Love Is Never Silent - 1191 Words

Deaf Event For my American Sign Language class I needed to attend some type of Deaf event. The event I chose was the showing of Love is Never Silent on October 22nd from 6-8pm in Wiley Hall at the University of Minnesota. Love is Never Silent is a very touching and powerful television movie from 1985. This movie can help the hearing world get a look at what it is like to have family members that are Deaf. This movie was also probably an inspiration for Deaf people by how relatable it could be to their life. The movie follows Margaret, a child of Deaf parents, through childhood until she is a grown adult. During the stages of Margaret’s life depicted through the movie I learned new information about Deaf culture and was able to make†¦show more content†¦It was extremely sad to see Margaret’s parents make her communicate with the coffin salesman. This is something a young child should not even be exposed to but Margaret is forced to buy her brothers coffin because her pare nts cannot do it on their own. This entire movie offered a new perspective towards Deaf culture that we have not explored in detail in class. A lot of the Deaf culture we have learned about had to do with learning as a Deaf student or the history behind Deaf schooling. This movie showed me what it was like to be affected by Deafness without being Deaf yourself. Margaret had so many extra struggles in her life that may not have been an issue if her parents were hearing. For example, Margaret wanted to go buy a dress to wear for graduation just like all of her friends were doing. When Margaret told her mother that her friend’s father could give her a discount on a store bought dress her mother did not even consider it and told her no. Her mother insisted that they would not be beggers and that she would make her a dress. Since Margaret’s mother was unable to communicate without help from other people I think that she did not believe in accepting help from other people no matter what the help was for. Even though Margaret’s friend was being nice by offering her a discount the mother felt it was a handout because they felt bad for her. This showed how Margaret’s mother was very proud and taking care of herself andShow MoreRelatedLove Is Never Silent798 Words   |  4 PagesThe movie love is never silent is a movie based in the late nineteen thirty’s and is about a young girl and her deaf family. It introduces the hardships that the family faces and the changing of the times that slowly brought Deaf Culture to where it is today. The movie discusses topics such as misconceptions of the time, the fear and confusion misinformation produced and the shame that Margaret faced because of it. It also explained how daily life during the time worked and how many people were curiousRead MoreSummary : Love Is Never Silent Essay650 Words   |  3 PagesIn the 1985 movie â€Å"Love is Never Silent† it is set during the great depression and follows the Ryder family, Abel and Janice two deaf parents of two hearing children Margaret and Bradley. Abel works for a newspaper company on the printing press, Janice is a seamstress. The parents rely on the oldest child Margaret as their link to the hearing world by being their voice. In the beginning tragedy hits the family as the Ryder’s youngest child Bradley falls from their second story apartment and diesRead MoreThe Consequences Of Silent Spring By Rachel Carson1014 Words   |  5 Pagesis no time. The rapidity of change and the speed with which new situations are created follow the impetuous and heedless pace of man rather than the deliberate pace of nature.† ― Silent Spring by Rachel Carson (1962) During the heightened economic and technological growth that comes with every war the world fell in love with the very first man-made insecticide called dichloro-diphenyl-trichloroethane which is more commonly referred to as DDT. It was first created in 1874 by a German chemist butRead MoreZabriskie Point by Michelangelo Antonioni1757 Words   |  7 Pagesdistributed children. She never finds this man, but runs into some children along the way and continues driving. Mark spots Daria driving and begins to continuously fly dangerously close to her car. Finally, a confused Daria stops her car, runs out, and lies in the sand; and Mark meets Daria on the ground. Mark asks Daria for a ride so he can buy gas for the airplane. Daria agrees and they drive to Zabriskie Point. At Zabriskie Point Daria and Mark make love. During the love scene, more couples appearRead MoreThe Many Ways to Love Essay1116 Words   |  5 PagesLove is the most powerful of all magic. It brings hope, beaut y, unity, and joy into ones life. Also, it brings pain and heartache if not nurtured, or if neglected. There are different types of love for example the love for your parents and children, which is unconditional, but sometimes complicated. Then there is the kind for lovers and friends, which are built on getting to know a person and accepting people for who they are. Regardless of the kind of love, it is still powerful and emotionally linkedRead MoreJane Austen s Mansfield Park1058 Words   |  5 PagesFanny is shy and silent in Mansfield Park by Jane Austen; but she ends up being the only character that ultimately gets what she truly wants without having to go through many unwanted shenanigans of speaking. By showing the arrival of the silent Fanny Price into Mansfield Park and contrasting her timid demeanor throughout the novel with the charismatic personalities of Henry and Mary Crawford, Jane Austen manipulates the audience into sympathizing appropriately to understand the love Fanny has for EdmundRead MoreSurprised by Joy and William Blake’s poem, The Sick Rose Highlight the Pain Love Can Create725 Words   |  3 PagesRose† employs a range of poetic techniques to highlight the pain that love can create. On the other hand, John Clare’s poem titled â€Å"First Love† and Robert Burns’s poem, â€Å"A Red, Red Rose† contrastingly explore the theme of love as a positive to be celebrated. William Wordsworth’s poem titled â€Å"Surprised by Joy† is a sonnet which uses simile, personification, metaphor, emotive language and a question to highlight the pain love can create. The poet uses the simile â€Å"impatient as the wind† to emphasizeRead More beatrice is the vita nuova Essay531 Words   |  3 Pagesever there was a doubt of love at first sight, Dante Alighieri disproves the disbelief with his first sighting of Beatrice in his Vita Nuova. When Dante recounts his second encounter with Beatrice he says that she greeted him but does not state how exactly she acknowledged him. The â€Å"ineffable courtesy† that she greeted him with implies that the encounter was not spoken. nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;nbsp;Through complete silent encounters, the love Dante harbors for BeatriceRead MoreThreat Of Talkies994 Words   |  4 PagesThreat of talkies Up until the 1930’s all films had been silent. Theaters would hire piano players to give sound to the audience, and life to the films. This would soon change starting with the growing popularity to use soundtracks, instead of hired piano players, to accompany the film. Later leading to the use of full sound throughout the picture. Chaplin, who had acquired fame and fortune from his work as a silent film actor and director, was reluctant to make the move to full sound. UndoubtedlyRead MoreThe Career Wars : Today s The Day881 Words   |  4 Pagesfriend Amber’s house to ride with them to school. To our crisp white mailbox with the thick black house numbers. I open the small door to the mailbox and grab the pilled mail. â€Å"Man we haven’t gotten the mail in a long time.† I whisper to myself in the silent morning. I sprint to the house to hopefully make it back before my mom comes down. I sprint back upstairs to my room and close the brightly decorated door. I sit down at my bright white desk and open the letters with my shaky hands. Why are my hands

The Curious Incident of the Dog in the Night Time

The Curious Incident of the Dog in the Night Time Task: Examine the techniques used by Mark Haddon to add to our understanding of the problems facing the central character, Christopher, due to Asperger’s Syndrome. The novel â€Å"The Curious Incident of the Dog in the Night Time† by Mark Haddon is a very unique novel. It is unique in many ways as it’s written through the eyes of someone with Aspegers Syndrome and this condition is explored throughout the novel. The novel is about a fifteen year old boy called Christopher who has Aspegers Syndrome. This condition doesn’t allow him to understand things the way people without this condition would. The novel shoes how Christopher grows up, some of the experiences he goes through and how he†¦show more content†¦For example, one time his mother couldn’t cope was when she took him shopping. â€Å"And you crouched down on the floor and put your hands over your ears and you were in the way of everyone so I got cross†¦But you shouted and knocked those mixers of the shelf.† This situation upsets her and causes a row between his parents. After a while both his parents cant cope with arguing anymore so his m um then leaves. She leaves because she believes her husband is better with Christopher and she feels inadequate to deal with him. Christopher is unaware of the problems he causes because that is just the way he thinks. This gives us a better understanding of how he thins and deals with problems to having Aspergers. As the novel goes on the relationship between Christopher and his father change and conflict develops between them at the beginning their relationship is very positive and strong. For example, when Christopher gets taken to the police station his father shouts at the police in defence of his son. This shows that’s he cares about Christopher and that he is not angry at him fro getting taking to the police station. Also when his father sees Christopher inside the cell they both hold up their hands and their fingers touch. This s how they show that they love each other as Christopher hates to be hugged or touched. Their relationship begins to deteriorate when his father banged his fist on the table really hard so thatShow MoreRelatedThe Curious Incident of the Dog in the Night-Time800 Words   |  4 Pagesâ€Å"The Curious Incident of the Dog in the Night-Time† is a 2003 mystery novel written by a British writer by the name of Mark Haddon. With this novel Haddon was able to win three awards; one of which was the Whitbread Book Award for Best Novel and Book of the Year. Haddon writes the book in a first-person perspective, through the eyes of the protagonist Christopher John Francis Boone, a 15-year-old boy with behavioural difficulties. Throughout the novel Haddon uses numerous techniques to present thisRead MoreCurious Incident of the Dog in the Night Time942 Words   |  4 Pagesfrightening because usually their actions can’t accurately express what their brain is thinking. It is frustrating to try and determine what a child with autism is trying to say, and often results in them being misunderstood. The Curious Incident of the Dog in the Night-Time, by Mark Haddon, tells the story from the perspective of Christopher Boone, a fifteen year old boy with autism. Chris is brilliant at math and science, but is unable to understand or express emotion. His difficult home life furtherRead MoreThe Curious Incident Of The Dog At Night Time1030 Words   |  5 PagesCauy Menard Mrs. Blaire Desormeaux English IV 18 September 2017 The Curious Incident of the Dog at Night-time Mark Haddon uses Christopher Boone’s strengths and weaknesses throughout his novel to help solve of the murder mystery of The Curious Incident of the Dog in the Night-time. Christopher Boone is a fifteen year old child with autistic abilities who seeks information to solve the murder of his neighbor’s dog, Wellington. Boone uses his intelligence to help him push through his secret murderRead MoreCurious Incident of the Dog in the Night Time1720 Words   |  7 Pagescomposition of ‘The Curious Incident of the Dog in the Night-Time’ is lightly critical in portraying the concerns for society that Haddon holds and through his various and literary and dramatic techniques. Mark Haddon’s novel has accurately achieved his goal of installing knowledge in his audience. Haddon believes that the people of his society do not have a sufficient understanding of the troubles faced by those with a disability and here ‘The Curious Incident of the Dog in the Night-Time’ is used toRead MoreThe Curious Incident of the Dog in the Night-Time1976 Words   |  8 PagesThe Curious Incident of the Dog in the Night-time chronicles of Christopher Boone of Swindon, England. The book is written by Mark Haddon, who formerly worked with autistic individuals, describes the world through the eyes of Christopher, who is self-proclaimed â€Å"special needs†. The novel never explicitly says what Christopher’s diagnosis is, but from the text it is apparent that he would fall on the higher functioning end of the Autism Spectrum. The book begins with, as the title suggests, aRead MoreCurious Incident of the Dog in the Night-time500 Words   |  2 Pages The author of The Curious Incident of the Dog in the Night-time, Mark Hadden, was a genius to write this book from Christopher’s point of view. Writing the book in third person would defeat the point of the book which is to let us see the world through the eyes of Christopher. The books main plot is very basic and the mystery pretty easy to figure out. Hadden wants us to see Christopher’s way of thinking and interacting though an event that people without his disease may think of as straight forwardRead MoreThe Curious Incident of the dog in the Night-Time2900 Words   |  12 PagesThe Curious Incident of the dog in the Night-Time Traits: Determination, Analytical, Immature to Mature In the novel, â€Å"The Curious Incident of the dog in the Night-Time† by Mark Haddon, the protagonist, Christopher, is trying to solve some of the mysteries that surround his life in Swindon, and get to his mother’s place and back through a mature understanding of social integration. In Swindon, some positive influences of mother in his past lead to some maturity and parts of his analytical trait,Read MoreThe Curious Incident Of The Dog In The Night-Time Analysis946 Words   |  4 Pagesbe different. Every person is a different person. And one day you need to be aware of your difference. Aware that you are not the same as the others. That is to be normal.† (Alejandro Jodorowsky Quotes. BrainyQuote.com) In the Curious Incident of the dog in the Night-Time, Haddon alludes the idealistic thoughts on normality in todays society. In the world today, society expects the individuals to conform to what is thought to be normal. As humans, one strives to adapt to societal standards. NormalityRead MoreThe Curious Incident of the Dog in the Night Time Essay1068 Words   |  5 PagesThe Curious Incident of the Dog in the Night-time by Mark Haddon, emotions are the most challenging problems of all for Christopher. However, beyond the drama of Christopher’s crises involving feeling, or interaction with other people, we glimpse a more general idea – that dealing with people and feelings is difficult. Discuss in relation to the themes and characters of The Curious Incident of the Dog in the Night-time. In Mark Haddons contemporary novel, The curious incident of the dog inRead MoreCharacters In The Curious Incident Of The Dog In The Night-Time1170 Words   |  5 Pagesuse a plethora of diverse themes, literary devices, and protagonists to liberate the story within them. In doing so, authors are able to intrigue and educate an audience more effectively. Specially, Mark Haddon, in writing The Curious Incident of the Dog in the Night-Time educates his audience by making his central character, Christopher, the narrator, have a disability. Although Christophers disability isn’t explicit in the novel, one can assume that he has some form of Autism or Asperger syndrome

Patient Turnover and Relationship System †MyAssignmenthelp.com

Question: Discuss about the Patient Turnover and Relationship System. Answer: Introduction According to Adam (2016), philosophy of caring is the basic pillar of nursing profession. However, Adams (2016, pp: 01) have opined that, The attribute of caring is no longer a central theme to the nursing profession and has become only second nature to the busy, overworked nurse in a technologically dominated setting. The following essay aims to analyse to what extent this statement holds significance in nursing profession. Analysis of the validity of the statement will be done under the light of the Professional Code of Conduct of Nursing and Midwifery Board of Australia (2017) along with detailed examination of related concept of care and importance of care in nursing profession and present day scenario. Towards the end the essay with put forward the conclusion stating to what extent the writer agrees or digresses with the above mentioned statement. The profession of nursing is the key healthcare profession. It has principal contribution towards the overall health and wellbeing of the patients. The concept of care in nursing profession generally deals with holistic care to the patients for fast recovery of the mental and physical health (Bodner et al., 2015). According to Oosterom-Calo Vice and Breslow (2015), apart from providing the medical care, it is also the duty of the nurse to make sure that the surrounding environment is suitable for fulfilling the comprehensive requirement of the patients thereby leading towards the physical wellbeing and mental satisfaction. Oosterom-Calo et al. (2015) further opined that the patients who are suffering from the prolong disease like cancer, demands certain level of emotional and spiritual support and it is the duty of the nurse to fulfil the spiritual requirement of the patients in order to promote speedy mental recovery which in turn positively impacts the physical health. Ramezani et al. (2014) has also spiritual care mode as one of the related concept of care in nursing profession. Spiritual care is regarded as a critical aspect of nursing care. This is because, the patients project nurses as the valuable source of the spiritual information and it is the duty of the nurse to be able to fulfil the spiritual requirement of the patients. However, in spite of increasing importance of spiritual care in the recent times, at present there are still certain level of ambiguities about in the nature and the associated components of the spiritual care (Ramezani et al. 2014). According to Lusk and Fater (2013), in order to optimally fulfill the physical, mental and spiritual requirement of the patients, it is the duty of the nurses to abide by person or patient centered care model. This care plan varies from person to person and is now gradually evolving as the principal mode of care plan among the nurses. Meaning of the term caring According to Adams (2016) the concept of caring varies from individual to individual. Adams (2016) have further defined the concept of caring as an altruistic act of feeling concerned for another person. Caring is the fundamental principal of the nursing profession as introduced by the Florence Nightingale. The caring in nursing profession has two main domains one act as a noun and other domain act as the verb that signifies the act of caring for unknown person when he or she is unable to take care for them (Adams 2016). Via procuring care, a nurse employs a genuine and authentic practice that is comprehensive and meaningful to both the patient and their family of cares (Adams 2016). This authentic practice is mainly based on the nurse knowledge base and the knowledge that arose from the interpersonal relationship between the nurse and patients. The concept propose by the Adams (2016) aligns with the Code of Ethics for Nurses in Australia. According to the code of ethics nurse must v alue quality nurse care for all the patients irrespective of the diversity. Here quality nursing is acknowledged as accepting the accountability of the standards of the nursing care and taking reasonable actions as per the requirement. According to Adams (2016, pp: 01), The attribute of caring is no longer a central theme to the nursing profession and has become only second nature to the busy, overworked nurse in a technologically dominated setting. However, Entwistle and Watt (2013) is of the opinion that caring is an important aspect of nursing because it helps to improve the overall experience of patient in the process of delivering healthcare. The concept of caring, helps in the framing of the patient centred care plan. According to Kitson et al. (2013), patient centred care plan is one of the crucial parameter behind improvement of patients health and wellbeing. This again goes with the Code of Professional Conduct for Nurses in Australia (2017) which vouches in favour of health and wellbeing of the patient. According to Rathert, Wyrwich and Boren (2013), patient centred care plan is a modified version behind the concept of nursing care and must be placed as the first preference in the nursing profession. The importance of the patient centred care plan is, it covers eight different aspects of patients care plan and this include respect towards patients preference, integration and co-ordination of care, education and information, optimal physical comfort, proper emotional support, adequate of the family members, friends and family in the decision making process, proper access to care and continuity and transition (Rathert, Wyrwich and Boren 2013). Moreover, optimal nursing care is also significant in the present day culturally diverse healthcare environment of Australia. According to Renzaho et al. (2013), culturally competent health care model promotes increase rate of awareness cultural awareness under the linguistically diverse environment and thereby preventing compromised patient-provider relationships which increasing patients health outcomes. This culturally competent care model again inclines with the Code of Professional Conduct for Nurses in Australia (2017) which emphasize the importance of nursing practise in a culturally competent manner with due respect towards the cultural and ethnic values of the Aboriginal and Torres Strait Islanders (indigenous population in Australia) Overworked nurse in technologically dominated settings According to Shanafelt et al. (2012) and Shanafelt et al. (2015) the majority of the nursing professionals are now suffering from burnout in comparison to any other profession in world. Shanafelt et al. (2012) have highlighted both the individual along with organizational factor as the reason behind this burnout. According to OMalley et al. (2010) and Holden (2011), the nurses are of the opinion that documentation of the patient information through computerized entry is the leading cause of the work overload leading to concentration distraction along with the decrease in compassionate care. Zhou et al. (2010) have opined that the concept of technological advancement in health care like application of the electronic health records have been introduced in the health care system has been introduced increase the quality of care along with patient safety. However, implementation of electronic health records has increased the clerical burden over the nursing and other health care professio nals and thus decreasing the quality of care. Active workload generated due to high requirement of data documentation has decreased the nurse-patient interaction along with potential distraction of the nursing professional from the quality medical practice. Dyrbye et al. (2012) have opined that this distraction is affecting the individualized quality of care (both emotional, spiritual and medical) that the nurses used to take in order to address the patient concerns. The majority of the hospitals are now using computerized transcription services in order to document patients notes and this have further increased the eel of burnout among the nursing professionals (Shanafelt et al., 2013). Shanafeltet al. (2016) have opined that implementation of the computerized documentations have forced the healthcare professionals to devote more time in clerical documentation in comparison to the critically analysis of the patients. According to Entwistle and Watt (2013), critical analysis of a pa tient is an important factor for stringently designing the person centred care plan. Person centred care plan is important crucial for improving the overall patient outcome as it is based on 8 crucial principles like respect of patients choices, proper co-ordination and integration of care, proper information and education about the patient, providing the patients physical comfort along with emotional support, encouraging active involvement of family in the patient care plan, continuity and transition of care and proper access to care (Entwistle and Watt 2013). The study conducted by Shultz and Holmstrom (2015) reported that technological advancement in the healthcare profession though has helped to increase the hourly volume of the patients attended but have decreased the quality of personalized care. According to Benner (2012), proper education and updated knowledge among the nursing professionals pave towards radical transformation. Benner (2012) further opined effective knowledge and nursing skills helps the nurses to practice in accordance with the prevailing health care standards while abiding by the health care policies. According to Nursing and Midwifery Board of Australia (NMBA) (2017), it is the duty of the nurse to practice in accordance with the relevant laws of nursing profession. Moreover, proper education and training among the nursing professionals help in the improvement of the quality of care via decreasing the incidences of medication error and drug errors (Adhikari et al., 2014). Adhikari et al. (2014) is of the opinion that this nursing education and skills training must be undertaken under a multidisciplinary approach so that the nurses gets a diverse exposure in the different aspects of patient care plan like correct patient, right amount of drug, right perce ntage of dose, right span of time and right mode of administration. According to Park et al. (2012) Apart from patient care approach, nursing education also includes ethics education and this domain is highlight significant under the NMBA code of conduct (2017) which proposes nursing practice under proper reflective exposure undertaken through ethically sound framework Compassion and empathy in nursing care Nursing professional highlights holistic care to the overall health of the patients. This overall health of the patients encompasses both mental and physical health. Speedy recovery among the patients demands spiritual and emotional support from nurses and this support come in form of empathy and compassion (Jason, 2014). According to McCaffrey and McConnell (2015), compassion is a form of human experience and is of deep significance towards nursing care as its aims towards understanding the context of the healthcare environments which is ruled by rationalisation and efficiency. However, Bramley and Matiti (2014) are of the opinion that compassion in nursing is included with the actions of care which at times takes time. However, this domain needs to be fleeting in order to strengthen compassionate connection. In spite of urgent calls for high focus in the all domains of nursing education and teaching, the opinion of the patient was divided on whether compassion can be taught or rema ins a moral value. Gaining a proper understanding of the effect of uncompassionate actions in nursing care lays an opportunity to revamp both cultural and individual behaviours (Bramley and Matiti 2014). As per the NMBA code of conduct (2017), nurses are required to remain accountable and responsible for their actions. According to Batti and Steelman (2014), accountability or staying responsible for actions is an essential component of nursing care as it increases the level of patient safety. Oyetunde and Brown (2012) further opined that the primary healthcare nurses who are indulged directly with public are required to be cognizant about their public stand-point along with the level of accountability and responsibility on professional grounds. Trustworthy, Respect, Honest, Non-Judgmental, Integrity in nursing care All these five domains fall under the domain of safe and culturally competent nursing while valuing the diversity of the people and respecting their confidentiality (NMBA Code of Conduct, 2017). Here respect meaning respecting the dignity and the consent of the patients and this in turns goes with the concept of the informed decision-making. According to Barry and Edgman-Levitan (2012), informed decision-making is an important aspect of nursing care as it increases the involvement of the patient into the care plan and thereby increasing the level of outcomes. Moreover, informed decision-making is a pinnacle of patient centered care, which also helps in reducing the overall cost of care (Oshima and Emanuel, 2013). Trustworthiness increases the level of trust among the client-nurse relationship and thereby improving overall patient outcome (Park et al., 2012). According to Ramezani et al. (2014), non-judgmental and unconditional acceptance in nursing care helps in the improvement of sp iritual care in the nursing practice. Furthermore, spiritual care is dynamic and subjective concept. Ramezani et al. (2014) has defined this as unique aspect of care that incorporates all the other aspects of the care model. This concept has emerged under the context of nursing awareness of the transcendent dimensions of life and then critically reflects on reality of the patient. The provision for spiritual care leads towards the generation of positive consequences in patients health like healing for patients along with increase in the domain of spiritual awareness for nursing professional (Ramezani et al., 2014). Critical thinking and problem solving Critical thinking and problem solving is an important aspect of nursing profession as it helps to improve the decision making skills along with the leadership quality among the nursing professionals and thereby increasing the quality of care. According to Chan (2013), concepts of critical thinking changes, from time to time and thus there is an urgent need to clarify the perspective of the educators towards critical thinking and problem solving skills. There is also an urgent requirement to evaluate the new strategies towards the improvement of the critical thinking. With better understanding about the nursing education, educators along with nursing teachers are required to frame refine strategies towards enhancing critical thinking skills and in turn making them ready for clinical practice (Chan, 2013). According to Lee et al. (2013) application of the concept map helps in the overall improvement of the critical thinking skills among the nursing professionals and thereby helping to refine their problem solving skills and taking prompt actions. Mulnix (2012) further opined that evidence based practice among the nursing professionals help in the improvement of the critical thinking skills among the nursing professionals and thereby making them more proficient in the domain of active actions during emergencies. Conclusion Thus from the above discussion it can be concluded that caring is an important aspect of nursing profession. Caring does not only centres on providing quality health care for improvement of the patients physical health but also encompass proper assessment of mental health of the patients. Care in the domain of mental support deals generally deals emphasizes compassion and empathy along with exercising trustworthy and health relationship with the client. For drafting a comprehensive care plan, nurses must work on their critical think, problem-solving skills along with generating awareness under the domain of culturally competent care. However, increase in the application of technology-based documentation is creating a barrier towards the nursing professional to indulge in quality relationship with their client via practicing communication and intra-personal skills. This increase in the documentation is increasing extra clerical work load of the healthcare professionals thereby shiftin g the focus of the healthcare professionals from the care plan drafting towards technology based applications. References Bodner, E., Cohen-Fridel, S., Mashiah, M., Segal, M., Grinshpoon, A., Fischel, T., Iancu, I. (2015). The attitudes of psychiatric hospital staff toward hospitalization and treatment of patients with borderline personality disorder.BMC psychiatry,15(1), 2. Ramezani, M., Ahmadi, F., Mohammadi, E., Kazemnejad, A. (2014). Spiritual care in nursing: a concept analysis.International nursing review,61(2), 211-219. Adams, L. Y. (2016). The conundrum of caring in nursing.International Journal of Caring Sciences,9(1), 1. Entwistle, V. A., Watt, I. S. (2013). Treating patients as persons: a capabilities approach to support delivery of person-centered care.The American Journal of Bioethics,13(8), 29-39. Shanafelt, T. D., Boone, S., Tan, L., Dyrbye, L. N., Sotile, W., Satele, D., ...Oreskovich, M. R. (2012). Burnout and satisfaction with work-life balance among US physicians relative to the general US population.Archives of Internal Medicine,172(18), 1377-1385. Shanafelt, T. D., Gradishar, W., Kosty, M. P., Satele, D., Chew, H. K., Horn, L., ... Pippen, J. E. (2013). Burnout and career satisfaction among US oncologists: Results of the 2012 ASCO survey. Retrieved from: https://ascopubs.org/doi/abs/10.1200/jco.2013.31.15_suppl.6533 Shanafelt, T. D., Hasan, O., Dyrbye, L. N., Sinsky, C., Satele, D., Sloan, J., West, C. P. (2015, December).Changes in burnout and satisfaction with work-life balance in physicians and the general US working population between 2011 and 2014.Mayo Clinic Proceedings,90(12), 600-1613. Shanafelt, T., Dyrbye, L., Sinsky, C., HAssan, O., Satele, D. (2016).Relationship between clerical burden and characteristics of the electronic environment with physician burnout and professional satisfaction.Mayo Clinic Proceedings,91(7), 836848. OMalley, A. S., Grossman, J. M., Cohen, G. R., Kemper, N. M., Pham, H. H. (2010). Are electronic medical records helpful for care coordination? Experiences of physician practices.Journal of General Internal Medicine,25(3), 177-185. Holden, R. J. (2011). Cognitive performance-altering effects of electronic medical records: An application of the human factors paradigm for patient safety. Cognition, Technology Work,13(1), 11-29. doi: Zhou, Y. Y., Kanter, M. H., Wang, J. J., Garrido, T. (2010).Improved quality at Kaiser Permanente through e-mail between physicians and patients. Health affairs,29(7), 1370-1375. Dyrbye, L. N., West, C. P., Burriss, T. C., Shanafelt, T. D. (2012). Providing primary care in the United States: the work no one sees.Archives of Internal Medicine,172(18), 1420-1421. Kitson, A., Marshall, A., Bassett, K., Zeitz, K. (2013). What are the core elements of patient?centred care? A narrative review and synthesis of the literature from health policy, medicine and nursing.Journal of advanced nursing,69(1), 4-15. Rathert, C., Wyrwich, M. D., Boren, S. A. (2013). Patient-centered care and outcomes: a systematic review of the literature.Medical Care Research and Review,70(4), 351-379. Renzaho, A. M. N., Romios, P., Crock, C., Snderlund, A. L. (2013). The effectiveness of cultural competence programs in ethnic minority patient-centered health carea systematic review of the literature.International Journal for Quality in Health Care,25(3), 261-269. Benner, P. (2012). Educating nurses: A call for radical transformationhow far have we come?.Journal of Nursing Education,51(4), 183-184. Adhikari, R., Tocher, J., Smith, P., Corcoran, J., MacArthur, J. (2014). A multi-disciplinary approach to medication safety and the implication for nursing education and practice.Nurse education today,34(2), 185-190. Park, M., Kjervik, D., Crandell, J., Oermann, M. H. (2012). The relationship of ethics education to moral sensitivity and moral reasoning skills of nursing students.Nursing ethics,19(4), 568-580. Bramley, L., Matiti, M. (2014). How does it really feel to be in my shoes? Patients' experiences of compassion within nursing care and their perceptions of developing compassionate nurses.Journal of clinical nursing,23(19-20), 2790-2799. McCaffrey, G., McConnell, S. (2015). Compassion: a critical review of peer?reviewed nursing literature.Journal of clinical nursing,24(19-20), 3006-3015. Jason, A. (2014). Defining patient experience.Patient experience journal,1(1), 7-19. Oyetunde, M. O., Brown, V. B. (2012). Professional accountability: implications for primary healthcare nursing practice.JONA'S healthcare law, ethics and regulation,14(4), 109-114. Batti, R., Steelman, V. M. (2014). Accountability in nursing practice: why it is important for patient safety.AORN journal,100(5), 537-541. Park, S. H., Blegen, M. A., Spetz, J., Chapman, S. A., De Groot, H. (2012). Patient turnover and the relationship between nurse staffing and patient outcomes.Research in nursing health,35(3), 277-288. Barry, M. J., Edgman-Levitan, S. (2012). Shared decision makingthe pinnacle of patient-centered care.New England Journal of Medicine,366(9), 780-781. Oshima Lee, E., Emanuel, E. J. (2013). Shared decision making to improve care and reduce costs.New England Journal of Medicine,368(1), 6-8. Ramezani, M., Ahmadi, F., Mohammadi, E., Kazemnejad, A. (2014). Spiritual care in nursing: a concept analysis.International nursing review,61(2), 211-219. Chan, Z. C. (2013). A systematic review of critical thinking in nursing education.Nurse Education Today,33(3), 236-240. Lee, W., Chiang, C. H., Liao, I. C., Lee, M. L., Chen, S. L., Liang, T. (2013). The longitudinal effect of concept map teaching on critical thinking of nursing students.Nurse education today,33(10), 1219-1223. Mulnix, J. W. (2012). Thinking critically about critical thinking.Educational Philosophy and theory,44(5), 464-479. Nursing and Midwifery Board of Australia., (2017). Code of Professional Conduct for Nurses in Australia Code of Professional Conduct for Nurses in Australia. Access date: 16th April. Retrieved from: https://www.nursingmidwiferyboard.gov.au/ Nursing and Midwifery Board of Australia., (2017). Code of Ethics for Nurses in Australia.: Australian College of Nursing. Access date: 16th April. Retrieved from: https://www.nursingmidwiferyboard.gov.au/ Lusk, J. M., Fater, K. (2013, April). A Concept Analysis of Patient?Centered Care. InNursing Forum(Vol. 48, No. 2, pp. 89-98). Oosterom-Calo, R., Vice, K., Breslow, M. (2015, August). Experiences of Older Patients with Multiple Chronic Conditions in the Intensive Ambulatory Care Home Telehealth Program. InInternational Conference on Human-Computer Interaction(pp. 311-316). Springer, Cham.

Accounting Theory and Current Issue Samples for Students

Question: Discuss about the Accounting Theory and Current Issue ? Answer: Introduction The assignment intends to provide an extensive analysis of the article named Half a Deface of Positive Accounting Research. The emphasis of this has been given with positive accounting in a broader aspect of the research where the main focus has been given in forming a casual description of the human behavior stated in the accounting framework rather than on PAT in accounting perspective. Moreover, the present segments has included by their positivist research program which has been identified with various deficiencies in practical scenario. The present segmentation has been able to bring out the inherent intricacies which are mainly constituted in the speculative models where the dependence is seen to takes place in hypothesis and that attention is given on the computation of numerical data [1]. The research has been further able to involve the intellectual projects after taking into consideration various types of positive accounting research along with advantages and disadvantages. The project has been aligned with ontology as well as epistemology. With emphasis to the present context the conduction of critical review related to positive accounting has been identified with various loopholes and this has restricted making contributions to the overall research project[2]. The study has been further conducted to give a brief overview of the article and critical analysis of each aspect which needs to be covered in the final section. Furthermore, the study will give an augmented focus to the different aspects of identifying research hypothesis, the description of the value and ensure smooth flow of data in the literature review. Hence, the theoretical framework has been seen to give proper insights of the information with different significance and limitations of the articles an d proper justification for the same[3]. Summary of the article With relevance to the particular article associated to Half a Defense of Positive Accounting Research, the main investigations of the research with respect to accounting research has been put on positive approach. In the accounting research associated with a positive approach has a connection with broader intellectual projects related to scientific research as it aims to analyze the various relationships associated to cause and effects. It has been further seen that the deficiencies in the positive accounting research has been mainly identified in form of selection of various papers which has taken into consideration auditing literature. Based on the analysis it has been understood that the positive research is used in accounting when there exists certain loopholes for the accomplishment of the scientific goal and it has been for the seen to be applicable after selecting the illustrative papers fit for conducting the research. In addition to this, the description given by Kuhn shows those normal sciences are seen to actually suit with the positive research of the accounting activities. It has been thereby noted that the various prospects associated to this revolution and the crisis has been properly mentioned along with the several types of potentials and accomplishment of positive accounting. The summary of the article has been further able to signify the importance for the identification of the loopholes in order to make proper recommendations during the conclusion of the study[4]. The study is in for the described with the researcher on the criterion given by Popper, this has been able to prove the point that the induction is not the sole measurement for the accuracy of any given theory. In other terms the article has been able to provide a brief review of falsification associated to positive accounting theories. There has been identified a total of four classes associated to the description that are used for error measurement, external effects, internal effect and the various types of inefficiencies of the relativity theory. It has been further noted that a specific theory cannot be anecdotal with the various observations and hence it is imperative to select between two or more theories. It needs to be further understood that the decisive observations has actually falsified the inaccuracies in the theories which are inherent in the case and seem to be supporting and opposing theory[5]. This particular article has been further aim to provide an extensive dissection of the various types of limitations and the logic which are related to the statistical hypothesis testing. In this particular case, it has been discussed that it is a very dilutive version of the acquisition logic of Popper. This reason for this has been shown with every single test out of 20 may be wrongly rejected with 5% significance level. In this particular way there have been several technical issues present which are related to hypothesis testing and statistical distribution which is considered under null hypothesis and relies upon the supplementary assumptions. It has been further view that in case the technical issue has been resolved then there is a high chance that the hypothesis testing would fail. Therefore, it can be seen to be inherent only in case single alternative hypothesis has been taken into consideration without adequate focus in careful specification. This specification has been fur ther seen to be consistent with several types of accounting theories when it is seen to provide the association with the strength. Hence, the researchers seem to rely on the need for developing improved measurement procedure in order to test the theoretical models rigorously which prevails in the accounting practices[6]. Research Questions or Hypothesis The various types of hypothesis further research in the examination of the very day of positive accounting research has been listed below are as follows: H0: It has been seen that there has been an existence of the universe which is beyond the imagination of an individual H1: The events taking place in the world have sufficient reasons and form a part of the universe as well H2: the individuals are seen to octane high level of reliable source of the information associated to the global events with the assistance of vigilant observation H3: the various intention of intellectual property for observation has been utilized for gaining global understanding of the universe in case of causation The first hypothesis of the study has been able to test with different types of instances of positive research in accounting. It has been also seen with several operation of rational self-interest and interacting within the other parties who has been seeing to express opinion and the result of analysis of positive theories of accounting[7]. The significance of testing of the second hypothesis has been seen with understanding of scientific epistemology along with ontology which has been able to explain that the research of positive accounting is not ideal for the accounting research. Hence, it doesnt seem to be essential to advocate the various events which are not seen to be taking place as a result of random or output of the interventions associated to outside universe[8]. The third hypothesis test of the researchers and seen to be discussing the falsifications and the hypothesis testing as a regular determination of validity of their actions. In addition to this, the theory has been able to require the proper examination of the facts you are preliminary idea has been developed. It is seen as a formal theory which can be actually developed with testable anticipations and is consistent with the various types of relevant dependable empirical evidences. Therefore, it has been seen to be necessary for the anticipants for testing of the new theory based on several types of new observations in a particular situation where the new theories make certain anticipations with the old ones[9]. The final hypothesis test has been seen as significant impact on the various models which focuses on the measurement. This is the same with mental models which can be used for the mapping of casual procedures in the universe. It is therefore important for the researcher to formulate the hypothesis which can be properly related to the review section of the literature. Theoretical Framework It has been identified that there are various theoretical frameworks which can be used to meet the objectives of the research. Instances of positive research in accounting The operation of the balanced self-interest is seen to be taking place between the parties they are the outcome of the several accounting phenomena has been seen to be implied through the express contract in the various types of business enterprises. In addition to this these have been seen to cover the various accounting choices where the managers reports as well as takes charge of pricing decisions on behalf of the auditors. In this case, the auditors identified as the decision-makers by the use of various regulations based on standard setting and other professional advice to the academic practitioners. It has been further seen to be imperative to consider the fact which has been seen to be useful for determining the information assisting the investors in making investment decisions. This action has been actually seen to be reduced from the behavior of the human beings who are seen as rational in nature and does not include the theory of positive accounting. There has been for the seen a proper instance associated with article which helps in identification of the loopholes after a proper evaluation of the research[10]. On the other hand, that proper investigation of the accounting research is noted with various types of accounting settings which can take place in absence of: behavior. Such method is seen to be used by professional auditors in making judgments. This particular method has been further seen to be used by the managers, who use this information to utilize discretion during the performance evaluation. There have been several instances which are seen to be helpful for demonstrating the positive research program and it is actually seen to be much wider in comparison with the positive accounting theory. It can be related to any specific field of research which intends to gain proper insight associated to the causes of accounting phenomena as well as nature after following a relevant scientific research of accounting. And it has been seen to be significant to have a better measurement tool so as to enhance the overall quality of the decision-making process in the future years[11]. Scientific epistemology and ontology The epistemological in the field of scientific research majorly ends in the explanation of various approaches which are available for gaining useful insight of the whole world. On the other hand, ontology relates to the activities as well as the relations for answering the questions. In the first place, the agency in theory has been seen to be socially developed through the rules as there is a close association with social art that does not have an object is subsistence which is seen to be devoid of human beings. Here the participants as well as the activities are not seen to pose any rational activities. It can be further understood that the art cannot be observed as a devoid of experience especially with the human beings explanation given by the participants. The intricacies taking place in the ontological and the epistemological measures has been seen with their agenda to gain proper insight of the data associated to accounting phenomena and its futile exercise of flogging of a de ad horse[12]. It has been further seen to be associated with various problems with the positive research as it is seen to explode the experience and the knowledge of the underlying reasons. There have been several research streams which has diverse range of the object is which are seen to actually exist in the given period of time. There are several other issues which are related to the agency and due to this reason is human beings are seen to pose their own veil and the actions are further seem to cause that are not acquiescent to scientific theory[13]. Need for an effective positive research program The need for effective research program has been seen with issues prevailing in the accounting. The need for the analytical model is seen to be helpful for testing as well as the formation of various types of theoretical models. In addition to this it has been seen to be helpful for implementing of analytical models in the positive accounting research program. The need for the measurement rather than only testing the Presidio is seen to be important procedure by the researchers. With particular relevance to accounting, the biasness has been noted with strong publication in and against the parameters, which is seen to exclude the same which has been associated with a given theory. This is due to the reason that there is a shortage of resource of accounting and adequate availability of the resource at the same time[14]. Significance and Limitations of the article The main significance of the article has been associated to identify the broad which exist with the current practices and the positive accounting. It is further seem to be important for making relevant contributions and said it to broader intellectual program. Due to this reason there has been seen to be in absence of system optimization which modifies the same after rectification of a mistake. This is particularly aimed to provide rational insight of the scientific research where it is validated after participation of accounting groups. The research has helped in identification of improved theoretical models which are more reliable in nature[15]. The main limitation has been identified in form of not contributing to the awareness of human behavior in the present accounting context. The main reason for this has been identified in form of lack of collection of information associated to real life from the potential sources. The limitations have been further associated to primary and secondary data which are seen to hinder the quality of research. This particular research has been seen to be made with influences from the authors who had their opinions based on positive research accounting hands that quantitative aspect has not seen to be properly addressed[16]. Conclusion The study can be concluded by providing an article which aims to evaluate the various concept of epistemological villas ontology of the positive accounting theory which has been identified with certain loopholes. It has been further recommended by the researcher that some of the theoretical models used in the articles needs to be formulated based on the detailed test of the accounting variables. Hence it is necessary for conduct in the findings of proxies which relates to the present reliable data. It has been further noted that the behavior of human beings are seen to be rational where everything does not seem to take place from the positive theory of accounting. Hence it has been seen to be significant to consider quantitative aspects of the accounting which needs to be prioritized in this case for improving the future performance of the business organization. Reference List Apostolou, Barbara, et al. "Accounting education literature review (20132014)."Journal of Accounting Education33.2 (2015): 69-127. Apostolou, Barbara, et al. "Accounting education literature review (20102012)."Journal of Accounting Education31.2 (2013): 107-161. Bampton, Roberta, and Christopher J. Cowton. "Taking stock of accounting ethics scholarship: A review of the journal literature."Journal of Business Ethics114.3 (2013): 549-563. Blanthorne, Cynthia, and Stu Westin. "VITA: A Comprehensive Review of the Literature and an Analysis of the Program in Accounting Education in the US."Issues in Accounting Education31.1 (2015): 51-69. Chen, Theodore TY. "Is reform in accounting education needed in China and Russia: A literature review."Australasian Accounting Business Finance Journal9.3 (2015): 72. Deegan, Craig. "So, who really is a noted author within the accounting literature? A reflection on Benson et al.(2015)."Accounting, Auditing Accountability Journal29.3 (2016): 483-490. Doxey, Marcus M., et al. "Comments by the Auditing Standards Committee of the Auditing Section of the American Accounting Association on PCAOB Release No. 2015-004, Supplemental Request for Comment: Rules to Require Disclosure of Certain Audit Participants on a New PCAOB Form: Participating Committee Members."Current Issues in Auditing10.1 (2015): C1-C10. Fakharzadeh, Tala. "Budgeting and Accounting in OECD Education Systems: A Literature Review."OECD Education Working Papers128 (2016): 0_1. Howieson, Bryan, et al. "Who should teach what? Australian perceptions of the roles of universities and practice in the education of professional accountants."Journal of Accounting Education32.3 (2014): 259-275. Lafond, C. Andrew, Anna C. McAleer, and Kristin Wentzel. "Enhancing the Link between Technology and Accounting in Introductory Courses: Evidence From Students."Journal of the Academy of Business Education17 (2016). Lawson, Raef A., et al. "Focusing accounting curricula on students' long-run careers: Recommendations for an integrated competency-based framework for accounting education."Issues in Accounting Education29.2 (2013): 295-317. Schmidt, Ulrike, and Thomas Gnther. "Public sector accounting research in the higher education sector: a systematic literature review."Management Review Quarterly(2016): 1-31. Siepel, Josh, and Paul Nightingale. "The increasing pervasiveness of financial markets across the global economy has been identified in the literature with the spread of Anglo-Saxon capitalism, reflecting the notion that a common USUK model of governance and managerial attitudes is becoming increasingly common worldwide. This paper questions the existence of a common USUK model by exploring how the concept of Anglo-Saxon capitalism..."Critical Perspectives on Accounting25.1 (2014): 27-35. Tucker, Basil P. "Figuratively speaking: analogies in the accounting classroom."Accounting Education26.2 (2017): 166-190. Webb, Jill, and Caroline Chaffer. "The expectation performance gap in accounting education: a review of generic skills development in UK accounting degrees."Accounting Education25.4 (2016): 349-367. Webb, Jill, and Caroline Chaffer. "The expectation performance gap in accounting education: a review of generic skills development in UK accounting degrees."Accounting Education25.4 (2016): 349-367 [1] Apostolou, Barbara, et al. "Accounting education literature review (20102012)."Journal of Accounting Education31.2 (2013): 107-161. [2] Schmidt, Ulrike, and Thomas Gnther. "Public sector accounting research in the higher education sector: a systematic literature review."Management Review Quarterly(2016): 1-31 [3] Apostolou, Barbara, et al. "Accounting education literature review (20132014)."Journal of Accounting Education33.2 (2015): 69-127. [4] Lafond, C. Andrew, Anna C. McAleer, and Kristin Wentzel. "Enhancing the Link between Technology and Accounting in Introductory Courses: Evidence From Students."Journal of the Academy of Business Education17 (2016) [5] Siepel, Josh, and Paul Nightingale. "The increasing pervasiveness of financial markets across the global economy has been identified in the literature with the spread of Anglo-Saxon capitalism, reflecting the notion that a common USUK model of governance and managerial attitudes is becoming increasingly common worldwide. This paper questions the existence of a common USUK model by exploring how the concept of Anglo-Saxon capitalism..."Critical Perspectives on Accounting25.1 (2014): 27-35. [6] Chen, Theodore TY. "Is reform in accounting education needed in China and Russia: A literature review."Australasian Accounting Business Finance Journal9.3 (2015): 72. [7] Howieson, Bryan, et al. "Who should teach what? Australian perceptions of the roles of universities and practice in the education of professional accountants."Journal of Accounting Education32.3 (2014): 259-275. [8] Fakharzadeh, Tala. "Budgeting and Accounting in OECD Education Systems: A Literature Review."OECD Education Working Papers128 (2016): 0_1. [9] Deegan, Craig. "So, who really is a noted author within the accounting literature? A reflection on Benson et al.(2015)."Accounting, Auditing Accountability Journal29.3 (2016): 483-490. [10] Blanthorne, Cynthia, and Stu Westin. "VITA: A Comprehensive Review of the Literature and an Analysis of the Program in Accounting Education in the US."Issues in Accounting Education31.1 (2015): 51-69. [11] Webb, Jill, and Caroline Chaffer. "The expectation performance gap in accounting education: a review of generic skills development in UK accounting degrees."Accounting Education25.4 (2016): 349-367. [12] Doxey, Marcus M., et al. "Comments by the Auditing Standards Committee of the Auditing Section of the American Accounting Association on PCAOB Release No. 2015-004, Supplemental Request for Comment: Rules to Require Disclosure of Certain Audit Participants on a New PCAOB Form: Participating Committee Members."Current Issues in Auditing10.1 (2015): C1-C10. [13] Tucker, Basil P. "Figuratively speaking: analogies in the accounting classroom."Accounting Education26.2 (2017): 166-190. [14] Bampton, Roberta, and Christopher J. Cowton. "Taking stock of accounting ethics scholarship: A review of the journal literature."Journal of Business Ethics114.3 (2013): 549-563. [15] Lawson, Raef A., et al. "Focusing accounting curricula on students' long-run careers: Recommendations for an integrated competency-based framework for accounting education."Issues in Accounting Education29.2 (2013): 295-317. [16] Webb, Jill, and Caroline Chaffer. "The expectation performance gap in accounting education: a review of generic skills development in UK accounting degrees."Accounting Education25.4 (2016): 349-367.

Barclay Matt Barretts Journey

American Indian Movement History and Profile

American Indian Movement History and Profile The American Indian Movement (AIM) started in Minneapolis, Minn., in 1968 amid rising concerns about police brutality, racism, substandard housing and joblessness in Native communities, not to mention long-held concerns about treaties broken by the U.S. government. Founding members of the organization included George Mitchell, Dennis Banks, Eddie Benton Banai, and Clyde Bellecourt, who rallied the Native American community to discuss these concerns. Soon the AIM leadership found itself fighting for tribal sovereignty, restoration of Native lands, preservation of indigenous cultures, quality education and healthcare for Native peoples.​ â€Å"AIM is difficult to identify for some people,† the group states on its website. â€Å"It seems to stand for many things at once- the protection of treaty rights and the preservation of spirituality and culture. But what else? †¦At the 1971 AIM national conference, it was decided that translating policy to practice meant building organizations- schools and housing and employment services. In Minnesota, AIM’s birthplace, that is exactly what was done.† In its early days, AIM occupied abandoned property at a Minneapolis-area naval station to draw attention to the educational needs of Native youth. This led to the organization securing Indian education grants and establishing schools such as the Red School House and the Heart of the Earth Survival School that provided culturally relevant education to indigenous young people. AIM also led to the formation of spin-off groups such as Women of All Red Nations, created to address women’s rights, and the National Coalition on Racism in Sports and Media, created to address the use of Indian mascots by athletic teams. But AIM is most known for actions such as the Trail of Broken Treaties march, the occupations of Alcatraz and Wounded Knee and the Pine Ridge Shootout. Occupying Alcatraz Native American activists, including AIM members, made international headlines in 1969 when they occupied Alcatraz Island on Nov. 20 to demand justice for indigenous peoples. The occupation would last for more than 18 months, ending on June 11, 1971, when U.S. Marshals recovered it from the last 14 activists who remained there. A diverse group of American Indians- including college students, couples with children and Natives from both reservations and urban areas- participated in the occupation on the island where Native leaders from the Modoc and Hopi nations faced incarceration in the 1800s. Since that time, treatment of indigenous peoples had yet to improve because the federal government had consistently ignored treaties, according to the activists. By bringing attention to the injustices Native Americans suffered, the Alcatraz occupation led government officials to address their concerns. â€Å"Alcatraz was a big enough symbol that for the first time this century Indians were taken seriously,† the late historian Vine Deloria Jr. told Native Peoples Magazine in 1999. Trail of Broken Treaties March AIM members held a march in Washington D.C. and occupied the Bureau of Indian Affairs (BIA) in November 1972 to spotlight the concerns the American Indian community had about the federal government’s policies towards indigenous peoples. They presented a 20-point plan to President Richard Nixon about how the government could resolve their concerns, such as restoring treaties, allowing American Indian leaders to address Congress, restoring land to Native peoples, creating a new office of Federal Indian Relations and abolishing the BIA. The march thrust the American Indian Movement into the spotlight. Occupying Wounded Knee On February 27, 1973, AIM leader Russell Means, fellow activists, and Oglala Sioux members began an occupation of the town of Wounded Knee, S.D., to protest corruption in the tribal council, the U.S. government’s failure to honor treaties to Native peoples and strip mining on the reservation. The occupation lasted for 71 days. When the siege came to an end, two people had died and 12 had been injured. A Minnesota court dismissed charges against the activists who participated in the Wounded Knee occupation due to prosecutorial misconduct after an eight-month trial. Occupying Wounded Knee had symbolic overtones, as it was the site where U.S. soldiers killed an estimated 150 Lakota Sioux men, women, and children in 1890. In 1993 and 1998, AIM organized gatherings to commemorate the Wounded Knee occupation. Pine Ridge Shootout Revolutionary activity did not die down on the Pine Ridge Reservation after the Wounded Knee occupation. Oglala Sioux members continued to view its tribal leadership as corrupt and too willing to placate U.S. government agencies such as the BIA. Moreover, AIM members continued to have a strong presence on the reservation. In June 1975, AIM activists were implicated in the murders of two FBI agents. All were acquitted except for Leonard Peltier who was sentenced to life in prison. Since his conviction, there’s been a large public outcry that Peltier is innocent. He and activist Mumia Abu-Jamal are among the most high profile political prisoners in the U.S. Peltier’s case has been covered in documentaries, books, news articles and a music video by the band Rage Against the Machine. AIM Winds Down By the late 1970s, the American Indian Movement began to unravel due to internal conflicts, incarceration of leaders and efforts on the part of government agencies such as the FBI and CIA to infiltrate the group. The national leadership reportedly disbanded in 1978. Local chapters of the group remained active, however. AIM Today The American Indian Movement remains based in Minneapolis with several branches nationwide. The organization prides itself on fighting for the rights of Native peoples outlined in treaties and helping to preserve indigenous traditions and spiritual practices. The organization also has fought for the interests of aboriginal peoples in Canada, Latin America and worldwide. â€Å"At the heart of AIM is deep spirituality and a belief in the connectedness of all Indian people,† the group states on its website. AIM’s perseverance over the years has been trying. Attempts by the federal government to neutralize the group, transitions in leadership and infighting have taken a toll. But the organization states on its website: â€Å"No one, inside or outside the movement, has so far been able to destroy the will and strength of AIM’s solidarity. Men and women, adults and children are continuously urged to stay strong spiritually, and to always remember that the movement is greater than the accomplishments or faults of its leaders.†

Exploration of drug in a specific sport springing from Why should Essay

Exploration of drug in a specific sport springing from Why should Allow Performance Enhancing Drugs in Sport - Essay Example I plan to explore the need to use performance enhancing drugs in sports. Performance enhancing drugs have been used by athletes for a long time. Among these drugs are steroids whose use has attracted a lot of controversy and criticism (â€Å"Position Statement†). Steroids decrease the level of high-density lipoprotein (HDL) while increasing the level of lower-density lipoprotein (LDL) (â€Å"Anabolic Steroid Abuse†). Excessive use of steroids causes physiological feminization of male athletes and physiological masculinization of female athletes (â€Å"Steroids Vs Human†). There is lack of sufficient research regarding what are the safe levels of consumption of performance enhancing drugs in sports. For this research, I shall choose a particular sports i.e. swimming and find out the benefits of using performance enhancing drugs for the swimmers. This research will also identify safe levels of consumption of performance enhancing drugs for swimmers. Another outcome of this research will be testing the reliability and validity of information in the literature regarding the medical disadvantages of drug use in

Paper on Freeman Dyson's Technology and Social Justice Essay

Paper on Freeman Dyson's Technology and Social Justice - Essay Example As a matter of fact, he effectively counters the arguments of some sections of the society maintaining that technological sophistications have in fact led to a rise in social injustice and inequalities. Dyson elaborates this by coming out with a real-life example. He states that, the invention of diverse household appliances have enabled the advent of a scenario where, the need for servants was eliminated. In addition, sons and daughters of servants have been enabled to pursue higher education, and thus get elevated to middle class. (1) Dyson considers that as a vivid reflection of a key facet of social justice: the segment that was hitherto downtrodden has now been empowered by the knowledge gained through education. And according to him, that became possible solely because of the advent of the aforesaid technologies (domestic appliances). (1) Dyson emphatically argues that technology should be more focused on meeting the needs of the poverty-stricken people, rather than providing m ore luxuries for the affluent. He goes on to add that poverty could be eliminated by appropriately combining the technologies of genetic engineering, solar energy and Internet. In this context, he strengthens his argument by focusing on the fact that there is plenty of untapped solar energy in some zones of the Globe where, severe poverty is the order of the day.

Judicial Corruption in the US Research Paper Example | Topics and Well Written Essays - 750 words

Judicial Corruption in the US - Research Paper Example A censor of the previous judge of the Michigan Supreme Court, Justice Betty Weaver, which was termed as â€Å"a formal censure without any adjudicative proceeding† (Zernik, 2011), for her role in criticizing the judiciary and calling for its reform is a true revelation that corruption has taken strong roots in the US judiciary. Justice Weaver has for long been an advocate of judicial reform in the USA, arguing that corruption has exacerbated to levels that are completely threatening to erode the credibility and confidence in the USA justice system (Zernik, 2011). The USA judicial system is now characterized by discrimination and prejudice, where the richer are favored at the expense of the poor, while the whites are treated different in the interpretation of the law, from the Blacks (Konzy, 2013). Needless to say, the corruption in the USA judiciary started as early as 1803, when the judiciary was barely 15 years old, as can be traced in the ruling of the Marbury vs Madison, i n which the District of Columbia ruled that Marbury as the plaintiff was entitled to his claimed commission, but the ruling further denied him the commission, on the basis that the court did not have jurisdiction to such cases, yet it had previously issued rulings in similar cases and circumstances (Kozy, 2013). It is such precedents that have now become the norm of the current USA judicial system, as can be traced in the recent rejection of an application by the USA Supreme Court, filed by over two million subscribers, seeking to have Comcast Corporation be charged for overcharging the subscribers for far too long, through unfairly eliminating competition (Konzy, 2013). The Supreme Court surprisingly rejected the proposed legal action against the company, on the grounds of technicality, notwithstanding the case entailed an injustice perpetrated against 2 million people. The incidences of corruption in the judiciary have significantly increased, and the system seems to be forming a cartel of judges and lawyers, who collude with wrongdoers to perpetrate these injustices (Zernik, 2011). No wonder that major companies have managed to apply taxation gimmicks to avoid taxation, and have placed the burden on the already suppressed tax payers. Causes of corruption in the USA Judiciary The causes of corruption in the judiciary is the established culture of reshuffles within the judiciary, where the office holders of different official capacities in the judiciary have remained there for long, and the only thing that effectively happens as a change is a reshuffle from one office to the her, creating a fertile ground through which such individuals continue to perpetrate corruption (Cruz, 2013). Further, the ability of the different parties in the judicial system to operate as a cartel has made the culture of corruption in the judiciary continue to breed, considering that the lawyers and the judges who have worked together for many years are now able to establish their ow n system of injustice, through which they can collude to deny victims their justice, while favoring those they feel are responsive to their needs and demands (Cruz, 2013). Finally, corruption in the USA Judiciary has arisen and continued to thrive, courtesy of an increasingly backtracking of the American Nationalism that was

Effect of Reward Management on Employee Motivation

Effect of Reward Management on Employee Motivation How can Multi National Companies use Reward management to motivate the Employees of Different Countries? : A Case of Marriott Hotels in UK. Abstract Employees are always considered as people who play a vital role in each and every organisation. The relationship between employee and employer changes frequently through out the years. Several concepts of employees are also varying time by time. Now a days employees are having the bargaining power and they are more concerned about their individual needs and well being of their working environment. This dissertation analyses various factors which motivates an employee to work within an organisation. Employee will stay in an organisation only when their expectations are satisfied or otherwise there is a chance for him/her to leave the company. High employee turnover is a big issue in companies today. Organisations will look forward to retain only the potential key employees who will make real difference to their customers and their stake holders. This dissertation proposes a frame work to retain the employees and to reward those employees for their potential by which they are taking the organisation to a different level. This research has been progressed through literature study on employee concepts, Human Resource Management and Reward management of employees. The data from the primary research has been analysed compared and verified with the findings of secondary research and produced recommendations for the effective management of employee in multi national companies. Introduction Reward management is nowadays considered as an important topic in order to achieve the goals of a company. Employees are considered as the main factor which plays an important role in the organisation. The success of each and every organisation is its dedicated employees .Current world is filled with changes and competition. In order to survive in the current situation companies should be having employees who are loyal and expert in their own field. New technologies are developed constantly and the companies are eagerly trying to catch up those talented employees with right expertise in their own areas. Human resources as an important factor should get increased attention in managing business (Lindergen Paulson ,2008)`. Multinational companies are facing increased challenges from all around the world due to globalisation. 1.1 Reward management Reward system usually means the financial reward on organization gives its employees in return for their labour.The term rewards system, not only includes material rewards, but also non-material rewards. The components of a reward system consist of financial rewards (basic and performance pay) and employee benefits, which together comprise total remuneration. They also include non-financial rewards (holiday trips, moving to large office, recognition, promotion, praise, achievement responsibility and personal growth) and in many case a system of performance management. Pay arrangements are central to the cultural initiative as they are the most tangible expression of the working relationship between employer and employee. Many papers examine the role of organizational culture that is, the demand for monitoring compensation. Such investigations conclude that organizational culture places a significant role in determining the level of economic demands. Recent researches on industrial un rest indicate that reward criteria of the organisations both financial and non-financial rewards have tremendous influence upon the employees and employers performance. Reward is a broad construct that can include anything an employee may value and desire that an employer is able or willing to offer in exchange for employee contribution. A conceptual distinction can be made between the three main constituents of rewardtype, system, and criterion. (Henderson 1989, p.2) Chiang, Flora F.T. ; Birtch, Thomas A (2006) An empirical examination of reward preferences within and across national settings. Management International Review Reward type refers to the nature of the reward itself (e.g., financial and non-financial; extrinsic and intrinsic). Financial rewards include direct (e.g., basic salary) and indirect (i.e., benefits and services) as well as incentive (e.g., variable pay) and non-incentive (e.g., fixed pay) categories. Non-financial rewards, on the other hand, do not benefit employees in a monetary sense and consist of both extrinsic and intrinsic rewards. Extrinsic non-financial rewards are tangible rewards attached to the job and are given and controlled by a firm. Examples include employment security, promotion, status, relationships, and work conditions. By contrast, intrinsic rewards accrue from performing the task itself and are self-reinforcing. Job challenge, variety, and sense of achievement are good examples of this category. Reward system represents the method or mechanism (e.g., seniority-based, performance-based) by which organizations determine employee reward outcomes (e.g., pay increases). Systems can be either performance or non-performance oriented. Where performance-oriented reward systems compensate employees based on how well they perform on the job, non-performance systems compensate employees based on a different set of criteria, such as seniority/years of service, and skills/competencies. Reward criterion then, refers to the basis of allocation (i.e., individual or group) used to determine the reward. 1.2 Marriott International Marriott International is a leading, worldwide, hospitality company and has more than 2,300 operating units located in the U.S. and 59 other countries and territories. It employs approximately 154,000 workers. Fortune magazine has recognized Marriott as one of the 100 Best Companies to Work for in America (1997-2001), one of the Top 80 Companies for Minorities (2000), and one of Americas Most Admired Companies overall (2001). In addition, Sales and Marketing Management magazine has named Marriott Sales as one of the top 25 sales forces in the U.S. (1997-2000).(mariott.com 13th jan 09) Marriott is and always has been an equal opportunities employer in all aspects of employment. The company is fully committed to providing a good and harmonious working environment that offers equal treatment and equal opportunities for all its associates, and where every associate is treated with appropriate respect and dignity. It is the companys policy that there should be no unlawful discrimination, harassment or victimisation of any associate, job applicant, customers, providers of service or member of public, whether in connection with recruitment, placement, training, benefits or promotion, either directly or indirectly, on grounds of race, nationality, ethnic origin, gender, marital or family status(Marriott handbook for employees 2009) Marriott is committed to fair treatment of associates and to providing training and advancement opportunities to all. Marriott has an unshakeable conviction that there associates are the most important assets for them. Marriott always look forward to an environment which will always supports associates growth and development. Marriott is a reputation for employing caring, dependable associates who are ethical and trustworthy and is always keen to give a home like atmosphere and friendly workplace relationships. They always try to achieve a performance reward system that recognizes the important contributions of both hourly and management associates. There are two types of associates as explained above. Hourly associates are those employees who are paid on the basis of the hours they worked. In the other hand management associates are those who are paid a fixed salary on the basis of job content assigned to them. Marriott has been selected for the research as they are having employees from all over the world. They employ people not on the basis of ethnicity, caste and religion but on the basis of experience. As they have employees from different parts of the world their needs will be different. They will be looking forward to different types of reward schemes which will suit to their needs and will satisfy them to stay with the organisation. Research has been conducted by taking Marriott as the company because they are facing a high risk of satisfying the needs of employees who are having different tastes regarding rewards which they are looking forward from the organisation. As stated earlier, Marriott has been recognized as one of the 100 companies to work for in America by Fortune magazine. This states that the employees are satisfied to an extent with the rewards which they are allotted by the organisation. As the reward management plays a role in the organisation it will be worth doing a research on the company who cares and gives equal opportunities to each and every employee in the organisation. 1.3 Current postion 1.3.1Current Policy At present Marriott do not have an existing policy for reward system to their employees. However, their ‘unofficial approach can be viewed below. But they are considering reward management on the basis of â€Å"Spirit to serve†. It is based on the service which the associate delivers to the customer to keep the good will of the firm. The manager will nominate the name of the associate to the Human Res department according to their service. Associates name will be displayed in the notice board and sometimes this is valued more than money as an individual and as an employee. 1.3.2 Current Issues a) There is no documentation for reward management policy. b) There are currently no KPIs (key performance indicators) for monitoring and rewarding for employees performance activities. c) Human resource policy document is rarely provided to employees or its not updated. d) Literature tends to be piecemeal Employee guidelines are a separate document to the job without any details on employee recognition/reward. e) Employee recognition is applied inconsistently. f) Difficult to assess the employee performance and its questionable. g) Employee satisfaction stands at very low rate. 1.4 Expected Results Results are expected by looking through the issues regarding the current policies and try to make changes in order to get it done properly to satisfy the employees. Enhancements are required for the policies for the well being of the relationship between the employees and the employer. After this research it should be helpful for the company to implement activities and to sort out the responsibilities to the concerned parties. Reward management should be monitored and evaluated regularly .Employer should go to the next level to satisfy the reward and needs of the employees to get them done with the job allotted. 1.5 Objectives The objective of this research is to recommend improvements to Marriotts Human Resource policy. Ultimately, the policy will aim to: a) Reduce the dissatisfaction of the employees on promotion criterion, on appraisal system and on salary, bonus and other fringe benefits. b) Improve the work performance and productivity c) Reduce the level of occupational stress that arises from feeling of inequality on reward. d) Describe HRM, IHRM and its importance and various HRM strategies and its importance in the current scenario. e) Identify and analyse various factors that drive employees to dissatisfaction f) Analyse various factors that motivates the employees to stay with the organisation. g) Reduce the perception gap on reward management system and develop a culture of high performance. In order to carry out the above objectives it is necessary to analyse:- >What are the human needs? >What are the organisation various approaches towards employee needs and satisfaction 1.6 Scope The project will cover the following a) Review of all associated literature reward management in service and related industries. b) Review of the front-end activities to understand the extent of the employees work related problems and other dissatisfaction if any. c) Review of current HR policy promises and approach to recognising good work of employees d) Establish links with enhanced HR strategy The project applies to All UK domestic and international employees working in Marriott Both emergency and normal working conditions in and out of the working hours. Establish synergies with employee Performance and HR Policy. Out of scope Developing processes or process mapping. Service delivery project to amalgamate employee and their locations / roles (Including transfers). 1.7 Overview This Report analyzed trends of reward management, and its influence in multi national companies in UK. It analyzed various approaches that the industry has taken to reward employees, primarily through literature reviews, and also through the analysis of questionnaire done with the employees from Marriott in UK .This dissertation also produced recommendations for the effective management of reward process for the improved business case. Chapter 1: This is the introductory chapter that explains the Significance of the chosen field, Aims and Objectives, Rationale, The reason for selection of multi national companies especially Marriott , and end with the Overview of the Project Report. Chapter 2: This chapter proceeds with a literature review about various HRM strategies and approaches taken for the reward scheme , and to maintain the needs of the employees in the organisation for the improved product quality and services etc. Chapter 3: This chapter illustrates the characteristics of Marriott, its business nature, global exposure and the various issues that the industry is currently facing in case of reward management Chapter 4: This chapter explains various research methodologies that are used for collecting data and information to carry out various analyses that are required to complete the research and documentation. Chapter 5: This chapter analyses various reasons in order to maintain a good reward management. This is carried out through literature analysis and through data analysis of the Survey conducted on various employees from the Marriott industry in UK. This chapter ends with the findings from the analysis with critical evaluations. Chapter 6: This chapter explains evaluated recommendations for the findings to the reward management of employees, as a management strategy for improving the brand standards. Chapter 7: this chapter gives conclusion about the future development in the industry if the reward management schemes have been allocated properly, which may provide a solution for the future possible issues. Literature Review The basic mantra for the success of any business organization is the appropriate allocation and usage of resources. The most important resources comprise of four Ms man, material, money and machine. The dissertation under consideration deals with the first ‘M that is the manpower or the employees of an organization. They are the backbone as they put every plan into action which is inevitable for the success of a company. So their importance in business cannot be ruled out and they form the backbone of every organization because they determine the success and failure rates. Since the most important set of public for an organization is its workforce which forms the key ingredient of its success, it is a necessary fact that the employees must be kept happy and well bonded. In todays competitive labour market, irrespective of the size of the organization it has become a major concern to attract and retain employees. One of the important reasons underlying the high turnover is low job satisfaction, appreciation and non competitive benefits package. Corporate should keep one point in mind that there is no lack of opportunities for a talented person. So if he/she is not satisfied means they will switch over to some other firm which provides them with more suitable job. So in order to retain the employees and make them happy, there are so many ways like appreciation, recognition, incentives and awards .In addition to that several motivational tools should be implemented from time to time to keep the employees morale high. These promotional items make for a smart tool because they serve as a token of gratitude and also show that you care. It is a great way of thanking the employees for their services .Moreover they are also expecting some sort of recognition from the company and promotional items help to do just that. Making the employees happy as well as a feel that they are cared is very important if the organization wants them to exhibit performance in a desired manner. Promotional items also give a sense of recognition to the employees. Thus it helps in the strong bonding between employees and the employer which ultimately leads to the smooth functioning and a pleasant work environment which is a must for an organization aiming to reach at the top. In the 1920s, the view on a persons role in the industrial working world started to change, the human was beginning to be seen as a subject with potential (Kressler, 2003). As described by Wilson† Technology can be replicated, capital can be acquired, and distribution channels can be created through new alliances, but the actions of people (what they do or fail to do) have become the critical factor in achieving enduring success† (Wilson, 2002, p.15). Todays competitive world demands the firm to invest in people and skills rather than spending huge capital on physical assets, then only they can achieve competitive advantage .Thus its no surprise that a reward strategy can help the organizations to attract and retain the talented ones and to motivate them to led the company to its desired goal . Companies in the service sectors require skilled and committed workforce to exhibit desired performance and also provide good services in a timely manner to their targeted consumers in various countries across the world .Commitment towards job and in return job satisfaction are unavoidable for the successful growth of the companies across the globe. All these facts interested the researcher to select this topic for research to analyze the reasons for the dissatisfaction of job and various factors which helps in motivating the employees of different sectors especially service sector. Kressler, H.W. (2003). Motivate and Reward Performance appraisal and incentive systems for business success. (S. Pearce, Trans). NY: Palgrave Macmillan. (Original work published 1988.) Wilson, T. B. (2002). Innovative Reward Systems for the Changing Workplace (2nd Ed.). Blacklick,OH, USA: McGraw Hill Companies. Retrieved 20071108,from http://site.ebrary.com.bibl.proxy.hj.se/lib/jonhh/Top?layout=documentid=10153055?nosr=1 2.1 Employee An employee can be defined as an individual who was hired by an employer to do a specific job(web.01). He has to do a specific job efficiently within a functional area or department to accomplish the goals of the firm. In most of the organizations a performance development planning process is undergone which will define the specific task of the employee as well as their expected performance. Employees trade their knowledge, skill and experience in exchange for compensation from the firm. If they are not satisfied with the compensation means the propensity to switch the company will be high, this will result in high turnover. So its high time to give importance to the rewards. Employees, considered as human resources of the organization are used for the benefit of the organizations, employees and the society. (Aswathappa, 2008). In order to drive the flow of business in the right direction for better results they have to be valued, respected, encouraged and appreciated .These can be done with the help of rewards. In a good working environment with efficient working methods and equipments employees will exhibit a better work performance and in addition to that natural motivation to do a job for an appropriate reward will surely pave the way for improved productivity and high profitability. For service sector employees are the most important factor, so implementation of new reward strategies and techniques are unavoidable for high quality performance of the employees, also to reduce the high turnover rate. 2.1.1 Impact of Changes on Employees Change is an inevitable part of life especially in the fast changing world. Todays commercial climate is compelling companies to implement changes in order to survive and grow in the global market. Changes always uproot a person and alter his lifestyle. The organizations adopt changes in order to meet the current standards; its employees also have to undergo change and should accept the new circumstances. Due to the technological, social and economic changes employees face a lot of insecurity and its the human nature to resist those changes without knowing about its real benefits. Its the duty of the management to handle this delicate situation in a tactful manner. One of the effective ways is to motivate and encourage the employees to put their best effort under the changing circumstances so that the net result will be high profitability and ultimate success of the business. By creating a good working environment and high morale, employees wont be negatively affected by the new changes. In order to cope up with the commercial changes companies need to be competitive and should attract employees to the job as well as should retain the employees. Employee compensation and benefit packages are the backing up factors for many potential employees who may face discomfort in their work environment due to the social, economical and technical changes without financially jeopardizing the success of the business. Today its a necessary fact that irrespective of the changes which companies are undergoing they should keep their employees motivated by providing them with rewards and recognition. So by communicating the change to the employees, by making them clearly understand about its impact on organization and its benefits, the company can encourage them to do the work in an efficient manner and in exchange employees will get the rewards for their expected performance. 2.1.2 Employee Management Engagement Employee management is the key to effective performance management and employee engagement. Employee engagement is the psychological commitment of employees towards their job. As said by Charles Kettering There is a great difference between knowing and understanding†. It holds true in the case of business and employees. Know your employees and make them understand about the goals to be accomplished. Understanding in business means the proper management of the employees and providing them with what they expect in return for their commitment and efficient work. Compensation can take the form of rewards, recognition, and reasonable benefits package. The first and foremost need for the employee management is the right employee for the right job. The keynote tip which helps to exercise a proper employee management are Structure establishment, which means that there should be a well defined structure for bringing out the desires performance from the employees such as setting of deadlines for a specific task etc. Another one is the value for employees. An organizations greatest asset are its employees so they should be motivated as well as their skills, knowledge and effort should be valued. Company should treat employees with respect by providing a positive work environment to the employees which will definitely boost their performance and to encourage them to meet the goals in an efficient manner. Listen to the employees and appreciate them for the effort they put to meet the goals and provide them ways to improve their potential, thereby creating belief that the company is taking care of them. If the organization wants to capture great heights, all it need is an engaged workforce. It is connected to three forces in an organization attrition, productivity and profitability. In order to reduce the attrition rate organizations should take care of the employees by incrementing their salaries, providing necessary incentives and bonus. Engaged workforce are always aware about the degree of expectation of work by the organization which yields high productivity. Thus they will result in an increase in the profitability of a concern which is the relative measure of success of a business. 2.2 Human Resource Management The overall management process represent five basic functions for the managers to perform: planning, organizing, staffing, leading and controlling. This research focuses on one of those functions the staffing which is the personnel management or human resource management (HRM) function. Human Resource Management is the process of acquiring, training, appraising and compensating employees and of attending to their labour relations, health and safety, and fairness concerns (Dessler, 2008pg 2). Heathfield, (2008) defined â€Å"Human Resource Management (HRM) as the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization†. This can be further explained as â€Å"Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training†(Heathfield, 2008). HRM is vital to the organization. It is the function which focuses its direction towards the management of people working in an organization. Dessler and Chiat (2009) states that, ‘Without HRM, organizations may find themselves in different kinds of unwanted situations, such as hiring the wrong people, getting fined by government ministries for unsafe practices, finding out that people are not giving their best, or even over/under- paying their employees. The most valued asset of an organization is its employees because improved quality and productivity can be achieved through trained, motivated and committed employees. The function of HRM is nothing but to train, motivate and provide the employees with opportunities to be more productive and effective. Since each and every objective of business is achieved through its effective workforce, the needs of the employees should be satisfied. 2.2.1 HRM Models HR systems and the organization structure should be managed in a way that is congruent with organizational strategy (hence the name ‘matching model) (Armstrong, 2006). They further explained that there is a human resource cycle, which consists of four generic processes or functions that are performed in all organizations (Armstrong, 2006 pg 10). 1. Selection matching available human resources to jobs. 2. Appraisal performance management 3. Rewards the reward system is one of the most under-utilized and mishandled managerial tools for driving organizational performance; it must reward short as well as long-term achievements, bearing in mind that ‘business must perform in the present to succeed in the future. 4. Development developing high quality employees. 2.2.2 Nature and Scope The role of HRM has grown broader and more strategic over time. In the earliest firms â€Å"personnel† first took over hiring and firing from the supervisors, ran the payroll department, and administered benefit plans (Dessler, 2008pg 12). As technology in areas like testing and interviewing began to emerge, the personnel department began to play an expanded role in employee selection, training and promotion. Today globalization, technological and nature of work trends mean that human resource managers have taken on several new responsibilities (Dessler, 2008pg 12). Human resource management involves all management decisions and action that affect the nature of the relationship between the organization and its employees-its human resources (Armstrong, 2006). Human Resource Management is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. HRM helps employees to develop their potential fully.HRM try to help employees develop their potential fully and to encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. It helps an organization meet its goals in the future by providing for competent and well-motivated employees. It tries to build and maintain cordial relations between people working at various levels in the organization. It is a multidisciplinary activity, utilizing knowledge and inputs drawn from, for example psychology and economics. The Human Resource Management activities extend from selection to layoff of an employee in an organization. This includes the fixation of remuneration, training, motivation and induction of employees. Thus it helps to develop other industrial relations for employees to acquire more skills and competencies (Aswathappa, 2008).The functional diagram of HRM is given in 2.2 which clearly defines the interrelation between various functions which enable the organization to achieve its objectives by providing guidance and support on all matters relating to its employees. The scope of HRM can be limited to three aspects: 1. Personnel which mainly deals with the selection, recruitment, manpower planning, placement, promotion, training, development, remuneration, incentives, productivity, layoff and retrenchment. (web 02) 2. Welfare which is concerned with working conditions and amenities such as crà ¨ches, canteens, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities. (web 02) 3. Industrial aspect that covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc. (web 02) Web 02- http://expertscolumn.com/content/human-resource-management-nature-scope-objectives-and-function 2.2.2 Objectives of HRM The objectives of HRM are to help the organization to reach its goals, to ensure effective utilization and maximum development of human resources, to ensure respect for human being, to identify and satisfy the needs of individual, to ensure reconciliation of individual goals with those of the organization, to achieve and maintain high morale among employees, to provide the organization with well-trained and well-motivated employees, to increase the employees job satisfaction and self-actualization to the fullest, to develop and maintain a quality work life, to be ethically and socially responsive to the needs of society, to develop overall personality of each employee in its multidimensional aspect, to enhance employees capabilities to perform the present job, to equip the employees with precision and clarity in transaction of business and to inculcate the sense of team spirit, team work and inter-team collaboration. The above mentioned aims can be summarized as â€Å"the overall aim of human resource management is to ensure that the organization is able to achieve success through people† (Armstrong, 2006 pg8) 2.2.3 HRM Functions In order to achieve the above objectives, Human Resource Management undertakes some functions; some of them are Human resource or manpower planning, recruitment, selection and placement of personnel, training and development of employees, appraisal of performa Effect of Reward Management on Employee Motivation Effect of Reward Management on Employee Motivation How can Multi National Companies use Reward management to motivate the Employees of Different Countries? : A Case of Marriott Hotels in UK. Abstract Employees are always considered as people who play a vital role in each and every organisation. The relationship between employee and employer changes frequently through out the years. Several concepts of employees are also varying time by time. Now a days employees are having the bargaining power and they are more concerned about their individual needs and well being of their working environment. This dissertation analyses various factors which motivates an employee to work within an organisation. Employee will stay in an organisation only when their expectations are satisfied or otherwise there is a chance for him/her to leave the company. High employee turnover is a big issue in companies today. Organisations will look forward to retain only the potential key employees who will make real difference to their customers and their stake holders. This dissertation proposes a frame work to retain the employees and to reward those employees for their potential by which they are taking the organisation to a different level. This research has been progressed through literature study on employee concepts, Human Resource Management and Reward management of employees. The data from the primary research has been analysed compared and verified with the findings of secondary research and produced recommendations for the effective management of employee in multi national companies. Introduction Reward management is nowadays considered as an important topic in order to achieve the goals of a company. Employees are considered as the main factor which plays an important role in the organisation. The success of each and every organisation is its dedicated employees .Current world is filled with changes and competition. In order to survive in the current situation companies should be having employees who are loyal and expert in their own field. New technologies are developed constantly and the companies are eagerly trying to catch up those talented employees with right expertise in their own areas. Human resources as an important factor should get increased attention in managing business (Lindergen Paulson ,2008)`. Multinational companies are facing increased challenges from all around the world due to globalisation. 1.1 Reward management Reward system usually means the financial reward on organization gives its employees in return for their labour.The term rewards system, not only includes material rewards, but also non-material rewards. The components of a reward system consist of financial rewards (basic and performance pay) and employee benefits, which together comprise total remuneration. They also include non-financial rewards (holiday trips, moving to large office, recognition, promotion, praise, achievement responsibility and personal growth) and in many case a system of performance management. Pay arrangements are central to the cultural initiative as they are the most tangible expression of the working relationship between employer and employee. Many papers examine the role of organizational culture that is, the demand for monitoring compensation. Such investigations conclude that organizational culture places a significant role in determining the level of economic demands. Recent researches on industrial un rest indicate that reward criteria of the organisations both financial and non-financial rewards have tremendous influence upon the employees and employers performance. Reward is a broad construct that can include anything an employee may value and desire that an employer is able or willing to offer in exchange for employee contribution. A conceptual distinction can be made between the three main constituents of rewardtype, system, and criterion. (Henderson 1989, p.2) Chiang, Flora F.T. ; Birtch, Thomas A (2006) An empirical examination of reward preferences within and across national settings. Management International Review Reward type refers to the nature of the reward itself (e.g., financial and non-financial; extrinsic and intrinsic). Financial rewards include direct (e.g., basic salary) and indirect (i.e., benefits and services) as well as incentive (e.g., variable pay) and non-incentive (e.g., fixed pay) categories. Non-financial rewards, on the other hand, do not benefit employees in a monetary sense and consist of both extrinsic and intrinsic rewards. Extrinsic non-financial rewards are tangible rewards attached to the job and are given and controlled by a firm. Examples include employment security, promotion, status, relationships, and work conditions. By contrast, intrinsic rewards accrue from performing the task itself and are self-reinforcing. Job challenge, variety, and sense of achievement are good examples of this category. Reward system represents the method or mechanism (e.g., seniority-based, performance-based) by which organizations determine employee reward outcomes (e.g., pay increases). Systems can be either performance or non-performance oriented. Where performance-oriented reward systems compensate employees based on how well they perform on the job, non-performance systems compensate employees based on a different set of criteria, such as seniority/years of service, and skills/competencies. Reward criterion then, refers to the basis of allocation (i.e., individual or group) used to determine the reward. 1.2 Marriott International Marriott International is a leading, worldwide, hospitality company and has more than 2,300 operating units located in the U.S. and 59 other countries and territories. It employs approximately 154,000 workers. Fortune magazine has recognized Marriott as one of the 100 Best Companies to Work for in America (1997-2001), one of the Top 80 Companies for Minorities (2000), and one of Americas Most Admired Companies overall (2001). In addition, Sales and Marketing Management magazine has named Marriott Sales as one of the top 25 sales forces in the U.S. (1997-2000).(mariott.com 13th jan 09) Marriott is and always has been an equal opportunities employer in all aspects of employment. The company is fully committed to providing a good and harmonious working environment that offers equal treatment and equal opportunities for all its associates, and where every associate is treated with appropriate respect and dignity. It is the companys policy that there should be no unlawful discrimination, harassment or victimisation of any associate, job applicant, customers, providers of service or member of public, whether in connection with recruitment, placement, training, benefits or promotion, either directly or indirectly, on grounds of race, nationality, ethnic origin, gender, marital or family status(Marriott handbook for employees 2009) Marriott is committed to fair treatment of associates and to providing training and advancement opportunities to all. Marriott has an unshakeable conviction that there associates are the most important assets for them. Marriott always look forward to an environment which will always supports associates growth and development. Marriott is a reputation for employing caring, dependable associates who are ethical and trustworthy and is always keen to give a home like atmosphere and friendly workplace relationships. They always try to achieve a performance reward system that recognizes the important contributions of both hourly and management associates. There are two types of associates as explained above. Hourly associates are those employees who are paid on the basis of the hours they worked. In the other hand management associates are those who are paid a fixed salary on the basis of job content assigned to them. Marriott has been selected for the research as they are having employees from all over the world. They employ people not on the basis of ethnicity, caste and religion but on the basis of experience. As they have employees from different parts of the world their needs will be different. They will be looking forward to different types of reward schemes which will suit to their needs and will satisfy them to stay with the organisation. Research has been conducted by taking Marriott as the company because they are facing a high risk of satisfying the needs of employees who are having different tastes regarding rewards which they are looking forward from the organisation. As stated earlier, Marriott has been recognized as one of the 100 companies to work for in America by Fortune magazine. This states that the employees are satisfied to an extent with the rewards which they are allotted by the organisation. As the reward management plays a role in the organisation it will be worth doing a research on the company who cares and gives equal opportunities to each and every employee in the organisation. 1.3 Current postion 1.3.1Current Policy At present Marriott do not have an existing policy for reward system to their employees. However, their ‘unofficial approach can be viewed below. But they are considering reward management on the basis of â€Å"Spirit to serve†. It is based on the service which the associate delivers to the customer to keep the good will of the firm. The manager will nominate the name of the associate to the Human Res department according to their service. Associates name will be displayed in the notice board and sometimes this is valued more than money as an individual and as an employee. 1.3.2 Current Issues a) There is no documentation for reward management policy. b) There are currently no KPIs (key performance indicators) for monitoring and rewarding for employees performance activities. c) Human resource policy document is rarely provided to employees or its not updated. d) Literature tends to be piecemeal Employee guidelines are a separate document to the job without any details on employee recognition/reward. e) Employee recognition is applied inconsistently. f) Difficult to assess the employee performance and its questionable. g) Employee satisfaction stands at very low rate. 1.4 Expected Results Results are expected by looking through the issues regarding the current policies and try to make changes in order to get it done properly to satisfy the employees. Enhancements are required for the policies for the well being of the relationship between the employees and the employer. After this research it should be helpful for the company to implement activities and to sort out the responsibilities to the concerned parties. Reward management should be monitored and evaluated regularly .Employer should go to the next level to satisfy the reward and needs of the employees to get them done with the job allotted. 1.5 Objectives The objective of this research is to recommend improvements to Marriotts Human Resource policy. Ultimately, the policy will aim to: a) Reduce the dissatisfaction of the employees on promotion criterion, on appraisal system and on salary, bonus and other fringe benefits. b) Improve the work performance and productivity c) Reduce the level of occupational stress that arises from feeling of inequality on reward. d) Describe HRM, IHRM and its importance and various HRM strategies and its importance in the current scenario. e) Identify and analyse various factors that drive employees to dissatisfaction f) Analyse various factors that motivates the employees to stay with the organisation. g) Reduce the perception gap on reward management system and develop a culture of high performance. In order to carry out the above objectives it is necessary to analyse:- >What are the human needs? >What are the organisation various approaches towards employee needs and satisfaction 1.6 Scope The project will cover the following a) Review of all associated literature reward management in service and related industries. b) Review of the front-end activities to understand the extent of the employees work related problems and other dissatisfaction if any. c) Review of current HR policy promises and approach to recognising good work of employees d) Establish links with enhanced HR strategy The project applies to All UK domestic and international employees working in Marriott Both emergency and normal working conditions in and out of the working hours. Establish synergies with employee Performance and HR Policy. Out of scope Developing processes or process mapping. Service delivery project to amalgamate employee and their locations / roles (Including transfers). 1.7 Overview This Report analyzed trends of reward management, and its influence in multi national companies in UK. It analyzed various approaches that the industry has taken to reward employees, primarily through literature reviews, and also through the analysis of questionnaire done with the employees from Marriott in UK .This dissertation also produced recommendations for the effective management of reward process for the improved business case. Chapter 1: This is the introductory chapter that explains the Significance of the chosen field, Aims and Objectives, Rationale, The reason for selection of multi national companies especially Marriott , and end with the Overview of the Project Report. Chapter 2: This chapter proceeds with a literature review about various HRM strategies and approaches taken for the reward scheme , and to maintain the needs of the employees in the organisation for the improved product quality and services etc. Chapter 3: This chapter illustrates the characteristics of Marriott, its business nature, global exposure and the various issues that the industry is currently facing in case of reward management Chapter 4: This chapter explains various research methodologies that are used for collecting data and information to carry out various analyses that are required to complete the research and documentation. Chapter 5: This chapter analyses various reasons in order to maintain a good reward management. This is carried out through literature analysis and through data analysis of the Survey conducted on various employees from the Marriott industry in UK. This chapter ends with the findings from the analysis with critical evaluations. Chapter 6: This chapter explains evaluated recommendations for the findings to the reward management of employees, as a management strategy for improving the brand standards. Chapter 7: this chapter gives conclusion about the future development in the industry if the reward management schemes have been allocated properly, which may provide a solution for the future possible issues. Literature Review The basic mantra for the success of any business organization is the appropriate allocation and usage of resources. The most important resources comprise of four Ms man, material, money and machine. The dissertation under consideration deals with the first ‘M that is the manpower or the employees of an organization. They are the backbone as they put every plan into action which is inevitable for the success of a company. So their importance in business cannot be ruled out and they form the backbone of every organization because they determine the success and failure rates. Since the most important set of public for an organization is its workforce which forms the key ingredient of its success, it is a necessary fact that the employees must be kept happy and well bonded. In todays competitive labour market, irrespective of the size of the organization it has become a major concern to attract and retain employees. One of the important reasons underlying the high turnover is low job satisfaction, appreciation and non competitive benefits package. Corporate should keep one point in mind that there is no lack of opportunities for a talented person. So if he/she is not satisfied means they will switch over to some other firm which provides them with more suitable job. So in order to retain the employees and make them happy, there are so many ways like appreciation, recognition, incentives and awards .In addition to that several motivational tools should be implemented from time to time to keep the employees morale high. These promotional items make for a smart tool because they serve as a token of gratitude and also show that you care. It is a great way of thanking the employees for their services .Moreover they are also expecting some sort of recognition from the company and promotional items help to do just that. Making the employees happy as well as a feel that they are cared is very important if the organization wants them to exhibit performance in a desired manner. Promotional items also give a sense of recognition to the employees. Thus it helps in the strong bonding between employees and the employer which ultimately leads to the smooth functioning and a pleasant work environment which is a must for an organization aiming to reach at the top. In the 1920s, the view on a persons role in the industrial working world started to change, the human was beginning to be seen as a subject with potential (Kressler, 2003). As described by Wilson† Technology can be replicated, capital can be acquired, and distribution channels can be created through new alliances, but the actions of people (what they do or fail to do) have become the critical factor in achieving enduring success† (Wilson, 2002, p.15). Todays competitive world demands the firm to invest in people and skills rather than spending huge capital on physical assets, then only they can achieve competitive advantage .Thus its no surprise that a reward strategy can help the organizations to attract and retain the talented ones and to motivate them to led the company to its desired goal . Companies in the service sectors require skilled and committed workforce to exhibit desired performance and also provide good services in a timely manner to their targeted consumers in various countries across the world .Commitment towards job and in return job satisfaction are unavoidable for the successful growth of the companies across the globe. All these facts interested the researcher to select this topic for research to analyze the reasons for the dissatisfaction of job and various factors which helps in motivating the employees of different sectors especially service sector. Kressler, H.W. (2003). Motivate and Reward Performance appraisal and incentive systems for business success. (S. Pearce, Trans). NY: Palgrave Macmillan. (Original work published 1988.) Wilson, T. B. (2002). Innovative Reward Systems for the Changing Workplace (2nd Ed.). Blacklick,OH, USA: McGraw Hill Companies. Retrieved 20071108,from http://site.ebrary.com.bibl.proxy.hj.se/lib/jonhh/Top?layout=documentid=10153055?nosr=1 2.1 Employee An employee can be defined as an individual who was hired by an employer to do a specific job(web.01). He has to do a specific job efficiently within a functional area or department to accomplish the goals of the firm. In most of the organizations a performance development planning process is undergone which will define the specific task of the employee as well as their expected performance. Employees trade their knowledge, skill and experience in exchange for compensation from the firm. If they are not satisfied with the compensation means the propensity to switch the company will be high, this will result in high turnover. So its high time to give importance to the rewards. Employees, considered as human resources of the organization are used for the benefit of the organizations, employees and the society. (Aswathappa, 2008). In order to drive the flow of business in the right direction for better results they have to be valued, respected, encouraged and appreciated .These can be done with the help of rewards. In a good working environment with efficient working methods and equipments employees will exhibit a better work performance and in addition to that natural motivation to do a job for an appropriate reward will surely pave the way for improved productivity and high profitability. For service sector employees are the most important factor, so implementation of new reward strategies and techniques are unavoidable for high quality performance of the employees, also to reduce the high turnover rate. 2.1.1 Impact of Changes on Employees Change is an inevitable part of life especially in the fast changing world. Todays commercial climate is compelling companies to implement changes in order to survive and grow in the global market. Changes always uproot a person and alter his lifestyle. The organizations adopt changes in order to meet the current standards; its employees also have to undergo change and should accept the new circumstances. Due to the technological, social and economic changes employees face a lot of insecurity and its the human nature to resist those changes without knowing about its real benefits. Its the duty of the management to handle this delicate situation in a tactful manner. One of the effective ways is to motivate and encourage the employees to put their best effort under the changing circumstances so that the net result will be high profitability and ultimate success of the business. By creating a good working environment and high morale, employees wont be negatively affected by the new changes. In order to cope up with the commercial changes companies need to be competitive and should attract employees to the job as well as should retain the employees. Employee compensation and benefit packages are the backing up factors for many potential employees who may face discomfort in their work environment due to the social, economical and technical changes without financially jeopardizing the success of the business. Today its a necessary fact that irrespective of the changes which companies are undergoing they should keep their employees motivated by providing them with rewards and recognition. So by communicating the change to the employees, by making them clearly understand about its impact on organization and its benefits, the company can encourage them to do the work in an efficient manner and in exchange employees will get the rewards for their expected performance. 2.1.2 Employee Management Engagement Employee management is the key to effective performance management and employee engagement. Employee engagement is the psychological commitment of employees towards their job. As said by Charles Kettering There is a great difference between knowing and understanding†. It holds true in the case of business and employees. Know your employees and make them understand about the goals to be accomplished. Understanding in business means the proper management of the employees and providing them with what they expect in return for their commitment and efficient work. Compensation can take the form of rewards, recognition, and reasonable benefits package. The first and foremost need for the employee management is the right employee for the right job. The keynote tip which helps to exercise a proper employee management are Structure establishment, which means that there should be a well defined structure for bringing out the desires performance from the employees such as setting of deadlines for a specific task etc. Another one is the value for employees. An organizations greatest asset are its employees so they should be motivated as well as their skills, knowledge and effort should be valued. Company should treat employees with respect by providing a positive work environment to the employees which will definitely boost their performance and to encourage them to meet the goals in an efficient manner. Listen to the employees and appreciate them for the effort they put to meet the goals and provide them ways to improve their potential, thereby creating belief that the company is taking care of them. If the organization wants to capture great heights, all it need is an engaged workforce. It is connected to three forces in an organization attrition, productivity and profitability. In order to reduce the attrition rate organizations should take care of the employees by incrementing their salaries, providing necessary incentives and bonus. Engaged workforce are always aware about the degree of expectation of work by the organization which yields high productivity. Thus they will result in an increase in the profitability of a concern which is the relative measure of success of a business. 2.2 Human Resource Management The overall management process represent five basic functions for the managers to perform: planning, organizing, staffing, leading and controlling. This research focuses on one of those functions the staffing which is the personnel management or human resource management (HRM) function. Human Resource Management is the process of acquiring, training, appraising and compensating employees and of attending to their labour relations, health and safety, and fairness concerns (Dessler, 2008pg 2). Heathfield, (2008) defined â€Å"Human Resource Management (HRM) as the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization†. This can be further explained as â€Å"Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training†(Heathfield, 2008). HRM is vital to the organization. It is the function which focuses its direction towards the management of people working in an organization. Dessler and Chiat (2009) states that, ‘Without HRM, organizations may find themselves in different kinds of unwanted situations, such as hiring the wrong people, getting fined by government ministries for unsafe practices, finding out that people are not giving their best, or even over/under- paying their employees. The most valued asset of an organization is its employees because improved quality and productivity can be achieved through trained, motivated and committed employees. The function of HRM is nothing but to train, motivate and provide the employees with opportunities to be more productive and effective. Since each and every objective of business is achieved through its effective workforce, the needs of the employees should be satisfied. 2.2.1 HRM Models HR systems and the organization structure should be managed in a way that is congruent with organizational strategy (hence the name ‘matching model) (Armstrong, 2006). They further explained that there is a human resource cycle, which consists of four generic processes or functions that are performed in all organizations (Armstrong, 2006 pg 10). 1. Selection matching available human resources to jobs. 2. Appraisal performance management 3. Rewards the reward system is one of the most under-utilized and mishandled managerial tools for driving organizational performance; it must reward short as well as long-term achievements, bearing in mind that ‘business must perform in the present to succeed in the future. 4. Development developing high quality employees. 2.2.2 Nature and Scope The role of HRM has grown broader and more strategic over time. In the earliest firms â€Å"personnel† first took over hiring and firing from the supervisors, ran the payroll department, and administered benefit plans (Dessler, 2008pg 12). As technology in areas like testing and interviewing began to emerge, the personnel department began to play an expanded role in employee selection, training and promotion. Today globalization, technological and nature of work trends mean that human resource managers have taken on several new responsibilities (Dessler, 2008pg 12). Human resource management involves all management decisions and action that affect the nature of the relationship between the organization and its employees-its human resources (Armstrong, 2006). Human Resource Management is pervasive in nature as it is present in all enterprises. Its focus is on results rather than on rules. HRM helps employees to develop their potential fully.HRM try to help employees develop their potential fully and to encourages employees to give their best to the organization. It is all about people at work, both as individuals and groups. It tries to put people on assigned jobs in order to produce good results. It helps an organization meet its goals in the future by providing for competent and well-motivated employees. It tries to build and maintain cordial relations between people working at various levels in the organization. It is a multidisciplinary activity, utilizing knowledge and inputs drawn from, for example psychology and economics. The Human Resource Management activities extend from selection to layoff of an employee in an organization. This includes the fixation of remuneration, training, motivation and induction of employees. Thus it helps to develop other industrial relations for employees to acquire more skills and competencies (Aswathappa, 2008).The functional diagram of HRM is given in 2.2 which clearly defines the interrelation between various functions which enable the organization to achieve its objectives by providing guidance and support on all matters relating to its employees. The scope of HRM can be limited to three aspects: 1. Personnel which mainly deals with the selection, recruitment, manpower planning, placement, promotion, training, development, remuneration, incentives, productivity, layoff and retrenchment. (web 02) 2. Welfare which is concerned with working conditions and amenities such as crà ¨ches, canteens, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities. (web 02) 3. Industrial aspect that covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc. (web 02) Web 02- http://expertscolumn.com/content/human-resource-management-nature-scope-objectives-and-function 2.2.2 Objectives of HRM The objectives of HRM are to help the organization to reach its goals, to ensure effective utilization and maximum development of human resources, to ensure respect for human being, to identify and satisfy the needs of individual, to ensure reconciliation of individual goals with those of the organization, to achieve and maintain high morale among employees, to provide the organization with well-trained and well-motivated employees, to increase the employees job satisfaction and self-actualization to the fullest, to develop and maintain a quality work life, to be ethically and socially responsive to the needs of society, to develop overall personality of each employee in its multidimensional aspect, to enhance employees capabilities to perform the present job, to equip the employees with precision and clarity in transaction of business and to inculcate the sense of team spirit, team work and inter-team collaboration. The above mentioned aims can be summarized as â€Å"the overall aim of human resource management is to ensure that the organization is able to achieve success through people† (Armstrong, 2006 pg8) 2.2.3 HRM Functions In order to achieve the above objectives, Human Resource Management undertakes some functions; some of them are Human resource or manpower planning, recruitment, selection and placement of personnel, training and development of employees, appraisal of performa