Drug Testing for Welfare Recipients Essay - 2111 Words

The history of social welfare can be traced back to ancient times, but the time most influential to the start of social welfare programs in the United States occurred during the great depression. In 1935, then President Theodore Roosevelt introduced the Social Security Act. This act guaranteed pensions, unemployment insurance, and help for children and the disabled. The Works Progress Administration was also put in to place and helped unemployed people find jobs (HISTORY.COM-New Deal). A proposition to mandate drug testing for recipients has been brought up in more recent times, namely by Governor Rick Scott (R) of Florida. This move has raised the question as to whether or not it is ethical to deny American citizens their right to†¦show more content†¦Welfare recipients would be required to purchase their own drug test, and only if the results came back negative would they be reimbursed. In the case of a failed drug test, first time offenders would not be eligible for welfare benefits for a full year or until they received treatment. If a welfare recipient failed more than one test, they would not be eligible for benefits for three years under this new Florida law (Shahid 2011). This bill was immediately met with opposition. Howard Simon, the Executive director of the ACLU in Florida stated, The wasteful program created by this law subjects Floridians who are impacted by the economic downturn, as well as their families, to a humiliating search of their urine and body fluids without cause or even suspicion of drug abuse†¦Searching the bodily fluids of those in need of assistance is a scientifically, fiscally and constitutionally unsound policy. Today, that unsound policy is Florida law. The Florida Department of Children and Families, as well as Florida legislature defended such a measure by saying that money would be saved in the process, and that the testing would keep money from being used for the wrong purpose. DCF spokesman Joe Fol lick said, The taxpayers deserve to know that the money they are spending is being used for its intended purpose. In this case, with [temporary cash assistance], the purpose is to help familiesShow MoreRelatedDrug Testing Welfare Recipients1395 Words   |  6 PagesIn 2010, 17.5% of unemployed adults collecting some sort of welfare failed drug tests. In 2011, 23.8% of welfare recipients admitted to using illegal drugs, including marijuana. The problem the United States if facing is that welfare recipients are using the cash they are given to purchase illegal drugs. Many of these people purchasing illegal drugs had prior illegal drug abuse problems and some of these people believe that since they are given this â€Å"free† money, they can continue on with these addictionsRead MoreDrug Testing For Welfare Recipients1347 Words   |  6 PagesIntroduction Since the reformation of welfare in 1996, nearly all states have attempted to pass legislation to require the use of drug testing among welfare recipients. Thirteen states have passed legislation and there are currently seven states testing applicants for drugs. The results have been somewhat anticlimactic, as the number of positive drug test results is lower than the national average. There are many concerns surrounding the issue of drug testing welfare recipients, including the cost, constitutionalityRead MoreDrug Testing Welfare Recipients913 Words   |  4 PagesIf the drug testing is implemented, of course, there will always be those who feel violated, but what about the taxpayer’s rights? Do they have that right to know how their money is being spent? The problem with this development is there are so many ways to cheat and test clean. In theory that is true, but in reality not so sure because there are different types of testing. The main one is urinating in a cup and we all know that can be tampered with, but what about the hair strand, how is that possibleRead MoreThe Drug Of Drug Testing Welfare Recipients912 Words   |  4 PagesDrug Testing Welfare Recipients To test or not to test has been has been the question at hand for many states that are dealing with whether or not to pass the law that welfare recipients should or should not be drug tested in order to receive assistance from the government. Florida was the first state to mandate the law in 2011 and thereafter twenty four other states in the last year have also passed this law in our own state of Oklahoma being one of them. Although alcohol is legal it is abused farRead MoreDrug Testing Welfare Recipients Essay1114 Words   |  5 Pagesin order to obtain a job, some people go through drug testing while drug and alcohol abusers receive free, no strings attached, financial assistance (see appendix A)? Food stamps and Medicaid are provided to low and no income Americans who would otherw ise do without. According to heritage.org, a majority of the illegal drug use in American adults is tied to unemployed citizens. While there are many people who disagree with testing welfare recipients, the truth is that the pros greatly outweigh theRead MoreShould Drug Testing Welfare Recipients? Essay1707 Words   |  7 Pagesuse of drugs is an immense problem in today’s society. The big question is, is it a problem within the welfare system? Drug use isn’t just a problem of poverty; it’s found among all groups and classes. As said in Jamelle Bouies article, The Myth of Drug Use and Welfare, â€Å"The myth of welfare recipients spending their benefits on drugs is just that—a myth. And indeed, in Utah, only 12 people out of 466—or 2.5 percent—showed evidence of drug use after a mandatory screening.† Drug testing welfare recipientsRead MoreMandatory Drug Testing For Welfare Recipients1526 Words   |  7 PagesBreez Arann Ms. Holiday English 12 11/04/15 Mandatory Drug Testing for Welfare Recipients When the United States’ welfare program was created during the Great Depression, it was meant to temporarily relieve the burdens of the one-fourth of American families who were unemployed, and struggling financially. President Franklin D. Roosevelt created the Social Security Act in 1935, then amended it in 1939 to create programs to assist families with unemployment compensation, and to create government agenciesRead MoreMandatory Drug Testing For Welfare Recipients1613 Words   |  7 Pagestime-welfare reform. New screening processes, often considered a direct violation of constitutional rights, have already been enacted in many states. Strong evidence exists, asserting that the practice of administering drug testing to welfare recipients will cost the U.S. taxpayers more money in the long run, stigmatize applicants and participants, and serve only the purpose of making the pharmaceutical companies more powerful. In order to protect the constitutional rights of potential we lfare recipientsRead MoreShould Drug Testing Welfare Recipients?1679 Words   |  7 Pageswho test positive for drugs should be able to receive welfare. It was an argument that flooded social media, arguments filling comments with opinions. It is a subject that continues to be discussed within our peer groups, our communities, and our states. This paper will discuss the opinions of individual’s within the country, the beneficial factors of drug testing welfare recipients as well as the unbeneficial factors, as well as who decides if drug testing welfare recipients goes into effect or notRead MoreBenefits of Drug Testing for Welfare Recipients Essay1330 Words   |  6 PagesIntroduction Random drug screening involves the experimental analysis that utilizes specimens such as saliva, hair, blood or urine in order to determine the presence of certain drugs or their metabolites. These tests are usually done to ascertain the presence or absence of prohibited drugs or steroids. On the other hand, the state welfare assistance/ government assistance is a government funded program that was started in 1930 during which period US citizens and the rest of the world were facing

The Great Depression The Tragic Time Period - 1537 Words

The Great Depression is the tragic time period from 1929 to the 1930s in the United States of America. During this time, many hopeless Americans were experiencing problems such as homelessness, starvation, impoverishment, and more. All this suffering was caused by several things, like when the Stock Market crashed in 1929, also known as â€Å"Black Tuesday.† The stock market crash caused people who would buy on margin to be in debt. People who would even speculate the market caused higher stock prices, inflating the company’s actual worth. This eventually resulted in the stock market crashing, causing a lot of panic and quick sales as people would lose their profit. Another long-term cause is when the banks were starting to fail. Approximately 11,000 out of 25,000 banks failed in the U.S. during this time because businesses and farmers would ask for loans and withdraw more money than they could ever pay back. The failure of the Stock Market and banks meant that people and businesses lost money, couldn’t get more loans from the banks, and were facing serious economic problems. With the promise of ending the poverty, Herbert Hoover beat Al Smith in the presidential election of 1928. Hoover believed in three things as president- voluntary cooperation (the idea that the government can help reach a compromise for people and businesses, but can’t force anything), rugged individualism (the mindset that people should succeed through their own efforts and no government handouts), andShow MoreRelatedFinancial Events Of The Great Depression Essay914 Words   |  4 PagesPiecing together the events of the Great Depression is like putting together a jigsaw puzzle. As Ben S. Bernanke expressed, The Depression was an incredibly dramatic episode-an era of stock market crashes, bread lines, bank runs, and wild currency speculation, with the storm clouds of war gathering ominously in the background all the while. Fascinating, and often tragic, characters abound during this period, from hapless policymakers trying to make sense of events for which their experienceRead MoreCinderella Man Analysis1474 Words   |  6 Pagesaren’t born, they are made. Heroes are not the people who always win and get their way in life, but rather they fight back from their substantial failures and losses. James Braddock was an inspirational hero that citizens suffering through the Great Depression looked up to for motivation and hope in the film, Cinderella Man. He inspired Americans to strive forward and not give up as they witnessed him overcome many hardships that related to their own personal struggles. The United States began transitioningRead MoreThe Great Depression And Its Effects On The World Essay1595 Words   |  7 PagesThe Great Depression happened during the late 1920’s and continued until the early 1940’s. The origin of the depression was in the United States as the stock market crashed in 1929 wiping affecting millions of investors. The US economy was connected with the global economy, this economic crisis affected the whole world with high unemployment and low production. Industrial production declined dramatically, causing distribution systems to struggle as â€Å"transportation, wholesaling, manufacturing, andRead More Documenting The Depression Essay1041 Words   |  5 Pages Documenting the Depression: The FSA photographers and Rural Poverty nbsp;nbsp;nbsp;nbsp;nbsp; The Great Depression fell hard in the year of 1935 bringing what seemed to some people the end of the world. But in truth, the Great Depression was nothing near the end of the world, in fact the year of 1935 was not the first year nor was it the last year that many families had suffered and went hungry due to lack of work. Families forced to leave their home. Children going in hunger while their belliesRead MoreAnalysis Of Brother Can You Spare A Dime1062 Words   |  5 PagesNone of us could completely understand or experience the hardships and miseries experienced by the people during the Great Depression. However, E.Y. (Yip) Harburg – the â€Å"Legendary Lyricist† of the 1930s – gives us a large picture of it in his song â€Å"Brother Can You Spare a Dime† (Chochran 284). Harburg is a famous lyricist of several genres ranging from escapism to comedy and romanticism. In every lyric he writes, he â€Å"consistently [views it] as a means for expressing h is opinions against war andRead MoreThe Most Important Event That Caused The Great Depression Essay987 Words   |  4 PagesThe United States (U.S) experienced its worst depression for roughly 10 years after a tragic Tuesday in 1929. The roaring 20’s was abruptly halted as millions of people across the country lost everything they owned in just a single short day. Black Tuesday, as this day is referred to in history, was the day that triggered the Great Depression and caused one of the worst economic collapses ever seen (Lecture Notes, March 30, 2016). Tuesday October 29, 1929 will be a day etched in people’s mindsRead MoreCultural And Social Aspects Of The Great Depression1073 Words   |  5 Pagesmistakes made in the past. This iconic period in American history, known as the Great Depression, truly did change the cultural and social aspects of the United States. In the Great Depression, pop culture provided an outlet for the millions of deprived unemployed Americ ans. Men commonly fled their homes and families out of shame of their inability to find work, leaving it up to their wives to find jobs and take care of the children. The Great Depression was a hard time for many Americans, but influencedRead MoreThe Challenges Of The Great Depression1738 Words   |  7 PagesGrace Wortmann Ms. Meier English II 24 February 2017 The Challenges of the Great Depression In other periods of depression, it has always been possible to see some things which were solid and upon which you could base hope, but as I look about, I now see nothing to give ground to hope-nothing of man stated Former President Calvin Coolidge during the Great Depression. The Great Depression affected almost everyone in the United States. People had to learn to live on less, and still enjoy lifeRead MoreThe Economy and Life During the 1920s635 Words   |  3 PagesThe 1920s was known for its prosperous and flamboyant lifestyle. The GDP during that time had risen by 30 percent and unemployment was as at an all-time low of 3 percent. This was not meant to last forever. In fact, it was nearly impossible for this to last any longer than it did due to an imbalance that society was unaware of including that not every citizen was experiencing this uncommon wealth. There were still 3 percent unemployed and even some of the employed members of society did not makeRead MoreGregor Samsa E ssay1280 Words   |  6 PagesFranz Kafka writes Gregor Samsa in his novel The Metamorphosis to portray specific details of his childhood life. In the early 1900’s the Great Depression occurred which changed the romantic time period into the modernism that focused on grotesque imagery. The Great Depression caused people to appreciate their beautiful world, before it turned into the dark and gloomy atmosphere it was for ten years. Kafka and Gregor’s lives share the similarity that both of their fathers were aggressive, alienating

Staff Training and Motivation at Mcdonalds Free Essays

Training and Motivation at McDonalds McDonald trains almost 55,000 employees each year. Each year, it also   dedicates over A? 10 million to ongoing employee training, providing   people with valuable skills. Work experience at McDonald’s is a foundation for future employability, particularly as the UK labour market continues to   evolve. We will write a custom essay sample on Staff Training and Motivation at Mcdonalds or any similar topic only for you Order Now With the increased demand for skilled workers, a job which   offers ongoing training with a leading organisation – is a solid   career investment. People from all walks of life credit a first job at   McDonald’s with having equipped them with the ingredients for success. Staff Training McDonald’s Staff Training Programme is an on-the-job vocational   experience that teaches skills transferable to other industries. All new hires begin their McDonald’s experience with an induction into   the company. Staff trainers work shoulder-to-shoulder with trainees   while they learn the operations skills necessary for running each of   the 11 workstations in each restaurant, from the front counter to the   grill area. All employees-learn to operate state-of-the-art   foodservice equipment, gaining knowledge of McDonald’s operational   procedures. Step-by-Step manuals and video tapes cover every detail, from how to   make a Big Mac, to how to deliver exceptional service to customers. Employees also learn how to train and supervise others. For the first time employed, McDonald’s is an important â€Å"mentor’,   teaching the interpersonal and organisational skills necessary for   functioning effectively on any job. McDonald’s business demands   teamwork, discipline and responsibility; McDonald’s experience results   in enhanced communications skills as well as greater self-confidence;   and McDonald’s stresses â€Å"customer care†, and attitude which industry   experts ecognise as an essential ingredient for business success. Management Development Conducted at regional offices and corporate training centres across   the country, McDonald’s Management Development Program (MDP) continues   to develop the potential leaders which the Crew Training Programme has   nurtured. This is followed by a series of training courses designed to back up   what is learnt in the restaurant and develop management, communication   and leadership. The Management Training Centre (MTC) is McDonald’s premier UK training   facility, providing a variety of business management and restaurant   operations courses to franchise and management employees throughout   the United Kingdom. The UK Management Training Centre currently puts   through approximately 1500 managers annually. The Management Training Centre runs three courses that give the skills   required by different levels of management, from restaurant shift   management to mid – management. The Basic Operations Course (BOC) equips trainee management candidates   with the skills to manage their people and run successful restaurant   shifts. The Advanced Operations Course (AOC) is predominantly for new   restaurant managers and department heads, It aims to enhance the   candidates leadership and management skills, enabling them to achieve   results in all areas of the business by working through and developing   their people. The Mid-Management Course (MMC) goes into further leadership skills   and management systems, helping these managers to effectively lead and   develop their restaurant managers. These three core courses are supported by courses and seminars run by   the Regional Training Centres. In addition, managers will work through   theaâ‚ ¬? Management Development Programme (MOP) back at the restaurant. MDP gives managers at all levels the technical and functional   management skills needed to maintain McDonald’s leadership role in the   quick service restaurant industry. Manager Trainee As a Manager Trainee, you are responsible for learning and   understanding McDonald’s policies and procedures in order to prepare   for managing shifts in a McDonald’s restaurant. The responsibilities   include, but are not limited to: aâ‚ ¬? Learning the basics of restaurant operations through on-site   training, area management and floor management. â‚ ¬? Gaining experience with attaining and maintaining customer   satisfaction. aâ‚ ¬? Developing an understanding of basic supervision, human relations,   interpersonal communication and follow-up skills. aâ‚ ¬? Establishing an Individual Development Plan to help focus on   personal career development objectives. aâ‚ ¬? Ensuring that a respectful workplace exists in the restaurant. From Manager Trainee you will move to the Second Assistant Manager   position where you actually begin to apply the skills you have learned   as a Manager Trainee. Second Assistant Manager As a Second Assistant Manager, you are responsible for managing   people, products and equipment to execute outstanding Quality,   Service, Cleanliness and Value (QSC;V) on all assigned shifts. The   responsibilities include, but are not limited to: aâ‚ ¬? Developing and training crew employees. aâ‚ ¬? Maintaining critical standards for product quality, service speed ;   quality, cleanliness ; sanitation. aâ‚ ¬? Managing shifts and/or areas without supervision aâ‚ ¬? Ensuring all safety, sanitation and security procedures are   executed. aâ‚ ¬? Controlling food components, labour, waste and cash while managing   shifts and or areas. aâ‚ ¬? Completing all assigned shift paperwork. aâ‚ ¬? Ensuring that a respectful workplace exists in the restaurant. The next level of restaurant management is the First Assistant   Manager. Here you will explore the business skills involved with   managing a restaurant. First Assistant Manager As a First Assistant Manager, you are responsible for assisting the   Restaurant Manager in executing virtually all aspects of the   restaurant operations. The responsibilities include, but are not   limited to: aâ‚ ¬? Demonstrating and reinforcing the leadership behaviours and basic   people standards necessary to gain commitment from crew and other   shift managers. â‚ ¬? Recruiting, staffing, scheduling and retaining employees. aâ‚ ¬? Managing the development and training of crew and shift management   employees. aâ‚ ¬? Building sales and controlling costs to deliver optimum business   results for all areas of accountability. aâ‚ ¬? Maintaining critical standar ds for product quality, service speed   and quality, cleanliness and sanitation. aâ‚ ¬? Controlling assigned profit and loss line items. aâ‚ ¬? Ensuring that a respectful workplace exists in the restaurant. The next level of restaurant management is the Restaurant Manager. Your performance and available positions will determine the time frame   for progression from First Assistant Manager to Restaurant Manager. Restaurant Manager As a Restaurant Manager, you are responsible for the entire operation   of a single McDonald’s restaurant, including: aâ‚ ¬? Developing and training Assistant Managers. aâ‚ ¬? Measuring external customer satisfaction and executing plans to   increase brand loyalty. aâ‚ ¬? Implementing and conducting in-restaurant new products and   procedures. aâ‚ ¬? Ensuring execution of all security, food safety and maintenance of   the restaurant. aâ‚ ¬? Projecting and controlling accurate profit loss line items. aâ‚ ¬? Administering all in-restaurant records and procedures including   benefits, payroll, inventories, security and employee personnel flies. aâ‚ ¬? Ensuring that a respectful workplace exists in the restaurant. Opportunities beyond the Restaurant Manager position are also   available based on interest and performance. These opportunities are   as follows: Operations Consultant aâ‚ ¬? Provide leadership, coaching and direction to assigned restaurants. aâ‚ ¬? Maximize long-term sales and profit potential of each restaurant. aâ‚ ¬? Build a positive business relationship with Restaurant Managers and   Restaurant Leadership Team Training Consultant aâ‚ ¬? Conduct training that motivates and improves individual’s   performance and contribution to restaurant results. aâ‚ ¬? Serve as operations expert and consultant on McDonald’s operation   standards, management tools and training systems. Business Consultant aâ‚ ¬? Consult to an assigned group of franchisees to optimize sales, QSC,   profit, and people development. aâ‚ ¬? Assist with maximizing the business potential for the franchisee   organization. Human Resources Consultant aâ‚ ¬? Provide leadership and support to the operations team, regional   staff and franchisees on Recruiting and Staffing Management/Crew   Employees, Employee Relations, Management Development, Diversity   Development, Benefits/Compensation and Management/Crew Retention   systems. Management Programs are also available for personal development, which   will prepare you for each step along the way. These opportunities are   as follows: Shift Management Program When you experience the Shift Management Program, you will receive   instruction through a combination of self-study modules and on-the-job   coaching. You’ll also participate in the Basic Shift Management Course   and the Advanced Shift Management Course, which are offered by the   Regional Training Department. The Shift Management Program assists you in developing and sharpening   management skills in: aâ‚ ¬? Area Managements aâ‚ ¬? Food Safety aâ‚ ¬? Basic People Skills aâ‚ ¬? Respectful Workplace aâ‚ ¬? Delivering QSC;V aâ‚ ¬? Customer Satisfaction and Customer Recovery aâ‚ ¬? Shift Management* aâ‚ ¬? Coaching and Counselling aâ‚ ¬? Valuing Diversity aâ‚ ¬? Understanding the Business * Indicates self-study modules McDonald’s Internal Seminars Seminars are designed to establish a common foundation of leadership   and management knowledge and skills for McDonald’s officers. These   seminars will focus on key business issues identified by senior   management and create a platform for effective implementation of   strategic business initiatives. A team of McDonald’s senior management   and external providers lead the seminars sessions. The external   providers are recognized leaders in their area and have extensive   experience consulting with and teaching executives. Types of Conflict Within the Business ————————————- By evaluating a conflict according to the five categories below —   relationship, data, interest, structural and value — we can begin to   determine the causes of a conflict and design resolution strategies   that will have a higher probability of success. There are many types of reasons why conflicts may happen between Human   Resources Functions, such as; Relationship Conflicts ====================== Relationship conflicts occur because of the presence of strong   negative emotions, misperceptions or stereotypes, poor communication   or miscommunication, or repetitive negative behaviours. Relationship   problems ften fuel disputes and lead to an unnecessary escalating   spiral of destructive conflict. Supporting the safe and balanced   expression of perspectives and emotions for acknowledgment (not   agreement) is one effective approach to managing relational conflict. Data Conflicts ————– Data conflicts occur whe n people lack information necessary to make   wise decisions, are misinformed, disagree on which data is relevant,   interpret information differently, or have competing assessment   procedures. Some data conflicts may be unnecessary since they are   caused by poor communication between the people in conflict. Other   data conflicts may be genuine incompatibilities associated with data   collection, interpretation or communication. Most data conflicts will   have â€Å"data solutions. † Interest Conflicts —————— Interest conflicts are caused by competition over perceived   incompatible needs. Conflicts of interest result when one or more of   the parties believe that in order to satisfy his or her needs, the   needs and interests of an opponent must be sacrificed. Interest-based   conflict will commonly be expressed in positional terms. A variety of   interests and intentions underlie and motivate positions in   negotiation and must be addressed for maximized resolution. Interest-based conflicts may occur over substantive issues (such as   money, physical resources, time, etc. ); procedural issues (the way the   dispute is to be resolved); and psychological issues (perceptions of   trust, fairness, desire for participation, respect, etc. ). For an   interest-based dispute to be resolved, parties must be assisted to   define and express their individual interests so that all of these   interests may be jointly addressed. Interest-based conflict is best   resolved through the maximizing integration of the parties’ respective   interests, positive intentions and desired experiential outcomes. Structural Conflicts ==================== Forces external cause structural conflicts to the people in dispute. Limited physical resources or authority, geographic constraints   (distance or proximity), time (too  little  or too much), organizational   changes, and so forth can make structural conflict seem like a crisis. It can be helpful to assist parties in conflict to appreciate the   external forces and constraints bearing upon them. Structural   conflicts will often have structural solutions. Parties’ appreciation   that a conflict has an external source can have the effect of them   coming to jointly address the imposed difficulties. Value Conflicts =============== Value conflicts are caused by perceived or actual incompatible belief   systems. Values  are beliefs that people use to give meaning to their   lives. Values explain what is â€Å"good† or â€Å"bad,† â€Å"right† or â€Å"wrong,†Ã‚   â€Å"just† or â€Å"unjust. † Differing values need not cause conflict. People   can live together in harmony with different value systems. Value   disputes arise only when people attempt to force one set of values on   others or lay claim to exclusive value systems that do not allow for   divergent beliefs. It is of no use to try to change value and belief   systems during relatively short and strategic mediation interventions. It can, however, be helpful to support each participant’s expression   of their values and beliefs for acknowledgment by the other party. Working Hours One functions working hours may be flexible than another functions   working hours, the employees are prone to complain as they want more   flexible working hours as well. Technology There may conflicts between different functions technology wise in a   sense that one function may get better technology than another   function, e. g. one function within human resources may get the newest   state-of-the-art computers so they will be able to work more   efficiently, as opposed to another function who may have computers   which are 4 or 5 years old so they will not be able to work as   efficiently, so the will complain and the business as a whole will not   work as efficiently. Placement ; Selection Placement and selection are both important factors to be considered   when assessing conflicts between human resources. This can be caused   by a many number of things such as, if a new employee has been   recruited into the business and as soon as he starts work the business   puts him as a manager, but there has been someone there working with   the business for 20 years and has worked his way up the hierarchy to   become assistant manager to the manager before and was looking to fill   in the place of manager but this new recruit has just filled that   place, the business will expect them to work together, but they will   be conflicts between the two managers. Wages One-function employees might get paid more for the same job that   another functions employees are doing. This will cause friction   between the functions as pay is a high motivation factor in how   efficiently the staff work. Training/Costs Training and costs are a major conflict factor as they contribute a   lot to the efficiency of the function, for example if a function has   better training and training facilities they will be able to work more   efficiently. As apposed to a function who has little money to spend on training and bad training facilities, this will result in poor   training throughout the function and poor efficiently. Performance Management Performance management is the systematic process by which an agency   involves its employees, as individuals and members of a group, in   improving organizational effectiveness in the accomplishment of agency   mission and goals. The revisions made in 1995 to the Government wide performance   appraisal and awards regulations support sound management principles. Great care was taken to ensure that the requirements those regulations   establish would complement and not conflict with the kinds of   activities and actions practiced in effective organisations as a   matter of course. Planning In an effective organization, work is planned out in advance. Planning   means setting performance expectations and goals for groups and   individuals to channel their efforts toward achieving organizational   objectives. Getting employees involved in the planning process will   help them understand the goals of the organization, what needs to be   done, why it needs to be done, and how well it should be done. The regulatory requirements for planning employees’ performance   include establishing the elements and standards of their performance   appraisal plans. Performance elements and standards should be   measurable, understandable, verifiable, equitable, and achievable. Through critical elements, employees are held accountable as   individuals for work assignments or responsibilities. Employee   performance plans should be flexible so that they can be adjusted for   changing program objectives and work requirements. When used   effectively, these plans can be beneficial working documents that are   discussed often, and not merely paperwork that is filed in a drawer   and seen only when ratings of record are required. Monitoring ———- In an effective organization, assignments and projects are monitored   continually. Monitoring well means consistently measuring performance   and providing ongoing feedback to employees and work groups on their   progress toward reaching their goals. Regulatory requirements for monitoring performance include conducting   progress reviews with employees where their performance is compared   against their elements and standards. Ongoing monitoring provides the   opportunity to check how well employees are meeting predetermined   standards and to make changes to unrealistic or problematic standards. And by monitoring continually, unacceptable performance can be   identified at any time during the appraisal period and assistance   provided to address such performance rather than wait until the end of   the period when summary rating levels are assigned. DEVELOPING ———- In an effective organization, employee developmental needs are   evaluated and addressed. Developing in this instance means increasing   the capacity to perform through training, giving assignments that   introduce new skills or higher levels of responsibility, improving   work processes, or other methods. Providing employees with training   and developmental opportunities encourages good performance,   strengthens job-related skills and competencies, and helps employees   keep up with changes in the workplace, such as the introduction of new   technology. Carrying out the processes of performance management provides an   excellent opportunity to identify developmental needs. During planning   and monitoring of work, deficiencies in performance become evident and   can be addressed. Areas for improving good performance also stand out,   and action can be aken to help successful employees improve even   further. RATING —— From time to time, organizations find it useful to summarize employee   performance. This can be helpful for looking at and comparing   performance over time or among various employees. Organizations need   to know who their best performers are. Within the context of formal performance appraisal requirements,   rating means evalu ating employee or group performance against the   elements and standards in an employee’s performance plan and assigning   a summary rating of record. The rating of record is assigned according   to procedures included in the organization’s appraisal program. It is   based on work performed during an entire appraisal period. The rating   of record has a bearing on various other personnel actions, such as   granting within-grade pay increases and determining additional   retention service credit in a reduction in force, although group   performance may have an impact on an employee’s summary rating, a   rating of record is assigned only to an individual, not to a group. Rewarding ——— In an effective organization, rewards are used well. Rewarding means   recognizing employees, individually and as members of groups, for   their performance and acknowledging their contributions to the   agency’s mission. A basic principle of effective management is that   all behaviour is controlled by its consequences. Those consequences   can and should be both formal and informal and both positive and   negative. Good performance is recognized without waiting for nominations for   formal awards to be solicited. Recognition is an ongoing, natural part   of day-to-day experience. A lot of the actions that reward good   performance – ike saying â€Å"Thank you† – don’t require a specific   regulatory authority. Nonetheless, awards regulations provide a broad   range of forms that more formal rewards can take, such as cash, time   off, and many no monetary items. The regulations also cover a variety   of contributions that can be rewarded, from suggestions to group   accomp lishments. Managing Performance Effectively ——————————– In effective organizations, managers and employees have been   practicing good performance management naturally all their lives,   executing each key component process well. Goals are set and work is   planned routinely. Progress toward those goals is measured and   employees get feedback. High standards are set, but care is also taken   to develop the skills needed to reach them. Formal and informal   rewards are used to recognize the behaviour and results that   accomplish the mission. All five-component processes working together   and supporting each other achieve natural, effective performance   management. THEORIES OF MOTIVATION Writers such as FW Taylor (1856 – 1915) believed workers would be   motivated by obtaining the highest possible wages through working in   the most efficient / productive way. In short, the more money you   offer the worker, the more motivated they will be to work. Taylor,   identified as the Father of Scientific Management, was obsessed with   optimising efficiency and productivity in all areas of life. (Whilst   out walking he would attempt to ascertain the optimum length of stride   required to cover a distance! ). His most well known research focused   on scientifically analysing the tasks performed by workers, and it is   through these studies that we can understand Taylor’s approach to   motivation of the worker. Through the scientific study of work Taylor sought to enable the   worker to achieve the maximum level of output, and in return gain the   maximum financial reward for their labour. The best way to pay a   worker according to Taylor was on a performance related basis. In one   study he looked at the work of steel workers, and by identifying the   optimum load of coal per shovel, which would enable the worker to lift   the maximum tonnage each day, the steel works plant reduced its   workforce from 600 to 140. The reward for those workers lucky enough   to keep their jobs – 60% higher wages if they met their scientifically   calculated targets for the week, by following the instructions laid   down by Taylor, on how to do their jobs. Unfortunately, the way in which Taylor appeared to view the ‘worker’   as just a pair of hands, and the job losses, which seemed to follow   him round the companies he advised, labelled Taylor as ‘The Enemy of   the Worker’. In truth, F. W. Taylor only sought to enable the worker to   reach their full earning potential, and honestly believed his work was   in the best interests of the worker. Subsequent motivational theorists have pointed to Taylor’s limited   appreciation of the fact that ‘workers’ are you and me – people,   complex individuals, with heads and hearts – and not just simple pairs   of hands. This said, Taylor’s ideas are just as prevalent today as   they were in the early 1900s, consider the current wave of dot. com   start-ups, which offer large share options to their staff, and thus   the potential for huge financial rewards in the future, if they work   hard now. There is no escaping the fact that money is still a central   reason why people work, but is it the key to motivating people. How to cite Staff Training and Motivation at Mcdonalds, Papers

Characterization of Reverend Samuel Parris in The Essay Example For Students

Characterization of Reverend Samuel Parris in The Essay Characterization of Reverend Samuel Parris in The CrucibleEric RepasThroughout The Crucible we are introduced to and follow four or fiveimportant characters that Arthur Miller elaborated upon. One of those charactersis Reverend Samuel Parris, a bitter minister who came to Salem for unclearreasons. That reason may have been he was looking for a small town to control,maybe he was trying to escape something or someone, or he may have just wanted afresh, clean start; whatever that reason was it is for sure he had no idea whathe was going to start. If the blame of the Salem Witchcraft Trails were to betraced back to one individual it would certainly be Reverend Parris. When we are first introduced to Parris he is at the side of hisdaughters bed praying for his recovery. It is Parris who calls in Hale andother experts so that a cure may be found for his daughter. Once word got outthat there were witch hunters in Salem all hell broke loose. As three warrantsare sent out to arrest the supposed witches the long blood bath that is tofollow is set into motion. During the trials Parris is sure to attack thecharacter of every defendant leaving no one pure. When Frances Nurse brings apetition with 91 names on it, a petition to set Rebecca, Goody Proctor, andMartha Corey free Parris demands that all those on the list be called in forquestioning. pg93Danforth, glancing at the list: How many names are here?Frances: Ninety-one, Your Excellency. Parris, sweating: These people should be summoned. Danforthlooks up at him questioningly. For questioning. Parris: This is a clear attack upon the court!Parris also attacks Mary Warren harshly when she changes sides to helpJohn Proctor clear his wifes name. Once Mary claims she fainted at will hetries to make her prove this, and once he has weakened her whole defensive stand,the other girls move in for the kill forcing her to turn on the man she couldhave saved. Parris could not let it be proven that the girls were liars for ifit was both his daughter and niece would be caught in the middle of thiselaborate fabrication. Of course if they were proven to be the liars it wouldreflect upon his own character and involvement in the bloody game. In the end of the novel Parris does show remorse for the whole ordeal,once John Proctor is sentenced to hang Parris finally realizes that this has allbeen wrong. Parris pleads with Elizabeth to convince John to convince so thathis life will be spared for this is blood that will be on Parriss own hands. But do not be followed this is also a selfish act for if he could have gottenProctor to confess it would have justified the other hangings. pg145Parris (In deadly fear to Elizabeth) : Go to him Goody Proctor!There is time yet!From outside a drumroll strikes the air. Parris is startled. Elizabeth jerks about toward the window. Parris: Go to him! He rushes out the door as to hold back his fate. Proctor! Proctor!Samuel Parris was a man who used the Trails for vengeance, vengeance foreverything that has ever happened to him. For once in his life this man hadabsolute power, although once this power was used his role of importance wastaken away by Danforth and others. Maybe it was that once he was knocked of hispedestal he finally realized all this was wrong. Maybe by the end of the novelhe finally realized that he was wrong there were no witches, or it could havebeen he just wanted the satisfaction of Proctors confession; but whatever it wasit really doesnt matter now all are dead and gone. Without Parris the Trailswould not have escalated to what they became or just maybe they would have nevereven began. Category: English