Domestic Partnership Essay Example for Free

Domestic Partnership Essay The advantages gained by providing benefits to domestic partners can outweigh the costs. This report will define domestic partnerships, outline the various benefits available for dependants, provide analysis related to the cost of providing benefits to dependants of domestic partnerships, discuss various benefit package options and related costs, and provide details related to the value the company stands to gain by offering such benefits. Domestic Partnership Domestic partnerships are generally thought of as a relationship between two members of the same sex. While same sex relationships garner most of the attention, domestic partnerships are not always between members of the same sex. California Family Code Section 297 defines domestic partners as â€Å"two adults who have chosen to share one another’s lives in an intimate and committed relationship of mutual caring. To establish a domestic partnership in California, a couple must file a Declaration of Domestic Partnership with the Secretary of the State, share a common residence, not be married or in a domestic partnership with someone else, not be related by blood, both are over the age of 18, both are the same sex, or opposite sex over the age of 62 and meet the eligibility criteria under the Social Security Act. Legal Issues Currently, 18 states offer domestic partner benefits for same-sex partners of state employees. Several state and local governments that offer health insurance and other benefits to employees’ unmarried domestic partners are currently facing lawsuits. Proponents of the Defense of Marriage Acts (DOMA) claim these constitutional amendments prohibit governments from offering such benefits to any dependent of a relationship that does not fit the state’s constitutional definition of marriage. Both gay-rights advocates and the American Civil Liberties Union dispute such amendments and are currently engaging DOMA proponents in courts across America in attempts to resolve their differences (Gentile, 2006). The costs associated with defending such legal matters can prove to be very cumbersome. Types of Employer Benefits When seeking employment, benefit packages play a major role in attracting and keeping employees. Employer benefits consist of more than the basic medical, dental, and vision plans. A variety of additional benefits being sought after by potential employees include, but are not limited to, retirement plans, life insurance and the family medical leave act. To qualify for domestic partner benefits, employees may be asked to sign a statement or submit an affidavit asserting they live with a domestic partner and are financially interdependent† (Greenwald, 2003). Health Insurance â€Å"For most nonelderly people in the United States, health insurance and access to health care derive from one’s own or a family member’s employment† (Ash and Badgett, 2006). In all fairness, these types of benefits should be offered to these types of families under the cu rrent guidelines of Domestic Partnership. Two levels of benefits are offered by employers, single coverage and family coverage. Single employees are at a disadvantage when it comes to compensation because some employers offer their employees a flexible benefit to assist with costs. These benefits will include all the same privileges that legally recognized families are currently receiving. The entitlement shall consist of doctor’s visits, prescription drug coverage, hospitalization, and eye exams (Briggs, 1994). Dental Benefits Dental care is an essential benefit which should be available to all family members. Preventive dental care could significantly reduce loss of productivity and catch problems before they become chronic or severe† (Gustin, 2003). Dental benefits are very affordable and valuable. One available option is for this company to offer dental as a voluntary option. This would enable the employees and their domestic partner to take advantage of the dental plan at a group rate, but the employee woul d be responsible for the cost (Gustin, 2003). Retirement/401K Retirement Plans and 401K’s are benefits that are only available to employees; however, choosing beneficiaries is a very important detail to these plans. Although domestic partners cannot be given all of the rights of spouses, plans can be structured to provide them with many of the benefits available for spouses† (Davis, 2007). In addition to being named as beneficiary, a hardship withdrawal can be taken based on the need of the domestic partner, and domestic partners will have the right to rollover death benefits (Davis, 2007). Life Insurance Employee life insurance is available at a more affordable rate through employer plans. Adding family members is an optional benefit. Under this plan, domestic partners and children would be entitled to life insurance coverage for just pennies a day. This would incur no expense for the employer and the employee would benefit from a group rate. Cost to Employees and Employers The cost of healthcare is on the rise and no end to this crisis is in sight. Most people believe all employers should offer health insurance to its employees; however, with the cost of healthcare so high companies who offer these benefits are trying to find ways to offset costs. If all employers did offer health, dental, and life insurance, who would cover the cost? A survey administered by the Commonwealth Fund titled The Public’s Views on Healthcare Reform in the 2008 Presidential Election asked that question to 3,500 randomly selected adults. 70% of people surveyed thought the cost should be shared equally between the employer, employees, and the government. 80% of the people surveyed also thought that if an employer did not offer health insurance they should contribute to the cost of coverage (Lubell, 2008). Tax Equity The Tax Equity for Domestic Partner and Health Plan Beneficiaries Act of 2007 was introduced March 29, 2007. The act states employers offering healthcare insurance have to provide healthcare coverage to domestic partners, same-sex or opposite sex. This law has been added to stop federal tax inequalities same-sex couples currently face when receiving healthcare benefits offered by their employers (Postal, 2007). The new law significantly affected employers in the Northeast and Western states because 42% of larger companies in the Northeast, and 38% of companies in the West have same-sex domestic partner healthcare coverage. Only 14% of large companies in the Midwest and 10% of companies in the south have this type of coverage (Cohen, 2004). Dual Coverage Because the cost of healthcare has increased 15% since 2003, some states in the U. S. have prohibited employees from claiming their spouses/domestic partners as dependents; thus, prohibiting dual coverage in the workforce. Banning dual coverage for these employees saves the state tax payers several million dollars per year while the employees and their families have suitable health insurance coverage. Employees rely on dual health insurance coverage to cover out of pocket costs resulting from procedures which are not fully covered by their primary carrier. Dual coverage insurance can save families hundreds, if not thousands of dollars per year, but can potentially cost the employer hundreds or thousands more (Employer-Sponsored, 2004). Annual Cost According to a research study performed by The Henry J. Kaiser Family Foundation and Health Research and Education Trust in 2006, private employers nationwide spend an average of $4,242 for single coverage and $11,480 for family coverage on employer sponsored health insurance coverage annually (Employer Health, 2006). Whether the employee is a single hetero-sexual or homo-sexual the rate for single coverage remains the same. The same for family coverage, the married hetero-sexual couple and the same-sex or opposite-sex domestic partners family coverage cost also remains the same. Employees are paying an average of $1,860 for single coverage and $4,848 for family coverage annually. These costs are causing employers to raise workers’ insurance premiums or reduce coverage. Some companies perform internal audits to eliminate ineligible dependents, older children, and ex-spouses/ex-domestic partners. If an employer finds dependents on an employees’ insurance that should not have been covered, the employee is required to pay back medical bills and insurance premiums through payroll deductions (Employer-Sponsored, 2004). Using information from these internal audits employers may notice a slight domestic partner enrollment increase: 0. 1%-0. 3% for gay and lesbian partners and 1. 3%-1. 8% for heterosexual partners. The increase in enrollment does not significantly affect the annual cost to the employer for employer-sponsored benefits provided to domestic partners and their families (Ash and Badgett, 2006). Benefits to the Company Healthcare continues to be a concern to both employees and employers. Employers are developing and offering programs and incentives to attract various types of workers, including those in domestic partner relationships, to attract more qualified candidates. Making benefits available to an employee’s domestic partner, a company is likely to hire and retain an employee whose work output is optimal. Employees in a domestic partner relationship appreciate their employer considering their particular need which results in a higher production rate. Davis 2007). Increased Productivity An employee who is healthy and has a healthy family is less likely to call in sick and take unnecessary time off to care for his or her family. In a study conducted by Ipsos-Reid (2004), two main contributors to employee absenteeism are depression and stress. Health benefits made available to an employee and his or her domestic partner can help reduce these factors. Mark Cauthen, benefit manager for the city of Colorado Springs, believes if one’s dependents feel better, the employee is more productive and focused at work (Wojcik, 2007). Preventative Measures Many companies have recognized the importance of helping employees manage their work and personal lives. Some of the more common preventive measure benefits currently being offered to employees, their domestic partners, and other immediate family members residing in the home are: wellness, flu shots, and fitness programs. Offering these various programs help the employee feel the employer cares for the health of his or her family resulting in increased productivity (Meghji 2007). Lower attrition rates An employer must also be concerned with the effect of employee retention. Currently 50% of Fortune 500 companies are providing benefits to employees involved in same sex domestic partnerships and heterosexual partnerships. Conclusion Offering benefits to domestic partners makes good business sense. While providing benefits to domestic partners may slightly increase employer cost, the benefits will prove profitable. As the research has indicated, enrollment will increase slightly which will not pose a financial hardship to any corporation.

The context of Reward management

The context of Reward management In 1960s and 1970s the main cause behind introducing incentive schemes was to build path of giving workers wages and salaries at a time of government controls (Bowley et al 1982). Due to lack of proper strategy and policies, some of employers gain reduced cost and even below 50% of increased outcomes; in 1980s and 1990s the concept of paying people was changed where worker were paid for their performance rather than attendance; similarly taxation policy was slightly changed as lower rate in income tax(Marchington and Wilkinson, 2005). Payment system has been drastically changed in Britain over the last twenty years and lots of concepts are emerged in relation to compensation and remuneration which are directly in control of management; similarly, in USA, a new concept of payment has emerged under the rubric of the New Pay. This new pattern has great influence on Britains management practice and government as well (White, G and Druker, J, 2000). The new pattern of thinking about New P ay in Britain is reward management (term used by Armstrong and Murlis 1988) has same management concern. Then, these concepts fall upon two ground; 1) rewarding employees for work done and 2) remuneration system to be conditional upon business policy. Furthermore, the interest in reward system concept had been boosted by IPD professional syllabus which includes lots of unit and title on employee reward and a specific text book (Armstrong, M, 1999). The new syllabus by IPD provides higher emphasis on rewarding employees and employees satisfaction towards job. However, this holistic approach of payment has not, to date, reflected in academic literature, where controversy arises between micro-economics literature of labor economists and human resource literature. The former concern was about effect of pay on whole economy and impact on inflation, productivity and employment. Afterward, in contrast, draws both upon the industrial with regulation with employment relationship and organiza tional behavior (White, G and Druker, J, 2000). Now, the existing textbook focused largely realistic than imaginary, which ignore collective bargaining and employee voice, continue to play in lots UKs organization (Armstrong, M, 1999).The parallel employee relation also include title to describe pay bargaining systems (Gennard, J and Judge, G, 1997). Most importantly, the impact of control relation with in the work area and its impact on reward management plans and policies are polished over IPD texts. Core personnel and Development text (Marchington, M and Wilkinson, A, 1966) being an honorable exemption to this approach. Reward management has fascinated increased attention in recent years. Pay structure and system of payment are collectively determined and influenced by context of society in which they implemented (Steven, J, 1996). For most of the work is, in the main, a source of disutility, and they therefore require payment to compensate them for the time they devote to it. (Elliott R.F, 1991) Reward management is not only about money. It is also concerned with those non-financial rewards which provide intrinsic or extrinsic motivation (Armstrong, M and Murlis, H 1988) Reward is about how staffs are rewarded and valued in return of their performance towards organization which may includes both financial and non financial rewards and embrace the plan, policies , strategies, and reward layout prepared by an organization to maintain smooth reward system (Armstrong, M, 2009).It signifies one of the vital factors supporting the employment relationship (Kessler, 2005). It can be defined as fundamental expression of job relationship. It is concerned with the formulation, and implementation of plans and policies to reward employees fairly, equitably and consistently on the basis of their performance. The development, maintenance, designs and implementation of reward system is done to fulfill needs of both organization and employees (Armstrong, M, 2009). Both organizational and employees values are significant for align reward practices (Brown, D, 2001). It can influence a number of human resource policies, processes and practices which have great impact on organizational performance(Lawler, 2000a).It becomes an essential tool to coordinate, communicate and reinforce the organizational goal because it incentivizes staffs to achieve objectives and apply required capabilities and skills supporting them (Brett, S, 2006). As a result employee feels that they are considered as valuable asset of an organization (Jaques, E, 1961). All the organization has their own reward system without that employee would not join, come to work and perform less than they are supposed to perform with the mission statement of organization (Wilson, T, B, 2002). Reward system is a system which contains various interrelated process and activities done effectively in order to fulfill organizational goal and maintain employees value (Armstrong, M, 2009). It consists of monetary reward (Fixed and variable) and non monetary (employee benefits) which together mixed and form total remuneration. The main sections of reward system are process, practice, structure, scheme and procedure. Process includes job evaluation, market rate analysis and performance management, Practice includes financial benefits and non financial benefits provided to employees, Structure describe level of rewarding people on the basis of structure and their performance, Schemes explain financial rewards and incentives provided to employees, Procedure for maintaining system and ensuring that worker work according to standard and value of money. Reward system provides systematic way to deliver positive consequence (Wilson, T, B, 2002). Cost is the vital factor in reward and for service oriented organization, labor cost have important proportion on overall cost; however, lower labor cost doesnt always minimize cost , some time high labor cost leads towards increased turnover because of excellent performance due to motivation(Pfeffer, 1998). The proper implementation of strategic reward management helps to change employees behavior and attitude towards organization due to effective reward strategy; there are number of factors which mix along these type of straight-forward cause effect relationship; therefore, there is high possibility that reward strategy might helps in organizational change (Marchington and Wilkinson, 2005). Reward Issues Boardroom pay has been brought back under the attention after it emerged that CEO of FTSE100 companies receive around  £3.2 m in 2006 where analysis also emphasize that there is narrow gap between American and British pay(The Times, 29 October 2007).Employees of the largest UK companies are ultimately starting to contribute the decent amount of defined contribution and pension; Employers are tends to put much less defined into the defined payment pensions that has largely replace salary scheme for new employees- only 6-7% of salary, Paul Macro, senior consultant with the firm saidà ¢Ã¢â€š ¬Ã‚ ¦approximately 15% of the salary that generally accepted as being the level of contribution needed to provide a decent income in retirement (Financial Times, 14th November 2007). Employee compensation, remunerations and reward (terms that may be used interchangeably in the literature, although compensation tends to predominant US commentary) may be defined as all forms of financial returns and tangible services and benefits employees receive (Milkovich and Newman, 2004:3). Reward Theory Labor Market Theory The term labor market implies that, the struggle on labor in capitalist society where product and services are traded in market; employee tries to spend their labor in maximum best prices and similarly employer bargain to purchase labor in minimum best price (Perkins, J.S and White, G, 2008). Classical labor Market Theory The concepts of constant choice by the groups to effort-reward relationship emphasize classical labor market theory; the demand of labor meets supply of labor exactly where pay will be determine in labor market is known as market clearing'(Black, J, 2002). The only effective policy is to pay what other do (Garhart, B and Rynes, S.L, 2003:15). Fig: According to above figure, the supply of labor is equal to demand of labor where employee will accept the job at the price that offer by employer: it is a value of marginal productivity of labor. This theory explain that there is tough competition among employer in term of paying their employees but finally every employer has to pay same as everyone pays. This theory indicates that paying strategy always leans toward symmetry where demand and supply of labor meets. This model of the employment system address the famous classical economist Adam Smith and its neo classical restatement by other neoclassical economists like: Jevons, Menger and Walrus; every one is free to choose their best price either employees or employers, employee compete with other employee for wages and similarly employer compete with other rivals for labor(Watson, M, 2005). Logically looking for Maximum utility, worker will accept work after comparing overall benefit of different works; thus work that are less satisfying, include more threat and hard to achieve mastery will require higher amount of wages compare to other work whose feature are opposite (Perkins, J.S and White, G, 2008). However, the concept of labor market was changed form middle of twentieth century, number of research indicate that the real situation of labor market doesnt run according to previous assumption given by classical economists; the paying system might effect in market force whereas some economists argues that it needs to remove market distortion'(Garhart, B and Rynes, S.L, 2003). Whether or not, labor supply by employees to employers is not the single economic issues; it is the effort employed by employees when employed (Rees, 1973) Stand as alternative economic theory of classical labor market theory, institutional Labor Economic Theory describes the different wage level and dependent on organizational issue; employees and employers anticipation will be rest on maximizing in their financial concern (Perkins, J.S and White, G, 2008). In term of strategic initiative, higher level executive plan the contract in such a way that it minimizes the economic cost by putting labor satisfaction in effective and efficient ways; in other word, both employees and employers make a decision about work relationship comparing all the economic issues and interest; rationality between both party and their interest and wants remain significant Transaction Cost Theory Assumption (Williamson, O, 1975). Similarly, Resource Based Theory of Firm explains that economic effectiveness and efficiency will be increase through subsidiary scheme to take benefits of organizational resources; employee reward are parallel to HRMs other features a nd is arranged to maintain organizational culture (Kessler, I, 2001; Purcell, J, 1999). Whereas, new institutional approach strategy theory describes the number of political and social issues tackling employees in an organization; organizational system (both internal and external) helps to design better employees reward system (Perkins, J.S and White, G, 2008). Human Capital Theory Human Capital Theory makes an assumption that individuals gather human capital by investing both time and money in training and development, education, and other various opportunities based program in order to increase their efficiency and productivity and as a result employees value to employers (Abercrombie, N et al, 2000). Human Capital Theory (developed by Schultz and Becker in the 1960s) differentiates between expenditure made on human capital and employees consumption; market are for the service of capital, not the reserve capital itself. In order to achieve HRM objectives of motivating employees and get work done through them, manager must balance between cost and skills (Hendry, C, 2003). Exchange Theory explains the relationship between production, employees and employers enter into the contract that employees are willing to accept work and perform their best; similarly, employers are agreed to pay extrinsic rewards and working environment; then employers change hired labor power into labor economic values where employer are likely to invest more in permanent workforce than in temporary workforce (Atkinson, 1984; Kalleberg, 2003). Efficiency Wage Theory According to theory, the managerial policy to gain more efficient employment agreement in medium term; worker will employ their capita; to secure optional work boost pay rate but it cause loss to the employer so, paying higher reward levels is a logical employers reaction in order to hold skilled employees (Perkins, J.S and White, G, 2008). This theory also describes a possible corrective aspect, concentrating on what economists do to labeled soldiering on the part of worker; more optimistically, this theory theoretically introducing a sorting effect'(Perkins, J.S and White, G, 2008). Those organization who needs more and skilled human capital to operate their business use above-market wage levels in order to attract expected employees; where close supervision will be reduced; this relates to Responsible autonomy policy (Friedman, A.L, 1984). Paying above-market reward for skilled workforce might be suitable option than to employ additional supervision; this concept will be attractiv e in case of knowledge workers (Rubery, J, 1997). Principle Agent Theory Principle Agent Theory is also known as Agency Theory with the concept the deferred payment method; it emerged as dominant theory on economics and management in term of pay determination process and results; according to this theory, reward system must be design in the way that it satisfies the employees in term of pay and internal ladder of advancement; employees need full payment of their work and effort in short term, in other hand if job length is long then employees stay beyond the below market rate in early phase of employment (Garhart, B and Rynes, S.L, 2003). This theory emphasize result based deferred reward such as profit sharing, gin sharing, incentive plans, stock ownership etc designed for high level staffs; the size of deferred reward depends upon job complexity; Employees potential total earning and career opportunity will determine the risk sharing behavior of employees (Perkins, J.S and White, G, 2008). Role of employees and employers should be designed effectively t hat it simply explain the characteristics of individual represent that position; thus role theory simply explain how behavior and attitude are socially influence (Perkins, J.S and White, G, 2008). Internal Labor Market Internal labor market where organization search for a constant association with their workforce; structured internal labor market may be created and maintained few or all the employees from external labor force effecting on organizations ability to preserve its worker (Keer, 1954, cited in Hendry, C, 2003). The theoretical construct of the labour marketà ¢Ã¢â€š ¬Ã‚ ¦may be more precisely defined as an administrative unit within which the market functions of pricing, allocating and often training labor are performed. It is governed by the set of institutional rules which delineate the boundaries of the internal market and determines its internal structure. These or administrative hiring and work rules defines the ports of entry into the internal market, the relationship between jobs for purpose of internal mobility, and privilege which accrue to worker within the internal Market (Doeringer, 1967:207, cited in White, G, 2000) In united state, after the First World War the development of internal market emerged where demand of both products for equity from trade union and modern personnel management was emphasized in long-term planning (Cappelli, P, 1995). In contrast, most British entrepreneur didnt build internal labor relation but depends upon market mechanism for obtaining labor (Gospel, 1992). Under ILM, wages and salaries was attached with work rather than employees (Williamson, O, 1975). Workers are rewarded through long-term benefits and advantages rather than monetary reward where pricing and allocation of labor are determined by organizational rules and policies (Garhart, B and Rynes, S.L, 2003). Wage Gap Theory Another neo-institutionalist approach was Wage Gap Theory which indicate the same dominant power exercise by employers on their product market to distribute higher part than the normal profit with the employees and employees commitment towards organization for enduring of production (Heery, E, 2000). Wage rate across six OECD nation remained almost equal and controlling labor quality and effectiveness. (i.e. USA, Canada, Sweden, Australia, Norway and Germany); the wage paid to employees in return of their effort seems less considerable comparing with rate of trade union and collective bargaining (Zweimuller, J and Barth, E, 1992). Criticism of neo institutionalist arguments The practical role of employees reward construction and level of typical social science whether at national level or organizational level; management has required employment relationship on more flexible pattern in order to transfer risk from employer to employee and to facilitate organizational product market or to enhance return on shareholder investment. (Rubery, J, 1997).During 1980-1990, the institutional approach of designing fair wage and arrangement with reward enjoy by employees were reduced, supported by government policies that pay should be based upon organizational ability to pay which reduce the power of trade union and popularity of the collective bargaining (Beaumont and Hunter, 2000) The existing reward determination theory was found ineffective in its overruling importance on stability and mutuality building where as majority of interest is on employment relationship thats why labor market policies should be reconsider; more attention should be given for disputes that profit values are redistributed between organizational stakeholders to privilege economic capital over human capital; the expectation between groups, balance of policies have courageously transfer in the side of management (Rubery, J, 1997). Reward Objectives The success of any reward system fully depends upon clear and concise objectives; the first step in consulting a strategic corridor through the reward jungle is to set achievable objectives, basically, to make employees satisfied and get work done from them is a primary objective of reward system (Brown, D, 2001). Organizations are starting to understand that pay should not de considered in term of particular job and financial results; the compensation should be inextricably being attached to employees, their performance and organizational vision and goals as well as most valuable and important tools for communicate, coordinate and reinforce the attitude and behaviors for results (Flannery et al, 1996). Reward management aims to support the achievement of organizations strategic and operational objectives, helps to communicate, drive and support expected attitude and behavior, promote continuous development, compete in employment market, enhance teamwork, and promote flexibility, gai n fairness and equity (Armstrong, M and Murlis, H, 1998). Similarly, support culture management and change through matching pay and organizational culture as a whole, where as it cannot drive change or lead change process, cannot define change, cannot establish values and cannot establish effective leadership (Flannery et al, 1996). Furthermore, the European study under total rewards underpinned the following as a objectives and themes of rewards: introducing more flexible and changeability reward rather than control oriented and highly structured, market driven rewards, more flexible employee based, focused on variable pay, promoting boarder concept of reward in relation to contribution in their organization, implementing variety of reward tools, involving managers and staffs in those rewards cases and so on(Perrin,T, 1999). Total Reward Reward that include not only traditional, financial component (salary, wage, pay, benefit etc) but also non-financial component (job responsibility and accountability, career opportunities, training and development etc) provided by an organization in order to motivate its employees (Thumpson, 2002). Reward that covers not only tangible pay like pay and benefits, but also intangible factors, such as opportunity to work flexibly, career development, trainings and environment where employees feels respect and valued (Brett, S, 2006). It includes direct as well as indirect and intrinsic as well as extrinsic (Manus and Graham, 2003), which embrace everything that employee values in employment relationship (Oneal,Sandra 1998). The combination of both monetary and non-monetary reward which helps to address every staff whether they want financial or non financial; the tools that are used to attract, retain, motivate and satisfy employee in order to increase efficiency and effectiveness that drive desired attitude in workplace (World Bank, 2000). Total reward is vertically integrated organizational strategy and horizontally integrated with HR strategies to gain internal consistency (Armstrong, M, 2009). The success of totals reward strategy is almost all depends upon monetary and non-monetary rewards provided to employees by employers (Davis, M.L, 2007). an approach to providing a package of reward to employees in the way that optimize employee satisfaction with reward from their work, and which does this in such a fashion that the employees contribution to employer is optimized at an acceptable cost -Vicky Wright, CIPD vice president (CIPD National Conference 2001) It is fairly simple to understand but very complex in operation owing to the wide -ranging implications forà ¢Ã¢â€š ¬Ã‚ ¦..reward management (Richards and Hogg, 2007:4) All the employers available tools that may be used to attract, retain, motivate and satisfy employees, this encompasses every single investment that an organization makes in its people, and everything its employees value in the employment relationship. (World Bank, 2000) The termà ¢Ã¢â€š ¬Ã‚ ¦adopted to describe a reward strategy that brings additional component such as learning and development, together with aspects of the working environment into the benefit package. It goes beyond standard remuneration by embracing the company culture, and is aimed at giving all employees a voice in the organization, with the employers in return receiving and engaged employee performance. (Richards and Hogg, 2007:1) Whistling the initial definition on offer, the relationship might be distinguish between total reward and various thoughts and ideas like employee well-being and psychological contract (Guest and Conway, 2004); similarly, emotionally intelligent leadership (Brown et al, 2006; Goleman, 2002; Palmer et al, 2001); mutual gain'(Bacon and Blyton, 2006); as well as employee involvement program (Cox et al, 2006) and high involvement work practice'(Huselid, 1995) and so on. Therefore, adopting the wide concept of reward, everything that employees get in return of their efforts is total reward (Davis, M.L, 2007). Therefore, the total reward component of World at Work can be summaries as follows: compensation, benefits, work-life, performance and recognition and development and career opportunities (Perkins, J.S and White, G, 2008). In USA, both old and new style organization are taking on board total reward strategy. In other hand, same author comment that too often, when companies talk about total reward they simply mean providing generous benefits and positive workplace. Guaranteeing jobs, supporting an attractive work-life balance, adding benefits and pay- scale, encouraging development and opportunities and making work area appealing all makes poor business sense without understanding the needs of high performance. They also told they feel most existing solutions ignore performance and encourage entitlement (Zingheim, P and Schuster, J, 2000). Transactional (tangible) Rational (intangible) Communal Individual Work Environment Core value of the organization Leadership Employee voice Recognition Achievement Job design and role development( responsibility, autonomy, meaningful work, the scope to use and develop skills) Quality of work life Work-life balance Talent management Benefits Pension Holiday Health care Other perks flexibility Learning and Development Work place learning and development Training Performance management Career development Pay Base pay Contingent pay Cash bonuses Long-term incentives Shares Profit sharing Figure: 2 Towers Perrin model of Total Reward Source: (Armstrong, M, 2009) In the above given figure, upper two boxes (i.e. Pay and Benefit) indicate transactional reward which are financial in nature. In other hand, lower two boxes (i.e. Learning development and work environment) indicate rational reward which are non financial in nature The effective reward is the one which consist of both transactional and rational rewards (Thompson, 2002). The success of organization depends upon its staffs. If staffs are satisfied and loyal towards organization than overall goals can be achieved. However, some business organization fails to motivate their employees in aspect of reward. So, considering the fact, organization should apply both financial and non financial reward (i.e. Total reward). Financial/ Extrinsic Reward Rewards like pay, benefit, salary, incentive are financial or extrinsic reward; various kinds of benefits and perks provided to employees in non-cash as a benefits and helps to motivate employees to perform better, similarly it also shows employers interest in employees well being(Perkins, J.S and White, G, 2008). Non-Financial/ Intrinsic Reward Intrinsic reward can be divided into two parts; Environmental reward and Development oriented reward (Kessler, I, 2001). Environmental rewards are like employees value shown by senior supervisor, managers in work place, sensitivity of supervision and leadership excellence; similarly, development oriented reward are individually targeted to enhance career development and opportunity as well as helps to built sense of accomplishment in employees(Milkovich and Newman, 2004). Intrinsic reward is also regarded as psychological reward which indicate psychological contract in work relationship (à ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦.).

Season by Wole Soyinka Essay -- English Literature

Season by Wole Soyinka There seems to be a strange contrast between his choice of the word â€Å"decay†, which suggests things going to ruin and the final sentiment where the word â€Å"promise† indicates hope. I get the sense that Soyinka’s poem is contrived. He feels the urge to speak lyrically about this subject but does not seem to have found his authentic voice, or perhaps the theme is too complex for him to address in a sixteen line poem. This is reflected in lines such as â€Å"Pollen is mating time† which not only fails to make sense but is also rather clumsy. This poem begs comparison with Achebe’s â€Å"Refugee Mother and Child† that redefines aesthetics through comparison with traditional Western sensibilities. He shows the harsh reality of humans on the brink of starvation whilst Soyinka shows humans dependent on, yet in harmony with, nature. Soyinka too redefines some words through context but his spin on the relationship between humans and nature is a more hopeful one. The word â€Å"loved† is in the past tense thus indicating a time gone by. This suggests that the firs...

The Year 2000 is Coming! :: Millenium New Year 2000 Essays

The Year 2000 is Coming! Here we are close to the dawn of the millennium. An even 2000 years has passed since man has decided to start counting. That has to be significant, doesn't it? Conspiracy theorists, self- proclaimed prophets, and doomsayers can take this opportunity to spread rumors of world destruction or take ancient prophecies and interpret them to their liking. Life must be getting boring or over stimulating for these folks. There are so many different groups spreading awareness in preparation for the millennium. One can obtain knowledge on this subject by contacting a group who call themselves TEOTWAWKI (an acronym for the end of the world as we know it), Armageddon, or on the countless Y2K websites. There are many people involved in the frenzy surrounding Y2K. We have a Y2K coalition right here in Arkansas. The citizens of Harrison have formed a group called Y2K watch. Around one hundred people meet bimonthly to discuss strategies for getting through the millennium. They have even attracted outsiders. Jerry and Carolyn Head moved from a Dallas suburb to Harrison to escape the millennia madness. They have stocked up buying a generator, livestock, and hundreds of toilet paper rolls. They claim to just be â€Å"planners† and not part of the Y2K worriers in which "most of them are nuts". Y2K,which stands for year 2000, is the confusion of our computer systems when the clock strikes 12:00 on January 1, 2000. When computers were first developed they were the size of small rooms and stored data on thousands of punch cards made out of cardboard. To save space, engineers used two digits to indicate the year. Now that we are approaching the year 2000, they realize the ambiguity of the year being 00 will apparently throw all of the computers off. Many people have declared this a disaster. One family in Ohio has really gone to extremes. They have bought the usual for survivalists, a generator and food (a years supply). In addition to this, they have invested in a waterbed in case the water companies crash and are unable to distribute water. Y2K drills are frequently practiced in the house to ensure all the appliances will work with the generator. The mother has tried to raise awareness among the community and cannot understand why the Girl Scout leader turned down her offer to lecture on the subject.

existentialism :: essays research papers

The modern conception of man is characterized, more than anything else, by individualism. Existentialism can be seen as a rigorous attempt to work out the implications of this individualism. The purpose of this lecture is to makes sense of the Existentialist conception of individuality and the answers it gives to these three questions: (1) What is human freedom? What can the absolute freedom of absolute individuals mean? (2) What is human flourishing or human happiness? What general ethic or way of life emerges when we take our individuality seriously? (3) What ought we to do? What ethics or code of action can emerge from a position that takes our individuality seriously. Although I am sure you will want to take a critical look at the assumptions from which Existentialism arises in your seminars, I will be attempting, sympathetically, to see what follows if one takes these assumptions seriously. Let's begin by seeing what it could mean to say we are absolute individuals. When you think of it, each of us is alone in the world. Only we feel our pains, our pleasures, our hopes, and our fears immediately, subjectively, from the inside. Other people only see us from the outside, objectively, and, hard as we may try, we can only see them from the outside. No one else can feel what we feel, and we cannot feel what is going on in any one else's mind. Actually, when you think of it, the only thing we ever perceive immediately and directly is ourselves and the images and experiences in our mind. When we look at another person or object, we don't see it directly as it is; we see it only as it is represented in our own experience. When you feel the seat under your rear-end, do you really feel the seat itself or do you merely feel the sensations transmitted to you by nerve endings in your posterior?. When you look at the person next to you (contemplating how their rear-end feels), do you really see them as they are on the inside or feel what they feel?

Math Scores At Harmony Creek Middle School Education Essay

This paper is in response to a petition to find if there is a important difference in math trial tonss that can be attributed to methods of direction and instruction assignments at Harmony Creek Middle School based on ethnicity, socioeconomic position and ethnicity. Test scores for all pupils grouped by instructor, gender, ethnicity and socioeconomic position as determined by the eligibility of the pupil to measure up for free or decreased monetary value tiffin. An Analysis of Variance trial ( ANOVA ) was performed on each information subset and when important differences were found a station hoc analysis utilizing a simple t-test presuming equal discrepancies was used to measure the presence of any important difference in the average trial tonss in math that may be attributed to the method of direction and other listed factors. Do gender, ethnicity, socioeconomic position, method of direction and instructor assignments significantly affect math tonss at Harmony Creek Middle School?IntroductionHarmony Creek Middle School disposal has become concerned with math trial mark over the past several old ages and has examined the construction of the plan in an attempt to turn to the state of affairs. Professional development activities for the three instructors ‘ presently learning math categories have been provided and a restructuring of the instruction methodological analysis has been proposed as a possible solution to the job. At present two of the math instructors use a criterions based instructional method with the 3rd instructor utilizing a more traditional method. This paper will try to turn to the different instruction methods along with gender, ethnicity, and socioeconomic position and in what mode these factors seemingly affect the math tonss within the school. It should be noted that this research i s really limited in nature and farther research is called for in this topic. It should besides be noted that with the limited information available and with the methods of roll uping the statistics that there are possible mistakes within the decisions. An analysis of informations covering several old ages would perchance be a better index of the identified issues and could bring forth different consequences. At present there is some favour to standardise the instruction methods within the school to supply more consistent direction of the math plan. Differing sentiments as to efficiency of traditional instruction methods versus criterions based direction exist. Opinions to the construct of grouping pupils by ethnicity and by abilities within cultural groups are besides a topic of some contention to the staff. Surveies seem to propose that a criterions based schoolroom helps kids to derive a better appreciation of math and helps the pupil to go a better critical mind. Traditional methods of instruction may bring forth better procedural accomplishments but seems to make little to assist pupils go better job convergent thinkers. Grouping pupils by ethnicity and by abilities has besides been shown to bring forth really few positive effects and tend to really increase spreads in cognition and accomplishments. Delegating pupils to instructors of the same race have non been shown to hold a important consequence on trial tonss. This paper will analyze the trial tonss of all math pupils at Harmony Creek Middle School harmonizing to race, gender, and socioeconomic position. Methods of direction will besides be examined to try to find if traditional instructional methods or criterions based methods are more effectual. It is hypothesized that there is no important difference in math tonss for pupils based on gender, socioeconomic position or ethnicity. The hypothesis is besides that there is no relationship between teacher assignment and trial tonss based on ethnicity.Reappraisal of literaturePast surveies have theorized that sorted pupils should on norm do better and separately should make at least every bit good. It is besides theorized that a position order could take to increased competition within the group, harder work by persons and to higher consequences for the group as a whole ( Hoffer, 1992 ) . Other factors would look to hold some bearing on grouping though as it is frequently thought that instructo rs relegated to take down group categories would hold lower degrees of occupation satisfaction and that the attempt of these instructors would worsen. The grouping of pupils by ability or cultural grouping may besides ensue in unequal allotment of resources, the instruction of inkinesss, for case, would frequently non have the same quality resources and concerns as the instruction of Whites ( Harris, 2008 ) . Students in higher grouped categories are more likely to be taught by more skilled and motivated instructors who would supply more piquant direction. Lower sorted categories would be given to concentrate on basic accomplishments, trial readying and rote acquisition ( Worthy, 2010 ) . Since lower grouped categories would travel more easy and cover less material the spread in content covered would steadily increase. It is frequently put forth that able pupils are held back by slower 1s when all the pupils work together in the same category ( Goodlad ‘s 1984 ) .MethodsTo compare the efficiency of the methods of direction this undertaking used the ANOVA trial to compare tonss between the pupils and the three instructors in an attempt to find if the Direct Instruction method or the Standards based Instruction yielded higher tonss. A t-test: two sample presuming equal discrepancies was used as a station hoc analysis when the ANOVA trial indicated that there were important differences in the research informations subsets. Assuming a random assignment of pupils to the three instructors this research should give consequences that will let for a finding to be made as to the Method of Instruction that would see the highest math tonss for the pupils. A 95 % assurance degree was used to table the consequences of this research. The dataset contains tonss from 216 pupils. Students were assigned to categories seemingly without respect to ethnicity, ability, gender or socioeconomic position as each category contained pupils stand foring each factor. 71 pupils were taught by Ms. Ruger utilizing a Direct Direction or traditional method of direction. 145 pupils were taught by Ms. Smith and Ms. Wesson who both employ a Standards Based method of direction. The analysis of the information was used to happen if there was a direct tie between the Method of Instruction and the math tonss. A t-test: two sample presuming equal discrepancies was used to compare the tonss for the Direct and the Standards based instructional methods. The information was besides used to compare the trial tonss by factors of ethnicity, gender and socioeconomic position being taught utilizing direct instructional method versus Standards based direction methods. A t-test: two sample presuming equal discrepancies was used here besides for comparing of the tonss.Consequences and Analysis71 pupils were assigned to Ms. Ruger ( direct direction method ) . 69 pupils were assigned to Ms. Smith and 76 to Ms. Wesson ( criterions based method ) . Students taught utilizing the direct method had a average mark of 55.2 and the mean for pupils in criterions based categories was 70.17. The deliberate T Stat for this comparing was 6.94 and the critical value was 1.97. The T Stat being much larger than the critical value allows for the rejection of the void hypothesis and allows us to presume that there is a important difference in the effectivity of the two methods of direction with the Standards based method ensuing in higher math tonss. Male pupils make up 56 % of the population for this research. 39 males were assigned to direct direction schoolrooms and 81 were assigned to categories utilizing a criterions based method. The mean for direct direction pupils ( male ) was 53.30 and the mean for criterions based pupils ( male ) was 68.20. A t Test gave us a deliberate T Stat of 5.13 and a t critical value of 1.98. Because the T Stat is larger than the t Critical we can reject the void hypothesis and happen that there is a important difference of the tonss of male pupils in direct direction schoolrooms and those taught in criterions based schoolroom with the direct direction method giving higher tonss. Female pupils make up 44 % of the population. 32 females were assigned to schoolrooms utilizing a direct direction method and 64 were assigned to criterions based method categories. The mean for females taught utilizing the direct direction method was 57.65. The mean for females taught utilizing the criterions based method was 72.65. A deliberate T Stat of 4.78 and a t Critical value of 1.98 would let for the rejection of the void hypothesis as the T Stat is larger than the t Critical value. Rejecting the nothing in this case would let us to find that the math tonss of females taught utilizing the criterions based direction method were higher than those of females taught utilizing the direct direction method. Asiatic pupils make up 24 % of the population of pupils. The figure of Asiatic pupils taught under the direct direction method was 17 and the figure of Asiatic pupils taught under the criterions based method was 36. A t Trial: two tailed presuming equal discrepancies resulted in a mean of 53.70 for Asiatic pupils assigned to instructors utilizing a direct direction method and 71.36 for those Asiatic pupils assigned to instructors utilizing criterions based methods. A deliberate T Stat of 3.76 and a t Critical value of 2.00. The value of the T Stat being larger that the T Critical value allows for the rejection of the void hypothesis and leads to the decision that within the Asiatic subpopulation those pupils taught utilizing the criterions based method of direction scored higher in math than those Asiatic pupils taught utilizing the direct direction method. Black pupils represent 24 % of the group. The figure of black pupils taught utilizing the direct direction method is 18 and the figure of black pupils taught under the criterions based method is 34. The mean for Black pupils assigned to instructors utilizing the direct direction method was 55.22 and 72.06 for those Black pupils assigned to instructors utilizing criterions based methods. A t Trial of this subpopulation resulted in a deliberate T Stat of 3.82 and a t Critical value of 2.00. As the value of the T Stat is larger than the t Critical value the void hypothesis is rejected and a decision that the criterions based learning method consequences in higher math tonss for the black pupils in this population is reached. Latino pupils account for 31 % of the population of this group. The figure of Latino pupils taught utilizing the direct direction method was 25 and the Latino pupils assigned to criterions based schoolrooms numbered 41. A t Trial of the Hispanic subpopulation resulted in a mean of 55.64 for Latino pupils assigned to instructors utilizing direct direction and a mean of 70.41 for those assigned to instructors using criterions based learning methods. A deliberate T Stat of 3.90 and a t Critical value of 1.99 was observed for this subpopulation. As the T Stat is larger than the value of t Critical the void hypothesis is rejected and it is concluded that Latino pupils achieve higher math tonss when taught utilizing a criterions based method. White pupils account for the staying 21 % of the population. 11 pupils of this subpopulation are assigned to instructors utilizing a direct direction method and 34 to instructors using criterions based methodological analysis. A t Test resulted in mean of 56.90 for white pupils under a direct direction method and a mean of 66.73 for white pupils taught utilizing criterions based method. A deliberate T Stat of 2.06 and a t Critical value of 2.01 allow for the rejection of the nothing and the decision that white pupils taught utilizing criterions based learning methods achieved higher math tonss during the period studied. 35 pupils in this group having free or decreased monetary value tiffins were assigned to instructors utilizing a direct direction method. 69 pupils received free or decreased monetary value tiffins and were assigned to instructors utilizing criterions based learning methods. The deliberate mean for this subpopulation taught under direct direction was 56.17. The mean for the pupils having free or decreased monetary value tiffins taught under criterions based direction was 71.02. A deliberate T Stat of 5.10 and a t Critical value of 1.98 allow for the rejection of the void hypothesis and allows for the finding that pupils having free or decreased monetary value tiffins achieve higher math tonss when taught utilizing criterions based methods. 36 pupils who did non have free or decreased monetary value tiffins were assigned to instructors utilizing a direct direction method. 76 pupils who did non have free or decreased monetary value tiffins were assigned to instructors who used criterions based direction methods. The average mark for pupils who paid full monetary value for tiffins and were taught utilizing direct direction was 54.38 % and the mean mark for pupils paying full monetary value and assigned to instructors who use criterions based methods was 69.39. A deliberate T Stat of 4.75 and a t Critical value of 1.98 allow for the rejection of the void hypothesis and farther let for the decision that pupils who did non have reduced monetary value or free tiffins and were taught utilizing the criterions based direction method scored achieved higher math tonss than the pupils who did non have reduced monetary value or free tiffins and were assigned to instructors utilizing a direct direction learning method.DecisionThe con sequences of this survey would look to do a clear suggestion that Standards Based Instruction should better math trial tonss at the Harmony Creek Middle School. In about every class at that place existed a important difference in tonss between pupils taught utilizing a Standards Based method and those taught utilizing a Direct Instruction method. This tendency appears across all of factors that were examined and would look to follow the tendencies noted in other research that does be. As Thompson ( 2009 ) noted Standards Based patterns were found to be important subscribers to pupils math accomplishment and that virtually none of the ascertained non-SBI practiced were found to be a important subscriber to student accomplishment by gender or cultural grouping. For the intent of this research a commission was formed to help in the rating of the research consequences and in the finding of the more effectual instructional agencies. Committee members consist of 3 active or former in-between school instructors who are familiar with the type of research to be evaluated, the instructional methods and with the demographics of the community, two community members who are active in their support of the school and a module member of the local community college. All members were chosen because of their engagement in both the community and local schools. All of the commission members have some background in instruction, concern, and finance or in the legal field. Harmony Creek Middle School will necessitate to buy 71 text editions at a cost of $ 100 each to implement the alteration to a criterions based instructional method in all math categories. The entire cost of the text editions will be $ 7100. The commission feels that the disbursal of buying new text editions that will be needed to implement a school broad policy of a criterions based learning method is justified as there should be a pronounced betterment in math tonss which should ensue in an improved ambiance throughout the school and the community. Implementing alterations to the math course of study should increase tonss which will assist to hike the morale of both pupils and module. An addition in math tonss will besides be given to increase support from the community as its members shortly see that Harmony Creek Middle School is non content to keep the position quo and is willing to take stairss to better the instruction of the pupils and in the betterment of the community. The vision statement of Harmony Creek Middle school proclaims that: We believe that each of our pupils, our module and our community is alone. We believe that each of our pupils, our module, and our community deserve the chance to accomplish their full potency. We believe that each individual is responsible for their ain actions and the effects of those actions. We believe that diverseness strengthens persons and the community. We believe that larning in an indispensable and womb-to-tomb procedure. To these terminals this commission feels that we must implement this vision statement with action and make all that is possible to farther instruction, diverseness and chance within our schools. We besides feel that one method to carry through this end is the execution of a Standards Based Instructional method in math categories at Harmony Creek Middle School.

Inquiring Minds Want to Know Essay

Abstract This paper defines Penton Media’s sampling plan and research design for their study on if their reader service cards are still successful in getting buyer’s attentions. There are five questions that develop the sampling plan and Penton Media’s answers to these questions are described in this paper along with the strengths and weaknesses of their decisions. Their research design is also explained in the eight categories given. Finally, the strengths and weaknesses of their research design are given. Case Assignment 2 Penton Media has designed a research study to determine if the reader service cards are still a sustainable form of bringing in customers. Penton Media came up with a sampling plan in order answer this research plan. Their sampling plan answered five questions and has both strengths and weaknesses. They also formulated a research design, which includes eight categories of options to answer their research question. Their research design also includes strengths and weaknesses, and these will be further examined in this paper. Sampling Plan According to Cooper and Schindler (2014), the sampling plan includes five questions. These questions include (p. 344): What is the target population? What are the parameters of interest? What is the sampling frame? What is the appropriate sampling method? What size sample is needed? Once you have answered all these questions, you can determine the appropriate sampling design for your study. Penton Media has created their sampling plan from these questions. The target population for Penton Media’s study is the people who read their  business magazines. Their subscribers consist of 1.7 mission people in the US, so they originally tested out the survey via phone with a small selection of subscribers. They then sent out a second preliminary survey to 300 subscribers. From the first and second surveys, they construed a final survey and mailed it out to 4,000 of their business subscribers. From the total number of surveys sent out, they received 710 completed surveys. The parameters of interest in this study include the readers who are actually buyers for their company. Penton Media only chose to use the surveys from subscribers actually doing purchasing activities, so this would be considered a non-probability based sampling study. According to the case study presented by Cooper and Schindler (2014), â€Å"The survey sample was constructed using stratified disproportionate random sampling with subscribers considered as belonging to one of 42 cells (seven industry groups by six job titles)†. Strengths The strengths with Penton Media’s sampling plan include the parameters of interest and sampling frame. Their parameters of interest focus on the group of readers whose job is to buy for their company. Since this group of people directly match who they should be targeting, Penton Media is on the right track. Their sampling frame is also precise because it narrowed their list of people to send out the surveys to people working in the business fields as decision makers. Weaknesses The weakness of this study is the sample size. Penton Media chose to only send out 4,000 surveys when they actually have 1.7 million readers. This size seems small since only a little over 17% of the surveyor’s returned the survey. Sample size should be a representation of the whole, and .04% of the population isn’t a great representation. Research Design Several options are available to researchers when deciding with their research design will be. They include exploratory or formal studies, type of data gathering, extent of control, purpose, time frame, scope, environment, and perception. A researcher should ponder these options before designing their study. Penton Media was deliberate in their choices and based their answers to research design options on their research question. A formal study was designed to provide the answer to directly answer their research question. For data gathering, a communication study was used in the form of a survey. Ex post facto extent of control was used since Penton Media can’t change the results and have to report the results they receive. The purpose was chosen as a reporting study as they are compiling data and providing a summary of the survey results. This study’s time frame is cross-sectional with a survey being sent out once for the formal results. The topical scope is statistical because it wants to compare characteristics and draw conclusions. Field conditions were used in this study because there is no change in the surveyor’s environment. Finally, the participant’s perceptions are not changed and they are aware of the research being conducted. Strengths The strength of this study is in the ex post facto design where Penton Media has to report from the survey results. There is no way that Penton Media can change or modify the results so this makes the research more reliable and dependable. Another strength is that the participant’s environment and perceptions aren’t changed or affected. This makes for more honest and trustworthy results. Weaknesses A communication study is great for the research question that Penton Media is trying to answer. However, they could also get more data from their advertisers. Since many companies keep a record of how a customer finds out about their company, it would be worthwhile to also get statistics from them. This would complete the study and bring more results to complete the research question. Conclusion Penton Media has made some good decisions regarding their sampling plan and research design. They have answered the five questions to determine how they should set up their sample and made good decisions on target population, parameters of interest, sampling frame and method. However, they should have chosen a large sample size to represent the population.  Penton Media also made good choices in their research design. Their choice of a formal, communication, reporting, statistical study with ex post factor design, cross-sectional time frame, field conditions and unchanged perceptions are key to their success. Sampling plan and research design are key and Penton Media certainly made good decisions for their study. References Cooper, Donald R. and Schindler, Pamela S. Business Research Methods. New York: Irwin/McGraw-Hill, 2014. Print.