that individual, if an informal resolution appears appropriate and the intervention does not violate any confidentiality rights that may be involved. Reporting ethical violations may be necessary when an apparent ethical violation has substantially harmed or is likely to substantially harm a person or organization. Psychologists may take further action appropriate to the situation such as referral to state or national committees on professional ethics, to state licensing boards, or to the appropriate institutional authorities. This standard does not apply when an intervention would violate confidentiality rights or when psychologists have been retained to review the work of another psychologist whose professional conduct is in question. (AP A, 2002) When a Psychologist does not file or encourage the filing of ethics complaints that are made with reckless disregard for or willful ignorance of facts that would disprove the allegation the ethics code allows for treatment of these improper complaints. Unfair discrimination against complainants and respondents in the APA ethics code demands that Psychologists do not deny persons employment, advancement, admissions to academic or other programs, tenure, or promotion, based solely upon their having made or their being the subject of an ethics complaint. This does not preclude taking action based upon the outcome of such proceedings or considering other appropriate information. (APA, 2002) Psychology and Professional Ethics Psychologists have an obligation to protect the people in which they counsel on a regular basis. Ethic codes have been created to protect the public and offer guidance to professionals in serving their clientele. Many different mental health organizations have their own set of ethical codes in which they follow on a day to day basis. Without these ethical codes, they would not be able to properly protect themselves or their clients in the unlikely event that they are accused or sued for malpractice. There is believed to be three main reasons that these ethical standards and codes have been created for professional psychologists to follow. The three standards and codes are the general reason is to educate professionals about adequate ethical conduct; consultants that comprehend the standards may acknowledge prolonged alertness, ideals-interpretation, and difficult-answering abilities. Next, ethical standards encourage responsibility, also, counselors need to preserve ethical conduct encourage such from colleagues as well. Third the code of ethics helps support in cultivating preparation by proposing answers to challenging inquiries and circumstances (Herlihy Corey, 1996). Ethical issues in mental-health are governed by professional codes and laws. Law defines the minimum standards of performance which society will tolerate and these standards are enforced by the government. Ethics illustrates maximum or ideal standards of performance set by the profession and are managed by professional associations, national certification boards, and government boards which regulate professions (Remley, 1996). Ethical codes that are used in mental- health organizations are revised when new issues in the psychological community arise. Providing a code of ethics to clients receiving psychological care has proven to be fundamental in the field of psychology. Not only to the psychologist providing treatment but also to the client who is receiving treatment on a daily, weekly, or even a monthly basis. Besides knowing these rules, a therapist must be able to think rationally and apply different ethical standards to each individual situation that may crop up while they are providing professional counseling services. Not every situation is covered under these individual codes and standards. Often a psychologist is forced to make their own decisions in regards to which way to best treat a client who is seeking help. Without these codes of ethics, a therapist would be unprotected should they provide the wrong type of treatment to one of the clients they are serving. This could often a therapist up to losing their license to practice and be sued which could end up costing them a fortune financially, professionally, and pers onally. Conclusion The APA ethics code systematically describes how psychologists and psychiatrists should behave in a professional environment. Societal norms have helped to define how professional ethics should be followed and has also contributed to how the APAs ethics code has developed. Through communication of this ethics code among psychologists, they can hope to have greater success with clients and better relationships with colleagues.

Performance Management in Human Resource Management

Performance Management in Human Resource Management The following essay critically evaluates the relative importance of Performance Management and the role it plays in effective Human Resource Management in organisations today, whilst referring to relevant HRM theories, models and tools. The importance of PM in relation to other HRM functions will also be discussed, including the need for integration across HRM practices and management of the organisation as a whole. People are undoubtedly the most important, valuable and costly resource for an organisation and how this resource is managed can have a direct impact on an individuals performance and the organisation as a whole. Many organisations have set up a Performance Management Process. In its simplest form, it is based on the concept of, in order to be the best; everyone needs to continually improve their performance. A PM process supports this and all people managers are responsible for ensuring that the process is effectively carried out. In their study, Armstrong and Baron (2009) define PM as a process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved. They stress that PM is a strategy which relates to every activity of the organisation set in the c ontext of its human resource policies, culture, style and communications systems. The nature of the strategy depends on the organisational context and can vary from organisation to organisation. Michael Armstrong states that Performance Management is a process which is designed to improve organisational, team and individual performance and which is owned and driven by line managers. In order to drive effective PM, line managers are required to set clear objectives for performance and communicate these to individuals in their team. They are required to provide timely and appropriate feedback on performance levels, including regular one to one discussions and to develop each individuals ability to perform at their best. In their article, Sally Selden and Jessica E. Sowa (2011), state that in exploring PM, one must start with an explanation of the process of managing individual employee performance. Typically, the process starts at the top of the organization with management developing a performance management policy. Managers generally control performance by influencing inputs and by feedback provided by outputs. They state that the ultimate objective of a PM process is to align individual performance with organisational performance. An organisations PM process, however, is subject to interpretation by individual employees who may not necessarily react to signals in the same way. David Guest (1997) in particular suggests that the impact of HRM practices, such as PM depends upon the employees perception and evaluation, prompting the need for scholars studying PM to recognise the crucial role of employee perceptions and to incorporate them into the analysis and construction of PM in organisations. An analysis of a typical Performance planning in organisations today would involve the creating of a Performance Development Plan (PDP) for an individual. A PDP may consist of the following sections: 1. what am I going to achieve? (My objectives) linked to the organisations strategy and possibly mission statement 2. How am I doing? used to track progress against objectives 3. How I will achieve my objectives? (my competencies) and 4. My PDP, which would include areas for the individuals development, actions to take, support needed and from whom and how the individual will know they have been successful Most organisations today use SMART objective setting (Specific, Measurable, Achievable, Relevant, Time-bound). The PDP would also record a review of discussions and include career aspirations and time frames. Santander (2012) state that the PDP is a living document; it should be amended as and when required. It is recommended that monthly reviews are held to make sure any issues or changes to the PDP can be discussed. In addition, they state that Formal Reviews of an individual take place twice a year mid year and end of year. During these informal and formal review meetings, the following elements should be considered : assessing performance against agreed targets and objectives, providing feedback, positive reinforcement ( emphasising what has been done well and making only constructive criticism about what might be improved ), two-way conversation an open exchange of views about what has happened and agreement jointly coming to an understanding about what needs to be done to improve performance generally and overcome any issues raised in the course of the discussion. Managing staff performance should be managing for the individual to succeed not fail. The centrepiece of a PM system is typically the performance appraisal. A Performance Appraisal (Review) is an opportunity for individual employees and line managers to engage in a dialogue about the individuals performance and development, as well as support required from the manager (CIPD, 2011). A performance appraisal has many purposes such as clarifying expectations, reviewing past performance, motivating employees and assessing potential/promotability. There are many benefits of appraisal but equally there are potential problems such as the over reliance on outcomes rather than performance and the interviews themselves can cause anxiety. So, does a performance appraisal constitute a PM? While performance appraisal is an important part of PM, in itself it is not PM, rather it is one of the range of tools that can be used to manage performance. The performance appraisal is often the central pillar of PM. Our 2009 PM survey found that a large majority of organisations use individual appraisals as part of PM programmes. However, it is a common mistake to assume that if organisations implement performance appraisals, they have PM. This is not the case. PM is a holistic process bringing together many activities that collectively contribute to the effective management of individuals and teams in order to achieve high levels of organisational performance. The process is strategic, in that it is about broader issues and long-term goals, and integrated in that it links various aspects of the business, people management, individuals and teams. Performance appraisal on the other hand is operational, short-to-medium-term and conc erned only with individual employees and their performance and development. While it is one of the tools of PM, and the data produced can feed into other elements of PM, appraisal by itself does not constitute PM. Bratton and Gold (2012) state that ideally an organisation should have a variety of techniques to encourage appraisal and PM culture including downward appraisal immediate manager, self appraisal, peer/team appraisal, upward appraisal, multisource and 360 degree appraisal. The latter is where feedback is gathered from a wide range of commentators typically including the individuals direct reports, customers and colleagues, as well as the line manager. Its supporters claim that this gives managers and individuals better information about skills and performance, as well as working relationships, compared with more traditional appraisal arrangements based on line managers assessments. With 360 degree feedback, typically eight to ten people complete questionnaires describing the individuals performance (including themselves). The questionnaire usually consists of a number of statements rated on a scale. The ensuing report should summarise the answers given. It often shows the actual ra tings given for each question, as well as averages for each question and for each competency, and any written comments. Ideally the feedback from the whole process should be made anonymous and presented to the recipient by a skilled coach. Like other forms of appraisals, the 360 degree feedback should not bring any great surprises to individuals. Its focus, rather, should be on helping them to understand how their behaviour is perceived by others and confirming the behaviour that is most likely to get results. If implemented correctly, those supporting 360 feedback feel it can achieve certain key objectives 1) identifying differences between the way individuals see themselves and how they are perceived by others, 2) establishing differences between the perceptions of different groups of respondents and 3) in doing so, helping to make PM a more objective and fair process. Numerous studies of PM have been conducted over the years, one of which is the Fine Intentions article by Duncan Brown and Wendy Hirsh (2011). Their article questions whether PM is a worthy successor to appraisals, PM systems are seen by HR as a route to fulfilling many complex requirements beyond simply linking people to organisational success but is that too tall an order, they question? There are many studies showing powerful links between people management practices and organisational performance, and appraisal usually comes out as a key practice in this regard. The key conclusion, they state, to be drawn from their work is that PM is indeed a vitally important process for employers. But it is also extremely difficult to implement effectively. They lost count of the number of times that the process was described to them in their studies as a turgid exercise in box ticking or form filling something you do to keep HR quiet. In their article, they site two case studies to illustr ate the current trends and improvements that can be made to PM processes 1. BT Operate a sharp focus on getting personal objectives aligned throughout the organisation, clarity about performance standards, and a clear line of sight between individual, team and business performance. There has also been significant support and training for people managers to enable them to deliver great performance practice. 2. Oxfam GB presents both opportunities and challenges for PM. Staff here are highly motivated by the mission, but that can tempt them to set unrealistic work goals and to be reluctant to take time away from immediate tasks in order to focus on their own performance and development. Following the case studies, Brown Hirsh highlight the following 4 areas that HR could adopt to build more effective PM Get strategic (HR thinking less about PM as a process and more about how it can support all employees to achieve individual goals in support of organisations strategy); Keep it sim ple (simplify and clarify their processes); Focus on the feedback; and Equip the managers (training tailored to needs). Another study of PM and Appraisal in Human Organizations: Management and Staff Perspectives (Seldon Sowa, 2011) states that PM systems have been studied extensively in the public and for-profit sectors but not adequately explored in the non-profit sector. Their study addresses this gap and identifies gaps in the perception of management and staff concerning PM, and then identifying five different models of PM systems, concluding with lessons for practice. Organisations typically develop PM processes to motivate employees. The process can motivate employees by establishing expectations and providing feedback on achievement of those expectations. Ideally, the organisation can then target training to address the weaknesses identified or areas of potential growth. In addition, they can adopt compensation systems to reward the achievement of goals. Managing individual performance should result in higher employee satisfaction and morale and lower employee turnover, a process that has been demonstrated in research on public organisations. Their findings conclude that the non-profit organisations in their study do not rely on performance-based monetary rewards and incentives as critical components of their PM systems. Therefore, they state, it is important to focus on the possibility of other rewards tied to the PM system, such as job enrichment and job enlargement. They conclude that the preferable model of PM is the multi-feedback PM system for non-profit organisations and present three lessons to drive future research and practice: 1. Management to ensure that employees understand the PM system; 2. PM tools are underutilized in this sector; 3. PM is associated with positive employee outcomes, such as turnover, job satisfaction, enjoyment of job and commitment to the job. Many organisations today conduct regular employee opinion surveys to assess staff engagement. As Ben Willmott, senior policy adviser at the CIPD says: In the current environment, there is evidence that people are under increasing pressure in the workplace, that theres a growing trust deficit between people at the bottom and the top of organisations. Youve also got the squeeze on incomes, with people either having their pay frozen or receiving pay rises that are less than the rate of inflation. Against that backdrop, its difficult to build engagement. (Willmott, 2007). The Guest model of human resource management reflected the view that a core set of integrated HRM practices can achieve superior individual and organisational performance. According to Guest (1997), HRM differs from personnel management, and he attempts to identify the major assumptions or stereotypes underpinning each approach to employment management. He analyses HRM practices from selection, training, appraisal, rewards, job design, involvement and status and security. Most organisations today offer a comprehensive Rewards and Benefits package which can be used to both attract and retain employees. Reward Management, as part of HRM, incorporates rewarding people in relation to their value to the organisation as measured by their actual and potential contribution, and matching rewards and incentives to peoples needs and goals. In defining their Reward packages, organisations must consider external competitiveness and internal equity, aim to maintain or improve levels of employee performance and comply with employment legislation and regulations. Packages can include benefits such as (14) reduced rates on Apple products, all employee car scheme, partnership shares, retirement plan, childcare vouchers, performance related pay, incentive schemes linked to role and numerous others. Pay progression within companies usually depends on individual performance linked to PM, market rate and competency. According to CIPD (2012), 66% of organisations use a co mbination approach to pay progression e.g. individual performance and length of service. Employers need to align the rewards desired by employees with the needs of business. There are various elements to reward and it is important that they choose the appropriate mix of base to variable pay, fixed to flexible packages and pay to non-pay rewards. They should be aware of the various organizational risks that are involved when making decisions on how they reward and recognize individual and collective contribution. It is important that an appropriate communications strategy is adopted to explain to staff what behaviours, values and performances the organisation is rewarding, how and why (CIPD, 2012). Within HRM, organisations have a sickness absence policy which clearly sets out their policy statement and both employer and employee responsibilities. In the Annual Report 2011 CIPD (2012) assessed their conclusions on absence management and, giving line managers primary responsibility for managing absence remains one of the most commonly used approaches for managing absence. Serious commitment to flexible working practices within HRM may help reduce absence due to stress, home/family responsibilities and illegitimate reasons, all of which remain common causes of absence for a sizeable proportion of organizations. Their findings conclude that investment in promoting employee well-being and managing stress at work is worthwhile. A focus on these issues and employee engagement, they state, will promote attendance and organizational performance. To conclude, Performance Management is a crucial and fundamental function of human resource management. It focuses on setting a clear process for managers to follow in order to get the best from their people. The total rewards system and 360degree feedback performance analysiss seem very appropriate to be used by all organizations, to enhance employee performances and involvement. Writing this essay has taught me a great deal about the pressure involved in being a line manager and the standards required to do so effectively.

Martin Luther King Jr. :: essays research papers

Martin Luther King Jr. The reformation began within the Catholic Church . On Oct. 31, 1517 , Martin Luther a professor and a monk of theology, posted his 95 Theses on the Castle Church in Wittenberg, Germany . This theses were series that attacked the sale of indulgences . Luther criticized what he considered other abuses in the church . Luther taught that God justifies human beings . What Luther meant was that God makes them righteous through His kindness to the people . In Jan. 1521, Pope leo X excommunicated Luther and declared him a heretic . Emperor Charles V and the members of the imperial diet ordered Luther to appear before the diet in the Worms, Germany .In May 1521 , the emperor signed the Edict of the Worms , a document which declared Luther to be an outlaw whom anyone could kill without protest . Frederick the Wise protected Luther. Luther continued to the Protestant movement until his death in 1546. Reformation Reformation was a religious movement of the 1500's that led to Protestantism . This movement had an impact on social, political, and economic life . Before the reformation , Europe had been held together by the universalism of the Catholic Church and the claim of the Holy Roman emperor . After the reformation Europe had several large Prostant churches and smaller Protestant religious groups . From the result of the Reformation ,Europe was divided btwn the Catholic counties of the south and the Protestant countries of the north. This diversity of religious life created a mood of religious toleration and the respect for the importance of individual conscience . The Reformation also stimulated many reforms within the Catholic Church . Martin Luther believed that he can change something that he believed in .

History of Arkansas Tech University :: essays research papers

History of Arkansas Tech University Est. 1909   Ã‚  Ã‚  Ã‚  Ã‚  Arkansas ranked 42nd out of the 46 states in annual per capita school funds at a mere $4.97 per student. Citizens started to feel the need for secondary education for their children most ardently. The Washington County Farmers’ Union started the concept of agricultural boarding schools. H.S. Mobley was one of the most fluent spokesman for the Union. He believed in vocational education, and he pleaded for schools where students might learn partly by working with their hands at practical farm work under trained instructors. In 1908, the Arkansas Democratic platform endorsed the idea of â€Å"farmer’s schools† and George W. Donaghey advocated four such schools in his campaign for governor. The bill that was introduced to the Senate was referred to the agriculture committee, which reported the bill back to the House of Representatives on January 30, 1909, with the recommendation that it be passed. The bill passed the House on February 5, 1909, and the Senate on March 23, 1909. It was signed into law as Act 100 by Governor Donaghey on April 1, 1909. By September 30, 1909, the board members had been appointed.   Ã‚  Ã‚  Ã‚  Ã‚  The town wishing to be considered as the location for one of the four schools must offer a minimum of $40,000 and a site of not less than 200 acres. The citizens of Russellville were very interested in meeting these bid conditions. A story in the January 1910 Courier Democrat stated that Atkins had raised $30,000 and 320 acres of land toward a bid for the school, apparently only four towns were in the final bidding; Fort Smith with $40,000 and 200 acres of land; Ozark with $40,000 and 200 acres of land; Russellville with $40,000 and 220 acres of land; and Morrilton with $46,000 and 200 acres of land. It originally appeared that Morrilton went to Ozark with the best bid. However, apparently at the last moment the Russellville delegation led by Judge R.B. Wilson raised its bid by offering free lights and water for three years. Russellville was also favored because of its healthfulness of location, its railroad connections with Dardanelle, Ola, Little Rock, and Fort Smith, Arkansas, its quality of soil, its central location in the district, its proposed site close to town, and its location directly on the water and light lines coming from the dam. February 10, 1910, was a great day in Russellville. History of Arkansas Tech University :: essays research papers History of Arkansas Tech University Est. 1909   Ã‚  Ã‚  Ã‚  Ã‚  Arkansas ranked 42nd out of the 46 states in annual per capita school funds at a mere $4.97 per student. Citizens started to feel the need for secondary education for their children most ardently. The Washington County Farmers’ Union started the concept of agricultural boarding schools. H.S. Mobley was one of the most fluent spokesman for the Union. He believed in vocational education, and he pleaded for schools where students might learn partly by working with their hands at practical farm work under trained instructors. In 1908, the Arkansas Democratic platform endorsed the idea of â€Å"farmer’s schools† and George W. Donaghey advocated four such schools in his campaign for governor. The bill that was introduced to the Senate was referred to the agriculture committee, which reported the bill back to the House of Representatives on January 30, 1909, with the recommendation that it be passed. The bill passed the House on February 5, 1909, and the Senate on March 23, 1909. It was signed into law as Act 100 by Governor Donaghey on April 1, 1909. By September 30, 1909, the board members had been appointed.   Ã‚  Ã‚  Ã‚  Ã‚  The town wishing to be considered as the location for one of the four schools must offer a minimum of $40,000 and a site of not less than 200 acres. The citizens of Russellville were very interested in meeting these bid conditions. A story in the January 1910 Courier Democrat stated that Atkins had raised $30,000 and 320 acres of land toward a bid for the school, apparently only four towns were in the final bidding; Fort Smith with $40,000 and 200 acres of land; Ozark with $40,000 and 200 acres of land; Russellville with $40,000 and 220 acres of land; and Morrilton with $46,000 and 200 acres of land. It originally appeared that Morrilton went to Ozark with the best bid. However, apparently at the last moment the Russellville delegation led by Judge R.B. Wilson raised its bid by offering free lights and water for three years. Russellville was also favored because of its healthfulness of location, its railroad connections with Dardanelle, Ola, Little Rock, and Fort Smith, Arkansas, its quality of soil, its central location in the district, its proposed site close to town, and its location directly on the water and light lines coming from the dam. February 10, 1910, was a great day in Russellville.

Wise Blood Character Annalysis- Enoch Emery

Wise Blood Character Evaluation Essay: Enoch Emery In the book â€Å"Wise Blood† by Flannery O’Connor, Enoch Emery is first introduced into the story in the third chapter when the main character. Emoch runs into the main character Hazel motes on the street in a crowd of people surrounding a man selling potato peelers. Enoch is an eighteen years old and is described as a â€Å"damp haired pimpled boy† with â€Å"yellow hair and a fox-shaped face. †(pg. 5) We are quickly shown his lack of intelligence by his terrible grasp on the English language and him only laughing after being mocked by the peeler sales man.Enoch is an impulsive rude boy, who just does and says what he wants not thinking of the consequences of his actions. He makes new enemies everywhere. Mocking and snickering at waitresses, making inappropriate comments, getting himself called names like â€Å"son of a bitch. † More than anything he is just simple minded. He does these things bec ause he does not think of consequences. He says there are no friendly people in the city, but he probably is just not giving anyone a good reason to be friendly towards him. Enoch is instantly drawn towards Hazel Motes by something he calls â€Å"wise blood. He claims he inherited wise blood from his father and that it tells him what to do and where to go. Enoch believes that his wise blood will come in handy to Hazel in his mission to start â€Å"The Church Without Christ. † Hazel just sees Enoch as an insane obsessive teenage boy though and wants nothing to do with him. Enoch tries to tag along with Hazel but is rejected by him immediately. However, soon after Hazel got rid of Enoch, he found himself having to go to his work at the city zoo to fetch him. Thinking that Enoch knew where to find the blind preacher and his daughter, Hazel decided to follow him.Before Enoch brought Hazel to the preacher he had to show Hazel what he thought was a huge secret. One he could only t ell someone who he felt was the chosen one to share it with. This person had to be someone who he felt was pure and not from the city. He immediately knew it to be Hazel and felt he had to find a way to share what he knew with him. Enoch took Hazel to a museum that was through the woods from his work, telling Hazel that he would not tell him where the preacher lived unless Hazel saw what Enoch wanted to show him.When they got inside Enoch told Hazel to be quiet as to not wake the guard who did not like Enoch very much. When they finally arrived where Enoch wanted to bring Hazel it turned out that what he was showing Hazel was a three foot tall shrunken man in a glass case. â€Å"See theter notice,† Enoch said in a church whisper, pointing to a type written card at the man’s foot, â€Å"it says he was once as tall as you or me. Some A-rabs did it to him in six months. † He turned his head cautiously to see Hazel Motes. † (pg. 94) Enoch believed that this wa s the new Christ that Hazel was searching to find for his Church Without Christ.When Hazel saw this however he wanted nothing to do with the shrunken man and stormed out. Although Enoch had told Hazel that he knew where the two of them lived it was a lie. However he went ahead anyway with Hazel, trying to rely on his wise blood to guide him. In the end they ended up not finding the blind preaches house, only filling Hazel with more hatred towards Enoch. Enoch’s blood was telling him that Hazel needed the shrunken man for his church without Christ so he knew he had to steal it from the museum.Enoch went to the museum with shoe polish covering his face and hands so that if anyone were to see him they would suspect a colored man and not him. Enoch managed to steal the shrunken man without any witnesses. Enoch brought the man home and put him carefully away, afraid to even look at it. He suspected that he would soon be rewarded for his actions. So he sat and waited, but nothing h appened. Enoch waited longer, but still nothing happened. Finally he gave up, slamming the door to the cabinet the shrunken man was in, smashing it’s face.Since nobody saw him steal the shrunken man he could still possibly be a suspect so Enoch put on a hat and a fake beard and headed off to the address that Sabbath Hawks gave him to find Hazel Motes. When he got to the house Sabbath answered Hazel’s door saying that Hazel was ill and persuaded him to leave the package with her, not knowing that it was the shrunken man inside. â€Å"My man is sick today and sleeping,† she said, â€Å"because he didn’t sleep none last night. What you want? † â€Å"This is for him, it ain’t for you,† Enoch said, handing her the wet bundle. A friend of his gave it to me to give to him. I don’t know what’s in it. † â€Å"I’ll take care of it,† she said. â€Å"You needn’t to worry none† (pg. 183) Enoch left s lamming the door and despite Enoch’s request not to open it and to deliver it directly to Hazel she brought it to the bathroom and started to tear open the package, despite Enoch’s wishes of her. Later Enoch discovers a line of children waiting to shake hands with a gorilla named Gonga, which is really just a man in a gorilla suit. Enoch, being the simple minded fool that he is, gets in line with all the small children.The children who are there to see a movie staring Gonga not just to shake hands with a fake gorilla, but Enoch wanted nothing to do with the movie, only wanting to shake the man’s hand and trying each time to strike conversation but then being pushed aside. The man in the Gonga suit ends up telling Enoch to go to hell, this being the first time that anyone from the city reached out their hand to Enoch and then this being the reaction to potential conversation, Enoch was immediately crushed and storms off.Later Enoch is in a diner and reads that Go nga is going to be at another local theater so he tracks him down. Enoch climbs into the back of the van that Gonga arrived in, hid, and waited for them to leave. Once they finished they loaded up the van and left. Enoch stayed in the van until they came to a stop at a crossing where he jumped out holding the Gonga suit and ran off to the woods where he buries his human clothes and sets off into the night ready to meet people as his new identity of Gonga.Overjoyed Enoch feels that he is finally being rewarded as he should be. Enoch walks down to the edge of the road where he finds a man and woman sitting on a rock over looking the city. As he tries to greet them they scream and run off. Enoch’s hands drop to his sides and he is left alone in the dark looking out over the city. This is the last we ever hear from him for the rest of the story. One of Enoch’s main roles is â€Å"Wise Blood† is comic relief. He is pretty much the only character to bring humor to the story throughout the book.He is constantly making bad decisions and always trying to insult people everywhere he goes. He is also where the title of the story comes from. Enoch is the only character in the book that actually claims to have â€Å"wise blood,† which he claims he inherited from his father who also had it. Enoch is clueless in life and the only important decisions he ever makes are ones he feels like he has no choice but to make since he feels his blood is telling him what to do, and it is almost impossible for him to ignore what the wise blood wants.

A Sunrise on the Veld Essay

â€Å"A Sunrise on the Veld† is a short story written by British author Doris Lessing. It tells the story of a boy who is filled with the excitement and wonder of life and the world around him. However, he soon discovers the darker side of reality, which is that living things must die. This story explores feelings of invincibility that many people have had in their youths. It also describes feelings of fear, anger and grief that most humans feel when they must face the reality of suffering and death. After witnessing the death of a small helpless buck, the boy comes to the realization that there are events and circumstances in life that he cannot control. At the beginning of the story, the boy awakens early in the morning and feels like he has control over himself and his environment. He has trained himself to wake at half-past four without the use of his alarm clock. He was feeling invincible, full of life and completely in control. He took his gun and went outdoors, taking his dogs with him. He was aware of every sensation he felt; the cold ground beneath his feet, the dew covered grass, and the chilled steel of his gun. He was filled with a fascination of the world around him. â€Å"Then he began to run, not carefully, as he had before , but madly, like a wild thing. He was clean crazy, yelling mad with the joy of living and a superfluity of youth.† He thought he could â€Å"contain the world and make of it what I want.† He soon learned otherwise. While in his state of exuberance, his celebration of life was interrupted by the small cries of a creature in pain. He saw a buck in the grass dying, and covered in black ants. He realized there was nothing he could do for the poor animal. He had no control over this. As he looked at the dying buck he said under his breath, â€Å"I can’t stop it. I can’t stop it. There is nothing I can do.† The ants were around him and he shouted defiantly at them saying, â€Å"Go away! I am not for you–not just yet at any rate. Go away.† â€Å"And he fancied that the ants turned and went away.† The boy still wanted to believe that he had control over things concerning his life. After the buck’s skeleton had been stripped clean by the ants, the boy went over to examine it closely. He thought about how it looked when it was alive. Perhaps it was running and romping in the veld earlier that morning, just as he had. He thought of how it must have sniffed at the cold morning air and walking through the grass. The boy came face to face with death, and knew it happens to all living creatures. He also realized that even though he could control what he does to some extent, there were things in this world that no one can control. The knowledge of fatality, of what has to be, had gripped him and for the first time in his life. Death is inevitable, every living thing or creature is destined to die one time during his life. The kind of beauty the boys valued differed in several ways as it’s is being unfolded in the story. The boy in â€Å"A Sunrise on the Veld† felt a love for nature without having a clear understanding of what nature is. In cooperation the two characters experienced an anxiety and enthusiasm towards their obsessions. He was very willing to wake up and go into the infinite fields of life. He felt a feeling of oneness when he came in touch with what nature displays to him. The author tries to showcase of the beauty in natural scenery as she tries to breakdown the restrictions found in isolation between what a mind of child and that of an adult.