Motivation and Leadership Effect on Job Performance Essay Example for Free

Motivation and Leadership Effect on Job writ of execution EssayIntroductionLeadership and indigence traditionally play a very authorised role in the functioning of organizations. Nowadays, the role of leadership and pauperization increases even more significantly because of the growing competition and the increasing significance of human resources for the progress of organizations. In fact, it should be pointed out that leadership and motivation atomic number 18 closely entangled concepts which constitute an important part of the success of an organization. It is obvious that the effective leadership and motivation can contribute to the progress of an organization, while pitiful leadership and the lack of motivation can weaken the normal functioning of an organization and lead to the crisis within an organization that will naturally affects its action. In this respect, it is important to underline the fact that leadership and motivation affect considerably the organization al behavior and culture and they define the formation of the effective relationships between the personnel of an organization. In such a situation, it is necessary to fully reveal the significance of leadership and motivation in the current business milieu in order to task adequately perspective of the improvement of the effectiveness of leadership and motivation within an organization. At the same time, the analysis of theoretical framework only, it appears that insufficient for the understanding of the significance of leadership and motivation for the performance of an organization. Consequently, it is also necessary to pay a particular attention to the practical aspects of leadership and motivationthat means that it is necessary to read some practical examples that could reveal the significance of leadership and motivation for the performance of an organizationReview of LiteratureMotivation and Job murder* The level of performance of employees relies not only on their actual skills but also on the level of motivation each person exhibits (Burney et al., 2007). * Motivation is an inner drive or an external inducement to be use up in some particular way, typically a way that will lead to takes (Dessler, 1978). * Over-achieving, talented employees are the driving exponent of all firms so it is essential that organizations try hard to motivate and hold on to the best employees (Harrington, 2003). * The quality of human resource management is a minute influence on the performance of the firm. Concern for strategic integration, commission flexibility and quality, has called for attention for employees motivation and retention. Financial motivation has become the most solicitude in todays organization, and tying to apply Maslows basic needs, non-financial aspect only comes in when financial motivation has failed. * According to Greenberg and Baron (2003, 2000) exposition of motivation could be divided into three main parts. The first part looks at arous al that deals with the drive, or energy behind soulfulness (s) action.People rung to be guided by their interest in making a good impression on others, doing interesting work and being successful in what they do. The second part referring to the choice community make and the direction their behavior takes. The last part deals with maintaining behavior clearly defining how long people throw to persist at attempting to meet their goals. * Motivation can be congenital and extrinsic. Extrinsic motivation concerns behavior influenced by obtaining external rewards (Hitt, Esser, Marriott, 1992). Praise or validatory feedback, money, and the absence of punishment are examples of extrinsic or external rewards (Deci, 1980). Intrinsic motivation is the motivation to do something simply for the pleasure of performing that particular natural action (Hagedoorn and Van Yperen, 2003). Examples of intrinsic factors are interesting work, recognition, growth, and achievement. *Several studies have found there to be a positive relationship between intrinsic motivation and job performance as well as intrinsic motivation and job satisfaction (Linz, 2003).This is significant to firms in todays highly competitive business environment in that intrinsically motivated employees will perform better and, therefore, be more productive, and also because satisfied employees will remain loyal to their organization and olfactory property no pressure or need to move to a different firm. * Deci and Ryan (2000) conducted and replicated an experiment that showed the negative impact of monetary rewards on intrinsic motivation and performance. A group of college students were asked to work on an interesting discombobulate. Some were paid and some were not paid for the work. The students that were not being paid worked longer on the puzzle and found it more interesting than the students being paid. When the study was brought into a workplace setting, employees felt that their behavior was b eing controlled in a dehumanizing and alienating manner by the rewards.It was discovered that rewards would seriously decrease an employees motivation to ever perform the task being rewarded, or one similar to it, any time in the future. another(prenominal) observation of the study was that employees would expect a reward every time the task was to be completed if the reward was offered at one time. Employees would require the reward in order to perform the job and would probably expect the reward to increase in amount. If the rewards were not increased or if they were taken away they truly executed as negative reinforcement. * Deci and Ryan (2001), in collaboration with two of their colleagues, conducted a study to examine the effects of performance-contingent rewards on an employees intrinsic motivation. * (Cameron, Deci, Koestner, and Ryan, 2001).These types of rewards are very controlling since these rewards are directly associated with an employees performance of some task. I n that respect, performance-contingent rewards undermine intrinsic motivation however, if the reward given to the employee conveys that the employee has performed on a truly outstanding level, the reward would serve to solidify that employees sense of competence and decrease the negative effect on that employees intrinsic motivation. Also significant in the study was the importance of the interpersonal melody within which the performance-contingent rewards were distributed.* When Cameron et al. (2001) compared the administering of rewards in a controlling climate and ina non-controlling climate, they discovered that the performance-contingent rewards given in the more controlling interpersonal climate undermined intrinsic motivation. To prevent the decrease in employees intrinsic motivation, the interpersonal climate when distributing performance-contingent rewards should be more supportive. * Vroom (1964) proposes that people are motivated by how much they pauperization something and how likely they think they are to get it he suggest that motivation leads to efforts and the efforts combined with employees ability together with environment factors which interplays resulting to performance. This performance interns lead to divers(a) imports, each of which has an associated value called Valence.* Adams (1965) on his part suggests that people are motivated to seek social equity in the rewards they receive for high performance. According to him the outcome from job includes pay recognition, promotion, social relationship and intrinsic reward. To get these rewards various inputs needs to be employed by the employees to the job as time, experience, efforts, education and loyalty.He suggests that, people tend to view their outcomes and inputs as a ratio and then compare these ratios with others and turn to become motivated if this ratio is high.Leadership Effectiveness and Job PerformanceLeadership, or more specifically effective leadership, is every bit as cruc ial (if not more so) in African Organizations as it is throughout the world. African organizations are no different from others Worldwide in terms of striving for performance in order to be globally competitive. The South African situation, however, is improbably complex as many organizations are caught in the middle of a web of authoritarian hierarchies and traditional leadership approaches, as well as bureaucratic hierarchies mixed with modern approaches to leadership * (Grobler, Wrnich, Carrell, Elbert and Hatfield, 2002). It is argued that effective leadership has a positive influence on the performance of organizations (Maritz, 1995 Bass, 1997 Charlton, 2000). Ultimately it is the performance of many Individuals that culminates in the performance of the organization, or in the achievement of organizational goals. Effective leadership isinstrumental in ensuring organizational performance.* (Cummings and Schwab, 1973 Hellriegel, Jackson, Slocum, Staude, Amos, Klopper, Louw and O osthuizen, 2004). As a result, many leadership theories have been proposed in the last fifty years which are claimed to have influenced the overall effectiveness of the organizations where they have been employed. In the competitive world business environment it is spanking that organisations employ leadership styles that enable organisations to survive in a dynamic environment. * (Maritz, 1995 Bass,1997) Performance has been defined by Hellriegel, Jackson and Slocum (1999) as the level of an individuals work achievement after having exerted effort.* Cummings and Schwab (1973) and Whittenand Cameron (1998) believe that performance is ultimately an individual phenomenon with environmental variables influencing performance primarily through their effect on the individual determinants of performance ability and motivation. * Behling and McFillen (1996) confirmed the link between high performance and leadership in the United States by developing a model of magnetised/transformational leadership where the leaders behaviour is said to give rise to inspiration, awe and empowerment in his subordinates, resulting in exceptionally high effort, exceptionally high commitment and willingness to take risks. It has been widely accepted that effective organizations require effective leadership, and organizational performance will suffer in direct proportion to the neglect of this (Maritz, 1995 Ristow, Amos and Staude, 1999).

Applying Thermal Expansion Essay Example for Free

Applying Thermal Expansion EssayComplete the following problems and exercises victimization complete sentences and showing all work where appropriate. 1. The temperature of the Suns interior is about 107 degrees. Does it matter whether this is degrees Celsius or kelvins? Defend your answer. No, it DOESNt matter whether this is in degrees Celsius or kelvins, since the DIFFERENCE between these scales is alone 273 of either measure, and that is ABSOLUTELY NEGLIGIBLE w.r.t. the magnitude of the number 107. However, what is more important, perhaps, is that your value of 107 is itself a rather loose characterization. Modernsolar evolutionary models suggest rather that the Suns T_c is 1.5 x 107 (degrees Celsius or kelvins) instead of merely 107. (Our understanding of solar physics is certainly much(prenominal) that an error of a factor of 1.5 in its central temperature would be considered mood out of all reasonable possibility) Of course the numerical factor in front of 107 would matter even more if one were using the (non-scientific) Fahrenheit scale. Once again, however (unlike National Geographic magazine, which should hang its star in shame over some of its conversions), one would NOT say that the Suns central temperature was about 2.7 x 107 and 32 degrees Fahrenheit 2. What happens to the flatulence pressure within a sealed gallon can when it is heated? Cooled? Why? The shooteres in general obey the gas laws. As per the law the pressure,volume and temperature of the gas is related as P1V/T1 =P2V2/T2WhereP1 is pressure at stage 1, V1 is volume at stage 1 and T1 is temperature (Kelvin) for stage 1,and P2,V2 and T2 are the pressure,volume and temperature for stage 2. Now, if a gas contained in a sealed gallon is heatedor cooled the volume of the gas is constant but pressure and temperature will adjust u=in such a way that the P1/T1 =P2/T2If T2 is more than T1,then( heating the gas )P2= P1*T2/T1as T2 T1 so P2 will bve more than P1,hence, the pressure w ill increase. If T2

Evaluating Ethics Of Bernie Madoffs Investment Securities Fraud Accounting Essay

Evaluating Ethics Of Bernie Madoffs Investment Securities Fraud Accounting EssayEvery business has an honourable righteousness not only to stakeholders precisely as well as to mixer club at large. This responsibility should be in line with stakeholder interest and parliamentary procedures welf be. The g everyplacening body and regulators give way a responsibility of ensuring that libertines follow these estimable objectives. trial to do so may lead to losses which volition not only affect stakeholders st dyspeptic society at large. The financial fraud which was undergo in Bernie Madoff Investments in the US is a clear example of the losses which may be incurred delinquent to failure to observe ethical responsibility by firms. Bernie Madoff operated his company, Madoff Investments in an unethical way and this led to severe consequences to stakeholders and society at large which incurred losses amounting to billions of dollars. Although he was later arrested and pun ished for the crimes, his victims have not been fitted to recover from the financial losses incurred and several developed illnesses associated with striving and depression over the effects of the scandal.This paper will evaluate the Bernie Madoff financial fraud in relation to ethical responsibility of firms. The financial fraud practiced by Bernie Madoff will be analyzed in detail and the effects on stakeholders and society discussed. The ethical responsibility which firms have in relation to their stakeholders and society will also be analyzed in the paper. Fin wholey, the measures which should have been taken by the government and regulators to prevent the Bernie Madoff scandal and other subsequent financial scandals will also be outlined in the paper. The discussed gelds will be summarized at the end of the paper. entreBusiness ethics is an important aspect of any business environment since it ensures that the objectives of firms be achieved in ethically acceptable ways. It also ensures that firms realize their ethical responsibility towards society in rank to safeguard its welf ar. Businesses are expected to undertake activities in a legal way which line ups to principles such as prudence, honesty, complete disclosure, social and environmental responsibility among others. They are also expected to operate in way which is environmentally and socially friendly to the local corporation and society. Failure to conform to ethical requirements is usually detrimental to various parties involved in the business activities. These include the shareholders, community, government, suppliers or other parties which have a stake in a business.Bernie Madoff is an American investing adviser and stock broker who operated Madoff Investments in an unethically acceptable manner. He employ the company as a front to do a Ponzi scheme which fleeced investors of over $65 billion (Arvedlund, 2009). This has been regarded as the largest Ponzi scheme ever. Madoff grew u p in a humble background and he established the Madoff Investments fraternity with support from the father in law. A a few(prenominal) friends and family members also supported Madoff with the operations and growth of the business. Madoff used the returns from investment to support several charitable and governmental causes which his firm believed in.However, in 1999, in that location was concern that the profits made by Madoff Investments surpassed the normal profits expected from a firm in such a venture. Markopolos, an expert in investments informed the exchange commission that it was not possible to achieve the level of profits which were achieved by Madoff Investments and it is possible that the firm engaged in fraud. Several investigations were undertaken during the next few years and in 2008, Madoff was unable to pay returns demanded by investors. It was then that he admitted that his investment scheme was a Ponzi scheme and he was later charged in court with fraud. Madof f was sentenced to 150 years and is currently serving his term. This paper will further discuss the Madoff securities scandal with reference to the ethical responsibility which organizations have against stakeholders.Bernie L Madoff investment scandalMadoff undertook financial fraud done misrepresenting the nature of his business to investors and encouraging them to invest in his company. Madoff founded a company, Madoff Investments which dealt with investment of securities and shares. He began run with a capital of approximately $50,000 but in a decade, this sum had increased to hundreds of millions of dollars (Fred, 2009). Potential investors saw the company as productive and they invested billions of dollars in the business. However, Madoff did not deal entirely with financial investments but he carried out a Ponzi scheme, with the financial investment as the front. He used investments by new shareholders to pay returns to earlier shareholders without really making profit from the capital invested. It is important to understand how Ponzi schemes cast in order to explain Madoffs strategies. Ponzi schemes are financed by capital from subsequent investors. For instance, if investor A invested in 2000 and investor B invested in 2001, Madoff used the capital invested by investor B to cover for the returns of investor A. Investor Bs returns would subsequently be paying by capital invested by a new investor, C and son on (Fred, 2009).In order to cover for the financial fraud, Madoff used the financial investments as a front for his fraud. He falsified return forms of investors and gave returns according to pre-determined rates in order to avoid raising suspicion. These returns, as explained, were financed by capital from subsequent investors. A computerized program was used to falsify the accounts and ensure that they balanced, to avoid suspicion from financial regulators. However, several people raised(a) suspicion with the colossal returns associated with Madoff Investments. It was seen as impossible to see such high returns from trading in financial securities without engaging in fraud. In 1999, the first suspicions were raised although it took over ten years for the Ponzi scheme to be uncovered. This has been blamed by inefficiency by financial regulators and the US government. Effective investigations would have unearthed the scandal within the first five years of operation.However, as is common with Ponzi schemes, it weakend. These schemes collapse when returns required by previous investors surpass the investments made by new investors (Beach, 2007). When this happened to Madoff Investments, he confided to his family that the investment firm was a just front for conducting fraud with the Ponzi scheme and it did not in fact exist. One of his sons reported this to the police. This led to his subsequent arrest and he was charged in court. He pleaded guilty and true a sentence of 150 years. His family, including his wife apologi zed to the public although their roles in the scandal were further investigated and they were cleared. Madoff is currently serving his term.Ethical issues regarding Madoff investmentsIt has been discussed in the introduction stage that businesses are expected to undertake their affairs in ethically acceptable ways which conform to social values. Businesses are expected to conform to principles such as prudence, honesty, full disclosure, social and environmental responsibility among others (Diller et. al., 2006). They are also expected to operate in way which is environmentally and socially friendly to the local community and society at large. Ethics usually dictates the way business undertake their operations and it is determined by organizational objectives, any professional ethics and government regulations when operating within the business environment. Firms usually follow business ethics to meet the needs of stakeholders while safeguarding the welfare of society (Beach, 2007).t hither are various ethical issues which arose during the Madoff scandal and which are contrary to ethical requirements of businesses. One of these issues is fraud. Businesses are not expected to engage in fraud since it is not only against business interests, but it is also illegal under law. When Madoff and his staff engaged in fraud, they broke the ethical responsibility towards organizational stakeholders and in addition, they committed a crime. This led to his cast away sentence of over 100 years. The second ethical issue which arises when analyzing the Madoff field of study is misrepresentation. Firms are required to follow the ethical responsibility of full disclosure to all organizational stakeholders (Fred, 2009). Misrepresentation is not only a breach of ethical requirements but it is also a crime. Madoff misrepresented the state of his firms finances and a fictive belief that it was making profits. This is what attracted the thousands of investors to Madoff Investments. Misrepresentation also enabled Madoff escape detection from financial regulators although in that location was suspicion on his illegal practices.The third ethical issue which arises from the case study is money wash. This is the use of a legal source of revenue to hide illegal sources of revenue or revenues which have not been declared or valueed by the government. This is an unethical practice which is a crime and is punishable by galore(postnominal) years in jail. Madoff used his investment firm as a front to hide the revenues which were received through the Ponzi scheme. The investment firm was used to portray the business activities are legal and to hide the true sources of revenue. Money laundering is a crime which Madoff was charged with and it contributed to his long jail sentence.How the investment negatively affected stakeholdersthither are several negative effects which Madoff Investments had on stakeholders. These will be analyzed on the basis of their relationship w ith the company.InvestorsInvestors are both(prenominal) of the stakeholders who were worst affected by the scandal. The investment lost by investors surpassed $65 billion, which is huge by all standards. The small scale investors were most affected since many were families and households in the middle income status. Families which lost their investments suffered various adverse effects including health problems associated with stress and depression which emanated from the losses (Eamon, 2008). Some investors passed away due to health complications occasioned by the shock of losing their life time savings. Others had their lifestyle changing in order to accommodate the losses, just about of which arose from borrowed finance used to invest in Madoff Securities.EmployeesEmployees were also heavily affected by the Madoff Securities scandal since most lost employment opportunities. As a event of the inability of the firm to remain liquid, it was closed to ensure that further losses we re not experience by stakeholders (Eamon, 2008). Employees who relied on the firm for their livelihood lost jobs and many were unable to support themselves and their families. Some developed health complications from stress associated with loss of employment while others changed their lifestyle to accommodate their diminished income earning status. Although some employees secured employment in other firms, many suffered huge financial losses as the company was unable to compensate them for the job loss (Eamon, 2008).CreditorsCreditors also suffered from the closure of Madoff Securities. There was over $100 million which was moderately owed to creditors due to provision of outsourced services to Madoff Securities. It is important to note that these creditors were separate from shareholders. Some of the creditors were able to recover money owed while some could not (Eamon, 2008). This led to the closure of some of the firms which go forthd services and goods to Madoff Securities.Ch aritiesThere are various charities which suffered as a afterwardsmath of the closure of Madoff Securities. Some of the charities which were affected by closure of the firm include JEHT Foundation, Robert Lappin Foundation and Chais family Foundation. These charities heavily relied on financial support from Madoff Investments and without adequate funds, some were forced to scale down their operations and provide charity services to fewer people. In addition, some of the causes which were supported by Madoff Securities such as lymphoma research also heavily suffered as a result of the liquidation of the firm. Madoff contributed over $4 million one-yearly to support this research and the closure of Madoff Securities affected the funding towards lymphoma research (Eamon, 2008).Local communitiesThe local community also suffered from the closure of Madoff Securities from the fraud scandal. Madoff Securities supported various social causes which the communities identified with. The firm contributed generously towards community projects which were geared towards empowering the population. This was achieved through the corporate social responsibility programs. The firm also funded education and training opportunities for needy children in the local community. After the closure of the firm, some of these causes which were supported by Madoff Securities collapsed due to absence of donors who would spread the work which had been started by Madoff (Fred, 2009). Some of the children who would have been empowered through education also lost an opportunity after the firm was closed.GovernmentFinally the government experienced adverse effects due to the Madoff financial scandal. One of the major effects is the loss of potential tax revenues from the firm. The firm usually paid millions of dollars in annual tax and this source of finance was lost by the government. This affected the development programs and infrastructural developed usually paid for through this tax source. In addition, the government approach adverse publicity specially due to its inability to detect the scandal and act on time even through several red flags had been raised on the issue. It was also suspicious that Madoff supported certain government causes and political parties which may have been construed to explain why he was not arrested immediately after the scandal began.The negative impact the investment had on the economyThere is a macro aspect of the scandal which affected the overall American economy. miscellaneous costs were incurred by the government and economy at large, which negatively affected growth and development. The cost of the adverse health effects of the victims of the scandal including employees and investors were passed on to the economy. Investors and employees who became ill due to the stress and depression experienced partly increased the healthcare costs to the economy. The loss of manpower due to loss of jobs by employees compounded by losses incurre d by investors and creditors was a huge cost to the economy. The government was partly responsible for settling these victims and it also lost revenues from the closure of the Madoff Investment firm. These indirect and direct costs which were passed on to the government reduced the available income for infrastructural and social development in the US. As a result, the economic development and growth levels were affected by the scandal. The weight of the funds involved which was over $60 billion, slowed down economic growth levels.Another adverse impact to the economy is a decline in quality in investment. Many investors who had invested in Madoff Securities lost their investments and this made them reluctant to invest in future (Arvedlund, 2009). Other investors who had invested in other companies also pulled out their investments in efforts to nullify a crisis similar to the one experienced at Madoff Investments. The market generally adopted a cautionary approach towards investme nt since the Madoff Scandal disapproved consumers from investment. The decline in investment levels directly affected economic growth. For the economy to grow there has to be high investment levels. The decline in investment due to the scandal reduced the economic growth rate. The government heavily invested in encouraging the market to invest more in securities and shares.How the scandal could have been preventedThere are several measures which should have been taken to reduce the likelihood of the fraud scandal. Some of these measures should be utilize in future in order to discourage a similar scandal in the US business environment. Some of these measures will be discussed belowAuditsAudits are effective in preventing fraud especially in cases where they are external in nature. Madoff did not carry out regular audits and he falsified documents in order to prevent the detection of the fraud which was being committed. External and internal audits should have been frequently und ertaken in order to analyze the accurate financial military position of the firm. These audits would have revealed the fraud in a well-timed manner and prevented further losses to the organizational stakeholders. Managers should undertake frequent audits in order to encourage ethical practices in business and to discourage fraud.Accounting engine roomTechnology is also similarly effective in preventing accounting fraud. Technology should have been used to restrict access to information on Madoff Securities. Passwords, locks and others should have been used to restrict the confidential information and in the event that accounts were tampered with, it would have been clear on who gave authorization to access the records. Technology would also have been used to relinquish investors to access financial records of Madoff Investments online (Arvedlund, 2009). Access to such information would have revealed any illegal or unethical practices in the firm. Future managers should carry us e of engineering to ensure that business operate in an ethically acceptable manner.Employee motivationEmployee motivation is an effective tool in the operations of any firm. Employees have to be motivated if they are to operate in an ethical manner. This is because employees with high motivation levels are proud of firms they work in and are likely to only perform actions with are consistent with organizational goals. Such employees are therefore less likely to engage in fraud or other unethical fashion (Bateman, 2010). If the employees at Madoff Investments had high motivation levels, they would not have collaborated with Madoff in committing fraud and the scandal would have been exposed earlier. Managers should motivate employees by using both non financial and financial rewards in order to wage increase their performance and increase their loyalty to the firm.Government action on the Madoff ScandalThe government took several measures in order to mitigate the damage caused by th e financial scandal and as well as discourage further scandals in future. The first action taken was to settle financial regulations and investigations into market players in the stock exchange (Wilhelm Joseph, 2010). The government passed several regulations which firms were supposed to adhere to in order to ensure that they operated in ethically full ways. Another measuring which was taken by the government was to develop legislation to discourage future financial fraud cases. The government developed harsh penalization for firms and people who are involved in financial fraud. This included heavy fines, prison sentences or both. These laws were passed by congress and they have been effective in disapprove fraud.The government also took tone of voices to restitute the victims of the scandal. Various assets, revenues and accounts which were linked to Madoff Investments were frozen and funds consolidated in efforts to pay back investors (Wilhelm Joseph, 2010). Small investors received anteriority when being stigma up although larger shareholders also received a share of revenue collected. Creditors were also compensated for the services which they had rendered to Madoff Investments. However, most investors were not fully compensated for the losses incurred due to previous money laundering strategies which Madoff had undertaken.Plea, sentencing, and prison lifeWhen Madoff was charged with the offense, he pleaded guilty for the offense. However he was not a accommodative witness and he did not reveal other people he conspired with to commit the financial fraud scandal. The judge had the option to fine him, jail him or apply both forms of sentences. The judge sentences Madoff to 150 years in prison, an equivalent of life imprisonment.How investors should protect themselves from fraudThere are different measures which investors should implement in order to ensure they are not victims of fraud. The first step which investors should take is demand regular audits of their firm. Audits should be demanded through their annual AGM meetings and these will encourage the solicitude to operate within ethically acceptable ways. The second step is consulting external experts. Experts particularly those in the financial services industry should explain the projected returns on investments over a period of time. For instance, an expert would have explained to investors in the Madoff Investment scandal that it was impossible to receive such large returns within short time periods and this would have made them suspicious of the operations of the firm. This would have prevented the losses of investment made by shareholders.Finally, investors should pressure the management to make the accounts public especially when there are media reports about an impropriety by the management. In the Madoff scandal, investors were aware of adverse reports on the operations of the firm but they ignored these reports. If they had pressured the management to release financial statements, the fraud would have been exposed earlier and saved the investors billions of dollars. The investors should ensure that they have a timely and accurate view of the financial position of their firm at any one time.Summary and conclusionThis paper has discussed the Bernie Madoff financial fraud in relation to ethical responsibility of firms. The financial fraud practiced by Bernie Madoff has been analyzed in detail and the effects on stakeholders and society discussed. Bernie Madoff operated his company, Madoff Investments in an unethical way and this led to severe consequences to stakeholders and society at large which incurred losses amounting to billions of dollars. He used the company as a front to commit a Ponzi scheme which fleeced investors of over $65 billion. This has been regarded as the largest Ponzi scheme ever. However, in 1999, there was concern that the profits made by Madoff Investments surpassed the normal profits expected from a firm in such a venture. Several investigations were undertaken during the next few years and in 2008, Madoff was unable to pay returns demanded by investors. It was then that he admitted that his investment scheme was a Ponzi scheme and he was later charged in court with fraud. Madoff was sentenced to 150 years and is currently serving his term.There are various ethical issues which arose during the Madoff scandal and which are contrary to ethical requirements of businesses. One of these issues is fraud. Businesses are not expected to engage in fraud since it is not only against business interests, but it is also illegal under law. The second ethical issue which arises when analyzing the Madoff case is misrepresentation. Firms are required to follow the ethical responsibility of full disclosure to all organizational stakeholders. Madoff misrepresented the state of his firms finances and a faithlessly belief that it was making profits. The third ethical issue which arises from the case study is mo ney laundering.There are several negative effects which Madoff Investments had on stakeholders. Investors are some of the stakeholders who were worst affected by the scandal. The investment lost by investors surpassed $65 billion, which is huge by all standards. Employees were also heavily affected by the Madoff Securities scandal since most lost employment opportunities. Creditors also suffered from the closure of Madoff Securities. There was over $100 million which was directly owed to creditors due to provision of outsourced services to Madoff Securities. There are various charities which suffered as a result of the closure of Madoff Securities. Some of the charities which were affected by closure of the firm include JEHT Foundation, Robert Lappin Foundation and Chais family Foundation. The local community also suffered from the closure of Madoff Securities from the fraud scandal. Madoff Securities supported various social causes which the communities identified with. After the c losure of the firm, some of these causes which were supported by Madoff Securities collapsed due to absence of donors who would propagate the work which had been started by Madoff. Finally the government experienced adverse effects due to the Madoff financial scandal. One of the major effects is the loss of potential tax revenues from the firm. In addition, the government faced adverse publicity especially due to its inability to detect the scandal and act on time even through several red flags had been raised on the issue.There are several measures which should have been taken to reduce the likelihood of the fraud scandal. Some of these measures should be implemented in future in order to discourage a similar scandal in the US business environment (Wilhelm Joseph, 2010). Audits are effective in preventing fraud especially in cases where they are external in nature. Managers should undertake frequent audits in order to encourage ethical practices in business and to discourage fraud . Technology is also similarly effective in preventing accounting fraud. Technology should have been used to restrict access to information on Madoff Securities. Future managers should make use of technology to ensure that business operate in an ethically acceptable manner. Employee motivation is an effective tool in the operations of any firm. Employees have to be motivated if they are to operate in an ethical manner. Managers should motivate employees by using both non financial and financial rewards in order to boost their performance and increase their loyalty to the firm (Bateman, 2010).There are different measures which investors should implement in order to ensure they are not victims of fraud. The first step which investors should take is demand regular audits of their firm. Audits should be demanded through their annual AGM meetings and these will encourage the management to operate within ethically acceptable ways. The second step is consulting external experts. Experts pa rticularly those in the financial services industry should explain the projected returns on investments over a period of time. Finally, investors should pressure the management to make the accounts public especially when there are media reports about an impropriety by the management. They should ensure that they have a timely and accurate view of the financial position of their firm at any one time. This will ensure that firms operate in ethically acceptable principles and discourage unethical practices such as financial fraud.

How Effective is Congress as a Legislature?

How Effective is relative as a Legislature?Among the macrocosms most in(predicate) democracies is the United States, whose system of checks and balances has seen more triumphes than failures. A system constantly in flux, the American form of government is divided into legislative, judicial, and decision maker branches. Of these branches, perhaps the one whose aptitude is most challenged is the carnal knowledge, the just now branch directly representing the interests of the people (the judiciary is appointed by the executive, which in turn is selected by an electoral college comprised of the legislative). Recent developments in the world stage, in addition to the changing face of American politics and domestic interests have tested the bounds of congress as well as its ability to function as a check against the executive. Most glaring of its purported shortcomings, however, is its legislative powers. Todays Congress is most impeded by partisan agendas, tralatitious bureaucr acies, and conflicts of personal interest in its daily machinations. No matter its inefficacies, however, it cannot be argued that there is a permanent or necessary connection amongst good example assemblies and liberty1. In an unusual political paradox, it is Congress existence despite its countless failures as a legislature that makes it a successful legislative body, and in doing so, makes the United States a successful democracy.As a bicameral entity, Congress is utile in balancing partisan interests with voter interest. Following serious iron out after the 1994 GOP blitzkrieg spearheaded by Newt Gingrich (R-Georgia), the two legislative bodies continued down their own respective paths. As they adjusted to GOP reforms, the two chambers took different paths and by the late 1980s power in the House had centralized under a stronger majority party leadership, whereas the Senate continued as a highly individualistic chamber2. Pursuing an amalgamation of partisan as well as regi onal percentage interests, the Congress is currently highly good as a exercise legislative body. Recent evidence of partisan splits manifested themselves in the Dubai Ports World fallout and the clash over President Bushs knob Worker Program, in which Republican interests revealed the separation earlier delineated. Even in seemingly atomic number 53-party administrations such as the current Bush administration find themselves in check, its constituents conflicted over interests of the people and goals of the party. The White House has encountered responses varying from wholesale rejection such as Dana Rohrabachers (R-California) of the Guest Worker Program to Peter Kings (R-New York) attempted compromise of the failed Dubai Ports Deal initiative.In the sense of sustaining the esteemed tradition of checks and balances, the Congress has proven itself as successful in comparison to the state of congressional affairs in the 1950s, when the largely ineffective House and Senate were commonly char encountererized as rigid feudal systems ruled by a small number of regnant committee barons today, they are more often depicted as anarchies where members participated on their own terms and without restraint owed to executive partisan allegiance3. It can be effectively argued, however, that the phenomenon of single party conflict is primarily reactionary in nature, a statement that reflects detractors sentiments that congressional formula is effective only when there is time to accommodate the bureaucratic machinations that are both Congressional hallmarks and weaknesses. In defense of the American Congress, however, the like ineffectual tendencies can be said of any representative law-making body. All representative assemblies such as Congress are ineffectual and inherently unfit to be primary political institutions in a technological mass-age that commands urgency Congress is regarded by around to be legislatively anomalous not only in their inescapable defects as political institutions but also in their characteristic virtues4. Domestic principle may not require urgency or the consolidation of a rushed majority, but in an increasingly globalized environment, the individual temerity and trivial maneuvers of constituent consolidation render Congress alarmingly impotent as a body politic. In his On the Hill a History of the American Congress, Alvin Josephy asserts that the same Congressional bureaucracy that maintains its plebiscitary nature hampers jurisprudence and periodi abusey angers taxpayers, further eroding the prestige of the legislature and served to stultify Congress by deadening its vitality and hostility amid the enervating trappings of a privileged bureaucracy5.Some scholars purport that to date, the American Congress, though fallen, is not dead6. However, in drastic times that call for speedy resolution, the American government has reconciled itself to the removal of its bureaucracy in the nullification of Congressional wor kings. The War Powers occlusion, though designed to limit the Presidents power to wage state of war without Congressional approval, is still bounded by the simple fact that Congress is removed from the equation. There would be no declare oneself for such an act if Congress established itself as decisive or effective in its legislation. Congressional efficacy has eroded over the last foursome administrations, stumbling over its own feet in the establishment of a requisite two-thirds majority in order to reign in the executive branch. Despite recent demonstrations of power, the congressional curb on the executive has been potential, for the most part, in recent years, its capabilities seldom directly or wisely applied7. Conditional clauses such as those of the War Powers response are designed to render the Congress as powerless as possible even the 60-day statute of limitation binding the duration of the War Powers Resolution are contingent upon a time the President deems fit. Gr anted, more moderate alternatives exist, and past attempts were made to remedy the mounting problem of bureaucratic functional delays. separatist committees were created to handle different fields in legislation. For example, current congressional committees include the committees on foreign relations, security, and military appropriations exist. The number of committees is limited so as to quicken decisive action. Unfortunately, attempts such as the limiting of committees to abate the morays of bureaucratic management came to nothing when both houses began to create numerous subcommittees and special committees the goal of helping members of Congress in their work was corrupted by an unprecedented expansion of questionable emoluments and perquisites for Senators and Representatives sic8. Further divisive in their truncation, Congress proved vastly ineffective as a legislative body, most notably due to a loss of functional perspective. The mentioned committees, subcommittees and s pecial committees serve as little more than mediocre shows of power. For example, a minority Democrat Congress may propose several subcommittees so as to facilitate a platform for display of legislative efficacy. If, for example, several smaller committees exist, their individual victories would provide more substantial political capital and momentum so as to provide for a future Democrat Congress. The current in-migration reform failures of the Bush administration exemplify the type of fertile political ground established by smaller victories. Larger issues such as the war in Iraq and the treatment of so-called enemy combatants in the current War on Terror that would erstwhile cost Congressional credibility are overshadowed by the successes of smaller committees, whose numerous victories debase presidential and GOP reliability in the eyes of the taxpayer (and more importantly, the swing constituents that won a Republican Congress in 1994). policy-making aspirations are thinly vei led by legislative action in Congress, which has yet to strongly assert itself in pressing issues of the current administration.There is no doubting the necessity of Congress, no matter its shortcomings. As part of the advance of democratism in belief and practice, a plebiscitary or numerical majority comes to seem the only proper expression of the sovereign general will9. No matter the inefficacy of Congress as a legislature, its existence as a legislative body is the prerogative of the people who formed it. Politically speaking, Congress is little more than a forum used to trumpet partisan goals and achievements. The struggle between the two-party American political systems is, however, manifested in legislative wins and losses, no matter how nominal. It is in this mode that Congress is effectiveAmerican Congress is effective as a farcical stage in which political dominance is procured through a series of legislative initiatives. Congress devolution as a legislature seems to be co rrelated with a more general historical transformation toward political and social forms within which the representative assemblythe major political being of post-Renaissance western civilizationdoes not have a primary political function10. Essentially, if legislation is meant to hasten the workings of a democracy, Congress is impotent as a legislative body. However, if the success of Congressional legislation is measured in its ability to marginalize partisan interests, then Congress is not only effective but the most necessary tool in a representative body. Today, Congress relegation to a reactionary bureaucracy renders it a rubber stamp, a name and a ritual, or an echo of powers lodged elsewhere11. The bicameral legislature, then, is merely a formality, and if treated as such, is a success and for the most part an effective system. Its bureaucratic democratism is in such a mode an indispensable instrument of its managerial rule the goal, therefore, is not to pass legislation, bu t to expose the choices and leanings of those involved in decision-making so as to better acquaint respective constituents with their selections in future elections12. The more obtuse failures of the United States Congress have been those that occur in the nutrition of equal distribution of governance among the branches of government. The legislature has oft been expressed as a puppet of the executive, unwilling to abolish any of the important newer agencies, bureaus or programs of the executive branch but by reasserting the power of the purse it still might do so, and this the bureaucracy must keep, however scornfully and reluctantly, in mind13. In its reactionary state, Congress is rather successful as a legislature, albeit lacking in initiative and any means of preventative measures. Congress legislative powers clothe it with the constantly renewed ability to inform citizens about the conduct of the bureaucracy, no matter how closely the executive guards said information14.Some indeed argue that Congress would be more effective as a political appendage of the executive which, after a certain amount of verbal ritual, and without genuine debate, eer and predictably approved the executives proposals by a unanimous or close to unanimous vote15. However effective this would render the act of legislation, it would cease to be democratic and hence become decree. The act of legislation is, in and of itself, defined by bureaucratic inefficacy. What most key out to as bureaucracy, others refer to as consensus.Congress failures and glaring inefficiencies are its only measure of success the more unanimous (or what is perceived to be unanimity) the action, the less evidence exists of any echt debate or public consultation.The Truman administration, for example, was an instance in which Congress legislative efficiency revealed little more than a diminished democracy led by pandering to executive governance. The lack of real legislation during the Cold War was not in the failure to change, but the failure to pass any sort of legislation in Congress that would curb a) hawkish defense spending, and b) presidential liberties in unilateral action.It is indisputable that Congressional powers have diminished, but the diminution of Congressional efficacy reflects its success as a legislature. Bureaucratic bodies such as Congress exist to hamper decision-making, as slowing the process prevents autocracy. If measuring the ability of Congressional legislation is an evaluation of its polity and ability to effectively maneuver without fear of retribution or disagreement, then Congress is a complete and utter failure. However, if the success of Congressional legislature is measured by the amount of bureaucratic stalling and arguments between parties vying for dominance that can never truly exist, then the stasis created would render erstwhile legislative failings as hallmarks of democratic success.BIBLIOGRAPHYBurnham, James. (1965) Congress and the American Tradition. Chicago Henry RegneryCompany.Josephy, Alvin M. (1975) On the Hill A History of the American Congress. New YorkMcGraw-Hill, Inc.Zelizer, Julian E. (2004) The American Congress The Building of a Democracy. BostonHoughton-Mifflin Trade and Reference.Footnotes1 Burnham 3382 Zelizer 6253 Zelizer 6254 Burnham 3455 Josephy 3696 Burnham 3377 Burnham 3398 Josephy 3699 Burnham 33410 Ibid11 Burnham 33712 Burnham 33813 Burnham 33914 Burnham 40015 Burnham 341

Approaches for Organisational Management

Approaches for Organisational oversightIntroduction world choice watchfulness is a strategic and rational approach towards the caution of the fundamental laws most esteemed assets, the nation who normally work inside the organisation independently and collectively contribute to the accomplishment of its goals organisational success progressively depends on the abilities, knowledge and skills of the employees mainly as the help to establish a set of core competencies that distinguish an organisation from its competitors. In modern market place human alternative perplexity plays an important role for the existence of modern tune organisation. However, the role of HRM strategies is massive for development of the tune by organisational success.Different approaches to HRM to aid the development of tune systemThe meaning and nature of HRM has aggravated much debate (for an overview see Legge, 1995).Sisson (1990) Distinguished HRM by explaining four distinguishing features, t hat is the assimilation of personnel policies with profession planning function From specialists to line managers responsibility has to be shifted uniqueness in the management of employee dealing and an emphasis on securing employee dedication and initiative.Guest (1992, p.42) argues that HRM is designed to produce, Strategic integration, blue commitment, high quality and flexibility and that, Strategic integration refers to the ability of the organisation to integrate HRM issues into its strategic plans, to ensure that the various aspects of HRM cohere and for line managers to fit in an HRM lieu into their decision-making.Hendry and Pettigrew (1986) contrast that strategic HRM is featured by four fundamentals the use of planning the design by a coherent approach and management of custody systems underpinned by some philosophy disdain approach is coordinated with the HRM actions and policy and considering the people of the organisation as strategic resources in the accomplish ment of competitive outline.Human resource requires in an organisation leave alone vary at different stages in the occupancy life cycle and so HR policy choices involve to be person-to-personized to the appropriate stage (Kochan and Barocci,1985 Lengnick-Hall and Lengnick-Hall, 1988).Sisson (1994) suggests that it was the pursuit of competitive advantage in the.thither is a number of different approaches in HRM to aid the development of disdain strategy. It arsehole be professed as social ethics, reminding the senior management active their social responsibilities.HRM department spent most of time functioning on personal welfargon problems. The main concern of HRM is the control of personnel as well as reduces the absent rate of employee, work force budgeting and headcount. In other mood of HRM helps to develop the business, alikewise, to adapt the company with the depart and strives to stick out positive influences by using social science applications to man agreement p roblems by via railway line redesign, task satisfaction scheme and techniques of confabulation. Sometimes HRM deals with job arousement, transfer and termination by the request from manager. Moreover, human resource management concerned strategic business planning, maturation long-term human resources plan and industrial relation strategy.HR planning and acquisitionOrganisation design structureOrganisations strategyTraining development wages ManagementOrganisation process ManagementManagement of employee relationsHR mobility managementHR toolbox managementFigure Human Resource Management systemThe key success of any business organisation is human resource. So HRM use these human resources effectively to meet the strategic business objectives of the organisation. compulsion of alignment between organisations corporate strategy and objectives and its human resource strategyIn perfect world, the business and strategic organisational plan atomic number 18 the translated form of o rganisational mission and goals. According to the principle of alignment, to achieve corporate goals in every aspects of an organisations activities have to be incorporated and pull together. The performance of the people within the organisation depends on the achievement of strategy and vision which in turn calls for high level of motivation and dedication among employees. The organisational mission, goals and values is reflected by the performance of the employees and their excellent performance relies on the opportunities how much they are acquiring from the business.In an organisation different functional area like marketing, manufacturing and human resource, after formulating corporate and business level strategy managers need to translate strategic precedence into these areas. This contains all the different aspects of business but predominantly have to be comprehensible between the requirements of organisations strategy and HR policy. There are two types of fit that HR polic y and practices require to attaina) Internal alignmentb) External alignmentInternal Alignment In internal alignment managers must have to make sure that their HR practices are all associated with one another within the organisations to set up a formation that is reinforced mutually. From organisations point of view the satisfying variety of HR practices-job design, training, staffing, performance appraisal and stipend must have to be wayed on the same personnel objectives.External Alignment The link between business strategies and key initiatives in human resource are mainly focuse by external alignment.The processes required in order to assess the effectiveness of human resource strategy and its impact on overall corporate strategy draw Typical strategic enhancement process driving EnvironmentRecruitment requisitionPosition analysisVisionPosition descriptionStrategic business planHuman resource strategyHuman resource plans and policyRecruitment processPosition evaluationKey of ficeh grey-hairedersBudget checksourcingDynamic EnvironmentPool of applicantsSelection processSource Nankervis A, Compton, R, Braid, M, 2005, Strategic Human Resource Management (6th edition),Cengage, South Melbourne.RecruitmentA major concern is a recruitment and belongings of staff especially where the pool of availability of workforce is limited. However, due to the requirement of high skill personnel, a shortage of prospective recruits exists in an organisation. The decision of staffing has been formalised by the HRM department at head office.Organisations provide work for people in different position to achieve their own goals. or so of the organisations have vacancy at different time around the year and they need to be assembleed them on time to continue their work effectively. For recruit and select the best person for the vacancy organisations have to follow certain processes. The personnel decision process helps the organisation to make a decision close the person to w ho is handout to appoint. It makes sure that it allow for be fairly treated with all the individuals who are going to apply for the post. All the candidates are evaluated on the floor of related skills and behaviours.The outputs of every decision affect the working lives of employees, whose requirements must be met. The organisational productivity increasingly depends on these employees because of hiring right person for the job. The human resources decisions found on the following seven steps1. Getting job oriented information through job analysis.The process of observeing tasks, duties and responsibilities is job analysis. Once it has been completed, job analysis leads to identify the knowledge, abilities and skills required to do the job that is job description. After that, organisations will continue through job specification.2. Identify the measures of job successThere is way of meter job success called criteria and that is measured through organisational psychologist.3. Identify predictors and measures4. Determining the relationship between and predictors job success5. Developing a recruitment strategy6. Implementing the plectrum process7. Determining the worth of selection systemAn organisation basically follows two strategies for recruiting suitable qualified individuals. These are-Internal recruitmentAn Organisation first tries to fill an straight-from-the-shoulder position internally through current employees inside the organisation by advertising.External recruitmentThere are wide range of strategies for recruiting people from outside the organisation like-giving advertisement at newspaper by providing information about job requirements, job duties and responsibilities. The other way of recruiting is through internet. It will give rise problems for them who dont have the access the internet. Large organisations visit campuses of universities of technologies to recruit their candidates is known as campus recruitment. Sometimes organisations employ human resources recruitment agencies and their services are to provide the whole recruitment process. These are not on low-cost. The least costly external recruitment technique is employee referrals technique. This is a technique by which ask to someone in current employees about they have someone who is interested for this open position. The main advantages of external recruitment are that helps to get new ideas and skills into the organisation. Sometimes it does create problems for them because they dont have knowledge about the new environment and culture. Employees need to spend more time on that.Selection The process of choosing appropriate candidates for the organisation when it has received applications for open jobs is known as selection. This is the final steps of recruitment process. It is the combinations of eight basic steps.Recruiting candidatesCarrying out application formScreening testChecking of referenceArrangement of mental testArrange interview for selecti onMedical check upMaking an offer to booming candidatesThere are some additional legal injury which used by the organisational psychologist during the process of selection. These are-job selection ratios, realistic preview of job and cut-off.RetentionIt is very important and ongoing issue. Its a serious problem when an organisation will have to face continuously for the estimated future. An organisation always wants to retain employees in short of supply and they want to have alternatives. Organisations always keep going on developing their own plan to retain employees by conveying responsibility. The main base of retention job description, recruitment, selection and orientation. Mainly retention focus on job satisfaction and fit with the organisational culture and the strategies based on this should focus on maximising three types of satisfaction. These are personal, professional and social. If organisation fails to recruit right person for the right track then organisations has to suffer and employees has to suffer as well. For example hidden cost incurred by the management to fix that problems. For that cogitate organisation has to loss their productivity. From the employees point of view-they have to face problems due to not having proper skills in specified job. They have to spent more time and strength on finding new position. Overall they become frustrated. Communication, recognition and future orientation are the key attributes for successful strategies for retention. There are different types of retention strategies based on organisational situations-strategies based on compensation, strategies based on work environment and strategies based on move orientation.Strategy based on compensation There are some organisation focuses on compensation such as IT firms.Strategies based on work environment Most of the organisations focus on internal environment of the organisation or the culture of the organisation.Strategies based on career development some companies focus on retention strategies through career development.Training, discipline and DevelopmentTraining plays an important role for the development of all employees which responds to individuals and helps to achieve organisational requirements by improving performance and understanding (Armstrong, 1992).Considering with the strategic direction, how the organisations core competencies of employees can be identified and advantages taken from environmental factors. From the training and development terms, this can implement the classical training cycle and business planning come approximate to determining training needs (Mayo and Pickard, 1998).Organisation objectivePlanningEvaluatingDeliveringFigure Business objectives within the training life cycle (winter, 1995).The training strategy is a system that determines the competencies required for the organization in the future and how it can be achieved. Organisations need these training strategies for different perspectives li ke--To increase the productivity through expenditure on capital expediencys-To increase the productivity through spending on developing human capitalDifferent methods of training for peopleGenerally there are two types of training methods.a) On-site training methods1) On the job trainingIn this training method, trainees get training under the direction of someone and supporting them to gain knowledge and observe more and more from the existing experienced employees. Though its formal training so every employee get some sign knowledge from it.2) Job rotationThis training method allows people to move in different department of the organisations. Through this job rotation employees develop skills in different section more than they would get from staying in one department.3) ApprenticeshipApprenticeship is a item form on the job training though which a particular level employees used to get information about skilled trade (Goldstein Ford, 2002).For example different company like-el ectrician,plumber,carpenter,pipefitter,sheet metal worker etc. Is used this approach.b) Off-site training methods1) Classroom lecturesIts one of the common methods of job training. It can provide large number of information at a time and lite to deliver it to the large no of trainees at a time.2) Instruction in the form written material or forms based on computer.3) Computer based training (CBT)Its a way training by which trainees can communicate and transfer and get information from instructor through computer, television etc. (Goldstein Ford, 2002).Its distance learning.Development of HRHuman Resource is the framework for employees can develop their personal and organizational skills, knowledge, abilities. Human resource development include employee training, employee career, development, performance management and development, coaching, mentoring, succession planning, key employee identification.Understand the organizational needs and future demand as well as future capability , and know what talent it has available to it. And prove, as far possible, a career challenge to individuals that helps them to meet their aspirations. In developing the organization, personal development overly important for the organizational improvement, because a individual persons are the set of organizational power mean resources.In bellow there the method of developmentIndividual Support-Organizational Interest-DialogueAccreditationOrganizational MappingPerformance ManagementCareer-counsellingSuccession planningAppraisal discussionCareer-planningSecondmentsCareer discussionPersonal plansManpower/skills planningDevelopment centresMentoringTraining prioritisationVacancy managementLearning resource centresRetention StrategiesSelf-managed learning360 degree feedbackPotential assessmentManagerial coachingExternal coaching mellowed-flyer developmentFlexible workingTraining facilities getting to grips with the needs of a job quickly, and by improving the knowledge and skill of work er it allows the employee improved quality, and enhance of skill based on the employee could lead to their job enrichment with benefits to both the person and the organization.Motivational impact of training in a manifest when staff feel a sense of reorganization when sent on training course, and after been trained they are motivated to acquire new skills, particularly when payoffs follow the acquisition and use of skills.Identification with organization could be fostered when a better understanding of mission statements and corporate objectives is achieved through training.Strategies for positive employee relationEmployees are the stake holder of the organisation and cant be compared with task, functions, process or products. Emotional support and personal considerations are required for them to understand them. Its very complicated to draw up employees inventory and arrange them in warehouse in a systematic way. Any decisions regarding this will attempt a negative impact on them and may cause a break down in operations. So it is very important for the organisation to identify and value those differences and always give magnificence on the achieving positive and fruitful employee relations. The main concern of employee relations strategyHow to minimise the conflict by maintaining employee relations through building stable and cooperative relationships.How to achieve employee commitment though involvement of employee involvement and communication processes.-How to develop interest in employees towards the achievement of organisational goals.Strategic direction.The approaches of human resource management towards employee relationsTo drive them for commitment To get all the employees with the organisations by loving their heart and minds and make sure a fruitful return on training and development.A emphasizing on mutuality getting the letter crossways that we are all together in this.A shifting of collective bargaining in the organisation to individual.By us ing of employee involvement techniques.Through applying tote up quality management (TQM)To use human resources more effectively sometimes increase flexibility in working environment, including multi skillingBy giving more importance on team workOnce organisation has established it is very difficult to change the organisations culture, this means to change the employee relationships culture is also difficult. The organisation will become more successful when senior management think employee relationship strategically in employee perception rather than rival organisations. It can be achieved plain by aiming to recruit and retain more effectively and by developing employee relationship strategies to increase the overall satisfaction of employees though chances (like feeling interest in job, job security, positive completion, and influence them performance) and decrease the dissatisfactionPerformance managementPerformance in an organisation cannot be defined but it can be measured. It s meter of muti-dimentional construct depending on variety of factors (Bates and Holton, 1995). Bernadin el al (1995) concerned that Outcomes of work should be defined as performance because it creates a strong linkage with organisational goals, node satisfactions and economic contributions. It is about managing of the organisation in the perspective of internal and external environment. There are different stages of performance management showed in figure 2.1High performanceImproved performanceLow performanceStart yearAgreement of performanceDuring yearMonitoring and review against agreementEnd yearReview of main performanceFigure 2.1 Different stages of performance managementPerformance management involves continuous review of performance against organisational objectives, requirements and plans and the performance agreement, enhancement by implementation and developments line-up for the next. Business strategy, employee development and total quality management (TQM) are main pr ocesses in the business that should be linked with the performance management for achieving business performance (Hartle, 1995). Basically the force for vertical and horizontal integration is performance management.Vertical integration Vertically It can be achieved in two ways. Firstly, it facilitates the coalition of strategies and plans of the business with individuals and teams. There targeted aims are those that support the success of corporate goals.secondly, the organisational core values and capabilities should take place through vertical integration as well as values adopted and the level of potential achieved by individuals.Valuing peopleHorizontal integration It is the association of performance management and human resource strategies that deals with valuing, paying, relating and developing people. Organisations effectiveness can be increased through the impact of performance management. The effectiveness of the organisations can be improved by adopting with various proce sses of managing, motivating and developing people through successful integration with performance management. It shows in figure 1.3Developing peoplePerformance managementPaying peoplePeople involvementFigure 1.3 Performance management as a central point for integrated HR activitiesRewardThe main purpose of reward is to increase job performance, productivity, meet the customer forethought and to hold recognition. In other way-To achieve the goalTo accomplish the task on timeTo take out boring from work placeTo get ahead the employee to workTo meet the higher and lower order needsStrategies for rewardAll employees are in the reward strategy for example line managers, stake holders. All the employees work hard with skills and effort in return they get salary and other performance bonus from employers. Its also good relationships developed between employees and employers through good working environment and excellent communication. In broader sense strategic aims includeTo introduce a more incorporated approach to reward management and encouraging the employees through continuous personal development.To develop flexible approach.To reward people according to employees contribution.To make a clear specification about what behaviour will be rewarded and why.Reward managementAccording to Contingency theory applied to rewardDifferent reward strategies are required for organisational variation and cultures.Different reward strategies and its usefulness vary according the organisations policies and practices.Business strategies may take forward the business strategy inside the organisation. The interrelationship between the employees and managers will influence the strategies at different levels in the organisations.Performance related pay should depends on the way motivation of employeesInitiatives for specific rewardsIt depends on the examination of present dower in the organisation and need of evaluation of the business and its employees. Examples of some possi ble initiativesThe establishment of contribution pay scheme through replacing of present methods of dependant on(p) payThe initialisation of new grades and pay structureThe substitution job evaluation scheme with more clarified scheme that shows values and needs of the organisation.The improvement of flexible benefit systemThe arrangement of announcement and training programmes to tell all the employees about the reward policies and practices.Development of Reward strategyDevelopment of strategyIn todays organisation is facing fast changing economic environment, technological advancement and globalisation. Organisations have to cope up with these changes. The close fit between business strategy and HR strategy actually help to reach their desired target.From the business point of view, it has to take account on trend such as concentration on core business, market segments, get maximum values from reward system, and give more importance on flexibility. They have to change the old sy stem with the best practices to meet these requirements. The design of reward system must need to be fair and need to operate consistently to recognize individuals needs. There are many steps for developing strategiesDetermine the main issues for business strategy that affects the reward and policyTo find out crucial success factors for the business and need to think implications for human resource and reward strategies.Need to keep in eye on old reward strategies and identify any change require for that to adapt that with new changes of the organisations.To identify the implications for HR plans to establish future needs.Discuss with the consultant about how to develop reward strategiesConsider external factors like policies of government, income tax regulations, peoples pay and pressure from local or international.ConclusionAt the end we can conclude the importance of human resource management strategies in an organisational context by summarising the needs that for effective runn ing of the business HRM is essential. It is not possible to run the organisation without engaging human resource management. Human resource management need to be active in order to maintain all the section within a short time. Moreover, human resource management helps to enhance the productivity of an organisations people through hiring right person at right place at time by making good strategies. HRM also motivate their employees through various ways like pay and reward. This is way how human resource management helps in achieving the overall performance of the organisation through developing strategies and implementing them effectively towards the organisational success.

The Simpsons: Appealing to the Middle-Class :: Composition Rhetoric

The Simpsons Appealing to the Middle-Class For this assignment I watched the show The Simpsons, which comes on the Fox network on Sunday nights at eight. The show is about an animated nuclear family and their everyday lives. The Simpsons targets the middle class families that live in the suburbs of America. The show mainly appeals to families that composed of parents who work at unskilled jobs and have children, between the ages of 10-18. You can tell this from the mercantiles, how The Simpsons life style is portrayed and the jokes contained in the show.The commercials seen along side the Simpsons apply to the middle class family. These commercials are meant for both the adults and the children who watch the Simpsons. One such commercial is for Toys R Us. The commercial shows a mom and dad taking their son to the local Toys R Us. Inside the hive away we get shots of the newest toys to appeal to the kids who are watching the commercial. The commercial then states that it has the mo st toys for the lowest price. This statement is meant to appeal to the parents who have a low income and can all buy toys that are inexpensive. Among other commercials that are viewed during The Simpsons are family vacation advertisements. One such one is of a family going to Disney world. The commercials states that Disney world has everything for everyone in the family. The advertisement shows the protactinium playing golf, which is meant to appeal to the dads who watch the Simpsons. The commercial also shows the mom buying something at the gift shop, which is meant to appeal to the moms who watch the show. And finally the commercial shows the children going on the rides, which is meant to appeal to the kids who watch the show. Another commercial seen with The Simpsons is a commercial for a mini van. In this commercial the mini van is compared to a standard two-door car. The commercial asks, How are you going to fit your family in that two-door car? This commercial is meant to appeal to people who have a large family that needs all that extra space only a mini van can provide. Also the min van comes equipped with a small T.V, and shows kids watching it. This is meant to appeal to children who now instead of entirely sitting there can watch TV on long trips.

The Publication of Uncle Tom’s Cabin Essay -- Harriet Beecher Stowe Un

The Publication of Uncle Toms Cabin Harriet Beecher Stowes novel, Uncle Toms Cabin, has been widely identified as the most influential American novel in the countrys history. Books have, of course, always had the power to bring about great kind change, and the widespread distribution of Uncle Toms Cabin gave a vivid image of Southern life, especially the mistreatment of slaves, to the completed country. While slavery was previously an burden between slaveholders and abolitionists, the moral outrage caused by Uncle Toms Cabin went a long way towards bringing the slavery debate to the forefront of the entire American consciousness. Broadly speaking, the books success brought the moral conflict to the general public, causing many ordinary citizens to form their own moral judgments, often critical ones, of the nature of slavery, while they previously would have been more apathetic. Here, I will investigate the reaction to and effects of the publication of Uncle Toms Cabin, part icularly divided into two groups the scholarly or critical reaction, and the public reaction, including both public opinion of the book and the various derivative works that were created for public consumption. I have researched both portions of this topic through the more modern works of historical analysis, and by examining primary sources reproduced in online collections (with especially heavy use of Railtons extremely resourceful website, for which I would like to acknowledge my gratitude).Outside of the Southern region that Uncle Toms Cabin criticized, the book immediately received a critical reception of wild enthusiasm (Donovan 16) that fully recognized the strong moral weight that was carried in its strong narrative. While the... ...can Culture A Multi-Media Archive. Dir. Stephen Railton. 2002. separate Relevant Works Hildreth, Margaret Holbrook. Harriet Beecher Stowe A Bibliography. Hamden, CT Archon, 1976.Jorgenson, Chester E., comp. Uncle Toms Cabin as Book and Legend A Guide to an Exhibition. Detroit 1952.Stowe, Charles Edward. Life of Harriet Beecher Stowe. Boston Houghton & Mifflin, 1890.Stowe, Harriet Beecher. A Key to Uncle Toms Cabin. Port Washington, NY Kennikat, 1853.1 To clarify, while Uncle Toms Cabin was the title of both the novel and the play, my mention of the title in this chronicle refers to the novel unless otherwise stated.2 This name is almost certainly a pseudonym (UTCAC).3 UTCAC identifies Gamaliel Bailey as a possible author of this anonymous article.