Should Juvenile Criminals Be Tried as Adults?

February 1, 2013 English 1250 Argument Essay Should Juveniles be tried as Adults? Juveniles are children who fall under the age of eighteen and have committed a crime. Since they are so young it plays a part in the decision of whether they will placed in a trail that an adult will be placed under or not. The age of the person who commits the crime is the reason why juvenile delinquency punishments are less harsh at times then if an adult would’ve committed the same crime. I feel that if a crime is harsh enough than a juvenile should be tried as an adult.Anyone who commits a crime and breaks the law should be held accountable no matter what the age is. We should all be responsible for our own actions. Many people wonder if trying a juvenile in the same way as an adult will turn out to be a better solution to stop crime. I believe if a child is made responsible for his or her actions she will think twice the next time before he or she reacts. People who commit crimes and then go unpunished for what they did are more than likely to commit another crime or duplicate the first crime they committed.If children think they can get away with their actions they will continue to do the same things over and over again. As a criminal justice major I think everyone should pay a price if they decide to break the law. There should be no special treatment no matter what age the defendant is. A crime is a crime no matter where you go or who you are. I know understand that some children who commit crimes a fairly young and people feel like they don’t have the mental ability to understand what they did because they are so young. Children are taught right from wrong from infancy.We guide our children their whole lives until adulthood. Children are more than capable of understanding right from wrong. The problem is we as parents defend our children because we don’t feel like they’re capable of understanding, when the truth is we are merely just handicappi ng our children. As parents don’t underestimate what your child is capable of. These kids need to know there are consequences for their actions. By us not punishing our children we are just letting them know its ok for them to continue in an unruly matter. We are also teaching them it’s ok and there will be no consequences.Parents need to prepare their children for the real world. I stand strong when I say it is the parent’s responsibility to teach their children, I couldn’t agree more. However, what happens when the parents have done all they can? You can bring your child up to the best of your ability and he or she may still go astray. This is why we can’t shield them from the light. Let them know for every action there’s a reaction. Educate on what could possibly happen if they commit a crime. By shielding these kids from reality we make it harder on them when they have to enter into society on their own.It’s imperative that as a p arent we do our jobs but this still doesn’t mean that that they will follow in our footsteps. People say a child can’t remember what he or she did. I totally disagree. I believe that if a child commits a crime and he has to suffer dire consequences will remember if the consequence is as harsh as the crime. I don’t think that kids are too young to remember what they did. I think that’s just an excuse. As we keep making excuses for these children they are tearing society apart with their violence.It shouldn’t matter the age if you commit an adult crime you should you pay just as an adult would. Get these kids off the streets so the kids who are trying to do something to better themselves can stand a chance. It’s ridiculous how kids get away with so much. Everyday it’s getting worse and the majority of crimes that are being committed are from juveniles but yet we continue to want to slap them on the wrist with something easy like a curfe w. That’s crazy! The law is the law and kids are no exception. They are no different from anybody else.If they choose to act in an adult manner then they should be treated as such. The law is not made to be broken. This is why we have rules and laws, they are to be followed and if they are broken then whoever has acted in this situation should pay. Now, in some cases I believe that you can be cut a break. Of course I believe in second chances but not just getting off simply because you’re a child. You should pay for your actions no matter the age. The law is not made to flex around your age. It’s simply made for the type of crime you commit. If you are old enough to act in a rationale matter then take the consequences.Just because a kid commits a crime doesn’t mean that it hasn’t been committed. It definitely doesn’t mean that the victim’s family didn’t suffer either. What about the victim’s family they suffer as well. I know that violent crimes receive the harshest punishment for adults but the same guidelines should be carried out for the juveniles as well. Trying them as adults will make them understand the consequences of their actions and second guess committing any future crimes. This may lower the crime rate in society and make us feel a lot safer in our own homes.This could stand as an example and others will learn from their mistakes. A lot of the times kids are following in another peers footsteps or just simply trying to fit in. no matter what the reason or situation is if a crime is committed then you should suffer the consequence. I think the juvenile should be subject to more severe sentencing, including the life sentence. If you take a life than yours should be shouldn’t be spared. I don’t believe that you should give a child the death sentence but they can definitely spend a life sentence in jail.What good will it do having them out on the streets to commit more crimes . I don’t think you should have the benefit of seeing daylight when you have chosen to take a life. You should suffer just as they are. You have no right to take the life of someone so why shouldn’t you pay for what you did. A lot of kids commit crimes simply because they know the punishment will be easy. Children have gotten away with so much these days they aren’t scared of the law anymore. Kids know when they get in trouble they will be detained for a few months or perhaps just a night.Maybe they will be on house arrest where they can still do what they want they just have to do it at their house. The juvenile system is too easy on kids these days. We have almost lost the battle when it comes to teens and crimes. This is why we need to try them harsher as adults so they will get the message we are trying to put out. You have to punish by crime and not age it’s the only way these kids will learn. In order for society to do better we have to be better at what we do. To allow one person one punishment and another person an alternative for the exact same crime is not fair and highly ridiculous.It destroys the structure of our society. Juveniles who commit murder should be tried in the same matter as an adult. We also need to keep in mind that kids will be more willing to that they know they won’t have consequences for. Let’s not forget the victims or the victim’s family members who suffer. They deserve justice as well. They have suffered a great lost. As a parent we never want to see our children go astray or perhaps follow the wrong footsteps but they choose to take on that responsibility when they decide to disobey.When they commit a crime they have to be punished and yes if the crime is harsh it should be as an adult. You make your bed hard you lay in it. Just as you make people suffer from your actions you should suffer from them as well. Children are old enough to know right from wrong. They can comprehend t hat it is against the law to commit a violent act against another person. I feel very strongly that in the United States juveniles with violent felonies should definitely be tried and treated as adults in the criminal justice system.

Quals Direct Knowledge Task Essay

1.1 Define the following types of abuse: • Physical abuse is defined as the use of physical force that may result in bodily injury Sexual abuse is any sort of non-consensual contact Emotional/Psychological abuse is a form of abuse characterized by a person subjecting or exposing another to behavior that may result in psychological trauma. Playing mind games, shouting and threatening behavior. Financial abuse telling you what you can and connot buy or requiring you to share or take control of your bank account and with holding monies from you. Institutional abuse is the mistreatment, neglect or inadequate care and support of adults in groups. Self neglect is failure of one adult to take care of himself or herself. Neglect by others ignoring the persons medical or physical care needs, Deliberate and unnecessary deprivation of a resource to the service user. Your assessor is happy with your answer to the above question. Good answer 1.2 Identify the signs/or symptoms associated with each type of abuse. physical abuse bruises withfound in different states of healing, small clusters indicating finger marks, friction burns from carpets, injuries inconsistent with explanation, reluctance to seek medical help Sexual abuse bruises and bleeding round the rectal and vaginal areas, stained or torn underclothes or night wear, love bites, overt sexual behavior or language not previously used or conversely fear of any type of physical contact.  Emotion/psychological abuse symptoms of stress, on set of bed wetting, anxiety, tearfulness, low self esteem, unexplained paranoia and lack of eye contact. Financial abuse suddenly unable to pay bills or purchase necessities, unexplained withdrawals from saving Institutional abuse lack of privacy around toileting and bathing, lack of giving a choice of food, bedtime, clothing Self neglect lack of attention to personal care needs, rashes, pressure sores, dirty clothing and or wet, weight loss. Neglect by others lack of attention given to personal care needs, failure to ensure privacy and dignity, dirty clothes, rashes, being left alone for long periods of time. Your assessor is happy with your answer to the above question. 1.3 Describe factors that may contribute to an individual being more vulnerable to abuse factors may include if the individual has a mental disability such as dementia or not having the mental capacity. If the individual is secluded or isolated or vulnerable there could be factors for the abuser which could include the abuser having lack of training, also abusing their power. Sometimes personal issues have a part to play which could include the carer/abuser being stressed or having a history of abuse and continuing the cycle. The factors include if one has low self esteem or self worth. if they have had abuse before, nobody to protect them, and the mentally ill. Other factors could be they may not be aware of their rights, may not be able to express themselves clearly. their home may unsuitable with no aids or adaptations to help give appropriate care. Your assessor is happy with your answer to the above question. Outcome 2 know how to respond to suspected or alleged abuse 2.1 Explain the actions to take if there are suspicions that an individual is being abused. Always report suspected or alleged abuse to the appropriate person(s), record the facts on appropriate paperwork, listen do not judge, stay calm and collected, do not tamper with any evidence. Appropriate persons to report suspected or alleged abuse would be to my manager first of all, police, social workers, family(if family is not the abuser) and possibly their doctor. Your assessor is happy with your answer to the above question. Who would be the appropriate person to report to? well answered 2.2 Explain the actions to take if an individual alleges that they are being abused Always establish what it is that has occured and report any suspicions to the appropriate manager. Reassuring the individual at all times take every allegation seriously. Always date the paperwork and have it signed by any witness (if any). take photos of any evidence if possible. Speak clearly and precise and avoid any leading questions. Your assessor is happy with your answer to the above question. 2.3 Identify ways to ensure that evidence of abuse is preserved Always record facts immediately dated and signed (by any witnesses also), report any evidence immediately to line manager, do not tamper with any evidence. Taking Photos if possible, and try avoiding any leading questions that may make them think alternatively to the situation. Your assessor is happy with your answer to the above question. What other steps might you take to preserve the evidence? You have mentioned some ways in the previous question could you ple those points and a few others you can think of. Outcome 3 Understand the national and local context of safeguarding and protection from abuse 3.1 Identify national policies and local systems that relates to safeguarding and protection from abuse National policies – safeguarding vulnerable groups act 2006, the vetting and barring scheme run by the Independent Safeguarding Authority (ISA), Criminal Records Bureau, Human rights act 1998. Local Systems – Safeguarding Adults Boards, Safeguarding policies and procedures for vulnerable adults. Data Protection Act 1998 Care standards Act 2000 Health and social care act 2008 The Equality Act 2010 No secrets, Department of Health 2000 Your assessor is happy with your answer to the above question. Amanda I can clearly see you get this question however The Police and CQC are not national polices or or local systems. This facts question fully http://www.ageuk.org.uk/Documents/EN-GB/Factsheets/FS78_Safeguarding_older_people_from_abuse_fcs.pdf?eps 3.2 Explain the roles of different agencies in safeguarding and protecting individuals from abuse The police – their role is to safeguard vulnerable adults, investigate all reports of vulnerable adult abuse and protect and  uphold the rights of vulnerable adults. The CQC – – to monitor and provide guidance on what all health and social care providers must do to safeguard vulnerable adults from abuse, the safeguarding policies, procedures and systems developed are in place to prevent vulnerable adults from being abused. Social services – Their role is to build managing safeguarding risks and benefits in care planning, review care plans, identify and respond to any concerns, lead and support enquiries in in the events of any abuse or neglect. Clinicians – Report incidents of abuse neglect or undignified treatment, follow up referrals, consult patients taking responsibility for ongoing care, lead and support enquiries where there is need for clinical input. Health care provider – Show leadership and routinely monitor activity, meet the required service quality standards, train staff in safeguarding procedures, investigate and respond effectively, take disciplinary action against staff who have abused or neglected people in their care. Social care and health commissioners – Build safeguarding into commissioning strategies and service contracts, review and monitor services regulary, intervenewhere services fall below fundamental standards or abuse is taking place. Your assessor is happy with your answer to the above question. This leaflet will help you answer this question fully http://www.pasauk.org.uk/upload/public/featurebox/Safeguarding%20Adults.%20Roles%20and%20responsibilities%20in%20hea 3.3 Identify reports into serious failures to protect individuals from abuse A report about Orchid View care home in West Sussex that failed to ensure that the vulnerable adults were adequately protected from risks, including the risks of unsafe practice by its own staff. it was revealed that residents at Orchid View care home in Copthorne, west Sussex, were given  wrong doses of medication, left soiled and unattended because of a lack of staff and suffered because of serious failures in the home’s management. There was institutional abuse throughout the home which lead to the deaths of 5 residents. After an investigation the CQC found it had failed to meet eight of it essential quality and safety standards. The inquest heard that Jean Halfpenny, 77, was given an overdose of blood-thinning drug warfarin while at Orchid View, Which had failed to monitor and administer her medication properly. One of the staff at the care home said she was asked to shred forms after Halfpenny had been admitted to hospital for bleeding. The coroner heard that the Orchid View manager Meera Reed, looked at the medication administration record (MAR) brought into the office by a nurse and said â€Å"We can’t send her to hospital wit those. they will shut us down.† Five people were arrested, including some on suspicion of manslaughter by gross negligence in relation to Halfpenny’s death, but insufficient evidence existed to support a prosecution and the case was passed to a coroner. Your assessor is happy with your answer to the above question. Some good research has gonr into the answer for this question 3.4 Identify sources of information and advice about own role in safeguarding and protecting individuals from abuse My manager, colleagues My companies policies and procedures Local authority services department like social services The internet Care Quality Commission Books Independent Safeguarding Authority health and social care act 2015 Your assessor is happy with your answer to the above question. The 2015 Care Act perhaps? well answered Amanda Outcome 4 Understand ways to reduce the likelihood of abuse 4.1 Explain how the likelihood of abuse may be reduced by: • Working with person centred values • Encouraging ac choice and rights Person centred values include the individuality of the person, the rights of the individual, choice, privacy, independence, dignity, and the individual being respected. If person centred values are taken into consideration when supporting an individual there is less likely to be abuse as all the staff will be working in the same way. If a person is considered to have a say in what he or she wants and is at the centre of any decision, it will be more unlikely that there is abuse. I always put the service users i work with at the centre of any decision about them and they are an active partner in their own care. service user decide what to do, shower, wash or bath, what clothes they want to wear and are treated with dignity, respect, confidentiality and are able to make their own choices. Active participation is a way of working that recognises an individuals right to participate in the activities and relationships of everyday life as independently as possible. So if the individual participates actively in their daily activities, then the risk of abuse is low. For example I would prompt the service user to pick out what clothes they would like to wear, what meals they would like and encourage them to take part in preparing and cooking the meal the way they like it. Individuals are supported to make their choices in anything they want, like food or drink, what to wear, whether they want a bath, shower,, or wash. No individual will choose something that will hurt them self therefore abuse is reduced to the minimum. Individuals rights are promoted throughout the service, service user have the right to as they wish to do and if its what they want as long as it is not dangerous, a risk assesment will then be done to stop any abuse happening. I ensure that i promote service users’ rights and choices by allowing them to make their own choices and support them to have the same rights of anyone else. Your assessor is happy with your answer to the above question. Excellent answer 4 .2 Explain the importance of an accessible complaints procedure for reducing the likelihood of abuse The complaints procedure gives the complainant the right to be heard and supported to make their views known. an accessible complaints procedure is understandable and easy to use. It sets out clearly how to make a complaint, the steps that will be taken when the complaint is looked into. An accessible complaints procedure resolves complaints more quickly as the complainant feels that they are being listened to and their complaint is is taken seriously. Making sure that abuse will not be tolerated in any form and encourages the complainant to not accept this. If a staff member is being abused, it would be reported to the line manager as an informal grievance, employees should aim to resolve most grievences informally with their line manager and are therefor encouraged to discuss all matters openly as they occur. If the grievance cannot be settled informally then it should be raised through the formal procedure of a grievance. Formal Grievance should be raised with their line manager or next level of management if grievance is related to the line manager, in writing, at the earliest time. the manager will organise a meeting within 5 working days, Employees will be allowed to explain their complaint,and suggest a way it should be settled. meeting could be ajourned if the manager feels they need further advice. the manager will give full consideration to the complaint and confirm the outcome in writing. Your assessor is happy with your answer to the above question. You have looked at this question from the perspective of the client. How about the staff who may be getting abused please include colleagues in this answer Outcome 5 Know how to recognise and report unsafe practices 5.1 Describe unsafe practices that may affect the well being of individuals Unsanitary conditions can spread infection as cross-contamination can occur and can affect the well being of the individual and others. examples of these unsanity conditions can be dirty kitchen work surfaces and equipment, improper hand washing, not covering hair when cooking can pose a risk, as can not reporting faulty equipment when working or not, having cleaning materials can also be unsafe. Not having risk assessments in place when a service user hurts themselves, Staff not checking when service user is ill or unsteady on their feet. Staff not recording in the care plan any issues if a services is unwell or unable to support themselves as much, not monitoring their wellbeing. Other unsafe practice that can amount to abuse is leaving a service user on the toilet too long, ignoring or not listening to them.  Marks on the body not taken seriously and not listening to complaints can put them at more danger, harm and risk of abuse. staff that are untrained or have out of date training, unsanitary uniforms can spread infection to clients and other colleagues, Management giving their colleague/s a large work load, making them exhausted and having a lack of concentration. Your assessor is happy with your answer to the above question. You have looked at this question from the perspective of the client. How about the staff who may be getting abused please include colleagues in this answer 5.2 Explain the actions to take if unsafe practices have been identified If I identify unsafe practice then I must follow the whistle blowing procedure and report to the appropriate person. I will report to my manager immediately or if it involves my manager then I would report it to another appropriate person. I will monitor all unsafe practices and make sure that I record and report in full all the evidence, then I will talk to my manager as I am aware all unsafe practices are dangerous that could cause harm. Your assessor is happy with your answer to the above question. 5.3 Describe the action to take if suspected abuse or unsafe practices have been reported but nothing has been done If suspected abuse or unsafe practices have been reported but nothing has been done in response or if it has to do with my manager then I would report it to the next level or manager. Then I would report to the social worker and safeguarding team and to the care quality commission and even the police depending on the response i get. Your assessor is happy with your answer to the above question.

Be a Small Light in a Dark Room

Miep Gies said, â€Å"Everyone is capable of providing a small light in a dark room. † How is this true for me? Ever since a child is young, parents tend to instill in them high aspirations and goals for the future. The desire to make a difference in the world is the primary theme in doing well in school. When I was little, my grandfather used to say to me that â€Å"The world has too many problems that you, my dear, are meant to fix. At that time, I believed that it was his indirect way of saying that he wanted me to have a good job so I could be wealthy and live well. On the day of September 11, 2001, the terrorists attacked the United States and shook the world to it’s core. At that time I was living in Albania and I did not understand what was going on and how it could affect me. I kept thinking back to what my grandfather had told me and I could not see how one person alone could make a difference. I was not powerful enough to change the course of events or prevent tragedies from happening; I was one person who most people did not know existed. As I soon learned, the world was not a place of fairytales and dreams but in a way a dark room. Deception, sadness, emptiness, and greed were influential factors in the lives of many. In a materialistic society, everyone strove for their own ambitions ignoring those suffering. Miep Gies said, â€Å"Everyone is capable of providing a small light in a dark room† and I believe wholeheartedly in this concept. As I matured into an educated young lady, I understood that if one person had the courage to stand up to injustices, it would give voice to those who are afraid to do it themselves. Have I been â€Å"a small light in a dark room† in my life? I do not think I have been so far because I have not had that opportunity to make a difference in somebody’s life. In the future, I plan to study international affairs and make a powerful impact in the life of those people who live in fear and terror, or as Miep describes it â€Å"a dark room. By standing up to injustices and protecting people, I would be â€Å"the small light† that guides them to a life where their human dignity is respected. I will be their hope of a better future and I will try to make a positive impact in many lives. In Afghanistan, many young women are not allowed to leave their homes because of the fear that they might be killed. In Kosovo, young children are murdered by Serbian patriots and their rema ins are scattered throughout their villages. In Somalia, many people are kidnapped by the Somalian pirates and tortured until a ransom is paid. There are many other examples of â€Å"dark rooms† throughout the world and it takes just one person to start a revolution for a positive change. Anyone can be that â€Å"small light† if they have the passion and determination to make a difference in the world. Only God knows where the journey of life will take me but I know I am strong enough to overcome any obstacle in order to make a difference in the world. I will be that â€Å"small light in a dark room† and I will encourage others to follow their dreams because anything is possible.

History of the United States Essay Example | Topics and Well Written Essays - 1500 words

History of the United States - Essay Example His leadership during the Great Depression besides having utter joblessness natives won the confidence of his subjects. This is because he instituted the policy of banks’ closure that persisted for 100 days to shun the incidences of people losing their homes and enterprises. Studies especially those of Zinn contend that the uprising of democratization the fuelling emanated from the diversity in societal strata (Zinn 10-22). This entailed unequal treatment of the blacks and other races that formed the oppressed society by the whites who were the elites. Primarily, this was after the arrival of the Columbus in the N. America prior the importation of servitude meant to work in the plantations and factories. Hence, resulting to human and dignity degradation that prompted the oppressed to seek their emancipation via unions instituted then to relief the people. Oppression entailed low wages and even enslavement especially by the Southerners where even after the declaration regarding servitude abolition some slaveholders were too reluctant to consent. Additionally, the severity of factory oppression, plantations and mines continued to the 20Th C, which was the great awakening of the masses (Zinn 123). They desired equal treatment like the white; claiming the relation amid them was more of deprivation than that of safeguarding human dignity. This was mostly in the last quarter of the 20Th era where its actions almost characterize the Zinn’s argument even to the current. Upon becoming the president, FDR ordered heavily taxing on the wealthy so that the state would relief the underprivileged by gaining their economic stability. This marked the true source of democracy besides other events triggered later by civil rights’ agitators, for illustration, Malcolm X. Steps to full democratization emerged with the Americans and other natives starting to believe in themselves where they sought all possible ways of their emancipation. This entailed mind emanci pation prior resulting to the physical one, especially abolishing segregation that was evident amid the states. America prior the democratization era, it endured severe segregation where the Southerners compared to other citizens could not enjoy similar rights in public like their white counterparts. This yielded to severe and active retaliations by the segregated group, which entailed the use of diverse ways by the civil rights’ leaders. Southerners and numerous people who encountered segregation devised diverse rights’ movements meant to agitate for their privileges. According to Zinn were mainly farm workers who besides facing discrimination their wages were low, until civil activism came to their aid. This entailed even religious-based associations spearheaded by icons like Martin Luther King. His initial debut was during Montgomery Bus Boycott (1955) where the incidence lasted for 382 days. The incidence emanated from Rose Parker declining to offer a seat to a whi te man, which brewed uproar that culminated to her arrest. Learning of this, Martin organized nonviolent demonstration where the blacks declined utilizing the public transport, which yielded to immense funds loss especially to the buses’ owners. Since then, Martin continued to advocate for peaceful disobedience to the harsh laws that segregated Negros and offered the

To be a great leader one must first be a great manager, DISCUSS Essay

To be a great leader one must first be a great manager, DISCUSS - Essay Example Even if a person objects to authoritarian leadership and feels compelled to commit him/herself to just be a good leader, he/she still can face a number of hurdles while running his/her organization if all the managerial knowledge and skills are not smartly engineered first. Leading and management are seen as complementary and related by Andersen (2012). Though leadership and management are distinct, they still should be balanced. The theme of this essay is that one cannot become a great leader without becoming a great manager first who has shrewd and insightful skills about handling people and keeping them sane even amidst the worst of circumstances possible. The essay will discuss how learning to maintain a sound reputation as a manager could be important for a leader and why a leader less concerned about developing smart managerial strategies and good relations with employees can never make it to the top. Bartridge (2007) emphasizes that leaders should practice the 5 L’s whi ch are about looking, listening, learning, leading, and laughing with their team. Such traits not only aspire people to perform well but also build up their connections with staff. The riveting combination of responsible leadership and management actually proves to be the magic recipe for any successful organization. Many people are heard calling themselves the leaders but seldom among them care enough to be good managers also. The old manager vs. leader argument implies that â€Å"some great managers struggle with change and fail to be great leaders, while a great leader might fail to create a sense of stability in an organization and not measure up as a manager† (Blagg and Young, 2001) which is why both leadership and management should overlap. The key element capable of carrying an anonymous leader all they way up to greatness and worldwide fame is good management and big globally successful companies like Apple Inc. and Starbucks fully acknowledge this fact. Both leadersh ip and management, though different in certain aspects, should be carefully balanced with each other as â€Å"both have essential roles in the function and effectiveness of organizations† (DeGrosky, 2012). Hard times strike every organization and every business around the world from time to time but the power lies in sharp managerial skills which can save the ratings of a business in the market from plummeting down even when finances are not so handsome. â€Å"An individual can be a great leader, a great manager, or both, but each area requires the mastery of slightly different skills and competencies† (Ricketts, 2009). People can be managed and carried safely through hard times if the leaders care enough to win their confidence by carefully balancing management and leadership. The Balancing Act as explained by Valenzuela (2010) implies that leadership and management should be balanced to cure the disease in which organizations tend to be either overmanaged or underled . Leaders should know how to listen and communicate as this is implied by good management. â€Å"Leaders need to be masterful listeners; they need to be able to receive as well as send† (Blagg and Young, 2001). Without support of positive style management, leadership alone can never save a company from sinking in the depths of anonymity and failure. In fact without good management, there is no leadership

Supply chain management (reply to an answer) Case Study

Supply chain management (reply to an answer) - Case Study Example A few reasons such as maximizing economies of scale entails considerable business investment risks because it is not very fluid in terms of market response (Hugos 147). This system is also not suitable for industries that can change quickly on trends, like the apparel industry (Daspal 1). The converse of the push-concept is the pull-system modeled on Toyota which relies on actual customer demand and works backwards along the supply chain. However, this kind of system requires a near-perfect method of efficient logistics that has short production cycles; long lead times can be shortened by maximum efficiency along the supply chain. This is what computer giant Dell did, in contrast to the estimated losses suffered by Compaq when laptops were not available. This system is not speculative, in the sense it anticipates future customer demand, but is reactive which is more accurate in terms of meeting actual customer demand. I agree that supply chain efficiency is about minimizing inventory levels to reduce the risk of product obsolescence. However, there are additional benefits in using the Just-in-Time (JIT) concept pioneered by Toyota that can be implemented, such as lower working capital, a mass customization and postponement of demand (Coyle 661) that lowers costs to b enefit clients. Coyle, John J., Langley, John C., Gibson, Brian J., Novack, Robert A. and Edward J. Bardi. Supply Chain Management: A Logistics Perspective. Mason, OH, USA: South-Western Cengage Learning, 2008.

Bed And Breakfast Business Plan Term Paper Example | Topics and Well Written Essays - 2000 words

Bed And Breakfast Business Plan - Term Paper Example The business intends to capitalize on personalized services, and its unique location to attract new customers and retain the existing customers. The business also intends to create an environment that will facilitate a pampered comfort that is far beyond the projected business competitors. The business will as well incorporate contemporary technology in its operation to holistically renovate the flow of tourism in Georgia. Services The business plans to create rental units that will target foreign tourists. Secondly, the proposed bed and breakfast business also projects to tender a guideline services to foreign tourists on the most eye-catching tourist sites in the areas. The business as well projects to work together with others tourists’ agencies and businesses in order to offers packing slot at a special rates. A part from offering tourism services, the business also plans to offer breakfast services such as preparing breakfast foods to its customers as well as preparing hi gh quality and delicious meals to its customers. General Staffing For a starter, the business plans to employ 91 employees. Among them, seven professionals with be mandated with the responsibility of the general management of the business will the others will be regular employees with specific responsibilities. The business intends to employs over 40 well qualified and trained chefs. The business will recruit 20 tour guides who will be responsible of guiding tourists in the business’s area of coverage. The recruitment exercise in the business will purely be based merit and experience. There will be not favors in the business recruitment and promotion exercises. Rationale Lodge and hotel businesses have over years played an exceptionally decisive role in the success of tourism activity in Tybee Island and in the entire world. However, despite the encouraging benefits of tourism business in the Tybee Island, there are awfully limited hotels and lodging services in the area. The refore, the new bed and breakfast business intends to offer a prevalent, quality, and affordable rental facility to foreign and local tourists. On the other hand, the local government also intends to advance tourism business in the area by encouraging entrepreneurs to invest in hotels and development of rental units. Therefore, the projected business will to some extent be acting in response to the local government proposal to invest in hotels businesses. Benefits of the Business The business is projecting to attract more tourists in the area by offering quality services to foreign and local tourists. Moreover, tourists in the area will increase the Island income thus minimizing the poverty level in the area. The business will create more employment opportunities in the area. Most of the business employees will be proficient members of the surrounding communities. Finally, the business will benefit the area residents by offering quality and affordable breakfast services to the inter ested community members as well as local and foreign tourists. Chart of Accounts The rationale Based on the reality that, most small businesses relies on lenders and creditors to develop their operations, the choice of Charts of Account is incredibly essential in the analyses of the business available resources, the expected resources and how the business intends to use the available and borrowed resources. Charts of Account are as well especially vital in providing the interested parties with adequate understanding of the financial position of the proposed business. Assets Assets Amount Cash $ 4, 538 Accounts receivable $ 740 Other current assets $ 670 Long term assets $7, 000 Accumulated depreciation $9, 413 Total assets $12948

Taking the Steps towards Economic Stability Essay

Taking the Steps towards Economic Stability - Essay Example   Every country of whatever government structure has balance deficit that needs to take care of by current government officials as well as incoming officials. However, this subject is not only a concern by those of the government but also those of the citizens of a certain country or place. However, looking at this concern, one must have intelligence and knowledge as there are many terms and conditions apply. Is reducing balance on the payment deficit important? If you are winding around trying to find the perfect answer to this question the main answer is yes. It is at all. Deficits on payment will simply find your status in the global market. Good reputation in the global market is necessary to set up rapport and increase market demand and supply. Study shows that those markets with good reputation have big chances of development. There are lots of consequences brought about reducing balance of payment deficit.   It is important to increase the economic status of a certain coun try to cope with the balance in deficit. A perfect way to increase economic state is by enhancing the foreign exchange capacity of a given country. It is important to have a sense of balance. The two main things that need to balance is the export and import capacity of a country. These two is  in a unified balance. The demand for import is always reciprocal to the export demand. Any disequilibrium among the two will result into chaos.   There are lots of consequences and factors that could greatly affect the payment balance. While most of these factors are greatly controlled there are also factors that have no control over. First and most important factor is the economic situation especially the economic growth of a certain economy. If the economic state is running smoothly surely demand on the common commodities will raise as most  person  have the buying capacity for such commodities. Once the supply for basic commodities as well as complex needs is not enough for the cons umers the perfect remedy is to import goods from other countries. The importing capacity of a certain country is a good sign.   Another important factor is the exchange rate of the monetary fund in the international market. It is important for a certain place to have a great exchange capacity. Once a country has increase exchange rate importing power is highly good. This is a good  sign  of growing economic state. Another most important result  that needs  to mind  about is the  borrowing  of funds. Most of the third world country borrows funds in the international bank to pay their balance on the payment deficit as well as to have budget on other projects of the country. Lending a fund is good but it needs a lot of intelligence in spending capacity to properly budget each funds. Properly spending the funds is necessary to have the power to pay any balance deficit. In reality, balance of payment is not good at all. Hence, borrowing is not good either. It may just inc rease the burden of accumulating these payment deficits. One helpful thing that a country might consider  is to increase its exporting capacity. In this effort, income generating ability of a country will boom and so with the economy. Exporting is also a beneficial way to  provide  adequate livelihood for  people.   If the Income Account shows a negative result, then the

The Development of Second World Countries in the European Union Assignment

The Development of Second World Countries in the European Union - Assignment Example The development of the second world countries has directly affected the progress of the European Union in terms of economy and living standards. At the same time, regulations and changes within the internal market have been applied specifically because of the decision to unite Europe while understanding the complexities of the barriers created. This paper will examine the development of the second world countries in the past five to ten years, as well as how this has affected the economy of Europe in their progression. Development of Second World Countries in 5-10 Years Bulgaria and Romania are two of the main second world countries that have moved into rapid development and change since 2001. This is specific to the movement into the EU and the new dependencies that have pushed the political, social and economic agenda to a different level. The EU has been able to leverage Bulgaria and Romania through the criteria of uniting Europe and expanding the economic options that are a part of the world. However, it is also noted that domestic factors have created complexities in the ability for Bulgaria and Romania to progress. The lack of resources and opportunity has stopped the expansion that the EU has desired. The result is continuous progression and a push to move into a different status because of the external pressure. ... For instance, the establishment of the European Development of Bulgaria, or GERB, and the Coalition for Bulgaria, are trying to find new ways to help those in the community to move outside of the developing initiatives and into a developed country. The initiatives have led to reinforcements by policies for the community and to change the economy. New systems are being developed and business ventures are continuing to be supported within the region. This is followed by watch lists and initiatives used to change the social stance of those in the community, specifically with the idea of progression in mind. Taking out problems with trafficking, illicit drugs and other problems within the country are some of the areas which are continuing to be promoted and developed within the region (CIA, 2009). The same component of development is not only reaching Bulgaria and Romania, but is also moving into the second world country of Greece. The initiatives in the past decade are based specificall y on changing the sociology of individuals and moving into economic development within the region. The beginning of this has been new policies that have been revisited since 2001, beginning with the changes made to the Constitution in terms of policies for humanitarian acts. Fair employment, meeting the needs of citizens in the country and stimulating the economy by assisting businesses with generalized policies are the main initiatives taken. For example, unemployment protection legislation has been created to change the economic activities and to alter the amount of money coming into the region. The initiatives are leading to stronger work forces, more development in the region, and growth at an average of 1.4%

Country Analysis- India Essay Example for Free

Country Analysis- India Essay India functions on a democratic system, which heavily influences the political situation of the country. However, this democracy stems from a caste system. A caste system is a social grouping that combines a group of particular members based on specific professions and usually leads to the isolation of each individual caste. The Indian people adopted the caste system to create an easy differentiation of communities and neighborhoods. Recently in India there has been a relaxing of the caste system depending on the part of India in which you are looking. In the cities you will see more of an intermingling and mix of the higher caste systems but as you explore the rural areas, you find a traditional form of the caste system. In recent years India has become the largest democracy in the world. The economy is highly affected by the political situation in India. The country suffers from high unemployment and poverty as two of its main issues that currently influence the economic standing of the country. With two opposing parties with vastly different views for the vision of the economy the country is found being pulled for a free market economy and an economy that strongly opposes globalization and favors a â€Å"land-for-all† attitude. (â€Å"Politics of India†) In India the legal situation highly resembles a common law model that is found in England today but is clout with Indian culture. In the courts India has a judge that acts as a neutral party that enforces the law fairly amongst each party. The government too has three branches: the executive, the judiciary and the legislative. The courts hold a common theme of carrying out justice to the people. (Srikrishna) One article says, â€Å"According to Gallups annual public opinion polls, India is perceived by Americans as their 7th favorite nation in the world† (â€Å"India-United State Relations†) Based off this observation, the relationship between the United States of American and India seems to be quite close and cordial. However, this does not mean the countries have always agreed on every matter. Back in the late 1990’s when Atal Bihari Vajpayee became the Prime Minister he began to authorize testing of nuclear weapons and the United Sates chose to form against them and eventually was mandated to cut off economic ties. In 2001 the United States under the Clinton administration began to have economic discussion, opening the door for the Bush administration to partake in close monitoring of India’s nuclear weapons and began strengthening the economic ties. The two countries have really come together in times of need such as  the attacks on September 11,2001 and the December 2004 tsunamis. The most recent development in the relationship is under the pressing of the Obama administration. Right out of the gate of the first term of his presidency, President Obama addressed the issue of the Indian-American relationship and said that he was going to take the steps necessary â€Å"further strengthen the excellent bilateral relationship† (â€Å"India-United State Relations†) This goal was communicated vastly amongst the administration, assuring the citizens of both countries that it was a beneficial relationship. The main person taking care of this relationship is Hilary Clinton. As time passed the country of India became concerned that the relationship was not being as cared for like they were assured would be done. Rather they believed the United States was more focused on their relationship with China and eventually the country of Pakistan. The issues of the bilateral relationship continued to struggle for some time, even after a visit to the White House from Prime Minister Singhin November 2010, which was to hopefully fix or strengthen the relationship. In May 2010 President Obama communicated that shared values, interests and the two larges democracies established the partnership between the United States and India. (â€Å"India-United State Relations†) The economic relation between the United States and India has been continuing to be strengthened since the Clinton administration where the bilateral economic dialogue was established. This is a system where the accountability for consultations amongst multiple high powers. (See exhibit A) (â€Å"Embassy of India†) Since this original discussion; there have been multiple dialogue mechanisms to strengthen the bilateral relationship on the economy and trade issues. This includes different forums and financial partnerships. In the first seven or so months of the year 2013 the United States of America increased the percent they did trade with India 7.4%. (â€Å"Embassy of India†) The relationship of the United States and India is perfectly summed up by the words of the National Security adviser Shivshankar Menon, From a time when we dealt with each other formally, sometimes warily, we today have a full spectrum relationship, between our governments, our peoples and our institutions. (Menon) In the year 2011 the Gross National Product increased over 8 billion INR, an increase of 11,846.1 INR since 2010. It has a forecast of following a trend and reaching almost 9 billion INR for the next year. This is also a steady view of how the inflation levels have  effected the GNP of India and will continue do so in the future. (See exhibit B) (No current data was found) (â€Å"India Gross National Product†) The most current GNP per capita was calculated using the PPP to the US dollar using the atlas method divided by a midyear population. In 2011 in India, the GNP resulted to be $1,420.00 at a ranking of 142/191. In consideration of the past is a very steady increase, however, in comparison the U.S it is hardly an increase at all. (â€Å"India-GNI per capita) As of 2006 India spends 3.11% of their gross national product on their education system. Looking to increase this percentage over the years and have lowered the illiteracy rate by 2015. (â€Å"Infochange India†) Today when discussing the opportunity for a company, of any kind, but especially a U.S company, to manufacture in India the support to do so is quite present. One major benefit of manufacturing in India is that the government has been putting into place a plan of action to create a substantial steady flow of economic progress and one of the crucial aspects is through manufacturing. It began in 2010 with the implementation of a Manufacturing Policy, that industry and the government fully supports. The plan began with the rubber industry in India and where they were choosing to invest, it has continued into medical supplies, a chocolate factory and a huge factory by the direct marketing company, Amway. The Prime Minister has stated that the commitment of expanding the manufacturing in India is of highest priority for the economic growth of the country. (â€Å"Manufacturing Sector in India†) Another great aspect of pursuing manufacturing in India versus a country like China is the possibility of lower wages in India, China continues to raise the minimum wage. There is also the language barrier that disappears when you choose to manufacture in India versus another foreign country with a different native tongue. There is also a younger work force in India than in China and with a similar government as that of the United States it is easier to do business. (Shilling) With all the rage to rush off and pursue manufacturing in India there are those who have doubts, like the unknown author of the article in The Economist, the author says, â€Å"If India is to become ‘the next China’—a manufacturing powerhouse—it is taking its time about it.† (â€Å"Manufacturing in India†) When it comes to a company from the United States and whether or not to compete in India, there is good support that says to go for it. Now a days we have so many jobs outsourced to India it seems foolish to not take it a step further. Particularly in the software industry, there is a large convention that is held there annually and the United States is greatly underrepresented and most likely missing out on big opportunities, because the reality is that the show will go on with out the U.S present. India has been focusing on the service industry over the last years but are now moving towards an industrial form of business. Also present is a strong entrepreneurial spirit, which can be wonderful for a new company coming in because the people will be willing to get in on the ground floor of an international operation, as well as bring new ideas and twists to the table. (â€Å"Americans Should Jump on the India Wave†) Another aspect in general to approach entering any country competitively is the exchange rate and currency. Look into how the country performs monetarily and see how the exchange rate and inflation will affect your business on the day-to-day operations but also over time. (Aimes) When going back and looking at the idea of manufacturing and competing in India based off the Economic Freedom Index, the index can mean multiple things for both. In general India is a 55.2 out of 100 in Economic Freedom. This is 119th out of 177, (not including Lybia) while the United States is scores a 76.0 sitting at the top as number 10 of 177. When assessing the index with the idea of a company from the Unite States manufacturing in India I look the factors that influence the index such as the labor freedom, this looks into the aspect of the legality of the labor market of the country, or in our case, India. This means that as a company we have to be cautious not to abuse or practice the immoral practice of extremely low wages or poor work conditions. As far as competing the issue that stands out to me pertaining to the EFI is the corrupt factor, with a low score like India, as a company one would need to watch closely at the practices taking place overseas. (â€Å"Index of Economic Freedom†) The Human Development Index in India is found in the medium HDI. Since 2011 India’s HDI decreased by 2 but is forecasted to increase .07 over the next year. The HDI refers to how the country’s population is take care of, such as life expectancy, education,  etc. This covers the wellbeing of the citizens of the country; I think this affects the manufacture and competitive aspect equally. If the people are not taken care of who is going to manage and operate the company, as an organization it would just be something that must be kept in mind. (â€Å"Human Development Index†) Pertaining to the Global Competitiveness Report it is hard to know how they would affect us because as a country India is not present in the top 30 for the last four years. So the assumption is made the India is not as competitive as portrayed by some people, but that does not mean there is no room for growth. (â€Å"Global Competitiveness Report†) India holds a score of 36 on the corruption perceptions index; this means that again when looking into entering the country either with manufacturing or competitive ambition one must asses the risk that is going be taken, such as how will the government treat your corporation as well as how will the patrons of the country view your corporation. (â€Å"Corruptions Perception Index†) Last but definitely not least another report that is very useful in assessing the want to on pursuing a manufacture or competitive is the World Press Freedom Index. India is in the difficult situation range in this index meaning, that freedom of speech is kind of difficult to actually have because the government watches closely to what is being spoken and said about their country and the people in it. (â€Å"Reporters without Borders†) Based off the indexes and other information presented above do not believe as a company of the United States need to enter the market in India. I believe this is so because of the uncertainty of the market, as stated above India has great potential to grow and be the next China but it has been heading in that direction since the 1950’s and not much change is evident. There are aspects about the country that would be desirable to enter into and if doing so I recommend the company use the strategy of global standardization. This strategy uses the low cost of the country to its advantage and in the United States outsourcing is chosen for that very reason, so instead of just outsourcing I believe it would be wise to use this method to pursue a start up of an international branch in a country like India where there is low labor cost and where it is not necessary for the people to respond due to the fact that there is a low economic freedom and instead it relies more on the main office back in the United States rather than the host country, or in our case, India. (Aimes) Exhibits Exhibit A Exhibit B Works Cited Aimes, Frederico. Foreign Exchange. Online Lecture, Stillwater. 07 Oct. 2013. Lecture . Aimes, Frederico. International Business Strategy. Lecture. International Management Lecture. D2L, Stillwater. 09 Oct. 2013. Web. 09 Oct. 2013. Americans Should Jump on the India Wave. Web log post. Boston.com. N.p., 21 Feb. 2012. Web. 11 Oct. 2013. Corruption Perceptions Index. Wikipedia. Wikimedia Foundation, 10 Aug. 2013. Web. 11 Oct. 2013. Embassy of India Washington DC (official Website) United States of America Economic Relations. Embassy of India Washington DC (official Website) United States of America Economic Relations. N.p., n.d. Web. 11 Oct. 2013. Global Competitiveness Report. Wikipedia. Wikimedia Foundation, 21 Sept. 2013. Web. 11 Oct. 2013. Index of Economic Freedom. Wikipedia. Wikimedia Foundation, 10 June 2013. Web. 11 Oct. 2013. India GNI per Capita. India. N.p., n.d. Web. 11 Oct. 2013. India GDP per Capita. TRADING ECONOMICS. N.p., n.d. Web. 11 Oct. 2013. India Gross National Product. TRADING ECONOMICS. N.p., n.d. Web. 11 Oct. 2013. India–United States Relations. Wikipedia. Wikimedia Foundation, 10 May 2013. Web. 10 Oct. 2013. Infochange India. India Invests Just 3.3% of Its GNP on Education. N.p., n.d. Web. 11 Oct. 2013. List of Countries by Human Development Index. Wikipedia. Wikimedia Foundation, 26 Sept. 2013. Web. 11 Oct. 2013. Manufacturing in India: The Masala Mittelstand. Editorial. The Economist 11 Aug. 2012: n. pag. The Economist. Web. 11 Oct. 2013. Manufacturing Sector in India. , Manufacturing Industry, Indian Industries. India Brand Equity Foundation, Sept. 2013. Web. 11 Oct. 2013. Menon, Shivshankar. India, US Ties Have Come a Long Way: Shivshankar Menon. The Economic Times. N.p., n.d. Web. 11 Oct. 2013. Politics of India. Wikipedia. Wikimedia Foundation, 10 June 2013. Web. 10 Oct. 2013. Reporters Without Borders. Wikipedia. Wikimedia Foundation, 10 Oct. 2013. Web. 11 Oct. 2013. Shilling, A. Gary. Why India Will Displace China as Global Growth Engine. Bloomberg.com. Bloomberg, 16 Dec. 2012. Web. 11 Oct. 2013. Srikrishna, B. N. (2008) The Indian Legal System, International Journal of Legal Information: Vol. 36: Iss.2, Article 8. Available at: http://scholarship.law.cornell.edu/ijli/vol36/iss2/8

The context of Reward management

The context of Reward management In 1960s and 1970s the main cause behind introducing incentive schemes was to build path of giving workers wages and salaries at a time of government controls (Bowley et al 1982). Due to lack of proper strategy and policies, some of employers gain reduced cost and even below 50% of increased outcomes; in 1980s and 1990s the concept of paying people was changed where worker were paid for their performance rather than attendance; similarly taxation policy was slightly changed as lower rate in income tax(Marchington and Wilkinson, 2005). Payment system has been drastically changed in Britain over the last twenty years and lots of concepts are emerged in relation to compensation and remuneration which are directly in control of management; similarly, in USA, a new concept of payment has emerged under the rubric of the New Pay. This new pattern has great influence on Britains management practice and government as well (White, G and Druker, J, 2000). The new pattern of thinking about New P ay in Britain is reward management (term used by Armstrong and Murlis 1988) has same management concern. Then, these concepts fall upon two ground; 1) rewarding employees for work done and 2) remuneration system to be conditional upon business policy. Furthermore, the interest in reward system concept had been boosted by IPD professional syllabus which includes lots of unit and title on employee reward and a specific text book (Armstrong, M, 1999). The new syllabus by IPD provides higher emphasis on rewarding employees and employees satisfaction towards job. However, this holistic approach of payment has not, to date, reflected in academic literature, where controversy arises between micro-economics literature of labor economists and human resource literature. The former concern was about effect of pay on whole economy and impact on inflation, productivity and employment. Afterward, in contrast, draws both upon the industrial with regulation with employment relationship and organiza tional behavior (White, G and Druker, J, 2000). Now, the existing textbook focused largely realistic than imaginary, which ignore collective bargaining and employee voice, continue to play in lots UKs organization (Armstrong, M, 1999).The parallel employee relation also include title to describe pay bargaining systems (Gennard, J and Judge, G, 1997). Most importantly, the impact of control relation with in the work area and its impact on reward management plans and policies are polished over IPD texts. Core personnel and Development text (Marchington, M and Wilkinson, A, 1966) being an honorable exemption to this approach. Reward management has fascinated increased attention in recent years. Pay structure and system of payment are collectively determined and influenced by context of society in which they implemented (Steven, J, 1996). For most of the work is, in the main, a source of disutility, and they therefore require payment to compensate them for the time they devote to it. (Elliott R.F, 1991) Reward management is not only about money. It is also concerned with those non-financial rewards which provide intrinsic or extrinsic motivation (Armstrong, M and Murlis, H 1988) Reward is about how staffs are rewarded and valued in return of their performance towards organization which may includes both financial and non financial rewards and embrace the plan, policies , strategies, and reward layout prepared by an organization to maintain smooth reward system (Armstrong, M, 2009).It signifies one of the vital factors supporting the employment relationship (Kessler, 2005). It can be defined as fundamental expression of job relationship. It is concerned with the formulation, and implementation of plans and policies to reward employees fairly, equitably and consistently on the basis of their performance. The development, maintenance, designs and implementation of reward system is done to fulfill needs of both organization and employees (Armstrong, M, 2009). Both organizational and employees values are significant for align reward practices (Brown, D, 2001). It can influence a number of human resource policies, processes and practices which have great impact on organizational performance(Lawler, 2000a).It becomes an essential tool to coordinate, communicate and reinforce the organizational goal because it incentivizes staffs to achieve objectives and apply required capabilities and skills supporting them (Brett, S, 2006). As a result employee feels that they are considered as valuable asset of an organization (Jaques, E, 1961). All the organization has their own reward system without that employee would not join, come to work and perform less than they are supposed to perform with the mission statement of organization (Wilson, T, B, 2002). Reward system is a system which contains various interrelated process and activities done effectively in order to fulfill organizational goal and maintain employees value (Armstrong, M, 2009). It consists of monetary reward (Fixed and variable) and non monetary (employee benefits) which together mixed and form total remuneration. The main sections of reward system are process, practice, structure, scheme and procedure. Process includes job evaluation, market rate analysis and performance management, Practice includes financial benefits and non financial benefits provided to employees, Structure describe level of rewarding people on the basis of structure and their performance, Schemes explain financial rewards and incentives provided to employees, Procedure for maintaining system and ensuring that worker work according to standard and value of money. Reward system provides systematic way to deliver positive consequence (Wilson, T, B, 2002). Cost is the vital factor in reward and for service oriented organization, labor cost have important proportion on overall cost; however, lower labor cost doesnt always minimize cost , some time high labor cost leads towards increased turnover because of excellent performance due to motivation(Pfeffer, 1998). The proper implementation of strategic reward management helps to change employees behavior and attitude towards organization due to effective reward strategy; there are number of factors which mix along these type of straight-forward cause effect relationship; therefore, there is high possibility that reward strategy might helps in organizational change (Marchington and Wilkinson, 2005). Reward Issues Boardroom pay has been brought back under the attention after it emerged that CEO of FTSE100 companies receive around  £3.2 m in 2006 where analysis also emphasize that there is narrow gap between American and British pay(The Times, 29 October 2007).Employees of the largest UK companies are ultimately starting to contribute the decent amount of defined contribution and pension; Employers are tends to put much less defined into the defined payment pensions that has largely replace salary scheme for new employees- only 6-7% of salary, Paul Macro, senior consultant with the firm saidà ¢Ã¢â€š ¬Ã‚ ¦approximately 15% of the salary that generally accepted as being the level of contribution needed to provide a decent income in retirement (Financial Times, 14th November 2007). Employee compensation, remunerations and reward (terms that may be used interchangeably in the literature, although compensation tends to predominant US commentary) may be defined as all forms of financial returns and tangible services and benefits employees receive (Milkovich and Newman, 2004:3). Reward Theory Labor Market Theory The term labor market implies that, the struggle on labor in capitalist society where product and services are traded in market; employee tries to spend their labor in maximum best prices and similarly employer bargain to purchase labor in minimum best price (Perkins, J.S and White, G, 2008). Classical labor Market Theory The concepts of constant choice by the groups to effort-reward relationship emphasize classical labor market theory; the demand of labor meets supply of labor exactly where pay will be determine in labor market is known as market clearing'(Black, J, 2002). The only effective policy is to pay what other do (Garhart, B and Rynes, S.L, 2003:15). Fig: According to above figure, the supply of labor is equal to demand of labor where employee will accept the job at the price that offer by employer: it is a value of marginal productivity of labor. This theory explain that there is tough competition among employer in term of paying their employees but finally every employer has to pay same as everyone pays. This theory indicates that paying strategy always leans toward symmetry where demand and supply of labor meets. This model of the employment system address the famous classical economist Adam Smith and its neo classical restatement by other neoclassical economists like: Jevons, Menger and Walrus; every one is free to choose their best price either employees or employers, employee compete with other employee for wages and similarly employer compete with other rivals for labor(Watson, M, 2005). Logically looking for Maximum utility, worker will accept work after comparing overall benefit of different works; thus work that are less satisfying, include more threat and hard to achieve mastery will require higher amount of wages compare to other work whose feature are opposite (Perkins, J.S and White, G, 2008). However, the concept of labor market was changed form middle of twentieth century, number of research indicate that the real situation of labor market doesnt run according to previous assumption given by classical economists; the paying system might effect in market force whereas some economists argues that it needs to remove market distortion'(Garhart, B and Rynes, S.L, 2003). Whether or not, labor supply by employees to employers is not the single economic issues; it is the effort employed by employees when employed (Rees, 1973) Stand as alternative economic theory of classical labor market theory, institutional Labor Economic Theory describes the different wage level and dependent on organizational issue; employees and employers anticipation will be rest on maximizing in their financial concern (Perkins, J.S and White, G, 2008). In term of strategic initiative, higher level executive plan the contract in such a way that it minimizes the economic cost by putting labor satisfaction in effective and efficient ways; in other word, both employees and employers make a decision about work relationship comparing all the economic issues and interest; rationality between both party and their interest and wants remain significant Transaction Cost Theory Assumption (Williamson, O, 1975). Similarly, Resource Based Theory of Firm explains that economic effectiveness and efficiency will be increase through subsidiary scheme to take benefits of organizational resources; employee reward are parallel to HRMs other features a nd is arranged to maintain organizational culture (Kessler, I, 2001; Purcell, J, 1999). Whereas, new institutional approach strategy theory describes the number of political and social issues tackling employees in an organization; organizational system (both internal and external) helps to design better employees reward system (Perkins, J.S and White, G, 2008). Human Capital Theory Human Capital Theory makes an assumption that individuals gather human capital by investing both time and money in training and development, education, and other various opportunities based program in order to increase their efficiency and productivity and as a result employees value to employers (Abercrombie, N et al, 2000). Human Capital Theory (developed by Schultz and Becker in the 1960s) differentiates between expenditure made on human capital and employees consumption; market are for the service of capital, not the reserve capital itself. In order to achieve HRM objectives of motivating employees and get work done through them, manager must balance between cost and skills (Hendry, C, 2003). Exchange Theory explains the relationship between production, employees and employers enter into the contract that employees are willing to accept work and perform their best; similarly, employers are agreed to pay extrinsic rewards and working environment; then employers change hired labor power into labor economic values where employer are likely to invest more in permanent workforce than in temporary workforce (Atkinson, 1984; Kalleberg, 2003). Efficiency Wage Theory According to theory, the managerial policy to gain more efficient employment agreement in medium term; worker will employ their capita; to secure optional work boost pay rate but it cause loss to the employer so, paying higher reward levels is a logical employers reaction in order to hold skilled employees (Perkins, J.S and White, G, 2008). This theory also describes a possible corrective aspect, concentrating on what economists do to labeled soldiering on the part of worker; more optimistically, this theory theoretically introducing a sorting effect'(Perkins, J.S and White, G, 2008). Those organization who needs more and skilled human capital to operate their business use above-market wage levels in order to attract expected employees; where close supervision will be reduced; this relates to Responsible autonomy policy (Friedman, A.L, 1984). Paying above-market reward for skilled workforce might be suitable option than to employ additional supervision; this concept will be attractiv e in case of knowledge workers (Rubery, J, 1997). Principle Agent Theory Principle Agent Theory is also known as Agency Theory with the concept the deferred payment method; it emerged as dominant theory on economics and management in term of pay determination process and results; according to this theory, reward system must be design in the way that it satisfies the employees in term of pay and internal ladder of advancement; employees need full payment of their work and effort in short term, in other hand if job length is long then employees stay beyond the below market rate in early phase of employment (Garhart, B and Rynes, S.L, 2003). This theory emphasize result based deferred reward such as profit sharing, gin sharing, incentive plans, stock ownership etc designed for high level staffs; the size of deferred reward depends upon job complexity; Employees potential total earning and career opportunity will determine the risk sharing behavior of employees (Perkins, J.S and White, G, 2008). Role of employees and employers should be designed effectively t hat it simply explain the characteristics of individual represent that position; thus role theory simply explain how behavior and attitude are socially influence (Perkins, J.S and White, G, 2008). Internal Labor Market Internal labor market where organization search for a constant association with their workforce; structured internal labor market may be created and maintained few or all the employees from external labor force effecting on organizations ability to preserve its worker (Keer, 1954, cited in Hendry, C, 2003). The theoretical construct of the labour marketà ¢Ã¢â€š ¬Ã‚ ¦may be more precisely defined as an administrative unit within which the market functions of pricing, allocating and often training labor are performed. It is governed by the set of institutional rules which delineate the boundaries of the internal market and determines its internal structure. These or administrative hiring and work rules defines the ports of entry into the internal market, the relationship between jobs for purpose of internal mobility, and privilege which accrue to worker within the internal Market (Doeringer, 1967:207, cited in White, G, 2000) In united state, after the First World War the development of internal market emerged where demand of both products for equity from trade union and modern personnel management was emphasized in long-term planning (Cappelli, P, 1995). In contrast, most British entrepreneur didnt build internal labor relation but depends upon market mechanism for obtaining labor (Gospel, 1992). Under ILM, wages and salaries was attached with work rather than employees (Williamson, O, 1975). Workers are rewarded through long-term benefits and advantages rather than monetary reward where pricing and allocation of labor are determined by organizational rules and policies (Garhart, B and Rynes, S.L, 2003). Wage Gap Theory Another neo-institutionalist approach was Wage Gap Theory which indicate the same dominant power exercise by employers on their product market to distribute higher part than the normal profit with the employees and employees commitment towards organization for enduring of production (Heery, E, 2000). Wage rate across six OECD nation remained almost equal and controlling labor quality and effectiveness. (i.e. USA, Canada, Sweden, Australia, Norway and Germany); the wage paid to employees in return of their effort seems less considerable comparing with rate of trade union and collective bargaining (Zweimuller, J and Barth, E, 1992). Criticism of neo institutionalist arguments The practical role of employees reward construction and level of typical social science whether at national level or organizational level; management has required employment relationship on more flexible pattern in order to transfer risk from employer to employee and to facilitate organizational product market or to enhance return on shareholder investment. (Rubery, J, 1997).During 1980-1990, the institutional approach of designing fair wage and arrangement with reward enjoy by employees were reduced, supported by government policies that pay should be based upon organizational ability to pay which reduce the power of trade union and popularity of the collective bargaining (Beaumont and Hunter, 2000) The existing reward determination theory was found ineffective in its overruling importance on stability and mutuality building where as majority of interest is on employment relationship thats why labor market policies should be reconsider; more attention should be given for disputes that profit values are redistributed between organizational stakeholders to privilege economic capital over human capital; the expectation between groups, balance of policies have courageously transfer in the side of management (Rubery, J, 1997). Reward Objectives The success of any reward system fully depends upon clear and concise objectives; the first step in consulting a strategic corridor through the reward jungle is to set achievable objectives, basically, to make employees satisfied and get work done from them is a primary objective of reward system (Brown, D, 2001). Organizations are starting to understand that pay should not de considered in term of particular job and financial results; the compensation should be inextricably being attached to employees, their performance and organizational vision and goals as well as most valuable and important tools for communicate, coordinate and reinforce the attitude and behaviors for results (Flannery et al, 1996). Reward management aims to support the achievement of organizations strategic and operational objectives, helps to communicate, drive and support expected attitude and behavior, promote continuous development, compete in employment market, enhance teamwork, and promote flexibility, gai n fairness and equity (Armstrong, M and Murlis, H, 1998). Similarly, support culture management and change through matching pay and organizational culture as a whole, where as it cannot drive change or lead change process, cannot define change, cannot establish values and cannot establish effective leadership (Flannery et al, 1996). Furthermore, the European study under total rewards underpinned the following as a objectives and themes of rewards: introducing more flexible and changeability reward rather than control oriented and highly structured, market driven rewards, more flexible employee based, focused on variable pay, promoting boarder concept of reward in relation to contribution in their organization, implementing variety of reward tools, involving managers and staffs in those rewards cases and so on(Perrin,T, 1999). Total Reward Reward that include not only traditional, financial component (salary, wage, pay, benefit etc) but also non-financial component (job responsibility and accountability, career opportunities, training and development etc) provided by an organization in order to motivate its employees (Thumpson, 2002). Reward that covers not only tangible pay like pay and benefits, but also intangible factors, such as opportunity to work flexibly, career development, trainings and environment where employees feels respect and valued (Brett, S, 2006). It includes direct as well as indirect and intrinsic as well as extrinsic (Manus and Graham, 2003), which embrace everything that employee values in employment relationship (Oneal,Sandra 1998). The combination of both monetary and non-monetary reward which helps to address every staff whether they want financial or non financial; the tools that are used to attract, retain, motivate and satisfy employee in order to increase efficiency and effectiveness that drive desired attitude in workplace (World Bank, 2000). Total reward is vertically integrated organizational strategy and horizontally integrated with HR strategies to gain internal consistency (Armstrong, M, 2009). The success of totals reward strategy is almost all depends upon monetary and non-monetary rewards provided to employees by employers (Davis, M.L, 2007). an approach to providing a package of reward to employees in the way that optimize employee satisfaction with reward from their work, and which does this in such a fashion that the employees contribution to employer is optimized at an acceptable cost -Vicky Wright, CIPD vice president (CIPD National Conference 2001) It is fairly simple to understand but very complex in operation owing to the wide -ranging implications forà ¢Ã¢â€š ¬Ã‚ ¦..reward management (Richards and Hogg, 2007:4) All the employers available tools that may be used to attract, retain, motivate and satisfy employees, this encompasses every single investment that an organization makes in its people, and everything its employees value in the employment relationship. (World Bank, 2000) The termà ¢Ã¢â€š ¬Ã‚ ¦adopted to describe a reward strategy that brings additional component such as learning and development, together with aspects of the working environment into the benefit package. It goes beyond standard remuneration by embracing the company culture, and is aimed at giving all employees a voice in the organization, with the employers in return receiving and engaged employee performance. (Richards and Hogg, 2007:1) Whistling the initial definition on offer, the relationship might be distinguish between total reward and various thoughts and ideas like employee well-being and psychological contract (Guest and Conway, 2004); similarly, emotionally intelligent leadership (Brown et al, 2006; Goleman, 2002; Palmer et al, 2001); mutual gain'(Bacon and Blyton, 2006); as well as employee involvement program (Cox et al, 2006) and high involvement work practice'(Huselid, 1995) and so on. Therefore, adopting the wide concept of reward, everything that employees get in return of their efforts is total reward (Davis, M.L, 2007). Therefore, the total reward component of World at Work can be summaries as follows: compensation, benefits, work-life, performance and recognition and development and career opportunities (Perkins, J.S and White, G, 2008). In USA, both old and new style organization are taking on board total reward strategy. In other hand, same author comment that too often, when companies talk about total reward they simply mean providing generous benefits and positive workplace. Guaranteeing jobs, supporting an attractive work-life balance, adding benefits and pay- scale, encouraging development and opportunities and making work area appealing all makes poor business sense without understanding the needs of high performance. They also told they feel most existing solutions ignore performance and encourage entitlement (Zingheim, P and Schuster, J, 2000). Transactional (tangible) Rational (intangible) Communal Individual Work Environment Core value of the organization Leadership Employee voice Recognition Achievement Job design and role development( responsibility, autonomy, meaningful work, the scope to use and develop skills) Quality of work life Work-life balance Talent management Benefits Pension Holiday Health care Other perks flexibility Learning and Development Work place learning and development Training Performance management Career development Pay Base pay Contingent pay Cash bonuses Long-term incentives Shares Profit sharing Figure: 2 Towers Perrin model of Total Reward Source: (Armstrong, M, 2009) In the above given figure, upper two boxes (i.e. Pay and Benefit) indicate transactional reward which are financial in nature. In other hand, lower two boxes (i.e. Learning development and work environment) indicate rational reward which are non financial in nature The effective reward is the one which consist of both transactional and rational rewards (Thompson, 2002). The success of organization depends upon its staffs. If staffs are satisfied and loyal towards organization than overall goals can be achieved. However, some business organization fails to motivate their employees in aspect of reward. So, considering the fact, organization should apply both financial and non financial reward (i.e. Total reward). Financial/ Extrinsic Reward Rewards like pay, benefit, salary, incentive are financial or extrinsic reward; various kinds of benefits and perks provided to employees in non-cash as a benefits and helps to motivate employees to perform better, similarly it also shows employers interest in employees well being(Perkins, J.S and White, G, 2008). Non-Financial/ Intrinsic Reward Intrinsic reward can be divided into two parts; Environmental reward and Development oriented reward (Kessler, I, 2001). Environmental rewards are like employees value shown by senior supervisor, managers in work place, sensitivity of supervision and leadership excellence; similarly, development oriented reward are individually targeted to enhance career development and opportunity as well as helps to built sense of accomplishment in employees(Milkovich and Newman, 2004). Intrinsic reward is also regarded as psychological reward which indicate psychological contract in work relationship (à ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦.).