Negative Effects Of Industrialization - 711 Words

Although Industrialization appears to be beneficial for humanity as far as technology and businesses are considered, nevertheless, I believe that Industrialization has increased poverty and made the world lazy. Therefore, I believe that Industrialization has done more harm than good for humanity. Around 3200 B.C.E., as the First Civilizations took shape, inequality and hierarchy soon came to be regarded as normal and natural (Strayer 71). Much like today, the upper classes enjoyed great wealth in land or salaries and had the finest of clothing and housing. Even though there were hierarchies of class in the First Civilizations there appeared to be no drastic shortage of jobs or an abundance of people living in poverty within the†¦show more content†¦Furthermore, because of the overpopulation in these towns, jobs were never guaranteed to the people, nor were they beneficial to their wealth. On account of the overpopulation in these locations, the unending excess of workers bas ically had to beg for a job, no matter what or how dangerous the task might be, just to try to make ends meet. Due to their desperation, industries decided to keep their wages excessively low, even though they could afford it. Much like industries today, the mentality of the owner is, â€Å"more money for you, is less for me, so why should I pay you more?†. That being said, I believe that the world we live in is based upon Industrialization, whether I like it or not. Mahatma Gandhi once said, â€Å"Industrialization is, I am afraid, going to be a curse for mankind†¦ Industrialization on a mass scale will necessarily lead to passive or active exploitation of the villagers†¦Ã¢â‚¬  (Strayer 827). Despite how beneficial and altogether wonderful Industrialization has made the world today, nonetheless I would have to agree with Gandhi. I believe that Industrialization has made the world lazy. Too many times out of a day we, myself included, rely on technology or machines to make our everyday tasks easier. Before Industrialization people had jobs and civilizations had hierarchies of class implemented, without poverty playing a major role in their lifestyles. Furthermore, IShow MoreRelatedNegative Effects Of Industrialization701 Words   |  3 Pagesfacing today.   The broad term, industrialization, refers to the development of goods produced by machinery and the discovery of new energy resources.   Industrialization had many positive an d negative effects on the citizens of the world during these two centuries.   The events under industrialization could be said to have fallen victim to the â€Å"snowball effect† and been a cause of the situation that our world is facing today.   Ã‚  Ã‚   Some of the positive effects of Industrialization seen near the end of theRead MoreNegative Effects Of Industrialization1203 Words   |  5 PagesIndustrialization was a time period where the United States experienced prosperity and many advancements in technology. Nevertheless, while many beneficial events came from this time period, there were also numerous negative outcomes. This can be seen three decades after The Civil War, where the idea that anyone could rise upwards in society with the use of hard work, thriftiness, and a bit of luck, became widespread among American citizens. However, this idea was only proven correct in individualRead MoreNegative Effects Of Industrialization On Factory Workers2171 Words   |  9 PagesNegative Effects of Industrialization on Factory Workers Over the past decade the industry of production has evolved from the simple process of the creation of goods to an elaborate method of fabrication and distribution. Many changes in how things can be made have revolutionized the way the manufacturing industry meets it goals.This transition into an efficient system of manufacturing benefited many such as the consumer but at the expense of the worker making these goods and products. Bruce RockowitzRead MoreIndustrialization After the Civil War694 Words   |  3 PagesIndustrialization after the Civil War influenced U.S society, economy, and politics in many ways. Industrialization after the Civil War made the way of living more convenient for people but it was a time were the government was corrupted. One major aspect of industrialization was the railroads and steel. According to how stuff works â€Å"railroads were used to transport food and goods, and they also shaped the growth of some cities and brought economic prosperity to some. Railroads were also usedRead MoreThe Stages of Industrialization1041 Words   |  4 PagesIndustrialization refers to a stage of social and economic transformation that alters a group or society from an agrarian one into an industrial society (Sullivan Sheffrin, 2003). Industrialization is associated with progress in the production of metallurgy and energy opening up the economy for manufacturing. It occurs as a broad process of modernizing in a society such that economic change and social change become strongly related to the technological innovations. It also brings with it a kindRead MoreIndustrial Revolution Essay example1295 Words   |  6 Pagesagriculture, manufacturing and technology had a profound effect on the socioeconomic and cultur al conditions of the world. The Industrial Revolution began in the United Kingdom as large deposits of coal and iron were found throughout the land which brought the rise of factories and machines, the idea then subsequently spread throughout the world. It was perhaps one of the greatest moments in human history, as it gave rise to industrialization and the switch from manpower to machine power. It completelyRead MoreThe Industrialization of the Northern United States Essays1504 Words   |  7 Pages once said that the industrialization of the United States north produced a â€Å"complete revolution† in Americans’ â€Å"life and manners.† The complete revolution that Bushnell speaks of was an era of industrialization triggered by a population growth, an increase in literacy rates, and the development of labor-saving technologies in the northern region of the United States. This dramatic economic and social transformation instigated a series of outcomes, both p ositive and negative, for the United StatesRead MoreImpact of Industrialization on Environment1103 Words   |  5 PagesImpact of Industrialization on Environment OVERVIEW Centuries ago, when there was no active expanding of large cities and industries, nature was able to overcome pollution and keep air fairly clean without outside help. The wind and rain in the form of natural rescuers scattered gases and washed away the dust. However, with increasing industrialization and urbanization, the nature’s system cannot cope with pollution and clean the environment naturally. In comparison with volcanoes, hurricanes,Read MoreSecond Industrial Revolution1000 Words   |  4 Pagesdescription of two developments of industrialization that positively affected the United States and two developments that negatively affected the United States will be discussed. An analysis of whether or not industrialization was generally beneficial or detrimental to the lives of Americans and the history of the United States will be outlined. Second US Industrial Revolution, 1870 -1910 In this brief paper, a description of two developments of industrialization that positively affected AmericanRead MoreIndustrialization : The Transformation Period From An Agricultural Economy1157 Words   |  5 PagesIndustrialization: the transformation period from an agricultural economy to a mass-producing one. This is an essential step towards avoiding poverty that is established in less-developed states by transitioning from an agrarian to an industrial society. Two broad aspects of industrializing are a change in labor activity, such as farming to manufacturing, and how productive economic output occurs. Within this process, new industries are allowed to develop and the quality of life is improved due to

Family Diversity - 2087 Words

a) Explain what is meant by the neo-conventional family (2 marks) Chester describes the neo-conventional family as a dual-earner family, in which both souses go to work. It is similar to Young and Willmotts idea of the symmetrical family. b) Explain the difference between expressive and instrumental roles. (4 marks) Expressive - homemaker, usually the females role as it is more caring and nurturing and stating that they should stay at home and be a housewife and not go to work. Instrumental – breadwinner, usually the males role as it is more physical and states that men should go to work and earn money for their family in order to provide for them. c) Identify three of the types of family diversity described by†¦show more content†¦The New Right oppose most of the changes in family patterns such as working mothers because they believe women should stay at home and be the home-makers and carry out their expressive roles, the more caring and nurturing role, also mentioned in item A. They also see lone-parent families as harmful, especially to children and argue that lone mothers are unable to discipline their children adequately and fail to give a prime example of a male role model which is why boys nowadays misbehave and result in higher rates of delinquency and threatening social stability. Amato would argue that children in a nuclear family are less likely to experience poverty, education failure, committing crimes, and health problems. Charles Murray of the New Right perspective, associated children born out of wedlock or ‘illegitimates’ with the ‘underclass’. He suggested the fathers of the ses ‘illegitimates’ were ‘unskilled young men, who were unwilling to take up uninspiring work’. He believed the mothers of these ‘illegitimates’ ‘would be better off on benefits’ than marrying these ‘unskilled young men’. However, critics argue that no evidence is given to support the idea that the children of lone-parents families are more delinquent As conservatives, they are strongly opposed to high levels of taxation and government spending and are therefore against lone-parent families as it causes an increase of the spendingShow MoreRelatedFamily Diversity2452 Words   |  10 PagesDiversity In Families According to Wikipedia, the free encyclopedia, A family consists of a domestic group of people (or a number of domestic groups), typically affiliated by birth or marriage, or by comparable legal relationships-including domestic partnership, adoption, surname and (in some cases) ownership. Although many people (including social scientists) have understood familial relationships in the terms of blood, many anthropologists have argued that one must understand the notion ofRead MoreFamily Diversity Essay1762 Words   |  8 PagesA report investigating family diversity What is a family? Sociologist Brown defined a family as â€Å"a group of people who are related by kinship ties: relatives of blood, marriage or adoption† (Brown, 1998). But many people might argue this statement is not right anymore as this only defines a traditional family. There are many different types of family which include Nuclear, Cereal Packet, Extended, Single Parent, and Reconstituted. Over the years family life has become more diverse. There is aRead MoreThe Importance Of A Family On Cultural Diversity1515 Words   |  7 Pagesbe a ‘family’ in various cultures. It will focus on three main points stated by Cheal, D (2001). The essay firstly looks at the different forms of family due to cultural diversity. Does it mean biology is important for kinship or can family be extended further than the blood? (Eriksen, 2004). As the nuclear family used to be seen at the ‘traditional family’ the discussion of if this has changed and how this has will be stated. Secon dly the situational diversity and what could cause family form toRead MorePostmodern views on diversity of the family1070 Words   |  5 PagesEvaluate postmodern views on the diversity of family (33marks) The idea of family diversity suggests that there is no dominate type of family, therefore none can be considered as the norm. However there are studies to suggest that in historical periods of Britain like when it was industrializing there is dominating types, in this period it was considered to be the nuclear family. Rapoport and Rapoport agreed that there are five types of diversity in a contemporary family, these are: OrganisationalRead MoreEssay on Diversity in Types of British Families595 Words   |  3 PagesDiversity in Types of British Families Britain has changed in many ways in recent years, not just by advancing in technology but in social ways too. One of these ways is the diversity in types of families. Fifty years ago, in would be extremely unusual to have a divorced family, a un cohabiting couple with children or lone parent families. Nowadays, Britain has the highest divorce rate in Europe and 40 percent of marriages end in divorce. There are a few reasonsRead More contemporary diversity in the structure of the family Essay2652 Words   |  11 Pages Q: Examine the sociological evidence concerning the idea that there is contemporary diversity in the structure of the family. The family is often seen as the corner stone of society. In pre-modern and modern societies alike it has been regarded as the most basic unit of social organisation and one that carries out vital tasks, such as the socialisation of children. Functionalists’ approaches to the family are based on the assumption that society operates on the basis of consensus and thatRead MoreThe Diversity Of The Family Life During The 1950s Era1265 Words   |  6 PagesDiversity in British households has significantly changed over the years. To understand the full extent of the changes in British household diversity, examination of the family life in the 1950s era is essential. Furthermore then to discuss the types of diversity which now exist in families today. Lone-parenting is defined as a mother or father living without a partner who then has responsibility of a dependent child and is one diversity which will be discussed in great depth. Deliberating on theRead MoreAssessing the View that Family Diversity is Leading to a Weakening of Traditional Family Values1666 Words   |  7 PagesAssessing the View that Family Diversity is Leading to a Weakening of Traditional Family Values Given the culturally diverse character of the United Kingdom today, there are considerable variations in family and marriage within the country. The structure of families has altered over time and is still changing today. Changing relationships between spouses in the family, and in particular, the changes in the position of women in the family. The family in the UK today reflectsRead MoreFunctions and Diversity of Family Structure in the UK Essay1276 Words   |  6 PagesFunctions and Diversity of Family Structure There are various debates and views on the term ‘family’ in today’s society. Although we can say that a family consists of a unit of people that are related, either legally through marriage or biologically. In both premodern and modern societies families have been seen as the most basic unit of a social organisation that carries out vital tasks, such as socialising children. Whereas a ‘household’ consists of a groupRead MoreRandom Family Is A Complex Web Of Diversities And Inequalities Essay1770 Words   |  8 PagesBehind every family lies a complex web of diversities and inequalities. In Leblanc’s Random Family the reader is introduced to the true lives of Jessica and Coco. These young women both become teen mothers and are forced to learn how to survive in their poverty stricken neighborhood. They utilize government subsidies but also take advantage of strong and weak ties in order to get what they want and need. Random family is an example of the power of a family as a social institution. The extensions

Management Evaluates the Performance

Question: Discuss about the Management Evaluates the Performance. Answer: Introduction Performance management is a system where the management evaluates the performance of individuals, teams, groups or the entire department by measuring their contributions towards the achievement of organisational goals and objectives. Performance management has been regarded as one of the most useful tools provided to the modern day business world by the concept of human resource management. It allows business organisations to set up organisational goals and objectives, communicate the performance expectations to the employees, review the performances of various components and then take appropriate actions according to the assessment made on the basis of performance shown by them (Acas.org.uk, 2016). The modern day business world is tough and only the fittest can survive in this environment of global competition. In such a scenario, business organisations are largely dependent on their human resources, which can help them in achieving market competencies. Therefore, it is essential that the management is effective enough so that it can maximise the performance of the employees by motivating them by hook or crook. Performance management systems come to the rescue of the companies and provide them with an approach to maximise the performance of the employees by focusing the attention of the whole organisation towards performance management (U.S. Office of Personnel Management, 2016). Allocating Work While designing a performance management system, it is very important that the system is efficient and is accurate in measuring what the management actually wants to measure. Many a times it has been observed that the management ends up designing a dysfunctional performance management system which does more harm to a company that the potential benefits of a carefully and well-designed performance management system. To increase the accuracy and efficiency of a performance management system, it is important that the resources are properly allocated and the work is allocated to the right people and in total accordance with the operational plans. Allocation of work and resources within the organisation, while starting up a performance management system, actually describes the expectations of the company from various individuals, groups or departments. The expectations that a management communicates to its employees forms the basis of the performance that they depict in the future. Therefore, it is very important that the management communicates the right performance expectations by assigning the right roles and duties to the employees. To achieve this, the management should always consult the senior level executives and front line managers. Senior level executives are the people who have charted out the operational plans for the company and they have a better idea of what work has to be done by whom so that the strategical objectives can be fulfilled. Once the management is aware about the role of an individual, a group or a department in the strategy, it should then consult the front line managers as they have a better idea of how they can be motivated to work in the right or the required direction. Consulting the senior level executives and the front line managers would ensure that the right work and the right resources are allocated to the right people in the organisation. The management should also be well prepared to deal with any risks that might be encountered with the allocation of work or resources. To deal with such risks, the management should regularly assess the performances of the employees and should find out areas where the performance is totally lacking. The management should be ready with professional staff or higher level executives who would then intervene to check out the problems in performances and then also try to eliminate them. The management can further set up performance standards according to the industrial average of by calculating average performance metrics from past performance data. The management should ensure that the performance standards that it sets up are realistic and are achievable. If the performance standards are not achievable or are unrealistic, the performance management system might demotivate the employees, who would ultimately lose their morale. Assessing Performance One of the most crucial elements in a performance management system is the assessment of performance. Performance assessment is a process that has to be carried out throughout the year so that accurate and reliable results are obtained. Assessing the performance also becomes important because a number of rewards or incentives are tied up with performance management system which require transparency and non-biasness in the final step of the system i.e. performance appraisal. There are a number of ways in which a company can measure or assess the performance of its employees. Some of the common methods are Balanced Scorecards, Key performance indicators, ratings, forces rankings, forces distribution, etc. but one of the most accurate methods is the 360 degree feedback method (Managementstudyguide.com, 2016). In a 360 degree feedback method, the management obtains performance information of employees from various sources in an organisation. The process is known as 360 feedback method because in this method all the peers, seniors and juniors of an employee are required to submit an anonymous review about the performance of an employee to a senior level manager. The feedback taken from multiple sources ensures that the performance feedbacks are accurate and are not given due to influence of personal relations while the anonymity of the process increases the chances of accurate and reliable feedback. The process is also highly recommended by many senior level managers as it provides a great deal of knowledge about the strengths and weaknesses of the employee whose performance is being measured (Custominsight.com, 2016). Another efficient technique of measuring and evaluating performance of employees is by assigning some important metrics and identifying key performance indicators. Key performance indicators can help the management in measuring performance on the basis of their strategic and organisational goals and make the system of performance management more effective. Providing Feedback The management does not only have to implement a performance management system and measure the performances of each employee. Rather, the management has to assess the performance of the employees and provide a feedback either to a manager or directly to the employees once the managers have been able to compile all the performance data of the employees. Performance feedback is a process where a manager and an employee exchange information about expected performances and exhibited performances (Smallbusiness.chron.com, 2016). One of the best ways to provide a feedback on employee performance has been taken up by Philips India. It has developed a combined system for performance as well as for potential appraisal. The diagram given below shows a matrix that is used by the company in its performance and potential appraisal: The company regularly assesses the performances of its employees and at the end of the year, provides a feedback to the employees by arranging them in the above matrix on the basis of their performance (YourArticleLibrary.com: The Next Generation Library, 2014). Let us now discuss the matrix in detail: Employees who have low potential and are consistently exhibiting low performances are termed as question marks and are prepared for a planned separation. These employees lack the skills and potential and they are not able to perform according to the expected performance standards set up by the company. As a result, the management tries to separate them in a planned way. Employees with low potential and high performance are known as solid citizens. These employees are the ones who do not have the skills or potential to be upgraded to higher jobs but are best at what they do. Thus, the company provides them with some kind of benefits or incentives that helps in keeping the motivated (YourArticleLibrary.com: The Next Generation Library, 2014). Employees with high potential but low performance levels are categorized as problem children. These people have the potential to perform well but due to some reasons, they do not perform as expected. The management tries to consult them and arrange for counselling sessions so that it can try to eliminate any problems that they are facing with their work. Once their problems are dealt with, the organisation again assesses their performance. If the performance continues to be below the average standards, they are shifted to the category of question marks and are considered for planned separation. Employees with high potential and high performance are categorized as stars as they are the ones who contribute the maximum towards the achievement of organisational goals and objectives. These people exhibit high performance and have the potential to handle higher posts in the organisation. The management tries to train and develop its stars so that their skills can be increased and they can be promoted to high level jobs with due course of time (YourArticleLibrary.com: The Next Generation Library, 2014). Using such an effective system, a management can easily link performance and potential of employees to derive better results and provide them a better feedback. The feedback provided in this way is more accurate and linking performance with the potential of employees makes the information more reliable and valid. Managing Follow-UP Following up on the performance levels of employees is one of the most important tasks in a performance management system. The implementation of a performance management system in the organisation increases the focus of the organisation on performances. Following up implies that the management continues to keep a track on the performance of the employees even after they have been provided with a feedback about their performance levels in the past. Following up on the performance of employees ensure that the difference in performances exhibited before and after performance review is carefully noted and is taken up in the next performance review session. Following up on the performance of employees helps a company in correcting them when they are moving in a wrong direction. The management can arrange for counselling sessions or other types of interventions to warn them about their dropping performances and the ultimate consequences while it can reward those employees who exhibit an improvement in their performance levels (Harvard Business Review, 2014). The process of following up is basically carried out more carefully for under performers as they are on the risk of being separated in the near future. Dealing with underperformers is not an easy task and requires a lot of care. First of all, the company should try to converse with the underperformers and talk to them about their low performance levels. If the employees have shown good performance in the past but are not being able to perform due to some issues, these employees are worth saving. The next step to deal with the underperformers is coaching. It helps them in attaining sk ills and competencies that can help them in increasing their performance. If there is no improvement in the performance levels of the employees whatsoever, the last and the final step is to conclude that the individual is not right for the job. These employees should be encouraged to look for new jobs that can suit their skills and competencies. They should be separated from the organisation in a much planned manner so that they do not feel that they were kicked out of the organisation unethically (Harvard Business Review, 2008). Evaluation of Performance Management System Once a management has successfully implemented a performance management system in the organisation, the next step is to evaluate the system implemented so that the organisation can get a better knowledge about the good and the bad of the system and can consequently work to improve it. Some of the key points that must be checked while evaluating a performance management system are discussed below: The management should check for actual improvements in the overall performance exhibited by various departments and employees The management should check whether the performance management system has actually been able to measure what it was intended to measure The management should take feedback from the employees regarding the performance management system The management should check whether the employees were able to fulfil the performance expectations or will it have to revise its performance goals and objectives to make them more realistic and achievable The management should also check whether the shift of the organisation to a performance oriented environment has been accepted by the employees without any resistance. By ensuring some of the above given key points, a management can gain information about what went wrong in its performance management system, allocation of work and resources, setting up of performance expectations and in the implementation phase of the performance management system. The collected information can help the management in making future changes to the performance management system and make it more effective by eliminating the problems. Selection and Training System The selection process of a company defines how it selects and recruits potential applicants for filling up of vacant positions in the organisation while training is defined as a session where the employees learn new skills and gain technical competencies so that they can compete in the market, achieve higher growth in their career path and contribute more towards the success of their organisations (Business Jargons, 2015). ABC Company is one of the best companies in the country that runs retail stores offering groceries, furniture, consumer electronics, etc. The company has over 150 stores in the country and has a workforce of 10,340 employees. The company was found in 1990 and has achieved great success in its lifetime and is now competing multinational retailing brands in the country. The company has a very effective and efficient human resource department which is highly skilled and knows what to do to maximise the output of its human resources. For the selection process i.e. recruitment of new employees, the human resource department uses both external and internal recruitment methods. The department uses internal recruitment methods when there are vacant positions in the organisation while it uses external recruitment methods to recruit freshers into the organisation. The selection process of the company is a tough one where it makes the applicants go through a series of psychological and personal ity tests to find the right fit for the right jobs. Once the company is done with the recruitment process, it provides a brief training to the new employees before they can join their jobs. The training period is meant to provide them a brief view of what their roles and responsibilities would be once they join the company. The employees are provided an increment after every year while they are promoted to higher jobs after every two years. During this period, the company arranges a number of on the job training sessions for them so that they can acquire new skills and competencies. The system of selection has worked very well for the organisation as it has enabled the management to find the best suitable candidates for the vacancies that develop in the organisation. By making them go through various personality and psychological tests, the human resource department is able to intercept the future performance of the candidate in the company. Thus, the management is able to recruit a talented pool of employees whenever there are vacancies. One major area that needs improvement in the selection process of the company is that it only uses internal recruitment process when higher level jobs are vacant. The company should also start using external recruitment sources even for higher level jobs because it has been observed a number of times that people with incomplete knowledge or lesser potential are promoted to higher jobs just because the company would not go for external recruitment. If the company starts external recruitment for all job profiles, the employees wo uld become more competitive and would show higher performance so that they receive the promotions instead of higher posts being offered to external sources. Further, the training programs of the company are also very effective. It uses on the job training programs, such as coaching, mentoring, role-play, in-basket games, etc. to train its employees and to make them acquire new skills. One of the drawbacks of the training system of the company is that it never sends its employees away from their jobs to undergo training sessions. Off the job training sessions have been considered to be equally important as are on the job training session (BusinessDictionary.com, 2016). Off the job training sessions provide more exposure to the employees and help them in gaining knowledge about what new trends are entering the industry that they are working in. Working with different training providers and in different set ups would provide additional benefits to the employees if they are given the opportunity to go for off the job training and development programs. In the past few reviews and feedback sessions, some of the employees have already said that the workforce was more interested in attending off the job training sessions rather than attending on the job training sessions all the time. Therefore, it is quite evident that the company needs to start offering off-the job training programs to its employees, which would be more cost effective and would provide better learning abilities to the employees (Training, 2016). Conclusion Managing the performance of people is an art and should be carefully done. If a management is able to get a performance management system in place and running, it can actually boost up the overall performance of the company but at the same time, a dysfunctional or a carelessly planned performance management system can cause a company more harm than the benefits that an efficient performance management system can have. Therefore, by keeping the performance management systems simple and transparent, business organisations can actually manage the performance of their employees. References Capko, J. (2016). Five Steps to a Performance Evaluation System - Family Practice Management. [online] Aafp.org. Available at: https://www.aafp.org/fpm/2003/0300/p43.html [Accessed 20 Jul. 2016]. YourArticleLibrary.com: The Next Generation Library. (2014). How to Evaluate Employee Potential? Answered. [online] Available at: https://www.yourarticlelibrary.com/employee-management/how-to-evaluate-employee-potential-answered/35505/ [Accessed 20 Jul. 2016]. Harvard Business Review. (2014). How to Help an Underperformer. [online] Available at: https://hbr.org/2014/06/how-to-help-an-underperformer/ [Accessed 20 Jul. 2016]. U.S. Office of Personnel Management. (2016). Overview History. [online] Available at: https://www.opm.gov/policy-data-oversight/performance-management/overview-history/ [Accessed 20 Jul. 2016]. Zvavahera, (2016). An evaluation of the effectiveness of performance management systems on service delivery in the Zimbabwean civil service. 1st ed. [ebook] National University of Science and Technology, Zimbabwe. Available at: https://www.aabri.com/manuscripts/131746.pdf [Accessed 20 Jul. 2016]. Hr.utk.edu. (2016). Performance Evaluation | Human Resources. [online] Available at: https://hr.utk.edu/performance-evaluation/ [Accessed 20 Jul. 2016]. Acas.org.uk. (2016). Performance management | Acas. [online] Available at: https://www.acas.org.uk/index.aspx?articleid=4668 [Accessed 20 Jul. 2016]. Graduates.teachfirst.org.uk. (n.d.). Selection process | Teach First. [online] Available at: https://graduates.teachfirst.org.uk/application-selection/selection-process [Accessed 20 Jul. 2016]. Managementstudyguide.com. (2016). Techniques for Assessment of Performance and the Factors Affecting Assessments. [online] Available at: https://www.managementstudyguide.com/performance-assessment-techniques.htm [Accessed 19 Jul. 2016]. Harvard Business Review. (2008). The Three Cs of Dealing with Under Performers. [online] Available at: https://hbr.org/2008/09/underperformers [Accessed 20 Jul. 2016]. Training, A. (2016). Advantages Of Off-the-job Training | Accounting-Management. [online] Accountlearning.blogspot.com. Available at: https://accountlearning.blogspot.com/2013/03/advantages-of-off-job-training.html [Accessed 20 Jul. 2016]. Custominsight.com. (2016). What is 360 Degree Feedback ?. [online] Available at: https://www.custominsight.com/360-degree-feedback/what-is-360-degree-feedback.asp [Accessed 19 Jul. 2016]. Custominsight.com. (2016). What is 360 Degree Feedback ?. [online] Available at: https://www.custominsight.com/360-degree-feedback/what-is-360-degree-feedback.asp [Accessed 19 Jul. 2016]. BusinessDictionary.com. (2016). What is on the job training (OJT)? definition and meaning. [online] Available at: https://www.businessdictionary.com/definition/on-the-job-training-OJT.html [Accessed 20 Jul. 2016]. Smallbusiness.chron.com. (2016). What Is Performance Feedback?. [online] Available at: https://smallbusiness.chron.com/performance-feedback-1882.html [Accessed 19 Jul. 2016]. Business Jargons. (2015). What is Training Process? definition and meaning - Business Jargons. [online] Available at: https://businessjargons.com/training-process.html [Accessed 20 Jul. 2016].

The Story of None free essay sample

During the early days of the Clinton presidency, after years of war on antipoverty programs, struggling single mothers were all too common. Somehow, some found ways to provide for the children they loved and were willing to give the world for. Mama was one of those women. When I was younger, there were times we had no electricity, times when we had to accept food from strangers, times when all we had was each other. Somehow, Mama made it all work. She was willing to sacrifice anything for my brother and me. She was willing to sacrifice the world. In the end, all she had to sacrifice was her health. It happened when Mama switched jobs. She lost her health care, and COBRA was too expensive. In order for her to pay the heat and electricity bills and put food on the table, Mama suffered from undiagnosed, severe rheumatoid arthritis for six months. We will write a custom essay sample on The Story of None or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page I was eight when she lost the ability to tie her shoes, put on her seat belt, or even turn on the ignition of her car. She depended on me, a child in all senses of the word, to do these things for her. I won’t lie. I was selfish and resentful toward my mother, the â€Å"evil witch† who disrupted my playtime because she needed my help. I was only eight, only a child. But when I remember the temper tantrums I threw when she made me carry the laundry basket, or when she wouldn’t give me an allowance, I feel a knot of guilt well up in my chest. Even now, all these years later, long after Mama has forgotten what a terrible, bratty child I was, my face still burns with shame. Today, life is better. Life is easier. Mama can (usually) afford to see doctors and pay for her medication. She still has bad days. Sometimes, she has to grasp a wall as she walks, hunched over. Sometimes, she bites her lip in pain. Rarely does she  ­complain. Mama’s trials have, ironically, provided me with my most valuable vantage point. I’m able to look at the world through eyes that don’t perceive everything as black or white. I know that being poor is not a mark of unworthiness. I know that everyone, regardless of income, deserves everyday necessities like health care. People ask me why I want to enter politics. That’s when I point out that my story isn’t as unique as many people want to believe. Every day, there are parents who worry about affording groceries and others who can’t pay medical bills because it’s winter and heating is more important. When parents cannot pay for the cost of living, their children suffer too. My story is the story of millions. I want to make it the story of none.

Domestication History of Squashes (Cucurbita spp)

Domestication History of Squashes (Cucurbita spp) Squash (genus Cucurbita), including squashes, pumpkins, and gourds, is one of the earliest and most important of plants domesticated in the Americas, along with maize and common bean. The genus includes 12-14 species, at least five of which were domesticated independently, long before European contact in South America, Mesoamerica, and Eastern North America. Five Main Species The designation cal BP means, roughly, calendar years ago before the present. Data in this table has been assembled from a variety of available sources, listed in the bibliography for this article. Name Common Name Location Date Progenitor C. pepo spp pepo pumpkins, zucchini Mesoamerica 10,000 cal BP C. pepo. spp fraterna C. moschata butternut squash Mesoamerica or northern South America 10,000 cal BP C. pepo spp fraterna C. pepo spp. ovifera summer squashes, acorns Eastern North America 5000 cal BP C. pepo spp ozarkana C. argyrosperma silver-seeded gourd, green-striped cushaw Mesoamerica 5000 cal BP C. argyrosperma spp sororia C. ficifolia fig-leafed gourd Mesoamerica or Andean South America 5000 cal BP unknown C. maxima buttercup, banana, Lakota, Hubbard, Harrahdale pumpkins South America 4000 cal BP C. maxima spp adreana Why Would Anybody Domesticate Gourds? Wild forms of squashes are harshly bitter to humans and other extant mammals, but there is evidence that they were harmless to mastodons, the extinct form of elephant. Wild squashes carry cucurbitacins, which can be toxic when eaten by smaller bodied mammals, including humans. Large-bodied mammals would need to ingest a huge amount to have an equivalent dose (75-230 whole fruits at once). Interestingly, when the megafauna died off at the end of the last Ice Age, wild Cucurbita declined. The last mammoths in the Americas died off about 10,000 years ago, around the same time squashes were domesticated. See Kistler et al. for a discussion. Archaeological understanding of squash domestication process  has undergone a considerable rethinking: most domestication processes have been found to have taken centuries if not millennia to complete. In comparison, squash domestication was fairly abrupt. Domestication was likely in part the result of human selection for different traits related to edibility, as well as seed size and rind thickness. It has also been suggested that domestication may have been directed by the practicality of dried gourds as containers or fishing weights. Bees and Gourds Evidence suggests that cucurbit ecology is tightly bound up with one of its pollinators, several varieties of an American stingless bee known as Peponapis or the gourd bee. Ecological evidence (Giannini et al.) identified a co-occurrence of specific types of cucurbit with specifics type of Peponapis  in three distinct geographic clusters. Cluster A is in the Mojave, Sonoran and Chihuahan deserts (including P. pruinosa); B in the moist forests of the Yucatan peninsula and C in the Sinaloa dry forests. Peponapis bees may well be crucial to understanding the spread of domesticated squash in the Americas, because bees apparently followed the human movement of cultivated squashes into new territories. Lopez-Uribe et al. (2016) studied and identified molecular markers of the bee P. pruinosa in bee populations throughout North America. P. pruinosa today prefers the wild host C. foetidissima, but when that is not available, it relies on domesticated host plants, C. pepo, C. moschata and C. maxima, for pollen. The distribution of these markers suggests that modern squash bee populations are the result of a massive range expansion from out of Mesoamerica into the temperate regions of North America. Their findings suggest that the bee colonized eastern NA after C. pepo was domesticated there, the first and only known case of a pollinators range expanding with the spread of a domesticated plant. South America Microbotanical remains from squash plants such as starch grains and phytoliths, as well as macro-botanical remains such as seeds, pedicles, and rinds, have been found representing C. moschata squash and bottle gourd in numerous sites throughout northern South American and Panama by 10,200-7600 cal BP, underlining their probable South American origins earlier than that. Phytoliths large enough to represent domesticated squash have been found at sites in Ecuador 10,000-7,000 years BP and the Colombian Amazon (9300-8000 BP). Squash seeds of Cucurbita moschata have been recovered from sites in the Nanchoc valley on the lower western slopes of Peru, as were early cotton, peanut, and quinoa. Two squash seeds from the floors of houses were direct-dated, one 10,403–10,163 cal BP and one 8535-8342 cal BP. In the Zaà ±a valley of Peru, C. moschata rinds dated to 10,402-10,253 cal BP, alongside early evidence of cotton, manioc and coca. C. ficifolia was discovered in southern coastal Peru at Paloma, dated between 5900-5740 cal BP; other squash evidence that has not been identified to species include Chilca 1, in southern coastal Peru (5400 cal BP and Los Ajos in southeastern Uruguay, 4800-4540 cal BP. Mesoamerican Squashes The earliest archaeological evidence for C. pepo squash in Mesoamerica comes from excavations carried out during the 1950s and 1960s in five caves in Mexico: Guil Naquitz in Oaxaca state, Coxcatln and San Marco caves in Puebla and Romero’s and Valenzuela’s caves in Tamaulipas. Pepo squash seeds, fruit rind fragments, and stems have been radiocarbon dated to 10,000 years BP, including both direct dating of the seeds and indirect dating of the site levels in which they were found. This analysis allowed also to trace the dispersion of the plant between 10,000 and 8,000 years ago from south to north, specifically, from Oaxaca and southwestern Mexico toward Northern Mexico and the southwestern United States. Xihuatoxtla rockshelter, in tropical Guerrero state, contained phytoliths of what may be C. argyrosperma, in association with radiocarbon dated levels of 7920/- 40 RCYBP, indicating that domesticated squash was available between 8990-8610 cal BP. Eastern North America In the United States, early evidence of initial domestication of Pepo squash comes from different sites from the central midwest and the east from Florida to Maine. This was a subspecies of Cucurbita pepo called Cucurbita pepo ovifera and its wild ancestor, the inedible Ozark gourd, is still present in the area. This plant formed part of the dietary complex known as the Eastern North American Neolithic, which also included chenopodium and sunflower. The earliest use of squash is from the Koster site  in Illinois, ca. 8000 years BP; the earliest domesticated squash in the midwest comes from Phillips Spring, Missouri, about 5,000 years ago.   Sources Dillehay TD, Rossen J, Andres TC, and Williams DE. 2007. Preceramic Adoption of Peanut, Squash, and Cotton in Northern Peru. Science 316:1890-1893.Fuller DQ, Denham T, Arroyo-Kalin M, Lucas L, Stevens CJ, Qin L, Allaby RG, and Purugganan MD. 2014. Convergent evolution and parallelism in plant domestication revealed by an expanding archaeological record. Proceedings of the National Academy of Sciences 111(17):6147-6152.Giannini TC, Lira-Saade R, Ayala R, Saraiva AM, and Alves-dos-Santos I. 2011. Ecological niche similarities of Peponapis bees and non-domesticated Cucurbita species. Ecological Modelling 222(12):2011-2018.Hart JP, Brumbach HJ, and Lusteck R. 2007. Extending the Phytolith Evidence for Early Maize (Zea mays ssp. mays) and Squash (Cucurbita sp.) in Central New York. American Antiquity 72(3):563-584.Kistler L, Newsom LA, Ryan TM, Clarke AC, Smith BD, and Perry GH. 2015. Gourds and squashes (Cucurbita spp.) adapted to megafaunal extinction and ecological anachronism through domestication. Proceedings of the National Academy of Sciences 112(49):15107-15112. Lira R, Eguiarte L, Montes S, Zizumbo-Villarreal D, Marà ­n PC-G, and Quesada M. 2016. Homo sapiens–Cucurbita interaction in Mesoamerica: Domestication, Dissemination, and Diversification. In: Lira R, Casas A, and Blancas J, editors. Ethnobotany of Mexico: Interactions of People and Plants in Mesoamerica. New York, NY: Springer New York. p 389-401.Là ³pez-Uribe MM, Cane JH, Minckley RL, and Danforth BN. 2016. Crop domestication facilitated rapid geographical expansion of a specialist pollinator, the squash bee Peponapis pruinosa. Proceedings of the Royal Society of London B: Biological Sciences 283(1833).Patton PE, and Curran S. 2016. Archaic Period Domesticated Plants in the Mid-Ohio Valley: Archaeobotanical Remains from the County Home Site (33at40), Southeastern Ohio. Midcontinental Journal of Archaeology 41(2):127-158.Piperno DR. 2011. The Origins of Plant Cultivation and Domestication in the New World Tropics: Patterns, Process, and New Developments. Current Anthropolog y 52(S4):S453-S470. Piperno DR. 2016. Phytolith radiocarbon dating in archaeological and paleoecological research: a case study of phytoliths from modern Neotropical plants and a review of the previous dating evidence. Journal of Archaeological Science 68:54-61.Ranere AJ, Piperno DR, Holst I, Dickau R, and Iriarte J. 2009. The cultural and chronological context of early Holocene maize and squash domestication in the Central Balsas River Valley, Mexico. Proceedings of the National Academy of Sciences 106:5014-5018.Sanjur OI, Piperno DR, Andres TC, and Wessel-Beaver L. 2002. Phylogenetic relationships among domesticated and wild species of Cucurbita (Cucurbitaceae) inferred from a mitochondrial gene: Implications for crop plant evolution and areas of origin. Proceedings of the National Academy of Sciences 99(1):535-540.Simon ML. 2011. Evidence for variability among squash seeds from the Hoxie site (11CK4), Illinois. Journal of Archaeological Science 38(9):2079-2093.Smith BD. 2011. The Cultural Context of Plant Domestication in Eastern North America. Current Anthropology 52(S4):S471-S484. Smith BD. 2006. Eastern North America as an independent center of plant domestication. Proceedings of the National Academy of Sciences 103(33):12223-12228.Zheng Y-H, Alverson AJ, Wang Q-F, and Palmer JD. 2013. Chloroplast phylogeny of Cucurbita: Evolution of the domesticated and wild species. Journal of Systematics and Evolution 51(3):326-334.

Overview of the First Battle of Panipat

Overview of the First Battle of Panipat Trumpeting, their eyes wide with panic, the elephants turned back and charged into their own troops, crushing scores of men underfoot. Their opponents had brought a terrifying new technology to bear, something the elephants likely had never heard before Background to the First Battle of Panipat Indias invader, Babur, was the scion of the great Central Asian conqueror-families; his father was a descendant of Timur, while his mothers family traced its roots back to Genghis Khan. His father died in 1494, and the 11-year-old Babur became the ruler of Farghana (Fergana), in what is now the border area between Afghanistan and Uzbekistan. However, his uncles and cousins fought Babur for the throne, forcing him to abdicate twice. Unable to hold on to Farghana or take Samarkand, the young prince gave up on the family seat, turning south to capture Kabul instead in 1504. Babur was not satisfied for long with ruling over Kabul and the surrounding districts alone, however. Throughout the early sixteenth century, he made several incursions northward into his ancestral lands but never was able to hold them for long. Discouraged, by 1521, he had set his sights on lands further to the south instead: Hindustan (India), which was under the rule of the Delhi Sultanate and Sultan Ibrahim Lodi. The Lodi dynasty was actually the fifth and final of the Delhi Sultanates ruling families during the late medieval period. The Lodi family were ethnic Pashtuns who took control over a large section of northern India in 1451, reunifying the area after Timurs devastating invasion in 1398. Ibrahim Lodi was a weak and tyrannical ruler, disliked by the nobility and commoners alike. In fact, the noble families of the Delhi Sultanate despised him to such a degree that they actually invited Babur to invade! The Lodi ruler would have trouble preventing his troops from defecting to Baburs side during the fighting, as well. Battle Forces and Tactics Baburs Mughal forces consisted of between 13,000 and 15,000 men, mostly horse cavalry. His secret weapon was 20 to 24 pieces of field artillery, a relatively recent innovation in warfare. Arrayed against the Mughals were Ibrahim Lodis 30,000 to 40,000 soldiers, plus tens of thousands of camp followers. Lodis primary weapon of shock and awe was his troop of war elephants, numbering anywhere from 100 to 1,000 trained and battle-hardened pachyderms, according to different sources. Ibrahim Lodi was no tactician; his army simply marched out in a disorganized block, relying on sheer numbers and the aforementioned elephants to overwhelm the enemy. Babur, however, employed two tactics unfamiliar to Lodi, which turned the tide of the battle. The first was tulughma, dividing a smaller force into forward left, rear left, forward right, rear right, and center divisions. The highly mobile right and left divisions peeled out and surrounded the larger enemy force, driving them towards the center. At the center, Babur arrayed his cannons. The second tactical innovation was Baburs use of carts, called araba. His artillery forces were shielded behind a row of carts which were tied together with leather ropes, to prevent the enemy from getting between them and attacking the artillerymen. This tactic was borrowed from the Ottoman Turks. The Battle of Panipat After conquering the Punjab region (which today is divided between northern India and Pakistan), Babur drove on toward Delhi. Early on the morning of April 21, 1526, his army met the Delhi sultans at Panipat, now in Haryana State, about 90 kilometers north of Delhi. Using his tulughma formation, Babur trapped the Lodi army in a pincer motion. He then used his cannons to great effect; the Delhi war elephants had never heard such a loud and terrible noise, and the spooked animals turned around and ran through their own lines, crushing Lodis soldiers as they ran. Despite these advantages, the battle was a close contest given the Delhi Sultanates overwhelming numerical superiority. As the bloody encounter dragged on toward midday, however, more and more of Lodis soldiers defected to Baburs side. Finally, the tyrannical sultan of Delhi was abandoned by his surviving officers  and left to die on the battlefield from his wounds. The Mughal upstart from Kabul had prevailed. The Aftermath of the Battle According to the Baburnama, Emperor Baburs autobiography, the Mughals killed 15,000 to 16,000 of the Delhi soldiers. Other local accounts put the total losses at closer to 40,000 or 50,000. Of Baburs own troops, some 4,000 were killed in the battle. There is no record of the elephants fate. The First Battle of Panipat is a crucial turning point in the history of India. Although it would take time for Babur and his successors to consolidate control over the country, the defeat of the Delhi Sultanate was a major step towards the establishment of the Mughal Empire, which would rule India until it was defeated in turn by the British Raj in 1868. The Mughal path to the empire was not smooth. Indeed, Baburs son Humayan lost the entire kingdom during his reign  but was able to regain some territory before his death. The empire was truly solidified by Baburs grandson, Akbar the Great; later successors included the ruthless Aurangzeb and Shah Jahan, the creator of the Taj Mahal. Sources Babur, Emperor of Hindustan, trans. Wheeler M. Thackston. The Baburnama: Memoirs of Babur, Prince, and Emperor, New York: Random House, 2002.Davis, Paul K. 100 Decisive Battles: From Ancient Times to the Present, Oxford: Oxford University Press, 1999.Roy, Kaushik. Indias Historic Battles: From Alexander the Great to Kargil, Hyderabad: Orient Black Swan Publishing, 2004.

Does the rotation of auditors improve the quality of auditing Essay - 3

Does the rotation of auditors improve the quality of auditing - Essay Example ntial advantages of MAR fail to outweigh costs incurred and other associated risks. 3 In this context, the essay will review the available literature that analyses whether rotation of auditors improve quality of auditing. It will use deductive reasoning to derive that while there are not much empirical data that prove MAR significantly improves audit quality, at the same time, there is not much conclusive evidence that shows MAR has an adverse effect on audit quality, thus keeping the debate open. Discussion Audit, audit quality and auditor rotation In the UK, it is mandatory for all public sector organisations and large business firms to produce an annual, audited financial report. In this context, the term auditing refers to â€Å"a systematic process of objectively gathering and evaluating evidence relating to assertions about economic actions and events in which the individual or organisation making the assertions has been engaged, to ascertain the degrees of correspondence betw een these assertions and established criteria.†4 The Public Company Accounting Oversight Board (PCAOB) had recently published a report asking for public suggestions on the improvement of audit quality and auditor independence, wherein auditor rotation was taken into consideration.5 There are varying opinions on the effects of auditor rotation, and researches have revealed that existing literature fails to derive conclusively on the effects of audit rotation, hence researchers must be careful when analysing audit rotation reports from the past.6 Supporters for auditor rotation claimed that a long-term relationship between an auditor and a company develops a feeling of dependency that in turn diminishes audit quality.7 However, those against auditor rotation claimed that auditor rotation is an expensive process and the costs far exceed any derived advantages.8 Furthermore, they also claimed that auditor rotation is a hurdle, in regard developing a relationship between the firmâ €™s managers and auditors based on confidence and trust, and social exposures between the two often lead to improved audit quality, without hampering auditor independence.9 The theoretical debate on the issue of auditor rotation is based on how one views the auditor. If the auditor is seen as a medium for wealth optimisation, there are various theories that support the concept that there is an improvement of audit quality due to rotation.10 However, if one viewed the auditor as an agent for the principals, rotation is deemed disadvantageous, and a long-term relationship would allow the auditor to get a better understanding of the principals’ objectives, thus making him/her a better auditor.11 The term ‘audit quality’ denotes the probability that an auditor will find shortcomings within a firm’s accounting system (competence), and will report on them (independence).12

Accommodation and outcomes for the special children Essay

Accommodation and outcomes for the special children - Essay Example Designing an activity for preschoolers aged three to four years old is a good way to make use of their motor skills, while at the same time, a means for them to be able to create patterns that they are starting to see in their surroundings, whether observed on their own or intentionally taught by teachers and caregivers An activity that combines finger painting and hand sculpting using a variety of materials that will allow them to choose on their own their choice of materials in creating shapes, figures or even imitate letters of the alphabet -- combines play, creativity and learning. Preschoolers as such are more concerned with the novelty of the activity itself, rather than what they produce. For the teachers and caregivers, it will serve as an activity that will allow them to see the individual interests and capabilities of the children.The setting for such an activity where typically developing children and children with special needs both participate in may be in that part of t he classroom that serves as an art corner surrounded by illustrated materials and special toys of varied shapes and sizes that lend them to handheld explorations. Since a classroom set-up with children with special needs are present, the size of the classroom participants have to be small enough that will enable the teacher to attend to every child, typically developing and those with special needs alike.... The expected outcome for the above activity for those who are typically developing would be that at the end of the activity they would gain confidence in their ability to recreate the shapes and forms that they see in their environment and those that are taught them. Another outcome would be that they would progress from just drawing with no shapes or patterns to a stage where there can portray discernible patters, even relationships among the things that they see and observe. If the activities preceding this activity allowed for the familiarization of the alphabet and the numbers from one to ten through visualization and phonetics, typically developing children may start to write some letters of the alphabet and a few numbers. Another expected outcome since the activity joins typically developing children and those with special needs is that typically developing children would be more open-minded to the fact that other children who are not like them have their own typical or unique ways of doing things. Accommodation and outcomes for the special children: While special children or those with disability have their own pace and their own unique ways of doing things and learning, they could benefit from being with their typically developing peers by making them aware of their own capabilities which are may be different but the similar in terms of aspirations. Accommodations need to be made to enable those who have learning disabilities to be not unduly disadvantaged. At the same time, accommodations are focused to using the IEP whereby each child's individual strength and relative capability are put to use. Jonathan Carter, 3 years old and with Down's Syndrome may benefit from finger painting and hand sculpting activity by allowing his social skills to

Psychology Revision Notes Essay Example for Free

Psychology Revision Notes Essay Participants were divided into four groups which were acoustically similar, acoustically dissimilar, semantically similar and semantically dissimilar. Participants were presented with the list a total of 4 times and each time was interrupted to try to prevent rehearsing. They were then presented with a 20-minute interval task and afterwards were asked to recall their list. Semantically dissimilar words were recalled the most telling us that encoding in LTM is semantic. Summary of study on capacity of STM and LTM  Summary of study on duration of STM  Peterson Peterson-  Showed PPs a list of nonsense trigrams and asked them to count back from 400 in 3 second intervals for a duration ranging from 3 to 18 seconds. Found that duration of STM was 18-30 seconds maximum.  Summary of study on duration of LTM  Bahrick-  400 participants aged between 17 and 74 were tested using different methods including free-recall tests, photo-recognition test, name recognition tests and photo-name matching test. PPs performed less well on free recall tests (30% after 48 years) but were much better in the photo-name test (90% after 60 years). Models of memory  Description of the multi-store model of memory, plus evaluation inc. research  Atkinson Shiffrin-  Multi-Store Model which consists of three parts sensory, short term and long term stores. Rehearsal is required in order for information to move across stores and retrieval is needed to access the information. If information is not rehearsed it will decay.  Description of the working memory model, plus evaluation inc. research Baddeley Hitch-  Working Memory Model which consists of three parts central executive, phonological loop (store and articulatory control system) and the central executive. Memory in the real world  Knowledge of what Eye Witness Testimony (EWT) is-  The evidence provided in court by a person who witnessed a crime, with a view to identifying the perpetrator of the crime. The accuracy of eyewitness recall may be affected during initial encoding, subsequent storage and eventual retrieval.  Loftus Palmers (1974) study on EWT-  Reconstruction of an Automobile Disaster. 9 student PPs per 5 conditions (bumped, contacted, hit, smashed and collided). All watched a video then asked to estimate speed. Smashed the highest (40.8mph) and contacted the lowest (31.8mph). PPs in second part of experiment then asked a leading question about broken glass. 16/50 of the smashed condition PPs said yes in comparison to 7/50 in the hit condition. Knowledge of the factors which affect the accuracy of EWT  anxiety-  Christianson and Hubinette (1993)  Anxiety and EWT real incidents involving high levels of stress lead to more accurate, detailed and long lasting memories.  Deffenbucher (2004)  Carried out a meta-analysis of 18 studies, looking at the effects if heightened anxiety on accuracy of EWR. It was clear that there was considerable support for the hypothesis that high levels of stress negatively impacted on the accuracy of EWM. Age-  Parker and Carranza (1989)  Compared the ability of primary school children and college students to correctly identify a target individual following a slide sequence of a mock crime. In the photo identification task, child witnesses has higher rate of choosing somebody than adults witnesses, although they were also more likely to make errors of identification than college students.  Weapon focus effect-  Loftus(1987)  In violent crimes, arousal may focus attention on central details e.g. a weapon. Loftus et al identified weapons focus effect. 2 conditions, one involving weapon the other not. Condition 1 (less violent) people was 49% accurate in identifying man. Condition 2 (more violent) people were 33% accurate. Suggests weapon may have distracted them.

Essay on War -- Politics Conflict Battle War

Essay on war War has been a part of human culture since it's birth. It has led to a great many massacres and has shown us the evil that exists within the souls of humanity. Some have even gone as far as saying that war is human nature. To better understand the reasons behind war and how it affects others, I've examined several different societies and cultures so as to better understand the necessity of war and see the cause of their external war attitude. To do so, different variables from two topics (military institutions and external war attitude) were matched up and crossed so as to look into the answers to these questions. The variables were then calculated and through these graphs, I was able to find different societies in which these variables applied to. The different variables that I looked into were that of hostility toward other societies, acceptability of violence toward people in other societies, decision to engage in war, leadership during battle, and the value of war: violence again st non-members or groups. It is through looking into these variables that I'd like to test my hypothesis on how a countries holdings and military prowess causes more of an aggressive external war attitude towards surrounding countries and societies. With this in mind, I'd also like to look further into each culture to see if the greatness of being a warrior increases the aggression on the outside peoples. Through my research of the various variables, I came across several different societies that scored highly on my variable chart. To further test my hypothesis, I've taken these various variables and researched them through different societies to either prove or disprove m hypothesis. Somalis My research begins with the Somalis. Th... ...es external war attitude. I was also incorrect in that I forgot to include within my hypothesis that the leaders outlook of the situation and how the expansion of their military and their holdings would also bring about a different outtake on how their war attitude would be. So in conclusion, these societies have shown me that the main reason for these societies going into war was their hope of gaining prestige, wealth, and a greater territory. It's something that is not much different than now. After all, it's human nature. Works Cited Keen, Benjamin "The Aztec Image in Western Thought" Rutgers University 1971 Tooker, Elisabeth "The Huron" 1965 Buck, Peter "The Coming of the Maori" 1962 Muir, Lucy Philip "An African People in the 20th Century" 1934 Baxter P.T.W.& A.Butt "Azande and Related Peoples of the Anglo-Egyptian Sudan and the Belgian Congo"(1953)

Staple Remover Components

Components and the Materials of Parts: The formation of the staple remover is based on performance and durability without extra useless parts. The materials that form the tool are managed properly to minimize total costs while maximizing the production rates. There are four main parts: wedges, spring, handle and pin axle. The Wedges of Staple Remover The staple remover is comprised of two wedges on shaft. These engaged wedges are usually made from chrome-plated steel, because it is not only harder than the material of the staple, but also tough enough to resist the force applied to extract it.Although the chrome-plated steel using provides these benefits, it shows mild rust-resistance in very moist environments. However, this disadvantage of the material can be ignored, because the staple remover is produced to be used in offices generally. The expander spring is another important part that brings these wedges back to its original opened state. Also, it is usually made from chrome-pl ated steel like the wedges to prevent any possible failures through metal fatigue in continued use.The handles/grips of the staple remover are important for the usage, but it does not have any functional roles for the aim of the device. The grips provide easy use for users, because people do not have to hold cold and tough metal surface. Grips are largely made from plastic materials which are the most proper choose with its cheapness and formability. The pin axle is a cylindrical cross member which gives the wedges ability to rotate. It is made of stainless steel, which have high rust-resistance in places that have been worn by contact with other metals.

A Whole New Mind – Essay

A Whole New Mind Almarene Lowndes EDL 546 – Summer 2012 May 31, 2012 A whole new mind is a must read for ALL teachers, administrators, and other stakeholders. This book has inspired me to seriously think about my own teaching practices as I strive to prepare my students and I for professional success. After reflecting on the concepts in Daniel Pinks’ book I have asked myself if my school District and I are effectively preparing my students for the future?With budget cuts, high stakes testing, and pressure to raise student test scores have we failed to foster activities that enable students to utilize their brains right hemisphere ultimately, leaving them unequipped for our future? We have reduced the amount of time elementary students spend in Art, Music, and PE. In my own Kindergarten classroom I often struggle with allowing my students to build their creativity because of the pressure of time constraints and adhering to learning schedules/pacing guides.In the introduc tion, Pink gives background knowledge on the functions of the left and right hemispheres of the brain and clears up misconceptions that many people hold. Pink tells us that the left and right hemispheres of the brain work together. However, the left hemisphere is sequential which gives it the capability to analyze details and the right hemisphere is simultaneous which aids in synthesizing the bigger picture. This information can easily be related to teaching. When teaching my kindergarten students concepts of print, phonemic awareness, and phonics I am tapping into my students left hemisphere.For example, teaching my kindergarteners that we read from left to right, learning the alphabet, and decoding are activities that utilize their left hemisphere. The use of lower to higher level questioning requires students to utilize their left and right hemisphere as well. For example, after reading a story to my class, we discuss and answer questions about the texts we have read. When I ask my students to recall information from a story the left hemisphere is more active. However, when I ask my students higher-level questions that require them to think beyond the story their brains are eliciting help form the right hemisphere.Examples, of these types of questions are: how do you think the character feels, what is the most important part of the story, and what personal connections can you make to the story? Even things such as speech, fluency, and cadence of a story require students to utilize their brains right hemisphere. In a cleverly titled section called: Fear and Loathing in My Amygdales n Pink describes, â€Å"the two almond-shaped structures that serve as the brain’s Homeland Security. † They are called amygdalas. The function of these structures is to process emotions particularly fear.He explained that the left hemisphere is more active in processing this information. I found it interesting when he stated that the right amygdala is stimulated whe n processing faces. It is able to analyze the parts of a face as a whole to come to a conclusion about how one feels. Pink mentioned that this idea transcends to any culture. As an ESOL (English for Speakers of Other Languages) certified teacher, I most often receive students who do not speak the English language. One strategy that I use is facial expressions to convey meaning which I now know requires support from our brains right hemisphere.According to Pink our culture has always held L-Directed Thinkers such as lawyers and engineers in high esteem. He points out that now value is being placed on the R-Directed Thinkers such as artist, counselors, and inventors. While I would argue, that both types are thinkers are needed. In my own classroom I would like to make a conscious effort to foster both types of thinkers so that my students can successfully integrate both ways of thinking into their lives. According to Pink teachers live R-Directed lives. However, in my organization I f eel our way of thinking is not supported in the way that the school system is currently structured.There are some key points that I feel our school system should adopt. Furthermore, these same themes can be used in my own classroom to produce learners who are L and R- Directed Thinkers. The themes that resonate with me the most are: Symphony, Empathy, Play, and Meaning. â€Å"Symphony†¦ is the ability to put together the pieces. It is the capacity to synthesize rather than to analyze; to see relationships between seemingly unrelated fields; to detect broad patterns rather than to deliver specific answers; and to invent something new by combining elements nobody else thought to pair. Empathy is defined as putting yourself in someone else’s shoes. Play is the idea that work is not just about being serious it is about play as well. Meaning focuses on seeking purpose and the greater good. I would like to think of myself as a sympathetic teacher like Mr. Bomeisler. I am very encouraging as I touch every child while I am working. In my own classroom I strive to help my students reach the highest level of learning, which is synthesizing. Conversely, I have fallen short because while I help my students see relationships between related fields, I need to strive to help them see the relationships between unrelated fields.In many ways I have missed those opportunities to help my students develop their powers of Symphony through simple tasks like drawing, listening to classical music, and celebrating amateurness. I feel that many K-12 teachers struggle with this in their teaching. An example of this is in team teaching. In team teaching a group of teachers, working together, plan, conduct, and evaluate the learning activities for the same group of students. In practice, team teaching has many different formats but in general it is a means of organizing staff into groups to enhance teaching.Teams generally comprise staff members who may represent different are as of subject expertise but who share the same group of students and a common planning period to prepare for the teaching. To facilitate this process a common teaching space is desirable. Team teachers and teachers alike must begin to see the connections between subject areas themselves in order to help students to achieve this. Most often you will hear someone who teaches Science say, â€Å"I do not teach Reading. † This as you may of guessed is untrue since teaching Science is teaching the components of nonfiction text.I also feel, that most schools don’t allow teachers the opportunities to plan together and discuss the relationships between their fields. Many administrators are not empathetic to the idea that if we really want students to be successful they must allow us the time to engage in conversations and planning with each other. Most often team teachers as is the case at my school do not even have the same planning time. We can improve this at my school by al lowing time for us to plan together not only as teammates but as grade levels. In our mailroom it would be cool if we had an inspiration board.This simple idea will help us to expand our minds. Lastly, I suggest that we read and discuss books as grade levels such as: Dialogue, Metaphors We Live By, and No Waste. We always are given professional development books to read when we are given the time to get together. How powerful would it be for the R-Direct Thinkers in my organizations if we were allowed the opportunity to read and discuss these books? You would think that in my organization everyone is empathetic and in turn teaches students to empathize with one another.I am very empathetic and must say that I do wonderful job of guiding my students as they develop relationships with one another. I model this as I develop relationships with not only my students but my parents as well. On the other hand it saddens me to say that every teacher is not empathetic. My mom always told me t hat, â€Å"students don’t learn until they learn that you care. † When you build valuable relationships with students and parents it increases students achievement. In my school environment I feel that we should start with being empathetic with each other.Very few principles show empathy for their employees, which make it hard to foster caring relationships with colleagues at work. Recently, school climates have shifted from working together to competing against each other. As odd as it may sound I would argue that many teachers do not even trust each other. For example, First grade teachers do not trust that Kindergarten teachers have effectively taught their students. Second grade teachers do not trust that First grade teachers have done their jobs. This trend goes from grade to grade.As a result, teachers spend valuable instructional time re teaching information to students. Instructional time should be fun to students. At times I often forget this simple concept. A s a teacher I have found it my personal goal to find creative ways to put the fun back into teaching and learning. On my quest to fulfill this goal there are several suggestions from Pink that I will use to do this. One thing that my group members at JU and I are studying is how can we use gaming to increase students’ achievement? According to Pink, gaming plays a significant role in learning.James Paul Gee argues that games can be the ultimate learning machine. I might also add that games are fun and engaging for students. Next year, I plan to bring my Wii to school and allow students to play games such as Reading Rabbit and Sesame Street in my classroom. Another way that my organization and I can foster the idea of play is being humorous with our students and us. The pressures of high stakes testing, time management, and top bottom pressure exerted on teachers have caused us to become less and less humorous and joyful.There are things that we can do to bring humor and joy i nto teaching. Some immediate ideas that come to mind are simply playing with our students. It is so fun to play on the playground with my students. Not only does this bring me joy but also it brings my students an equal amount of joy and humor in watching me do things that are out of the box for adults. Not only should we play with kids but we should also play with each other. I remember one year some colleagues and I decided to form a kickball team to play on this kickball league one of us had heard about.Not only did allow me to forget about the pressures of teaching it allowed us to empathize with each other through the simple act of playing. Which in turn made us more pleasant at work. Another idea that the educational organization should adopt is getting our â€Å"game on. † Not only should we utilize gaming in the classroom we should participate in gaming ourselves. Lastly, I feel that administrators and facilitators should start meetings by dissecting jokes. This is so mething that I can immediately implement when I facilitate myself.I can also do this with my kindergarteners by using simple jokes starting with knock-knock jokes. Developing happiness through play can add meaning to not only learning but our jobs as well. It is said, that we â€Å"are born for meaning† and live for self-expression and an opportunity to share that which we feel is important. I believe that at some point in time every teacher is passionate about his or her job and are often looking for the opportunity to share his or her expertise. Somehow this passion fades as we stop looking inside ourselves to make meaning out of our jobs.Something that my grade level has done to build meaning is utilizing teardrops. Every teacher on my grade level purchased a small pail to place teardrops in. Each of us was given paper made teardrops that we use to show our gratitude for things that we have done, or modeled, or shared with one another. For example, I was once given a teard rop for staying late to help the people who were new to my grade level fill out student snapshots after I was already done. I gave a tear to another teacher for allowing me the gift of observing her teach a lesson to her students on connections.In my opinion this simple act can add a sense of purpose to our job. This can be implemented on all grade levels and adapted to our students. Pink states that Right-Brainers will rule the future. As teachers we can equip our students for this new era. Administrators can help R-Directed thinkers such as ourselves by creating an environment that is conducive to the way that we think. By implementing simple strategies suggested in A Whole New Mind we can once again find joy in teaching as we strive to increase student achievement.There are many pearls that I have taken from this book. One of the pearls I have taken from this book is that the simple act of empathizing can help to increase student achievement. Another is the idea that play is esse ntial to my classroom and environment as it brings happiness and joy. Also, it is important to look at things from the bigger picture and lastly, seeking purpose and the greater good seems to define us uniquely as humans. Reference: Pink, D. (2005). A Whole New Mind. New York: The Penguin Group.

The Boston Tea Party essays

The Boston Tea Party essays The era of the American Revolution was marked by a series of violent outbreaks in town and countryside. A sequence of urban violence runs from the Stamp Act riots in 1765 through the Sons of Liberty violence, the Boston Massacre, the burning of the Gaspee , and the Boston Tea Party to the incident that triggered the Revolutionary Warthe fighting at Lexington and Concord. Behind the violence in Boston was the city's remarkable patriot infrastructure of the 1760s and 1770s, headed by James Otis, Samuel Adams, and their colleagues. The infrastructure grew out of the convergence of a historical tradition with a contemporary situation. The historical tradition was the CookeCaucus heritage of popular politics in Boston, and the contemporary situation was the diversity and complexity of Boston's social, economic, and political life in the 1760s, which formed a fertile seedbed for the growth of the anti-British movement. In 1773 the East India Company was on the verge of financial collapse. Since the seventeenth century the company had traded in India as its private corporate enterprise. Many company officials had become rich through bribery and special privileges, but the company itself had suffered. One of its few remaining assets, seventeen million pounds of tea held in its London warehouses, remained unsold because of the American boycott, and also because heavy taxes made it too expensive in Britain itself. Why not, Lord North asked, drastically reduce the English tax? With only three pence per pound to be paid on arrival in America, the tea would become so cheap that it would undersell smuggled Dutch tea. The tea would sell widely and the East India Company would be saved from ruin and the government would at last raise some much-needed revenue from the troublesome mainland colonies. This plan received legislative form in the Tea Act of 1773. What North did not foresee was that Americans would perceive this scheme as an insulting b...

How to Write a Classification Essay †The Quick and Easy Way by BestEssay.education

How to Write a Classification Essay – The Quick and Easy Way Writing  a Classification Essay Did you watch Sesame Street as a child? If you did, you probably remember the refrain, â€Å"One of these things is not like the other...', often sung by a memorable character like Susan or Luis. The activity accompanying that song was to look at four objects, and then identify which three belonged together. The fourth object was then the one that didn't belong. This may seem like a simple task now, but you were learning the very skills then that you will need to write a division and classification essay today. Later on, in school, you probably expanded on this skill. For example, you may have learned to classify musical instruments by category (brass, percussion, string, woodwind), events according to historical period (Middle ages, Great Depression, Baby Boom, Industrial Revolution), or even types of art (impressionist, modern, arts and crafts, etc.). What is a Classification Essay A classification essay is paper in which you identify a subject and create different categories within that subject that you can use for the purposes of classification. Then, you write about who or what would be placed into each classification, and why. For example, if your subject was pies, you might choose the categories: savory, fruit based, custard based, cream based, and chess based. In your essay, you would identify these categories, explain why you have selected these categories, and then you would write about which pies fit into the various categories. Remember that as you are writing a classification essay, you job isn't just to identify the categories and what goes in those categories, it is also to justify why you have made that selection. Why, for example, would strawberry cream pie be classified as a cream based pie and not a fruit pie? Choose an Interesting and Familiar Subject If you want the essay writing process to go quickly, pick a subject that you can quickly divide into categories. Then, once you have your categories down, you can pick the elements you wish to write about and how you want those elements classified based on the categories that you have established. Unless the subject matter covered in the class demands it, there is no need to pursue a topic that is particularly intense. Write an Intro Paragraph that Demonstrates the Subject and Categories By the end of the first paragraph, your reader should know how you have divided your subject into categories, and why. This way, when you begin writing your body paragraphs, you can simply go through each item and discuss where you are classifying it and what caused you to make that decision. Try Some Mind Mapping Rather than using typical note taking methods, try using mind mapping or other methods to do your classifying. The visual style of this can make it easier for you to remember what you classified where, and why. Then, when the time comes to write your essay, you can just translate the images that you have created into sentences and paragraphs.

Is Employer of Choice brand is self-applied Essay

Is Employer of Choice brand is self-applied - Essay Example Organizations should consider the hiring process as the first hurdle. The greatest challenge that awaits every employer is to retain employees. This way an organization will be able to hire smart, and retain the best (Leary-Joyce, 2004). There are several steps which can be put in place by an employer in order to become an employer of choice. Every employee wants to be in an environment that is conducive where rules are well defined. Hence, an employer has to create and maintain a policy structure which is comprehensive by investing time and resources. Clear policies that helps in defining employees conduct, entitlement and obligations is desirable as compared to a situation where decisions affecting employees are made in an unplanned way. Employers of choice need to follow their own rules, most employees prefer an employer, who observes rules in a consistent manner, and makes decisions in an unbiased and principled way. Valuable employees can leave an organization due to decisions t hat are considered to be inconsistent and when they perceive their employer to be unfair. Secondly, an employer of choice has to have trust on the employees. For one to be an employer of choice, one has to portray trust and faith among the employees.

Food Handling and Unethical Business Practices Coursework

Food Handling and Unethical Business Practices - Coursework Example Inspection is, therefore, from time to time to ensure adherence to the food handling regulations by the EHPs. Inspection ought to be conducted to ensure that there are no contraventions of the Food Safety Act 1990, as well as the Food Safety Regulations. Another goal of carrying out inspection is to advise food handlers on how contraventions can be corrected. Furthermore, inspection ensures identification of potential risks, an indication of the action that is needed in the event of serious risks. In addition, inspection seeks to issue the enforcement notice of the food regulations (Lund & Hunter 2008: 329). EHPs mainly do investigations so as to make decisions on what actions to take on business operators in the food industry who contravene the set regulations. For instance, if the action is to issue a notice, they must decide what should be included in the notice specification. The EHPs are given a lot of investigative powers, which fall under a broad range of statutory provisions. An excellent example is the Health and Safety at Work, under section 20, relating to powers of inspectors (Stephen 2013: 280). An EHP inspector possesses the power to enter any premises at any time to carry out the relevant statutory provisions. The officer may as well take a police officer with him where he fears obstructions. The EHP also has powers to take any equipment from the visited premises in line with carrying out the statutory provisions. The EHP has the power to take photographs and measurements while on a mission. The EHP also has powers to question any person believed to give relevant information regarding the investigations (Stephen 2013: 281). In carrying out the inspection process, the EHPs are concerned about the temperature control, to ascertain whether the food is left at the right temperature. The inspector also ensures that the food handling facility has enough refrigerators and deep freezers, all set at the correct temperature.  

Discuss the positive and negative aspects of an ageing population,with Essay

Discuss the positive and negative aspects of an ageing population,with particular reference to your country - Essay Example Saudi Arabia is undoubtedly the largest oil producer in the world and the biggest company in the Middle East. It performs fairly well in other economic areas; for instance, its tourism sector flourishes with millions of tourists flocking some of its resorts for vacation and water sports especially due to the clear waters of the red sea. Their real Estate and construction sector is attractive as renting is becoming fairly rampant; the country owns gold mines in the South along the red sea and Bauxite and Phosphate in the North (Oxford Business Group 170). All the same its government’s major priority is to diversify its economy as it is currently heavily dependent on oil and gas. An ageing population consists of those 60 years and above.The huge gap between supply and demand initially in Saudi Arabia could be explained by the high population growth that took place in the country; in fact, it was at the time ranked to have a 46% higher birth rate than the world’s usual average population growth. This high population in Saudi Arabia was represented by an extremely young population; it is estimated that 70 % of its population were less than 30 years with 45% of this given bracket being under 15 years (Oxford Business Group 138). This translated into around 30% of the older population quite a small number; Initially between 2000 and 2005 the ageing population of 60 years and above declined in most Arab countries, Saudi Arabia Included; due to the high birth rate. However, recently there was a huge shift in events when in Saudi Arabia and other oil exporting countries such as United Arab Emirates such that the fertility and birth rate greatly declined resulting in an increase in the number of the ageing population (Gopal and Tikhvinsky 104).it is now estimated that by 2045, 15 % of the population will be aged as from 60 years and above due to the decline

Understanding The Objectives Of Trade Unions

Understanding The Objectives Of Trade Unions Trade unions represent individual workers when they have a problem at work. If an employee feels he is being unfairly treated, he can ask the union representative to help sort out the difficulty with the manager or employer. Unions also offer their members legal representation. Normally this is to help people get financial compensation for work-related injuries or to assist people who have to take their employer to court. Negotiation is where union representatives, discuss with management, the issues which affect people working in an organization. There may be a difference of opinion between management and union members. Trade unions negotiate with the employers to find out a solution to these differences. Pay, working hours, holidays and changes to working practices are the sorts of issues that are negotiated. In many workplaces there is a formal agreement between the union and the company which states that the union has the right to negotiate with the employer. In these organizations, unions are said to be recognized for collective bargaining purposes. Voice in decisions affecting workers The economic security of employees is determined not only by the level of wages and duration of their employment, but also by the managements personal policies which include selection of employees for lay offs, retrenchment, promotion and transfer. These policies directly affect workers. The evaluation criteria for such decisions may not be fair. So, the intervention of unions in such decision making is a way through which workers can have their say in the decision making to safeguard their interests. Member services During the last few years, trade unions have increased the range of services they offer their members. These include: Education and training Most unions run training courses for their members on employment rights, health and safety and other issues. Some unions also help members who have left school with little education by offering courses on basic skills and courses leading to professional qualifications. Legal assistance As well as offering legal advice on employment issues, some unions give help with personal matters, like housing, wills and debt. Financial discounts People can get discounts on mortgages, insurance and loans from unions. Welfare benefits One of the earliest functions of trade unions was to look after members who hit hard times. Some of the older unions offer financial help to their members when they are sick or unemployed. 3.2 Functions of Trade Unions Trade unions perform a number of functions in order to achieve the objectives. These functions can be broadly classified into three categories: (i) Â  Militant functions, (ii) Fraternal functions 3.2.1 Militant Functions One set of activities performed by trade unions leads to the betterment of the position of their members in relation to their employment. The aim of such activities is to ensure adequate wages secure better conditions of work and employment and get better treatment from employers, etc. When the unions fail to accomplish these aims by the method of collective bargaining and negotiations, they adopt an approach and put up a fight with the management in the form of go-slow tactics, strike, boycott, gherao, etc. Hence, these functions of the trade unions are known as militant or fighting functions. Thus, the militant functions of trade unions can be summed up as: To achieve higher wages and better working conditions To raise the status of workers as a part of industry To protect labors against victimization and injustice 3.2.2 Fraternal Functions another set of activities performed by trade unions aims at rendering help to its members in times of need, and improving their efficiency. Trade unions try to foster a spirit of cooperation and promote friendly relations and diffuse education and culture among their members. They take up welfare measures for improving the morale of workers and generate self confidence among them. They also arrange for legal assistance to its members, if necessary. Besides, these, they undertake many welfare measures for their members, e.g., school for the education of children, library, reading-rooms, in-door and out-door games, and other recreational facilities. Some trade unions even undertake publication of some magazine or journal. These activities, which may be called fraternal functions, depend on the availability of funds, which the unions raise by subscription from members and donations from outsiders, and also on their competent and enlightened leadership. Thus, the fraternal functions of t rade unions can be summed up as: To take up welfare measures for improving the morale of workers To generate self confidence among workers To encourage sincerity and discipline among workers To provide opportunities for promotion and growth To protect women workers against discrimination 3.3 Importance of Trade Unions The existence of a strong and recognized trade union is a pre-requisite to industrial peace. Decisions taken through the process of collective bargaining and negotiations between employer and unions are more influential. Trade unions play an important role and are helpful in effective communication between the workers and the management. They provide the advice and support to ensure that the differences of opinion do not turn into major conflicts. The central function of a trade union is to represent people at work. But they also have a wider role in protecting their interests. They also play an important educational role, organizing courses for their members on a wide range of matters. Seeking a healthy and safe working environment is also prominent feature of union activity. Trade unions help in accelerated pace of economic development in many ways as follows: By helping in the recruitment and selection of workers. By inculcating discipline among the workforce. By enabling settlement of industrial disputes in a rational manner. By helping social adjustments. Workers have to adjust themselves to the new working conditions, the new rules and policies. Workers coming from different backgrounds may become disorganized, unsatisfied and frustrated. Unions help them in such adjustment. Trade unions are a part of society and as such, have to take into consideration the national integration as well. Some important social responsibilities of trade unions include: promoting and maintaining national integration by reducing the number of industrial disputes incorporating a sense of corporate social responsibility in workers achieving industrial peace 3.4 Reasons for Joining Trade Unions The important forces that make the employees join a union are as follows: 1. Greater Bargaining Power The individual employee possesses very little bargaining power as compared to that of his employer. If he is not satisfied with the wage and other conditions of employment, he can leave the job. It is not practicable to continually resign from one job after another when he is dissatisfied. This imposes a great financial and emotional burden upon the worker. The better course for him is to join a union that can take concerted action against the employer. The threat or actuality of a strike by a union is a powerful tool that often causes the employer to accept the demands of the workers for better conditions of employment. 2. Minimize Discrimination the decisions regarding pay, work, transfer, promotion, etc. are highly subjective in nature. The personal relationships existing between the supervisor and each of his subordinates may influence the management. Thus, there are chances of favoritisms and discriminations. A trade union can compel the management to formulate personnel policies that press for equality of treatment to the workers. All the labor decisions of the management are under close scrutiny of the labor union. This has the effect of minimizing favoritism and discrimination. 3. Sense of Security The employees may join the unions because of their belief that it is an effective way to secure adequate protection from various types of hazards and income insecurity such as accident, injury, illness, unemployment, etc. The trade union secure retirement benefits of the workers and compel the management to invest in welfare services for the benefit of the workers. 4. Sense of Participation the employees can participate in management of matters affecting their interests only if they join trade unions. They can influence the decisions that are taken as a result of collective bargaining between the union and the management. 5. Sense of Belongingness Many employees join a union because their co-workers are the members of the union. At times, an employee joins a union under group pressure; if he does not, he often has a very difficult time at work. On the other hand, those who are members of a union feel that they gain respect in the eyes of their fellow workers. They can also discuss their problem with the trade union leaders. 6. Platform for self expression the desire for self-expression is a fundamental human drive for most people. All of us wish to share our feelings, ideas and opinions with others. Similarly the workers also want the management to listen to them. A trade union provides such a forum where the feelings, ideas and opinions of the workers could be discussed. It can also transmit the feelings, ideas, opinions and complaints of the workers to the management. The collective voice of the workers is heard by the management and give due consideration while taking policy decisions by the management. 7. Betterment of relationships another reason for employees joining unions is that employees feel that unions can fulfill the important need for adequate machinery for proper maintenance of employer-employee relations. Unions help in betterment of relations among management and workers by solving the problems peacefully. 3.5 Trade Unionism in India The trade unionism in India developed quite slowly as compared to the western nations. Indian trade union movement can be divided into three phases. The first phase (1850 to1900) During this phase the inception of trade unions took place. During this period, the working and living conditions of the labor were poor and their working hours were long. Capitalists were only interested in their productivity and profitability. In addition, the wages were also low and general economic conditions were poor in industries. In order to regulate the working hours and other service conditions of the Indian textile laborers, the Indian Factories Act was enacted in 1881. As a result, employment of child labor was prohibited. The growth of trade union movement was slow in this phase and later on the Indian Factory Act of 1881 was amended in 1891. Many strikes took place in the two decades following 1880 in all industrial cities. These strikes taught workers to understand the power of united action even though there was no union in real terms. Small associations like Bombay Mill-Hands Association came up by this time. The second phase (1900 to 1946) This phase was characterized by the development of organized trade unions and political movements of the working class. Between 1918 and 1923, many unions came into existence in the country. At Ahmedabad, under the guidance of Mahatma Gandhi, occupational unions like spinners unions and weavers unions were formed. A strike was launched by these unions under the leadership of Mahatma Gandhi who turned it into a satyagrah. These unions federated into industrial union known as Textile Labor Association in 1920.In 1920, the First National Trade union organization (The All India Trade Union Congress (AITUC)) was established. Many of the leaders of this organization were leaders of the national Movement. In 1926, Trade union law came up with the efforts of Mr. N N Joshi that became operative from 1927. During 1928, All India Trade Union Federation (AITUF) was formed. The third phase began with the emergence of independent India (in 1947). The partition of country affected the trade union movement particularly Bengal and Punjab. By 1949, four central trade union organizations were functioning in the country: The All India Trade Union Congress, The Indian National Trade Union Congress, The Hindu Mazdoor Sangh, and The United Trade Union Congress The working class movement was also politicized along the lines of political parties. For instance Indian national trade Union Congress (INTUC) is the trade union arm of the Congress Party. The AITUC is the trade union arm of the Communist Party of India. Besides workers, white-collar employees, supervisors and managers are also organized by the trade unions, as for example in the Banking, Insurance and Petroleum industries. 3.6 Trade unions in India the Indian workforce consists of 430 million workers, growing 2% annually. The Indian labor markets consist of three sectors: The rural workers, who constitute about 60 per cent of the workforce. Organized sector, which employs 8 per cent of workforce, and The urban informal sector (which includes the growing software industry and other services, not included in the formal sector) which constitutes the rest 32 per cent of the workforce. At present there are twelve Central Trade Union Organizations in India: All India Trade Union Congress (AITUC) Bharatiya Mazdoor Sangh (BMS) Centre of Indian Trade Unions (CITU) Hind Mazdoor Kisan Panchayat (HMKP) Hind Mazdoor Sabha (HMS) Indian Federation of Free Trade Unions (IFFTU) Indian National Trade Union Congress (INTUC) National Front of Indian Trade Unions (NFITU) National Labor Organization (NLO) Trade Unions Co-ordination Centre (TUCC) United Trade Union Congress (UTUC) and United Trade Union Congress Lenin Sarani (UTUC LS) FIGURES REGARDING TRADE UNIONS Table Showing Growth of Trade Unions and Membership is following below Growth of trade unions and membership 3.7 Industrial Relation Policy Prior to 1991, the industrial relations system in India sought to control conflicts and disputes through excessive labor legislations. These labor laws were protective in nature and covered a wide range of aspects of workplace industrial relations like laws on health and safety of labors, layoffs and retrenchment policies, industrial disputes and the like. The basic purpose of these laws was to protect labors. However, these protectionist policies created an atmosphere that led to increased inefficiency in firms, over employment and inability to introduce efficacy. With the coming of globalization, the 40 year old policy of protectionism proved inadequate for Indian industry to remain competitive as the lack of flexibility posed a serious threat to manufacturers because they had to compete in the international market. With the advent of liberalization in1992, the industrial relations policy began to change. Now, the policy was tilted towards employers. Employers opted for workforce reduction, introduced policies of voluntary retirement schemes and flexibility in workplace also increased. Thus, globalization brought major changes in industrial relations policy in India. The changes can be summarized as follows: Collective bargaining in India has mostly been decentralized, but now in sectors where it was not so, are also facing pressures to follow decentralization. Some industries are cutting employment to a significant extent to cope with the domestic and foreign competition e.g. pharmaceuticals. On the other hand, in other industries where the demand for employment is increasing are experiencing employment growths. In the expansionary economy there is a clear shortage of managers and skilled labor. The number of local and enterprise level unions has increased and there is a significant reduction in the influence of the unions. Under pressure some unions and federations are putting up a united front e.g. banking. Another trend is that the employers have started to push for internal unions i.e. no outside affiliation. HR policies and forms of work are emerging that include, especially in multi-national companies, multi-skills, variable compensation, job rotation etc. These new policies are difficult to implement in place of old practices as the institutional set up still needs to be changed. HRM is seen as a key component of business strategy. Training and skill development is also receiving attention in a number of industries, especially banking and information technology.