Developmental Disability And Aging Analysis Social Work Essay Essay Example

Developmental Disability And Aging Analysis Social Work Essay Essay Aging people with a developmental disablement have been populating every bit long as people in the general population ( Brown A ; Percy, 2003 ) . However, the populations of people who are aging with a disablement age 20 to twenty five old ages faster than an aging grownup without a disablement. Therefore, health professionals may non understand the issues that are happening ( Kailes, 2008 ) . There is an sweetening in wellness attention, betterments in nutrition and criterions of life have been increased, this could be the ground why aging people with a disablement are populating longer ( Brown A ; Percy, 2003 ) . This besides could be because there are more supports set in topographic point for persons. Peoples with developmental disablements did non unrecorded past the age of 20 legion old ages ago, a ground for this could be that these persons did nt hold picks and where kept in refuges where they were mistreated ( Brown A ; Percy, Developmenatal disablements, 2003 ) . Now a t wenty-four hours s, persons have picks to populate life as they see fit. This has led us to believe that their quality of life has increased because these persons are populating a full life filled with hopes, and dreams. Since people with a developmental disablement are populating longer, they are faced with the same aging concerns as the following individual, for case, Alzheimer disease, respiratory jobs, and loss of vision and hearing are all aging issues ( Brown A ; Percy, Developmental Disabilities, 2003 ) . Peoples with developmental disablements are more prone to certain wellness issues because their immune system is weaker and the opportunities of acquiring ill are increased. Besides, aging people with disablements have a hard clip happening proper wellness attention ( Brown A ; Percy, Developmental Disabilities, 2003 ) . These persons deserve the same intervention as you and I receive ; nevertheless, the medical universe may hold a hard clip naming the job due to the indiv idual s age and their disablement. This could be because their communicating may non be as strong ; hence, it could do a job with happening the proper medicine or interventions ( Brown A ; Percy, Developmental Disabilities, 2003 ) Family Care and Supports We will write a custom essay sample on Developmental Disability And Aging Analysis Social Work Essay specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Developmental Disability And Aging Analysis Social Work Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Developmental Disability And Aging Analysis Social Work Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer When household members such as, parents, siblings, aunts or uncles attention for an aged individual with a disablement, it can be strenuous on everyone involved because happening attention for persons can be hard. When the duty lies on the household members they may non hold the resources for their loved 1s. With that being said, one of the biggest barriers for aging people with disablements is the deficiency of proper supports needed for these persons ( Kailes, 2008 ) . This can do household members to emphasize because they may experience they re non making plenty. This can be a burdensome period for all involved because there is a batch of planning and determination devising when their loved 1s are in the phases of excess attention. Families need compassion and supports to get the better of these barriers and necessitate a spot of understanding. Most times it is a parent that cares for these persons until they can non, any longer. Some of the things that health professionals or household members need to believe about are wellness attention, fiscal planning, populating agreements, and a determination shaper if the aging grownup is unable to make so for themselves. If a Care giver or household member becomes ill themselves, or even passes off before holding a future program set for their loved 1s, it can be chilling and confusing clip for the person if they need aid or have specific demands. This means household members and/or health professionals need to believe about the different supports that are needed to be set in topographic point for the aging individual. However, one of the jobs with happening attention for aging people with a disablement is the long waiting list to acquire any aid. As of March 10, 2010, six hundred people where on the waiting list at Brampton Caledon Community Living group place ( BCCL ) ( Criscione, 2010 ) . Some people have waited longer than a decennary to acquire the service they n eeded ( Criscione, 2010 ) . Some of the installations that can assist health professionals or household members are Mary Centre, Community Care Accesses Centre, Baycrest and Older Adults Centres Association of Ontario. At Mary Centre they value the self-respect, unity, individualism and duty of all persons that walk through their doors ( Mary Centre, n.d ) . They want to supply new chances for grownups with developmental disablements and ever works toward assisting these persons achieve greater assurance and personal independency, so they can take portion in carry throughing educational, employment and life experiences ( Mary Centre, n.d ) . Community Care Accesses Centre ( CCAC ) is a great organisation for that person who finally wants to populate independently in their ain place or encourages these persons to use for admittance to a long term attention place ( CCAC, 2010 ) . CCAC works together while affecting doctors, hospital squads and other wellness attention suppliers to heighten entree and co-ordinati on for people who need attention in the community ( CCAC, 2010 ) . At Baycrest they focus on aging persons with disablements and are bettering the wellness of these persons through their research and instruction ( Baycrest, 2011 ) . They provide attention for persons seeking health plans, residential lodging and outpatient clinics ( Baycrest, 2011 ) . This organisation finally wants to supply attention to aging persons and wants to go on back uping this population. Last, at Older Adults Centres Association of Ontario ( OACAO ) they are an organisation of senior Centres and are dedicated to advancing chances that lead to healthy and active life manners ( OACAO, n.d ) . Everyone is involved seven yearss a hebdomad and people at OACAO are said to be astonishing ( OACAO, n.d ) . It is besides a fantastic topographic point for seniors to travel to have support throughout all facets of their twenty-four hours to twenty-four hours lives. Fiscal One of the income supports available to older grownups with a developmental disablement is the Ontario Disability Support Program ( ODSP ) . ODSP provides for basic life demands and lodging every bit good as offering employment aid by supplying support in assisting people enter into the work force. In add-on, other support benefits included in ODSP are directed toward wellness and single demands. In order to measure up for ODSP, an single must be 18 old ages of age or older, and have a disablement which meets the general standard of a disablement every bit good as the fiscal demands stated by the ODSP. The check is collectible straight to the individual unless there are palliating fortunes, or the individual with the disablement marks a legal papers saying that money be paid elsewhere, such as for lodging. Another fiscal support available is the Old Age Security ( OAS ) . OAS fiscal assistance is an sum paid to about all Canadians over the age of 65. Stipulations in order to have sup port include: being older than 65, holding Canadian citizenship or legal residence in Canada, and must hold lived in Canada for more than ten old ages after going 18 old ages old. A full OAS pension is merely collectible to individuals populating in Canada for more than forty old ages. Some persons may besides measure up for the Canadian Pension Plan Disability Benefit ( CPP ) , if they have already sufficiently contributed to the CPP. The CPP is merely available to individuals whose disablement prohibits them from keeping regular employment. In add-on, the disablement must last for a really long clip, or be terminal. Disabilities experienced after the age of sixty- five do non run into the standards. If a individual is deemed incapable of pull offing his/her ain support, so a Power of Attorney may make so. The assorted Governments funding available in Canada allows for adjustment, basic life disbursals and money for specialised services and equipment. Everyone over the age of 18 should hold a Power of Attorney ( utility determination shaper ) to forestall aliens and people who do non hold their best involvements at bosom make determinations for them, if unable to make for themselves. Harmonizing to the jurisprudence, there are some limitations as to who may be appointed as a Power of Attorney: the informants must be 18 old ages of age or older, and can non be either the kid or partner of the individual who has chosen the lawyer. The papers itself must be signed and dated by the individual taking the Power of Attorney, the appointed person, every bit good as two informants. This ensures the legality of the papers. A attorney is recommended for audience in all facets of the Power of Attorney for Personal Care papers so that it is done decently, therefore protecting the determinations and desires of the individual. If an person with a developmental disablement is unable to take their ain Power of Attorney, the Consent and Capacity Bo ard ( was begun under the Mental Health Act, specifically to keep hearings sing utility decision-making ) authorization to name the person s parent or legal defender. The Board is able to form hearings to make this harmonizing to the Health Care Consent Act and the Substitute Decisions Act, which are governed by statute law. Maltreatment Maltreatment and disregard of people with developmental disablements should be a public wellness concern because persons with developmental disablements are more likely to be victimized more frequently than other citizens are and are at higher hazard for re-victimization ( Qam Training ) . Peoples with developmental disablements are besides frequently badly abused and for longer periods. Most normally are persons victimized in their places by individuals they know, and who may be responsible for their services and supports ( Qam Training ) . Peoples with developmental disablements are inadequately educated and supported to acknowledge, countermove, and prosecute options to opprobrious fortunes ( Abuse and Neglect of Adults with Developmental Disabilities: A Public Health Priority for the State of California, 2003 ) . Peoples with disablements have different profiles for victimization and maltreatment than the non-disabled population ( Abuse and Neglect of Adults with Developmental Disabilities: A Public Health Priority for the State of California, 2003 ) . There are many questions as to why persons withhold from showing to us they are being abused. There are some specific replies, like they fear acquiring in problem for coverage, and that they are neer believed, so why study ( Qam Training ) . Additionally, fright of revenge from the offender if they do describe, or horror that they will hold to travel from their place as a solution to the maltreatment happening ( Abuse and Neglect of Adults with Developmental Disabilities: A Public Health Priority for the State of California, 2003 ) . Some individuals with developmental disablements must number on others to place that they are being abused, and to take appropriate action to advise constabulary ( Qam Training ) . Yet few household members, supports, and suppliers are adequately educated to acknowledge marks of maltreatment in persons with developmental disablements ( Abuse and Neglect of Adults with Developmental Disabilities: A Public Health Priority for the State of California, 2003 ) . Service Workers should look for countries of distrustful bruising which include the interior thighs, back of an person s legs, their eyes, upper weaponries and their upper back. The human organic structure is formed in a manner that when an single falls normal countries of hurt are the individuals articulatio genuss, shins, custodies, and their brow ( Qam Training ) . Double Diagnoses and Comorbidity Adults with a developmental disablement are at the same danger for Alzheimer s disease or other signifiers of dementedness as are persons in the general public. However, there are persons with a developmental disablement who are at greater hazard of developing these diseases. These hazard factors include if the person is over 40 old ages of age and has Down syndrome. Peoples with Down syndrome make up approx. 60 per centum of the grownups with developmental disablements who show marks of likely Alzheimer s disease ( Risk factors for Alzheimer s disease or dementedness among people with developmental disablements ) . Although, the presence of these factors does non needfully intend that Alzheimer s disease or a signifier of dementedness will happen. The presence of one or more of these hazards should alarm attention suppliers to the amplified likeliness of the individual with a developmental disablement developing this unwellness ( Risk factors for Alzheimer s disease or dementedness among people with developmental disablements ) . In decision people that are aging with a disablement need a small compassion and apprehension ; there should be a simple and clear way for the aging individual with a disablement and for the household members. This would assist the single header with the trials that are associated with aging ; a positive perceptive can assist everyone involved. The people who are worried for their loved 1s need to acknowledge that a day-to-day and a long term program are needed, particularly if dementedness or other aging concerns start to originate. Their environment should be safe and worry free so they can populate and gracefully age without concern.

Biography of John Ford, Oscar-Winning Film Director

Biography of John Ford, Oscar-Winning Film Director John Ford (February 1, 1894 - August 31, 1973) was one of the greatest film directors of all time. He won four Best Director Academy Awards, more than any other director. He is best known for his Westerns, but multiple of his novel adaptations stand among the best films of all time. Fast Facts: John Ford Full Name: Sean Aloysius FeeneyOccupation: Film directorBorn: February 1, 1894 in Cape Elizabeth, MaineDied: August 31, 1973 in Palm Desert, CaliforniaSpouse: Mary McBride SmithSelected Films: Stagecoach (1939), The Grapes of Wrath (1940), How Green Was My Valley (1941), The Searchers (1956)Key Achievements: 4 Academy Awards for Best Director and the Presidential Medal of FreedomNotable Quote: It is easier to get an actor to be a cowboy than to get a cowboy to be an actor. Early Life and Education Born into an Irish immigrant family in Maine, John Ford (born Sean Aloysius Feeney) grew up in a moderately prosperous environment. His father owned saloons in Portland, Maines largest city. Ford was one of eleven children. Many of John Fords subsequent film projects related to his Irish heritage. The young John Ford played football in high school. He earned the nickname Bull for his habit of lowering his helmet as he charged the line. Fords older brother, Francis, left Portland to seek a career in New York in the theater around the year 1900. He was successful and took the stage name Francis Ford. By 1910, Francis moved to California to seek a movie career. After high school graduation, in 1914, Francis younger brother, John, moved to California with the hope of launching his own career. Silent Films John Ford got his start in Hollywood as an assistant in the production of his older brothers movies. He served as a stuntman, handyman, double for his brother, and occasional actor. Despite a contentious relationship between the two, within three years, John was his brothers primary assistant and often operated the camera. By the time John Ford made his debut as a director in 1917, Francis Fords career was on the decline. Between 1917 and 1928, the younger Ford worked on more than 60 silent films. However, only ten of them survive fully intact. For his entire career, John Ford was one of the busiest directors in Hollywood, but the silent years were unusually productive even by his standard. The Lottery Man (1919). Corbis Historical / Getty Images John Ford had his first significant success as a director with the 1924 epic The Iron Horse, about the building of the First Transcontinental Railroad. He filmed it on location in the Sierra Nevada mountains with 5,000 extras, 2,000 horses, and a cavalry regiment. Among the props used were an original stagecoach used by newspaper publisher Horace Greeley and Wild Bill Hickoks pistol. The movie earned an estimated $2 million on a budget of $280,000. Westerns John Ford is best remembered for his Westerns. From the 1930s through the 1960s, he helped design the look and feel of classic Western film. One of his favorite actors, John Wayne, appeared in more than 20 of his films as a featured actor. Wayne was in countless more projects near the beginning of his career performing as an extra. Stagecoach (1939). Moviepix / Getty Images Despite his early success with The Iron Horse, Ford didnt direct any Westerns between 1926 and 1939. However, when he once again returned to the frontier, Ford created what many critics consider one of the best films of all time. Stagecoach appeared in 1939, and the story of mismatched strangers thrown together in the vast emptiness of the West while riding through dangerous Apache territory thrilled audiences. It earned seven Academy Award nominations including Best Picture and Best Director. Thomas Mitchell won for Best Supporting Actor. Orson Welles reportedly studied Stagecoach in his preparations for making Citizen Kane. During World War II, John Ford served in the U.S. Navy Reserve creating wartime documentaries. He won Oscars for two of his films. He was with the U.S. military on D-Day and filmed the beach landing. He was recognized for his bravery during the war after suffering injuries while documenting attacks. American film director John Ford (1894 - 1973) in uniform as a Rear Admiral in the United States Naval Reserve, circa, 1957. Â  Pictorial Parade / Getty Images John Fords first movie after his service in World War II was 1946s My Darling Clementine, a Western featuring another of the directors favorite actors, Henry Fonda. He followed it with the so-called cavalry trilogy of movies starring John Wayne. They included 1948s Fort Apache, 1949s She Wore a Yellow Ribbon, and 1950s Rio Grande. Fords next Western didnt appear until 1956. Starring Jeffrey Hunter and rising star Natalie Wood, The Searchers quickly became a classic. In 2008, the American Film Institute named it the Greatest Western of All Time. In 1962, John Ford released The Man Who Shot Liberty Valance starring James Stewart and John Wayne. Many observers consider it the last great Ford film. It was a major success and one of the top 20 moneymaking films of the year. Cheyenne Autumn, the final John Ford Western, appeared in 1964. Unfortunately, it was not a success at the box office and was the most expensive film of the legendary directors career. John Ford directing My Darling Clementine (1946). Bettmann / Getty Images Classic Novel Adaptations Despite his association with Westerns, John Ford didnt win any of his Best Picture Oscars for them. Three of the four awards came with novel adaptations. The fourth wove the feature-length film The Quiet Man out of a short story. The first John Ford film to be nominated for an Academy Award for Best Picture was the 1931 adaptation of Sinclair Lewiss novel Arrowsmith. Ford won his first Oscar for Best Director adapting Liam OFlahertys The Informer in 1935, a tale of the Irish War of Independence. In 1940, Ford took on John Steinbecks Great Depression novel The Grapes of Wrath. It was the directors third consecutive film working with the young actor Henry Fonda. Coming shortly after the end of the Great Depression, the movie was a huge success. It earned Ford his second Best Picture Oscar, and The Grapes of Wrath is often included on lists of the best films of all time. John Fords third Best Director Oscar came a year later with his adaptation of the Welsh mining saga How Green Was My Valley. It famously beat out Citizen Kane for the 1941 Best Picture Academy Award. The movie is a classic working-class drama in the spirit of Fords previous Oscar-winning efforts. How Green Was My Valley (1941). Corbis Historical / Getty Images Fords final Academy Award for Best Director came with a film that his movie company didnt want to make. With pressure from Ford, they funded 1952s The Quiet Man, a short story adaptation set in Ireland starring John Wayne. The worry was unfounded. In addition to winning John Ford an unprecedented fourth Best Director nod, it was one of the top ten moneymaking films of the year. Later Career Despite being dogged by ill health and declining eyesight, John Ford worked well into the 1960s. He completed Donovans Reef, his last film with John Wayne, in 1963. It was Fords final major commercial success, earning over $3 million at the box office. His last feature film, 7 Women, appeared in 1966. It was a story about missionary women in China trying to protect themselves from a Mongolian warlord. Unfortunately, the movie was a commercial flop. The Man Who Shot Liberty Valance (1962). Corbis Historical / Getty Images John Fords final completed project was a documentary on the most decorated U.S. marine titled Chesty: A Tribute to a Legend. It featured narration by John Wayne. Though filmed in 1970, it wasnt released until 1976. Ford died in August 1973. Legacy John Ford continues to hold the record for the most Best Director Academy Awards won with four. He also earned Oscars for two wartime documentaries. In 1973, he was the first recipient of the American Film Institutes Life Achievement Award. In the same year, Ford received the Presidential Medal of Freedom. He wasnt the only person winning awards for his films. John Ford directed a total of four Academy Award-winning acting performances, and ten appearances in his movies earned nominations. Source Eyman, Scott. Print the Legend: The Life and Times of John Ford. Simon Schuster, 2012.

Research theory and skills for sport management Proposal

Theory and skills for sport management - Research Proposal Example The purpose of the program in research theory and skills for sports management is to achieve a professional program. The program will enable sports managers to be leaders in Researching on available theory and expertise in sports administration in all sections of the sports industry. With this regard, the program will aid the managers to serve as directors of athletics for universities, professional sport franchises managers, public and private sports executive directors including fitness and leisure organizations. The research theory and skills of sports management have offered an outstanding training for prospective sports management and the ability to provide the variety. There are experiences required to meet the necessities of the growth of sports administration in all sections of sports industry (Andrews, 2010). The program in Research Theory and Skills for Sports Management has enhanced understanding, sensitivity, including mutual respect among its members. Research theory and skills for sports management is necessary for the future success of the sports industry. The individuals having the responsibility to appoint managers should be advised accordingly to put into consideration the research theories and skills for sports management. The individuals who desire and those who are already in a managerial position in sports are encouraged to reflect on research methods and competencies for sports management in order to enhance greater productivity. It will provide understanding of how prof essional sports management operates. The research methods and skills of sports management have helped to eliminate the limitations of depending on past traditions in sports industry (Cunningham, 2013). The program targets to encourage the development and testing of research theories and skills for sports management stressing the importance of accurate as compared to general theories and skills of management. As a result, the

How a person should be in the business world Research Paper

How a person should be in the business world - Research Paper Example Business world is a conglomerate of all kinds of businesses existing around the globe or a particular society. It displays how businesses interact with each other and how their operations are running while remaining in contact with other businesses. Different business functions are considered such as what marketing, finance, human resource and supply chain strategies do for the businesses development and how do individuals behave in this world for their personal and for the business' benefit (George). The business world is composed of numerous individual businesses each of which follows a set of policies and procedures, certain guidelines and particular ethical conducts. Every individual working in the business is required to adhere to these ethical conducts and values set forth by the management. Considering this particular concept, we will be discussing how the set ethical values lead to the individuals behaving in the business world both from the American and the Chinese perspecti ve. From both the perspectives, professional behavior is one element that needs to be taken care of while working in the business world. ... Coming to essentials of behavior on a personal level, for us to work in a business world, we must understand the job we are assigned and what exactly is it that we are doing. Moreover, it is always appreciated to expand ties with colleagues and supervisors, be friendly in the work environment, take supervisors' advice on everything work related, socialize with people belonging to other businesses outside the organization or other departments within the organization. Speaking our own mind, pitching in ideas to numerous projects, problems and other business particulars discussed, participating actively in business related parties and social networking occasions and being polite, yet straight forward are numerous other personal attributes that we should possess to function successfully in a business world. This socialization and polite, amiable attitude could help us develop numerous ties within the business world which could later be beneficial in our own business, since the business w orld is an epitome of structures dependent on each other for their successful functioning (George). These were certain basic behaviors which must be observed in the business world. Considering that America and China are two different societies, each with different kinds of traditions, it is crucial to understand what each of these different societies see as an ideal behavior to be displayed in the business world. Starting from the American business world, in American businesses, it is considered an ethical standard to place the organization/business' interests above the employees' personal interests. For employees it is an ethical obligation to honor the business interests over and above the employee's own personal interests. Furthermore, in this context, buying goods from

Strategies to Motivate and Manage Employees

Strategies to Motivate and Manage Employees Introduction:- Motivation is one kind of behaviour of man which related with economics, psychology to qualified morality, initiation, direction, intensity and persistence with desire object, hobbies, goal and ideal activities. At present environment, success of any commercial organization depends on employees using their full talents motivation. There are available theories and practices, managers often view motivation as something which is mysterious to them. The core thing of motivation is to give people what they really want most from the work. The more the managers provide what they want, the more they can expect what they are looking for like productivity, quality, and services. A positive motivation philosophy and practice should improve productivity, quality, and service. Motivation helps people to achieve goals, to gain a positive perspective, to create the power to change, to build self-esteem and capability, to explore potentiality with creativity, to manage their own deve lopments and their own abilities. Description: There are few popular method of motivation, for example, An employee stock ownership plan (ESOP) is a way in which employees of a company can own a share of the company they work for profit sharing also one kind of motivation, scanlon plan, it is a type of gain sharing plan that pays a bonus to employees for incremental improvements, merit plan, gain sharing, annual bonus etc, these all are the way to reward people. Dessler discussed (1999), the scanlon plan is actually an early version of what today is known as a gainsharing plan, an incentive plan that engages many or all employees in a common effort to achieve a companys productivity objectives;any resulting incremental cost-saving gains are shared among employees and company. (588) According to Adair (2003), selecting the right man for right job, punishing the bad and rewarding the good, winning the goodwill of those under them, altering allies and helpers, keeping what they have gained, being strenuous and industrious in their own work (p.16). this strategy should be followed properly to get more from the employee.If we look at the disadvantages of motivation, actually there are no real disadvantages to successfully motivating employees, but there are many obstacles to overcome. Barriers may include unaware or absent managers, inadequate buildings, outdated equipment, and entrenched attitudes, for example: people might think that weare not getting paid extra to work harder etc. McGregors X and Y theories and Maslows hierarchy of need, although these theories date back some years, they are still valid today. the main theme of their theory, it will be helpful for building a climate of honesty, sincerity, and trust.Nickson said, (2007), performance management is about getting better results from the organization, (page, 169) People may want more status, higher pay, better working conditions, and flexible benefits. But it is easy to find out what really motivates employees by asking them in performance appraisals, attitude surveys, and informal conversations what they want most from their jobs. People might want, for example; more interesting work, more efficient bosses, more opportunity to see the end result of their work, greater participation, greater recognition, greater challenges, more opportunities for development, friendly environments, helps from others, respect and flexibility.Clearly one of the most important aspects of enhancing performance is perfo rmance appraisal.A recent survey by IRS (2005a) suggests that over 90 per cent of workplaces have some form of performance appraisal, Nickson (2007) Clegg (2003) said, It cant be so depressive that your staff, your peers, your boss, your friends and family can achieve more and yet they dont. Often all that is latching is the motivation succeed. Motivation is one of those terms that can mean very different things depending on exactly where you sit. According to the dictionary its about giving someone a motive or an incentive or rather more darkly, about inducing something. If I am motivating someone else, its easy to see that it is positive. Who can be motivated :-Anyone can be motivated and a trained up manager can be the one to do it. In fact, the potential for motivation starts with a responsible person .The cynical view of motivation is that it is a matter of subtle manipulation; that motivation is just a way of getting other people to do what you want them to do. Probably the hardest individual motivation is dealing with the high performer, some-one who is already doing the job well. So, why bother to motivate them at all? In part because of retention. Just become someone does a job superbly well, it doesnt mean that they want to stay in it. They are susceptible to outside lures that makes positive motivation to stay a real benefit for the company (page.4). Managers responsibility/role: Harzing (2004) said, there is an indication of a lack of commitment to the organization by employeesas as we have seen in the context of Africa (Blunt Jones, 1992).Corporations in Japan have been successful in harnessing the wider societal cllectivisism to corporate life, in order to foster commitment by employees in a reciprocal relationship with the corporation, (240) A manager should find someone doing something well and tell the person that the company is appreciating his work.. The manager should make sure the interest he showed is genuine which is without being bore or something just for showing people that he is interested to do this job . If the manager has ideas as to how employees work could be improved, he shouldnt shout them out, but help them to find their way to do more efficiently the same job because we know that, it is not necessary to be able do everything better. A manager should help to the employee to make it clear what levels of support employees can expect. The Manager should have proper trained up to be a mentor of the employee. they should know the position, time, situational demand to exchange any idea with them or any kind of teaching, training if required, sometimes managers need to keep silent, and wait for the proper time to teach or trained up the employee, because if every time managers try to teach them, it might be the cause of unexpected situation to the employee, so sometime managers should keep quiet to make a real situation to say something to the employee. According to Bell (1998), well timed silence hath more eloquence than speech (p124) The reason for Pay for performance, Dowling (2008) discussed, to increase the pay of those employees with superior performance, to reduce upward and pressure on base salaries, to detect those employees whose performance was unacceptable and take steps to remove them from the organisation (Page 351). A manager should be able to find out or identify factors that demotivates staff they may be physical like any kind of equipment, or psychological like boredom, unfairness, barriers to promotion, lack of recognition etc. Among these sorts of problems, some can be dealt with quickly and easily; others require more planning and time to work through. The fact that a manager concerned to find out what is wrong and do something about it is in itself a motivator. Working environment is one that is full of mistakes and penalizes error .Sometimes, it might happen that some mistakes promote as learning opportunities. However staff need to understand the kind and levels of support they can expect. Motivation practice and relationship building often hesitate because staff do not feel they are receiving adequate support. Many people say they are working for money and claim in conversation that their edge benefits are an incentive. But money actually comes low down in the list of motivators, and it doesnt motivate for long . Edge or fringe benefits can be effective in attracting new employees, but benefits rarely motivate existing employees to use their potential more effectively. Actually company should consider policies, that affect flexible work, reward, promotion, training and development, and participation, Dowling (2008). Rewards impact: As clegg said (2000), Reward people and recognition are important tools for any organization or work places .Reward can vitally enhance employees morality with explore potentiality through the organization and increase the realization of belongings of the employees. though a great deal of research has been conducted on merit pay, employees who have worked under a merit pay system have been given little opportunity to express what is in their mind about the job and what they think of this reward system. As the definition of merit, it seems relatively straightforward, for example, in the context of retention, promotion; since everyone who is meritorious can be rewarded, there is no need to compare different kinds of achievement. The paper reports on a performance-based pay plan implemented in a large company and employees reactions to the plan. Employees should have the right t to say their honest opinions on merit pay and indicate whether they believed the concept to be worthwhile. Th e reply was resoundingly positive, with forceful support for the idea of merit-based compensation. The effective use of money as a motivator, employees attach a high value to pay, employees believe good performance will result in higher pay, employees have enough control over the job and superior performance to more positive than negative result. Dessler (1999) told in his discussion, remuneration, benefits and rewards are ways in which an organisation recognises and remunerates its employees.Financial rewards such as salary, merit increases, benefits and employee bonuses can reinforce desirable or undesirable behaviours.For example, term based reward that have been well designed help to reinforce and encourage team behaviours.Individual recognitiosn by a manager as a, wel done;can be also help to encourage and reinforce positive behaviours.However, an organisation that encourages term based behaviours but rewards individuals will find it difficult to institute a teaming culture. (4 20). Reward system and designing In corporate culture where non-management employees earn raises through seniority only, there is always a group calling for merit raises. The common tendency to take it easy is greatly increased by bringing a number of men together on similar work and at a uniform standard rate of pay. When a naturally energetic man works for a few days beside a lazy one, the logic of the situation is unanswerable. A question can comes in the energetic employees mind that is why should I work hard when that lazy one gets the same pay that I do. that sentiment expressed in practically so many employees mind. But the fact is that their supervisors and co-workers do not share their self-assessment.Performance-related pay is a method of remuneration that links pay progression to an assessment of individual performance. Pay increases awarded through are Performance-related pay normally consolidated into basic pay although sometimes they involve the payment of non-consolidated cash, while the focus of this factsheet is individual, consolidated Performance-related pay as a means of pay progression, Performance-related pay can be defined more broadly to include many differing systems that link individual and group performance to pay, as for example bonus schemes, Dr.Gilam (2004). How a manager measure performance and what should be the strategy of rewarding strategy, in this case Dr.Gilam (2004)s opinion is, on first examination this model of strategic reward management seems highly rational, but it makes significant assumptions.First consider the main driving force of the rewads strategy.The business strategy and external operating environment Organisations business strategy Required employee behaviours Reward strategy Organisations core reward values Reward process Reward structure Internal Operating Environment Fig:-Key elements of reward system design Paying for Indivisual job performance is, for many organisations, at the heart of a reward strategy, this raises what for many employees is a highly contentious issue.the putting at risk of a employees think about pay in terms of base pay (Schuster and Zingheins, 1992): The fixed amount which traditionally has increased yearly to reflect inflation and often, length of service.Base pay will also change of course, upon promotion to a more responsible job.For some organisations base pay is of declining importance.This raises the question:how can the traditional reward objectives of attracting, retaining and motivating people be achieved while making the pay budget most cost effective.One of the key decisions that needs to be taken into account is whether to pay the variable elements as a lump sum bonus or to consolidate this into salary.The trend in the USA has been for variety pay to be one off cash bonus (Kanter 1987).This is hardly surprising given the cost saving that the organisati on enjoys.By not raising base pay, one-off cash bonuses do not affect future base pay increases or other associated payments such as overtime and, of course, pensions. (Page.436) However, in order for performance to be rewarded, it is first necessary to have an effective means of measuring that performance most commonly via a performance appraisal or review system. Using this approach, each employees performance is ranked on the scale, like ranging, for example, from unsatisfactory to superior. Some systems allow for management discretion in translating these scores into levels of pay rise. However, it is more usual for the performance element of the pay rise to be determined by the use of formula or a matrix system as an example each grade of employee, level of the employee or zone of work of the related employee to each of the performance categories. This may involve the use of a comparison ratio, this term given to the relationship between each employees current salary and the mid point of their grade. Thus for an employee at the mid point of their pay range, the comparison ratio would be hundred percent., Dr.Gilman (2004). Performance related pay in public sector: Considerable interest in linking pay to performance in the public sector dating back many years, this has proved harder to translate into practice. If we want to know the placeses where the performance pay does occur, as an answer, we will get the result is, it often takes the form of non-consolidated bonus, or team based incentives, individual merit pay etc. However, there have been recent years of a high-profile initiatives such as the introduction of a performance related pay scheme for employee, which has resulted in some discernible performance improvements. A number of distinct issues arise when introducing performance-related pay into a public sector setting, including the real difficulty of measuring individual effort in certain roles and actual result of the findings, Martin (2000). Moreover, public sector workers such as nurses, teacher, trainer are arguably motivated by a public service which could actually be undermined by some forms of performance-related pay, performanc e related pay in a public service setting can help employees to work more effectively rather than to work harder without a correct instruction, with the proper guideline which encouraging employees to focus on key objectives what they actually have to do.This is a very important part to perform at the best level .Again we can say that there are various forms of incentive pay and bonuses in the public sector, as an example, public sector workers do respond to financial incentives and, while responses are sometimes small, this reflects the fact that the incentives are also small. Any overall benefits to society in respect of higher levels of public service are harder to assess.So, whenevr the resposibility is small or less harder than other job, the incentives also become less, this is completely different in case of higher responsibility.The higher the responsibility the higher the incentive rate is. If we want to make effective Performance-related pay, employees need to perceive a c lear and prompt link between the effort expended and the reward that will be obtained, and it is necessary to feel that the level of reward on offer is based the effort. These are the main issues for employers implementing performance related pay, Martin (2000). The role of the higher manager is make sure to the effective implementation of Performance-related pay and necessary steps should be taken to involve this group at an early stage in arranging systems, and to ensure consistency and transparency while the management team assessing performance of the employee. Some time it can be happen that all managers make a certain proportion of staff as a group for each performance pay. The management should be careful in those serious, potential for unlawful discrimination for example by gender, ethnicity, discrimination. It is important for appraising managers to have proper training and awareness of these issues and for monitoring of merit pay awards to take place . Training and Development: Taining and practice can be helpful to perform very well., in this case Martin (2000) discussed, Reference information on matters such as employment legislation and training material on almost any business subject readily available through the interest and through the internet and through organisationss intranets.This means better informed personnel staff.When used for training, such material creater the potential for greater performance from all employees in their job areas. (page149) If we talk about distribution of pay awards, pay might not be the only motivating factor, even it might be proven that it is not so important for some kind of employees. The problem is occured during times of low inflation when the pay bill increase is usually limited to relatively small percentage. Even where the performance related pay may have a motivational impact for high performers, and it might be unacceptable to the people of the bottom performers, even they might be demotivated from that. Afte r a very careful assesment and careful consideration of pay distribution, the use of performance management techniques in support of performance related pay can help to tackle such kind of issues, it means it can be helpful for those who are bottom performer in the work place Martin (2000). In the case of identification of development needs, a major concern for human resource practitioners is that the when they will go for finalize the award like pay awards on the performance basis, review process may inhibit an open, clear and honest discussion of an employee, then training and development might be a needAs Armstrong (2006), in this case management development activities might need, the management development strategy will be concerned overall with what the organization intends to do about providing for its future management needs in the light of business plans.The startegy will be concerned with the roles of the parties involved and with the approaches the organization proposed to use to develop its managers. (pages 594-95) One solution is to separate the pay review aspect of performance measurement from the broader performance and development review. By arranging separate meetings some weeks or months to asses the performance of a employee and the development requirement can be set up.. But still it is ime-consuming in nature, the processes associated with Performance-related pay can be very time-consuming. In general, it is important to allow sufficient time away from day-to-day duties for managers and employees to be able to engage in the performance related pay process respectively. Armstrong discussed (2006), learning is the process by which a person acquires and develops new knowledge, skills, capabilities and attitudes.A williams (1998) defined it, learning is goal directed, it is based on experience, it impacts behaviour and cognition, and the changes brought about are relatively stable, (559). Performance-related pay is approaching to succeess, so an reliable and effective arrangements must be in place to define, measure, appraise and manage performance. The focus should be on encouraging high performance by effective performance management and appraisal systems and only this time higher on pay as an incentive to help achieve that goal. To create and maintain a sustainable high-performing workplace, the whole range of financial and non-financial rrewards or incentives should be be carefully planned to ensure that they are supported by Performance-related pay . If the manager cant afford significant pay differences between high and low performers, or if the manager believes that his staff is underpaid in relation to the cost of living in labor market, then he should postpone the implementation of merit pay for non-management employees, but it is in rare case. Instead of this, give everyone predictable seniority and reward the high performers with positive response, new resp onsibilities, and promotions will be more acceptable. A manager should put his managerial time and attention into better coaching and counselling of employees with performance problems, and more timely corrective action, including removal of poor performers who demoralize the rest of the workforce, or to find out the strength and weakness in the employee and find a solution to help them to come out from their limitations. Conclusion:- If the management is happy to implement merit pay, then they should separate the performance and pay reviews by at least several weeks or months. At the time of the pay review, management should set a pay decision on their performance which is progressing day by day or on progress observed toward the goals set in the performance review. Also the management should make sure that the pay ranges are wide enough to make the employee happy after winning the reward. In true sense, there is no pay system on earth that will satisfy all the employees. But a successful management team can have a pay system that supports their goal for a high-performing and motivated staff.. Thats why motivation is a basic and important tool for a commercial organization to go ahead with creative structure and innovative changing aspect of globalization. Reference: Adair, J (2003) Effective Strategic Leadership, Panbook, 2nd edition (page.16-38) Armstrong, M (2006), A handbook of Human resource management practice, Kogan page, UK, 10th edition, pages (559, 594-95) Bell, C (1998) Managers as Mentors, A bard press, Inc.production (page.124-135) Clegg, B (2000) Instant Motivation, Kogan page ltd.1st edition (page.4-25) Dessler (et.al), (1999), Human resource management, Prentice Hall, AustraliaPages (420-432, 588-590) Dr.Gilman, M (2004), The Management of Human Resourses, Pearson Education Limited, (Page.436- 4450) Dowling, P, Festing, M Engle, A (2008), International Human Resource management, Cengagae Learning, 5th edition (Page351-368) Harzing, A Ruysseveldt, J (2004), International Human resource management, Sage Publications, London, Page (240) Martin, M Jackson, T (2000) Personnel Practice, Cromwell Press, 2nd edition (page149-158) Nickson, D (2007), human resource management, Elsevier Publications, Uk, pages169-172 Bibliography: Barrett.R (1998) Liberating the corporate soul, Elsevier Prints. Cava, R (1990) Dealing with difficult people, Judy PiatkusLTd. Dr.Hunt, N (2007) Conducting staff appraisals, How to books Ltd.6th Edition Fowler, A (1998) Get more and more valu from your people, Crowell press. Forsyth, P (2001) Develpoing your staff, Kogan Page Limited. Fournies, F (2000), Coaching for improved work performance, R.R donnelly Sons company Fowler, A (1999), Good practice Induction, Short Run press, Exeter Leigh, D (1996) Practical Trainer Series, Kogan Page Ltd.2nd edition Mannering, K (2000) managing difficult people, How to books Ltd Rabinovici, M (1997) An expect eye on pay roll, International R D business education Ltd. Thomson, R (1998) People Management, Orion Business press.

Online Innovation :: essays research papers

Project overview: There is a great need for a full service and price competitive on-line meat shop. At this point, we may explain our company nature before and after go online like from â€Å"Blick and Mortar† to â€Å"Click and Mortar†? If we combine this need being met with the feel of shopping at a real â€Å"home town† meat shop our competitive advantage will be far greater than that of our competitors. There are very few alternatives for on-line meat shops. There are notch stores such as Bisonmeat.com that ships bison meat at a premium and targets only a small demographic. Also, there are full product providers like Iowameats.com. However there prices are wildly out of line compared to a â€Å"home town meat shop.† Should we emphasize our low cost of operation and production, which cause our low price offered? It is clear the on-line community is underserved in this area and it is evident that there is much room for growth and profitability in the on-line meat market industry. Value proposition: What we propose is a partnership with local meat shops in the US to achieve maximum shipping savings and product quality. Is this partnership including Delivery Service Company? Since we’ll offer free shipping to customers, we may need to mention about long term relationship or contract with Delivery Company. Practically, we won’t survive if we need to pay high for each shipment, isn’t it? We believe that we can offer the same meats at the same price as walking into the store and picking it off the shelf by offering subscriptions to our customers and creating a commission based service fee to the vendors. The subscriptions and commissions from the vendor (individual customer?) would be our revenue. The vendor would profit by name recognition on the site, increased sales from on-line purchases, and only pays in return for sales. Since we will be working with a â€Å"home town meat shop† we will have a competitive bundle of satisfactions.

French Educational System Compared to the American System Essay

France and the United States have numerous striking differences and tastes in almost all cultural aspects. The French education system has been criticized globally by scholars and experts in various career fields for its failure to provide a flexible, all-round education. However, it has also received praise and recognition by the world at large for its significant contribution to the field of mathematics, with the revolution in banking in the late 20th century pioneered by French mathematicians. The United States education system, on the other hand, is increasingly receiving favor by international students for its provision of high class, market friendly education, despite the current criticism on the high cost of education. This paper compares the French and the American education systems. There are many differences, as well as similarities, in the French and the US education systems. One of the major aspects which have raised concern is on higher education. In both countries, higher education is given high priority, and in the US, for instance, the majority of adults are college educated. In France, higher education is also highly valued, with a person’s popularity and respect increasing as she or he advances in education. A significant difference in the higher education in both France and the US, however, is on the entrance process to university. In the French education system, before one can gain access to university studies, the final exam, the Baccalaureat, or the â€Å"Bac† is mandatory. The â€Å"Bac† is a rigorous school-leaving examination with no multiple choice questions and includes a written part and an oral part, with several subjects each. The â€Å"Bac† is highly valued in the nation so much that despite numerous criticisms from scholars globally to change the system and implement other selection methods, the nation has refused to change it. (Understandfrance. org, 2008) Despite the tough examination system, the French have no other university selection method. The nationwide â€Å"no selection† policy has raised controversy from scholars worldwide who find the method not sufficient for a thorough process. College selection in the US however, is very vigorous and students undergo numerous processes before gaining entrance to college. Selection is comprised of practices such as writing a personal statement, attending an interview, being involved in extra curricular activities among of course, the class ranking and the grades earned in high school courses taken. Recommendations too, by responsible persons are also considered before one can gain entrance into any higher institution of learning. A major reason which has made many international students prefer the higher education system in the United States over that in France in the recent past is the many facilities and services offered in US institutions. Issues such as overcrowding in lecture halls, for instance, are not experienced in majority of US institutions, although quite evident in most of the universities in France. Such prestige, however, comes at a cost. College tuition fees in the US can in no way be comparable to France, where education, interestingly, at all levels is almost free and only 26 percent of university students receive scholarships. (Understandfrance. org, 2008) Tuition fees is so high in the US, such that scholarships alone cannot cater for the students; the majority of US students receive either loans, grants or both from the government, so as to cater for their tuition fees. The government, in fact cannot sufficiently cater for the tuition needs of all the students, and private sources are increasingly becoming normal. Grants and loans are even not enough, and many students opt to sign up to study over the internet, in the many obviously questionable free online courses. Another striking difference in the education systems of both France and the United States is their curriculum. The French curriculum has been criticized globally for its failure to connect to the world market. Many demonstrations have been staged by French students, for decades and although there have been reforms; the reforms have not been good enough to cater for the current market demand. The US system, on the other hand, has diverse and flexible curricula, with a wide range of topics, from nuclear science to dance. As opposed to the French curricula, where extra curricular activities such as sports, musical groups and numerous clubs are not recognized in the curricula and where one can only have private classes for the same, in the US, such activities are given high priority. They can also be found in US institutions, both public and private. The flexibility of the US education system is what has made it the most preferred by international students worldwide, since they can have access to almost all interested areas of study. Unemployment, as a result is not as prevalent in the US as it is in France, with the recent demonstrations by French students to find solutions to the problem. The French are recognized as a literacy community, where education levels determine a person’s status. The more one advances in education, the more recognized she or he gets. This is a belief not common in the US. This general belief is what makes the education valued so greatly, with most French students spending most of their time in classroom related activities, allowing no room for other activities such as music and art related fields. Highly educated people in France in especially the globally viewed â€Å"tough† subjects such as mathematics, are given great respect, with the not very successful in education, despite their circumstances or other achievements, looked down upon and not recognized. In the United States, however, education levels are not given such respect and other issues such as healthcare are given more weight even politically. It is not surprising to note that the richest Americans are college dropouts, big names such as William Gates III. This notwithstanding, the education facilities in the United states are the best compared to other institutions worldwide. Despite critics arguing that French schools tend to make students theoretical and uncreative, French academic standards are high and discipline is strict. This is however not the case in the American education system, where the use of drugs is common especially in junior high and high schools. This problem has remained a major problem in the US for many years. (Hall, 1990, 99-102 & 144) Education, over the years, has played a very important role in the development of individuals and a nation. It is important to note that both the French and American education systems should be improved, in certain features, as aforementioned, such as eradicating the drug use in US schools, making the French system more market friendly and more relevant to the current market stage, and improving the overcrowded high education institutions. This move would in the long run, make both of the systems stronger, hence ensuring effectiveness in both; an important catalyst in the road to globalization. Works Cited: Hall M. R. (1990) Understanding Cultural Differences: Germans, French and Americans (Intercultural Press) Understandfrance. org (2008): Education in France. Retrieved December 2nd 2008 from: http://www. understandfrance. org/France/Education. html