Frame Of Organizational Structure Work Specialization Commerce Essay

Frame Of Organizational Structure Work Specialization Commerce Essay We are joining an organization as management trainee, we are asked by the boss to make a report and present our findings about the organizational structure, culture and leadership approaches in the management. EXECUTIVE SUMMARY In this assignment for the task of P1 we discussed the culture and structure of different departments of organisation under study. It also discussed about the prevailing structure and culture of an organisation. Then for the task of P2, it is explained that how structure and culture have positive or negative impact on the performance of an organisation along with the examples from real life. In the next task those factors are discussed which influence the buyer behaviour. It is focused on relevance understanding of each other, personality traits and types. For the task of M1, the prevailing structure and culture of organisation is discussed with the view that we can see the concepts in real life. As it is understood that no organisation is perfect, there must be any issue or problem therefore for the task of D1 problems are identified regarding structure and culture and give recommendations about management learned in class. TASK FOR P1: ORGANISATIONAL STRUCTURE: Every organization should have Organization structure because it tells about every level of hierarchy that who is responsible to whom and also shows the position of a person. Organization structure consists of vital pillars which show that what an organization is composed of. FRAME OF ORGANIZATIONAL STRUCTURE:- WORK SPECIALIZATION: Work specialization is main factor of organization structure. In an organization there are several jobs along their workers. As every worker performs individually their tasks so they do performing that activity again and again and get trained and work specialized in their field. This factor is gives advantage and disadvantage both e.g. In a Honda Company there are many portions. Every worker becomes specialist on their portion by doing one job. He could be more accurate and efficient as he will be used to it and he can do it in less time. In less input that worker will give more output and the disadvantage is that if the work specialized person is absent so the production will stop. By doing the same job he might be bore so the moral will be down. DEPARTMENTALIZATION: Though departmentalization jobs are divided into the specialize work and they perform the tasks as groups. Following are the forms of departmentalization: Customer Departmentalization Geographical Departmentalization Functional Departmentalization Product Departmentalization Process Departmentalization CHAIN OF COMMAND: Chain of command is the responsibility and proper line of authority in the organization. Classical theory explains hierarchy or structure that who reports to whom, and clarifies the position. It tells about the duties and responsibilities of given tasks in organization. SPAN OF CONTROL: It explains the actual position of the manager in the organization that how managers are controlling their sub co-ordinates. We have two types of span of control. Tall and narrow Flat and wide. TALL AND NARROW: In this factor manager can handle five to eight sub co-ordinates. It is much easier to handle minimum people because good communication and understanding will be there. Supervision will be stronger its means that the distance between CEO and lower managers is very less. Manager will be answerable to CEO. CEO does not have to handle all workers or employees. FLAT AND WIDE: This is totally opposite to the tall and narrow. In this there are many sub co-ordinates under the manager. So its too much difficult to handle many people. Motivation to everyone is much difficult and normally human can handle few people. So as a result there will be no attraction or interest in work and moral will be down. There will be no communication between the manager and employees because its not easy to ask about the daily work result and this is not in favour of organization. CENTRALIZATION AND DECENTRALIZATION: It tells about the organization structure that who is the decision maker in the organization. Who has the power and the authority to make a decision for the firm. In the centralization decision making is concentrated by the single person and the decision making is done higher hierarchy and without interaction from the lower level. In the decentralization decision making is distributed in the hierarchy throughout the organization. It is beneficial and decisions are taken more quickly and more confidently. Every employee is the decision maker and he will feel himself an important part of an organization. MATRIX STRUCTURE: Matrix structure is the combination of the product customer, functional departmentalization. An organization which has a matrix structure it has the team work. Every department is responsible for their section. This team work is up to the project time. If the project time is over then they divert to another project. Here the project manager is responsible after the completion of the project and budget. ADVANTAGES: Supports inter-disciplinary, co-operation and multi-function working Combines the benefits of specialization of the product/project structure Develops tolerance of flexibility DISADVANTEGES: Here in this sector there is a big disadvantage of the loyalty between the managers and the project manager over the location of funding, budget and recourses Costs of added management positions and meetings Slower decision making Possible competition between dual managers ORGANIZATIONAL CULTURE: Organization culture is the set of values, rules, beliefs, attitudes and regulations these factors can help members of the organization to know how we will work. To whom we will report? What are we doing? Why this is important? CULTURE: Culture is like a backbone for the organization because it is the internal environment and it plays a important role in success of the firm. TYPES OF CULTURE: POWER CULTURE: Power culture is centralized. This culture may found in the small kinds of businesses. Control is the basic element. The decision maker is alone. There is no consultant. The organization may react quickly to the danger. WELFARE/PERSON CULTURE: Basically this kind of culture is welfare. This culture is for the sake of society. This kind of culture can be in the group or individual aim but mostly group. TASK CULTURE: It is basically a team work based approach to complete a particular task or project. This culture is more common that business where the organization will establish a project team to complete the project in the particular time. Employees feels motivated because they are in power to make decisions within their team or give ideas, they will also feel good and valued because they may have been selected within that team and given the responsibility to do any task and this factor will motivate the employees. ROLE CULTURE: Role culture is common in most organizations nowadays. In a role culture, organizations are split into various functions and each individual within the function is assigned a particular role or task. The role culture has the benefit of specialization. Employees focus on their particular role as assigned to them by their job description and this should increase productivity for the company. This culture is quite logical to organize in a large organization. STRUCTURE OF ORGANIZATION UNDER STUDY: The organization we have selected in ALLIED BANK LIMITED. The main branch present at Hayatabad Phase 5. ALLIED BANK has a tall structure. There is a president who looks after the whole structure or activities there and he is only one who is answerable or accountable to regional manager. After president there is branch manager. After branch manager there are other different posts and authorities given to people working there. Like the regional does not ask the cashier anything, the cashier is answerable to branch manager and branch manager to president and then regional manager. Branch we have selected it has wide range of authorities because on the ground floor they have settled the entire banking network and the rest of the building they do their own official work. It is a centralized system because the decision making authority lies with only one person. The president give order to manager and then manager convey orders to the employees working there. No one can make decision or do anything in bank work without asking the boss. They do what is said or decided by the higher hierarchy. CULTURE OF ALLIED BANK LIMITED: As we mentioned above that culture is the back bone of any organization. It tells that what are the organization rules and beliefs. ALLIED bank almost covers all types of cultures. Allied bank have given authorities on different levels according to which they have the right to make decision in some places. Thats why they have power culture. As a welfare culture Allied bank is not into any social work or something but the employees working they can have a lot of benefits. Clerks or lower level staff working there can have many good options. They can buy anything with the help of bank and they will pay on instalments. Other options they can use includes medical and basic needs. TASK FOR P2: ANALYZING THE RELATION BETWEEN CULTURE AND STRUCTURE: Culture and structure is working like a backbone in the organization. It creates a new concepts and strategies which can affect or change any level of planning. When it applies on hierarchy of organization then implications of organizational culture and structure will be implemented to the government companies etc. Organizational structure and culture can affect progress of organization in both positive and negative way. In the positive way it differentiates the organization from other organization which doesnt have a culture and structure. It explains the limitation of the firm. It provides a sense of understanding among the employees to know each other for the success and achievement of organizational goals. It can provide or bring stability and social system in the organization. In any organization having culture and structure will be having working environment and also provides appropriate standards of working environment. Every organization has different policies, rules and regulations that how to communicate with the employee or co-workers. The organization also shows about the responsibilities that who will report to whom. Culture and structure has also some drawbacks on the business progress. If the organization culture is too much complex then in the organization decision making will be very slow and also there will be centralized decision making in which the lower level employees will not be entertained. TASK FOR M1: PREVAILING STRUCTURE AND CULTURE IN ORGANIZATION: TALL AND FLAT STRUCTURE: The organization we have selected is ALLIED bank limited. The structure they are prevailing is tall and narrow structure because there is a regional manager on the top of whole system. After that branch manager and then the authorities are sub divided which means that it is clear that who is answerable to whom. Tall structure in an organization means that organization will have large number of levels of management hierarchy. As authorities are sub divided at lower hierarchy therefore it also has flat structure at lower level of management. In the system of ALLIED bank they cover different aspects of organizational structure which are as follow: People who are assigned to their posts have are specialized in their work. They know what to do and what is their job. They are not given any other duty apart from their specialized skill. There are also different departments in this organization. Banking department, ATM department and different places for official work also. It also fulfills the concept of departmentalization. As mentioned above they know who is accountable to whom, this covers the idea of chain of command. CENTRALIZATION AND DECENTRALIZATION: In centralization the decision making authority lies only at higher level. Therefore ALLIED bank limited is also a centralized system because all the decisions are made at higher level. The authority is not delegated throughout all levels of organization. Everyone is answerable to their respective boss. They do not have any right to make any decision without asking their boss. So ALLIED bank limited is a centralized organization where all the decisions are made at higher level or hierarchy. CULTURE: ALLIED bank limited covers different aspects of culture too. As we know that culture is the image of any organization. It represents the environment of that organization. ALLIED bank has power culture because everyone has given the authority on the basis of their specialization. They have the complete right to use their power on different and respective levels. People working in ALLIED bank also have role culture because all of them perform their own job. They also fulfill the task culture idea because the task assigned to an individual or groups is also fulfilled or by completing different projects. TASK FOR P3: ANALYZE FACTORS WHICH INFLUENCE INDIVSUAL BEHAVIOUR AT WORK: There are many terms and influences which can change the individual behavior but the most important one is personality and perception. PERSONALITY: Personality will be defined as the distinctive traits and the characteristic of a person and the relation to the others and the response from the other people around. It includes five factors of personality known as OCEAN which influences behavior at work. OPENNESS TO EXPERIENCE: High openness to experience has broad interest and having a wide imagination. In other hand low openness are conservative and conventional. CONSCIENTIOUSNESS: Individual with a high level are original and effective. Their focus is just on their job and if this level is low in someone then that person will be very slow, careless and undutiful. EXTRAVERSION: In high level its shows energetic or if it is in low level may be described as quite, shyness and unsocial. AGREEABLENESS: Its good to have high agreeableness because it brings kindness friendly and a team worker. NEUROTICISM: It tells about the effectiveness and emotional control in a body. If neuroticism is high in a body then it shows nervousness, sensitivity and instability and where it is low levels shows confidence, emotional stability and activeness. TASK FOR D1: IDENTIFYING THE PROBLEMS AND RECOMMENDATIONS PROBLEMS: The structure and culture we have explained will have the following problems if it is in any organization. First of all there will be lake of delegation. Everyone have to do their respective job by which they might get bore and demand for any change which might an organization fail to provide. There is also a chance that may be an individual have a new idea but he cannot convey it to the higher authority because it is a tall structure, this also can degrade the employees. Last and the most important problem that might occur is the communication problem. If any decision is made, it will take time to filter down to the lower hierarchy which is wastage of time. Similarly, if there is any problem in office or an individual have any issue so it will also take longer to inform the high level authority. This is the main drawback about tall structure. The communication problem can affect any organization very severely. By having tall structure, the organization have to increase administration which will result in costs. RECOMMENDATIONS: Recommendations about the mentioned problems are as follow: There should be some way of communication for low level employees to communicate with boss. If they have any new idea to share or any issue to be solved so they can easily communicate with higher hierarchy. When I asked the employee working in ALLIED bank about his communication with boss, he was not satisfied. He said that once he wanted to go for leave, he got the leave but after about 3 days because of lake of communication with boss. He gave application which should be signed by the branch manager. It is not difficult thing to do but dont know why it took so long. So there should be some communication in the whole structure. If an organization increases its administration, it will be very expensive. So they should try to work efficiently as much as possible. We have seen clerks in ALLIED bank which were sitting free for long time. They should not hire even clerks if there is no need.

Social Psychology: Concepts and Research

Social Psychology: Concepts and Research Sophia Ashraf Social Psychology Assignment At times people and groups resort to negative, cruel and even murderous behaviour. Drawing upon contemporary or historical examples analyse whether this behaviour is influenced more by social pressure/structure or by something more personally sinister or selfish. Social psychologists have devoted extensive interest in studying the attitudes, feelings and behaviours of human beings. They have come up with numerous explanations for both helpful and aggressive human behaviours. Philosophers explain these differences in terms of human nature. For instance, Rousseau believes humans are innately peaceful creatures. Therefore, anti-social behaviours are a consequence of wider societal and structural factors. In contrast, Thomas Hobbes believes humans are born evil and are predisposed to criminality. Overall, history is filled with numerous examples of altruistic behaviours. One such example is of Oskar Schindler, who risked his life and saved over 4,000 Jews during the Holocaust. Equally, history has also witnessed inhumane atrocities which include the My Lai Massacre in Vietnam in the 1960’s and the Rwanda and Bosnia genocides of the 1990’s (Hogg Cooper, 2007; Hogg Vaughan, 2014). Social psychologists have offered numerous explanations that influence the behaviours, attitudes and perceptions of people, in performing horrendous crimes against humanity. These include: social pressures like conformity and obedience, and also individual personality traits such as possessing an evil, sadistic and psychopathic character. In this essay, I will use examples of historical and contemporary atrocities, social psychological studies and theoretical concepts to explain the reasons behind why certain individuals and groups commit negative, cruel and murderous behaviours. In doing so, I will analyse whether this behaviour is influenced more by social pressure/structure or by something more personally sinister or selfish (ibid). Social psychologists identify obedience as a major social influence on human behaviour. This is because it involves obeying the orders of other living beings. Psychologists have found obedience to have both a positive and negative impact on human behaviour. For example, it prevents chaos in everyday life as people are socialised to obey laws such as traffic lights, and do so even without the presence of an authority figure. Alternatively, obedience has also proven destructive as many people have blindly obeyed the orders of an authority figure without thinking of the consequences of their actions. Social psychologist Stanley Milgram (1963, 1974) was highly interested in the effects of obedience on human behaviour, and in particular whether an individual would follow the commands of an authority figure if it involved harming another living being (Aronson et al, 2013; Hogg Vaughan, 2014). In 1963, Milgram carried out a famous ground-breaking experiment on obedience to authority at Yale University. He recruited around forty participants from the community via an advertisement, to participate in a study that tested the effects of punishment on learning. The experiment consisted of three roles which include an experimenter who was a man dressed in a white lab coat, a teacher whose role was always played by the participants, and a learner named Mr Wallace who was actually a confederate of the researcher. All participants were provided with a shock generating machine which had thirty levers in total and ranged from 15 to 450 volts. Participants were also given a sample shock of 45 volts before the experiment commenced. As part of the study, Mr Wallace had to learn a set of pair associates, whereas the teacher was required to administer electric shocks progressively to the learner each time they gave an incorrect answer (ibid). During the experiment, the learner made some correct and incorrect responses. Whenever the learner received a shock for an incorrect response, he would cry and scream in pain and often demanded to be released from the experiment. Consequently, this made participants feel agitated and want to withdraw from the research. In response, the experimenter would reply with a series of direct coercive statements such as ‘the experiment requires that you continue’, and ‘you have no other choice, you must go on’. (Hogg Vaughan, 2014: 242). Milgram’s initial assumption was that his participants would refuse to follow orders that involved harming another individual. However, he was extremely shocked when his results revealed that 65% of his participants continued administering electric shocks till the very end. This study illustrates the devastating impact of obedience, a social pressure which induces ordinary people to perform damaging acts against innocent vict ims (Hogg Vaughan, 2014; Helm Morelli, 1979). Milgram’s experiment has received considerable support from numerous researchers such as Hofling et al, 1966 who found that nurses also obeyed doctor’s orders to administer what they knew were harmfully incorrect doses of drugs to their patients. Milgram’s study has also received substantial criticism for its ethical concerns. Firstly unknown to the participants, the learner was actually a confederate who did not receive any electric shocks throughout the study. Secondly, Milgram’s participants were not provided with a fully informed consent and right to withdraw. This is because the experimenter verbally prodded them to continue during the experiment. His participants were also deceived about the true aims of the study, as Milgram was actually investigating the effects of obedience to authority on human behaviour. Milgram’s findings also lack generalisation to the wider population. This is because the study involved male participants and was conduc ted in a laboratory setting which does not reflect real life situations (ibid). Many historical and contemporary crimes have been committed in the name of obedience to authority. These include historic atrocities witnessed during World War II and the Nazi era, and also contemporary atrocities such as those which have been witnessed in Iraq, Afghanistan and Syria. In all of these horrific events, the perpetrators have claimed to be following orders. For instance, the Nazi official Adolf Eichmann who was held responsible for the death of six million Jews claimed he was following and implementing Hitler’s orders. Eichmann’s trial was covered by the journalist Hannah Arendt (1963) in her book ‘Eichmann in Jerusalem: A report on the banality of evil’. Like Milgram, Arendt was also interested in what made Eichmann and other war criminals commit such devastating crimes against humanity (Aronson et al, 2013; Hogg Vaughan, 2014). Within her book, Arendt reveals a shocking finding and asserts that ‘these ‘monsters’ may not have been monsters at all. They were often mild-mannered, softly spoken, courteous people who repeatedly and politely explained that they did what they did not because they hated Jews (or Muslims etc.) but because- they were simply obeying orders’ (Hogg Vaughan, 2014: 240). Here, Arendt illustrates the importance of structural explanations, in particular obedience which a form of social influence that predisposes war time criminals to commit negative, cruel and murderous behaviours. Nevertheless, this structural explanation has been criticised for ignoring the very fact that an individual’s pathological personality and a group’s cultural norms, may also make them more vulnerable to anti-social and murderous behaviours (Aronson et al, 2013; Hogg Vaughan, 2014). To explain a perpetrators negative human behaviour, Milgram makes reference to the terms the agentic state which denotes absolute obedience. He claims that within the agentic state people see themselves as mere instruments obeying the commands of an authority figure. As a result, individuals experience a diffusion of responsibility for their actions. This is because they transfer personal responsibility onto the authority figure. For this reason, Milgram believes that the agentic state can be used to explain the behaviour of perpetrators, who claim they are not liable for their actions as they were simply following orders. Moreover, even the threat of punishment for disobedience can force many people and groups to perform criminal behaviours against their own wish. However, it must be noted that not everyone obeys the commands of an authority figure, and many people do display resistance to commands that go against their own beliefs (ibid). Social psychologists have also identified conformity as another major social influence on human behaviour. It is defined as a process in which the individual changes their attitudes and behaviours in accordance with the group’s views. Psychologists have identified two types of conformity. These are informational and normative social influence. Firstly, informational influence is a type of conformity where the individual relies on information, knowledge and opinions of others as evidence about reality. Secondly, normative social influence is a type of conformity which is heavily based on others expectations. Here, the individual conforms because they feel a need to gain acceptance and social approval from their group. They also want to avoid feeling socially ostracised. In support of conformity pressures Mark Twain asserts, ‘we are discreet sheep; we wait to see how the drove is going and then go with the drove’ (cited in Kassin et al, 2008: 221). This quote shows how suggestible and compliant people can be as a result of numerous group pressures (Aronson et al, 2013; Kassin et al, 2008). The famous psychologist Philip Zimbardo was highly interested in understanding the downside of conformity, and coined the concept ‘The Lucifer Effect’ to describe how good people turn evil. In 1971, he conducted a famous study named the Stanford Prison Experiment, where paid volunteers were randomly assigned to the role of either a prisoner or a guard. The prisoners were arrested from their house, and were taken to a prison which consisted of bare necessities. Their possessions were removed from them and they were provided with a uniform and a unique ID number. Alternatively, the guards were also given a uniform to wear, along with items such as clubs and whistles which were symbolic of their authority. All prisoners were required to follow a set of fixed rules; otherwise they risked receiving severe punishment (Baron and Branscombe, 2012: Meyers, 2008; Zimbardo, 2007). Within the experiment, Zimbardo played the role of a prison warden who was interested in observing the reactions of his participants. He also wanted to know whether his participants would conform to the norms and requirements of their roles and whether they would behave like genuine prisoners and guards. Zimbardo found that the prisoners were rebellious at first but, then later became passive whereas, the guards grew more and more brutal and sadistic in their character. This was seen in the manner in which they harassed and dehumanised prisoners. Zimbardo found that these changes in behaviour were so disturbing that it became necessary to end the study after six days, when initial plans called for it to last two weeks. According to the individualistic explanation of crime and deviance, such inhumane behaviours may be attributed to individual factors such as a genetic predisposition to criminality (ibid). In opposition to the individualistic explanation, Zimbardo (2007) adopts a structural perspective to explain his findings. He argues that a person inclination to conform to the norms of their social roles such as that of a soldier or prison guard can have harmful consequences, as they may make decent people perform indecent behaviours against members of their own species. A real life parallel to the Stanford Prison experiment is the disturbing events of the Abu Ghraib prison which started in Iraq in 2003. In this horrific event, American soldiers physically abused Iraqi prisoners as they perceived them to be less than human. According to the individualistic explanation, these horrific atrocities are attributed to individual deficiencies and limitations. For instance, people who are labelled psychopaths, sadists, and evil creatures are more vulnerable to behave inhumanely with innocent people than psychologically normal people (Aronson et al, 2013: Baron and Branscombe, 2012; Keller, 2006). In relation to the Nazi Holocaust, the historian Daniel Goldhagen argues that ‘many German citizens were willing anti-Semitic participants in the Holocaust, not mere ordinary people forced to follow orders’ (Kassin et al, 2008: 243). Therefore, it may well be argued that the Germans had a character defect and were prejudiced and pathologically frustrated individuals. These factors influenced them to behave with cruelty towards others. On the other hand, developmental psychologists argue that anti-social and aggressive personality disorders can also predispose individuals to resort to criminal behaviours. For example, Adorno et al, 1950 adopts a psychodynamic framework and argues that early childhood rearing practices that are harsh and authoritarian produce individuals who are obsessed by authority and are more likely to be hostile and aggressive towards other people. This provides support for the claim that personality factors cause individuals to behave in a negative and cruel manner towards others (Aronson et al, 2013; Hogg Cooper, 2007; Kassin et al, 2008). In conclusion, social influence has proved to be a fundamental area of inquiry for social psychologists who attempt to explain the numerous influences on human behaviour. Psychologists argue that people and groups are subject to powerful and complex social pressures. These may originate from people, groups and institutions. Social psychologists explain violent and anti-social human behaviours as being either attributed to the individual, situation or system. Social psychologists have identified conformity and obedience to play an important role in influencing human behaviour. They have also identified individual factors such as a genetic predisposition to crime and also personality attributes such as a possessing a selfish, sinister and authoritarian personality to predispose people to behave criminally. There are also other factors that may shape. These include prejudice, discrimination and a radical ideology which may predispose people and groups to behave inhumanely with others. O verall, research on crime and deviance have revealed that it is highly complex to determine whether negative, cruel and murderous human behaviours are due to social/structural pressures or individual factors or a combination of both. Sexual Offences Act 2003: An Analysis Sexual Offences Act 2003: An Analysis The questions as posed raises a number of issues concerning the interplay between child and youth sexuality and the criminal law that is not readily resolved. The question shall be addressed using the following analytical approach that is intended to be considered progressively, commencing with the identification of the specific provisions of the Sexual Offences Act that demand the greatest scrutiny in when considering the interests of children. The analysis then explores the implications of the key terms employed in the question and how each may be interpreted in light of the Sexual Offences Act provisions; ‘children, ‘protection, ‘sexual abuse, ‘legitimate sexual behaviour, and ‘mistake are highlighted. The expression ‘over-criminalise is afforded a distinct consideration in view of the breadth of the potential sexual acts that might be prosecuted pursuant to the Act, coupled with the potential reach of both police and prosecutorial discretion in these proceedings. The analysis includes the review and inclusion of relevant academic commentaries that consider the issues noted above; the paper concludes with the assertion that while the Sexual Offences Act is an imperfect mechanism upon which to construct a protective scheme for children who are exploited or otherwise the victim of nonconsensual sexual activity, the current statute represents a legislative scheme that is clearly rooted in the public interest and one that addresses a number of important societal issues. The Sexual Offences Act, 2003 The Act provides for the regulation of a broad range of defined types of sexual misconduct. Commencing with s. 5 (Rape of a child), the enumerated Child Sex Offences provisions that are set out at sections 9 through 19 define the age limits applicable to establishing proof of the various enumerated offences. Section 10 (Inciting a child to sexual activity) is an example of the age definition employed in all of the Child Sex Offences: A person aged 18 or over (A) commits an offence if he intentionally causes or incites another person (B) to engage in an activity the activity is sexual, and   Ã‚  Ã‚  Ã‚  Either: (i) B is under 16 and A does not reasonably believe that B is 16   Ã‚  Ã‚  Ã‚  or over, or (ii) B is under 13 Various acts of sexual touching are criminalised: the offence of ‘Grooming (s.15) is noteworthy in that the proof of the offence does not require proof of any physical contact directed by the perpetrator to the child victim to establish criminal liability for a sexual offence. The ‘grooming provisions are primarily directed to Internet based contacts (such as by way of Internet chat rooms) or mobile telephone media, such as text messaging between adults and children as defined. Commentators have suggested ‘à ¢Ã¢â€š ¬Ã‚ ¦that applying the ‘grooming clause in practice is highly problematic given the difficulty of demonstrating ‘sexual intent towards a childà ¢Ã¢â€š ¬Ã‚ ¦(previous case law) à ¢Ã¢â€š ¬Ã‚ ¦illustrates the extent to which some sex offenders are prepared to go to secure a child for sexual activity and the overt manner in which ‘grooming occurred. The penalty provisions of the Act generally invite one of two types of dispositions. For the more serious offences such as rape, the maximum penalty is 14 years in prison; for the lesser offences the maximum penalty is a 5 year term. Subject to the definitions contained in each section, most offences are also capable of prosecution by summary means and a corresponding maximum penalty of 6 months in prison, or fine in the alternative. These provisions are considered in the context of the suggested ‘over-criminalisation, below. Key words As noted in the introduction, five words and phrases extracted from the question are employed to advance the present analysis. ‘Children It is submitted that while the definition of ‘child may be variable and highly dependent upon the context of any particular sexual circumstance, the age parameters set out in the Act are generally appropriate for the following reasons. While a child aged 13 or under may have the physical maturity and the emotional desire to engage in sexual activity (this varies significantly from person to person), there is strong academic support for the proposition that a young person of this age will generally lack the appreciation of the consequences of sexual activity, coupled with a lack of emotional maturity to necessarily deal with the activity in a safe and socially acceptable manner. Further when children are provided with the opportunity to use the Internet to make contact with virtual strangers, one comprehensive study revealed that over 60 percent of a sampling of London children aged 10 to 13 had limited understanding of the extent to which others could potentially harm them if they were not discreet concerning their personal identifiers or if they agreed to meet someone they did not personally know. In many respects the statutory definition may be regarded as a societal approximation. For any critic of the Act who believes that the age bar is set to high, particularly with regard to the 13 to 16 year old age range that involves the additional consideration of the concept of honest and reasonable mistake as to age, there are significant segments of modern UK society that define a child not simply by their biological age but in terms of their status as members of the family household, or as unmarried persons. Without stereotyping a particular group, the conservative elements of Christian, Muslim, and Jewish faiths all hold strong cultural / religious views that would place the definition of a child above age 13, or above age 16 where the mistake defences are invoked. An anomaly in the legislation is the disparity between the general age of majority laws in the UK and the sexual offence age provisions in some circumstances, a person can have consensual sexual intercourse at age 16 but be prohibited from voting, consuming alcohol, or entering into most kinds of contracts. The justification for this anomaly is beyond the scope of this paper; it is acknowledged that a greater measure of uniformity of age limits promotes consistency and social utility. However, it is also to be noted that the provisions are in general accord with the corresponding European Union conventions. ‘Protection It is submitted that one may properly be uneasy when significant consideration is given to concepts of protection when the conduct, such as sexual activity, is generally discovered after the fact. The protection afforded the public is that of the combined effects of publicity concerning the provisions and deterrence associated with the criminal process. ‘Sexual abuse The Act has properly defined a broad range of sexual touching and physical contact as potentially constituting sexual abuse. The definition must be broad to encompass the psychological and emotional harm that can (but not always does) stem from any kind of assaultive behaviour, no matter how seemingly minor. Further, the risk of long term damage in such occurrences is well documented; ‘à ¢Ã¢â€š ¬Ã‚ ¦More convincing evidence of the dangers of adult-child sexual activity comes from studies of cycles of sexual abuse The evidence is much stronger here-penetrative sexual acts by certain sorts of adults are virtually universal in paedophiles‘ childhood. Cramer reviewed numerous academic studies in this respect and concluded that ‘à ¢Ã¢â€š ¬Ã‚ ¦it is not surprising that no measurable harm comes to some teenagers who knowingly consent to an involvement with adults just a few years older than themselves. In some communities with different laws, they might be old enough to be free to engage in sexual relations. ..However, this does not mean that all adult-young person sexual relations are invariably non-damaging-or that it is possible to predict ‘harmless‘ ones with any confidence. The question as posed carries the implicit suggestion that sexual activity involving a ‘consenting child (consent as defined in the Act) is not a risk to the child. Cramer properly identifies the fact that harm is a considerable variable for the reasons noted above. Further, all considerations of what is abusive behaviour deserving of societal sanction and what is acceptable will engage a number of different perspectives. As mentioned with respect to the definition of a child, the cultural and moral position of the child and their family may be a significant factor in how the activity is characterised. Biological, emotional and psychological considerations are also at stake. Given the passage of the Act by the UK Parliament, there must be some measure of societal acceptance of the statutory regime as one that properly reflects UK societal concerns regarding this activity. ‘Over-criminalise This term must be approached from two perspectives. The first is the effect of the statutory penalty sections. These provisions on their face provide significant latitude for a sentencing judge to fashion a disposition that meets the demands of each case. One would expect the cardinal sentencing rule of ‘worst offence, worst offender to draw the sentences approaching what is unquestionably a significant penalty of 14 years for rape; rape is equally a horrible offence. It is also clear that the mitigating factors of a positive relationship between the offender and child, relative age disparity, and similar issues must mitigate in the favour of the offender. The concern expressed for over-criminalisation is addressed at least in part through the power to deal with the extremely minor transgressions of this nature by way of the conditional caution provisions, or by virtue of the general powers of discretion vested in the Crown Prosecution Service. There are elements of UK society who may legitimately feel that public legislation that mandates certain proceedings or dispositions is far preferable a public interest safety mechanism than a discretion vested in the prosecution that is essentially unreviewable. Conditional cautions have attracted a mixed review in the UK press and legal commentaries; they are perceived in some quarters as a system soft on crime. However, the conditional caution mechanisms address precisely the issue posited in the present question while the Act may provide significant sentences in the proper case, like all other UK statutes, its effect is ameliorated by the discretionary caution. The distinctiveness of the administrative structure of the conditional caution has been furthered through the development of the Gravity Factor Matrix, an assessment tool developed by the Home Office to assist police services and prosecutors in the determination of which types of occurrences should be subject to a conditional caution. Police forces throughout the UK have now incorporated the matrix into their internal policy and procedures. The general considerations of both aggravating and mitigating circumstances are set out in detail; the Home Office issued a similarly comprehensive guideline concerning warnings for young offenders in May 2006. The use of the caution process enjoys a widespread acceptance with prosecutors, with 24 per cent of all UK criminal offences charged resulting in this disposition; 17per cent more conditional cautions were issued in 2005 over the previous year. Given this trend, concerns regarding the risk of over-criminalised youth sex activity are misplaced, provided the prosecutorial discretion remains active in the consideration of sexual offences. ‘Legitimate sexual behaviour The question is one that is loaded with the assumption that ‘children (depending upon the age definition) will innocently engage or perhaps experiment with sexual activity. In a hypothetical occurrence between a 14 year old boy and a 13 year old girl, where consent in the practical sense is alleged, it is difficult to imagine a reasonable person characterising the interaction as ‘sexual abuse† (subject to the cultural and religious observations noted above). The Act is clearly aimed at circumstances of the prescribed age difference creating a practical presumption of inequality, or the obvious circumstances of harm that are consistent with abuse. ‘Mistake It is contended that there is nothing within the framework of the Sexual Offences Act, 2003 that creates a potential deviation form the now well developed legal principles in support of the defence of mistake. Due statutory deference is paid to the fact that sexual offence circumstances are often emotionally charged, carrying the potential to affect recollection and perception,. For these reasons reasonable mistake of fact as to age must remain an available defence; wilful blindness and recklessness are relegated (as they should be) to the category of mitigation, if any. It seems doubtful given all of the factors noted above that the UK courts would embrace the de facto reverse onus now imposed upon an accused in these circumstances by the Supreme Court of Canada. The availability of mistake in the statutory regime is consistent with the European Convention provisions regarding the assurance of a fair trial. Conclusion The present question does not recognise the strengths of the Sexual Offences Act as they pertain to children who are victims of sexual assault. The act strikes an appropriate balance between individual rights and societal protection.

Sexism and the Glass Ceiling :: Argumentative Persuasive Topics

Sexism and the Glass Ceiling    Sexism is still in evidence in the workplace and in today's society despite the battle that women are making for themselves.  Ã‚   Sexism is a particular concern for society when considering its effect in the workplace.   Sexism has always been a particular problem in the labor market especially with the formation of capitalism.   In the last half of the 20th century this has been especially highlighted due to the increase of woman entering the labor market.   This aroused the need for legislation for equal opportunity for both sex's to be passed in 1975.   It stated that discrimination of a person's sex whether male or female was unlawful in employment, union membership, education, provision of goods, services, advertisements.    Woman hold a large percentage of the work force in companies but hardly any seems to pertain any of the power. There are many obstacles in the way of woman in careers; women are in the quest for equal pay for both sexes. The pay should be the same for the same jobs, but many companies pay men a higher salary then women for the same job causing sex discrimination. Sex discrimination means that a person gets treated in a less favorable manner because of their sex.    A good example of this is to take two fictional characters, Mr. and Mrs. Jones. The Jones's wanted to go swimming. They get to the swimming pools where they find that Mrs. Jones is charged an discounted price while Mr. Jones has to pay the full price even though they are both the same age. This is because women become pensioners at the age of sixty while men cannot gain the benefits until they are sixty-five.    Sex discrimination is not only present within the older generation but is also evident throughout the entire age range. Before legislation was passed in the 1960's most young girls left school after certain number of years to receive a strong social message that their careers where already setup for them as marriage and motherhood. The only jobs they would be getting were tedious low paid jobs such as a position as a Secretary and be only looking forward to when they would meet a man, have a family and settle down.

Japanese Internment :: Japan War History Essays

Japanese Internment The Virtual Museum Of The City Of San Francisco has established a great source for those interested in studying the internment of Japanese during World War II. This topic is reflected very accurately and fairly in the archives of the museum because the archives consist of primary documents. Their archives of original newspaper articles are the basis of this research document. The content listed on the museum’s web site is very relevant to the topic of Japanese internment because it provides a wealth of primary documents including opinions of ordinary people writing to their newspaper to express a wide variety of viewpoints on the subject of Japanese internment during the Second World War. One question stands above all others and the virtual museum gives a good first-hand account of events to answer it - what happened to the Japanese and why were they forced to move? To answer this question, the archives of the Virtual Museum Of The City Of San Francisco should be consulted. On February 14, 1942 Lt. General J. L. DeWitt, â€Å"commanding general of the Fourth Army and the Western Defense Command[i]† recommended to the War Department, the â€Å"evacuation[ii]† of Japanese living along the Pacific coast, deemed a Military Zone. About 120,000 people of Japanese ancestry, many of those people American citizens, living on the West Coast and Southern Arizona were removed from their homes to locations of the government’s choosing. The very term â€Å"evacuation† is misleading to say the least because it suggests that the Japanese were being relocated to protect their safety. The excuses cited by the military were to establish â€Å"broad civil control, anti-sabotage, and counter-espionage measures.[iii]† The reasons given to justify â€Å"evacuation† suggested that the Japanese were a threat to the nation and not the nation a threat to the Japanese. Drawing a dichotomy, the United States Government tried to put a human face on the forced evacuations by claiming America was protecting the Japanese by moving them out of a war zone. The government would claim it was helping the Japanese by relocating the Japanese to a zone of safety outside the military zone. Statements from the government would contradict each other throughout this period of time. For instance, Japanese-Americans were termed â€Å"enemy aliens,† while at the same time, they were encouraged to be good citizens and loyal Americans by enlisting in the war effort, relocating voluntarily, offering no resistance and no questioning of the relocation efforts and activities.

Extrinsic and Intrinsic Motivation in Education

Extrinsic and Intrinsic Motivation in Education As life goes on, I am starting to learn more and more about what motivates me step forward and can be successful in education; I recognize that when I plan or want to do something, I have a motivation for that specific thing. In other words, when I do something, I have a reason why I should do that thing. According to the book â€Å"Drive† by Daniel H. Pink, it makes me thought-provoking about motivation 2. 0 and motivation 3. 0. So the question comes in my mind is what is the difference between motivation 2. 0 and motivation 3. , and which motivational system is more effective either for education. Motivation 2. 0, what we know as extrinsic motivation assumes that human beings are best motivated by rewards and punishments (carrots and sticks). On the other hand, motivation 3. 0 what we know as intrinsic motivation suggests that humans are primarily motivated to learn, create and better the world (learning and creating). In educa tion, I prefer that motivation 3. 0 is more effective than motivation 2. 0 because motivation 3. 0 leads to success and good behavior and motivation 2. leads to decreasing of students’ progress. The first thing, motivation 3. 0 is more effective than motivation 2. 0 because motivation 3. 0 leads to success. Students are most likely to show the beneficial effects of motivation when they are intrinsically motivated to engage in classroom activities. Intrinsically motivated students tackle assigned tasks willingly and are eager to learn classroom material, more likely to process information in effective ways by engaging in meaningful learning, and more likely to achieve at high levels.In contrast, extrinsically motivated students may have to be enticed or prodded, may process information only superficially, and are often interested in performing only easy tasks and meeting minimal classroom requirements. To understand how these two motivations work, I want to give out a specific example. I have two friends, Sang and Anne. The first person, Sang he does not enjoy accounting and is taking the class just because earning an A or B in the class will help him earn a scholarship at Business Department.The second person, Anne she has always liked accounting. The class will help her earn a scholarship, but in addiction, Anne really wants to become a good accountant. She sees its usefulness for her future profession as an accountant. Through this example, we can see the first person exhibits motivation 2. 0. Students who belong to motivation 2. 0 may want the good grades, money, or recognition that particular activities and accomplishments bring. In contrast, the second person exhibits motivation 3. 0. Students who belong to motivation 3. may engage in an activity because it gives them pleasure, helps them develop a skill they think is important, or seems to be the ethically and morally right thing to do. According to the book â€Å"Drive†, in chapter 3 Pink describes â€Å"They're working hard and persisting through difficulties because of their internal desire to control their lives, learn about their world, and accomplish something that endures† (77). In some cases, motivation 2. 0 can get students on the road to successful classroom learning and productive behavior. Yet motivation 3. 0 leads students over the long run.It will encourage them to make sense of and apply what they are studying and will increase the odds that they will continue to learn. Moreover, motivation 3. 0 is more effective than motivation 2. 0 because motivation 3. 0 leads student to good behavior. When student comes to motivation 3. 0, this basically means that student is motivated to do a particular task of the pleasure or satisfaction that they get in performing the task itself. In other words, intrinsically motivated student comes from within an individual rather than from extrinsic rewards such as money, grades, or class rank.A student who tends to be intrinsically motivated could be motivated by internal factors such as recognition, responsibility, growth and advancement. If a student is to be motivated by intrinsic rewards, then this means that what the student really wants is a job that interests him, a challenging work environment, and  the responsibility to perform the task in order  to motivate him. For example, an intrinsically motivated student will perform a task given to him willingly, either because he might find the task challenging or else interesting and satisfied with completing it.This is due to the fact the external rewards hardly motivate these students. In chapter 3 of the book, Pink points out about type I behavior â€Å"Type I behavior is self-directed. It is devoted to becoming better and better at something that matters. And it connects that quest for excellence to a larger purpose† (78-79). This explains that motivation 3. 0 leads student to good behavior and tends to be very much effective in the long run as the students perform the tasks willingly because it interests them, rather than trying to escape from it once the task is done. Furthermore, motivation 3. increases effort and persistence in activities and affects cognitive processes. As we discovered in chapter 4 about autonomy, Pink explains â€Å"According to a cluster of recent behavioral science studies, autonomous motivation promotes greater conceptual understanding, better grades, enhanced persistence at school and in sporting activities, higher productivity, less burnout, and greater levels of psychological well-being† (88-89). Motivation 3. 0 increases the amount of effort and energy that students expend in activities directly related to their needs and goals.Intrinsically motivated students are more likely to continue a task until they’ve completed it, even if they are occasionally interrupted or frustrated in the process. In general, motivation 3. 0 increases students’ time on task, an important factor affecting their learning and achievement. Besides that, motivation 3. 0 affects what and how students mentally process information. For one thing, intrinsically motivated students are more likely to pay attention because they are sitting in class, doing the task for the long run purpose and larger achievement. So attention is critical for getting information into working memory.Intrinsically motivated students also try to understand and elaborate on material to learn it meaningfully rather than simply go through the motions of learning in a superficial, rote manner. One special thing is intrinsically students have higher self-esteem. Through the description type I behavior promotes greater physical and mental well-being in chapter 3, Pink states â€Å"According to a raft of studies from SDT researchers, people oriented toward autonomy and intrinsic motivation have higher self-esteem, better interpersonal relationships, and greater general well-being than those who are extrinsically motivated† (78). Thereby circumventing the intrinsic barrier.This can understand that the more students are motivated to achieve academic success, the more proud they will be of an A and the more upset they will be by an F or perhaps even a B. The more students want to be accepted and respected by their peers, the more meaningful the approval of the â€Å"in-group† will be and the more painful the ridicule of classmates will seem. As a last result, motivation 3. 0 is more effective than motivation 2. 0 because motivation 2. 0 leads to decreasing of students’ progress. Motivation 2. 0 what stands for extrinsic motivation comes when the students are thus motivated by means of external rewards.External rewards basically consist of money and grades. Motivation 2. 0 leads students are involved in performing a particular task is because of the external rewards that gives them satisfaction and pleasure, and not because they are interested in it. In ot her means, motivation 2. 0 drives students to do things especially for tangible rewards or pressure, rather than for the desire of it. Extrinsic motivators basically focus the students on rewards rather than actions. For example, students will perform tasks though they are not quite interested in it, thus because of the rewards involved with it.Some students will not want to do the work willingly, but rather they are motivated to do so by external rewards. According to Drive, in chapter 3 Pink argues â€Å"When people use rewards to motivate, that’s when they’re most demotivating† (70). When students are not interesting in doing tasks and learning and they are just focus on the rewards that they can receive, instead of trying to improve skills and get stronger performance that may affect on their long lives, this explains why motivation 2. 0 leads to decreasing of students’ progress. Therefore, if we can apply motivation 3. to students, we can reduce the emphasis on external rewards such as grades, class rank, and â€Å"pay for performance† (giving student money for good grades) and instead try to design tasks that allow students choice, challenge and purpose. Most students will be happy to work on their tasks in which they can determine things such as the product they will produce, or with whom they will work, especially if the task requires creative and critical thought, and if they see a real-life application to what they are doing. However, we need to recognize that most schools are still operating on motivation 2. . That is a problem between how we prepare students for work and how work actually operates. Moreover, the basic problem with Motivation 2. 0 is â€Å"if-then† rewards. In the summary of chapter 2, Pink explains why â€Å"if-then† reward is not good that â€Å"Traditional â€Å"if-then† rewards can give us less of what we want: They can extinguish intrinsic motivation, diminish performance , crush creativity, and crowd out good behavior† (220). Actually, â€Å"if-then† rewards often give less of what we are hoping to achieve and generally crush the stuff we want, like high performance, creativity, and good behavior.Anyway, motivation 2. 0 with external rewards is one of causes leads to decreasing of students’ progress because it motivates student only short term. This is because the extrinsically motivated students will do their task only as long as they receive their rewards and thereafter will stop performing the tasks, once the rewards are no longer there. Through the book â€Å"Drive† by Daniel H. Pink, I have a look at both motivation 2. 0 and motivation 3. 0; I could say that motivation 3. 0 is far stronger than motivation 2. 0 when it comes to motivate students in the long run.For me, I consider I need to apply the three elements of Motivation 3. 0 according to Pink to move forward in education. First, I need to gain autonomy which is my desire to be self-directed. Second, mastery in which is my desire to get better and better at something that matters. And third, purpose in which is my desire to be part of something larger than myself. Even though the system right now makes this very difficult to do, but I will not ignore standards, I believe I can and will find ways to engage myself in self-directed and meaningful work.

Hr Manuel-Hbm Pharmaceuticals Lahore Essay

There are certain easons behind adapting the employee recommendations intensively. Firstly, current employees know the best about the jobs need to be filled so, they can better recommend person who can better perform the particular jobs. Secondly, current employees will never suggest an applicant unless they make sure that he or she can perform confidently in front of managers. Because sending incapable applicant distort the image of employee who is promoting new applicant. 3. 1. 2. External searches: Other sources of recruitment are newspaper advertisements. This is the most popular method the company uses when it wants to publicly announce about its vacancies. Besides, HBM also use notifications pasting on different locations like walls and polls. The notification carries information of ‘Argent need of medical representative†. This help company to generate wide pool of applicant for the recruitment purpose Recommendations: Our company HBM uses advertisements for recruitment but company should also use the cyberspace method for recruitment. This method will ultimately help company to reduce its recruitment cost. Universities and collages notifications: HBM should use university and collages as sources of recruitment. Company should place information on the universities and collages notice boards and the websites. There company can capture fresh candidates. This method is also a cost effective method and beneficial for the recruitment. 3. 2. Selection phase: Company selection criteria include number of step the candidate has to pass through. 3. 2. 1. Initial screening: At this stage of selection, criterion company see that if candidate is fulfilling the minimum qualification, the candidate who meets the minimum qualification standard is then passed and eligible for the next coming stage. Rests of the candidates are rejected. 3. 2. 2. Completed application: HBM use a simple application form which contains simple questions like Name, Address, Telephone and Other personal information. It may include candidate’s experience, education and other experience certificates. Upon verification, if company finds any information faked, the candidate can be rejected. 3. 2. 3. Employment test: Because HBM’s major workforce is SPO (Sales Promotion Officer), merely SPO’s are required to qualify in the test. This simple test is based on memory the candidate is required to memorize medicine literature then his pronunciation, speaking fluency is checked. The pass candidates proceed for the next stage. In contrast, HBM does not take any test for candidates who are striving for other professions like accountant, storekeeper and security guard. Comprehensive interview: Here directors and zonal sales managers take the comprehensive interview. Applicant’s confidence and its emotional stability are checked here. Almost all candidates, belong to different knowledge background are required to pass through the comprehensive interview in order to check their confidence level. 3. 2. 5. Unconditional Job offers: After the comprehensive interview if applicants perform intelligently, HBM will offer conditional or unconditional job. Recommendations: HBM should use employment test for accountants, storekeepers and other applicants in order to measure applicant’s abilities, communication skills and analytical skills. Depending, which applicant fall in which category that’s how company can fill vacancy with who is better fit for the particular job. SPO’s should also be given test to gauge their selling techniques as they spend most of their time in selling medicine. SPO’s personal grooming should be give significant importance during hiring process. For Accountant position, HBM must take test to make sure their analytical skills 4. Socialization and Orientation Plan: Loneliness and a feeling of isolation are not unusual for new employees-they need special attention to put them at ease. So, the organization must follow the socialization process to update each new employee about the values and norms of working at HBM Pharmaceuticals. 4. 1. Socialization Process: †¢ Pre-arrival stage: The organization will use selection process to inform prospective employees about the organization as a whole. †¢ Encounter stage: If the new employees found the differences between their expectations about job and reality then these employees should be socialized to detach them from their previous assumptions and replace these with the organizations’ pivotal standards. †¢ Metamorphosis stage: Higher management will provide help to recently hired employees in case of any problem they faced during working in the organization. Each individual should be informed about the evaluation process. That is, they’ve gained an understanding of what criteria will be used to measure and appraise their work. A trusted environment should be developed and maintained by the higher management so that each employee should feel comfortable to work with the organization. Socialization of new employees can also be possible through the new-employee orientation process. 4. 2. New-employee Orientation Process: Activities that introduce new employees to the organization and their work units are the part of orientation. 4. 2. 1. The CEO’s Role in Orientation: The CEO as the head of the company’s executive management should participate in the orientation process to encourage new employees to work for this organization and also let the new employees to talk about their concerns. The CEO should visit each regional office at the announced date for at least once in a month to meet collectively with all new employees. 4. 2. 2 HRM’s Role in Orientation: The role of Human Resource Department is very important in the orientation because generally this department is responsible for recruiting and selection process. Currently, as there is no functional HR Department in the HBM Pharmaceuticals, so it is the duty of Director Sales and Zonal Sales Managers (ZSM’s) to play their role by conducting the official gatherings where the new employees will meet with the old employees and their interactions will develop. If the new employee is hire as Regional Sales Manager (RGM) or Zonal Sales Manager (ZSM) then The CEO will be present at the orientation ceremony. If the new employee is hired at other position, except that mentioned above, than the ZSM’s are responsible for orientation. ZSM should offer these new employees what else he/she can do for them in the future. 5. Training and Development Plan: 5. 1. Employee Training: There are two types of training available in HBM Pharmaceuticals: one for the new hiring and the other is for the existing employees. 5. 1. 1. New employees: Training is only available for new hiring as Sales Promotion Officer (SPO). It is mandatory that new employees for all other positions available should be experienced and they should have the skill set required for the specific job. 5. 1. 2. Existing employees: Major portion of job positions in HBM Pharmaceuticals is sales oriented. If the employee at certain level is not fulfilling his/her responsibilities according to the job description then he/she will be offered a training session by his/her immediate officer. In that meeting, problem should be discussed with the targeted employee and try to identify the potential solution for that problem. If the officer recommends then the employee should be sent on training. Training can also be offered in such a case if the existing employee is promoted from one position to other position and the management perceives that training is needed to enhance the skill set and abilities of the employee. 5. 2. Determining training needs: 5. 2. 1. SPO: The job of Sales Promotion Officer is very critical for the organization. Newly hired SPO should be offered 1 month training: to enhance his/her subjective knowledge about the products; to increase communication skills; and to develop the interpersonal skills to work as a team. Existing SPO’s have to fulfill their targets. If any SPO is unable to fulfill his/her target then RSM/ZSM will discuss the matter with him/her at weekly meeting. RSM/ZSM will try to identify and solve the problem. If the SPO can not improve his/her performance after the counseling session then RSM/ZSM can recommend a training session for the particular employee. 5. 2. 2. Office staff: Training will be offered to office staff if working pattern has changed in the organization. For example: by implementing new technology equipment, or the addition of new process in the job description of office staff. 5. 2. 3. RSM/ZSM: These are experienced staff. Their responsibilities are also high because it is their duty to manage a group of subordinates. Managerial level skills are required for that job. If the employee at this position has some problem regarding his/her attitude or leading a team then Director Sales can recommend a training session to enhance their interpersonal skills as well as their leadership skills. 5. 2. 4. The CEO and Director Sales: HBM Pharmaceuticals is a partnership concern and it is owned by two persons: one is CEO and other is Director Sales. So, training is the personal discretion of these two individuals. If they think that through training, they can manage their business more effectively then they can go for a training session. 5. 3. Training Methods: There are several methods which can be used by the management to train their employees according to their needs and the job position. 5. 3. 1. SPO: For new joining SPO’s, it is most appropriate to use â€Å"classroom lectures† to train them because this is the method used to increase their subjective skills. It will also helpful for them to enhance their communication skills. For existing SPO’s to increase their productivity, RSM/ZSM should meet them personally and give them personal support. Due to this meeting, the problem will be solved and along with benefit, SPO’s morale will be increased. 5. 3. 2. RSM/ZSM: Classroom lectures as well as On-the-Job Training Methods are used to train RSM/ZSM. Director Sales will recommend the most appropriate method according to the situation and problem. 5. 4. Employee Development: Employee development focuses more on the employee’s personal growth. Successful employees prepared for positions of greater responsibility have analytical, human, conceptual and specialized skills. 5. 4. 1. Employee Development Methods: There are several methods which are used to develop managerial and non-managerial staff. Appropriate method selection will depends on situation. 5. 4. 2. Developing Office Staff: Job Rotation is the appropriate and recommended method to develop office staff. The concerned authority can choose horizontal or vertical Job Rotation to develop office staff according to the skill set of the staff. 5. 4. 3. Developing SPO to Senior SPO: Job Rotation is a good method to develop the abilities of SPO so that he/she can become Senior SPO. Vertical Job Rotation can be selected for this situation. 5. 4. 4. Developing Senior SPO to RSM: RSM is quite big position for senior SPO. So it is recommended that â€Å"Assistant-to-Position method† should be used to develop senior SPO to RSM. Senior SPO will work as an assistant to RSM to get in depth knowledge of the responsibilities of RSM and he/she can develop himself/herself in a better way according to the new responsibilities. 5. 4. 5. Developing RSM to ZSM: RSM and ZSM both are managerial positions and the position holders are experienced professionals. The only difference is the level of responsibility. ZSM is responsible for the sales of whole zone which is a quite big responsibility. Therefore, it is recommended that â€Å"Assistant-to-Position Method† and â€Å"Lecture courses and Seminars† are used to enhance the decision making skills of RSM and to improve more team management skills. 5. 4. 6. Developing ZSM to Director Sales: In the current organization settings, ZSM can only become Director if he/she became the partner of HBM Pharmaceuticals. It is recommended that the position of Director Sales should not be fixed for Partners and ZSM should be developed to this position on the base of his/her performance. 6. Performance Appraisals: Performance appraisals must convey to employees how well they have performed on established goals. It’s also desirable to have these goals and performance measures mutually set between the employee and the supervisor. 6. 1. Appraisal Methods: There are several methods which are used by management to evaluate employee performance. According to the nature of business of HBM Pharmaceuticals, we are recommending a method called â€Å"Using Achieved Outcomes to Evaluate Employees† or â€Å"Management by Objectives (MBO)†. 6. 1. 1. Management by Objectives (MBO): Four ingredients are common to MBO program: 6. 1. 1. 1. Goal specificity: The objectives in MBO should be concise statements of expected accomplishments. Tangible objectives should be expressed in the statements. 6. 1. 1. 2. Participative Decision Making: Participative decision making should be used by manager and employees, in setting objectives and agrees on how they will be achieved. As the interests of managers and employees are directly linked with stretched objectives and achievement of these objectives then they will definitely put their maximum effort to achieve those objectives. 6. 1. 1. 3. An explicit time period: Each objective has a concise time, too, in which it is to be completed. In our situation, it is 1 month. 6. 1. 1. 4. Performance Feedback: Continuous feedback on performance and goals are recommended. Twice a week meeting should be conducted by ZSM to get performance feedback and to discuss the routine matters with the field staff and to countercheck the performance whether the sales are meting the monthly goal plan. 6. 2. Performance Evaluation Standards and Appraisals: There are different performance evaluation standards for different positions: 6. 2. 1. Office Staff: If the office staff performs their responsibilities according to their Job Description then their salary will be increased by Rs. 500 quarterly. If the employee performance is excellent from consecutive 3 months then a special pay raise can be offered by the Director Sales. 6. 2. 2. SPO: Each SPO has some sales targets given by RSM/ZSM. It is his/her responsibility to fulfill those targets. Performance Appraisal meetings should be conducted at the end of each quarter. Upon the achievement of 80% targets for consecutive 4 months: 30% basic pay rise. Upon the achievement of 80% targets for consecutive 3 months: 20% basic pay rise. 6. 2. 3. RSM/ZSM: Upon the achievement of 80% targets for consecutive 4 months: 30% basic pay rise.

Research Proposal Guidelines

Research Proposal Guidelines Research Proposal Guidelines Research Proposal Guidelines: How to Write the Research Proposal of a Good Quality? As it is understood by the name of the article the research proposal guidelines in this field of activity can play the important role for the person and especially students. When the person gets the task to write the research proposal there are immediately a lot of thoughts in the head. How to make it good qualified and correct? This is not that difficult, as al you are to do first is to search the Internet or some other sources and to find the necessary information about this type of the written task. Research Proposal Guidelines: What Points to Consider?The person should take into account the research proposal guidelines while working on the research proposal in the process of the research. What is also necessary here is the level of the material used in the content of the article, besides the process of sorting the material needed for the proper accommodation of the facts. As for the leve l of it you are to take into account the fact that the person should feel confident with the period of time needed for the proper writing of the present work. The research proposal writing is quite necessary for the graduate student, as a rule this kind of the written paper is quite necessary for the person trying to get some degree. One more point that can be of some help here is of course the professionalism of the writer, as in this case the person should be quite acknowledged with the topic of the present research and also with the field of activity. As at any case the person should feel assured with the facts discussed in the article and also with the level of material that presupposes the high quality of it. The proper acquaintance with the topic is quite important here, as the person should understand what he or she is writing about. The scientific level of the material is quite necessary here as the proper understanding and processing of facts is quite of hel p, especially for the person, who tries to become the real professional and finally get the qualified and proper research paper. Professional Help with a Research Proposal If you need professional help with your research proposal writing, you are welcome to rely on professionalism of our writers. Our researchers are qualified to handle any project. We deliver written papers on time, and we never plagiarize!