Essay on The Impact of Absent Fathers - 1614 Words

Absent Fathers Rough Draft For various reasons, many children in the United States are living without their fathers in their homes or absent from their lives entirely. This is an issue all across the world and the children are having to deal with the disadvantages caused by the lack of support from their fathers. This issue has a significant effect on society and can be viewed and interpreted from the three sociological perspectives. As a result of many studies, it was found that children raised in father absent homes almost universally experience disadvantages such as: worse health, poorer academic achievement, and a less enjoyable educational experience. There are many variables that need to be taken into effect when considering†¦show more content†¦63 percent of households with an income of $25,000 or less are fatherless, and only 18 percent of households with an income of $75,000 or higher. Almost identical statistics apply to less than high school credentials versus a bachelor’s or graduat e education. 62% of parents that have less than a high school education are raising children without their father, and only 22% of parents with a bachelor’s degree and 18% of parents with a graduate degree are living in the same situation (DeBell 2008.) A correlation can be drawn here between education/income and percentage of fatherless households. Generally speaking, as education increases, so will income. As income increases, the percentage of fatherless children and households decreases. However, it could be argued that the income of the household will decrease when the father is gone and not contributing to the finances. Though children without their fathers may not always be disadvantaged by his absence, statistics clearly show that as a whole, children in America are not benefitted by the lack of a father. The same study conducted in 2003 showed that academic achievement is largely affected by fatherlessness. Seven percent of children living with their father have ever repeated a grade in school, that number raises to sixteen percent in children without their father. 49 percent of childrenShow MoreRelated The Impact of Absent Fathers in Black Female Upbringing Essay1986 Words   |  8 Pagestheir fathers during crucial developmental ages, the rate of our young black girls growing up without fathers is staggering and overlooked. What is an absent father? The definition is quite simple; an absent father can be defined as a father who is not present in the life of their child whether it is physically, emotionally, or both. Although the absence of a father is detrimental in any child’s life, the absence of such in a young black girl’s life is even more crucial. The absent father in a blackRead MoreInfluence Of A Mother On A Child s Well Being And Development951 Words   |  4 Pagesshown that an engaged and loving father can contribute greatly to a child’s cognitive, social, and psychological development (Bronte-Tinkew, Carran o, Horowitz, Kinukawa, 2008; Duursma, Pan, Raikes, 2008; Pancsofar Vernon-Feagans, 2010; Wilson Prior, 2010). However, not just the mere presence of a father is enough to make a difference in a child’s development. Research has shown that a child’s development is affected by both the quantity and quality of father involvement (Wilson Prior, 2010)Read MoreI Stand Here Ironing By Tillie Olson Essay1517 Words   |  7 Pagesquite clearly feeling as if she hasn’t done enough for her daughter Emily. The mother in this story is feeling guilt for many, many different reasons whether it be the overall way she raised her child, for having her know what it’s like to have an absent father, and for overall not being the best mother that she feels she can be (Olsen 419 – 425). In an article written about hard working mothers, all of the mother’s experience feelings of guilt and as if they are not doing enough for their child (KuperbergRead MoreThe Role Of Parents Absent Homes Are More Frequently Perpetrators Of Crimes1382 Words   |  6 Pagesgrow up without a father may cross people’s mind, not many people tend to think about how not having a father impacts the children as adolescents and even sometimes into adulthood. The disruption of a family structure is known to be one of the main contributing factors in juvenile delinquency. This research paper will show evidence that adolescents in father absent homes are more frequently perpetrators of crimes. The independent variable is adolescents raised in father absent homes and the dependentRead MorePersonal Journey Of A Fatherless Woman Essay1565 Words   |  7 Pagesbe. My story started being separated from my father when I was only two months old due to my father migrating to the United States. Leaving his family behind in the Dominican Republic was not an easy task. He came to the land of opportunities like many other families, looking to provide a better future for his children and wife. My father would write letters, send pictures and of course provided anything that money could buy. I finally met my father when I was seven. At that age, I did not knowRead MoreThe Absentee Father846 Words   |  4 Pagesupholding the moral and religious values that the family would abide by. This absent figure is most commonly known as the father. Statistics show tha t â€Å"an estimated 24.7 million children (33%) live absent their biological father† (The Consequences of Fatherlessness). This means that approximately one in three children are fatherless. This startling fact reigns prevalent all throughout the American nation. For the father to be missing from a child’s life on a daily basis, there are various ways inRead MoreThe Effects Of Healthy And Unhealthy Relationships1426 Words   |  6 Pagesdiscuss the impact of both healthy and unhealthy relationships have had upon my personal life. Through the examples of my father and my youth pastor Steve I will explore how my image of God as a father has grown and developed and how healthy and unhealthy relationships have changed that. I will begin by reflecting on my unhealthy relationship with my father and the negative impact that has had on my image of God. Secondly I will reflect on my healthy relationship with Steve and the positive impact thatRead MoreThe Role Of Father Invol vement For Children Development Essay1535 Words   |  7 Pagesin the father involvement literature trough the researches. To know the father involvement for children development. Further we present what different other nation’s father role and what is going changed. This paper is based on The Effects of Father Involvement: An Updated Research Summary of the Evidence(FIRA, Sarah Allen, Kerry Daly, University of Guelph). It is not to compare with father and mother, Knowing the father’s importance. This paper is for Students and someone who be a father. Know howRead MoreWho Cared About Their Children s Wellbeing1192 Words   |  5 Pagesthat was not considered â€Å"normal† by societal standards. To me, having a father that lived with you is abnormal. Having a father that cared for you is abnormal. Having a father that loves you is abnormal. The word ‘father’ is the weirdest word in the English dictionary. Supposedly, my father makes up half of my D NA makeup. But, does that truly make him my father? I knew that the term ‘family’ generally referred to a mother, father and their children, but a two parent household was foreign to me. My parentsRead MoreAttachment Theory As A Framework For Understanding Interpersonal And Emotional Outcomes Of Adults1442 Words   |  6 Pagesthroughout adult-hood. In the past, research done on father -child relationships, has generally, focused on the attachment the child develops, when the father is absent in the child’s early stages of development. In my research, I found recent studies, performed on father-child relationships, and how secure attachment bonds are developed, when the father is not only present, but positively active in the child’s life. The active presence of a father during the first years of a child’s life are important

The Gothic Elements in the Picture of Dorian Gray

Abstract In an attempt to find out the purposes of the gothic elements in The Picture of Dorian Gray, this essay takes a close look at the three most prevailing gothic elements in the novel: the portrait, decadence, and the gothic villain by first exploring their presence and development throughout, and then examining their contributions to the characters, the plot development and the themes. First of all, the unique properties and symbolic meanings of the portrait in this novel are discussed. The purpose of the portrait is then analyzed in terms of its effect on Dorian Gray. Then, the theme of decadence is identified in the personality of the protagonist. Its purpose is then investigated by comparing and analyzing the opinions of the†¦show more content†¦Ã¢â‚¬ , was clearly reflected in his portrait. Under Lord Henry’s influence, Dorian’s change in his mental state and moral values was dramatic. He learned to appreciate decadent art, to conform to the philoso phy of â€Å"to cure the soul by means of senses † by going to opium dens and eventually to completely submit to sin by murdering Basil Hallward. Although Dorian’s decay was hard to observe because his beauty remained intact and thus created an innocent image of him, the portrait recorded his inner change by altering his appearances, as we observe for the first time in the novel â€Å"the touch of cruelty round the warped lips † in the painting after the death of Sybil Vane. The painting provided Dorian a double life, as remarked in Into the Demon Universe: A Literary Exploration of Oscar Wilde: â€Å"The picture of his soul was locked safely away in a dark room while the innocent face he presented to respectable society was only a mask. † Indeed, the portrait became the spokesperson of Dorian’s true personality by altering his appearances according to his corruption of the mind. A more convincing evidence of the portrait being a reflection of Dorian’s moral decadence lies moments before the death of Dorian. At the night of his death, Dorian attempted to convince himself that he had indeed changed and had started committingShow MoreRelatedThe Picture Of Dorian Gray965 Words   |  4 Pages When looking at Frankenstein and The Picture of Dorian Gray, it is clear that Frankenstein is a novel that can be placed into both the gothic and horror genre, although it is a gothic novel secondary to it being a horror novel; The picture of Dorian Gray isn’t so clear in this regard. On a first reading, one may assume the story to be gothic literature and only gothic literature because of the sheer amount of gothic characteristics and elements that the text presents that include, but are not limitedRead MoreFrankenstein And The Picture Of Dorian Gray As British Gothic Literature1837 Words   |  8 PagesEnglish 4 AP 27 May 2015 Frankenstein and The Picture of Dorian Gray as British Gothic Literature â€Å"There is something at work in my soul, which I do not understand.† This quote from Mary Shelley s classic gothic novel Frankenstein is very representative of the functional importance of gothic literature to humanity. 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WhileRead MoreThe Uncensored Picture Of Dorian Gray Analysis823 Words   |  4 PagesIn The Uncensored Picture of Dorian Gray, Oscar Wilde presents the theme of good versus evil side of human nature. The depths of what it means to be human is explored by Wilde with the three characters of Basil Hallward, Henry Wotton and Dorian Gary. Each character represents a different side of the conflict between morality and giving into temptation. The three characters equally represent the difference in the class structure of society. The character of Henry Wotton represents the wealthy, properRead MoreGap Between Literary Gothic and Pornography1719 Words   |  7 Pagesus to depictions of violence and sex, but has it also disabled us in being able to see the difference between what is carefully constructed satire and what is merely pornography? There is probably no text this discussion embraces more in modern gothic literature than that of Brett Easton Ellis’ American Psycho. The novel was surrounded with controversy, ecen before its publication in 1991. Originally, cited to be published by Simon Schuster, the company forfeited from the engagement, including

Employees are Motivated through External Incentives

Question: Discuss about theEmployees are Motivated through External Incentives. Answer: Introduction To start with, incentives that an employee receives, is considered as being an effective source of motivation (Baptiste, 2008). Moreover, there is no doubt in the fact that incentives lead to contentment among the employees, which that directly affects their outcome and ability. Rafikul and Ahmad (2008) hold the view there are factors that impact the outcome with respect to work. Firstly, it revolves around the amount received and on the amount staff members believe they should get. Second, comparison with other individuals receive, has an impact upon individuals performance. Third, satisfaction among staff members from extrinsic and intrinsic incentives has an impact upon the overall task outcome (Abang et. al., 2009). Additionally, a number of extrinsic incentives content just because they lead to other reward (Chew, 2005). It should be noted that both external as well as internal incentives have great impact upon staff motivation. Further, taking into account the above discussion this paper highlights that both internal as well as external forces of motivation are important. Factors of Motivation According to Furham et. al. (2009), apart from insight, outlooks, personality and learning, motivation is seen as an extremely important part of comprehending staff behavior. Additionally, motivation shouldnt be merely regarded as description of conduct, since it links to and performs in accordance to other supporting practices together with the settings. Moreover, motivation could be extrinsic or intrinsic. Firstly, the intrinsic motivation take place from motivation that is inherent within the task and people enjoy as a result of efficiently achieving the provided task or accomplishing goals (Bergen et. al., 2005). In contrast, extrinsic motivations are external to job practices, involving pay, work condition, security, fringe benefits, service contract, and promotion (Chiu et. al., 2002). Such tangible motivators are often determined at corporate level, and may be outside the control of the company (Maurer and Lippsteu, 2006). Intrinsic motivation involves those rewards that can termed as psychological motivations (Abang et. al., 2009). For example, the chance for using ones competence, a sense of accomplishment, gaining gratitude and sound recognition are some of the intrinsic motivators. A person who is intrinsically motivated would be highly directed towards his/her job to the level it includes procedures, which are rewarding (Maurer and Lippsteu, 2006). Whereas, an individual who is motivated extrinsically will be highly directed towards the level external incentives could be attained for the particular task (Furham et. al., 2009). Further, if the particular reward is intrinsic to allotted task, such desire or motivation is considered intrinsic. Nonetheless, if the reward is external to the assigned task, the motivation is regarded as extrinsic motivation (Chiu et. al., 2002). Moving ahead, because of few reasons several corporations make use of extrinsic motivation for the purpose of influencing employees.Furham et. al. (2009) hold the view that employees are believed to work more competently if their pay is related to the outcome, which isnt based upon individual bias or prejudice, nevertheless upon goal valuation of a employees merit. Even though, several strategies for examining and measuring job results have been developed, in general the specific approach chosen varies with the type of work (Banjoko, 1996). All these concerns call for high research, for laying high focus upon the way how an appropriate incentive system could have an impact upon the employees for building constructive view towards the task and as a result, increase their productivity level (Abang et. al., 2009). Intrinsic Motivation Factors Intrinsic motivation is basically the internal motivation for performing a particular task or job. Employees sometimes get internally encouraged to perform some job. Nonetheless, the intrinsic motivation couldnt be devised independently; rather it calls for motivators, which in actuality enhance internal motivation (Banjoko, 1996). Moreover, the intrinsic motivation is accomplished by way of tasks that provide pleasure in performing that particular process. The intrinsic forces are highly adopted by several companies for making sure good consumer services and facilities. According to Jackson, Schuler (2003), the employees who are internally stimulated are more expected to engage for ensuring buyer satisfaction (Rafikul and Ahmad, 2008). Furthermore, they give in their best efforts and abilities for accomplishing greatest level of outcome. Thus, as a result the companys performance is projected to improve, For example, staff members at some outlets are extremely friendly and helpful and could be considered as being motivated internally. In addition, with Intrinsic factors, the employees are encouraged for performing a specific task because of the pleasure or satisfaction gained in carrying out these procedures (Maurer and Lippsteu, 2006). Moreover, it has been observed that intrinsic motivation occurs from within the task rather than from any outside sources including monetary incentives and advantages (Bergen et. al., 2005). An employee who is likely to be motivated intrinsically could be effortlessly motivated via distinct factors related to the job such as recognition, growth, responsibility as well as progress (McShane and Von Glinow, 2008). This shows that the employees hold interest in the task or job, work settings which are challenging and lastly, the sense of accountability in performing job for encouraging th em (Furham et. al., 2009). The intrinsic motivation take place from motivation that is inherent within the task and people enjoy as a result of efficiently achieving the provided task or accomplishing goals (Bergen et. al., 2005). In contrast, extrinsic motivations are external to job practices, involving pay, work condition, security, fringe benefits, service contract, and promotion (Chiu et. al., 2002). These motivators are time and again decided at corporate level, and may not be under companys control (Maurer and Lippsteu, 2006). As discussed above intrinsic motivation involves those rewards that can termed as psychological motivations (Abang et. al., 2009). For example, the chance for using ones competence, a sense of accomplishment, gaining gratitude and sound recognition are some of the intrinsic motivators. A person who is intrinsically motivated would be highly directed towards his/her job to the level it includes procedures, which are rewarding (Maurer and Lippsteu, 2006). Whereas, an individual who is motivated extrinsically will be highly directed towards the level external incentives could be attained for the particular task (Furham et. al., 2009). Further, if the particular reward is intrinsic to allotted task, such desire or motivation is considered intrinsic. Nonetheless, if the reward is external to the assigned task, the motivation is regarded as extrinsic motivation (Chiu et. al., 2002). Extrinsic Factors of Motivation The extrinsic factors of motivation are fundamentally the external motivational factors (Didham et. al., 2011. These factors are expected to improve staff outcome and performance. The motivation takes place from several outside sources. For example, extrinsic factors take in rewards, money, coercion, threats, punishment and others (McShane and Von Glinow, 2008). Within some situations the main extrinsic factor is competition due to the reason that it occurs from outside and is expected to enhance the level of performance. Within a number of corporations, staff members are provided gift vouchers as well as certificates for the extraordinary outcome (Lin, 2007). These vouchers and certificates work as extrinsic motivators. In addition, extrinsic motivation takes place when the staff members are encouraged through means of outside incentives, which are not inside the task description. These incentives are usually grades as well as monetary incentives. During these cases, staff members f ocus upon a project, job or task by satisfying his/her requirements through rewards that are external to the job such as outcome based additions (McShane and Von Glinow, 2008). These incentives encourage staff members to perform job, which they might or might not feel like performing. In other words, the extrinsic factors act as a leading force that encourages workers to carry out procedures for some tangible rewards instead of the job itself (Lin, 2007). Taking a step ahead, the extrinsic motivation can have both positive and negative impacts. First, the positive impact can be bonuses, increments, monetary incentives and other rewards (Banjoko, 1996). Whereas, the unconstructive impact could involve bribery, that could be adopted for encouraging the employees extrinsically (Didham et. al., 2011). The chief focus of these motivators lies in the incentives, which the staff members attain from their acts instead of the job themselves (Banjoko, 1996). For example, in case if an employee is working on some particular task such as marketing in where he/she is not interested. What actually the employee is interested in, is the reward linked with a specific level of sales (Luthans, 1998). Further, the employees concerned with marketing division, usually obtain, incentives for achieving a specific sales level. The above example illustrates that some employees function willingly and such people are made to function by offering extrinsic incentives. In actual sense, these incentives have a short-term affect upon the overall result of the staff members and the firm (Abang et. al., 2009). Further, the chief reason behind this is the actuality that workers being motivated through extrinsic incentives could just be encouraged for working till the time they are offered rewards and thus, absence of rewards would demotivate employees from performing the assigned job or least job requirements will be met (Maurer and Lippsteu, 2006). Conclusion To conclude, it can be stated that it is not just the external factors that motivate the employees. One could effortlessly compare the advantages of intrinsic rewards and extrinsic rewards. Both the motivators are mutually reliant on a number of factors such as culture, environment, awareness and society (Didham et. al., 2011). This dependence brings the effectiveness of a specific motivation technique under high discussion. In the western community where the needs that are important for like housing and food are regarded as responsibility of the government officials, people are likely to prefer tasks or careers they feel satisfied in accomplishing (Bergen et. al., 2005). Whereas, in the third world countries its possible to discover people having a career focussed approach. Moving ahead, it is quite clear that extrinsic factors are enforced effortlessly with a lesser impact, chiefly a short-term impact upon the result and outcome of the employees (Rafikul and Ahmad, 2008). While, the intrinsic factors are fundamentally a win-win model if the employees are offered training in a way that they look for satisfaction within their task and take on activities such as job enlargement and job enrichment (Abang et. al., 2009). Moreover, this does not imply that extrinsic motivation is a concept of the past times rather; it must be implemented as and when required for short-term motivation, like yearly incentives. Its quite important to organize the employees within the work environment for assisting them in being intrinsically motivated and thus, gain lasting benefit of this concept (Didham et. al., 2011). Further, at the time when such an ultimate settings are built, absence of extrinsic rewards wouldnt discourage employees and therefore, an organizations overal l gaol would not be under threat and bring about lasting success. References: Abang, A. M., May-Chiun, L. and Maw, K. I. (2009) Human resource practices and organizational performance: Initiatives as moderator, Journal of Academic Research in Economics, Vol. 1, No. 2, pp. 263-276 Banjoko, S. A. (1996) Human resource management, Lagos: Saban Publishers Baptiste, N. R. (2008) Tightening the link between employee wellbeing at work andperformance: A new dimension for HRM, Management Decision, Vol. 46, No. 2, pp. 284-309 Bergen, C. W. V., Soper, B. and Parnell, J. A. (2005) Workplace flexibility and job satisfaction: Some evidence from Europe, Equal Opportunities International, Vol. 24,No. 3, pp. 116 Budhwar, P. S. and Debrah, Y. (2001) Rethinking comparative and cross-national human resource management research, International Journal of Human Resource Management, Vol. 12, No. 3, pp. 497-515 Chaudhry, S. M. (2008) Enhancing motivation and work performance of the sales people, The International Journal of Applied Management and Technology, Vol. 6,No. 1, pp. 161-18 Chew, Y. T. (2005) Achieving organizational prosperity through employee motivation and retention: A comparative study of strategic HRM practices in Malaysian institutions, Research and Practice in Human Resource Management, Vol. 13, No. 2, pp. 87-104 Chiu, R. K., Luk, V. W. and Tang, T. L. (2002) Retaining and motivating employee: Compensation preferences in Hong Kong and China, Personnel Review, Vol. 31 No. 4, pp. 402-431 Didham, J., Stringer, C. and Theivanthampillai, P. (2011) Motivation, pay satisfaction, andjob satisfaction of front-line employees, Qualitative Research in Accounting Management, Vol. 8, No. 2, pp. 161-179 Furham, A., Eracleous, A. and Chamorro-Premusiz, T. (2009) Personality, motivation and job satisfaction: Herzberg meets the Big Five, Journal of Managerial Psychology, Vol. 24, No. 8, pp. 765-779 Jain, P. (2005) A comparative analysis of strategic human resource management issues in an organization context, Library Review, Vol. 54, No. 3, pp. 166-179 Lin, H. F. (2007) Effects of extrinsic and intrinsic motivation on employee knowledge sharing intentions, Journal of Information Science, Vol. 33, No. 2, pp. 135-149 Luthans, F. (1998) Organisational Behaviour (8th ed.), Boston: Irwin McGraw-Hill. Maurer, T. J. and Lippsteu, M. (2006) Who will be committed to an organization that provides support for employee development? Journal of Management Development, Vol. 27, No. 3, pp. 328-347 McShane, L. S. and Von Glinow, A. M. (2008) Organizational Behavior, New York: McGraw Hill Milne, P. (2007) Motivation, incentives and organizational culture, Journal of Knowledge Management, Vol. 11, No. 6, pp. 28-38 Rafikul, I. and Ahmad, Z. I. (2008) Employee motivation: A Malaysian perspective, International Journal of Commerce and Management, Vol. 18, No. 4, pp. 344-362

Conflict Resolution Research Proposal Essay Example

Conflict Resolution Research Proposal Essay Human resource management is a multifaceted undertaking, which requires the manager to address diverse concerns in an entity. Some of the issues addressed under this department include employees’ benefits, allocation of tasks and resolution of conflicts. Employees have become the most crucial resource in countless organizations. A frustrated workforce could have far-reaching impacts on production in an entity. Consequently, the overall profitability would dwindle. It is critical to resolve all conflicts among employees since it is central towards the realization of a motivated workforce. Conflicts often occur in the workplace since employees have different views and ambitions. The disparities in perspectives and ambitions, at times, disintegrate into conflict (Masters Albright, 2002, p. 11). Nature of ConflictConflict is inevitable in the workplace. Therefore, the management should not only become adept at finding solutions but also identify situations that will degenerate into conflict. Conflict follows a certain cycle as per Pondy’s theory on organizational conflict. Initially, the conflict is passive as there is no physical interaction between parties. However, the conditions that will precipitate into conflict are present. These conditions include ideological differences, frustrations and disparities in personal attributes. Subsequently, parties become aware that the present circumstances will lead to conflicts. In the following stage, parties involved in the conflict take firm stances on the issues generating conflict. At this phase, parties involved and other members of the organization become aware of the conflict. The subsequent stage is the conflict aftermath, whose outcome depends on an organization’s strategy in conflict management (Doherty, 200 8, p. 13). We will write a custom essay sample on Conflict Resolution Research Proposal specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Conflict Resolution Research Proposal specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Conflict Resolution Research Proposal specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Addressing ConflictThere are various means of resolving conflicts in an organization. One of the ways entails bringing together the two parties in disagreement for negotiations. This has been touted as the best way to address conflicts. Nonetheless, it requires a neutral individual to facilitate the dialogue. The person facilitating conflict resolution should command respect from both parties for a positive outcome (Masters Albright, 2002, p. 100). During the allocation of resources in an entity, departmental heads may disagree among themselves on the criterion of allocation and the amounts allocated. Such a conflict may have ramifications on cooperation in an organization owing to the unwillingness of the departmental heads to work together. In such a conflict, a top manager may be appointed to resolve the standoff. He/she would host a series of meetings, which will diffuse the conflict. Negotiations or DialogueInitially, the manager facilitating negotiations or dialogue should make remarks, which will set the stage for conflict resolution. Such remarks should indicate that conflict is unescapable in such an organization. However, I think the most critical thing is the efforts instituted to resolve disagreements. The negotiation ought to result in a verdict on the matter that had resulted in the conflict. In the above scenario, dialogue should offer a compromised solution on the allocation of resources. Despite the negotiations, not all parties may emerge satisfied with the solution. Nonetheless, they have to accept the outcome. This method of resolving conflict may be time wasting since negotiations or dialogue between two parties may require a lengthy duration. This may impede decision-making processes in an organization. Nonetheless, most parties have a certain level of satisfaction from such dialogue since the solution results from mutual negotiation. Personally , I find this method apt for conflict resolution that only involves two parties. The facilitator in such a conflict should encourage dialogue between the two parties. This process may fail if the facilitator is partisan. Conflict in Virtual WorkplacesIt is fundamental for managers to understand that conflicts can affect a company negatively if not well addressed. As a result, the manager has to undertake the strenuous process of addressing conflict. Failure to address conflict will result in workforce that does not work cohesively. A conflict has certain positive attributes. First, it brings to the surface emotions that employees have held back owing to issues such as the chain of command. Additionally, through conflict, employees can challenge the existing status quo. Challenging the chain of command may enable the organization to rethink some of its processes that are destabilizing or affecting the workforce. In the current business world, conflicts have become dynamic owing to the diversification of organizations. Companies are now connected through various channels. The increase in connectivity among companies or departments creates additional avenues in which conflict may arise. Virtual workpla ces denote some of the avenues created by technological advancement. In such places of work, employees do not meet physically, but they are in constant communication. The key cause of conflict in virtual workplaces is communication breakdown and ideological differences (Sembdner, 2011, p. 11). An organization can address conflicts in such an organization by setting strict rules or standards of communication and engagement. This will ensure that no employee offends the other or resolve issues before they escalate. Additionally, organizations with virtual workplaces should clearly define the job description of each worker. Managers in such organizations should enforce the rules set strictly. Many employees may succumb to the temptation of breaking rules since there is no physical supervision. Importance of Interpersonal SkillsInterpersonal skills are tools that may help managers resolve conflict especially where the parties are in physical contact. Interpersonal skills enable employees to interact and relate well with their colleagues. These skills include the ability to articulate issues, cultivate friendship and sensitivity to people’s feelings. At work, I have witnessed that employees with poor interpersonal skills will disagree with fellow employees on numerous occasions since their skills may limit their communication capacities. One of my friends at work, John, is an exceedingly shy person. Consequently, he fails to express himself appropriately. This has resulted in numerous misunderstandings among my colleagues and John in the past few years. John is an honest employee but lacking in interpersonal skills. Overcoming his shy nature will reduce some of the conflicts that I have constantly witnessed at our offices. At times, other bolder employees normally ri dicule John, which has been a key cause of conflict. Interpersonal Skills in Conflict ResolutionAt work, I have witnessed scenarios where fellow managers are in disagreements with their junior employees. Kate hardly agreed on anything with James who was her assistant since she had failed to recommend James for a promotion in our company in the past. I further learnt that James had adopted the notion that Kate was impeding his rise in the corporate ladder. I contacted the human resource department, which provided me with a detailed list of the requirements for the position that James was seeking. In resolving the conflict, I spoke to James who was upset by Kate’s failure to recommend him for the promotion. Kate confirmed to me that James did not meet the requirements. However, she failed to communicate that to him. In this conflict, James and Kate’s failure to open communication lines was the key trigger of the conflict. I resolved the conflict by being able to reach out and allow the two parties to speak out their minds on the disagreement. Gradually, I disclosed to James that he did not meet the requirements for the promotion. Thus, Kate’s recommendation to that position would have been futile. Business RelationshipsOne of the numerous aspects of corporate governance is public relations. Organizations have to cultivate and nurture their corporate image. A good public image makes it easier for an organization to relate with other stakeholders such as the government, customers and rivals (Glanz, 2006, p.7). Interpersonal skills are imperative in maintaining a good image or relationship. As an employee of a leading corporation, on numerous occasions, I have been sent to clients to enlighten them on our products. Therefore, in such a scenario, I have to engage clients and ensure that they feel that they have received value for the amounts spent on buying our product. Such an undertaking requires me to communicate precisely and deduce the customer’s level of satisfaction. My interaction with the customer will be vital to the organization since it may influence the customer’s future decisions with regard to our products. I have also attended conferences on behalf o f my organization. These conferences sought to address matters that are affecting the corporate world such as tax compliance and corporate governance. In such conferences, organizations representatives have to communicate appropriately to ensure that they do not damage the image of the organization or its relationship with other stakeholders. ConclusionIn conclusion, every organization encounters human resource hurdles such as conflict. Conflict is inevitable since employees will have different traits, skills and varying philosophical inclinations. Such differences will constantly trigger conflict. Therefore, an organization must outline how it will deal with this menace, which arises repeatedly in an organization. If an organization fails to enact measures to address conflict, its workforce will be in turmoil, thus leading to lower productivity. There are various ways of resolving conflict such as negotiations among the parties in conflict. Interpersonal skills are imperative in conflict resolution since they enhance communication, which is critical in the above process. Finally, they also enable managers or employees nurture business relationships since they are agents of their organization. NOTE!!! All free sample research proposals and examples on Conflict Resolution are 100% plagiarized, we are here to help you! EssayLib.com is a leading research proposal writing service, which can offer you the solution you have been looking for. With thousands of written research papers and proposals for Master’s and PhD degrees, we can give you exactly what you need at very affordable prices. Our experienced writers will prove you that high quality and exclusivity is a trademark of our products. We can guarantee your confidentiality and promise you strict on time delivery. There are many reasons for EssayLib.com to become your favorite research proposal writing service, but all we are asking you – just give us a try!

HRM Practices at Superior Energy Services

HRM Practices at Superior Energy Services Introduction Superior Energy Services is an oil and gas corporation that operates in different countries, backed by its engineering experts that map and devise resolutions for clients. The company has a record of setting up particularized tools and expertise with the purpose of satisfying the requirements of its customers.Advertising We will write a custom essay sample on HRM Practices at Superior Energy Services specifically for you for only $16.05 $11/page Learn More During the initial times of operation, Superior Energy Services established the application of rigless plugging, in addition to desertion services (Dinger Schell, 2014). From its establishment in 1980, the company has retained a leading position in numerous developments that profit oil and gas customers and producers. As a consultant in Human Resource consulting firm, Superior Energy Services has hired our firm to carry out a Human Resource Management analysis and give recommendations to impr ove its alignment of Human Resource practices to the major business projects of the company. Despite its leading position, Superior Energy Services encounters a number of Human Resource Management issues that it requires addressing to ensure that it upholds success and boosts performance. History The remarkable development of Superior Energy Services was attained in a comparatively short period and could be attributed to hard work, tactical possessions, and a concentration on satisfying customer anticipations. Superior Energy Services began its operations in 1980 (Dinger Schell, 2014). From its inception, Superior Energy Services has developed from 125 workers and 12 million dollars in profits to a publicly traded corporation that has more than 4.5 billion of profits per year and about 14,000 workers across the globe. At around 1995, Superior Energy Services provided a comprehensive inventory of particularized instruments for boring, production, and well workover actions. To fund e nhanced development in its operations, the company started an initial public offering (IPO) of stock in mid-1990s.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More After the IPO, the company developed rapidly through acquisition of over ten small and medium-sized companies in a period of 3 years. Before the end of 1999, the company had combined with Cardinal Services, the market leader in the Gulf of Mexico and the biggest holder and user of liftboats in the area. By around 2005, the marketplace in the Gulf of Mexico was alive with congestion and encountering low product prices. To boost asset exploitation, the company turned global. In 2006, the company extended its onshore activities in Northern America via acquiring of Warrior Energy Services, which made Superior Energy Services the best Northern America production improvement company. In 2008, the expansion of Superior Energy S ervices intensified with its progression in the offshore market (Superior Energy Services, 2015). With the constant expansion of the capabilities of Superior Energy Services, its reach similarly expanded and it was ranked position fifteen by FORTUNE Magazine in the list of the highest growing 100 companies. In early 2010, the company declared David Dunlap its new Chief Executive Officer. Strategy The winning strategy employed by Superior Energy Services in its development has been making the most of industry successions, expanding its reach, acquiring other companies, and adapting to varying situations. Such endeavors have been strengthened by the dedication of the company to customer service and offering resourceful, lucrative services anywhere they are required.Advertising We will write a custom essay sample on HRM Practices at Superior Energy Services specifically for you for only $16.05 $11/page Learn More For instance, in 2012, the company, in accordan ce with its proactive advance to development, started shifting its endeavors to land markets and global expansion via a couple of objectives, the sale of some of its liftboats and the fusion with other companies, such as Complete Production Services. Attributable to merger with other companies, Superior Energy Services attained greater access to other markets (Dinger Schell, 2014). The merger of Superior Energy Services with other companies and the ensuing surplus cash flow have made the company hasten its efforts to meet its rising global opportunities. Market Position Superior Energy Services operates offshore in its Gulf of Mexico market, onshore in the US, and in numerous global marketplaces. Superior Energy Services has locations in different strategic positions in Texas as well as Louisiana for gas and oil endeavors in places such as Oklahoma, Arkansas, and Pennsylvania just to mention a few. The drilling products and services division of Superior Energy Services carries out activities in Northern America, the Middle East, Europe, and West Africa among other areas, and encompasses pressure management tools, distinctiveness tube-shaped supplies, encompassing drill tube, linking iron, and handling devices amid others. The main customers of the company encompass independent gas and oil companies, for instance, Chevron Corporation and BP to mention a few. The main competitors of the company include other growing companies, for example, Global Industries and Helix Energy Solutions Group (Dinger Schell, 2014). Attributable to their global expansion, other rivals in the sector such as Weatherford International and Schlumberger have posed great competition to Superior Energy Services. In the production of gas, in addition to oil, the company encounters competition from the above named companies, over and above other companies, for instance, ENSCO International and Transocean, which concentrate on offshore drilling along with production of oil.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Area of Alignment Superior Energy Services is entailed in carrying out the drilling, completion and production associated requirements of gas and oil companies internationally via oilfield services and tools that are employed all through the fiscal development of gas and oil wells. Superior Energy Services works via 4 sections that encompass Drilling Products and Services, which rents, produces, and trades particularized devices and instruments for application in well boring, manufacturing, conclusion, and workover actions. The second section is the Onshore Completion and Workover Services, which provides fluid management, servicing of wells, as well as pressure pumping (Superior Energy Services, 2015). The third section is Production Services, which comprises of intervention services, in addition to specialized pressure management devices. The fourth section is Subsea and Technical Solutions, which provides services and products handling client-specific requirements with functions characteristically necessitating particularized engineering, production, and mapping of projects. Superior Energy Services provides services to the energy sector clients who center on producing and increasing gas and oil internationally. Job Pricing and Compensation Package Due to the need for modern expertise in the company to decrease risk, boost completion effectiveness, and capitalize on production, the pay rates amid most employees in the company is based on external competitiveness (Dinger Schell, 2014). The company, as well as its subsidiaries, acts as a fair and Affirmative Action boss where minority groups, veterans, individuals with disability, and women are given employment opportunities based on merit. Via involvement in the E-verify plan, the company automatically authenticates the employment qualification and legality of Social Security Number of every one of its new employees. The job positions in the company provide an excellently-supported compensation package enco mpassing a high basic salary, in addition to a bonus plan. The employees also get excellent benefits package that includes Dental, Health, Life, and Vision insurance to mention a few. Achieving Organizational Objectives Superior Energy Services improved its earlier targets and established new targets to enhance continued advancement and direct the company towards its leadership objectives with the purpose of better aligning the performance of the company with environment, health, safety, and social responsibility strategy. A number of the targets encompass end-of-process targets, for instance, enhanced safety performance, decreased air emissions, and concentrating on the outcomes of its strategies. Further targets are the in-process targets that concentrate on the best manner in which the company could carry out its endeavors (Guest, 2011). Even though adherence to environment, health, and safety is still the major section on the company’s operational anticipations, the compa ny comprehends that its activities have to be centered on offering a significant involvement in the interests of the societies where they function. Additionally, with the requirements of enhanced transparency, it is vital to have a strong practice of stakeholder involvement in position. With the state-of-art skills, Superior Energy Services will achieve its organizational objectives. In this regard, the concentration of the company is developing and attaining new outcome targets, considerably boosting the overall performance and setting up methods to emphasize line management accountability. This will necessitate the company to turn its approach into a game plan and ensure accurate assessment of its performance. Technology Deliberations To accomplish productivity with respect to the organizational goals, Superior Energy Services requires offering strategic management and guidance in the creation of consistent, organized, responsive, and lucrative best practice expertise. The company should address Architecture Governance to make sure that the application of technology is in line with the overall planning roadmap, technological values, and present and rising best practices in the sector while coordinating with Information technology to ascertain that the applied technology encompasses every applicable contribution and viewpoint. The managers should cautiously guide, mentor, and supervise a technological team of experts such as engineers and architects while watching over the establishment of technological policies and systems. Such professionals in the company will establish and suggest policies for technological resolutions anchored in the evaluation of the company’s aims and future objectives (Buller McEvoy, 2012). Labor Marketplace and the Suitable Labor Law The stresses of oil and gas companies in the labor market are turning greatly evident. Such stresses keep on affecting the set project outlays with some of the plans being interrupted or abandone d. A common difficulty for oil and gas companies lies in infrastructural limitations. The varying competitiveness and rising technologies and skills have turned into a great challenge to many companies. With increased demand in the labor market, companies encounter the unparalleled pressures to maintain and develop talent. To stay abreast of the exceedingly vibrant and competitive labor market, Superior Energy Services requires developing a strong talent channel (Tooksoon, 2011). With different challenges in the labor market, labor laws are devoted to safeguarding working families that have the heaviest burden in case of violations. For instance, the Fair Labor Standards Act (FLSA) normally deals with violations arising from inappropriate compensation of overtime. The FLSA demands that every covered worker has to be compensated a minimum of 7.25 US dollars per hour, in addition to time and 50% their normal rates for each hour they operate past forty each week. The law also forbids e mployers from hitting back in opposition to workers that apply their rights in accordance with the law. The FLSA affirms that employers that go against the law are liable to workers for redress (Weissbrodt Mason, 2013). Another applicable labor law is the occupational safety and health (OSH) Act, which is interested in the security and wellbeing of employees. Additionally, the OSH Act is also set to safeguard co-workers, members of the family, clients, employers, and other people that could be distressed by the workplace setting. For instance, employers have the task of taking sensible care for the wellbeing of their workers. Companies Preparing To Embrace Change Apart from Superior Energy Services, other companies preparing to address changes in their Human Resource Management practices include Citrus Energy, Anadarko Petroleum, and Chesapeake Energy. These companies possess the mining rights and safeguard the technological and specialized labor force required to identify extracti on locations, build them up, finish drilling, and get wells set for production. In alignment of Human Resource practices to the main business projects, the companies are employing subcontractors for nearly all operations in the drilling or well locations. The employed subcontractors do extraction and geological activities, land renting and acquirement, and oilfield backing services. Human Resource Concerns Cutthroat competition for talent in the industry is compelling Superior Energy Services to mull over its human capital requirements and the policies needed to maximize its approach to and maintenance of professional and experienced employees. Since some of the necessary skills are highly transferable to other sectors, the oil and gas sector might get itself competing with other industries for required talent while as well struggling to create new talent (Alfes, Shantz, Truss, Soane, 2013). The requirement for competent employees will compel Superior Energy Services to sharpen its focus with respect to hiring, training, and retention of talent, in addition to establishing a lasting inclusive human resource policy. Devoid of execution of excellent strategies, Superior Energy Services risks losing for poor performance in the sector. The gains will be immeasurable if the company centers on developing and fostering its talent team, and difficulties overwhelming if it takes a more lackadaisical advance to its human capital. Recommendations Ensure Retention and Stability of Workforce To ensure the development and retention of a stable labor force, Superior Energy Services should promote a competitive skill-based pay and offer inducements to workers that demonstrate inventiveness and leadership attributes. This will persuade the employees to attain the necessary skills and offer the company the flexibility to handle the varying needs of the clients (Tooksoon, 2011). Enhance Training The required understanding and responsiveness of employees varies with time and mar ket demands. To ensure a lasting, competent labor force, the company should change its training approach with varying market demands and offer fresh training to old employees as a way of updating them for improved effectiveness (Dreher Dougherty, 2002). Keep Employees Safe and Occupied For competitive advantage in the struggle for skilled labor, Superior Energy Services should concentrate on first-rate, safe, and encouraging environments for its employees. One way would be through ensuring growth by fair promotion of employees from new hires, supervisors, to senior managers and offering seniority-based pay (Tooksoon, 2011). Conclusion From its establishment in 1980, Superior Energy Services has retained a leading position in numerous developments that profit oil and gas customers and producers. Nevertheless, regardless of taking a leading position, the company has Human Resource Management issues to handle to ensure that it sustains its success and improves its performance. The str esses in the labor market are turning greatly evident and could affect the set project outlays resulting in interruption or abandonment of some plans. Aggressive competition for talent is compelling the company to mull over its human capital requirements. Some of the recommendations offered encompass enhancing training and seeking ways to ensure retention and stability of the workforce. References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behavior: A moderated mediation model. The international journal of human resource management, 24(2), 330-351. Buller, P. F., McEvoy, G. M. (2012). Strategy, human resource management and performance: Sharpening line of sight. Human Resource Management Review, 22(1), 43-56. Dinger, E., Schell, T. (2014). Superior Energy Services, Inc. Farmington Hills, MI: Gale, Cengage Learning. Dreher, G., Dougherty, T. (2002). Human resource strategy: A be havioral perspective for the general manager. Boston, MA: McGraw-Hill/Irwin. Guest, D. E. (2011). Human resource management and performance: Still searching for some answers. Human Resource Management Journal, 21(1), 3-13. Superior Energy Services. (2015). Retrieved from https://superiorenergy.com/ Tooksoon, H. (2011). Conceptual framework on the relationship between human resource management practices, job satisfaction, and turnover. Journal of Economics and Behavioral Studies, 2(2), 41-49. Weissbrodt, D., Mason, M. (2013). Compliance of the United States with International Labor Law. Minnesota Law Review, 98, 1842.

How to Answer “Why Have You Had So Many Jobs”

How to Answer â€Å"Why Have You Had So Many Jobs† You’re sitting in the interview, and things are going fine, when the hiring manager looks up from your resume, eyebrow raised, and asks the question you’ve been dreading: â€Å"You’ve had an awful lot of jobs, haven’t you? Can you walk me through that?† DO understand why this is a potential red flag.You probably had reasons for every job switch on your resume. The interviewer doesn’t know that- all he or she knows is what’s printed in black and white on that fancy cream-colored stock. He or she doesn’t know if you’ve been fired from every position you’ve ever held, or if you’re a serial quitter when a shinier new opportunity comes along. Before they can hire you, they need to get a solid sense of your employment history to help determine whether you’re a good bet for this company. If you look like a flight risk, the company might not be willing to make that investment in you.DON’T assume this m akes you look bad by default.The fact that the interviewer is calling attention to your, uh, varied history is not meant to make you feel ashamed, like some kind of job floozy. If you’re asked to clarify (or even just given an opening to do so), take a deep breath and make sure you have an elevator pitch-style explanation.DO make sure you have context for all of it.A shoulder shrug or a long, awkward pause is the least helpful response you can give here. Be prepared to talk about why you have a variety of jobs listed over a short(ish) amount of time.DON’T make stuff up.If you’re asked about the jobs you’ve listed on your resume, be honest. You don’t have to give every gory detail about why you left a particular job, but if you stick to the broad outlines you should be okay. For example: I was let go due to a company restructuring at XYZ Corp, and it wasn’t until I landed at the Elite Agency the following year that I felt like I was back on t rack, professionally.It’s okay to admit that you left jobs in the past because they weren’t a great fit for your professional goals, but be sure to reiterate that you see this current opportunity as having long-term potential.DO consider revising your resume to edit out some job change details.Do you really need every single one of your jobs on there? If you have entries on your resume that lasted less than a year, think about whether that job really adds relevance to your history. If you’re not using anyone from that job as a reference and it wasn’t a major cornerstone of your relevant experience, then consider dropping it.For example, this block of your resume†¦Edgy.com Marketing Coordinator, March 2010 – February 2012 Whirlwind Inc. Marketing Coordinator, February 2012 – November 2012 MakeAMatch.com Social Media Director, November 2012 – June 2014†¦could be narrowed down to this:Edgy.com Marketing Coordinator, 2010 â€⠀œ 2012 MakeAMatch.com Social Media Director, 2012 – 2014This way, you’ve smoothed over an interim job that looks like an odd blip, without leaving a gap. This can also avoid awkward explanations about why you left that middle job so soon.If this question comes up in your interview, take heart- it’s not necessarily a dealbreaker. It’s a conversational opening to give context and explain how those jobs turned you into the stellar candidate you are today.

Ethology on monogamy Essay Example | Topics and Well Written Essays - 750 words

Ethology on monogamy - Essay Example In the work of Eibl-Eibesfeldt it is arguable that men have a higher reproduction potential as opposed to women (235). This means that men can produce as many children as possible as opposed to the women (Eibl-Eibesfeldt 235). Ethologists also argue that men hold the perception that they can produce children, not take care of them and get away with it. The society in this case, has been categorized as a patriarchal one that sees propagation of genes, by the ones in control of the natural resources the means of production in the society (Eibl-Eibesfeldt 235). This trend needs to be replaced by monogamy. On the contrary, I would argue against this fact by indicating that women also have a way of accessing means of production, and having the number of children they wish as opposed to the archaic times. This will prevent the rising of groups of promiscuous men in the society. Adultery should, therefore, not be termed as a norm in the society. Eibl-Eibesfeldt says that in the globe today, women are also polyandrous, whereby women can marry as many men as they wish (236). Systems have in this case been reversed. On another viewpoint, Eibl-Eibesfeldt indicates that hyper-sexualization is immoral (235). In human beings, sexual behavior is as well for bonding as opposed to procreation exclusively. Besides the need to have children, there is need for a couple to have extended needs with their couples. Both the man and woman are able to care for children, usual for Homo sapiens. Group marriages are then disqualified; thus, man is not allowed to fall in love with other females (Eibl-Eibesfeld t 236). Sexual freedom is then confined to one person; an argument that leads to Eibl-Eibesfeldt indicating that patriarchal families need to be dissolved as they are unnatural and exploitive (236). Monogamous families are victorious, as one gender mostly the woman paves way for the leadership of the male as the head of the family, as opposed to the polygamous families, that have various centers of power. Jensen says that in monogamous marriages, both males and females bond for a while, and that both parents contribute to caring for the offspring (80). This clearly indicates that the males have no justification of leaving the child behind with the mother on the basis that the women need to care for the children. The males then have no time to look for other women but contribute equally in caring for their offspring. This concurs to the thoughts of Joanna, who indicates that monogamy is not an exception, but to a certain extent, a rule that ought to be adhered to by humans (256). Joa nna also indicates that females, without paternal assistance are clearly unable to raise their off springs in the right manner (263). The research also indicates that males and females need to take turns in caring for the child, an aspect that leads to the males having no option, but to care for their child, and not shift their attention to other females. Adultery, in this case, is forbidden. On a lighter note, Jensen indicates that men ought not to be monogamous as males will only maximize their reproductive prowess by assisting their mates in a joint offspring upbringing (80). Breeding with a huge number of females, creates a harsh situation whereby the females cannot defend themselves against competitors of the means of production, with the existing scarce resources. Additionally, males should not be polygamous as the physical environment is too insensitive and callous in a manner that the females cannot provide for their offspring single- handedly. Monogamous men are also instru mental in the planning of breeding dates; thus, ease the