M7A2 Assignment Example | Topics and Well Written Essays - 1750 words

M7A2 - Assignment Example For example, the analyst may impact the aftereffects of the examination by choosing one gathering of representatives or from his preferred calling for the worry at work inquire about, and in this manner will slant the exploration discoveries to this gathering or calling overlooking different callings who despite everything face worry at work. So as to maintain a strategic distance from this inclination the exploration will utilize arbitrary choice of the representatives test to be met for my worry at work-places look into. Voice The researchers’ voice in subjective inquires about is clear for the most part in the inquiries of the investigation and he ought to be careful about one-sided or slanted outcomes. In this manner, the specialist ought to consistently build up his inquiries in a nonpartisan way to keep away from their voice hampering the exploration discoveries and results too. In my examination, I will enlist the administrations of experts and my companions to survey m y inquiries for biasness to dispense with any opportunity of my voice adjusting research discoveries. End Therefore, specialists so as to pick up validity of their examination they ought to be careful about their voice and reflexivity impacting research discoveries. ... In such manner, representatives will undoubtedly adjust work place requests just as stresses that begin outside the work place. Today, a large portion of the representatives through their associations have thought about going to court to battle for the improvement of their workplace, which they case to be unpleasant. As indicated by Ross and Altmaier (2007), there are numerous bodies that have been shaped by the specialists to downsize the pressure rendered to the representatives at the work place. These are stresses that are achieved by the distractedness of the business to give a helpful climate to the representatives. Like any life challenge, stress has gotten one of the existence provokes that should be contained and controlled; for this situation, there are some proposed methods of overseeing worry at the work place. Workers are encouraged to consider that they have to assume individual liability by enhancing their passionate and physical prosperity. There is likewise the altern ative of relational abilities improvement with associates and the administration. At long last, one ought to evade certain entanglements by recognizing those automatic propensities and the mentalities bother the degree of stress (Stranks, 2005). The analyst looks to comprehend the level of representatives in the work place who have an inclination that they are working in an unpleasant domain and the wellspring of the pressure whether from or outside the work place. Subjective Methodology: Grounded Theory Method In the exploration to follow, the subjective custom utilized is the grounded hypothesis, whereby the ordinary research forms is switched. Rather than the speculation being created before the real information is gathered, inductive and deductive thinking is

Free Essays on Missullini And Fascism

Extremism is a type of counter-progressive legislative issues that previously emerged in the early piece of the twentieth-century in Europe. It was a reaction to the fast social change, the destruction of World War I, and the Bolshevik Revolution. Despotism is a way of thinking or an arrangement of government the backers or activities a fascism of the outrageous right, ordinarily through the converging of state and business initiative, along with a belief system of forceful patriotism. Praising the country or the race as a natural network outperforming all other loyalties. Autocracy tries to arrange an association drove mass development with an end goal to catch the state power. The philosophy of Fascism has been related to autocracy, state dread, obsession, masterminded brutality, and visually impaired dutifulness. Despotism is a tyrant political development that created in Italy furthermore, other European nations after 1919 as a response against the significant political and social changes achieved from expansion, Benito Mussolini was the man who carried this belief system to Italy. Mussolini had been searching for the ideal chance to take unlimited authority of the nation and now was an ideal opportunity to do as such. Mussolini said One party rule, which was not reluctant to call itself reactionary†¦does not delay to call itself illiberal and enemies of liberalMussolini encouraged his ubiquity by supporting eight hour days, end of class benefits, general testimonial, and expense advantages.... Free Essays on Missullini And Fascism Free Essays on Missullini And Fascism Extremism is a type of counter-progressive governmental issues that originally emerged in the early piece of the twentieth-century in Europe. It was a reaction to the quick social change, the pulverization of World War I, and the Bolshevik Revolution. Dictatorship is a way of thinking or an arrangement of government the promoters or activities a tyranny of the extraordinary right, regularly through the converging of state and business authority, along with a philosophy of forceful patriotism. Commending the country or the race as a natural network outperforming all other loyalties. Despotism looks to sort out an association drove mass development with an end goal to catch the state power. The belief system of Fascism has been related to tyranny, state dread, devotion, orchestrated viciousness, and visually impaired acquiescence. Dictatorship is a tyrant political development that created in Italy furthermore, other European nations after 1919 as a response against the significant political and social changes achieved from expansion, Benito Mussolini was the man who carried this belief system to Italy. Mussolini had been searching for the ideal chance to take full oversight of the nation and now was an ideal opportunity to do as such. Mussolini said One party rule, which was not hesitant to call itself reactionary†¦does not delay to call itself illiberal and enemies of liberalMussolini promoted his fame by supporting eight hour days, disposal of class benefits, all inclusive testimonial, and assessment advantages....

Tools for Project Planning Your Complete Guide (Updated for 2019)

Tools for Project Planning â€" Your Complete Guide (Updated for 2019) Project planning is a diverse and many-faceted discipline that requires an equally diverse set of tools. In this article, we’ll break down the project planning process into its 7 main activities â€" from brainstorming to knowledge management â€" and look at the best tools for each activity currently available on the market. 1. Writing Tools Traditional text documents are still the best format for many deliverables created during the project planning phase, such as reports, vision statements and formal project plans. Modern, cloud-based writing tools enable you to share documents with other decision makers efficiently and collaborate on them in real-time. Three of the best and most widely used online writing apps are Google Docs, Microsoft Word Online, and Dropbox Paper, all of which are simple, clean and â€" with certain limitations â€" available for free. Google Docs: Docs is available as part of G Suite â€" Google’s productivity suite of web-based apps. It’s a solid word processor that lets you work together on documents, leave comments, and even turn comments into tasks that you can assign to a collaborator. Docs also offers a number of great add-ons. Microsoft Word Online: Similarly to Docs, Microsoft Word Online comes as part of a package â€" the Microsoft Office 365 Suite. You can save your documents on OneDrive and share them easily with a secure share link. Dropbox Paper: Compared to Docs and Word, Dropbox Paper is a very sleek and modern looking text editor that focuses on distraction-free writing. It aims to simplify things like pasting videos and formatting images, and overall feels very intuitive. However, the app’s minimalism also applies to features and formatting options, so if your needs are more advanced, Docs or Word is still the better choice. 2. Spreadsheet Tools Whether you’re creating a work breakdown structure (WBS) or are working on your budget calculations, spreadsheets are an essential part of any project planning process. In 2018, all top players in the spreadsheet market are either cloud-based or at least offer cloud-based versions, enabling you to share sheets easily and collaborate with other team members. Microsoft Excel: Having been the industry standard since the 90s, Microsoft Excel is widely used across the globe and a solid choice for project managers. Excel can still be purchased and installed locally, but also offers a cloud-based version as part of Office 365. Google Sheets: If your organization works with G Suite, then Sheets is the obvious choice to cover your spreadsheet needs. The tool also offers a variety of practical templates, and comes with a whole marketplace full of powerful add-ons to make your life easier.   Zoho Sheet: Zoho Sheet is part of Zoho’s comprehensive suite of business software tools. The tool is a valid alternative to the main players in the market, and makes it particularly easy to visualize your data in the form of charts, pivot tables and more. Speaking of chart makers… 3. Chart Makers If the data visualization options inside your spreadsheet tools aren’t enough, you might want to look for a more specialized chart maker to create your pie charts, bar graphs, infographics and other visual reports. Infogram: This web-based chart maker lets you create engaging infographics and reports. They offer more than 35 charts and 500 maps, 1 million images and icons, practical templates and more. Plotly: Plotly is a great choice if your needs are more advanced â€" its marketed towards data scientists and analysts and offers next-level visualizations for your business. Venngage: Venngage offers a myriad of customizable templates that help you create infographics, presentations, reports, social media visuals and more. Their chart editor is easy to use and lets you import data from Google Sheets. Bonus: Google Charts: As part of your project communication efforts, you might want to enable stakeholders to view data live on your site. Google Charts lets you create interactive charts for browsers and mobile devices, which are updated based on your data in real-time. 4. Visual Collaboration Tools Similarly to chart makers and diagram tools, the apps in this category enable you to communicate information visually. However, this time the focus is on the collaborative process: the ability to come together as a team â€" be it virtually or in-person â€" and work together in a shared space. Typical uses of visual collaboration tools are brainstorming, decision making and collaborative planning. MindMeister: MindMeister lets you collaborate on shared mind maps with an unlimited number of colleagues. The intuitive interface is ideal for ad-hoc brainstorming sessions, strategizing, project planning and decision making. MindMeister also offers mobile apps for iOS and Android, which allow you to access your mind maps while you’re offline. Miro: Miro (formerly known as Realtime Board) is a versatile online whiteboard software that offers many practical integrations, for instance with Atlassian products. The software runs inside your browser, on Desktop and mobile devices. Mural: Mural lets you draw or type ideas on virtual sticky notes, add visuals in the form of images and videos, and collaborate on them with your team members in real-time. It’s a simple and straightforward collaboration software similar to Realtime Board. 5. Diagram Tools Diagram tools allow you to visualize data and processes, and make them easy to comprehend for your audiences. The diagram solutions we listed all provide a large variety of formats and structures for you to choose from, such as org charts, flow charts, concept maps, floor plans and more: Visio Online: Developed by Microsoft, Visio Online is a professional and sophisticated diagram tool that allows real-time collaboration between users and lets you create anything from flow charts to timelines and from floor plans to business processes. Lucidchart: Beside the standard selection of diagram types, Lucidchart also works as a wireframe and mockup tool and offers specialized diagrams for engineers. In opposite to Visio Online, Lucidchart can also be used for free. SmartDraw: SmartDraw lets you create chart-based, graph-based and schematic diagrams â€" basically anything from simple donut diagrams to sophisticated infographics. The cloud-based software is simple to use and reasonably priced. Bonus: Fluid UI: As a powerful prototyping and collaboration tool, Fluid UI lets you create simple workflows in minutes and share them with the rest of your team, who can provide feedback and edit the documents directly. 6. Knowledge Management Tools To ensure the best use of available resources, project teams need a place where they can collect, store and share assets as well as knowledge effectively. This is where knowledge management tools come in. Here are our top three choices for this category: Confluence: Teams working in the Atlassian environment will find a great knowledge management tool in Confluence. Here, knowledge is organized around spaces, and each space can hold all sorts of pages â€" anything from meeting minutes to tutorials to blog posts. Dozens of add-ons allow you to integrate even more types of assets into your spaces, such as diagrams or mind maps. MindMeister: MindMeister lets you create a net of knowledge maps that either store information locally or link to assets stored on external file storage platforms such as Google Drive or OneDrive. Mind maps are a particularly great format for knowledge management because they allow you to create intuitive models of the common knowledge (ontologies) which are easy to navigate and work with. Evernote Business: Working in Evernote is based on individual notes, which are collected in notebooks. You can also link notes together to quickly jump from one set of information to the next, or create a table of contents for a notebook. Overall, Evernote is a simple tool that’s great for collecting research and institutional knowledge. 7. Resource Planning Tools While you can technically create resource plans with a simple spreadsheet tool, there are many benefits to using specialized resource planning software with your project team. These tools usually offer interactive schedules and Gantt charts, task dependencies, time tracking and many more features that make the complex task of resource planning easier and more efficient. Forecast: Forecast uses artificial intelligence to help you schedule resources and manage projects more efficiently. It also connects with many other popular tools project teams use, such as Slack, Drive, and various task managers. Forecast is beautifully designed and reasonably priced. Resource Guru: Compared to Forecast’s sleek look, Resource Guru’s UI and website seem a little outdated, but what the tool lacks in terms of design it makes up for with simplicity, usability and a fairly low pricing. 10,000ft Plans: With 10K’ Plans, you create visual, interactive resource management plans and dynamic timelines that replace your static spreadsheet schedules. Overall, 10K’ Plans is a great allrounder that includes time tracking, planning and scheduling, as well as analytics and reports. So these are our top 21 tools for project planning in 2019. If you give any of them a try, let us know how you get on in the comments below! Plan projects visually with mind maps

How Attachment Theory Affects The Diverse Range Of...

As an aspiring professional counselor, it is important to have a solid understanding of the growth and development of children can be affected by attachment to primary caregivers within the first years of life. Attachment theory, which was developed by Erikson and Bowling, describes how the first year of interactions with caregivers serves as model, which heavily influences how children navigate in the world, even into adulthood (Broderick Blewitt, 2015). In this week’s assignment, we are challenged to think through the implications of attachment theory as it relates to children who are adopted and children who are raised by their biological parent(s). With the help of various research articles, textbook readings, and case studies, I†¦show more content†¦Interestingly, none of the children who were institutionalized showed signs of avoidant attachment, even though it would be normal to observe such with children who are raised by their biological mothers (Marcovitch et al., 1997). Although the study is thorough in describing findings among those who are adopted from institutions, specifically orphanages, the study falls short of describing attachment patterns with children who are adopted at birth and had no experience with institutions. Therefore, I do not believe that the study conducted by Marcovitch et al. (1997) describes attachment among all adopted children, but it does describe how children who spend a considerable amount of of their first year of life in orphanages are more likely to have issues later in life since attachment theorist believe that attachment or lack thereof can affect cognitive, emotional, and behavioral development (Broderick Blewitt, 2015). In fact, the outcomes of children who spend a majority of their early years in an institutional setting can be attributed to the â€Å"lack of an attachment figure† (Marcovitch et al., 1997, pp. 19). Initial Thoughts Based upon my understanding of the findings from the aforementioned research, I believe that attachment patterns of adopted children and their mothers would be very similar to mothers who are raising their biological children. The reason why I believe this is

Definition Essay - The Evolved Definition of Community

Definition Essay- The Evolved Definition of Community The definition provided in The American College Dictionary from 1964 says â€Å"a group of men or women leading a common life according to a rule.† I never really viewed community in this manner. Many of us think of the word â€Å"community† as a group of people who live near each other. We forget that a community is actually just a group of people with common interests or characteristics who often happen to live near each other. Communities can be bound by race, religion, economic standings, political standings, and most commonly, location. Frequently, communities fall into more than one of these categories. The definition of community has obviously changed over the years. If we look at†¦show more content†¦In Charles Derber’s â€Å"The Good Man Fills His Own Stomach,† Derber refers to two very different communities. One is the Ik who lived in Uganda and were described as â€Å"unfortunate people expelled by an uncaring government.† The other, was an imaginary community from the Woody Allen movie Crimes and Misdemeanors. This community seemed to resemble a community from our present day upper class with only the best hotels, restaurants, and symphonic recordings. Although these two groups are very different, they each still follow the criterion of a community. Each are groups of people who have formed a sort of bond with each other because of a certain lifestyle, interests, or beliefs. When people use this word in present everyday conversation, their application of the definition is usually compatible with the first and third definitions of The American College Dictionary. The second definition, â€Å"the public,† is too general. A community is not only a public, but a public with a common interest. In my area, when the word community is used, the person is usually referring to the West Bloomfield community. Talking about symbols and signified, the West Bloomfield community originally started out as just the group of people who lived in the town of West Bloomfield. Now the people of the area have come to make â€Å"The West Bloomfield Community,† signify something entirely different. It currently means any group of people who are wealthy and Jewish no matter their locality.Show MoreRelatedBlack Power And The Fight For Civil Rights914 Words   |  4 Pagesdifferent definitions, but the image that sticks out is the radical militant side. One example of this group was the Nation of Islam that had a very charismatic figure head in Malcom X, who preached for separation from whites and also labeled them as the devil (Lec. November 19). 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Analysis of Employee Benefits within an Organisation Free Essays

Introduction The purpose of this essay is to open the discussion about one of the most relevant features for the human beings these days, the payment schemes such as salaries, wages and benefits that employees receive in retribution of their work. On this paper work it will be developed the next question â€Å"If employees undervalue the cost of benefits, why should a company not drop benefits and simply add more direct compensation?† On first instance, is precisely to say that the direct compensation is the monetary benefits that employees receive in return of the service they provide to the company, such as basic salary, rent allowance, travel allowances and medical reimbursements among others; on the other hand indirect compensation is the non monetary benefits that the employees receive such as life insurance, health security, pension, vacations and flexible timings among others. Thus, the payment programs have become one of the most important issues on the human life nowadays, that?s because they define the opportunities and choices that one person has to provide wellness, security and a future to their families or their loved ones, and in the same way feel recognition for their capabilities and efforts. We will write a custom essay sample on Analysis of Employee Benefits within an Organisation or any similar topic only for you Order Now Consequently, there have always been different systems of pay and compensations to suit the employees and employers requirements, for this reason there are wages with non monetary and monetary benefits. Employees typically depend on salaries and wages to get a stable income and on benefits to provide health and security. For employers, compensation decisions influence their cost of doing business and thus, their ability to sell at a competitive price in the goods and/or service markets. Far beyond that, compensation decisions determinate the employer’s ability to compete for qualified employees in the labour market. (Ferris, et. al, p.528) Employee compensation practices differ across employment units (e.g., organizations, business units, and facilities) on several dimensions. Dimension like Form (cash or benefits), Level (How much do people disserve to earn for their job), Structure (hierarchies and pay differential within an employee unit), Mix (how and when cash compensation is disbursed) and finally Pay Administration (pay policies and who is in charge of that process) (Ferris, et. al, p.528).The central point of the employee compensation discussion has been on defining these dimensions, researching why organizations differ on them, and considering whether such differences have consequences on employee behaviours and attitude; Along this work this topic will be developed deeply and it will be shown examples of how it can vary and how this contribute to the question above. Now then, as it was mentioned before indirect compensation refers to benefits, is essential to understand that this benefits are forms of value (non monetary) that are provided to the employee in return for his/her job. That?s why when it refers to employee benefits the most common are: vacations-holidays, employee stock ownership plans, retirement plans, health insurance, life insurance, disability insurance, pension, leisure bonuses, etc. Benefits are increasingly expensive for businesses to provide to employees, so the range and options of benefits are changing rapidly to include, for example, flexible benefit plans and timings. Despite that some employees undervalue the benefits, it?s important to say that companies cannot drop benefits that easy because two essential reasons. The first reason is because of the law; the benefits must be given to the employees as part of the remuneration of their job or services, that?s legal issue and must be part of the pay policies of the company. The second reason is because employees like parents or elder people prefer benefits as they find them important for their families, their retirement or their pension schemes. Other aspects that companies find important are that the indirect compensation can encourage the employee to do a better job, creates a sense of trust and loyalty between the employee and the employer. This way compensation plays such a key role because it is at the heart of the employment relationship, being of critical importance to both employees and employers; also that?s a reason why organizations are becoming more concerned with positioning employee compensation as a strategic human resource management function in order to obtain competitive advantage. Types of Employee Benefits Each country has different forms of salaries, wages and benefits. In the UK, employee benefits are categorised by three terms: Flexible Benefits, Voluntary Benefits and Core Benefits. (Price, 2007, p.467) The first term is Flexible Benefits, also called â€Å"Flex Scheme†, is where employees are allowed to choose how a proportion of their remuneration is paid. This is normally delivered by allowing employees to sacrifice part of their pre-tax pay in exchange for a car, additional holiday, a shorter working week or other similar benefits, or give up benefits for additional cash remuneration. The second is Voluntary Benefits; these are the collection of benefits that employees choose to receive. These tend to be schemes such as the government-backed, Bike2Work and Childcare Vouchers (Accor Services, Busybees, Sodexho, KiddiVouchers, Early Years Vouchers Ltd). Employee Discount schemes are often setup by employers as a perk of working at the organization. (www.cipd.co.uk) Finally, Core Benefits is the term given to benefits which all staff enjoys, such as holiday, sick pay and flexible schedule. In recent years, many UK companies have used the tax and national insurance savings gained through the implementation of salary sacrifice system, to fund the implementation of flexible benefits. In a salary sacrifice arrangement, an employee gives up the right to part of the cash remuneration due under their contract of employment. Usually, the sacrifice is made in return for the employer’s agreement to provide them with some form of non-cash benefit. The most popular types of salary sacrifice benefits include childcare vouchers and pensions, that’s a reason why indirect compensation still being important for some workers like those who are parents or those who are close to retirement. 2.1 Disadvantages of employee benefits In the UK these benefits are often taxed at the individual’s normal tax rate,which can be expensive if there is no financial advantage to the individual from the benefit. The UK system of state pension provision is dependent upon the payment of National Insurance Contributions – NIC. Salary exchange schemes will result in reduced NIC payments and so are also liable to reduce the state benefits, most notably the state second pension. (www.cipd.co.uk) 2.2 Advantage of employee benefits The benefits are an important component of a company’s remuneration package for attracting and retaining its employees. The benefits serve as incentives to the employees and encourage them to work hard for the organisation, instead of give up part of their salaries. These also help in building up job satisfaction. In the same way, there can be advantages for employers; one of the major advantages is an easing of their own cash flow. Another advantage is the option to negotiate discounts with benefit providers, this could represent savings for the company when the personnel is large, so the provision of non cash benefits can consequently be cheaper than the part of the salary that the employee is giving up. Some benefits are attractive even for young workers such as a company car or mobile phones, which can be provided by the employer and without having to make these arrangements by the employee. On the other hand, tax advantages are extended to employees as well as employers. Some benefits package provides a tax advantage; for example, if the employer pays for the mobile phone, this is treated as a non-taxable benefit, so this can represent a significant tax saving over the course of a year, for both parts. Compensation Management Influence Over Employees and Companies (Example 1) On this case, AVIVA an insurance company has proposed closing its final-salary pension scheme, because is considered inequitable and unsustainable. On this case, the reason of the closure of the final-salary pension was because it took two-thirds of Aviva’s contributions to UK staff pension arrangements, but only one-third of UK staff had the final-salary benefit. This proposal come after a string of businesses announced their intentions to close final-salary schemes to current members. Construction firm Taylor Wimpey, Trinity Mirror, Pirelli, Fujitsu, Barclays, Morrisons, Vodafone, BMI, Dairy Crest, IBM and Costain all said they planned to do so in the last year. (http://news.bbc.co.uk/) Now this could be a problem, as it means the typical worker will lose a third of expected pension payments, but also it can proved the high costs of indirect compensation for organizations. On the other hand, incentives and motivation programs can reduce the cost of the benefits expenses for the companies; on the following two examples it can be proved. (Example 2) The company name is Rim Hospitality, which is a hotel, resort and boutique property management company. With rising workers compensation expenses, Rim Hospitality needed to find a cost effective solution that would motivate employees to help reduce these costs, and also maximize efficiencies with employee productivity and scheduling. The plan developed by this company consisted in implementing a prepaid MasterCard card as the award to the employees, which provided the employee the freedom to choose what they want, when they want it. With this plan, Rim Hospitality experienced positive results almost immediately which have steadily increased. Thus, over two years, they reduced workers compensation claims by 29% and therefore this meant more productivity to compensate the cost of benefits and savings of $634,000 during that time. (www.hrmreport.com) (Example 3) There is another case where incentives and motivation programs can reduce the cost of the benefits expenses. This example is referred to Pepsi Bottling Group (PBG) which is the world’s largest manufacturer, seller and distributor of Pepsi-Cola beverages. In 2005, PBG was working on a better way to manage the rising cost of health care for its employees. They did that by educating their employees on various health related issues. First of all, PBG implemented an employee survey to get feedback on the interest of their employees. Thus, all the employees who had participated in the survey were rewarded with a prepaid card as an incentive; following the survey period, employees were offered a variety of healthcare educational classes to attend. When the class was completed, the employee received an additional prepaid Card as a reward for completing the class. Time after the implementation of that program, PBG has noticed that expenses generated by health disease, absen ce, emotional conflicts, and health insurance costs were lowered in 47%. (www.hrmreport.com) Now then, sometimes a bad healthcare can drive up the cost of the benefits for employees and employers. (Example 4) Similar to the previous, this example shows that according to the U.S. Bureau of Labour Statistics, as of 2009, trucking had an injury rate 30 percent higher than other U.S. industries. This coupled with higher average medical and indemnity costs, makes employer costs will go higher; therefore this will lead to higher workers compensation costs and any savings employers thought they were accruing will be lost when injuries go up. So, the higher rates can be attributed in part to several factors. Because of the nature of their work many drivers are out of shape, eat badly, smoke too much, don’t do exercise and hardly ever get enough sleep. As a result of this, they found themselves susceptible to heart attacks and diabetes, as well as a myriad of strains, sprains and various other muscular-skeletal injuries. This makes truckers a danger on the road but also a danger to themselves, and by the way driving up employer’s costs. (http://web.ebscohost.com) (Example 5) Sometimes working in a non traditional way like working from home is a benefit that workers value, especially if they have families. This example shows that an AIM survey made in 2006, indicated that 40% of companies in Massachusetts were looking at ways to decrease the compensation budget, which meant that workers wouldn’t have been happy with that news, for that reason employers found the way to offset the dissatisfaction that will cause. They proposed to give flexible hours of work, telecommuting, and other lifestyle benefits; but perhaps, one of the most important benefits was the opportunity to work from home or 50/50 (half in the office and half in home), that was a differential factor and was used even as a recruiting tool. (http://web.ebscohost.com) That is an important benefit that more and more companies have put in practice, because they can trust and rely on people, this is a management new thinking and change of attitude, where people find that they work hard when no one is looking at them, that they don’t need a supervisor all the time or someone just watching if they’re working. This aspect was very important for families and parents who wanted to expend more time with their sons and relatives. (Example 6) Another option growing in popularity is flexible time and banks system, which consist on time off available to use at any time, instead of the typical, two weeks of vacation, five sick day permission, and 10 holidays. That way, employers are not asking to the workers if are they sick today, or if do they want the day off; because with the banks system and flexible times they can make some long weekends or take some time off in the middle of the week. That type of flexibility is definitely attractive to employees. (www.businesswest.com) By a short break, it has been found that the cost of the benefits could be a high risk when the PESTE factors (Political, Economical, Social, Technological and environmental) affect the organization. (Example 7) In Colombia for example, in the nineties when the government decided to open his economy to the neo liberal model of free trade and the invisible hand of Smith that in theory regulates the economy and the prices of buy and sale, a lot of Organizations in the textile industry suffered the consequences of that Governmental policy. There was a specific company that went to bankrupt in a short time after the economic opened, that company was Coltejer who had been one of the biggest companies in the textile industry in Colombia; the reason is that this company gave good benefits to their employees which made this one of the top organizations in where people desired to work, the benefits ranging from computers and household facilities provided by the company to cars that employees could acquire after have worked for some years in the company. So basically, when the Chinese and East Asia products got in the Colombian market, Coltejer could not compete with the bargaining and cheap prices of those products, that because of the high costs of benefits that Coltejer was holding with their employees, among other reasons, and the company could not bear and overcome the price difference, despite the fact that external products were low in quality; so in this case it can be seen that high costs of benefits could provide go od talents and satisfied employees, but also could be a high risk option for the organization if an external factor affect the business. (Example 8) In the same way in Chile, the shoes industry was affected by the PESTE factors; it was basically after signing the free trade agreement with China 4 years ago, and as a result of the undefeatable prices of Chinese shoes companies, many companies in Chile had to reduce staff and reduce both compensations direct and indirect, which brought turbulence and imbalance to the companies. (www.economiaynegocios.cl/) (Example 9) Although, external factors could be positive in a medium term perspective, like natural resources prices, especially the petroleum high prices; where in countries like Venezuela usually bring big wealthy to the people, such is the case of PDVSA, the Petroleum Public Company of Venezuela, which is one of the biggest companies in the petroleum industry over the world, and because the petroleum bonanza and the high prices of the barrel make that PDVSA could give spectacular and expensive benefits to their employees, such as car, housing, vacations, education (sons of PDVSA employees receive education allowances and scholarships to study abroad, and free education in Venezuela). So this shows the magnitude and the impact of the benefits on the employee’s life and in the company’s costs. (www.pdvsa.com) (Example 10) A survey made by Personnel Today found that, in half of 700 organisations who responded to the survey, take-up of childcare vouchers was less than 6%, and only 9% of organisations reported more than 30% staff take-up of the vouchers. So it means that poor communication of the benefits of the schemes is the result of the low take-up. However, the survey shows that there is growing awareness of the existence of childcare voucher schemes, which enable employers to offer working parents vouchers to pay for registered childcare without having to pay tax or National Insurance contributions. Most organisations (81%) said staff awareness of childcare vouchers had increased over the last five years, and that offering childcare vouchers could be a deciding factor in attracting working parents and retaining key staff. The final conclusion of the survey applied to the organizations, shown that 91% either agreeing or strongly agreeing that offering childcare vouchers improved an empl oyer’s reputation. The research also looked into employer interest in offering a similar scheme for staff that needed to look after elderly dependants and the results shown that 59% were interested in introducing them. (www.personneltoday.com) (Example 11) As it has been said along this work, good benefits are useful to attract and retain qualified staff for a company, now then, it also help the company to save money. That?s because attractive benefits facilitate a company’s bottom line on multiple levels, and one that shouldn’t be ignored is the cost of replacing employees who become dissatisfied and leave. The cost to replace an employee can be anywhere from 30% to 40% of somebody’s salary up to 150%, and is money that the employer is going to spend on recruiting and retraining. (web.ebscohost.com) (Example 12) On this order, employers might offer workers a motivating and attractive package that says, if you stay with me five years or 10 years, at the end of that time, I’ll give you a raise that might be equal to 50% of the base salary. Because it’s on an individual basis, the employer cannot take a tax deduction for what he is spending, but if the employee got skills and talents that the organization needs to his optimal productivity, it would be more important to tie the employee to the organization for 5 or 10 years. That arrangement appeals to people at certain stages of life. For example, someone with two children is going to be staring to college costs in a little less than a decade. By offering to double his starting salary after 5 years, the employer can bring a little financial-planning reassurance to the worker, while not having to worry about losing the assets he brings to the company. Employees nearing retirement age might also find value in such an of fer. (web.ebscohost.com) (Example 13) This is the case of Unisys (IT Services Company) which has had a flexible benefits scheme for 13 years. This has changed a lot over that time to reflect staff interests, and is split into three categories – security, wellbeing and lifestyle. Unisys workers average salary is about ?50,000. Andrew White, reward manager, says â€Å"We found high interest in security-type benefits rather than lifestyle, so tried to tailor as many as we can in the insurance sector. Security benefits include critical illness insurance, travel insurance and group income protection. The most popular benefits are critical illness, dental insurance, holiday-trading and income protection.† (http://proquest.umi.com) (Example 14) In the case of retail giant Tesco, who offers its employees a wide selection of benefits, including a defined benefit (DB) pension scheme that is open to all staff, three all-employee share schemes, life assurance, childcare vouchers and discounts at theme parks. Tesco also offers all its employees a discount card (the Privilege card), which gives a 10% discount on shopping in all Tesco stores and online. Staff can save a maximum of ?730 a year. Staff feedback shows the Privilege card is top of the list of most valued benefits. The reason the Privilege card is so popular is because staff get immediate benefit from it, they get money off their shopping receipt. (http://proquest.umi.com) On the other hand, voluntary benefits include a staff tariff on the Tesco Mobile network and discounts at Tesco Bank. Each pay period, Tesco includes a new offer, for example extra deals on clothing, home ware or photo processing. With nearly 290,000 UK staff and from different nationalities, Tesco has a wide range of needs to consider. (Example 15) Telegraph Media Group is an organization who gives to their employees’ wide range of benefits, and that’s the cause of why more than 80% of the employees have declared to be satisfied with benefits. One of Telegraph’s most popular benefits is the pension scheme, where the company pays a lot into that and employees don’t get charged for administration. In the same way there is a good website for the pension scheme. This is very important issue for employees therefore in the current situation, because they can save their pensions and don’t have to worry about the public pot. (http://proquest.umi.com) Another valued issue is the health and wellbeing services provided by Telegraph, such as its on-site gym, free and subsidised fitness classes, free corporate massage service, and on-site doctor with physiotherapy services. All this kind of smart compensation policies ease the life of the employees and also the productivity and work environment of the company. (Example 16) Another example is the one about the Oil and Gas Company Subsea 7, who employs 1,800 people in the UK and they consider that is essential to create a clever payment strategy to attract and retain the best people. Considering this the company first introduced tax-efficient perks offered via salary sacrifice arrangements, then built on this with a total reward statement and a flex scheme. To ensure the package is understood and appreciated by staff, it tracks a variety of measurements, including the number who has enrolled on the benefits website, the choices they make, how often they visit the site, and the take-up of different benefits. (http://proquest.umi.com) Conclusions During this essay, it has been tried to demonstrate what is better for both employees and companies in terms of compensation. As it has been shown the compensation could vary depending on the company policies and the HR strategies. As human beings we are looking always for the best choice for us, it must be a choice that satisfy the basic needs one person has and at the same time gave him/her wellbeing, comfort and happiness. In the same way companies are looking for the best way to attract and retain excellent staff, which brings quality, productivity, growth, status, competitiveness and profits to the company. Now then, compensation is just the manner in which the employees get some pay in return of the services they have given to the company. The main question of this essay put a hypothetical situation in which employees undervalue the cost of the benefits, and the company has to decide whether remove the benefits and add more direct compensation, which would means add more monetary value, more basic salary or just more allowances; now then, as it has been shown before, the needs of each employee differs depending on the age, personal aims, family type, lifestyle, culture, religion and even education level. So it’s essential that the employer knows perfectly well the characteristics and the staff behaviour, in order to offer the best compensation package for each group of workers, and also to save money and gain productivity and competitiveness. As it has been mentioned before, the company could gain productivity and competitiveness just by offering to their employees’ nice conditions, because the worker who feels that the company really care about him and give to him everything he needs could work the double in the half of time, giving better results and being committed with the business, so that’s how an employer can create loyal and good workers. On the other hand, when companies chose the right compensation packages for their employees, they will be saving money and the reason is because on one side they won’t waste money in benefits that employees don’t like or undervalue or even they are not going to use, and on the other side the save money because if they keep the employees satisfied they won’t be need to spend money on recruiting and training new staff. So, my answer to the main question is that, employers have to do everything necessary to keep employees satisfied, as they are the gears of the machine, so if in this case or in one specific company the employees undervalue the benefits and prefer more direct compensation, I must say that on first instance a general check in of the compensation program must be done, so it means to check the different dimension of payment such as form, level, structure, mix and the pay policies of the company. Is necessary to know that some benefits cannot be removed, as they must be given as a legal issue (e.g. social security or pensions), other flexible benefits could be removed or added according the characteristic of the employee, because I can’t offer a 25 years old person, whose marital status is single a childcare voucher or long term plans benefits, may be this person could be more attracted with travel allowances, or just have more cash to spend on leisure activities; on the other sid e a mother with little kids should be more interested in flexible timings, work from home, health care insurance and vacations, and in the same way an old person is probably thinking in pension schemes. Now then, for the company instead, the fact of add more direct compensation could represent a more complicated manage of the cash flow and at the same time could be more expensive, as employees are not giving up part of their salaries in exchange of the benefits, and some companies usually negotiate discounts with some benefit providers, instead it cannot be done with the employees salary; in addition, with indirect compensation employers get tax advantages, that could be relevant throughout of the year. In conclusion, if the employer adds more direct compensation he could lose money, because he won’t have tax advantages, there won’t be salary sacrifice system so there won’t be possibility to negotiate with benefit providers and as a result it will be also more complicated to manage the cash flow without those benefits. Now on the other hand, if the employees are not completely satisfied with the indirect compensation, it will mean that the work environment could be affected and as a result the productivity, competitiveness and loyalty of the staff which in a medium term could be expensive for the company. So it’s a complex situation, which I’m agree in part, because it require a smart strategy that permit the employer hold indirect compensation in order to benefit the company wealth, assets and resources, but at the same time is necessary offer good perks to employees in order to create incentives and wellbeing among them and thus boost each employ ee to get the best of them. References Books: Ferris, Gerald R., Rosen, Sherman D. And Barnum, Darold T. Handbook of Human Resources Management. (1995) Blackwell Publishers, first ed., Oxford, pp. 528-570 Price, Alan. Human Resource Management in a Business Context. (2007) Cengage learning EMEA, third ed., London, p. 467-488. Redman, Tom and Wilkinson, Adrian. Contemporary Human Resource Management. (2009) Prentice Hall, third ed. Essex, p. 139-174. Electronic Articles and Internet: Aviva to close final-salary pension scheme (20th April 2010). http://news.bbc.co.uk/1/hi/business/8633088.stm [31st March 2011] HR Management Employee Incentive, Recognition and Reward Case Study. (2005) http://www.hrmreport.com/article/HR-Management-Employee-Incentive-Recognition-and-Reward-Case-Study/ [ 1st April 2011]. HR Management Employee Incentive, Recognition and Reward Case Study. (2005) http://www.hrmreport.com/article/HR-Management-Employee-Incentive-Recognition-and-Reward-Case-Study/ [ 1st April 2011]. http://www.direct.gov.uk/en/Employment/Employees/index.htm [2nd April 2011]. http://www.human-capital-management.net/business/ [3rdApril 2011] Hudson Valley Business Journal May 17. 2010 http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=21hid=119sid=b9cb39d4-a1c7-499b-9d41-b7631902a20a%40sessionmgr104 [4th April 2011] Hudson Valley Business Journal May 17. 2010 http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=21hid=119sid=b9cb39d4-a1c7-499b-9d41-b7631902a20a%40sessionmgr104 [4th April 2011] http://www.personneltoday.com/home/default.aspx [4th April 2011] http://businesswest.com/archive [4th April 2011] http://www.economiaynegocios.cl/mis_finanzas/detalles/home_fin.asp?seccion=3 [4th April 2011] http://www.pdvsa.com/interface.sp/database/fichero/publicacion/6409/1279.PDF[4th April 2011] http://www.personneltoday.com/home/default.aspx [4thApril 2011] http://www.cipd.co.uk/search/searchresults.aspx?recommended=TrueQuery=compensation+and+benefitsPageIndex=1sortby=relevancesitetype=REDESIGN_MAIN [8th April 2011] Hudson Valley Business Journal May 17. 2010 http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=21hid=119sid=b9cb39d4-a1c7-499b-9d41-b7631902a20a%40sessionmgr104 [10th April 2011] http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=21hid=119sid=b9cb39d4-a1c7-499b-9d41-b7631902a20a%40sessionmgr104 [10th April 2011] Employee Benefits. Dec 2010. pg.24 http://proquest.umi.com.ez.urosario.edu.co/pqdweb?index=6did=2202553811SrchMode=3sid=3Fmt=3VInst=PRODVType=PQDRQT=309VName=PQDTS=1302484952clientId=65930aid=2 [13th April 2011] Employee Benefits. Jul 2010. pg.20 http://proquest.umi.com.ez.urosario.edu.co/pqdweb?index=8did=2202553441SrchMode=3sid=3Fmt=3VInst=PRODVType=PQDRQT=309VName=PQDTS=1302485310clientId=65930aid=2 [13th April 2011] Employee Benefits. May 2010. pg.43 http://proquest.umi.com.ez.urosario.edu.co/pqdweb?index=8did=2073932571SrchMode=3sid=5Fmt=3VInst=PRODVType=PQDRQT=309VName=PQDTS=1302485541clientId=65930aid=3 [13th April 2011] Employee Benefits. May 2010. pg.44 http://proquest.umi.com.ez.urosario.edu.co/pqdweb?index=2did=2028876661SrchMode=3sid=6Fmt=3VInst=PRODVType=PQDRQT=309VName=PQDTS=1302485717clientId=65930aid=3 [14th April 2011] http://www.peoplemanagement.co.uk/pm/subjects/employment-law/ [15th April 2011] Bibliography Ferris, Gerald R., Rosen, Sherman D. And Barnum, Darold T. Handbook of Human Resources Management. (1995) Blackwell Publishers, first ed., Oxford, pp. 528-570 Price, Alan. Human Resource Management in a Business Context. (2007) Cengage learning EMEA, third ed., London, p. 467-488. Dowling, Peter and Festing, Marion and Allen D, Engle. International Human Resource Management. (2008) Cengage learning EMEA fifth ed. Hough, Alison. Employment Law. (2006) Old Bailey Press third ed., London. Redman, Tom and Wilkinson, Adrian. Contemporary Human Resource Management. (2009) Prentice Hall, third ed. Essex, p. 139-174. Electronic Articles and Internet: Aviva to close final-salary pension scheme (20th April 2010). http://news.bbc.co.uk/1/hi/business/8633088.stm [31st March 2011] HR Management Employee Incentive, Recognition and Reward Case Study. (2005) http://www.hrmreport.com/article/HR-Management-Employee-Incentive-Recognition-and-Reward-Case-Study/ [ 1st April 2011]. HR Management Employee Incentive, Recognition and Reward Case Study. (2005) http://www.hrmreport.com/article/HR-Management-Employee-Incentive-Recognition-and-Reward-Case-Study/ [ 1st April 2011]. http://www.direct.gov.uk/en/Employment/Employees/index.htm [2nd April 2011]. http://www.human-capital-management.net/business/ [3rdApril 2011] Hudson Valley Business Journal May 17. 2010 http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=21hid=119sid=b9cb39d4-a1c7-499b-9d41-b7631902a20a%40sessionmgr104 [4th April 2011] Hudson Valley Business Journal May 17. 2010 http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=21hid=119sid=b9cb39d4-a1c7-499b-9d41-b7631902a20a%40sessionmgr104 [4th April 2011] http://www.personneltoday.com/home/default.aspx [4th April 2011] http://businesswest.com/archive [4th April 2011] http://www.economiaynegocios.cl/mis_finanzas/detalles/home_fin.asp?seccion=3 [4th April 2011] http://www.pdvsa.com/interface.sp/database/fichero/publicacion/6409/1279.PDF[4th April 2011] http://www.personneltoday.com/home/default.aspx [4thApril 2011] http://www.cipd.co.uk/search/searchresults.aspx?recommended=TrueQuery=compensation+and+benefitsPageIndex=1sortby=relevancesitetype=REDESIGN_MAIN [8th April 2011] Hudson Valley Business Journal May 17. 2010 http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=21hid=119sid=b9cb39d4-a1c7-499b-9d41-b7631902a20a%40sessionmgr104 [10th April 2011] http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?vid=21hid=119sid=b9cb39d4-a1c7-499b-9d41-b7631902a20a%40sessionmgr104 [10th April 2011] Employee Benefits. Dec 2010. pg.24 http://proquest.umi.com.ez.urosario.edu.co/pqdweb?index=6did=2202553811SrchMode=3sid=3Fmt=3VInst=PRODVType=PQDRQT=309VName=PQDTS=1302484952clientId=65930aid=2 [13th April 2011] Employee Benefits. Jul 2010. pg.20 http://proquest.umi.com.ez.urosario.edu.co/pqdweb?index=8did=2202553441SrchMode=3sid=3Fmt=3VInst=PRODVType=PQDRQT=309VName=PQDTS=1302485310clientId=65930aid=2 [13th April 2011] Employee Benefits. May 2010. pg.43 http://proquest.umi.com.ez.urosario.edu.co/pqdweb?index=8did=2073932571SrchMode=3sid=5Fmt=3VInst=PRODVType=PQDRQT=309VName=PQDTS=1302485541clientId=65930aid=3 [13th April 2011] Employee Benefits. May 2010. pg.44 http://proquest.umi.com.ez.urosario.edu.co/pqdweb?index=2did=2028876661SrchMode=3sid=6Fmt=3VInst=PRODVType=PQDRQT=309VName=PQDTS=1302485717clientId=65930aid=3 [14th April 2011] http://www.peoplemanagement.co.uk/pm/subjects/employment-law/ [15th April 2011] How to cite Analysis of Employee Benefits within an Organisation, Essay examples

Recovery Loner free essay sample

As long as I could remember, I have been told that being a loner, not wanting to spend time with people, was abnormal and therefore not good. Yet, the idea that everyone needs to be social and has to be happy about it did not sit well with me. But somehow, I knew that me being a loner was not correct and had to change that. Dont get me wrong, there are some perks of being a loner like being able to be alone for an extended period of time and not minding, focusing more on what I like to do In the second semester of my junior year, something drastic happened. Our English teacher said that we had to do the Romeo and Juliet drama as an assignment and that every 11th grade student had to do it. I initially did not want to do it. Because, as usual, I didnt want to be around people for an extended period of time; and as one could this required me to spend time with my group mates during practice. We will write a custom essay sample on Recovery Loner or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page I tried to talk to my English teacher asking not to do it and, since I really care about my marks, if he could give me an individual assignment to compensate. He replied negatively telling me that I, especially, needed it. So, against my will, I, together with my group mates, started to practice for the drama. By the time we were to present it, we had rehearsed it several times . Even though it was not the best, it wasnt the worst either. Now that everything was over, we had no reason to meet anymore. But fortunately for me, we did and for the first time I had close friends. I literally can see how those few weeks had changed my societal life. Being around them made me realize what I had been missing, I could share my problems, experiences and thoughts with someone other than myself-my friends and they could give me advice on what I should and should not do. Though Im not the most social person in the world, Im not, at least, lonely and I have astound friends whom I care about and them me. I learned that if I had continued on the path I had been on before, I wouldnt have met those people I had and most of all wouldnt have been the person I am now.