The Theory Of Loss And Grief Essay - 1765 Words

We ve all experienced loss and grief because as humans we are relational beings. â€Å"loss and grief are fundamental aspects of human existence, basic building blocks of our life experiences (100 thompson). Emotionally we give our hearts to people or things. â€Å"We cannot avoid it and so the challenge we face is to prepare ourselves as much as we reasonably can (126 thompson). One of the ways we can prepare ourselves to experience loss and grief is by understanding it. Kubler’s infamous stages of grief are traditionally where we should start as it is the most well-known theory of loss. Elizabeth Kubler-Ross in 1969 studied people who were dying; witnessing that each person went through the same five stages. From her observations she developed the ‘stages of loss’ model: denial, anger, bargaining, depression and acceptance. Still today theories of loses reflect on Kubler’s original five stages, but have either expanded or narrowed them depending on the theory. Personally, I find these stages comforting as each time I experience a loss of relational context I find myself going through each stage. It’s comforting because they remind me that everyone experiences what I’m experiencing; that I’m not alone. Another theory of loss is the four tasks approach. William Worden in 1991 developed a task system over the stages approach. His basic concept was that the process of loss should be one of resiliency. The four tasks include: accepting the reality of loss, working through the painShow MoreRelatedTheories Of Grief And Loss1302 Words   |  6 PagesOutcome 1 Theories of Grief and Loss Greif and loss is experienced by everyone from all cultures. Grief is when individuals process the loss of a valuable friend, family member or someone they know. Greif can be from someone crying to celebrating the life of an individual. Loss can happen through terminal illness, loss of relationships or the death of a human or animal. One theory is by Kubler-Ross she identified five stages of grief which are Denial and Isolation, Anger, Bargaining, DepressionRead MoreThe Theory Of Continuous Bonds From The Model Of Loss Grief1755 Words   |  8 PagesContinuous Bonds This paper discusses the theory of continuous bonds from the model of loss grief. It begins by offering a definition of attachment theory which will further explain continuous bonds. It offers a critical examination of the strengths and weaknesses of the continuous bonds theory. Personal experiences will also be present throughout this essay in order to give the reader background information on how continuous bonds was explored by the author. Continuous bonds will be examined inRead MoreLoss : The Many Faces Of Grief1406 Words   |  6 PagesAdaptation to Loss: The Many Faces of Grief Hadley Rhodes Denver School of Nursing  Abstract The life transition of death and dying is inevitably one with which we will all be faced; we will all experience the death of people we hold close throughout our lifetime. This paper will explore the different processes of grief including the bereavement, mourning, and sorrow individuals go through after losing someone to death. Bereavement is a period of adaptation following a life changing loss. This periodRead MoreA Reflection On The Term Bereavement1381 Words   |  6 Pagesthe term grief refers to the multiplicity of responses to bereavement; cognitive, affective, behavioural, and physiological-somatic responses (Zisook Shear, 2009). Examples of normal grief responses are intense sorrow, frequent crying, persistent longing, denial, anger, guilt, depression, fatigue, hopelessness, shock, loneliness, (Margaret Stroebe, Schut, Stroebe, 2007). While grief is a normal, natural human experience, it is unique to each person and the intensity and duration of grief is highlyRead More The Death Of A Loved One1482 Words   |  6 PagesLoss is a process that everyone must experience in their life. The death of a loved one is an incredibly difficult loss to overcome. The death of a loved one could happen anytime in a person’s life and never becomes easy to cope with. Although everyone must confront this reality, not all cope with their grief in the same manner. One person’s grieving process could differ to another’s with differing variables, such as: length of process, details of loss, manifestations, and severity of grief.Read MoreExperiencing Grief Essay1499 Words   |  6 Pagesimportant that social workers are aware of the multitude of loss that immigrants experience and how this impacts on their life and the lives of others. Grief is a complex emotional response that arises from experiences of loss (Kanel 2003). Loss can be multidimensional and accompanies most big changes in our lives (Goldsworthy 2005, p. 176). Moving to another co untry involves multiple diverse changes, in which people experience a variety of loss (Lee 2010). This essay will demonstrate how critical andRead MoreDual Process Model1041 Words   |  5 PagesBeing defined as â€Å"the psychological, behavioral, social and physical reactions to loss of someone or something that is closely tied to a person’s identity†(Casarett, Kutner, amp; Abrahm, 2001), grief is a â€Å"negative emotional response† (Dean A. Shepherd, 2003) that can affect one for days to even years. In the past, it was believed that most people recover from grief through the Kà ¼bler-Ross model, namely disbelief, yearning, anger, depression and acceptance. However as time progressed, the dual processRead MoreGrief, Bereavement And Disenfranchised Grief1745 Words   |  7 Pagesexamines the implications of grief, bereavement and disenfranchised grief. Grief in response to a loss is a unique experience and is expressed distinctively by every individual. It is helpful to have models that outline the stages of grief that need to be experienced in order to achieve acceptance. However, their utility is limited by the reality that grief is immeasurably complex and individualized. Veterans and children are two groups at risk of developing disenfranchised grief. Therefore, it will beRead MoreAn Level Of Cognitive Functioning1276 Words   |  6 Pageslogical explanations of the loss, however, they still tend to operate through magical thinking (Meeusen-van Kerkhof et al. 2006). Specifically, like children (i.e. middle childhood), individuals with a moderate level of cognitive function believe that they are capable of influencing the world around them due to their thoughts, behaviors, and feelings (Hooyman Kramer, 2008). Lastly, at this level of cognitive functioning, individuals may immediately react to a death or loss with somberness, howeverRead MoreAnalysis Of I Miss You Already Essay1540 Words   |  7 PagesGrief is a normal and nat ural response to a loss, whether it is the loss of life, home, job, friendship or item. Though we often expect to grieve the death of a family member or friend, these other significant losses can also cause grief. This paper will address the loss, grief, and mourning of characters portrayed in the film â€Å"I miss you already†. The author will discuss how Worden’s four tasks of grief are experienced by these characters and how the mourning process unfolds. Noticeable is anticipatory

Macbeth by William Shakespeare - 573 Words

â€Å"Your hand, your tongue: look like the innocent flower/ But be the serpent under’t† (I, v, 65-66). In Macbeth, Macbeth is told to deceive everyone because Lady Macbeth says so and he wants to get away with killing Duncan. Lady Macbeth tells him to look innocent but be sneaky attitude and appearance is everything. Macbeth is a loyal soldier and nobleman that fights for his home of Scotland but, when he is acquainted with three witches a prophecy will change his thoughts in two persuasive ways. Macbeth can be viewed as two very different people, a loyal noble and a paranoid killer, as the play proceeds. Throughout the play, the theme that outward appearances are not the true character of a person is clear because Macbeth battles the evident desires of loyalty and ambition representing Initially, Macbeth is a dependable nobleman to King Duncan and proves his loyalty throughout the course of the play. Macbeth has multiple reasons not to kill Duncan: Macbeth is his kins men, his subject, his host, and his damnator. Bloody deeds bring bloody backfire which is exposed throughout the play. In fact, Duncan has never abused his royal powers. In Macbeth’s soliloquy, he explains where his loyalties lie,† He’s here in double trust:/First, as I am his kinsman and his subject ,/Strong both against his murderer shut the door,/ Not bear the knife myself. Besides, this Duncan/ Hath borne his faculties so meek, hath been/ So clear in his great office, that his virtues/ Will plead like angels,Show MoreRelatedMacbeth by William Shakespeare770 Words   |  3 PagesThe play Macbeth is written by William Shakespeare. It is believed to be written between 1603 and 1607 and set in eleventh century Scotland. It is also believed to be first performed in 1606. It is considered to be one of the darkest and most powerful tragedies. Macbeth, set in Scotland, dramatizes the psychological and political effects produced when evil is chosen to fulfill the amb ition of power. The Tragedy of Macbeth is Shakespeare’s shortest tragedy and tells the story of Macbeth, a ScottishRead MoreMacbeth, By William Shakespeare1425 Words   |  6 PagesMacbeth Just Can’t Wait To Be King Everyone has a quality that they do not like about themselves. Some people struggle to be social, others may be too controlling of people. The list goes on and on, but the point is that everybody has a particular quality that they must learn to control or else that particular quality can get out of hand. Of course, one could write a list of characters that have major flaws. There is no better example than William Shakespeare’s character, Macbeth, in The TragedyRead MoreMacbeth, By William Shakespeare1409 Words   |  6 Pages â€Å"Fair is foul, and foul is fair: Hover through the fog and filthy air.† On October 17th, I had the pleasure of going to see Macbeth performed at the Shakespeare Tavern. Along with its reputation for being â€Å"cursed,† Macbeth is also known as one of the crown jewels of William Shakespeare’s repertoire. In my opinion, the central concept of this particular retelling of the play was the murkiness of character. Throughout the pla y, the many characters go through fierce temptation and strife, and noneRead MoreMacbeth, By William Shakespeare1203 Words   |  5 PagesMacbeth is a play based on King James I, it was written by William Shakespeare, however this play isn’t a king and queen fairy tale, but it’s a play about greed and guilt, chaos and murder and three evil witches who use prophecies to influence Macbeth to do bad things, using flattery would instigate his inner ambition to become king, which in the end doesn’t lead to a very happy ending. Shakespeare’s, Macbeth, was written in the early Jacobean period. During those times, women had no power, theyRead MoreMacbeth, By William Shakespeare1243 Words   |  5 PagesIn William Shakespeare’s â€Å"Macbeth†, the author portrays the main character Macbeth as a very tortured and flawed individual whose actions only serve to further unravel him. He is conflicted and power hungry, which drives him to perform evil murders and become a ruthless person. Macbeth’s moral compass is not resilient enough to withstand his wife’s manipulations and he is provoked to act on his malicious thoughts of murder. The author explores the terrible effects that ambition and guilt can haveRead MoreMacbeth, By William Shakespeare Essay1487 Words   |  6 Pagesreaction†. Macbeth by William Shakespeare is a tale which illuminates the consequences of violating the â€Å"Natural order†, the hierarchy of beings in the universe. When Macbeth, a warrior wel l-known for his courage and bravery, murders King Duncan acting on his unchecked ambition to claim the throne, the order was disrupted, the result†¦chaos. Shakespeare uses symbolism to illustrate the atmosphere of the play as the natural order is flung into a state of turmoil. These techniques used by Shakespeare is usedRead MoreMacbeth, By William Shakespeare1483 Words   |  6 Pagesdifferent references in the play of how a king deals with power and if they use it for better or for their own personal gain. In the play Macbeth, by William Shakespeare, Macbeth’s obsession with his journey to power leads to his failure. This obsession is demonstrated through the prophecies, the murder of his best friend Banquo, and his own demise. Macbeth demonstrates that he is incapable of mastering the power and responsibilities of being a king. This is indicated throughout the play with theRead MoreMacbeth, By William Shakespeare1045 Words   |  5 PagesBlood appears in only two forms, but many times in Macbeth by William Shakespeare; between the war scene at the beginning of the play and the lifting of Macbeth’s severed being lifted by Macduff at the end. It can be said that Macbeth could have been written in blood that there is such a large amount. What is unique about blood in Macbeth is that the â€Å"imaginary blood† or the guilt that the murderer feels plays more of a role of understand and amplifying the theme of the play, that blood is guiltRead MoreMacbeth, By William Shakespeare1431 Words   |  6 Pages Macbeth, though originally a valiant and prudent soldier, deteriorates into an unwise king whose rash decisions conclusively end in the atrophy of his title, power, and position. Several facto rs contribute to the downfall of Macbeth, which produce a contagion effect and ultimately end with his demise. He receives help from his â€Å"inner ambitions and external urgings† which result in his downfall (Bernad 49). The â€Å"external urgings† consist of the weird sisters who disclose his prophecies, which enlightenRead MoreMacbeth, By William Shakespeare2060 Words   |  9 Pagesthe green one red Macbeth Quote (Act II, Sc. II). Out, out, brief candle! Life s but a walking shadow, a poor player that struts and frets his hour upon the stage and then is heard no more: it is a tale told by an idiot, full of sound and fury, signifying nothing. Macbeth Quote (Act V, Scene V). These quotes have been taken from play Macbeth written by William Shakespeare. Like these quotes there are hundreds and thousands of such heart touching quotes written by Shakespeare in his many different

Premarital Sex Free Essays

Premarital sex is considered immoral as its consequences leads to other immoral behavior and also breaking of the law. When people engage in unprotected premarital sex, it will lead to unwanted pregnancies and children born out of wedlock. This leads to mental and emotional stress for couples who are not ready to bear the responsibility of having children. We will write a custom essay sample on Premarital Sex or any similar topic only for you Order Now As premarital sex often occurs throughout teenage years and among teenagers and adolescents, many are not ready for unwanted pregnancies after engaging in premarital sex as they are neither mature nor responsible enough. This causes a number of unwanted pregnancies to be aborted Girls that do not abort their babies might abandon their babies as soon as they are born as they are unable to raise them. This leads to a rise in the number of babies being abandoned in the country. Most of the time, these babies are often dead by the time they are found. Most importantly, as those that engage in sex before marriage usually have unprotected sex, there is a high risk for them to contract sexually transmitted diseases like Herpes, Chlamydia, Genital Warts, Gonorrhea, Acquired immune deficiency syndrome (AIDS) and other diseases as people who engage in premarital sex tend to have multiple sex partners. Some sexually transmitted diseases can be treated if early treatment is sought. However, there has been no cure from AIDS. And it can totally destroy a young person’s life. Yes, sex is pleasurable, but in God’s view, the primary purpose of sex is not recreation, but rather re-creation. In other words, sex is for reproduction. God does not limit sex to married couples to rob pleasure from those who are unmarried. Rather, God commands against premarital sex in order to protect unmarried people from unwanted pregnancies, from children born to parents who do not want them, and to protect children from parents who are not prepared for them. Imagine, for a moment, a world without premarital sex. There would be no sexually-transmitted diseases, there would be no un-wed mothers, there would be no unwanted pregnancies, there would be no abortions, etc. According to the Bible, abstinence is God’s only policy when it comes to premarital sex. Abstinence saves lives, protects babies, gives sexual relations the proper value, and most importantly abstinence honors God How to cite Premarital Sex, Essay examples Premarital Sex Free Essays Jasleen Lopez Theology 4-4th February 4, 2013 Premarital Sex What does the Catholic Church say about premarital sex? What is the history of this issue? How is society handling about the issue? What are its possible outcomes? What are its statistics? Premarital sex is having a sexual relationship with someone before receiving the Holy sacrament of marriage. The Catholic Church says that having sexual relationships between a man and a woman is supposed to be until marriage. So that when you are married you can enjoy physical, emotional and spiritual time with them. We will write a custom essay sample on Premarital Sex or any similar topic only for you Order Now Premarital sex is a mortal sin. It is a sin against God, against His will, and His way (Sin Np). Those who have committed this sin need to ask for forgiveness to God in confession, so they can reconcile with Him. God said in the Bible, â€Å"If we acknowledge our sins, he is faithful and just and will forgive our sins and cleanse us from every wrongdoing (1 John 1:9 1360). â€Å"The Bible explains, â€Å"The body, however, is not for immorality, but for the Lord, and the Lord is for the body† (1 Corinthians 6:13 1236). It’s saying that they should have some respect to their bodies, because God made us. From the Catholic Bible, premarital sex refers to fornication. The unity love of a husband and wife is ‘flesh’. When there in love they have the right to be with one another. A bunch of people may have thought they were truly in love with someone, had lost their virginity to them, and then they end up going separate ways. People don’t know the consequence what will happen for those who have had premarital sex. Many people get tempted into having sex before marriage only because everyone else is doing it, they think it’s okay if they have fornication. â€Å"Marriage should be honored by all, and the marriage bed kept pure, for God will judge the adulterer and all the sexually immoral† (Marriage Np). The history of premarital sex is mostly involved with everyone now because those who are Catholics are usually the ones who have sex before marriage. Those who are not Catholic’s have fewer people who have had premarital sex. Alfred Kinsey, a zoologist who liked to know about human sexual behavior. He had interviewed a lot of people, and had a result that in 1905 to 1920 there was a huge change in premarital sexual behavior. In 1650 A. D. , premarital sex was like a crime and they made it illegal. Later in 1881 A. D. , Tony Pace, and Mary J. Cox, they were going to go to jail for 2 years because of having premarital sex. In 1981 A. D. , Pope John Paul II said that premarital sex does not only bring guilt but also to be envy and unfriendliness (John Paul II Np). During 2005 A. D. , if you and your couple were 18 years of age, then most countries would let you have sex before marriage. The history changed a lot from back then, because they had punishments for them if they committed it. For us in today, we have to make our right decision in following God’s way, which is to wait until your married for sexual love. The statistics of premarital sex is showing that in a data of survey age by 20, 75% of people had premarital sex. The age of 44, 95% of people having premarital sex; women who were turning 15 from 1954 to 1993, around 91% had premarital sex at age of 30. The chart below is showing the numbers of percentage of people who are all catholic and have committed premarital sex; and those who are weekly attending Catholics. It shows that 39%, in 1972 the adult Catholics said fornication was always wrongdoing. The percentage went up at 52, for the weekly attending Catholics who thought it was wrong. Those who don’t attend mass and are Catholic have a higher number at 86%. There is a lot of Catholics who attend church and don’t agree on not having sex before marriage. They don’t want to follow what God said to us, â€Å"to wait until we found our spouse to have sexual relations together†. Premarital sex on this chart is showing that this has been happening for a while now. (Pope, Msgr. Charles Np) (Pope, Msgr. Charles Np) That top graph is showing the percent of high school students who have had premarital sex, from between 1991 to 2007. It was a Youth Risk Behavior Survey taken more than 16,000 students in over 150 high schools, throughout the whole nation (Pope, Msgr. Charles Np). As you can see, in 1991 the percentage was 54. 1, the highest overall all those other years. From 1993 to1997 the percentage decreased, of 53% to 48. 4% from both females and males. Then it started increasing a little bit in 1999, about 49. 9%. It had decreased again in 2001, with a 45. 6%; from there it increased throughout the other years, a 47. 8% in 2007. That was the last percentage taken from the Youth Risk Behavior Survey in 2007 from high school students, both males and females having premarital sex. This other graph below is showing another percentage that premarital sex was starting around the 1900. In 1900, it was 6% women in the U. S. having premarital sex, at the age of 19. Compared to before as of today, the percentage has increased to a 75%. Only 15% of women had the attitude of having premarital sex in 1968. The statistics are showing that it will probably increase in the future. (Premarital sex graph Np) In America premarital sex, on average for young people happens about the age of 17. In 2006-2010, the most common reason that sexually inexperienced teens gave for not having had sex was that it was â€Å"against religion or morals† (38% among females and 31% among males) (Statistics in America Np). Some other reasons were that females said they want to wait for someone special, or they don’t want to get pregnant. A female who had premarital sex the percentage is about 70% and the males is 56% with a steady partner not just a friend. Teens from the U. S. and Europe have the same issue of premarital sex. There are a lot of people who have sex before marriage, because they feel like they’re going to lose their partner. People who aren’t ready for sexual relationship, they need time and if the other person doesn’t accept you then you leave them. A survey shows for the Chinese was said that there is 70% of Chinese people who had premarital sex. The report showed that in comparison to 1994, the ratio of Chinese citizens who have had premarital sexual activity in 2012 has increased 30%, reaching 71. 4% (Chinese Statistics Np). The society can’t really do anything about having premarital sex because it’s your own decision on what you want to do. As societies they must set legal and behavioral boundaries just like God did. You may have to deal with unwanted pregnancies, and the consequences of sexual immorality. Premarital sex effects somewhat on our society from having sexual images sent out, living together without being married, and prostitution. It’s a sin it also effects on the people who care about you. In Australia, you have to be 16 to legally have a sexual relationship. The possible outcomes of premarital sex can be that young teens may have any STD’s if you’re not careful. That would be really difficult to handle at an early age. Getting pregnant is another possible outcome because they would have to take care of their baby or they may want to commit a horrible sin by doing abortion. That is really mature situation someone would have to take if getting pregnant at any early age. Also, they would have probably family problems in the future, dealing with the money and etc. They probably have the conscience filled with guilt of having sex before marriage. People should really think about what they are doing to themselves, if they ask for forgiveness to God, he will forgive you. They must not do it again until marriage. God wants us all to follow Him, have sex until marriage with our loved one whom we will share everything with them for all eternity until separated through death. How to cite Premarital Sex, Papers

Organization Change and Development Online Business Organisation

Question: Describe about the Organization Change and Development for Online Business Organisation. Answer: Introduction: I have been associated with a retail online business organization of Australia for three years named The Iconic. This particular organization has started its journey in the year 2011 and became popular for its variety of fashionable cloths. I have been working here in the post of junior supervisor in customer service department. At the initial stage, this organization had rendered a craze in the market place of Australia. In the year 2013, the service providers have received a positive response from 500,000 customers from Facebook and 80,000 customers from Instagram (theiconic.com.au 2016). I have experienced that employees are primarily responsible for rendering the success of an organization. In last two years, I have observed that employees inside the organization are unable to communicate with each other properly. As a result, customers are getting victimized due to the communication gap among employees (Bakker, Tims and Derks 2012). Customers are deprived of getting an effective service process from the employees. In this kind of situation, I have decided to inform my senior managers in this regard in order to draw their attention. Based on my information, the operational managers of my organization took an immediate initiative for investigating the matter in detail (Uddin, Luva and Hossian 2013). The operational managers decided to change some of the organizational strategies and policies so that employees feel interested to communicate with other (Bell 2013). On the hand, I have also noticed that employee motivation highly reflects on the performance as well as psychology of the employees. This study intends to highlight on how the transition of communication has been implemented within the business strategy and how this particular strategy influences on the service process of the employees . Figure 1: The importance of communication based on the model of Shannon-Weaver Source: (Cherian and Jacob 2013) Background: I personally felt difficulties in order to make an effective communication within the organization. Being a supervisor, I had to communicate with every individual employee personally. In my organization, people from various cultures and background have been appointed in several posts. I am appointed in the post of junior supervisor in financial department. While making an effective interaction with the employees, I had to face difficulties. Linguistic barriers come between the employees and me. In this kind of situation, I personally visited to my operational manager in order to get an effective solution in this regard. Our operation managers decided to take an immediate step in this regard in order to bring a change in this regard. The primary concerns of the managers in implementing communication change are as follows: Sharing organizational information with the employees time to time Suggesting of using variety of communication pathways, both verbal and non-verbal Giving the employees multiple opportunities for sharing their opinion regarding the business goal Using participative leadership style at the workplace in order to make a collective decision for the betterment of the business process After taking those initiatives, I have observed a drastic change within my organization. Employees felt motivated for providing an effective service for rendering benefits for the organization. In addition, I also felt motivated to interact with the employees more casually even than earlier. The persons, who are not comfortable to maintain an effective communication with me, were allowed to use non-verbal communication as well in order to share their problems and difficulties at the workplace (Cherian and Jacob 2013). As a result, people felt motivated to interact with the customers as well as with me. Effective communication reflected on the performance of the employees as well. I have noticed and experienced that employee motivation is one of the major factors for rendering the success of the business organization. Those above mentioned factors are one of the major tools for motivating the inward of the employees. Analysis: Before implementing the change process within the organization, the operational mangers should identify the problem first. The change process can be defined like this: Analyzing the need for change Identifying which particular changes need to be done What method should be taken for achieving the desired change process Recognizing how to sustain with the change process After facing immense difficulties and challenges to make an effective communication with the organizational employees, our operational managers have decided to implement those change strategies and policies within the service process. Sharing necessary information with the employees is one of the easiest processes to keep in touch with the employees (Den Hartog et al. 2013). It has been observed that in earlier, the business managers cared a fig to share any information regarding organizational strategy and policy. As a result, employees showed their reluctance for providing their best efforts in meeting the business target. Therefore, in order to overcome this kind of static situation and to motivate the employees the managers decided to take a collective decision by involving the employees at the time of re-forming the business policy (Franco-Santos, Lucianetti and Bourne 2012). As a result, the employees automatically started to show their interest for providing their endeavor in reaching the business goal. Varieties of communication pathways include following both verbal and non-verbal communication. I have personally noticed that people who belong from different religion and culture have to face linguistic barriers immensely. As a result, a major communication gap rose between two people. It highly reflected on the performance of the employees. Employees failed to understand how they should bring an improvement in their performance (Jensen, Patel and Messersmith 2013). In order to solve this problem, the Iconic decided to bring a change in their communication strategy. The business managers have decided to use non-verbal communication as well for removing the communication barrier within the organization. Non-verbal communication implies written communication, communication with the help of expression such as smile, anger and any specific gesture (Kehoe and Wright 2013). People who have to face innumerable difficulties in sharing their problems at the workplace can express their feeli ng through non-verbal communication as well. They can write their issues through email, messages and so on. The business managers should provide an opportunity to the employees of sharing their own opinion regarding the business goal. I have noticed that business managers had always intended to impose their decision on the employees. They showed their least interest in order to know the opinion of the employees (Wright, Moynihan and Pandey 2012). Therefore, people did not get any spirit to perform well within the organization. This kind of situation hampered the entire business process at that time. Customers showed their reluctance for purchasing products and services from our organization (Kittur et al. 2013). However, I have decided to highlight these factors. In order to come into a close contact with the employees, the organizational managers should follow participative leadership style at the workplace (Kooij et al. 2013). With the help of participative leadership style, both the managers and the employees can take part equally for the betterment of business process. As a result, the communication between the managers and the employees becomes stronger. Employees do not have to face difficulties in sharing their opinion regarding the business goal (Men and Stacks 2013). Therefore, the interpersonal communication between managers and employees becomes stronger. Outcomes: From the above mentioned analysis, it can be found that organizational managers play a major role in order to deal with the employees effectively. I have noticed personally that after implementing these changes in communication strategies and policies, the performance of the employees have been raised widely. The employees intended to maintain a unity at the workplace in order to meet the business target. Due to the effective communication, the employees are able to exchange important information among them (Leblebici 2012). The customers get facilities and benefits due to the internal rapport of our organization. People from various attitudes like to know each others belief and culture. While making an effective decision, people tend to depend on the decision of each other. In addition, I have also observed that change in communication strategy renders numerous motivational approaches within the organization. The business managers have realized that employee motivation is one of the most important factors based on which the employees tend to provide their hundred effort in order to reach the business goal (Lee, Lee and Kang 2012). Maintaining an effective communication with the employees is one of the major tools of employee motivation. After implementing the change communication strategy within the business, the employees of The Iconic have delivered a systematic work process towards the organization (Manzoor 2012). Customers have showed their interest for using the products and services of The Iconic. Conclusion This particular study has focused to deal with the importance of communication change for rendering the success of an organization. On one hand, communication has been considered as one of the most effective tools for maintaining employee relation. On the other hand, communication gap is the only reason for affecting the entire process of business. The Iconic at a time had to face a disastrous consequence due to the communication gap occurred among the employees. At the particular time, this organization had to face immense difficulties for drawing the attention of the customers. Due to the lack of communication, service providers failed to provide an effective service to the customers. They had to wait for a long time in order to receive the service of employees. In this kind of static situation, the managers of our organization had decided to change the communication strategy and policy in such a way that employees do not have to hesitate for sharing their opinion regarding the suc cess of their organization. In addition, this communication strategy has been considered as one of the most effective tools for the customers. Recommendation: I have highlighted some of the major factors already with the help of which the internal communication can be made more effective and innovative. At the same time, the process of communication that has been discussed in this particular study is not devoid of some of its major drawbacks as well. For this purpose some of the major recommendations have been can be pointed out. These are as follows: Face-to-face interaction at the weekend: Apart from the above mentioned factors, I personally believe that a single interpersonal communication is highly needed at the organization between the operational manager and an individual employee. The manager should create a friendly environment within the organization so that employees do not have to hesitate for sharing any personal view regarding the business goal. In addition, interpersonal communication enhances the inter relation. A good relation between the employees and managers is one of the most effective tools of employee motivation. Employees tend to perform well only when they get motivation and enthusiasm from the business managers. Taking an interview session of good performers of the year: Good performers should always get an appreciation from the organization. I have noticed that motivating the good performers always renders an additional benefit for the organization. In order to motivate the other performers, The Iconic tends to take an effective interview of top three performers. These interviews have been published in the official web page of The Iconic. The employees who are unable to perform well in this particular year get an inspiration by going through this interview. Therefore, this kind of initiative would be able to make a smooth relation and communication between the employers and the employees. Providing necessary training to those people who are underperforming: As per my point of view, employees who are underperforming need a co-operation from the senior managers immensely. Otherwise, they would feel completely de-motivated at the workplace. De-motivation is the major cause of employee turnover. I personally believe that the employees who are underperforming during several years needs to get an effective training so that they can correct their mistakes. Termination due to the incompetency in performance is the major cause communication barrier. Employees feel de-motivated if they are terminated. Therefore, I would like to suggest the business managers of The Iconic to arrange an effective training process for making the inefficient employees more competent and skillful. Arranging group discussion at least once in a week: An effective group discussion amalgamates the people of different culture and background together. People like to share their own point of view regarding a particular issue. After collecting various types of viewpoints, the business managers would be able to take an effective collective decision. Both the employees and the employers would have an equal contribution on decision-making process. The employees would automatically feel motivated for providing their best effort towards the services. The performance of employees is the ultimate tool of rendering success of a business organization such as The Iconic. Reference List: Bakker, A.B., Tims, M. and Derks, D., 2012. Proactive personality and job performance: The role of job crafting and work engagement.Human relations,65(10), pp.1359-1378. Bell, N., 2013. Leading to make a difference: A field experiment on the performance effects of transformational leadership, perceived social impact, and public service motivation.Journal of Public Administration Research and Theory, p.mut033. Cherian, J. and Jacob, J., 2013. Impact of self efficacy on motivation and performance of employees.International Journal of Business and Management,8(14), p.80. Den Hartog, D.N., Boon, C., Verburg, R.M. and Croon, M.A., 2013. HRM, communication, satisfaction, and perceived performance a cross-level test.Journal of Management,39(6), pp.1637-1665. Franco-Santos, M., Lucianetti, L. and Bourne, M., 2012. Contemporary performance measurement systems: A review of their consequences and a framework for research.Management Accounting Research,23(2), pp.79-119. Jensen, J.M., Patel, P.C. and Messersmith, J.G., 2013. High-performance work systems and job control consequences for anxiety, role overload, and turnover intentions.Journal of Management,39(6), pp.1699-1724. Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), pp.366-391. Kittur, A., Nickerson, J.V., Bernstein, M., Gerber, E., Shaw, A., Zimmerman, J., Lease, M. and Horton, J., 2013, February. The future of crowd work. InProceedings of the 2013 conference on Computer supported cooperative work(pp. 1301-1318). ACM. Kooij, D.T., Guest, D.E., Clinton, M., Knight, T., Jansen, P.G. and Dikkers, J.S., 2013. How the impact of HR practices on employee wellà ¢Ã¢â€š ¬Ã‚ being and performance changes with age.Human Resource Management Journal,23(1), pp.18-35. Leblebici, D., 2012. Impact of workplace quality on employees productivity: case study of a bank in Turkey.Journal of Business Economics and Finance,1(1), pp.38-49. Lee, S.M., Lee, D. and Kang, C.Y., 2012. The impact of high-performance work systems in the health-care industry: employee reactions, service quality, customer satisfaction, and customer loyalty.The Service Industries Journal,32(1), pp.17-36. Manzoor, Q.A., 2012. Impact of employees motivation on organizational effectiveness.Business management and strategy,3(1), p.1. Men, L.R. and Stacks, D.W., 2013. The impact of leadership style and employee empowerment on perceived organizational reputation.Journal of Communication Management,17(2), pp.171-192. theiconic.com.au 2016. Clothes Online | Shoes Online | THE ICONIC. (2016).Theiconic.com.au. Retrieved 7 September 2016, from https://www.theiconic.com.au Uddin, M.J., Luva, R.H. and Hossian, S.M.M., 2013. Impact of organizational culture on employee performance and productivity: a case study of telecommunication sector in Bangladesh.International Journal of Business and Management,8(2), p.63. Wright, B.E., Moynihan, D.P. and Pandey, S.K., 2012. Pulling the levers: Transformational leadership, public service motivation, and mission valence.Public Administration Review,72(2), pp.206-215.

261 Booker T. Washington and The Atlanta Exposition Address Professor Ramos Blog

261 Booker T. Washington and The Atlanta Exposition Address Booker T. Washington 1856 1915 Quick Write Booker T. Washington 1856 1915 from Up from Slavery Chp XIV. The Atlanta Exposition Address   Analogy  Ã¢â‚¬â€œÃ‚  a comparison between two things, typically for the purpose of explanation or clarification. Metaphor  Ã¢â‚¬â€œÃ‚   is a figure of speech which makes an implicit, implied or hidden comparison between two things that are unrelated but share some common characteristics. Analogies: Annoying as nails on a chalkboard. or There are plenty of fish in the sea. Metaphors: Shall I compare thee to a Summer’s day? 0r The beautiful sunset. The sun doesn’t actually set, we rotate away from it on our globe and it only appears that way. â€Å"Cast Down Your Bucket†: Dr. Washington’s belief that people should make the most of any situation they find themselves in. He felt that economic opportunity for African Americans was in the south instead of moving to the north. His idea was that the two races should look to one another for economic advancement for the country. Jim Crow Laws: Laws passed mainly by local legislatures that relegated African Americans to second class citizenship. These were the original laws that started segregation when â€Å"Whites Only† and â€Å"Coloreds Only† started appearing as a result of Jim Crow legislation. Disenfranchisement: To deprive a right, especially the right to vote. Black Codes: Laws passed right after the Civil War ended that discriminated against African Africans, and made the status of African Americans closer to slaves than free people. The Black Codes bound African Americans to contracts that gave them no legal rights and in some cases forbid them to leave the plantation they worked on. The Black Codes said no southern state would set up schools for African Americans.

The First Review of Van Goghs Paintings

The First Review of Van Gogh's Paintings The very first art critic to review Van Goghs paintings was Albert Aurier (1865-1892), and it happened during Van Goghs Lifetime. Aurier was a painter himself, as well as an art critic. Aurier was passionate about Symbolism, then an emerging art movement. His review, Les Isolà ©s: Vincent van Gogh, was published in January 1890, on pages 24-29 of the magazine Mercure de France. This was a magazine read at the time by everyone with an interest in modern art.1 In it, Aurier aligned Van Goghs art with the nascent Symbolist movement and highlight[ed] the originality and intensity of his artistic vision.2 In his review Aurier described Van Gogh as the only painter he knew who perceives the coloration of things with such intensity, with such a metallic, gem-like quality, his work as intense and feverish, his brushstrokes as fiery, very powerful, his palette as dazzling, and said his technique matched his artistic temperament: vigorous and intense. (Full review, in French.) Aurier also published a shortened version under the title Vincent van Gogh in L’Art Moderne on 19 January 1890.4. Vincent van Gogh wrote a letter3 to Aurier in February 1890 to thank him for the review. Thank you very much for your article in the Mercure de France, which greatly surprised me. I like it very much as a work of art in itself, I feel that you create colors with your words; anyway, I rediscover my canvases in your article, but better than they really are - richer, more significant. Van Gogh then goes on to deprecate himself: However, I feel ill at ease when I reflect that what you say should be applied to others rather than to me and right at the end he gives instructions about how Aurier would do well to varnish the study hed sent him. Source:1. History of the Publication of Van Gogh Letters, Van Gogh Museum, Amsterdam2. Heilbrunn Timeline of Art History: Vincent van Gogh, Metropolitan Museum of Art3. Letter to Albert Aurier by Vincent van Gogh, written either 9 or 10 February 1890. Van Gogh Museum, Amsterdam4. Notes to Letter 845 from Jo van Gogh-Bonger to Vincent van Gogh, 29 January 1890. Van Gogh Museum, Amsterdam

Organizational Communication Concepts and Skills Assignment

Organizational Communication Concepts and Skills - Assignment Example Therefore, if the organization tends to neglect socializing the employees, then in such cases the employees must themselves socialize. There are two distinct communication network taking place in organizational environment. They are formal as well as informal network. The formal network is making communication following the hierarchical structure of the organization. On the other hand, the informal network comprises communication following the grapevine (Cairo University, 2012). It is a well known fact that successful communication in an organization enhances the efficiency, minimizes the turnover of the employees and also helps in the development of the office atmosphere. The chief objective of this discussion is to propose a new communication structure for an organization. The five different concepts that the discussion shall evaluate are active listening, organizational culture, and conflict resolution, leadership strategies as well as formal and informal communication. Analysis o f the Concepts Important For Successful Communication within an Organization Active Listening It is a well known fact that effective listening is significant for improving communication. However, the managers are not always found to be listening since active listening is not considered to be a natural procedure. Mental as well as physical efforts are needed on part of the listener. Intra-organizational listening can be considered as an influential competitive tool (Helms & Haynes, 1992). In the context of the business world, listening is considered to be a significant element of effectual communication in an organization. While communicating with the members of the organization, listening will assist in avoiding any kind of confusions, comprehending the work lucidly and thus creating a positive connection with whom the communication is initiated. The communication experts have agreed to the fact that active listening as a major factor which comprises behaviors such as empathetic bod y language, posing useful questions, validating employee expression via considerate conversation turn-taking along with rephrasing for ensuring mutual understanding. Active listening generally comprises the focus of the consultants upon the clients with an indication that they are listening closely to the issue presented and the client’s interpretation of this aspect (The University of Maine, 2012). For a communication to be effective and successful, it is vital for the listeners to motivate themselves to listen. They are supposed to decide precisely why they are listening. Active listening offers numerous advantages to the organization. It leads to save in time by means of people’s defenses and gain significant information without repeating the same conversation always. It permits the organization to evaluate a situation accurately (Kuboto, Mishima, & Nagata, 2004). However, one of the facts regarding active listening is that it is not an easy skill to be attained. It might as well require alterations in one’s own basic attitudes. Active listening carries an element of personal risk. Creating an attitude of sincere interest in the speaker is not an easy task. It can hence be created by being willing to risk viewing the world from the speaker’s point of view (Rogers & Farson, 2010). Organizational Culture Organizational culture is considered to be a significant component in the context of organizational communication. Culture is generally comprehended as how people make sense of

Describe all the issues about which Sister Aloysius could have doubts Essay

Describe all the issues about which Sister Aloysius could have doubts , going from the least important to the most important. ( - Essay Example It is very shocking that Sister Aloysius could have the potential of turning into a doubting Thomas given the dogmatic image of one who never had any doubt in her life (Shanley 22). In an effort to make this issue sink even further, it is revealed that Sister Aloysius told a lie. This is against the fact that it is a very strong Catholic dogma that no any lie of any sort ought to be encouraged leave alone being told (Waldmeir 34). This very rigid law is held even in circumstances where the lie could be the solitary tool in defeating the devil. Despite being a very sincere and devoted servant of God, Sister Aloysius finds herself in a very compromising situation. She is unwillingly introduced to the Machiavellian relativism. Sister Aloysius goes further to encapsulate humanity’s doubt in its last century. It is at this very point that Sister Aloysius openly abandons absolutism (Books Llc 43). The very step that Sister Aloysius takes in abandoning absolutism violates greatly the vow that she had personally taken in an effort to affirm her obedience to the church which was aimed at catching the pedophile (Waldmeir 79). As the play progresses, it comes to the realization that Sister Aloysius is very important when the hierarchy fails to work. At this point in time, Sister Aloysius transforms into the prosecutor, the jury and even the judge. This step marks the beginning of Sister Aloysius to fall in the slippery tracks already built by the principle of moral relativism. This rings a question to the mind of the reader as to whether it is really possible for anyone to offer any defense or support to moral absolutes if at all Sister Aloysius cannot do it. It therefore possesses yet another doubt on how truly the aspect of evil could be effectively stopped (Shengold 51). A heavy doubt lingers on whether there can be any staged war against the issue of evil if at all the absolutes being in place. Faith has now escaped and the only thing that is present is doubt w hich is being portrayed as having captured every individual. As the play progresses, it is notable that boundaries are being set for the rapid spread of doubt. This can be seen in the case that involves Aloysius the pedophile. It is very clear that Sister Aloysius is borrowing heavily from intuition in handling these particular cases (Bryer 61). The evidence that is presented by Aloysius proves to be more flimsy as compared to the evidence that comes from WMDs who are located in Iraq. In this particular case, Sister Aloysius is vey much in doubt about the case since the audience is further informed that if at all she could have been successful in accessing the right results then only luck could be the propelling force (Books Llc 82). The doubt that Sister Aloysius has is in regard to the spiritual issue. This is brought out clearly in the book. It is in regard to this that Sister Aloysius argues that if at all by any chance the society is filled with evil doers as he presumes, then she could put in contribution to the evil activities and move away further from God. Despite the fact that history was filled with evil doers who were acting from fierce conviction such as suicide bombers, witch hunters, Mullahs and the Inquisitors these people act form the conviction that they are protecting children (Shanley 19). As a matter of fact, it is in reference to these very

American Ideology Essay Example | Topics and Well Written Essays - 1250 words

American Ideology - Essay Example Politics, like diplomacy, is the art of the postponement of hostilities, in the way people try to resolve their political, economic, and ideological differences. However, it is a fact that people will still try to bicker and debate on their differences despite the best efforts, because some people have a hard set of ideas or ideologies which cannot be swayed. This is in effect the essence of democracy, in which various ideas are welcomed and tolerated. Ideology can range from the extreme left (very liberal) to the middle to the extreme right (conservative) and this brief essay is a position paper as it examines both these two ideologies. Discussion Ideas are rarely truly original or innovative, most of these ideas are either influenced by earlier ideas or mere improvements or adaptations of much earlier ideas in human history. In this regard, history works in only a one-way street, which means earlier ideas can influence later ideas, as people go through their lives and human history unfolds in a deterministic way. This philosophy postulates that every human idea, action, and decision is a consequence from prior events or antecedent state of affairs. Along this line, history and ideology works in the same way; nothing exists in a vacuum and both Hitler and Einstein were also influenced. Question No. 1 – socialism is an economic, political, and social principle which states that the general public (the common masses) should own and control public properties or the so-called commons (the natural resources open to everybody for exploitation and their use); it further advocates public ownership of the means of production in society, such that there will be no private ownership of these same means of production for goods and services. Socialism is an adverse reaction to excesses of a free-market capitalism which arose out of the Industrial Revolution in England back in the eighteenth century; it (the Industrial Revolution) changed the wealth paradigm from own ership of vast tracts of land to ownership of the means of production, namely the new factories and assembly lines. This is a new economic system but the new class of capitalists exploited the masses of laborers by hiring them at subsistence wages, working in unsafe or unsanitary conditions, no minimum working hours and no minimum or living wage, the widespread use of child labor, and the repression of progressive social ideas such as labor unions or in not letting the workers' voice be represented or heard. Socialism therefore is in opposition to the main and cherished ideals of capitalism that are centered on egoism and self-preservation through the so-called â€Å"invisible hand† of Adam Smith in which free markets are supposed to be self-regulating and all are to be supposedly benefited by the profit motive. But modern economics show this does not really always work out as envisioned because capitalism implies fierce competition in free markets and this leads to undue wea lth accumulation by a few individuals (the capitalists or new elites of society). Modern economics always struggle with issues of scarcity and socialism is the best way to solve it. Albert Einstein believed that humans are capable of going beyond Veblen’s so-called â€Å"predatory phase† in the collective human experience of social development, which is reason for socialism to be adopted as the best system for human society. Reason is the key to achieving the social-ethical

Design Of Perfomance Linked Reward System Business Essay

Design Of Perfomance Linked Reward System Business Essay Performance-related reward system involves rewarding employees according to their performance, or results achieved or contribution to organisations performance as individuals or as a part of a group. It involves a shift of focus from remuneration models based on the worth of jobs and employee skills to their performance. Designing a performance-linked reward system is conditioned by a variety of factors such as the nature of business, type of technology, the attitude of unions and human resource management strategies of the organisation. Therefore, no particular model can be recommended; it has to be custom-tailored. Performance-linked reward systems reduce labour cost, result in increases in real wages and motivate performance. They provide a method of absorbing cost escalation on account of pay increases and thus help in sustaining competitiveness of the organisation. It has been increasingly realised that performance-related pay, if used in isolation, may have little impact on motivation for performance. Appropriate conditions in the organisation have to be created for performance-linked reward systems to be motivationally effective. These conditions, for instance, will involve proper information, consultation, communication mechanisms, training and development of employees, developing proactive attitude and performance-oriented culture, providing non- monetary incentives and evolving an efficient performance management system and so on. Reward system cannot be seen in isolation from compensation management. Compensation management is getting increasingly integrated with business and human resource management strategy. Reward system should, therefore, be considered as an aid to better performance in a performance management system which may be integrated with the overall business plan and strategy. FORMS AND CHOICE OF PERFORMANCE LINKED REWARD SYSTEM There are several types of performance-linked reward schemes. Generally, these are designed to-share with or distribute to employees as individuals, groups or a collectivity productivity gains, profit improvement or financial results of enterprise performance. Such schemes fall into the following broad categories: Schemes based on individual or small group performance including piece rates, traditional merit pay, and sales commission. Incentive schemes which may relate pay to profits on the basis of a pre- determined formula. Bonus schemes based on contribution to productivity and profitability according to a pre-determined formula with gains sometimes distributed among the individual employees on the basis of merit rating. Productivity Bargaining. Employee Stock Options Plan (ESOP). Competency-based pay. 1. Merit Incentive Pay A common method which has long been in existence is pay increase or bonus payment on the basis of performance rating. The merit incentive pay scheme provides another method of recognising and rewarding differential performance. This method could particularly be suitable for office staff. The scheme essentially involves the following steps: a) The determination of result-oriented merit rating procedures, b) The identification of job factors and their relative importance, c) The formulation of a scale of reward, and d) The communication of the basis of monetary reward. Illustratively, job factors of salesman can be identified as (a) sales promotion, (b) realisation of outstandings, and (c) good-will calls, (d) after-sales service and, (e) investigation of complaints. These tasks will differ in their degree of importance. This difference can be recognised by imputing numerical values to different job factors. Hypothetically, let us assign weight values of 5, 3 and 2 respectively to the above tasks. In practice, weight values can be ascertained through job analysis. The actual merit rating score will give the percentage of basic wage or basic wage plus D.A. as incentive bonus. Given a result-oriented merit rating procedure and its objective operation in an organization, it should not be difficult to install a merit incentive pay system. This is not to minimise the difficulties that are usually encountered in operating a -merit rating system. The effectiveness of the performance appraisal system will depend on the soundness of the performance appraisal system. Sometimes merit increments and merit awards are also given in recognition of superior performance on the part of individuals. These are poor substitutes for a system of merit incentive pay because of several shortcomings. Under a system of merit increments, there is no prompt relationship between reward and effort. The quantum of reward at a point of time will be considered inadequate. Additional cost in the form of enhanced allowances is built for the company on permanent basis. Employees continue to benefit from their best performance even if it remains below standard in the future. Employees getting merit awards cannot visualise a proportionate relationship between their performance and reward. The basis of determining the quantum can not be explained to employees who are not given such awards. This may evoke jealously and friction and may thus jeopardise cooperation and goodwill. Incentive Payments Lumpsum payments such as sales commission is another traditional method. Generally, the performance and the payment of lumpsum are linked by a formula. Sales commission, however, does not generally consider other parameters of performance such as realisation of outstandings and selling high profit margin products. Another traditional method of rewarding performance is piece rates. There are several weaknesses in this system. It is not easy to agree with workers on the standard output required. Frequent changes may be needed in the standard output due to technology changes and this may lead to conflict between unions and management. Also factors other than individual performance such as change in work method affect output. Conflicts may also arise between different work groups when one group is dependent on another. There is a potential for conflict when norms have to be revised because of such factors as technology changes. Also, modernisation of technology and automation has rendered piece rates somewhat obsolete. 2. Incentive Schemes Output-based incentive scheme are appropriate where tasks are repetitive and measurable. These involve the following steps: Selecting the objectives Determining the parameters of performance in accordance with the objectives Determining the norms or base values or benchmark values for each parameter Determining performance-reward relationship Fixing the relative importance of the selected parameters, that is, their weightages Designing information and procedure formats Determining the maximum payable incentive amount (incentive opportunity) and , payment period Formulating a communication and review scheme These are, however, not suitable for high technology and service activities, which require information sharing, problem solving and team work. Productivity gain or profit sharing or employee stock options plan (ESOP) may be suitable types for such activities. 3. Group Incentive and Productivity Gain Sharing Under the productivity gain sharing schemes, productivity gains are shared in accordance to an agreed pre-determined formula. Profit sharing gives a share of profit. Sometimes, the quantum of bonus is determined on the basis of profit as well as productivity improvements according to a pre-determined benchmark value for each of them. 4. Productivity Bargaining Productivity bargaining can provide yet another method of improving productivity and linking wage increases- to such improvements. Productivity bargaining, however, does not mean an incentive scheme or wage increases in return for assurances and promises from unions for achieving production targets. This method implies (a) a detailed analysis of the firms operations, (b) the identification of cost reduction possibilities, (c) estimation of savings in cost, and (d) the development of a system o indexing wage increases with cost reductions actually realised over time. The climate for productivity bargaining has never been more favourable than now. It is for managements to take initiative and build this approach in their collective bargaining relationship with Unions. 5. Long-Term Incentive (ESOP) Long-term incentive in the form of employee stock options schemes are operated both to improve long-term incentive and to reduce fixed cost. ESOP envisages employee participation in and ownership of a companys equity. This plan is intended to provide an incentive to the employees to improve the all- round performance and growth of the company and share its prosperity. The plan usually involves allotment of equity shares according to a laid down procedure and subject to governmental regulations, laws and rules. The employees benefit in the form of enhanced market value of his shares and capital gains, which in turn depend on companys and employee performance. Several software and high-tech organisations such as Infosys have conceived and designed such plans. 6. Competency-based Pay The competency is a critical determinant of performance. Therefore, there is an increasing interest in offering monetary incentive for acquiring competencies required for higher performance on the present job or for the next job. Such competency may for instance include values, attitude and behavioural characteristics which influence performance. In designing a performance linked reward scheme, choice of an appropriate scheme should be considered as critical. The choice will be determined by a variety of factors such as the nature of the organisation, the nature of technology, the nature of profits, the nature of markets, the human resource strategy and business objectives. STEPS IN DESIGNING There is a variety of forms of performance-linked schemes. These must be closely adapted to the particular conditions of individual enterprises and the concerned groups of companies. In designing a custom-tailored performance-linked reward scheme, the following steps are important: 1. Custom-Tailored There is little scope for relying on model or standardized schemes. Attempts to impose specific performance-linked reward systems through central regulations generally appear to fail. Frequently the appropriateness of what is being required may appear questionable from the perspective of individual enterprises. Therefore, care must be taken in adapting such schemes to the particularities of individual enterprises. 2. Objectives The objectives of the schemes need to be carefully formulated. Such objectives are needed to guide the selection of performance measures, the specification of bonus calculation formulae and the reaching of common understanding on the size of bonuses that may be expected through the schemes. The potential for performance improvement may vary greatly from one enterprise to another, as well as with the passage of time. Both the short and long run objectives for the scheme should be identified. 3. Selection of Performance Measures The selection of performance measures must be consistent with the scheme objectives; these must encourage those types of behaviour considered important for organizational performance such as increasing output, reducing labour and other costs, improving quality or timeliness of delivery, encouraging co-operation amongst work groups, enhancing adaptability and innovations, etc. In addition, they must not be pursued at the expense of other performance parameters. At the same time, the measures of performance selected should, to a large extent, be under employee control, and not influenced by external influences. Employees will be demotivated if their best efforts are offset by factors they cannot control. The unit, the performance of which is measured, should be small enough to ensure that workers can see some relation between their efforts and rewards. To ensure motivational effectiveness, the measures of performance should also be easily understood by the workers concerned, subject to ready verification if suspicions arise, and be calculable at frequent intervals. 4. Basis Depending on circumstances, performance awards may be determined on the basis of improvements over the previous year, improvements over a base period performance, or the maintenance of a high level of performance. Bonuses which become exceptionally large should be integrated into basic wages in order to avoid distortions in pay structures. Where necessary, it may be advisable to resort to procedures for stabilising bonuses of lengthening the period over which performance is calculated. 5. External Influences To the extent possible, the initial agreement establishing the scheme should specify how target performance levels are to be dealt with when their achievement is affected by external influences such as changes in. production methods, product mix and prices of inputs and outputs. 6. Distribution The rule for the distribution of bonuses amongst workers should be simple and widely supported. It may be based on wage rates or average earnings. Also, to discourage excessive absenteeism, bonus is sometimes varied with the number of hours or days worked. However, distributions in accordance with assessments of individual worker performance by supervisors may be problematic, especially if such assessments lead to significant variation in pay. 7. Equity There should be equal opportunities to earn bonuses, even though the performance measures may vary. In addition, performance targets should be set after a careful scrutiny of the historical behaviour of the measures selected. The quantum of bonus should be significant enough to evoke extra efforts. At the same time performance awards should not be so large as to put at risk a significant part of employee earnings for reasons beyond their control. 8. Safeguards Such schemes should not be substituted for wage increases that otherwise would have been granted or replace fixed wages with variable wages. Performance pay should supplement rather than replace existing wage bargaining arrangements and should not question the need to maintain basic wages at adequate levels. Perhaps of even greater importance in some contexts may be the need to give assurances to existing employees that productivity improvements would not place jobs in jeopardy. 9. Involvement and Communication Such schemes must be perceived as acting in the interest of employees as well as employers. Accordingly such schemes must be implemented in ways that convince employees that they will receive a fair share of the benefits derived from their extra efforts and their jobs will not be threatened. Schemes based on collective performance work more effectively when the scheme objectives and operation are explained in detail to all the employees concerned. The success of schemes depends to a large extent on the amount of effort given by management to consultation at various stages in the planning and design of the scheme, in the process of implementation and monitoring of results. In addition, the schemes have a better chance of success if employees are provided with full opportunities to present their ideas for bringing about improvement. Performance- linked schemes function most effectively when they are accompanied by a formal participative system that facilitates: (a) the transformation of agreed practical suggestions into actual changes in operating methods and procedures; (b) two-way communications at all levels on operating difficulties and general business trends. 10. Union Participation in the Design Performance reward schemes may work most effectively when worker representatives are given full opportunity to participate in their design and administration. Such involvement may facilitate comprehension and acceptance of scheme objectives. Moreover, workers may only fully trust the scheme if it has been elaborated in consultation and agreement with worker representatives and they are subsequently given opportunities to verify that awards is being calculated fairly. Also, the commonality of interests of workers and employers in improved productivity, performance, earnings and equity is likely to be much more apparent where pay systems are developed and elaborated in accordance with rules established through collective bargaining. 11. Review There should be a clear provision for modifications owing to changes in production methods or in prices or inputs or outputs. The effectiveness of all pay systems decays with time and the duration of schemes based on collective measures of performance are particularly short. Accordingly it should be foreseen that the basic parameters of such schemes would undergo regular periodic revisions. Indeed it should be expected from the outset that the collective performance measures and targets would undergo continuing change every few years in the light of the experience. ISSUES AND TRENDS There are many issues and trends occur in linking performance with reward system which are as follows:- 1. Level of Education The level of education of the employees, among other factors, will determine what type of scheme is likely to be easily understood by them and will motivate them. The nature of the business and the operations will also influence. Organisations in low cost manufacturing or which promote innovation, skills and higher performance or which are in service industries may need to consider different forms of performance pay. Their business and human resource management strategy will differ; the form and content as well as objectives of performance pay should be consistent with them. 2. Trade Union The chance of success of performance-linked pay will depend on the tradition of collective bargaining and attitudes of unions. While the negative attitudes hinder its introduction, the positive attitude considerably facilitates it 3. Organisational Culture Performance pay gives better results in organisations characterised by employee involvement and team spirit. A pro-active culture in the organisation is found to be valuable to performance and productivity. 4. Package of Monetary and Non-Monetary Incentives Performance pay is at best an element in the reward management and motivational system. Besides performance pay, it is essential to pay attention simultaneously to such aspects as re-organisation of work process, training, employee involvement and participative decision-making, opportunities to contribute ideas and knowledge, non- monetary recognition, career development and goal setting. 5. Rewarding Good Performance Rewarding good performance may include, among others, such mechanisms as cash awards, appreciation letter and certificates, training in reputed institutions, foreign travel, job enlargement and enriched roles, publicity in newsletters and membership of professional societies, etc. For higher effectiveness of performance-linked pays system, such reward mechanisms should also be used. 6. Performance Pay and Performance Management It is increasingly realised that performance is affected by a variety of factors. These factors, for instance, will include knowledge and skills which are developed through training, work attitudes and intrinsic rewards. These and other factors which affect performance are considered in the wider context of performance management and human resource management with performance pay constituting an element of it. 7. Caveats It is being increasingly realised that The performance pay systems should be designed to promote the kind of performance an organisation needs. It should, therefore, be integrated with human resource management strategy for better performance and growth of the organisation. The performance pay should underpin the organisations main values such as team work, creativity, flexibility and quality. The system should provide an impetus to and support the behaviour expected of the employees. Therefore, it must communicate to employees the type of behaviour to be rewarded and the way in which it will be rewarded. The reward system should be strengthened through re-organisation of work process and enlarged job responsibilities, training, consultation, communication and participatory system. Employees should also be consulted in the formulation of the plan. The criteria for determining performance should be objective, measurable, easily understood and related to what employees can control. The quantum of performance pay should be significant enough to be motivationally effective and its distribution should be equitable. The payment of performance pay should follow the performance as soon as possible and as frequently as possible. The performance level should be achievable; otherwise it will have a demoralising effect. The quantum of pay should be sufficiently flexible to absorb downturn and adequately reward when performance is good; it should also safeguard the minimum remuneration for the value of the job. QUESTIONS Q1. Explain what is performance-linked reward system? Q2. What are the various ways in which performance can be linked to reward system? Q3. In designing a performance-linked reward system, what considerations will you take into account? Q4.List out the various steps involved in designing a performance-linked reward system. Give an example. Q5. Examine the current issues and trends in linking performance with reward system.

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The Time Is Now To Remove Advanced Practice Registered Nurse Scope of Practice Barriers As Americans enter into the dawn of the Affordable Care Act of 2014; and the open enrollment period has begun to allow access to the Health Insurance Marketplace as part of the U.S. healthcare reform 32 million Americans are expected to become newly insured. It is now the time that Advanced Practice Registered Nurse (APRNs) scope of practice barriers is abolished to allow APRNs the right to practice within the full extent of their education and training. APRNs include nurse practitioners; certified nurse midwives, certified registered nurse anesthetists, and clinical nurse specialists (Luterek, 2013). The Institute of Medicine (IOM) has encouraged the removal of the APRN scope of practice barriers, to legally permit the unrestricted ability to practice within the full degree of their education and training. The IOM noted that as millions of Americans are predicted to access healthcare services under the federal Affordable Care Act, APRNs should be in the forefront to provide that car e (ANA, 2011). Not surprisingly, Nurse Practitioners (NPs) have been providing exceptional health care since 1965 (NPWH). Today, over 125 thousand NPs practice nationwide (NPWH), and see greater than 600 million patient visits each year (ANA, 2011, p. 1). They are legally authorized to practice in all 50 states. NPs are regulated through their state's nurse practice act. They undergo extensive training and national board certification within a population specialty such as family, adult, gerontology, pediatrics, neonatal, acute care, women's health or psychiatric health demonstrating their expert knowledge and continued competence (NPWH). The national shortage of p... ...ope of Practice Barriers for Illinois Advanced Practice Nurses. Health and Medicine Policy Research Group. Chicago: Health and Medicine Policy Research Group. Retrieved February 8, 2014, from http://hmprg.org/assets/root/PDFs/2013/01/Nurse-Practice-Act-Position-Paper-Final.pdf NPWH. (n.d.). NP Facts. Retrieved February 10, 2014, from Nurse Practitioners in Women's Health Caring for Women: http://www.npwh.org/i4a/pages/index.cfm?pageid=3339 RWJF. (2013). Putting the Skills, Knowledge, and Experience of APRNs to Full Use Latest Charting Nursing's Future brief focuses on barriers to practice and how some institutions are overcoming them. Robert Wood Johnson Foundation. Robert Wood Johnson Foundation. Retrieved February 10, 2014, from http://www.rwjf.org/en/about-rwjf/newsroom/newsroom-content/2013/07/putting-the-skills--knowledge--and-experience-of-aprns-to-full-u.html