My Comprehension Of Development Deficiency - 905 Words

We live in a world where the development is a primary and scarce good high in need and â€Å"demand â€Å"but is short in â€Å"supply† creating â€Å"development deficiency† (this much is agreed by many despite limited comprehension of the process of development itself and its ultimate fruits). Poor countries are in need of development taking into consideration they do not have assets to â€Å"back up† in contrast to emerging economies that are on the demand side given their economic assets. By â€Å"development deficiency† I mean we need and there is a potential â€Å"to produce† more development. My comprehension of development is simple –social transformation promising better life, more opportunities with open arms. I associate better life with the quality of it, meaning even, how long we live may not â€Å"have a say† in this respect. As defined by Amartya Sen (1983), development involves centring on human â€Å"entitlements† perceived as rights and opportunities available rather than concentrating on economic indicators such as a personal income, GDP per head, total production and so on. He argues that development can be seen as expanding freedoms such as economic facilities, political freedoms, social opportunities, and it is the main target and the means of development. There is a distinction between â€Å"ends† and â€Å"means† of development. â€Å"Wealth is evidently not the good we are seeking; for it is merely useful and for the sake of something else† (Aristotle, Nicomachean Ethics). While economic indicators, thatShow MoreRelatedProcess of Developing and Implementing an Individualized Education Program (IEP) 837 Words   |  4 PagesIEP Reflection IEP Reflection The development and implementation of an Individualized Education Program (IEP) occurs after a student is eligible to receive exceptional student services through a referral and evaluation process. In order to maximize academic success, the IEP must be implemented with fidelity following a systematic approach to skills while meeting the needs of the student. A multidisciplinary team, also known as the IEP team, is responsible for developing, implementingRead MoreMy Reading On Reading Disabilities, And The Impact That They Have On Students Education1741 Words   |  7 Pageslucky that my reading problems did not impact my education, and I was able to read very well. Reading is one of the most important skills that students learn in school. Being able to reading is paramount to student’s success throughout school and life. It is estimated that 10% to 15% of school aged children have some form of a reading disability. Reading is a complex task involving decoding and comprehension. Decoding is the ability to convert written symbols into words. Comprehension is the abilityRead MoreA Teacher Fosters Social Competence with Cooperative Learning1606 Words   |  7 Pagesâ€Å"Miss Mag, I can’t work with him.† â€Å"Miss Mag, can I work alone?† Dodgeball tactics—duck, dart, and flee—seemed to be the game plan in my classroom whenever I wanted my students to work in groups. â€Å"Just try to work together!† I would say again and again. As a new teacher, I was shocked to find that most of my students didn’t know how to work in a group. Many of my 4th-grade students had been together since kindergarten, yet they interacted as strangers. They struggled to keep their heads above waterRead MoreThe Bible Is The Only Truth1574 Words   |  7 PagesI was encouraged to not put my trust in men, because men will always make mistakes, but trust in God, because he is perfect. I solemnly believed that in order to trust in God, I had to obey the Bible. When I was 18 years old, I became a volunteer translator for a non-denominational American religious organization in Brazil. During that time, I visited hundreds of churches in many Brazilian states. American missionaries founded most of the churches in Brazil. During my first training, I was directedRead MoreDeveloping A Professional Development On Policy756 Words   |  4 Pagesprofessional development on policy S.B. 20E known as the the Florida 3rd-grade retention policy. Balkcom (2014) states â€Å"Florida’s law requires students who do not meet a certain reading lev el on their standardized reading tests to be held-back, or retained. Retained Florida students receive intensive help from school reading resources as they repeat their third-grade year† (pg. 443). This policy was founded in 2002 and since then is still in effect. In concluding my professional development of literacyRead MoreWhat Are The Five Major Elements Of Data Driven Instruction Essay840 Words   |  4 PagesQuestion 1: What forms of data do you use most often to make instructional or other decisions? As a teacher I use formative and summative data to drive my instruction. As I start with the state standard for the lesson and plan a formative assessment on that skill before a summative assessment. In years prior our school district used the platform of Performance Matter to collect data of that grade level standards three times a year. This type of information set in with Dr. Scott McLeod (20)Read MoreStudy Abroad Influences A Student s Life From Personal Growth1244 Words   |  5 Pagesthe broad benefits that SA trips give benefits which include personal growth, higher academic achievement, personal cultural awareness. Previous articles on this subject have come to similar conclusions and hinted at what more research would conclude. My research reiterated and reinforced the past research but also allowed me to draw newer conclusions. The newer conclusion reached through interviews with study abroad participants is that those who study abroad are more likely to have more inte rnationalRead MoreA Brief Note On Educational Leadership Research Seminar1407 Words   |  6 PagesLeadership Research Seminar Professor Bulkley October 22, 2014 Introduction During the 2013-2014 school year, 63% of students were two or more years below grade level in ELA. These students demonstrated the need for additional support in reading comprehension in order to effectively analyze data. In addition, 17% of students had at least three of the following risks factors: 1) two or more years over age for grade level, 2) chronically absent, 3) two or more years partially proficient in ELA. In obtainingRead MoreThe Findings From My Current Research Indicate That It1697 Words   |  7 PagesThe findings from my current research indicate that it is true that poor nutrition negatively affects the academic performance of the students. Also, the study shows that when the students are given meals with good nutrient content, it is significant because it supports their growth and development as well as improve their cognitive development (Langford, et. al, 2014). The study showed that majority of the students who performed poorly in their tests are the one th at is fed in meals that lack nutrientsRead MoreIs Creativity A Fundamental Function Of Assessment? Essay850 Words   |  4 Pages Creativity is merely some of our countless appreciated human sources which permit an exceptional development in all phase of life while avoiding the similar methods from reoccurring time after time. Particularly, inside the work site when individual sense encouraged and appreciated their creativity subsists at the greatest as they sense a self-challenge to be creative and formulate a transformation within their responsibilities. There is substantial confidence placed upon creativity to discover

The Boundaries Between Romantic Friendship and Erotic Love...

The Boundaries Between Romantic Friendship and Erotic Love A man who kissed or embraced an intimate male friend in bed did not worry about homosexual impulses because he did not assume that he had them. In the Victorian language of touch, a kiss or an embrace was a pure gesture of deep affection at least as much as it was an act of sexual expression, says Anthony Rotundo, attempting to define the boundaries between romantic friendship and erotic love, in relation to same gender friendships, in the late nineteenth century (Miller 4). Same gender relationships could exist on a physical level, expressing affection, without bringing up questions of sexual preference. Further, F.S. Ryman, a gentleman in his twenties, wrote of the very†¦show more content†¦Culturally, this type of behavior had no definite wrong or abnormal connotation strapped to it. As Neil Miller describes, In the 1870s, a concept of homosexual identity--or of gay and lesbian community--was barely articulated (Miller xvii). In America, the idea of homosexual love was beyond societal understanding. Prior to the introduction of homosexuality people were free to care about each other on levels without the constraints of any insecurity base on a the possibility of getting a label. While the concept of homosexuality did not exist in the United States, changes were happening in Europe with the issue. Right around the 1870s affectionate relationships between males acquired a label. It was the sexologists#8230; who were to define same-sex love, to give it a name. The term homosexuality was actually used for the first time in 1869 by Karl Maria Kertbeny, a German-Hungarian campaigner for the abolition of Prussias laws that criminalized sexual relations between men. Homosexuality was not the only term that the late nineteenth century found to describe sexual relations between persons of the same sex. The term inversion was even more widely used. And in 1870, the German physician Karl Westphal invented the phrase contrary sexual feeling, in detailing the history of a young lesbian. These expressions all had aShow MoreRelatedThe Rights Of Female Sexuality1626 Words   |  7 Pagesstrict morals that defined the Puritan Commonwealth, and his court became characterized by its licentiousness and extravagant spending. While men during the period enjoyed the libertine culture that was introduced, women continued to be restrained by boundaries that had constricted their s ocial and sexual freedom for centuries. Aphra Behn, the first woman in England to identify as a professional writer, challenged sexual inequality by reforming the female image through literature. She addresses themesRead More Shakespeares As You Like It - Rosalind and Celia Essay3116 Words   |  13 Pageswell represented as the nature and dynamics of the relationship between Rosalind and Celia. Among other topics are cross dressing or female transvestism and male self-fashioning, which extrapolates on the mode of dress being an identity. A feminist view on Shakespeare examines the poets defense of virtue in the play. Quite a few articles focus on Rosalind alone. These varyingly discuss Rosalind in relation to gender issues, romantic power, eroticism, specific performances of actresses portrayingRead MoreShakespeare s Twelfth Night ( C. 1600-01 )2907 Words   |  12 Pageswith the nature of love, gender role and the intricate comic and tragic experiences of love. The characters ha ve multiple layers of gender roles and sexual attractions which makes the issue of gender identity more complex. For example, Viola, the heroine of the play is dressed as a male, Cesario, throughout most of the play. As a male, Viola woos Olivia for Orsino, resulting in Olivia falling in love with Viola-as-Cesario. At the same time, Viola, dressed as a man, falls in love with Orsino. STATUSRead MoreEssay on A Midsummer Nights Dream: Critical Analysis3103 Words   |  13 Pagesthat this play is the most purely romantic of Shakespeares comedies. The themes of the play are dreams and reality, love and magic. This extraordinary play is a play-with-in-a-play, which master writers only write successfully. Shakespeare proves here to be a master writer. Critics find it a task to explain the intricateness of the play, audiences find it very pleasing to read and watch. quot;A Midsummer Nights Dreamquot; is a comedy combining elements of love, fairies, magic, and dreams. ThisRead MoreSocial Networking and Human Relationships Essay2293 Words   |  10 Pagesnetworks having a detrimental effect on our relationships? The meaning of the word relationship can have an abundance of different meanings, however for this research essay one will be focusing on three different types of relationships; Romantic and sexual, friendship and the relationship with ones self. For human beings, the need the socialise is possessed by many and â€Å"Facebook is quickly becoming one of the most popular tools for social communication† (Ross, C. et al, 2000). Read MoreCalculus Oaper13589 Words   |  55 Pagestheir heads: If the first erotic bond is to the mother, she asks, could not the natural sexual orientation of both men and women be toward women? Rich s radical questioning has been a major intellectual force in the general feminist reorientation to sexual matters in recent years, and her conception of a lesbian continuum sparked especially intense debate. Does lesbianism incorporate all support systems and intense interactions among women, or is it a specifically erotic choice? What is gainedRead MoreBrazil Culture17445 Words   |  70 PagesInformations about Brazil 2- ) Economic Indicators 3-) Some Important Portugese Words BRAZIL Brazil is the largest and most populous country in South America; and the fifth largest in the world in both area and population. Spanning a vast area between central South America and the Atlantic Ocean, it is the easternmost country of America and borders every other South American country other than Ecuador and Chile (viz. Uruguay, Argentina, Paraguay, Bolivia, Peru, Colombia, Venezuela, Guyana, SurinameRead MoreLogical Reasoning189930 Words   |  760 PagesEmilio drink water that you know will cause a disease, but it is clearly negative, and the probability of this consequence is 100 percent; that is, it is certain to occur if you tell Emilio you are sick. In addition, if Emilio finds out, then your friendship with him might end. This is also a negative, and one that is likely to occur, but then again Emilio might never find out what you’ve done. Finally, there is one more consequence worth considering: If Juanita finds out you broke your promise to

Usain Bolt Free Essays

Usain Bolt Jamaican sprinter Usain Bolt is arguably the fastest man in the world, winning three gold medals at the 2008 Olympic Games in Beijing, China, and becoming the first man in Olympic history to win both the 100-meter and 200-meter races in record times. Bolt won his fourth Olympic gold medal in the men’s 100-meter race at the 2012 Summer Olympic Games in London, beating rival Yohan Blake, who took silver. Bolt ran the race in 9. We will write a custom essay sample on Usain Bolt or any similar topic only for you Order Now 63 seconds, a new Olympic record, making him the first man in history to set three world records in a single Olympic Games competition. The win marked Bolt’s second consecutive gold medal in the 100. Bolt went on to compete in the men’s 200, claiming his second consecutive gold medal in that race. He is the first man to win both the 100 and 200 at consecutive Olympic Games, as well as the first man to ever win back-to-back gold medals in double sprints. Usain Bolt was born in Jamaica on August 21, 1986. Both a standout cricket player and a sprinter early on, Bolt’s natural speed was noticed by coaches at school, As early as age 14, Bolt was wowing fans of sprinting with his lightning speed, and he won his first high school championships medal in 2001, taking the silver in the 200-meter race. Bolt announced that he would run the 100-meter and 200-meter events at the Beijing Summer Olympics. In the 100-meter final, Bolt broke the world record, winning in 9. 69 seconds. Not only was the record set without a favorable wind, but he also visibly slowed down to celebrate before he finished (and his shoelace was untied), an act that aroused much controversy later on. Bolt’s achievements in sprinting have earned him numerous awards, including the IAAF World Athlete of the Year (twice), Track Field Athlete of the Year and Laureus Sportsman of the Year. How to cite Usain Bolt, Papers

The Feeling of Music free essay sample

In my listen world there are almost no classical music existence, but sometimes will still have a little. It does affect the music that I listen to now. Those classical music like a memory to me. Sometimes it will attract me to listen it; it reminds me to some historical memory, which I dont like it at all. It will make me think the music that now I listen to are no any connotation and superficial. Even though I dont like classical music, but somehow I will choose to listen It; because It let me have a feeling that jack to the century. Classical music has a pretty big Influence, because listening to classical music can decreases my tension In sometime. Even that classical music Is not my preferred genre. Now, In my pollen there are a lot of difference between modern classical music and pop music. The tones of the modern classical music are still singing very slowly and the sounds can make you sleepy. We will write a custom essay sample on The Feeling of Music or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Also now all the modern classical music all around us most have gone, even though there are still eave some popular In this century, but most people wont hear It because now have pop music.However, the classical get In development It sully cant compare favorably with pop music, because now is twenty-one century everyone get in fashion. Pop music is modern say music that a large amount of the population enjoys listening to. As a genre, pop music is very eclectic, often borrowing elements from other styles. Its including urban, dance, rock, Latin and country; nonetheless, there are core elements which define pop.It is written quite recently and has almost no rules as to how it can sound. Also its unique and lots of improvisation. In additional, classical music does not affect my life at all. In my life only contain pop music, because I am a person that seeks vogue. I dont allow anything affects my fashion, because in my mind classical music is a backward thing. As I mansion earlier, in my listen world there are almost no classical music existence. So, for this case classical music wont affect my life at all. The Feeling of Music free essay sample Classical music has a pretty big influence, because listening to classical music can decreases my tension in sometime. Even that classical music is not my preferred genre. Now, in my opinion there are a lot of difference between modern classical music and pop music. The tones of the modern classical music are still singing very slowly and the sounds can make you sleepy. Also now all the modern classical music all around us most have gone, even though there are still have some popular in this century, but most people onto hear it because now have pop music.However, the classical get in development it still cant compare favorably with pop music, because now is twenty-one century everyone get in fashion. Pop music is modern say music that a large amount of the population enjoys listening to. As a genre, pop music is very eclectic, often borrowing elements from other styles. We will write a custom essay sample on The Feeling of Music or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Its including urban, dance, rock, Latin and country; nonetheless, there are core elements which define pop.It is written quite recently and has almost no rules as to how it can sound. Also its unique and lots of improvisation. In additional, classical music does not affect my life at all. In my life only contain pop music, because am a person that seeks vogue. Dont allow anything affects my fashion, because in my mind classical music is a backward thing. As mansion earlier, in my listen world there are almost no classical music existence. So, for this case classical music wont affect my life at all.

What Should Jane Smith Do an Example by

What Should Jane Smith Do Case #1: Mary Jones Case According to the Pregnancy Discrimination Act (an amendment to Title VII of the Civil Rights Act of 1964) An employer cannot refuse to hire a pregnant woman because of her pregnancy or because of a pregnancy-related condition or because of the prejudices of co-workers, clients, or customers. As long as the Mary Jones will be able to perform the major functions of her job and she has the qualifications needed for the position then she cannot be refused to be hired. In a case filed against Walmart by a certain Jamey Stern ( Ref. Case #97-2480-EEO, 1998). The company agreed to pay $220,000 to settle the case. In this case they were found out that they know that she is pregrnant and they intentionally refused to hire her because of her condition even if she is qualified for the position. Jane Smith can require Mary Jones to pass a Medical Certificate that indicates that she is fit to work. Because if the doctors certificate indicates that she is not fit to work due to her condition she can turn down the application of this pregnant qualified applicant. Need essay sample on "What Should Jane Smith Do" topic? We will write a custom essay sample specifically for you Proceed University Students Very Often Tell Us:Who wants to write essay for me?Specialists recommend: Writing Essay Papers Is Easier With UsBuy College Essays Online College Essay Writing Service Top Rated Essay Writing Service Write My Essay Online Reviews Case#2: Bill Cooper Based on the Title IV of the Civil Rights Act of 1964 an employer cannot refuse to hire or fire an employee because of his or her religion. But the law also said that an employer can refuse an applicant if it will cause an undue hardship on the part of the employers' legitimate business interests. If hiring the individual will requires more than ordinary administrative costs, diminishes efficiency in other jobs, infringes on other employees' job rights or benefits, impairs workplace safety, causes co-workers to carry the accommodated employee's share of potentially hazardous or burdensome work, or if the proposed accommodation conflicts with another law or regulation. Because Bill Cooper was the most qualified for the position, Jane have no choice but to hire him because she has so many options that she can use to fill-up Bills position on Saturday. Jane also expresses that she can hire a part-time worker to fill that position, therefore there is no excuse for her to reject Bill. This problem has a similarity with the case of TRANS WORLD AIRLINES, INC. v. HARDISON (FindLaw, 2006)where in Trans World Airlines (TWA) dismissed Hardison due to refusal to work on Saturday. The court found TWA guilty even if the company argues that they have done all the possible means to find a replacement of Hardison so that the Saturday operation in the Airlines will not be affected. The court reasoned-out that they he court took the analysis that TWA had discarded three sensible alternatives. One of which would have satisfied its obligation without undue hardship. (1) Within the framework of the seniority system, TWA could have permitted respondent to work a four-day week, utilizing a supervisor or another worker on duty elsewhere, even though this would have caused other shop functions to suffer; (2) TWA could have filled respondent's Saturday shift from other available personnel, even though this would have involved premium overtime pay; and (3) TWA could have arranged a "swa p" between respondent and another employee either for another shift or for the Sabbath days, even though this would have involved a breach of the seniority system. Held: TWA, which made reasonable efforts to accommodate respondent's religious needs, did not violate Title VII, and each of the Court of Appeals' suggested alternatives would have been an undue hardship within the meaning of the statute as construed by the EEOC guidelines. Pp. 76-85. (TRANS WORLD AIRLINES, INC. v. HARDISON, 1997) Case#3: Kate Johnson According to Ohio Reference Law-4113.71, employers are not liable when they provide truthful information pertaining to employee job performance unless the employer disclosed particular information with the knowledge that the information was false, with the deliberate attempt to mislead the prospective employer or another person, in bad faith or with malicious purpose. The employer may also be found liable if the information constitutes an unlawful discriminatory practice (Ohio State University, 2004) The discrimination laws that apply to interviewing also apply to reference checking. In order to avoid claims of discrimination, decisions based on references should be made based on objective facts. Do not probe into marital status, age, disabilities, race, religion, or national origin. (Ohio State University, 2004) So now if Jane Smith will objectively answer the question of the probing HR, meaning basing all the information that she will share in the performance Kate Johnson in their company then she doesnt have any liability. Furthermore, it is the right of the prospective employer to know the background and performance of this applicant. In cases like Wattenburg v. United Medical Lab, 269 Or 377, 380, 5252 P2d 113 (1974) a former employer has a qualified privilege to share information about the character or conduct of its employees with present or prospective employers. References AterWayne(2003) Focus Issue Job Reference. Ohio State University. Guide to Reference Checking. U.S. Equal Employment Opportunity. Discrimination by Type: Facts and Guide. Transworld Airline Inc v. Hardison (1997) . In FindLaw.com. Retrieved on November 22, 2006http://caselaw.findlaw.com/us-supreme-court/432/63.html Walmart v Stern. (1998) Ref. Case #97-2480-EEO Wattenburg v. United Medical Lab. (1974) 269 Or 377, 380, 525 P2d 113

Correcting Run-On Sentences Proofreading Practice

Correcting Run-On Sentences Proofreading Practice This exercise will give you practice in identifying and correcting run-on sentences. Before attempting the exercise, you may find it helpful to review how to  correct a run-on sentence with a period or semicolon  and  correcting run-ons through coordination and subordination. The following paragraph contains three run-on sentences (fused sentences and/or comma splices). Read the paragraph aloud and mark any run-on sentences that you find. Then correct each run-on according to the method you think is most effective. When you have completed the exercise, compare your corrections with the following paragraph below it. Run-On Sentence Exercise Why I Had to Get Rid of the Monster Although I am a dog-lover by nature, I recently had to give away my three-month-old retriever, Plato. I had several good reasons for doing so. A few months ago I picked up the dog at the Humane Society as a Christmas gift for my girlfriend. Alas, she dumped me on Christmas Eve I was left to console myself by caring for the dog. Thats when my true misery began. For one thing, Plato was not housebroken. Throughout the apartment he left little mementos, staining rugs and furniture and fouling the air, he would burrow under any newspapers I laid down for him. To make matters worse, his untamed potty habits were supported by an insatiable appetite. Not content with a sack of Kibbles n Bits every day, he would also gnaw at the couch and shred clothes, sheets, and blankets, one night he chewed up a friends new pair of clogs. Finally, Plato simply wasnt happy being cooped up by himself in a small apartment. Whenever I left, he would begin whimpering, and that soon turned into furious barking . As a result, my neighbors were threatening to murder both me and the monster, as they took to calling him. So, after six weeks of life with Plato, I gave him away to my uncle in Baxley. Fortunately, Uncle Jerry is quite accustomed to animal feed, waste, noise, and destruction. Corrected Version of Run-On Sentence Paragraph Below is the corrected version of the paragraph used in the exercise above. Why I Had to Get Rid of the Monster Although I am a dog-lover by nature, I recently had to give away my three-month-old retriever, Plato. I had several good reasons for doing so. A few months ago I picked up the dog at the Humane Society as a Christmas gift for my girlfriend.  Alas, when she dumped me on Christmas Eve, I was left to console myself by caring for the dog.  Thats when my true misery began. For one thing, Plato was not housebroken.  Throughout the apartment he left little mementos, staining rugs and furniture and fouling the air. He would burrow under any newspapers I laid down for him.  To make matters worse, his untamed potty habits were supported by an insatiable appetite.  Not content with a sack of Kibbles n Bits every day, he would also gnaw at the couch and shred clothes, sheets, and blankets. One night he chewed up a friends new pair of clogs.  Finally, Plato simply wasnt happy being cooped up by himself in a small apartment. Whenever I left, he would begin whimpering, and that soon tur ned into furious barking. As a result, my neighbors were threatening to murder both me and the monster, as they took to calling him. So, after six weeks of life with Plato, I gave him away to my uncle in Baxley. Fortunately, Uncle Jerry is quite accustomed to animal feed, waste, noise, and destruction.

Movie review Example | Topics and Well Written Essays - 1750 words - 1

Movie Review Example the audience to rethink their perceptions on faith healing, and want to believe the ease by which a person can be healed without the use of any form of medication. In addition, it gives non-believers the idea that faith healing is not dependent on the form of faith, but the faith itself, meaning that a person does not need religious faith to be healed; a little faith is enough. Henry Poole discovers that he has a terminal disease during a routine check-up, gives up hope in life and buys a house in the suburbs in his home area, where he can die in peace after wasting his life on drinking. This retreat into suburbia shows that Poole had given up hope on life, and all he wanted to do with his life is to waste it before he died. To ensure that he lives in solace, Poole buys a house in a busy suburb that resembles many others, and since people will be too busy minding their own business, he will not be disturbed. However, this is not to happen as he finds out that he had a nosey neighbour, Esperanza, who insists that a stain she saw in his house was the image of Jesus, and it has healing power. While dealing with Esperanza, Poole meets with Millie; the daughter of Dawn became taciturn and lost her speech when her father left them. Millie touches the stain and her speechlessness is cured, and Poole’s neighbours start insisting that he was in that house fo r a reason and the stain could heal him (Henry Poole Is Here). Poole did not believe this, and in anger, he smashes the wall due to the frustration of believers insisting on imposing their faith on him, even though there is nothing wrong with their insistence or his resistance. However, denying the apparition means that Poole consciously thinks he does not believe in faith healing, though later events in the film show that he believes but at a subconscious level. Smashing the wall intensifies Poole’s relationship with his neighbours, especially since Millie’s healing had an effect on him. He knows that he touched

Keynesian economists Essay Example | Topics and Well Written Essays - 1250 words

Keynesian economists - Essay Example The paper also considers the negative impact of government interference in business as per the suggestions of Keynesian economists. Keynesian economics is based on aggregate demand and government intervention. The theory was created by John Maynard Keyes to explain the Great Depression in the 1930s (Samuelson & Nordhaus, 2010). At the time, the classical economics theories assumed that the free market would automatically self-regulate by providing employment and sustain the economy. Goods and services’ total demand in the economy at a specified time is aggregate demand. Prior to Keynesian economics, the assumption was that a decrease in aggregate demand in the economy would result in fewer goods and job opportunities. This would translate to reduced wages and inflation, which would enable employers to invest and create more jobs. However, the great depression disapproved the theory. Many factors influence aggregate demand. During a recession, the decisions made by the private sector may reduce consumer spending (Higgins, 2013). Similarly, prices and wages gradually respond to the fluctuations of demand an d supply causing shortages or surpluses in employment opportunities. Keynesian economists hold that government intervention plays a key role in solving the problem of insufficient aggregate demand. Aggregate demand represents the spending of the government, public and private sector. Insufficiency in aggregate demand comes about when the spending of all these sectors reduces. The government is in a position to solve the problem of insufficient aggregate demand through active policies like fiscal stimulus package and job creation, which increases spending and restores aggregate demand. Many theories against government interference with business find unbalanced government budgets disturbing for the economy (Higgins, 2013). Nonetheless, Keynesian economists find that government intervention

Write a brief critique of the response of UK governments to the UN Essay

Write a brief critique of the response of UK governments to the UN Convention on the Rights of the Child - Essay Example The UK government’s first report declared that no change was required in the active legislation in the UK since the provisions of the convention are already covered (UK First Report to UN, 1994). The UK Government has achieved a high standard in some of the areas of work that the convention recommended. The UN has recognized that the Human Rights Act of 1998 had included some of the aspects of the children in it and this is in line with the needs of the convention. Some of the other legislative steps such as Northern Ireland Human Rights Commission, race relations legislation did move the country legislatively forward in this area. The Children and Young People’s Unit in England, the abolition of corporal punishment in the UK and the promotion of children’s rights in all those countries where the UK provides aid, all add to the implementation of the convention directions successfully. The standard of these implementations have been found to be substantially good and recommended by the UN. There are areas where the UK government steps were satisfactory though improvement has to be done. In the legislative front, the changes done in the Human rights Act is not covering all the needs of the children explicitly. The legislation for children and youth is not prioritizing the needs of the children correctly and therefore, is losing focus. The resources spent for the purpose of the children should be clearly specified and allocated for the purpose. A wide and sweeping allocation that maximum resources are allocated would not serve the purpose, says the UN report on the UK. Apart from this, structuring the entire process and therefore, making an effective ‘delivery’ of the program is very important. This includes providing appropriate training and education. There are number of areas which the UN felt that the UK government is yet to meet satisfactorily level. Some of the

HR Practices to Enhance Employee Commitment

HR Practices to Enhance Employee Commitment Introduction Human Resource Management is a consistent and productive approach towards the management of employees who are ‘valued assets to the organization. And managing resourceful humans requires a constant balancing between meeting the human aspirations of the people and meeting the strategic and financial needs of the business. Hence linking the HRM more explicitly to the strategic goals to improve the business and foster innovation and flexibility, thus serves the overall purpose. Through best possible use and application of HR policies in the organization, commitment can be encouraged thus leading to better performance, improve staff attitude and lower labour turnover, this is the ideal aim of the human resource practices which has been argued to neglect the fact that HR specialists and line managers have a major impact on how these HR policies are implemented at the hotels and whether all the HR practices are universally applicable. Human resource management is the techniques businesses incorporate to maintain an effective workforce to meet operational requirements. It is the organizational function that deals with issues related to people such as compensation, hiring, administration, organization development, employee motivation, wellness, benefits, safety, communication, performance management, and training. Human resource practices implemented in an organisation are used for recruitment, selection; training and development, reward management, performance appraisal etc. Human Resource Management strategically manages people and work place environment and culture. Effective HRM practices enable employees to contribute effectively and productively towards the attainment of the organizations goals and objectives facilitates overall company mission. HRM practices are one of the channels of communication for an organization with its employees it consists of the actual programs, processes and techniques. It conveys as to what the organization desires as valuable and appropriate behaviors. The workers on reception of such a message build up their own distinct perceptions and through a self-assessment (evaluation) process subsequently shape their attitude and behavior. For instance, if an organization implemented a training program for their workers, it will develop workers knowledge, skills and capability, and thus cultivate better employee commitment due to contented experience with the organization; however, such correlation may at times be misleading or unpredictable i.e. even though some employees may think this training as useful and recognize the implementation of organizational HRM practices, but on the contrary, other workers may see the program as non-effective and view it as a trouble that hamper their regular work timeta ble, hence this may work in an unintended way by bringing down their satisfaction with the organization and negatively effect their commitment. This is the very reason why employees individual view plays as a vital intermediary in the association between organizational HRM practices and the real disclosure of employees outlook and behaviors. Therefore, from this point of view, one can argue that HRM practices in its dominating effect alter an employees affective commitment, by first impinging upon their perception of organizational HRM practices and consequently further alter or transform their emotional commitment towards the organization. Thats why, by the means of implementation of high-commitment HRM practices, i.e. intensive training and development, high level of compensation, promotion from within, socialization, etc. convince the employees that the organizations purpose is in conformity with their insight, and it impinges upon them to reciprocate with advanced commitment and stronger deference to devote and put in for the organization. Therefore this research will try to establish a correlation between HR practices and their effects on employee commitment. The HR practices that will be examined in the research will be Selection and Recruitment Process, Training and Development programs, Performance management, Reward management and industrial labour relations.These are some of the main HR practices followed by the hotels aiming for the more committed team. But the researcher is interested in knowing whether these HR practices really result in more committed employees. And if these HR practices really result in committed employees then is it universally applicable in all countries of the world or all types of industries. These are some of the questions that have encouraged the researcher in conducting this research. LITERATURE REVIEW Philosophy of Human Resource Management Human Resource Management is shifting its traditional stance from personnel, administration, and transactional roles, which are being increasingly outsourced. HRM is now focusing more and more towards adding quality and value to the strategic exploitation of employees and that employee development programs impact the business in tangible terms. This new approach towards revolution in HRM involves strategic direction and HRM metrics and measurements in tangible terms to gauge the effect of these practices. Some of the HRM practices studied in this project are selection, benefits, training, performance feedback, communication systems, standard operating procedures (SOPs) and employee participation. David E. Guest (1987) says â€Å"HRM is a means of achieving management objectives at least in enterprises which haverecognized, or have been compelled to recognize, the utilization of the human resource inachieving competitive edge becomes clear from an examination of four important goals ofeffective.† The primary objective of HRM is amalgamation of companys mission and goal with the HR practices acomprehensive corporate strategy is essential to continuing business success in many cases,human resource planning is not an integral part of strategic planning, but rather flows fromitDavid E. Guest (1987). This holds especially true in todays context where the accomplishment of the process of adjusting to change warrants an escalating level of individual and group participation, for the seamless integration of human resources into the strategic plans. HRM also focuses to attain employee committment, this involves classification of the type of commitment required e.g. attitudinal, behavioural. Commitment of an employee can be at different levels it could be towards the organization, to his job, for individual career advancement and numerous such like things. Commitment in an employees context can be defined as approval of enterprise mission and goals, and could be reflected in behaviour adopted by him/her that furthers these goals. David further says: The theoretical proposition is therefore that organizational commitment,  combined with job related behavioural commitment will result in high employee  satisfaction, high performance, longer tenure and willingness to accept  change. The third goal of strategic HRM is to exercise flexibility and adaptability, which basically translates into the ability to manage change and innovation and to react swiftly to transforming market demands and changes. Thus arises a need for a HRM policy which is favorable to change at all levels of the organization, an arrangement which is practical not bureaucratic, functional and adaptable, with an absence of rigid job divisions and with capable of functional flexibility i.e. flexible skills and motivation to move from one assignment to another. Promoting these is possible only according to David if employees at all levels display highorganizational commitment, high trust and high levels of intrinsic motivation. Attaining and maintaining total quality is the fourth goal of HRM. This highlights the importance of policies and practices to recruit, development and retention of skilled and flexible employees, and the formulation of established performance standards and performance procedures. This can be further subdivide into two broader goals i.e. building a integrated organizational culture and achieving and maintaining competitive advantage through the dynamic use of human resources. Guest (2002) has argued that the â€Å"Impact of HRM on performance depends upon  workers response to HRM practices, so the impact will move in direction of the  perception of HRM practices by the employee†. Wood (1999) and Guest (2002) have  stressed upon the need to build a competent, committed and highly involved work force is the one required for best implementation of business strategy. Huselid (1995) discovered that the effectiveness of employees is directly related to the impact of HRM practices on behavior of the workforce. Patterson et al (1997) while arguing about the effect of human resource management practices on business performance have said that HR practices in selection and training influence performance by providing appropriate skills. HR practices have a potent impact on performance even if it just measured in terms of overall productivity. Huselid (1995) stressed that â€Å"by adopting best practices in selection, inflow of bestquality of skill set will be inducted adding value to skills inventory of the organization.† He also highlighted the role of personnel training as a accompaniment of selection practices through which the organizational culture and employee behavior can be integrated with the organization goals to produce positive results. Cooke (2000) has included competence and effectiveness as the vital ingredients of performance apart from competitiveness and productivity. She further amplifies training as the tool to grow knowledge and skills and as way of improving individuals performance (efficiency and effectiveness). Singh (2004), whose interpretations are more pertinent in our cultural context, says that â€Å"compensation is a behavior aligningmechanism of employees with business strategy of the firm†. â€Å"Career planning is a tool that aligns strategy with future HR needs and encourag esemployee to strive for his personal development† (William et al, 1996). By encouraging employee involvement, the firm will profit from increase in efficiency of theemployee due to improved commitment of the employee. Financial participation schemes are more beneficial for the organizations than the associated cost (Summers Hyman, 2005). â€Å"Use of best HR practices shows a stronger association with firmsproductivity in high growth industry† (Datta et al, 2003). Wright et al (2003) have said that â€Å"an employee will exert discretionary effort if proper  performance management system is in place and is supported by compensation system  linked with the performance management system.† Similarly, â€Å"Job definition is combination of jobdescription and job specification. It clearly outlines duties, responsibilities, workingconditions and expected skills of an individual performing that job† (Qureshi M Tahir, 2006). Ichniowski (1995) while studying productivity of steel workers have argued that harmonizing HR practice System positively effects employees performance.Sels,2006 Collins (2005) in a study of similar character targeting small business have also argued that efficient HR practices affect employee productivity to a great extent. Meyer and Allen (1997) indicated that HRM practices have been considered to be valuable and effective tools for elevating organizational commitment, especially affective commitment. However, there are some other perspectives also on this subject; De Coninsk and Stilwell (1996) argued that what directly influences employees affective commitment is not the actual practices itself, but the employee perceptions of fairness of practices that affects organizational commitment. Ogilvie (1986) found that, even with personal and work characteristics controlled, employees perceptions of two characteristics of HRM practices, namely, the accuracy of the merit rating system and the fairness of promotions, contributed to the prediction of commitment. Gaertner and Nollen (1989) also found that employees commitment was related to the perceived HRM practices, including internal promotion, training opportunities, and employment security. Ostroff and Bowen (2000) made use of â€Å"meso† theory t o explain that the implementation of HRM practices helped to amplify workers identification with their organization through employees psychological contracts. Therefore, just as what the above mentioned scholars stated, the HRM practices itself cannot have impact on employees commitment, it is after the implementation of the HRM practices that triggered employees own perceptions and then assess whether the practice is considered fair or favorable to them and consequently influence their attitudes and behaviors. Therefore, if the HRM practices that an organization implements permit the employees to acknowledge it as highly committed, consequently, this will lead to reinforced trust and concurrently generate higher emotional attachment with his/her serviced organization. Despite several experiential studies that have established a relationship between HRM practices and organizational commitment, however, such a connection seems to be a little too straightforward (Paul Anantharaman, 2004; Ulrich, 1997; Wimalasiri, 1995). Ostroff and Bowen (2000) projected that it was the psychological bond of an individual that unified how an organizational HRM practice influenced employees mind-set and behavior. This also entails that HRM practices may conjointly manipulate employees organizational commitment obliquely, and must go through by means of individuals psychological alteration system. Guzzo and Noonan (1994) said that   â€Å"an organizations HRM practices influenced employee commitment since they are communications from the employer to the employee. How employees interpreted and made sense of their organizational HRM practices affected their psychological contract with their employer and, ultimately, their commitment to that employer.† Zucker (1983) also suppose that the organization members attitudes and behaviors are subjective and are governed by organizations official communication of ‘common understandings. Term common understandings denoting what were considered the appropriate, essential and meaningful behaviors within an organization.Basically, the official organization communication of common understandings will direct its members to alter their own personal attitudes and behaviors so that they can match organizational expectations and requirements. HR PRACTICES HRM propose that there is a universal ‘one best way to administer people. By assuming a best practice method it is argued that organizations will attain improved commitment from people leading to better organizational performance, top levels of service quality and eventually boost in efficiency and profitability, Usually couched in terms of ‘bundles, the HRM practices that are offered in support of a high commitmentand performance model are generally fairly consistent. A range of HR practices which are suggested as being important to organizational strategies aimed at securing high-quality service are:- Recruitment and Selection: One of the main and most basic HRM practice is of Recruiting and selecting staff with the correct attitudinal and behavioural characteristics. The process of choosing a candidate from a group of applicants who best meets the selection criteria for a particular position is called Selection. â€Å"In this process the right person chosen for the requisite qualifications and knowledge is placed in the appropriate job position to decrease the cost, and maximise the profits by means of their merit and talent† (Vlachos 2008). A variety of considerations in the selection process should be employed to assess the work values, interpersonal skills, personality and problem-solving capabilities of likely employees to evaluate their ‘service orientation. To maintain the high degree of competitive advantage an organisation requires capable and skillful personnel (Liao Chu 2006). Huselid (1995) has established that organisational productivity and high degree of performance is dependant upon the selection of the appropriate person, which is also a way to reduce employee turnover. Michie and Sheehan-Quinn (2001) recognized a positive link between hiring employees, and the creation of the appropriate culture for organisational growth. Cho, et al. (2006) established a positive and considerable connection between HRM practices and staffing (recruitment source, pre selection test, IQ test, structured interview, and biographical information blank of the organisation) for enhancing financial performance. Therefore, it made compulsory for the organisations to attract qualified candidates and recruit them for survival and growth. Performance Appraisal Performance appraisal has attracted a immense degree of interest. Levin (1986) identified uses of performance appraisal, like potential analysis which assesses the feedback and suggestion of employee past performance, employees training needs, financial expectations salary, employee merit appraisal, employee career development etc. Thang (2004) in his study has shown as to effect of suitable HRM related decision on how well employees are performing their jobs. Performance appraisal is a constant procedure rather than a once a year fatigue. It is the official arrangement of periodical evaluation and assessment of an individuals or teams job performance and providing feedback. Stone (2002) said that â€Å" in the competitive environment, organisations need to keep improving performance to survive†. In addition, in the fast changing surroundings, tighter finances, downsizing and demands for enhanced employee accountability result in more emphasis on performance appraisal in relation to organisational objectives. Performance related rewards target those who meet the performance requirements (Stone 2002, Cho, et al. 2006, Chand Katou 2007). Performance appraisal provides information that is dealt with employee salary, training needs, compensation, promotion as well as employee development, transfer and employee feedback by (Huber 1983). Appraisal systems have also moved away from conventional top down approaches to appraisal in more mod ern and pertinent terms such as customer evaluation, team-based performance, the appraisal of managers by subordinates and peer review. Generally, all of these performance appraisal methods should focus on the quality objectives of the organization and the behaviors of employees required for maintaining these. Performance appraisal has both administrative and individual development focus and organizations sincerity towards performance appraisal goes a long way in developing commitment and trust among people.Overall attitude towards HRM department is a significant predictor of organizational commitment. This aspect of HRM practice refers to how people see their HRM department, with respect, with disdain, with indifference and so on. It refers to the fact that the acceptance of various HRM practices depend largely on the overall image of the HR department. Hospitality industry needs to rely on the commitment of a well-trained, multi-skilled workforce in order to achieve a competitive position, especially in terms of providing high quality customer service. This suggests that hotels need to adopt HRM organisational practices that enhance the motivation of employees and improve organisational effectiveness. Reward Management Huselid (1995) asserts that the compensation system is recognised as employee merit and it is widely linked with firm outcomes. Compensation by its definition means all monetary payments and all commodities used instead of financial to recompense employees. The reward system was organised to attract and motivate so as to keep employees. More so, employee influence was tailored on controlled authority and decision making. The expectancy theory (Vroom 1964) suggests that rewards, that can be comprehended as a form of direct and indirect recompense packages, have the ability to manipulate employee work enthusiasm. Thang (2004) suggests that ‘compensation and reward can be powerful tools for getting efforts from the employees to fulfill the organisational goals. On the same lines, Wan (2008) argued that compensation should be measured depending on employees performance not on the basis of position or seniority in the organization.Pay practice is one of the tools of human resources management practices which manages wage, salary, pay and benefits etc. for the employees. Reward management has got an important role in HRM. A high level of pay and remuneration in comparision to that of rivals ensures the attraction and retention of high-quality employee, however this may impact negativly on the companys overall labor expenditures. Also by connecting pay with performance, the company can educe desired standards of performace as well as specific task orientation from employee (Noe et al., 2006). Generally, pay practice is very significant for the organizations and firms which can attract employees to apply for the job as recruitment.Attractive pay practices play a major role in attracting talent and are very helpful during the recruitment process. Similarly for the employees this means that they are required to show a continuously high level of commitment and performance in order to keep their jobs. Pay packages also have a degree of connection with the job satisfaction of an employee. Ting (1997) asserts that the significance of pay is a strong determinant of job satisfaction. He further explains two different type of effect of pay practices on job satisfaction; first is the satisfaction with pay itself and second is the satisfaction with financial prospects in the future. There is a venerable interest of these two things which are correlated with job satisfaction. Thus, it is pertinent to understand the relationship between job satisfaction and pay practices which eventually materializes in terms of higher productivity. Efficiency wage theories also suggest that paying higher wages can often result in increased efficiency. There are three main channelsthat are addressed in these theories that improve productivity, as described by Katz, 1987. Firstly it means that the harder the employees of an organization work higher will be the punishment for someone who is caught shirking a nd higher will be the probability of losing job of the employee getting caught. Thus higher wages means an increased effort on part of the employee due to the enhanced probability of losing job in a high performance environment. In other words, wage and pay practice are directly responsible for employees productivity and turnover. Secondly, a higher wage translates directly into workers loyalty towards organization thus improving employees efforts. Also it is a pertinent deduction that higher wage structure plays considerable amount of restraint on the employees to turnover their jobs. Thirdly, in more tangible terms higher wages are responsible for reducing firm employee turnover and recruitment costs. Training and Development Training and development (TD) is a very important tool of HRM (Vlachos 2008). Training refers to some activities which equip employees with needed skills to perform better in their current jobs (Li, et al. 2008). In the environment of todays business an employee is needed to cope with various pressures and are required to keep their skills and knowledge current to stay competitive. Tai (2006) asserts that more adaptability, ability , flexibility, motivation, maintenance of skills and efficiency are greatly enhanced by proper training and development of employees. There is an indirect relation betweentraining and firms performance (Vlachos 2008). In most of the manufacturing industry, unstructured on the job training programmes are prevailing. Bartel (1994) in her study found a positive and significant relation between training and labour productivity. Guidetti and Mazzanti (2007) found that high performance and training activities are positively associated. Also they have a direct impact on high performance practices, work force skill level innovative labour demand features. It is also affected by labour flexibility in various directions. Apospori, et al. (2008) in their study of southern European countries have discovered the impact of training on firms performance. Equipping of service level staff enables them towards ‘service orientation. Training is the planned effort that facilitates the acquisition of job related knowledge, updation of skill sets, and impacts the behavior of an employee. In the implementation of HRM tools training is an important factor responsible for productivity. Higher productivity observed in firms are a direct outcome of training programs. â€Å"High-Involvement practices such as autonomy, team collaboration, and training are helpful in reducing employee turnover and enhance productivity. Untrained workers tend to change job more often.An increasing in high-performance work practices converts decreasing in turnover† (Bradley, Petrescu Simmons, 2004). Training programs are particularly helpfulwhen an employer is experiencing a high degree of employee turnover more so during the times of economic uncertainity. Even during the times when the business is flourishing an organization should proactively earmark their investment for on the job training and other traing programs balancing the cost of training with the perceived benefits of productivity. On the other hand, a trained worker has got the required skills and knowledge and can be a candidate for job turnover. Therefore, job satisfaction is crucial factor to retain the employee from shifting his jobs. Bradley, Petrescu and Simmons (2004) explain that creating on-going learning as well as training in workplace has a highly significant effect on job satisfaction, in addition on their study indicates that training increases the probability of work being either completely or very satisfied that enhance employee motivation and commitment. Therefore it is argued that aqusition or know ledge or training has a positive impact on job satisfaction. Traditional and Recent HR Practices in Hospitality Industry Keep and Mayhew (1999) in their study regarding the personnel problems in the tourism and hospitality industry some of them areas follow: low pay, no fixed hours and shift. poor career growth ,seasonal employment; informal recruitment methods; lack of good HR practice; high attritation rate and retaining employees.Riley et al. (2000) to recognise the reality of traditional and poor HR practices, he said that determining factor for HR policies and practices in tourism and hospitality industry is the key economics. Riley et al. says that it carries a very important meaning in tourism and hospitality industry, as in this service sector there is every thing which is intangible. According to (ILO, 2001: 6).Employers and the organizational representatives consider employee turnover in the industry as not the major issue according to them it is the part of working they have not realized that what are its causes and reasons, retaining staff is costlier than hiring new for them. When the organizations will realize that poor HR practices like low pay benefits, lack career opportunities, work life imbalance are the main reason employee turnover. That day the organizations will be successful in real terms. The inability of the businesses and the industry to recognize the most glaring issues can be attributed to the hostility and opposition from employers associations in the industry such as British Hospitality Association (BHA), to governmental initiative such as the minimum wage and working time directive. BHA is still apprehensive of these initiatives despite support from other quarters who favour these initiatives (Lucas, 2004). It is to a great extend clear from the above researches which supports the fact that tourism and hospitality industry is a poor employing sector. Kelliher and Perrett (2001), Kelliher and Johnson (1997) have clearly said that â€Å"the dominant paradigm has tended to stress thenegative aspects of working in the hospitality sector†. It is not surprising to see a long history that supports the fact that hospitality remains a poorly employing sector. Kelliher and Perrett (2001), did an analysis of a designer restaurant. These type of ventures were supposed to be implementing sophisticated HRM approaches as they aimed at building competitive advantage. Although the restaurant had adopted a more modern and sophisticated approach towards, training and development and focused on an innovative strategy ‘there was little real evidence that humanresources were seen as a source of competitive advantage (p. 434). Instead, the HRM approaches adopted by the restaurant were much more reflective of immediate environmental constraints, such as the difficulties in recruiting and retaining staff. In short, any number of reasons for poor HR practices in the tourism and hospitality industry. Economic determinism, the predominance of SMEs, a low-skills base, employer antipathy to a more progressive approach to HRM, labour market characteristics, organizations ensuring best fit HRM practices to support a high volume, low-cost strategy; all are plausible reasons for a view of HRM which is not necessarily premised on high-skills, high-wages and a high-quality route to competitive advantage. That said, it would be equally wrong to paint a wholly pessimistic picture. Hoque(2000). On his work of good practice in the hotel sector, says that the hotels have started taking the issues seriously and have come up with good HR practices for the employee commitment. He further says that argues that arguments which give a picture of the industry as backward and unstrategic isnow outdated, hotels have started taking it seriously as there main aim is customer satisfaction which is possible only through strong employee commitment. In fact, he says that the management has become very serious regarding the polices and practices of HR .The hotels have started experimenting with innovation approaches, quality enhancement of HRM polices and practices. The hotels industry has started paying well, have revised appraisal system, proper training programs for employees skills development, schemes for proper balance between work and life, special advantages to women, job rotation, employee empowerment, performance based pay, teamwork etc. the implementation of all these polices and practices helps in gaining employee commitment and customer satisfaction. The focus of hospitality industry should be on delivering quality service, it should be able to attract and retain enthusiastic, competent staff and should consistently focus on high performance. This is exactly what Pechanga Resort and Casino did two years ago with excellent results. VP of HR and Talent Management, Tony Chartrand explains: â€Å"Since implementing Halogen eAppraisal at our organization over two years ago we have been able to include all of our staff across the resort and casino as part of our strategic approach to talent management. Subsequently, weve seen real business results with lower turnover and better alignment. Every single employee has a clear picture of what is expected of them, which helps to ensure were delivering customers with the best service in the industry†. Organizational commitment refers to a force that binds an individual to a course of action that is of relevance to a particular target. Commitment could manifest in terms of three ways i.e., affective, normative and continuance and each type of commitment ties the individual to the organization in different ways and will differently affect the manner in which the employee conducts him/herself in the workplace. The roots of affective commitment can be traced to exchange principle. An organization provides rewards or punishment at its disposal i HR Practices to Enhance Employee Commitment HR Practices to Enhance Employee Commitment Introduction Human Resource Management is a consistent and productive approach towards the management of employees who are ‘valued assets to the organization. And managing resourceful humans requires a constant balancing between meeting the human aspirations of the people and meeting the strategic and financial needs of the business. Hence linking the HRM more explicitly to the strategic goals to improve the business and foster innovation and flexibility, thus serves the overall purpose. Through best possible use and application of HR policies in the organization, commitment can be encouraged thus leading to better performance, improve staff attitude and lower labour turnover, this is the ideal aim of the human resource practices which has been argued to neglect the fact that HR specialists and line managers have a major impact on how these HR policies are implemented at the hotels and whether all the HR practices are universally applicable. Human resource management is the techniques businesses incorporate to maintain an effective workforce to meet operational requirements. It is the organizational function that deals with issues related to people such as compensation, hiring, administration, organization development, employee motivation, wellness, benefits, safety, communication, performance management, and training. Human resource practices implemented in an organisation are used for recruitment, selection; training and development, reward management, performance appraisal etc. Human Resource Management strategically manages people and work place environment and culture. Effective HRM practices enable employees to contribute effectively and productively towards the attainment of the organizations goals and objectives facilitates overall company mission. HRM practices are one of the channels of communication for an organization with its employees it consists of the actual programs, processes and techniques. It conveys as to what the organization desires as valuable and appropriate behaviors. The workers on reception of such a message build up their own distinct perceptions and through a self-assessment (evaluation) process subsequently shape their attitude and behavior. For instance, if an organization implemented a training program for their workers, it will develop workers knowledge, skills and capability, and thus cultivate better employee commitment due to contented experience with the organization; however, such correlation may at times be misleading or unpredictable i.e. even though some employees may think this training as useful and recognize the implementation of organizational HRM practices, but on the contrary, other workers may see the program as non-effective and view it as a trouble that hamper their regular work timeta ble, hence this may work in an unintended way by bringing down their satisfaction with the organization and negatively effect their commitment. This is the very reason why employees individual view plays as a vital intermediary in the association between organizational HRM practices and the real disclosure of employees outlook and behaviors. Therefore, from this point of view, one can argue that HRM practices in its dominating effect alter an employees affective commitment, by first impinging upon their perception of organizational HRM practices and consequently further alter or transform their emotional commitment towards the organization. Thats why, by the means of implementation of high-commitment HRM practices, i.e. intensive training and development, high level of compensation, promotion from within, socialization, etc. convince the employees that the organizations purpose is in conformity with their insight, and it impinges upon them to reciprocate with advanced commitment and stronger deference to devote and put in for the organization. Therefore this research will try to establish a correlation between HR practices and their effects on employee commitment. The HR practices that will be examined in the research will be Selection and Recruitment Process, Training and Development programs, Performance management, Reward management and industrial labour relations.These are some of the main HR practices followed by the hotels aiming for the more committed team. But the researcher is interested in knowing whether these HR practices really result in more committed employees. And if these HR practices really result in committed employees then is it universally applicable in all countries of the world or all types of industries. These are some of the questions that have encouraged the researcher in conducting this research. LITERATURE REVIEW Philosophy of Human Resource Management Human Resource Management is shifting its traditional stance from personnel, administration, and transactional roles, which are being increasingly outsourced. HRM is now focusing more and more towards adding quality and value to the strategic exploitation of employees and that employee development programs impact the business in tangible terms. This new approach towards revolution in HRM involves strategic direction and HRM metrics and measurements in tangible terms to gauge the effect of these practices. Some of the HRM practices studied in this project are selection, benefits, training, performance feedback, communication systems, standard operating procedures (SOPs) and employee participation. David E. Guest (1987) says â€Å"HRM is a means of achieving management objectives at least in enterprises which haverecognized, or have been compelled to recognize, the utilization of the human resource inachieving competitive edge becomes clear from an examination of four important goals ofeffective.† The primary objective of HRM is amalgamation of companys mission and goal with the HR practices acomprehensive corporate strategy is essential to continuing business success in many cases,human resource planning is not an integral part of strategic planning, but rather flows fromitDavid E. Guest (1987). This holds especially true in todays context where the accomplishment of the process of adjusting to change warrants an escalating level of individual and group participation, for the seamless integration of human resources into the strategic plans. HRM also focuses to attain employee committment, this involves classification of the type of commitment required e.g. attitudinal, behavioural. Commitment of an employee can be at different levels it could be towards the organization, to his job, for individual career advancement and numerous such like things. Commitment in an employees context can be defined as approval of enterprise mission and goals, and could be reflected in behaviour adopted by him/her that furthers these goals. David further says: The theoretical proposition is therefore that organizational commitment,  combined with job related behavioural commitment will result in high employee  satisfaction, high performance, longer tenure and willingness to accept  change. The third goal of strategic HRM is to exercise flexibility and adaptability, which basically translates into the ability to manage change and innovation and to react swiftly to transforming market demands and changes. Thus arises a need for a HRM policy which is favorable to change at all levels of the organization, an arrangement which is practical not bureaucratic, functional and adaptable, with an absence of rigid job divisions and with capable of functional flexibility i.e. flexible skills and motivation to move from one assignment to another. Promoting these is possible only according to David if employees at all levels display highorganizational commitment, high trust and high levels of intrinsic motivation. Attaining and maintaining total quality is the fourth goal of HRM. This highlights the importance of policies and practices to recruit, development and retention of skilled and flexible employees, and the formulation of established performance standards and performance procedures. This can be further subdivide into two broader goals i.e. building a integrated organizational culture and achieving and maintaining competitive advantage through the dynamic use of human resources. Guest (2002) has argued that the â€Å"Impact of HRM on performance depends upon  workers response to HRM practices, so the impact will move in direction of the  perception of HRM practices by the employee†. Wood (1999) and Guest (2002) have  stressed upon the need to build a competent, committed and highly involved work force is the one required for best implementation of business strategy. Huselid (1995) discovered that the effectiveness of employees is directly related to the impact of HRM practices on behavior of the workforce. Patterson et al (1997) while arguing about the effect of human resource management practices on business performance have said that HR practices in selection and training influence performance by providing appropriate skills. HR practices have a potent impact on performance even if it just measured in terms of overall productivity. Huselid (1995) stressed that â€Å"by adopting best practices in selection, inflow of bestquality of skill set will be inducted adding value to skills inventory of the organization.† He also highlighted the role of personnel training as a accompaniment of selection practices through which the organizational culture and employee behavior can be integrated with the organization goals to produce positive results. Cooke (2000) has included competence and effectiveness as the vital ingredients of performance apart from competitiveness and productivity. She further amplifies training as the tool to grow knowledge and skills and as way of improving individuals performance (efficiency and effectiveness). Singh (2004), whose interpretations are more pertinent in our cultural context, says that â€Å"compensation is a behavior aligningmechanism of employees with business strategy of the firm†. â€Å"Career planning is a tool that aligns strategy with future HR needs and encourag esemployee to strive for his personal development† (William et al, 1996). By encouraging employee involvement, the firm will profit from increase in efficiency of theemployee due to improved commitment of the employee. Financial participation schemes are more beneficial for the organizations than the associated cost (Summers Hyman, 2005). â€Å"Use of best HR practices shows a stronger association with firmsproductivity in high growth industry† (Datta et al, 2003). Wright et al (2003) have said that â€Å"an employee will exert discretionary effort if proper  performance management system is in place and is supported by compensation system  linked with the performance management system.† Similarly, â€Å"Job definition is combination of jobdescription and job specification. It clearly outlines duties, responsibilities, workingconditions and expected skills of an individual performing that job† (Qureshi M Tahir, 2006). Ichniowski (1995) while studying productivity of steel workers have argued that harmonizing HR practice System positively effects employees performance.Sels,2006 Collins (2005) in a study of similar character targeting small business have also argued that efficient HR practices affect employee productivity to a great extent. Meyer and Allen (1997) indicated that HRM practices have been considered to be valuable and effective tools for elevating organizational commitment, especially affective commitment. However, there are some other perspectives also on this subject; De Coninsk and Stilwell (1996) argued that what directly influences employees affective commitment is not the actual practices itself, but the employee perceptions of fairness of practices that affects organizational commitment. Ogilvie (1986) found that, even with personal and work characteristics controlled, employees perceptions of two characteristics of HRM practices, namely, the accuracy of the merit rating system and the fairness of promotions, contributed to the prediction of commitment. Gaertner and Nollen (1989) also found that employees commitment was related to the perceived HRM practices, including internal promotion, training opportunities, and employment security. Ostroff and Bowen (2000) made use of â€Å"meso† theory t o explain that the implementation of HRM practices helped to amplify workers identification with their organization through employees psychological contracts. Therefore, just as what the above mentioned scholars stated, the HRM practices itself cannot have impact on employees commitment, it is after the implementation of the HRM practices that triggered employees own perceptions and then assess whether the practice is considered fair or favorable to them and consequently influence their attitudes and behaviors. Therefore, if the HRM practices that an organization implements permit the employees to acknowledge it as highly committed, consequently, this will lead to reinforced trust and concurrently generate higher emotional attachment with his/her serviced organization. Despite several experiential studies that have established a relationship between HRM practices and organizational commitment, however, such a connection seems to be a little too straightforward (Paul Anantharaman, 2004; Ulrich, 1997; Wimalasiri, 1995). Ostroff and Bowen (2000) projected that it was the psychological bond of an individual that unified how an organizational HRM practice influenced employees mind-set and behavior. This also entails that HRM practices may conjointly manipulate employees organizational commitment obliquely, and must go through by means of individuals psychological alteration system. Guzzo and Noonan (1994) said that   â€Å"an organizations HRM practices influenced employee commitment since they are communications from the employer to the employee. How employees interpreted and made sense of their organizational HRM practices affected their psychological contract with their employer and, ultimately, their commitment to that employer.† Zucker (1983) also suppose that the organization members attitudes and behaviors are subjective and are governed by organizations official communication of ‘common understandings. Term common understandings denoting what were considered the appropriate, essential and meaningful behaviors within an organization.Basically, the official organization communication of common understandings will direct its members to alter their own personal attitudes and behaviors so that they can match organizational expectations and requirements. HR PRACTICES HRM propose that there is a universal ‘one best way to administer people. By assuming a best practice method it is argued that organizations will attain improved commitment from people leading to better organizational performance, top levels of service quality and eventually boost in efficiency and profitability, Usually couched in terms of ‘bundles, the HRM practices that are offered in support of a high commitmentand performance model are generally fairly consistent. A range of HR practices which are suggested as being important to organizational strategies aimed at securing high-quality service are:- Recruitment and Selection: One of the main and most basic HRM practice is of Recruiting and selecting staff with the correct attitudinal and behavioural characteristics. The process of choosing a candidate from a group of applicants who best meets the selection criteria for a particular position is called Selection. â€Å"In this process the right person chosen for the requisite qualifications and knowledge is placed in the appropriate job position to decrease the cost, and maximise the profits by means of their merit and talent† (Vlachos 2008). A variety of considerations in the selection process should be employed to assess the work values, interpersonal skills, personality and problem-solving capabilities of likely employees to evaluate their ‘service orientation. To maintain the high degree of competitive advantage an organisation requires capable and skillful personnel (Liao Chu 2006). Huselid (1995) has established that organisational productivity and high degree of performance is dependant upon the selection of the appropriate person, which is also a way to reduce employee turnover. Michie and Sheehan-Quinn (2001) recognized a positive link between hiring employees, and the creation of the appropriate culture for organisational growth. Cho, et al. (2006) established a positive and considerable connection between HRM practices and staffing (recruitment source, pre selection test, IQ test, structured interview, and biographical information blank of the organisation) for enhancing financial performance. Therefore, it made compulsory for the organisations to attract qualified candidates and recruit them for survival and growth. Performance Appraisal Performance appraisal has attracted a immense degree of interest. Levin (1986) identified uses of performance appraisal, like potential analysis which assesses the feedback and suggestion of employee past performance, employees training needs, financial expectations salary, employee merit appraisal, employee career development etc. Thang (2004) in his study has shown as to effect of suitable HRM related decision on how well employees are performing their jobs. Performance appraisal is a constant procedure rather than a once a year fatigue. It is the official arrangement of periodical evaluation and assessment of an individuals or teams job performance and providing feedback. Stone (2002) said that â€Å" in the competitive environment, organisations need to keep improving performance to survive†. In addition, in the fast changing surroundings, tighter finances, downsizing and demands for enhanced employee accountability result in more emphasis on performance appraisal in relation to organisational objectives. Performance related rewards target those who meet the performance requirements (Stone 2002, Cho, et al. 2006, Chand Katou 2007). Performance appraisal provides information that is dealt with employee salary, training needs, compensation, promotion as well as employee development, transfer and employee feedback by (Huber 1983). Appraisal systems have also moved away from conventional top down approaches to appraisal in more mod ern and pertinent terms such as customer evaluation, team-based performance, the appraisal of managers by subordinates and peer review. Generally, all of these performance appraisal methods should focus on the quality objectives of the organization and the behaviors of employees required for maintaining these. Performance appraisal has both administrative and individual development focus and organizations sincerity towards performance appraisal goes a long way in developing commitment and trust among people.Overall attitude towards HRM department is a significant predictor of organizational commitment. This aspect of HRM practice refers to how people see their HRM department, with respect, with disdain, with indifference and so on. It refers to the fact that the acceptance of various HRM practices depend largely on the overall image of the HR department. Hospitality industry needs to rely on the commitment of a well-trained, multi-skilled workforce in order to achieve a competitive position, especially in terms of providing high quality customer service. This suggests that hotels need to adopt HRM organisational practices that enhance the motivation of employees and improve organisational effectiveness. Reward Management Huselid (1995) asserts that the compensation system is recognised as employee merit and it is widely linked with firm outcomes. Compensation by its definition means all monetary payments and all commodities used instead of financial to recompense employees. The reward system was organised to attract and motivate so as to keep employees. More so, employee influence was tailored on controlled authority and decision making. The expectancy theory (Vroom 1964) suggests that rewards, that can be comprehended as a form of direct and indirect recompense packages, have the ability to manipulate employee work enthusiasm. Thang (2004) suggests that ‘compensation and reward can be powerful tools for getting efforts from the employees to fulfill the organisational goals. On the same lines, Wan (2008) argued that compensation should be measured depending on employees performance not on the basis of position or seniority in the organization.Pay practice is one of the tools of human resources management practices which manages wage, salary, pay and benefits etc. for the employees. Reward management has got an important role in HRM. A high level of pay and remuneration in comparision to that of rivals ensures the attraction and retention of high-quality employee, however this may impact negativly on the companys overall labor expenditures. Also by connecting pay with performance, the company can educe desired standards of performace as well as specific task orientation from employee (Noe et al., 2006). Generally, pay practice is very significant for the organizations and firms which can attract employees to apply for the job as recruitment.Attractive pay practices play a major role in attracting talent and are very helpful during the recruitment process. Similarly for the employees this means that they are required to show a continuously high level of commitment and performance in order to keep their jobs. Pay packages also have a degree of connection with the job satisfaction of an employee. Ting (1997) asserts that the significance of pay is a strong determinant of job satisfaction. He further explains two different type of effect of pay practices on job satisfaction; first is the satisfaction with pay itself and second is the satisfaction with financial prospects in the future. There is a venerable interest of these two things which are correlated with job satisfaction. Thus, it is pertinent to understand the relationship between job satisfaction and pay practices which eventually materializes in terms of higher productivity. Efficiency wage theories also suggest that paying higher wages can often result in increased efficiency. There are three main channelsthat are addressed in these theories that improve productivity, as described by Katz, 1987. Firstly it means that the harder the employees of an organization work higher will be the punishment for someone who is caught shirking a nd higher will be the probability of losing job of the employee getting caught. Thus higher wages means an increased effort on part of the employee due to the enhanced probability of losing job in a high performance environment. In other words, wage and pay practice are directly responsible for employees productivity and turnover. Secondly, a higher wage translates directly into workers loyalty towards organization thus improving employees efforts. Also it is a pertinent deduction that higher wage structure plays considerable amount of restraint on the employees to turnover their jobs. Thirdly, in more tangible terms higher wages are responsible for reducing firm employee turnover and recruitment costs. Training and Development Training and development (TD) is a very important tool of HRM (Vlachos 2008). Training refers to some activities which equip employees with needed skills to perform better in their current jobs (Li, et al. 2008). In the environment of todays business an employee is needed to cope with various pressures and are required to keep their skills and knowledge current to stay competitive. Tai (2006) asserts that more adaptability, ability , flexibility, motivation, maintenance of skills and efficiency are greatly enhanced by proper training and development of employees. There is an indirect relation betweentraining and firms performance (Vlachos 2008). In most of the manufacturing industry, unstructured on the job training programmes are prevailing. Bartel (1994) in her study found a positive and significant relation between training and labour productivity. Guidetti and Mazzanti (2007) found that high performance and training activities are positively associated. Also they have a direct impact on high performance practices, work force skill level innovative labour demand features. It is also affected by labour flexibility in various directions. Apospori, et al. (2008) in their study of southern European countries have discovered the impact of training on firms performance. Equipping of service level staff enables them towards ‘service orientation. Training is the planned effort that facilitates the acquisition of job related knowledge, updation of skill sets, and impacts the behavior of an employee. In the implementation of HRM tools training is an important factor responsible for productivity. Higher productivity observed in firms are a direct outcome of training programs. â€Å"High-Involvement practices such as autonomy, team collaboration, and training are helpful in reducing employee turnover and enhance productivity. Untrained workers tend to change job more often.An increasing in high-performance work practices converts decreasing in turnover† (Bradley, Petrescu Simmons, 2004). Training programs are particularly helpfulwhen an employer is experiencing a high degree of employee turnover more so during the times of economic uncertainity. Even during the times when the business is flourishing an organization should proactively earmark their investment for on the job training and other traing programs balancing the cost of training with the perceived benefits of productivity. On the other hand, a trained worker has got the required skills and knowledge and can be a candidate for job turnover. Therefore, job satisfaction is crucial factor to retain the employee from shifting his jobs. Bradley, Petrescu and Simmons (2004) explain that creating on-going learning as well as training in workplace has a highly significant effect on job satisfaction, in addition on their study indicates that training increases the probability of work being either completely or very satisfied that enhance employee motivation and commitment. Therefore it is argued that aqusition or know ledge or training has a positive impact on job satisfaction. Traditional and Recent HR Practices in Hospitality Industry Keep and Mayhew (1999) in their study regarding the personnel problems in the tourism and hospitality industry some of them areas follow: low pay, no fixed hours and shift. poor career growth ,seasonal employment; informal recruitment methods; lack of good HR practice; high attritation rate and retaining employees.Riley et al. (2000) to recognise the reality of traditional and poor HR practices, he said that determining factor for HR policies and practices in tourism and hospitality industry is the key economics. Riley et al. says that it carries a very important meaning in tourism and hospitality industry, as in this service sector there is every thing which is intangible. According to (ILO, 2001: 6).Employers and the organizational representatives consider employee turnover in the industry as not the major issue according to them it is the part of working they have not realized that what are its causes and reasons, retaining staff is costlier than hiring new for them. When the organizations will realize that poor HR practices like low pay benefits, lack career opportunities, work life imbalance are the main reason employee turnover. That day the organizations will be successful in real terms. The inability of the businesses and the industry to recognize the most glaring issues can be attributed to the hostility and opposition from employers associations in the industry such as British Hospitality Association (BHA), to governmental initiative such as the minimum wage and working time directive. BHA is still apprehensive of these initiatives despite support from other quarters who favour these initiatives (Lucas, 2004). It is to a great extend clear from the above researches which supports the fact that tourism and hospitality industry is a poor employing sector. Kelliher and Perrett (2001), Kelliher and Johnson (1997) have clearly said that â€Å"the dominant paradigm has tended to stress thenegative aspects of working in the hospitality sector†. It is not surprising to see a long history that supports the fact that hospitality remains a poorly employing sector. Kelliher and Perrett (2001), did an analysis of a designer restaurant. These type of ventures were supposed to be implementing sophisticated HRM approaches as they aimed at building competitive advantage. Although the restaurant had adopted a more modern and sophisticated approach towards, training and development and focused on an innovative strategy ‘there was little real evidence that humanresources were seen as a source of competitive advantage (p. 434). Instead, the HRM approaches adopted by the restaurant were much more reflective of immediate environmental constraints, such as the difficulties in recruiting and retaining staff. In short, any number of reasons for poor HR practices in the tourism and hospitality industry. Economic determinism, the predominance of SMEs, a low-skills base, employer antipathy to a more progressive approach to HRM, labour market characteristics, organizations ensuring best fit HRM practices to support a high volume, low-cost strategy; all are plausible reasons for a view of HRM which is not necessarily premised on high-skills, high-wages and a high-quality route to competitive advantage. That said, it would be equally wrong to paint a wholly pessimistic picture. Hoque(2000). On his work of good practice in the hotel sector, says that the hotels have started taking the issues seriously and have come up with good HR practices for the employee commitment. He further says that argues that arguments which give a picture of the industry as backward and unstrategic isnow outdated, hotels have started taking it seriously as there main aim is customer satisfaction which is possible only through strong employee commitment. In fact, he says that the management has become very serious regarding the polices and practices of HR .The hotels have started experimenting with innovation approaches, quality enhancement of HRM polices and practices. The hotels industry has started paying well, have revised appraisal system, proper training programs for employees skills development, schemes for proper balance between work and life, special advantages to women, job rotation, employee empowerment, performance based pay, teamwork etc. the implementation of all these polices and practices helps in gaining employee commitment and customer satisfaction. The focus of hospitality industry should be on delivering quality service, it should be able to attract and retain enthusiastic, competent staff and should consistently focus on high performance. This is exactly what Pechanga Resort and Casino did two years ago with excellent results. VP of HR and Talent Management, Tony Chartrand explains: â€Å"Since implementing Halogen eAppraisal at our organization over two years ago we have been able to include all of our staff across the resort and casino as part of our strategic approach to talent management. Subsequently, weve seen real business results with lower turnover and better alignment. Every single employee has a clear picture of what is expected of them, which helps to ensure were delivering customers with the best service in the industry†. Organizational commitment refers to a force that binds an individual to a course of action that is of relevance to a particular target. Commitment could manifest in terms of three ways i.e., affective, normative and continuance and each type of commitment ties the individual to the organization in different ways and will differently affect the manner in which the employee conducts him/herself in the workplace. The roots of affective commitment can be traced to exchange principle. An organization provides rewards or punishment at its disposal i