An event from the Holocaust Essay Example | Topics and Well Written Essays - 1750 words

An event from the Holocaust - Essay Example This research paper attempts to study the political, social and cultural environment which led to the holocaust. We will also briefly explore the Nazi policies of exclusion. Finally, we will look at the atrocities meted out to the prisoners in the concentration camps. Long before Hitler became the Chancellor of Germany, eugenic scientists were conducting experiments to prove the inequality of humans. These research were not restricted to Germany but were worldwide. Tests conducted in the United States "proved" that class, race and ethnic differences "reflected intelligence.2 These research results were not only accepted by the scientific community but also influenced the policy makers. In United States, "inferior races and ethnic groupswere prohibited from entering the country."3 Solution to the "problem" of the "feebleminded individuals who already resided in the United States" ranged from putting them in "permanent custodial care" to sterilization.4 Eugenics eventually lost acceptance in the United States but in Germany, following the coming to power of the Nazi party, eugenic scientists began to enjoy political support. Hitler wanted to build a utopian German society. Such a society would be "racially homogenous, physically hardy and mentally healthy".5 To achieve this utopia, Germany followed a policy of exclusion and the killing operations were the final stage of this policy. Eugenics introduced the idea of human inequality and the Nazi policies institutionalized it. The groups excluded included the physically handicapped, intellectually retarded, mentally disturbed and, eventually, the racially alien people. By 1939, Hitler abandoned his policy of exclusion and started discussing "implementation of what he called euthanasia".6 Nazi Policies The National Socialist German Workers Party (NSDAP) better known as the Nazi party was founded on January 5 1919. Hitler joined the NSDAP on September 16 1919.7 His inspirational leadership and oratorical skills saw him become the chairman of the party by July 1921. Germany's defeat in the World War I and signing of the Treaty of Versailles which put the sole responsibility of the "war guilt" on the Germans was humiliating for the defeated nation. This along with the depression of 1929 and the inability of Germans to come to terms with the resulting hardships saw the Nazi party get 37 percent of the votes in 1932 elections.8 Thus on January 30, 1933, Hitler became the Chancellor of Germany. On February 27 1933, a mysterious fire in the Reichstag building destroyed the German "Parliament". The next day the German President, Paul von Hindenburg declared emergency. The emergency, along with the "Enabling Act, or Law for the Removal of the Distress of the People and Reich, would allow H itler torule Germany as a dictator."9 Between 1933 and 1935, the German government enacted various laws to remove Jews from public life and to revoke their citizenship.10 From April 1, 1933, the Nazi Government started a countrywide boycott of Jewish businesses. This and other policies between 1933 and 1938 were aimed at forcing the German Jews to emigrate from Germany. However, the policies failed due to reluctance of many German Jews to leave their

Characteristics or habits of an effective political leader Essay

Characteristics or habits of an effective political leader - Essay Example This debate has been going on, ever since different forms of governance and political representation evolved. What Sima Qian, a second century BC historian, Marcus Aurelius, a Roman emperor of the second century AD, and Niccolo Machiavelli, a fifteenth century political philosopher have in common is their observations on the leadership qualities that a political leader ought to have. And the most interesting part of this comparison is that all these three political historians, in spite of them being very remote to each other in history, many times do prescribe the same qualities for a political leader. Aurelius has focused on the eternal and philosophical virtues that a leader needs to have. He has also advised an emperor to have a clear thought process, a good sense of reason, a composed mind and control over one’s emotions, especially, anger (Aurelius, Hicks and Hicks). He has commanded, â€Å"look always at the whole. What is it that has made this impression on your senses ? Analyze it by breaking it down into cause, matter, purpose, and duration† (Aurelius, Hicks and Hicks, 139). Aurelius (Aurelius, Hicks and Hicks) has also stressed that â€Å"the character of reason and justice is one and the same† (Aurelius, Hicks and Hicks, 123). ... Aurelius (Aurelius, Hicks and Hicks) has reminded this by saying, â€Å"purge your mind of all aimless and idle thoughts, especially those that pry into the affairs of others or wish them ill† (Aurelius, Hicks and Hicks, 34). Instead it is declared that â€Å"enjoyment is meant to be found in work too and that those who enjoy their work become totally absorbed in it, often forgetting to eat and drink and seek other forms of enjoyment† (Aurelius, Hicks and Hicks,53). Controlling anger has been a recurring theme in Sima Quin, Aurelius and Machiavelli. It is suggested that a leader can become a success only when he/she has â€Å"unshakable composure, even in the midst of acute pain† (Aurelius, Hicks and Hicks, 20). But Quin has revealed that his emperor, the first emperor of China, had a habit of getting angry for small reasons and acting upon it (78). But still he had been a success because he had his own effective means to make people fear or love him irrespective of his anger. His character is reflected in what Aurelius said almost 4 centuries after: Be like a rocky promontory against which the restless surf continually pounds; it stands fast while the churning sea is lulled to sleep at its feet. I hear you say, â€Å"How unlucky that this should happen to me!† Not at all! Say instead, â€Å"How lucky that I am not broken by what has happened (51). A prince should be able to win people over to his side (Machiavelli, 60). But he (Machiavelli) has also prescribed to rule by evoking fear rather than love because he believes that â€Å"men have less scruple in offending one who is beloved than one who is feared† (90). Sima Quin has also expressed faith in the effectiveness of fear and elaborated upon how the

Literatrure Review Research Paper on Teen Pregnancy in the UK Case Study

Literatrure Review Research Paper on Teen Pregnancy in the UK - Case Study Example These contraceptives have been found to be used only after the individuals have become sexually active, and this has created a situation where unwanted pregnancies are barely prevented in this state. It has further been found that of all the pregnancies that take place in the United Kingdom, nearly half of them are unplanned and of these, almost a quarter are terminated, while thirty eight percent end up being unwanted children (DiCenso, Guyatt, Willan & Griffith 2002, p.1426). The abortion rate in the United Kingdom is among the highest in the developed world, only being surpassed by Canada and the United States; a fact which can be said to be serious indeed. Despite the fact that Britain takes for granted its progress in maternal health, because of its substantial improvement over the years, it still has the challenge of teenage pregnancies to consider. Teenage pregnancy in the United Kingdom can be considered an area that is a very serious public health problem that has to be effe ctively tackled if prevention is to be achieved. The detrimental social and health results that tend to accompany unplanned teenage pregnancy have over the years come to be realised in the United Kingdom. Despite the fact that birth rates amongst teenagers have dropped considerably in many areas of Europe, the opposite has been taking place in Britain, whose rates are considered the highest in Europe. ... It has therefore become necessary to make a study of the causes and effects of teenage pregnancies in the United Kingdom since it is an ideal environment where such a study can be conducted in the developed world. Literature Review The growing problem of teenage pregnancies, most of them unwanted, in the United Kingdom, has come to raise a lot of concern to such an extent where plenty of literature is being written about. Most of the new literature about this phenomenon not only focuses on the development of statistics, but they also focus on the causes, effects, as well as the possible solutions that can be developed to curb this problem. In previous years, the literature written concerning teen pregnancies often ignored the psychosocial problems that these cases often cause for those teenage mothers involved. Among the psychosocial problems that often plague teenage mothers are the following; the interruption of their education, the limitation of their job opportunities, the separa tion that develops between the teenage mother and her child’s father, and finally, the increased risk of repeat pregnancies (Silles 2011, p.766). It has been recognised that the causes of teenage pregnancies are quite diverse and complex in a number of ways which include pressure from older partners, a lack of sex education, a delay of the use of contraceptives, as well as the failure of contraceptives after they have been used (Chevalier & Viitanen 2003, p.325). In Britain, it has been found that there is extensive geographical disparity, with the highest rate of teenage pregnancies being among girls in Barnsley, Doncaster, and southeast London. This case can be distinguished from that in eastern Surrey, which has for the most part, low

An event from the Holocaust Essay Example | Topics and Well Written Essays - 1750 words

An event from the Holocaust - Essay Example This research paper attempts to study the political, social and cultural environment which led to the holocaust. We will also briefly explore the Nazi policies of exclusion. Finally, we will look at the atrocities meted out to the prisoners in the concentration camps. Long before Hitler became the Chancellor of Germany, eugenic scientists were conducting experiments to prove the inequality of humans. These research were not restricted to Germany but were worldwide. Tests conducted in the United States "proved" that class, race and ethnic differences "reflected intelligence.2 These research results were not only accepted by the scientific community but also influenced the policy makers. In United States, "inferior races and ethnic groupswere prohibited from entering the country."3 Solution to the "problem" of the "feebleminded individuals who already resided in the United States" ranged from putting them in "permanent custodial care" to sterilization.4 Eugenics eventually lost acceptance in the United States but in Germany, following the coming to power of the Nazi party, eugenic scientists began to enjoy political support. Hitler wanted to build a utopian German society. Such a society would be "racially homogenous, physically hardy and mentally healthy".5 To achieve this utopia, Germany followed a policy of exclusion and the killing operations were the final stage of this policy. Eugenics introduced the idea of human inequality and the Nazi policies institutionalized it. The groups excluded included the physically handicapped, intellectually retarded, mentally disturbed and, eventually, the racially alien people. By 1939, Hitler abandoned his policy of exclusion and started discussing "implementation of what he called euthanasia".6 Nazi Policies The National Socialist German Workers Party (NSDAP) better known as the Nazi party was founded on January 5 1919. Hitler joined the NSDAP on September 16 1919.7 His inspirational leadership and oratorical skills saw him become the chairman of the party by July 1921. Germany's defeat in the World War I and signing of the Treaty of Versailles which put the sole responsibility of the "war guilt" on the Germans was humiliating for the defeated nation. This along with the depression of 1929 and the inability of Germans to come to terms with the resulting hardships saw the Nazi party get 37 percent of the votes in 1932 elections.8 Thus on January 30, 1933, Hitler became the Chancellor of Germany. On February 27 1933, a mysterious fire in the Reichstag building destroyed the German "Parliament". The next day the German President, Paul von Hindenburg declared emergency. The emergency, along with the "Enabling Act, or Law for the Removal of the Distress of the People and Reich, would allow H itler torule Germany as a dictator."9 Between 1933 and 1935, the German government enacted various laws to remove Jews from public life and to revoke their citizenship.10 From April 1, 1933, the Nazi Government started a countrywide boycott of Jewish businesses. This and other policies between 1933 and 1938 were aimed at forcing the German Jews to emigrate from Germany. However, the policies failed due to reluctance of many German Jews to leave their

Literatrure Review Research Paper on Teen Pregnancy in the UK Case Study

Literatrure Review Research Paper on Teen Pregnancy in the UK - Case Study Example These contraceptives have been found to be used only after the individuals have become sexually active, and this has created a situation where unwanted pregnancies are barely prevented in this state. It has further been found that of all the pregnancies that take place in the United Kingdom, nearly half of them are unplanned and of these, almost a quarter are terminated, while thirty eight percent end up being unwanted children (DiCenso, Guyatt, Willan & Griffith 2002, p.1426). The abortion rate in the United Kingdom is among the highest in the developed world, only being surpassed by Canada and the United States; a fact which can be said to be serious indeed. Despite the fact that Britain takes for granted its progress in maternal health, because of its substantial improvement over the years, it still has the challenge of teenage pregnancies to consider. Teenage pregnancy in the United Kingdom can be considered an area that is a very serious public health problem that has to be effe ctively tackled if prevention is to be achieved. The detrimental social and health results that tend to accompany unplanned teenage pregnancy have over the years come to be realised in the United Kingdom. Despite the fact that birth rates amongst teenagers have dropped considerably in many areas of Europe, the opposite has been taking place in Britain, whose rates are considered the highest in Europe. ... It has therefore become necessary to make a study of the causes and effects of teenage pregnancies in the United Kingdom since it is an ideal environment where such a study can be conducted in the developed world. Literature Review The growing problem of teenage pregnancies, most of them unwanted, in the United Kingdom, has come to raise a lot of concern to such an extent where plenty of literature is being written about. Most of the new literature about this phenomenon not only focuses on the development of statistics, but they also focus on the causes, effects, as well as the possible solutions that can be developed to curb this problem. In previous years, the literature written concerning teen pregnancies often ignored the psychosocial problems that these cases often cause for those teenage mothers involved. Among the psychosocial problems that often plague teenage mothers are the following; the interruption of their education, the limitation of their job opportunities, the separa tion that develops between the teenage mother and her child’s father, and finally, the increased risk of repeat pregnancies (Silles 2011, p.766). It has been recognised that the causes of teenage pregnancies are quite diverse and complex in a number of ways which include pressure from older partners, a lack of sex education, a delay of the use of contraceptives, as well as the failure of contraceptives after they have been used (Chevalier & Viitanen 2003, p.325). In Britain, it has been found that there is extensive geographical disparity, with the highest rate of teenage pregnancies being among girls in Barnsley, Doncaster, and southeast London. This case can be distinguished from that in eastern Surrey, which has for the most part, low

Child Rearing in the Us and Colombia Essay Example for Free

Child Rearing in the Us and Colombia Essay Early care-giving is a major factor for a child to feel secure to explore the world around them (Carbonell, Alzate, Bustamente Quiceno , 2002). How different is this early care-giving between two cultures such as the United States and Colombia? This is a look at the differences and similiaries of raising girls, both born in 1988, in Colombia and the United States. Both girls were raised in nuclear families, with one older sibling, close enough in age to be a major part of each girls daily life. One was raised in Colombia, although she moved to the United States at the age of eleven, while the other was raised completely in the United States. Both parents of each girl were interviewed as well as the girl herself. The basic stepping stones, the times that parents love to videotape, the babys first moments all seem to happen relatively similarly in both girls. Self-reported by Paulina, was that she walked around the age of ten months. Similarly, Jane walked at the age of ten months. Both were somewhat delayed in speech, enough so to be taken to doctors. In each case, the parents were told that the child would speak if the family stopped following the non-verbal directions from the child. Paulinas first words were eso, Spanish for that, and Ma. Janes first word was Ah-yah which was meant to be Alex, her brothers name. Paulina stood alone at the age of eight months (personal communication with subject), as did Jane (personal communication with subject). Punishment is something all parents must figure out. Hispanics tend to mollify children and be more lenient (Figueroa-Moseley, Ramey, Keltner Lanzi, 2006). Hispanic parents tend to try to calm their child rather than work towards developmental goals, which tend to be more valued in the United States. Neither girl was punished in the form of grounding, but both were warned with simple looks from their parents, such as glaring and both girls were yelled at as well. Corporal punishment was used for each girl as well. Paulina was smacked, and Jane was occasionally spanked. Jane would be sent to her room or made to sit in a chair as in a Time Out, however Paulina never experienced a Time Out and recollects that such a thing was not common in Colombia. Both girls were raised to speak their mind, and not wait to be spoken to, as long as what was said was respectful. Questions were welcomed by both families, but the girls were expected to know the time and place in which to ask questions. Each girl was also allowed to pick out her own clothes, which has been shown to be good for children, as children see it is important for them to make some of their own decisions, and identify with the choices (Ardila-Rey, Killen, 2001). Paulinas mother tried to teach her what matched, but eventually gave up trying when it, although Colombian mothers tend to worry about the outward appearance of their children (Carbonell et al, 2002). When asked what Jane would choose to wear, Janes mother replied, Anything that didnt match, although she, too, tried to teach her daughter matching. No major restrictions were set upon either girl, except to be respectful. Respect was emphasized in both situations. As respect was emphasized from child to adult, so was it shown from adult to child. Both children were kept informed of what was happening in the family. Children were expected to be a part of dinner conversation and were allowed to participate in the adults lives. Also, both children were given reasoning behind decisions and had things explained? because I said so was used only when the situation would be later explained, and the consequences of an action were described rather than a mere dont do it. Chores were a part of each girls life as well. Both were expected to do what was asked of them to help around the house dusting, vacuuming, clearing the table, etc. Jane was expected to help with dinner, which included getting food from the refrigerator, carrying things to the table, loading the dishwasher, setting the table, and occasionally stirring. Jane was given an allowance of approximately five dollars a week, but this was never in exchange for doing her chores. Paulina, too, was not paid for doing her chores. She states, I was part of the family and therefore I was expected to work in the house without any sort of reward (personal communication, April 10, 2007). Colombia tends to be a collective society that looks to the benefit of the group, rather than the individual (Pilgrim, Reuda-Riedle, 2002), which applies to this situation in that Paulina was expected to help keep the house in order, without ? payment because it was for the greater good of the family, being part of the group is an important aspects of a collective culture. Family relationships and interdependence? a common bond between family members, working together for the benefit of the family? tend to be much more emphasized in Hispanic cultures (Carbonell et al, 2002). A major part of any culture is food and dining, and children are a part of that. Children often lose some of their appetite between ages two and six, and because parents worry, bad food habits are put into place. Sugary foods are offered if a child finishes a meal, and many foods have vitamins and nutrients added. However iron, zinc, and calcium are seen to be deficient because juices and sodas are replacing milk, and cereals and processed foods replace fresh fruits and vegetables (Berger, 2006). It is also hard to maintain good eating habits during this age, because children often need meals to be just right. Children have very determined ideas for what should be eaten, how it should be eaten, and the entire situation surrounding the meal. Often times the food required is not healthy food, but rather sugary or similar to fast-food, like chicken nuggets or French fries. Paulina ate dinner together with her family every night, generally at eight oclock, as is customary in Colombia. Her mother did most of the cooking, and after dinner, either her mom would not clean up, or her mother would, but with the help of her daughters, while her father did other household things. On weekends, most meals were eaten together. Breakfast was generally around ten oclock in the morning and lunch was around three oclock in the afternoon. Very few times, her father would cook, although he cooks more now that they live in the United States. Food was as healthy and fresh as possible. Snacks were fresh fruits, and there were never packaged foods in the house. Jane would eat dinner with her family as well, often around seven oclock in the evening, when her father came home. She would eat breakfast and lunch with her brother until this was no longer possible because of school. Janes mother did most of the cooking, and the children were expected to help. Snacks were often dry cereal like Cheerios, apples, crackers, or cheese. Paulina started learning numbers and how to read and write at the age of four, when she went to preschool. The debate of how children should be taught to read can be broken into two sides; phonetics and whole language (Berger, 2006). Phonetics looks at each sound of each letter, while whole language, encouraged by Piaget, says that concentrating on the goal of fluency and communication is more important than individual words (Berger, 2006). Jane also attended a preschool at the age of four, but it was not as much structured, formal schooling. Both were taken to a part-day day-care or nursery school for the opportunity to socialize with other children. While at nursery school, Paulina was mostly made to play with toys. Jane attended a Co-op nursery school at a Unitarian Universalist church. In a Co-op nursery school parents take turns coming into the school to help supervise stations and participate in the nursery school experience. Stations were set up, such as a Reading Corner, Snacks, and a daily feature, such as tracing bodies on large sheets of paper or crafts. Co-op nursery schools are not typical in the United States, but Janes parents thought it was important to be involved with their children when possible and for their children to have the socialization experience. Both were read to everyday. Jane was read to a two to three times a day, for about fifteen minutes each time, but also had labels, signs, and anything printed read to her during everyday life. Jane was occasionally, but not often spoken to in Baby Talk, while Paulina was never spoken to in Baby Talk, as her parents thought speaking to her regularly would help her learn to understand. Both parents acknowledge that their children were not raised in a way that is typical to their individual cultures, and that is evident looking at the two girls in adolescence and early adulthood. Both girls realize that because their parents were stricter when they were young, that as the girls grew older; their parents didnt need to be as strict. Each girl knew what was expected of her and was therefore given more freedom as she matured. Many times this appeared to friends as though the girl could do what she pleased, although this was not the case. The girls knew the limits of what they could do without being told. Both sets of parents relied more on their trust in their daughter than blatantly telling her what she could or could not do. Obviously, there are some differences and some similarities between raising children in Colombia versus the United States. Developmentally, the children seem to be similar, and most of the parenting is more alike than different. References Ardila-Rey, A. Killen, M. (2001). Middle class Colombian childrens evaluations of personal, moral, and social-conventional interactions in the classroom. International Journal of Behavioral Development, 25 (3), 246-255 Berger, K. (2006). The Developing Person: Through Childhood and Adolescence (7th ed. ). New York: Worth Publishers. Figueroa, C. , Ramey, C. , Keltner, B. , Lanzi, R. (2006). Variations in Latino Parenting Practices and Their Effects on Child Cognitive Developmental Outcomes. Hispanic Journal of Behavioral Sciences, 28, 102-114. Pilgram, C. Rueda-Riedle, A. (2002). The importance of social context in cross-cultural comparisions: First graders in Colombia and the United States. The Journal of Genetic Psychology, 163 (3), 283- 296. Posada, G. , Jacobs, A. , Richmond, M. , Carbonell, O. , Alzate, G. , Bustamante, M. , Quiceno, J. (2002). Maternal Caregiving and Infant Security in Two Cultures. Developmental Psychology, 38 (1), 67-78.

Talent Management At Standard Chartered Bank Display SHRM

Talent Management At Standard Chartered Bank Display SHRM By focusing heavily on its talent management program it can be clearly be seen that Standard Chartered Bank (SCB) is making the practice of SHRM as one of its key priorities. As can be seen from the article, the way SCB adopts its appraisal methodology is of a very strategic angle. By making it a global standard to conduct face-to-face performance appraisals every 6 months goes to show that SCB is reviewing its own performance management objectives to make sure that those objectives stay relevant and achievable, and that is a feature of SHRM. Being sensitive to different cultures by employing different appraisal methods also shows that SCB understands the importance of managers and staff identifying and dealing with real, actual problems in a way that is most familiar and effective to them. That is also another facet of SHRM as through such means, SCB is able to monitor its own competitiveness in the market. Through appraisals, SCB also classifies their employees into 5 categories ranging from high-potentials, to critical resources, then to core contributors, followed by underachievers and finally, underperformers. By doing so they are able to identify areas in which they are lacking and act upon it. Interestingly, as Geraldine Haley explains the classifications, it can be seen that SCB is already identifying the likely flow of talent in the bank and are taking actions to manage the flow. For example, when classifying certain employees as underperformers, Haley goes on to mention that this group of people do not fit the job requirements and they should be transferred to another role or be managed out. Clearly, whether the bank decides to place this group of employees in another role (which fits the idea of SHRM because by placing people where they perform best clearly benefits any company), or by managing them out (thereby reducing unnecessary manpower costs or replacement with a more pr oductive candidate), the intent behind both actions is clearly strategic in nature. The employee classification also allows the bank to understand the their potential and manpower mix which is critical because, the HR department would be able to plan in advance for staff mobility or develop different programs to help develop potential of their talents to another level. So far we are able to see that SCB does indeed view its employees as a strategic key asset in churning out profits for the bank. Yet another SHRM feature being displayed is the secrecy of employee classifications. As mentioned in the article, SCBs stance is that while they do not want certain employees to feel de-motivated and others to boast about their own performances, the whole point of the classification system is to inform managers that there might be actions required on their part to improve the situation. It is true that in SHRM, managers should not cause their staff to feel like they are being constantly monitored for poor performance because this will affect the staffs willingness to contribute towards the company. Again, either way, we see that the actions taken are closely linked to helping the organisation achieve its strategic corporate objectives. The classification system is also being used a guide for regional offices to strategically benchmark against one another to see where they stand. Ever since SCB has been experiencing a high staff turnover rate among newly recruited employees, a solution in the form of a global induction program named Right Start was implemented to curb this problem and they successfully brought down the rate of employees leaving by 5% (http://www.standardchartered.com/annual-report-07/en/business_review/people.html, 2008). SCB has also gone on to groom talents into leaders by means of providing coaching and self-help tools through various medias such as podcasts, videos and workshops. Another key concept is to allow talents to play to their strengths rather than on focusing on managing their weakness. As Hayley explains the strategic rationale on focusing on coaching talents with global roles in the bank, it is because a small 5% improvement from these top managers is enough to cause a huge positive impact on the banks earnings. Under the Best practice view in SHRM, there are 18 Key practices of which SCB can safely said to have achieved at least 50% or more: Realistic job previews; Use of psychometric tests for selection; Well-developed induction training; Provision of extensive training for experienced employees; Regular appraisal; Regular feedback on performance from many sources; Individual performance-related pay; Profit-related bonuses; Flexible job descriptions; Multi-skilling; Presence of work-improvement teams; Presence of problem solving groups; Information provided on firms business plan; Information provided on the firms performance targets; No compulsory redundancies; Avoidance of voluntary redundancies; Commitment to single status; Harmonised holiday entitlement (Source: University of Sunderland). It can be concluded that SCB is investing so much resources towards its human talent management program simply because it views it employees as human capital for the organisation and understands the wisdom in developing and managing its employees in close relation to the values and objectives of the company so that an effective workforce can be grown, and groomed to achieve the strategic objectives of the bank. Word count (865) 1.2 Comment on the relevance of this approach in the light of the recent banking crisis? Answer: The banking crisis of 2008 was largely due to the fall of banking giant, Lehman Brothers (LB). If LB had adopted SCBs view of employees as human capital in the organisation, it could have at least minimised the loss to a certain extent. For one, discussions between employers and staff would have been more open and problem issues could have been brought up and identified at an earlier stage. Inefficiencies in the organisation would have been uncovered if there were a global compilation of performance like in SCB, where CEOs were able to benchmark their performances against regional offices. In a way, having a certain amount of centralised control through talent management would also enable the monitoring of LB companies globally. It is interesting to note that when a German subsidiary of LB requested that top management in the USA forgo multi-million bonuses as a sign of taking responsibility for poor performance, the request was immediately struck off at the first instance. It seems that top management either did not know or did not bother to care what was going on in its other global offices. Therefore it is important for companies to have a solid leadership and to achieve that, organisations must start to take the first step in acknowledging its employees as key assets towards enabling the company to achieve it strategic goals and objectives. Thereafter that, the companys HR policies should be dawn to include short and long term strategies that are inline with the companys corporate objectives. Companies should also consider which view the company would adopt in relation to SHRM. For example, does the company suit the Best Practice view, Bes Fit view, Best Fit Integration view or Resource based approach? Each has its own strengths and weaknesses but the company has to decide which is the most compatible and allow the company to achieve its goals. Perhaps the culture of a company should also be set as culture can deeply affect a employees willingness to contribute positively to the company. Every organisation aims to communicate its own objectives and goals to its employees so a to align the values and attitudes of the employees towards commitment in performance for the company, and in this respect, having an appropriate culture will greatly enable the employee to settle comfortably into the company and be motivated to perform well. Retaining talent is crucial in a companys route of progress and much effort should be put into talent management where employees will feel like that are an important part of a company that cherishes their contributions and seeks to develop and groom them for further growth in their career. With SHRM as the key basic guiding principle, companys should therefore seek to create a pool of talent that will steer it in the right direction, both in good times and bad. Word Count (473) 1.3 Why is it important to measure the impact of SHRM? What might be included in a evaluation strategy to measure the impact of SHRM in an organization to achieve strategic integration? Answer: It is important to measure the impact of SHRM because, firstly, strategies that are formulated into HR policies are closely linked to the strategic objectives of its organisation. The reason why this is so is because the company understands that attitudes and performances of its employees makes a significant difference towards achieving organisational goals. Therefore when an organisation decides to employ the HR unit as a strategically, resources are being invested to make sure the HR unit contributes towards the attainment of those objectives. In measuring the impact of SHRM in a company, there are 18 Key practices of SHRM might be used to ascertain the degree of SHRM present in the company: Realistic job previews; Use of psychometric tests for selection; Well-developed induction training; Provision of extensive training for experienced employees; Regular appraisal; Regular feedback on performance from many sources; Individual performance-related pay; Profit-related bonuses; Flexible job descriptions; Multi-skilling; Presence of work-improvement teams; Presence of problem solving groups; Information provided on firms business plan; Information provided on the firms performance targets; No compulsory redundancies; Avoidance of voluntary redundancies; Commitment to single status; Harmonised holiday entitlement (Source: University of Sunderland). Other possible measurements could be in the form of appraisals where performance management objectives are being reviewed. Through the appraisals the organisation would be able to know how it is faring against the achievement of its own targets relative to the overall performance of the employees. Word count (287) Section B, Question 4 4. What are the main features of a Performance Management system? In what ways can organizations ensure that such systems fulfil strategically useful outcomes (30 marks) Answer: 4.1 Main Features of a PMS The main features of PMS are: PMS consists of business-led outcomes that may be assessed against definite business objectives; PMS is integrated with interlocking procedures and flows of information; There is a mix of quantitative and qualitative objectives; There is a focus on both system design and manner of implementation. Because PMS are sensitive to process and culture, it is hence flexible; PMS rely on a participative approach by mangers and staff alike, which can align with other organisational processes, for example, employee religions, communications and decision-making processes; Lastly PMS have a distinctive and adaptable quality of being people and systems-oriented (Source: University of Sunderland). There are 6 other features of PMS that links it to the overall business strategy of a company which might also guide organisations in ensuring strategic outcomes are met: Objective setting; Ongoing review of objectives; The development of personal improvement plans linked to training and development; Formal appraisal and feedback; Pay review; A competence-based organisational capability review (Source: University of Sunderland). 4.2 Ensuring PMS Fulfils Strategically Useful Outcomes The best way to ensure that PMS is able to fulfil strategically useful outcomes is for the organisation to be involved in the setting of performance objectives and thereafter measure those objectives. When setting clearly defined performance management objectives organisations can gear the scope and nature of the objectives to reflect the organisations own corporate goals. These performance objectives should also be linked closely to the individual employees as well as the organisations capability resources. When setting objectives, coverage should include competence and skill development, ability in meeting operational targets, and creating a suitable corporate culture. Objectives are generally defined into 3 categories: productivity and output related, job-related and person-related. For productivity and output related objectives, these are a measure of quantifiable output targets like: Cost reduction Achieving sales quota Meeting production volumes. For job related targets, these involve meeting the main objectives of the job laid down in its description according to the specified level of competence: Achieving main responsibilities and accountability. Meeting tasks as described in the job description. Meeting the obligations and service relationships to internal and external customers. For person related objectives, these affect the behavioural outcomes of the person performing his job, such as sharing knowledge an ideas with co-workers. Organisations recognise the importance of linking organisational culture with person-related objectives as it can help to bring about a positive change in the organisations culture. For instance, an organisation that wants to have a culture that is collaborative in nature will set objectives on employees and measure an employees research report on the number of references made to other employees work or the number contributions made by the employees colleagues in the report. This type of objective will change a person behaviourally so that he or she is able to meet the performance objectives. As organisations are beginning to shift away from individualistic performance objectives such financial goals and moving towards objectives which links the workforce to the corporate objectives or wider environment such as quality and effectiveness of business processes, other measurements are being introduced to maximise the potential and skill of the workforce through a commitment-oriented strategy. Thus, organisations have also realised that to engage the wider environment, they have to identify the relationship between the 3 key stakeholders an the organisation: Investors who require return on their investment through dividends; Customers who require quality and service for which they pay; And employees who require a healthy and rewarding working environment that provides job security (Source: University of Sunderland). Now that the inter-relationship has been identified, organisations are better able to communicate expected levels of competence from employees and will also be able to appropriately empower staff to deal with activities as a result of their integration. Lynch and Cross (1995), created a model that shows this relationship (see Figure 4.A). This model also identifies the broad measures and integration of objectives at each individual level. Figure 4.A shows The Performance Pyramid from Lynch RS and Cross (1995) (Source: University of Sunderland) 4.2.1 Appraisal Systems As the link between objectives and organisational resources are important, it must therefore be integrated with appraisal systems. Appraisals do the job of reviewing the performance management objectives, and it traditionally occurs annually between the manager and staff. However, as the need for objectives to stay relevant and achievable all the time, reviews of the objectives are beginning to occur more regularly. Hence it can be said that regular reviews also encourages the building of relationship and the occurrence of coaching through such regular discussions. In the design of appraisal schemes, there are 2 types of orientation schemes that emerge: the control orientation and the developmental orientation. In the control orientation approach, it is always assumed in a negative light that a senior entity in the organisation decides the goals, targets, objectives and rewards for the employees to achieve. This results in employees feeling insecure as they feel that they are being constantly monitored and may lead to a breakdown in commitment. Often, when adjustments are introduced to ease such worries, the appraisal scheme becomes ineffective as manager do not address real issues which may cause a loss in motivation or damage in relations between the manager and employee. Standardised controls are put in place so as to maintain consistency and equal treatment for all, however it sacrifices flexibility in the process. The level of impact is low on performance with the exception of a few existing high performers. Thus, this approach is effective when targets are clear and staff are used to it. The emphasis is not so much on enhancing performance through feedback and motivation but more on t he managements authority over the employees. In the case of the developmental approach, the manager is not in control whereas employees are the ones who take the initiative to address uncertainties in wanting to know how to improve themselves. Employees want to be helped and supported through problems and they learn through failures and success. The strengths in this approach include less resistance between the manger and staff, and being able to handle problems in an open way. Problems can also be dealt with on a more objective basis without souring relationships. Employees are also given high trust in their integrity. However, the weaknesses with this approach include less visible outcomes being produced and the manager has to take on a more consultative or counsellor role that they might not be able to perform well in. 4.2.2 Types of Appraisals There are a few types of appraisals which organisations may choose to adopt including the, self-appraisal, top-down appraisal, peer appraisal and multi-directional appraisal. Top-down appraisals are traditional and feedback is gathered from the staff while objectives come only from the top. The weaknesses of this type of appraisal are that too much emphasis is being placed on traditional organisational hierarchies. Favouritism might also be prevalent and employees might not have full knowledge in structures where managers posses a wide span of control. Self-appraisal methods are hardly used. It gives the employees more ownership and a much higher degree of participation in the appraisal scheme. Managers adopt a more supportive and advisory role where they engage in discussions with the staff on setting of objectives. In the upward appraisal model feedback is given from the bottom to top. Employees are often asked to provide such feedback anonymously. Organisations that use this method recognise the need to provide more effective working systems for employees to work more efficiently. In the peer appraisal model, members of the same team are being asked to appraise one another. There may be sensitivities involved when using this method as members might show favouritism to particular members or dislike towards certain members might be the reason for poor rating given. In contrast to the peer appraisal method, multi-directional appraisals sets up to obtain feedback from the outside of the team and it often also includes gathering feedback externally from customers. Its key strength is its being able to overcome the lack of knowledge from a single appraiser as it gathers feedback from many sources. However its biggest weakness lies in the lack of control over hostile ratings being given. Thus appraisals are also a tool to ensure that performance objectives meet strategically useful outcomes. Word count (1409) Section B, Question 5 5. Why are reward management systems critical to SHRM? How can organizations develop reward systems strategically? (30 marks) Answer: 5.1 Why Reward Management Systems are Critical to SHRM In strategic human resource management (SHRM), strategies that are being implemented into a companys human resource policies are closely connected with a companys main adopted strategy in order for it to aid in achieving company objectives. SHRM does so by means of recruiting, developing, maintaining and retaining an efficient, productive workforce. As employees make up a companys workforce, they should then be regarded as key assets in a company. Reward management systems are therefore critical to SHRM because they are used to reward and compensate employees in manners that impact employees positively for the company. For example, well-developed reward management systems uses rewards to motivate employees to grow and develop their potential, thereby increasing the quality of efforts contributed towards the company. Rewards and compensation systems are also critically used in aligning the culture, objectives and philosophies of the company with efforts of the employees, this allows employees to identify themselves as part of the company and thus strengthen their loyalty and commitment towards the company and its objectives (Sherman et al., 1998). In todays competitive environment where companies compete for talent and expertise, rewards play an important role in both the recruitment of talent and retention of long serving employees who have difficult-to-source tacit knowledge in their field of expertise. Having a flexible reward management system also means that a company is able harness other forms employment, for example, hiring of part-timers with relevant experience to temporarily fill in during short-term projects. 5.2 Developing a Reward System Strategically Rewards systems in companies practicing SHRM must obviously be strategic in nature. According to Lawler (1984), there are nine points to consider when making strategic decisions in developing reward systems in companies. The nine points are termed as follows: Base of rewards. Performance and Incentivisation scope for progression. Market position. Internal versus External comparison. Centralised versus de-centralised reward. Degree of pay hierarchy. Reward Mix. Process issues. Reward systems consequences/integration. 5.2.1 Base of Rewards Salaries can be based on 3 options: The type of job a person undertakes. The persons contribution in the job. The knowledge and skill level people possess within the job. The 1st option is to pay based on the growth and development an individual undertaking a job. This is typically done through internally comparing a particular job with other jobs within the company using a job evaluation which measures the tasks that the job is required to perform. External comparisons could be used, whereby companies compare the wages offered by other companies against their own. Job based rewards are typically found in larger organisations where job and pay equity is predominant; an example would be jobs in the public service sector where job grading is used. The 2nd option is to pay based on the individuals performance within his or her job and is commonly implemented in cases where the jobs are small in number or job scopes that are distinct and pay has to be individual. Performance based pay is used to balance job demands and contributions made in order to motivate the individual to enhance performance. The 3rd option is to pay based on the need to acquire new s kills and knowledge so as to enable organisations to meet the new market challenges. 5.2.2 Performance and Incentivisation scope for progression. This point considers the many types and ways of using incentives, whether as a part of an individuals salary or an additional portion. However, the main dilemma lies in reconciling strategic objectives with the use of suitable incentives to motivate and enhance employee performance and commitment to the company. Companies will have to decide the forms in which incentives will take and how it will be distributed as well as the positive and negative repercussions it might bring to the company or its employees. For example, substituting commission for a fixed bonus payout to sales employees might cause low-performers to be happy, while high-performers might become disgruntled they could have earned more on a commission scheme. 5.2.3 Market Position As labour markets are vulnerable to the economy, market trends and political influences, radical changes may happen anytime within the labour market. For example, if there is a labour shortage in certain industries, organisations would be forced to pay a higher wage to acquire the labour needed. As such, organisations are finding it difficult to sustain an internal sense of fairness that comes from a formal measurement of job equity within internal wage structures. Therefore, reward strategies need to be formulated to answer to such external uncertainties, and also be flexible (if it is not already so) enough to accommodate different wage schemes and levels when required. 5.2.4 Internal versus External comparison As reward systems are key to hiring, retaining and developing employees, it is important for a company to benchmark its reward policies against the external and internal environment. Hence, it is important for companies to understand the logic behind market rates of pay and benefit and to know where and how to collect data required to conduct pay and benefits surveys. These surveys are often conducted so that companies are able to rely on the information to make adjustments to current pay and benefit rates, thus staying competitive in their pay and benefit policies. Companies should also be able to present data in a meaningful manner so that proper analysis can take place. Job evaluaton (JE) is defined as a systematic procress by which relative worth of jobs are determined so as to establish which jobs will be paid more over others in the organisation (Sherman et al., 1998). The key features of JE are: A process which compares the relationships between jobs based on demand placed on employees. A process of judgement made by understanding of job descriptions and roles required to perform the job. A process of analysis after generating point factors from judgements, to enable job ranking. A process of structuring whereby job descriptions are formulated, problem solving, identifying key factors equivalent to job knowledge, and more. Score formulation also takes place to establish ranking, building wage structures and create job-grading systems. The important decisions to make in a JE are the selection of appropriate factors and their levels, as well as how value of factors will be expressed. 5.2.5 Centralised versus de-centralised reward Organisations often have to struggle to decide if reward systems should be managed in a centralised or de-centralised manner. Centralised controlling is tight and usually means a standardised rate of wage increment. This may cause employees to be less motivated and innovative in their contribution which becomes unhealthy for the company, this holds true for employees who belong to a business unit selling a varied number of products and services. In this case, it might be better having a de-centralised control of rewards system and empower managers with discretionary authority to reward employees accordingly, hence boosting morale. 5.2.6 Degree of Pay Hierarchy Pay hierarchies exists in organisations and reward systems are dependent on them to a large extent. Pay hierarchies show the distinct difference in power and often reflect career progression. However, organisations are gradually moving away from such distinct hierarchies in pay systems by formulating wage structures that encourages wage overlap and opportunities for increment. Graded wage structures are commonly used and though not all are exactly the same, they share common features such as: A salary grade allocated to a job based on an individuals contribution, the labour market and the degree of complexity present in a job. Salary bands or grade in which employees belong to and have to gain promotion in order to progress on to a higher salary band. Each band consists of at least minimum entry point, market or mid-point and a maximum point that employees can achieve. Salary bands are associated with each other; usually the maximum point of a starting salary band is the commencement of the next salary band. The degree of overlap will have to be determined by the organisation. As employees move up along the band, organisations will have to decide if employees move up to fixed points along the bands or should employees be allowed to skip certain points and progress at a faster rate instead. 5.2.7 Reward Mix Although pay is often identified to be the key ingredient in a reward mix, other benefits such as free annual health screening, pension schemes, certified-skill upgrades, use of company vehicles, etc, are just as useful in rewarding employees. When creating a reward mix, the challenge for companies is to identify the strategic reasons for having each benefit in the reward mix and their costs to the company. 5.2.8 Process Issues In the discussion of process issues, the 1st strategic issue to be considered is communication and transparency. As communicating pay objectives to employees clearly is important in achieving positive human resource results, the existing culture of companies usually decides how open the dialogs are. Traditional companies adopt a closed system and keep salary ranges unknown for purposes of pay review. Other companies with open systems often publicise the salary structure and criteria for which salary increment can occur. Open systems tend to instil confidence and fairness into employees as decision-making becomes more transparent and criteria are made known. The 2nd strategic issue concerns with employees degree of involvement in pay decisions. A company aiming to achieve a team-based operating culture and high employee involvement in all aspect of human resource management should consider allowing employees to be involved in determination of job salaries too. Companies adopting close -based systems usually applies HR policies onto its employees and ultimately, companies have to decide whether leveraging highly on employees trust and commitment or otherwise, is more suited to the companys culture. 5.2.9 Reward Systems consequences/integration As HR objectives change over time, so should reward objectives because rewards should be integrated into HR systems. And if the objectives are inline, then the integration between rewards and HR systems will serve well to make a positive impact on employees who in turn stays committed to churn out more positive contributions for the compan