Understand How to Safeguard Children Essay Example for Free

Understand How to Safeguard Children Essay Understanding how to safeguard the wellbeing of children and young people. 1. Understand the main legislation, guidelines, policies and procedures for safeguarding children and young people. 1. 1In englang and wales the polices and procedures for safeguarding and child protection in a setting for children and young people are a result of legislation passed in parliament including: The children Act 1986 and the children Act 2004 (england and wales) Children Order 1995 (northern ireland) The children act 1986 and children order. The aim of these of acts was to simplify the laws that protect children and young people. They tell carers/people how to work together when child abuse is suspected. Working together to safeguard children (1999) This provides professionals in england and wales guildines to help them work with a child who is at risk of harm. Children act 2004 This act includes Assessment framework for agencies to help them identify childrens needs LSCB (local safeguarding childrens broad) this has the power to make sure that social services, education services, the nhs, the police and any other services work together to help protect vulnerable children Working together to safeguarding children 2006 This updates safeguarding and how agencies should work on thier own and together with other agencies to safeguard and promote the welfare of children. Polices and procedures All settings that work with children and young children / people must: A arrangement to work with the LSCB A senior member of staff in charge of safeguarding arrangements An effective risk assesment to make sure that the safeguarding policy works CBR check on all adults who work with children to the age of 18. Contact information for parents or carers for all children under the age of 18. Up to date training for all staff on safeguarding. Policy for protection of children under the age of 18. 1. 2Safeguarding is about much more than just protecting children from direct abuse. People working in a enviroment with children and young people have a wider role to play than simply protecting from neglect and abuse. The staying safe action plan reconises important aspects in the wider view of safguarding these include: †¢Keeping children safe from accidents †¢Crime and bullying †¢Forces marriages †¢Missing children Actively promoting their welfare in a healthy and safe enviroment Child protection is action that is taken to protect children that are suffering or at risk of suffering from significant harm. 1. 3It is important for all persons that are working with or around children follow guidelines, policies and procedures for safeguard the welbeing of children and young people so they are able to identify if a child or young person is in risk of harm or ne ed because of the vulnerbility. The earlier a child at risk is detected the better the outcome. Before employing staff into a childcare setting they should be made aware of all the policie and procedures to give the a clear understanding of all aspects of safeguarding the children in there care these should inculde the following: Health and safety Child protection Outings Visitors to the setting Contact with children Risk assesments should be carried out on the setting requarly to make sure there are no safeguarding risks such as children leaving the setting unnoticed or someone entering the setting that as not been authorised to. There are many requirements for keeping children safe in there setting, all staff should under go training to be made aware so that can recognise signs of abuse and learn the correct way to deal with situations. It is important to make sure there is contact details for all parent/carers of children in the care of the setting. Also a senior member of staff that is trained to the correct level needed to take charge of all safeguarding requirements. All guidelines are set in place to help and improve the level of safeguarding and to make sure that services and agencies work together. 1. The local safeguarding childrens board call serious case reviews when it is belived that a child has died due to abuse or neglect. All the nesserary authoritys will be invovled such as childrens services, police, health and education professionals. When a serious case such a child or young person dieing due to neglect it is important for the local authorties to find the reason why it as happened and chec k that all the correct polices and procedures had taken place in the case and if it comes about that society has failed the causes and reasons for this happening need to be address and dealt with. Each service invovled should reveiw the way they are practicing to see if there is any changes that need to be made to prevent serious cases happening, The LSCB will also require a overveiw report to make inquiries and recommendations to each indulvidual service involved. It is important for any service that is dealing with children to imform and share information with the correct authority if they believe there is a chance they believe there could be a incident that could result in a child suffering abuse or even leading to a child dieing. It is important that the correct information is always shared with the nessercary person and good communication between all the local services invovled in the case and that events of the case and logged accuratley. 2. understanding the importance of working in partnership with other organisations to safeguard children and young people 2. 1It is important to safeguard children and young people as without this protection their future could be negatively affected. Their health and development could be affected as its possible they could withdraw from family and peers which would affect them emotionally and also developmentally fall behind with educational milestones (if school is missed). Children and young people need to be protected from neglect and abuse and have a safe environment in which to grown up in with parents, teachers and any other close adult being approachable and accessible if needed, when/if any problem or concerns were to arise. This is all crucial in a child’s upbringing as the care they receive through their childhood will contribute to the success of the child’s ability to reach their full potential into adulthood. 2. 2It is important to use a centred approach when safeguarding children. As this will give you the first hand opinion and facts from the child including feelings and wishes about their current situation and their future. This will make the organisations response more accurate and appropriate to meet the specific needs of the child or young person. It is important therefore to develop a trusting relationship with the child or young person as this will make it easier to discuss their wishes and concerns, which will give the professionals the opportunity to involve the child or young person where possible in decision making about current intervention if necessary and any future action, as ‘the unknown’ will be a worry to the child so hopefully making them aware step by step will make the process less worrying and give a more accurate result to the problem. 2. 3Partnership working is when all agencies or groups of individauls work together to insure the welfare of a child. Working together in partnership is important as the child or young person needs to be safeguarded in all areas and enviroments, it is also important that each party comunicates to the other to ensure the link of correct information is keep up to date to ensure the safety and protection of the child. The importance of partnership working runs through every aspect of safeguarding from goverment legislation to local working, many different agencies maybe be involved depending on the case some of these would be family, social worker, gp, health vistor and school staff. It is important for any party to inform the correct person if they have concerns about the welfare of any child as early intervention will give the 2. 4Roles and responsibililities of different organisations: Social services: Have statutory responsibilities to provide support to vulnerable children and families in need. This may be after a death or when families are finding everyday life difficult. Most social workers are employed by social services. Health Visitiors: Have a responsibility for the health of babies and young children under five. They provide support and guidance to the parents of young children and carry out assessments of a child’s development. General Practitioners (GP): GPs work in the community and are the gaetway to other health services. GPs are often the first people to identify possible abuse when a child attends surgery. Probation Services: Help and support people convicted of some offences to be rehabilitated into the community. They have a key role in monitoring the people convicted of offences against children and should ensure they do not pose a threat to local children. Police: The police are involved in criminal proceedings that may result from safeguarding issues. Child Psychology Services: These will often be needed to support children who have experienced abuse or harm. As all children should be in education or training between the ages of 5 and 18, schools and training organisations are also key to identifying and supporting children that are in need of help. All members of staff should be well trained in safeguarding and child protection. 3 Understand the importance of ensuring children and young people’s safety and protection in the work place . 1 As it can be difficult for many parents to leave their child, it is important that they are confident their child is in a safe environment with people who can be trusted and will see to their Childs needs and help them with their developments. It is also important that a child is made to feel safe and comfortable in a environment or setting in order for them to develop. A child needs to feel happy an d confident in the hands of their carers. 3. 2 Working in and open environment is one way of protecting children and young people as well as the adult caring for them. For example, a nursery that is open plan ensures that at no point will a adult and child be totally alone together. By talking and listening to a child you can learn a lot and May sometimes hear things that give you a reason to be concerned. Avoid agreeing to share a secret with a child when a safeguarding issue is involved. Any concerns over a child’s welfare must be reported and made a record of. When you are involved in the care of children or young people, you are in a position of trust. You have the authority over the children or a young person which gives you responsibility. All people in this position must have enhanced CRB checks. The position you are in tends to be respected and looked up to by many children and young people. Therefore, your own behaviour must be thought about carefully as you are setting an example to these people. Young children need physical contact but too much can quite easily be misunderstood. After a fall, a child may need that cuddle and reassurance to get them up and playing again but if viewed in the wrong way a job and reputation could be at stake. Performing intimate personal care for a child are part of everyday needs but they should never be performed in a room with the door closed or out of sight of other members of staff. This protects the child as well as yourself. Be taking photos or making video recordings can be a great way to let parents see the progression of their child but there are certain rules to followed to ensure the safety of the child -Photos and videos should only be made available to the parents and carers. -Consent forms should be signed and returned -Policies on parents taking photos should be checked . 3 If I feel a colleague is not following the correct safeguarding procedure or the I feel they are harming, abusing or bullying a child or young person in the setting I should immediately speak to my manager and ‘blow the whistle’ as the child at risk is the most important person. If there is any reason I cannot speak to my manager then the other options I have are: Contacting the local soci al services emergency desk Contacting the countries inspectorate Whistle blowing does take some courage as there is the fear of being harassed, bullied or even losing your job as a result. If you lose your job over this matter the UK Public Interest Disclosure Act (1998) offer legal protection. 3. 4 By fully understanding you’re setting policies and procedures at all times will ensure that you can protect yourself from accusations and suspicions. If at any time you are ever in doubt, you should check with your manager who will guide you. 4. Understand how to respond to evidence or concerns that a child or young person has been abused or harmed. 4. 1 There are many different types of abuse such as physical, emotional and sexual abuse also a child being neglected. Signs of physical abuse can be a child having fear of physical contact, flinching when being approached or touched, unexplained recurrent injuries or burns. Physical abuse can also make a child angry and aggresses to themselves and others. Many signs of physical abuse can be confused with every day knocks and bumps but are many signs to look for such as pinch marks on the ears, arms and thigh areas and burn marks. Signs of emotional abuse can be a child with low self-esteem that experiences fear with a new situation, delayed development and a child that is withdrawn and aggressive. Emotional abuse is when a child doesn’t receive love and attention and is put down by carer/parent so makes a child feel they are not good enough with can result in sudden behaviour changes. A child that is being neglected can fail to thrive as they may not be receiving the best care such as proper food, shelter or general care and protection. Coman signs of neglect are poor personal hygiene, a child be constantly drowsy or tired and looking under nourished and thin. A child or young person that is being sexual abuse will have a lack of trust or fear towards someone that know they may be scared or nervous around certain company. They may have a level of sexual knowledge that is not age appropriate. They may also be withdrawn and like to spend time alone rather than socialise with their peers. A physical sign can be continuous medical problems of itching soreness to their genital area. 4. 2 If a child or young person makes an allegation of abuse or harm you should try to have a witness if possible and if it’s ok with the child for someone else to listen. It is important to listen carefully and try not to display that you are shocked or horrified from what your hearing, you should let the child speak and try not o ask direct or leading questions as this could encourage the child to give false information. You should also praise the child and let them know it is the right thing to do and telling someone was right and the main point is to never promise to keep it a secret as this could cause the child further stress and trust issues. Once the child has told you the full story it should be passed over to t he correct person for further investigation. 4. 3 children and young people have the right to receive the best possible help they need to help express themselves fully and it should be explained to them what will happen next. They also have the right and decision not to undergo repeated examinations and questioning about there allegation. Although in some cases it is family members that the allegations are aim at they still have the right to be informed of what’s been said and have a say in the situation. The child has a right to be keep informed about any decisions that may affect there further and the concerns and views should be listen to. 5. Understand how to respond to evidence or concerns that a child or young person has been bullied 5. There are many different types of bully such as physical where a child may be involved in being kicked punched with violent threats this may make a child withdrawn and nervous and generally upset. Not all bulling involves being physically hurt it can be just as distressing for a child to be verbally bullied where they would experience name calling, insults and persistent teasing this can give a child low self-esteem and make them feel worthless and not good en ough. Bullying can also happen and not be received face to face and done though social networking sites and mobile phone. All these types of bullying can leave a child or young person feeling isolated with no one to talk to, in some extreme cases it can lead to depression and even attempted suicide. Bullying can also affect a child education as they may not be able to concentrate and have time of school due to being scared and worried of their bully 5. 2 If there are concerns of bullying in a setting between peers it should be dealt with effinctely to prevent the child or young person being bullied from further pain or distress, all the neseccery people should be involved such as staff members and the parents and family of both the children. All settings should have a anti bullying polices in place to prevent and help cases of bullying. All allegations of bullying should be recorded so it can be picked up if the is a recurrent problem involving the same individuals. The department for education is clear the no form of bullying should be tolerated and all allegations should be taken seriously. Bullying it not a healthy and normal part of growing up. 5. It take a child a lot of courage to confide in someone about being bullied so it is important to let them know that there allegation will be taken seriously and reassure them and their family that the information given will be handed to the right person authority and dealt with in the best possible way. Parents of children being bullied and children that are bullying others also struggle to come to terms with the news and need you full support and help to deal with the situation. You can also give the child details of websites and support line that will offer someone to talk to and extra support for them. 6. Understanding how to work with children and young people to support their safety and wellbeing. 6. 1 It is important for a child to be confidant and have high self-esteem in order for them to thieve and develop ways to boost child self-esteem is to give them lots of praise and encouragement to make them independent with opportunities and choices. Encouraging cooperation, respect and tolerance between children and setting them a positive example to follow and learn from. Teaching children to be assertive having their own needs meet but still respecting other feeling and need. 6. 2 It is important to support resilience in children and young people has it helps them deal with life’s ups and downs. It helps them deal with stressful situations and to cope with change and uncertainty. The more resilience a child or young person has the better they will deal with life as they grow and develop into adulthood. There are many factors that can positively affect Childs resilience: †¢Secure early attachments †¢Confidence of being loved by family and friends †¢Good sense of self identity †¢Confidence to try new things Children that do not tick all the factors may need more help to improve their resilience and boost their self-esteem. 6. 3 children and young people need to have strategy to protect them so they are able to access risks and enable them to make decisions about their own safety. There are many ways children can be supported to keep themselves safe. It is important that they are taught about dangers; such as using outdoor equipment that may have higher risks of danger and the dangers involved in substances. I feel it is also important that a child is made aware that not all adults are safe to approach and should be taught to beware of strangers. A child should never have to feel scared or uncomfortable about someone they are with or something being done to them. 6. everyone working with children needs to support them to help them keep safe and help to support their own well being this can be achieved by helping them to understand boundaries by reinforcing issues when they arise in a positive manner such as taking turns, no pushing, being patient, understanding some children take more time than others to complete tasks, everyone has their own individual ways of completing tasks, letting them resolve their own conflicts when possible. Promote positive relations hips whether child to child, child to adult, adult to adult or adult to child. Let them lead their own activity without guided instructions to let them see what needs to be done and how they can achieve this. We all learn by taking risks so when a child wants to take a risk, be there to help them and support them, whether it be physically (e. g. Supporting them whilst they go down a climbing frame backwards by being there ready to catch them if needed or adjust their positioning of arms or legs ect,) or verbally (encourage them that they can do it and offer them support in doing what they would like to achieve). Never let a child take a risk that could cause significant harm to themselves or others.

An Analysis of William Shakespeare’s Midsummer Night’s Dream Essay Example for Free

An Analysis of William Shakespeare’s Midsummer Night’s Dream Essay Renaissance humanists believed that if you want to build a moral society, you must begin with the facts of human nature. Basically, this means that their beliefs are rooted on what can be seen, touched, and heard. Shakespeare’s play A Midsummer Night’s Dream crossed the boundaries of humanism and Shakespeare actually put in the play elements which humanists believe did not exist. For humanists, â€Å"Nature itself constitutes the sum total of reality, that matter and not mind is the foundation-stuff of the universe, and that supernatural entities simply do not exist. † (Lamont 145). This follows naturally that people then were with little, if at all, imaginative, and creative tendency. They were not keen to elements in literature such as fairies, or other supernatural beings; elements which are present in Shakespeare’s play A Midsummer Night’s Dream. In the century preceding Shakespeare, â€Å"humanist† plays were often considered dull and moralistic, as they were often in didactic form. Also, another attitude of Humanism towards the universe â€Å"like its judgment as to the nature and destiny of man, is grounded on solid scientific fact.† (Lamont 145). They believed that man was the cream of the crop of God’s creation, and that the earth and everything that revolves around it are the center of the universe. Again, it’s not difficult to imagine that consequently, this philosophy not only affects the scientific aspect of the era, but also the culture, including literature and other arts. People also took a belief in the interconnectedness of things, for example a physician administering a medicine according to the position of the planets. But A Midsummer Night’s Dream, written sometime in the late 1500s seemed to have crossed boundaries. First of all, there are supernatural elements in the play which sort of went against the Humanist philosophy about supernatural entities not existing. Actually, the play is nothing short of magical. Not only do the mortals in the play associated with fairies, but the plot is manipulated by Puck, a hobgoblin. Bottom, on the other hand symbolizes a culture that survived from the Middle Ages until the Elizabethan times wherein â€Å"reign donkeys dressed up as bishops or dogs with Hosts in their teeth would appear in court masques.† (Bloom 73).   Ã¢â‚¬Å"Spirits and fairies cannot be represented, they cannot even be painted,   Ã¢â‚¬â€they can only be believed.† (Bloom 87). Apparently, this is not in line with Humanist philosophy, and this is what Shakespeare’s play brought people to believe also after the play’s publication. A Midsummer Night’s Dream is â€Å"Shakespeares first period of experiment with comic form.† (Bloom 7). Compared to his tragedies, this comedy not only was a trailblazer for rediscovery of classical literature, it also â€Å"knits together a number of different historical times and places, literary traditions, character types, and modes of thought.† (Bloom 7). Humanists also believed that â€Å"whatever he does man is a living unity of body and personality, an inter-functioning oneness of mental, emotional and physical qualities.† (Lamont 274). Apparently, in the play, when Puck put the magical love juice in the eyes of Demetrius, Lysander, and Titania, this premise is not evident anymore, as they were not in their â€Å"right minds† when pursuing different love interests. However, while Shakespeare challenged Humanism through his play, he also showed his influences through the characters, the plot and the sub-plot. Italian Renaissance was an event which influenced Shakespeare in a lot of his works, but Italian Renaissance differs slightly from the English Renaissance, aside from the fact that it preceded the English Renaissance. Italian Renaissance was centered more on visual arts but sonnets also bloomed through Petrarch and Boccaccio. By the time Italian Renaissance was coming to an end and English Renaissance was blooming, writers were then rediscovering the classical literatures from the Italian Renaissance and picked up the sonnets. Shakespeare apparently was one of those writers. Shakespeare’s influences with regard to some elements in the play come from Italian artists like the poet Ovid and the author Apulieus, which show Shakespeare’s rediscovery of the classical literature coming from the Italian Renaissance. For example, the story of Pyramus and Thisbe is told in Ovids Metamorphoses and the transformation of Bottom into an ass is descended from Apuleius The Golden Ass. Elements such as these show how vast Shakespeare’s influences are, and how experimental the play has become compared to his previous tragedies in terms of the characters and the plot.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   I can say that through Shakespeare’s play A Midsummer Night’s Dream, people looked at themselves differently, and appreciated more the beauty of the arts. Before Shakespeare, people seemed stuck-up and were conformed to being moralized by their literature. While it was necessary at that time, change is really inevitable. And through Shakespeare’s experimentation in the said comedy, different discoveries and rediscoveries enabled people to try out new things. Throughout the Renaissance, there was a significant change in the way people looked at the interconnectedness of things. Writers and thinkers questioned the connections, while retaining a sense of their beauty as symbols. A major change which this era experienced is that people interpreted the correspondences of things from literal to symbolic, and appreciated more the beauty of the symbols. Works Cited: Bloom, Harold, ed. William Shakespeares a Midsummer Nights Dream. New York: Chelsea House, 1987 Lamont, Corliss. Humanism as a Philosophy. New York: Philosophical Library, 1949. A Midsummer Nights Dream. Wikipedia, The Free Encyclopedia.

Design Of Perfomance Linked Reward System Business Essay

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

Impact of Macroeconomics on the Housing Industry Essay -- Macroeconomi

To better understand the real impact macroeconomics has in an economy or a particular industry, it is better to define what macroeconomics is and what it attempts to study. Contrary from microeconomics which studies the impact that individuals or companies have in a local economy, macroeconomics focuses on the behavior of the economy or industries as a whole, in a national or global perspective. (Investopedia.com, 2015) However, microeconomics and macroeconomics are interdependent and complement each other. Because of the ultimate relationship that these factors have on each other, what happens in one ends up affecting the other and vise versa. Macroeconomics study changes that affect such things as unemployment, national income, rate of growth, price levels, inflation, demand and disposable income. (Investopedia.com, 2015) Furthermore, knowing all of the factors that are affected by macroeconomics, it is only wise to say that in my chosen industry, which is the housing industry, macroeconomics affects it when there is a change in the rate of growth, price level cha...

Hip Hop and the Civil Rights Movement Essay -- Music

The Hip Hop movement was born while the Civil Rights movement was aging. The Civil Rights movement, at its height addressed social inequalities however, in its old age it began to demand economic equality – enter Martin Luther King Jr.’s Poor People’s Campaign. Although Black Americans were allowed to eat next to White Americans in restaurants, and were allowed to sit next to White Americans on buses and enjoy equality in terms of access, white supremacy went underground and manifested as red-lining, unequal protection under the law, and a greater disparity between once racially segregated schools that are now economically segregated. The Civil Rights Movement and the Hip Hop movement are similar, but yet are different. If oppressed individuals draw upon the strengths and weaknesses of these movements they will produce profound results socially and economically in the United States and abroad. It is impossible to separate my voice from this topic, as I was born as an African American girl in 1984 during a time when Hip Hop could metaphorically be considered an adolescent. Through conversations with my grandmother, who grew up in segregated Arkansas, as well as my mother who was a teenager during the turbulent 70’s I have learned qualitative information about the Civil Rights movement. After much research, the major concern for Civil Right’s activists was the integration of schools and all public institutions. Black children had to walk several miles to school – while white students were provided transportation, Black children were given â€Å"hand-me down† textbooks and supplies and black teachers were provided a fraction of the salary that white teachers made. After the historic win of Brown v. Board of Educati... ... always been an issue, but hip hop has the power to cross economic, social and religious divisions. The civil rights movement did not have the resources that the hip-hop movement has today however it has the resiliency, the know-how and blueprint to take our society to the next level where individuals will be less oppressed and more able to positively add to the legacy and values revolution of America. 10 Works Cited hooks, bell. We Real Cool: Black Men and Masculinity. New York: Routledge, 2004. Kitwana, Bakari. The Hip Hop Generation: Young Blacks and Crisis in African American Culture. New York: Basic Civitas, 2002. Morgan, Joan. When Chickenheads Come Home To Roost: My Life as a Hip Hop Feminist. New York: Simon and Schuster, 1999. Neal, Mark Anthony. Soul Babies: Black Popular Culture and the Post-Soul Aesthetic. New York: Routledge, 2002.

Booker T. Washingtons Up from Slavery Essay -- Up from Slavery

The book, Up From Slavery, written by Booker Taliaferro Washington, profoundly touched me when I read it. Washington overcame many obstacles throughout his life. He became perhaps the most prominent black leader of his time. Booker T. Washington belived that African Americans could gain equality by improving their economic situation through education rather than by demanding equal rights. Washington’s life story was told during the mid to late 1800’s into the early 1900’s, in the time when the Emancipation Proclamation had gone into effect. The Emancipation Proclamation was one major event in history that forever changed our country. All slaves were free and had to go find a new place to live and a new place to work. When the slaves were first freed there was alot ofhostile feelings from the whites towards the newly freed slaves. To blacks living within post- Reconstruction South, Washington offered industrial education as the means of escape from sharecropping and allowed blacks to become self-employed, while owning their own land, or small business. Booker over came the obstacles of the free black man by educating himself and other blacks to become â€Å"equal† to whites. Until the start of World War I African Americans had a difficult time. His speaking tours and private persuasion tried to equalize public educational opportunities and to reduce racial violence. There were many gains earned after the Civil War seemed lost by the time of World War I because racial violence and lynching reached an all time high. However, both the National Association for the Advancement of Colored People (NAACP) and the National Urban League (NUL) were founded by blacks and whites during this time. Both of these major civil rights organizations make efforts on the part of blacks and their white allies to insure that the United States provides "freedom and justice to all". The year of Washington's death marked the beginning of the Great Migration from the rural South to the urban North. He is known as one of the best civil rights leaders for the African American people in the late 1800’s and early 1900’s. Booker began his life as a slave for the Burroughs family. He was born in Franklin Co., Virginia around the year 1858 or 1859, he was not sure exactly when he was born because there was never any paper work kept on slaves. His mo... ...to be equally educated. His speeches not only attracted the black people but also, northern and southern white people. Booker worked hard for all that he achieved during his life time. People all over were followers of Booker T. Washington. One example of how much these followers appreciated Washington is through raising money for a trip to Europe. Not just anyone went to Europe in those days. The trip showed how much the people appreciated Booker’s efforts for civil rights and education of blacks. They sent him and his wife away for three months of strictly relaxation. I believe that this is a very inspirational book giving the message â€Å"you can do anything if you put your mind to it†. Booker shows his reader this through all the things he does in his life time. This book was a very enjoyable book to read. I would highly recommend all people to read Up From Slavery to see the impact Booker T. Washington had on the African American civil rights that are present in the United States today. I believe that Up From Slavery showed how blacks improved their economic situation through gaining education. Bibliography: Up From Slavery by Booker T. Washington

High School and Peter Essay

1.In his senior year of high school Peter Martin was sixteen. He was built like a rock, but no one noticed him in his school until the day of the first football game. When he scored three long-running touch downs. At the high school dance Peter was very excited to be going. He had never been to a high school dance before because he didn’t really have any friends. After the game Peter felt good about himself for leading his team to victory, and wasn’t so shy and starting to talk to people that he didn’t know. The high school dance was at a really big house close to the high school. When Peter gets to the high school party he doesn’t know what to really expect. The first thing that happened at the party was that a girl that he didn’t really know came up to him and wanted to dance with him. Peter says yes to the girl, so they go and dance for a very long time. After they were done dancing the girl gives Peter her phone number. Peter and the girl that he meets start dating each other. Peter is a very smart kid and has very good grades. The types of friends that he hangs around are athletic people. On the weekends Peter sleeps in to around 12:30pm to 1:00pm. The way Peter and his family act to one another is that they treat each other with respect. 2.One implied detail about Peter is that he is timid. â€Å"His shyness, his shrewd and dogged ways, his blue eyes gazing from underneath a shock of dark hair†. This quote shows that Peter doesn’t like being around people. The second implied detail about Peter is that he is not easy to hit down. â€Å" 3.(A) The people that are there from Peter’s family are his dad, his mom, Joe, Mickey, Ruth, and Elizabeth. (B) It is cold outside, so everyone has to keep warm. â€Å"All bundled up in warm clothing and flushed from the cold wind.† Peter’s family might not know a lot about football. â€Å"It was the first football game in the Martin’s mother’s experience. 4.(A) One point that the coach give to his team is to don’t give up in this game because it isn’t going to be easy. Another point that the coach states are that he is comparing the sizes between his players and the Lawton Boys. (B) I think that the player â€Å"love† the old man because he is a good coach, but also the get the whole point of the speeches that he gives to them. 5.(A) One of the first things that happen is that the ball is kicked to Peter and Peter loses it in the sky and it drop right in front of him, but somehow he returns it for 30 yards. The second thing that happens in the game is that Peter run wide and gained five yards. (B) One thing that happens in the stands is that Peter’s family is shouting to him saying positive things. The second thing is that Peter’s mother never sees anything that Peter does on the field. (C) At half time the score ended 0-0. 6.At half time the coach states that he wants them to do more passing plays. Another thing that the coach says it that he wants them to do a trick play. The final thing that the coach says at half time is that he wants them to try the forty- seven in their end zone.