Factors that Inform Reward Decisions

Factors that Inform Reward Decisions Assess the context of the reward environment and the key perspectives that inform reward decisions. In this section, you should: Use an appropriate analysis tool to identify the internal and external factors. Analyse the impact of business drivers and related factors on reward decisions. Give examples of different ways of gathering and presenting reward intelligence. An Introduction to the Company of B W Plant Hire and Sales Ltd B W Plant Hire and Sales Ltd was founded in 1994 by Bill Whitwell; Bill has over 40 years experience in the plant hire industry. His son Will, who is also from a plant hire background, joined him in the business in 1998. The company has grown steadily since then by supplying clients with a service they believe cannot be beaten. B W pride themselves in being readily available for advice and help when problems arise on site. Bill and Will now have in place a management team and workforce that mirrors their values, but still lead from the front line. B W are a plant hire company which hires plant (Excavators, Dumpers, Rollers, trenching) B W have 4 depots across the country Blackburn is head office where it all started, in 2004 B W started Bingley Depot now Keighley Depot, in 2006 B W started Southampton Depot, then in 2012 they bought Northwich Depot B W have been trading over 20 years in which time the company has grown and downsized because of the recession in 2008 now they are growing again. From a personal point I, have been with the company since Jan 2002 when there were on 6 employees they now have 73 employees and 30 subcontractors. Turnover is growing year on year. The purpose and goals of the Company is to make Profit and become one of the largest privately owned (Ltd) plant hire companies in the Northwest of England. The Company offers the service of Plant hire self-drive and operated plant along with sales of plant. The Company`s main customers are Civil Engineers, house builders, councils and general builders. External and Internal Environmental AnalysisThis environmental analysis will provide a complete external environmental image designed to provide B W with the tools needed to identify the Company`s strength and weaknesses. This is including an assessment of the company resources. This analysis will assess the company`s competitive position and possibilities of growth. An explanation of how the external environment affects B W structure and company performance. A PESTLE analysis is a framework used to monitor the external marketing environment of which provides an overview of the main external factors currently having an impact on the Company PESTLE see appendices 1 Auto enrolment the company `s staging date was 1st January 2016. It is a compulsory requirement of all companies to automatically enrol employees who are eligible by 2018 This is a saving scheme for when employee`s retire and has tax relief. Employers must either have one of their own (stakeholder pension) or a government back one or have a specialist pension provider. We have a government backed pension scheme called The Pension People (Thepensionsregulator.gov.uk. (2016). Stakeholder pensions |) This became law in October 2012 by 2018 all employed people should be in a workplace pension. This came about as people are living longer than the 3 score years and ten (70). the retirement age is going to go up between December 2018 and October 2020, the retirement age for both men and women will rise to 66. From 2018 to 2020 the state pension age for both men and women will start rising to 67. The governments pot of National insurance has been depleted so when the younger generation come to retire there will be no monies left in the pot (Social). The government decided to push people into saving for retirement by making it law for companies to compulsory join an auto enrolment scheme where by employee`s put 1% of their annual earning with tax relief and the company pays 1% eventually growing too minimum of 5% (political social and legal). The influence on the company and impact on reward strategy is Bonuses and pay rises have been effected by the company, by not increasing remuneration the 1% the company must pay into the pension scheme is a pay rise to the employee. This in turn also influences company growth as the employer must find this from somewhere i.e. profits (Economic) it is also seen by most companies as another tax but beneficial to the employee. Kiddie vouchers (Social and economic) We as a company have a young workforce at present, to help keep them we have introduced kiddie vouchers. This is a benefit that lets parents make substantial savings against the cost of their childcare. This works by Parents can receive up to  £55pw or  £243pm of childcare vouchers from their employer, free of tax and National Insurance. Compared to receiving earnings as salary or dividends, using childcare vouchers can save parents hundreds of pounds each year. Swapping taxable pay for tax-free childcare vouchers typically saves basic-rate taxpayers up to  £933 a year. At the same time, this simple swap saves employers up to  £402 a year per scheme member in employer National Insurance contributions. The impact on the company and the strategy the company has lower PAYE to pay to the HMRC this also helps the employee as they are not taxed as much. The cost of putting this in place is 2% so the company and the employee win. The employee sees this as an extra reward hopefully it will help to keep them employed with the company. The business SWOT see appendices 2 Mission statement this links in with how the company is driven and reward Mission Statement The aim of B W is to provide a service which goes beyond the expectations of their customers through the exceptional service of the staff accordingly who are highly equipped, motivated, trained and competent. B W support their customers with whatever the application, with market leading products and knowledge. The comprehensive fleet of modern machinery they provide is compliant with up to date legislation and regulations. Vision B W are committed to continually improving and aim to provide their customers with a reliable service. B W`s aim is to always satisfy the demand and become the customers only hire/sales supplier of quality Values The work practices and methods are undertaken and managed safely and cost effectively. B W are seeking to be an excellent employer, service provider, and customer. The directors recognise that B W`s staff are one of the most important assets to the company. To that end the company endeavours to reward staff who perform well and prove to be a good advert for the company. B W expect the best and so should B W`s customers and clients. The values of the company indicate the training and development for all employees, the employees are the most important asset to the company, this can be a motivator to the employees (the company is only as good as its staff) The rewards are a bonus paid half yearly to the senior management team this is if the net profit is over 10% of turnover then 1% of the net profit is divided by 5 (a substantial amount of money). B W pay over the national minimum wage. The employees are based on experience and the value they bring to the company if the company employ a fitter the average wage is  £12.00 per hour, B W start them on  £10.00 with 3 months probation after which time their pay will increase (they need to prove their worth) this is the same for HGV drivers but a different rate. The company also have a depot in Southampton the employees in the south are paid 2% more than in the north as the standard of living is more in the south. The driver of the business is growth while B W are tendering for operated plant they also need skilled plant drivers that hold a CSCS card (Construction Skills Certification Scheme) (legal obligation) this provides proof that the card holder has had training and is qualified to carry out the work intended. this could potentially be a large cost to the company CSCS card holders must complete training every 3 years. This is a reward to the employee the card belongs to the employee and can take it with them if they leave. The demand for plant is high now -the company are investing heavily the latest new kit/ plant to promote growth. B W will procced this way until there is a downturn in the economy. There is a healthy competition around now. B W offer customers the latest kit/plant along with competitive costs and good customer service, so they can plan their work. Theories for reward management see appendices 3 Economic theory, this considers wage rates that are determined by the supply of labour and the demand of this labour from employers, if there is a shortness of labour, there is an increase in wages for that sector A shortage of skills is a source of aggravation to companies and, when acute, it is likely to hinder the quality and quantity of their output. Companies can be accustomed to being limited by their capacity to find buyers for their products, not by their capacity to produce products. When companies have, buyers waiting, but cannot produce enough to satisfy the demand because they cannot recruit sufficient skilled workers, they interpret this as a failure of the skills development system. Skill shortages, the cause can be a general under-investment in skills development; rapid structural changes to be combined with low levels of overall unemployment; a recurrent surge in employment in a part of the economy; and spots of weakness in the training system. Employers could find that they are unable to attract the workers they want because the pay and working conditions on offer are unattractive. The supply of workers with a skill is difficult to measure for several of the following reasons. What is important is not just the number of people, but also the number of hours they are willing to work. While some people work long hours, many others work part-time. Within an occupation, there may be specialised sub-sets of skills or locations having difficulty recruiting, while other areas are not. As noted above, vacancies may go unfilled, not because there is no one available who can do the job, but because the wages and conditions on offer are unattractive. Within every skill group, there is a range of ability-from exceptional to ordinary. This variation in quality is important to employers, but not observable in measures of labour supply. Many people work in jobs that do not directly use their formal qualifications; alternatively, they may be of working age but are not seeking employment. (files.eric.ed.gov/fulltext/ED495918.pdf) B W have a shortage of plant fitters and HGV drivers. Tight Labour market This is an area of economic exchange in which workers seek jobs and employers seek workers. A tight labour market has more jobs than workers. In a loose labour market, has more workers than jobs. While parts of the construction and manufacturing sectors have been suffering from skills shortages leading to recruitment difficulties and higher pay, there is growing evidence that this is becoming a more widespread issue. Institutional theories of reward open system approach to setting wage levels environmental factors influence wage levels employers influence employees attitudes and behaviours by way of offering a wage premium to attract labour. Human capital theory. The workers invest in themselves by education and training. the higher the individual capital the higher the return in terms of pay and the benefits for the company Benchmark The need to benchmark the company`s benefits and allowances against those of other employers could be for several different reasons, from conducting an annual pay review to recruiting to a new position. B W rely on other local plant hire companies for information on the hourly rate of fitters and drivers, this can be an unreliable source. Thus, so by pushing rates up to attract potential employees moving around the industry Examples of different ways of gathering and presenting reward intelligence Exit Interviews this is by having a meeting with the departing employee and HR. the advantages are to establish trends within the company Sample size may be small. Thedisadvantages are the employee may not always give the full and accurate reason why they are leaving. Absence, this monitors sickness absence the advantages are it could highlight problem areas where by an employee feels they do want to come to work, rather than there is actual sickness. Disadvantages. This is not always an indicator of issues as may be seasonal (flu) Recruitment Difficulties, the company can find it difficult to recruit what should be available skills in the market. The advantages are it highlights potential short fall in company reward in comparison with local competitors. The disadvantages are a Poor reward is not the only reason people do not want to work for a company. Attitude Surveys this is normally an annual confidential survey for all employeesAdvantages: this highlights several issues including reward.   It Samples the whole company. It can monitor changes in attitude. The disadvantages are none Retention FiguresData on company leavers the advantages are changes in retention can indicate possible reward issues. The disadvantages are leavers are not always reward related. Salary survey this provides the necessary market data to build competitive pay structures for the company, the two most commonly referenced are: Ensuring the plans are internally equitable, and Ensuring the plans are externally competitive. The advantages are to determine if employees are receiving a fair and competitive wage. The survey output is data on the average or median salary for a specific position, taking into consideration the region, industry, company size, etc. Input data is aggregated directly from an employer or employee these companies are well-established on the market and have already created a reputation. Brands such as PayWell (PricewaterhouseCoopers/PwC), AON Hewitt, Mercer and the Hay Group are recognised by nearly all human resources and remuneration specialists. The disadvantages are Non-current data salary surveys based on data from employers aggregate input information over a matter of months. The standard data aggregation period is 3 to 4 months. Processing follows, which may take another 2 months. Companies may only receive the data they need after a half-year delay. The labour market changes over this time, in times of economic growth, and the data is no longer up-to-date after aggregation, processing and evaluation. (hr-guide.com/Compensation/Salary_Surveys.htm) Internal Business FactorsBy looking at company profit, sales and forecasts, what the business can afford. The advantages are job security keeps the company profitable the disadvantages are poor performance the company may not be able to afford the best candidates for the jobs- (Good work ain`t cheap, cheap work ain`t good). Bibliography http://employee-benefit.blogspot.co.uk/2011/06/achieving-aims-reward-management.html. (2016, nov 10). http://employee-benefit.blogspot.co.uk/2011/06/achieving-aims-reward-management.html. Retrieved from http://employee-benefit.blogspot.co.uk/2011/06/achieving-aims-reward-management.html http://en.allexperts.com/q/Dealing-Employees-1641/2015/2/wages-salary-administration.htm. (2016, dec 10). http://en.allexperts.com/q/Dealing-Employees-1641/2015/2/wages-salary-administration.htm. 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(2016, dec 19). http://www.hrvoice.org/the-role-of-line-managers-in-achieving-a-successful-rewards-program/. Retrieved from http://www.hrvoice.org/the-role-of-line-managers-in-achieving-a-successful-rewards-program/ http://www.kiddivouchers.com/. (2016, oct 10). http://www.kiddivouchers.com/. Retrieved from http://www.kiddivouchers.com/: http://www.kiddivouchers.com/ http://www.thisismoney.co.uk/money/pensions/article-1679780/New-state-pension-age-retire.html. (2016, oct 16). http://www.thisismoney.co.uk/money/pensions/article-1679780/New-state-pension-age-retire.html. Retrieved from http://www.thisismoney.co.uk/money/pensions/article-1679780/New-state-pension-age-retire.html: http://www.thisismoney.co.uk/money/pensions/article-1679780/New-state-pension-age-retire.html http://www2.cipd.co.uk/NR/rdonlyres/D8F8A7DC-D97B-4CE2-84FB-C48516FDB33B/0/SC.pdf. (2016, dec 19). http://www2.cipd.co.uk/NR/rdonlyres/D8F8A7DC-D97B-4CE2-84FB-C48516FDB33B/0/SC.pdf. 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Froebels Idea Of The Importance Of Play Education Essay

Friedrich Wilhelm August Froebel ( 1782-1852 ) is commonly best known as the conceiver of the Kindergarten system. He was a German educationist who was brought up with a strong Christian religion, which was polar to his educationist idea. His love for nature besides weighs heavy on his thoughts and religion. He gained acknowledgment from his first major work in 1826 The Education of Human Nature, but became celebrated subsequently in life when his kindergarten system gained recognition. His thoughts of kindergarten later took root in England, America and Australia and his work and thoughts subsequently influenced Karl Marx. Froebel believed in the integrity in all things saying that: â€Å" an ageless jurisprudence pervades and governs all things. The footing of this all-controlling jurisprudence is an all-pervading, living, self witting and therefore ageless integrity. This integrity is God. † He believed in the integrity of cognition and the interconnectedness of all things. Froebel was of the sentiment that there are defined phases of babyhood, childhood, boyhood and manhood. Stage two of childhood was what Froebel deemed the most of import because he felt that at this phase they begin to come to footings with the integrity of the existence and get down inquiring inquiries about life. His apprehension of childhood was such that each kid has a godly kernel and is linked to the existence: â€Å" it is, so, with childhood that existent instruction begins. At this clip the head demands more attention and attending than does the organic structure † Froebel believed in the kid as basically good. He said â€Å" the lone infallible redress for antagonizing any defects and even evil is to happen the originally good beginnings, the originally good side of the humanaˆÂ ¦ † his belief of the built-in goodness of a kid relates to his thoughts that the kid should be encouraged to assist and educate themselves in a certain regard. He thought that single human chances would come about through the work of the person. He believed that â€Å" the intent of instruction is to promote and steer adult male as a witting, believing and comprehending being in such a manner that divine interior jurisprudence through his ain personal pick ; instruction must demo him the ways and significances of achieving that end. † Froebels ‘ strong belief that kids are of course originative persons and through drama they become cognizant of their topographic point in the universe led to one of his cardinal component of his pedagogical system, which is that of drama. He felt that broadens their apprehension of the environment they live in. Froebel thought that â€Å" drama is the purest, most religious activity of adult male at this phase, † and that â€Å" play, so, is the highest look of human development in childhood, for it entirely is the free look of what is in the kid ‘s ‘ psyche. † Froebel placed this accent on drama in Kindergarten with the usage of gifts ( play stuffs ) and businesss ( activities ) . He believed that worlds are basically productive and originative and through prosecuting with the universe, understanding could blossom. He presented the kids with a series of geometrical gifts that were in a system of classs. A gift was given one at a clip and the kid was left to detect its belongingss and possibilities for design. Here, Froebels thought of integrity was put into pattern, as each plaything related to the following in some manner, which exemplifies the integrity of all objects and things in the universe. For illustration, the first â€Å" gift † is a ball. Froebel writes that we should be â€Å" concerned merely with the ball itself in its simplest signifier and in its simplest dealingss. It may be free, or attached to a twine, and in each instance it can be moved either freely and indeterminately or vertically, horizontally, or sidelong, with mention to given surfaces. Here, as it were, it acts as a usher into the universe of things, following their lineations by its motions, and so stand foring themaˆÂ ¦should be considered in relation to the kid himself. † In this manner, the kid is free to detect the elements of the ball and educate and learn for themselves merely by observation and interaction with the ball. Froebel thought that â€Å" Every external object comes to adult male with the invitation to find its nature and relationships † the succeeding gift after the ball would be the Globe. Its has obvious similarities to the ball, but for a kid, it represents a new degree of apprehension, for illustration its weight means that it moves in a different manner to the ball. The Earth did non ostracize or replace the ball ; it reinforced the old gift of the ball. The kid would come on through phases of gifts and at the same time each phase of understanding. However Froebel was certain that â€Å" m erely the equal development of adult male at each predating phase can consequence and convey approximately equal development at each wining subsequently phase. † He finally felt that: â€Å" a toy is any thing which is related to the kid as agencies to a intent, and which, by making pleasant expectancy, calls forth drama in which he finds fresh and uninterrupted pleasance. † The activities set for the kids in Kindergarten included games, vocals and narratives designed to help in centripetal and physical development and socialization. By playing, kids socialise and copy grownup societal and economic activities as they are bit by bit led into the larger universe of group life. This relates to Froebels ‘ thought of whole kid instruction, where the kid is being educated all unit of ammunition as an person of society. Froebel believed that the teacher-student relationship should be one of equality, non authorization and felt that there should be a strong influence of the parent and siblings on the kid ‘s educational acquisition and ripening. He believed that the kid should have a spiritual instruction every bit good. He states: â€Å" I would educate human existences who with their pess stand rooted in Gods Earth, in nature, whose custodies reach even into Eden and there lay eyes on the truth, in whose Black Marias are united both Earth and Eden, the varied life of Earth and natureaˆÂ ¦ † I have discussed Froebels thought of the importance of drama in kindergarten and in the development of the kid. I believe it is one of his most specific and most emphatic elements of his pedagogical system. However In stating that term from the inquiry, it raises a few jobs. Pedagogy normally refers to a learning system of a comprehensive program on how to educate, whereas Froebels â€Å" teaching method † would be non to hold one. He believed that the kid ‘s environment made up the course of study for the instruction and the kids would learn themselves in certain ways and understand the environment and discover things for themselves. He said that: â€Å" aˆÂ ¦each single scholar contributes to, and collaborates in, his or her ain acquisition. † Through this job it is apparent that Froebel had certain thoughts on childhood that began his theoretical thoughts on kindergarten, which subsequently developed more to the full into a kind of teaching method. In decision it is clear that Froebel was extremely interested in the cardinal figure of the kid and their single acquisition experience, similar to that of today ‘s kid centred instruction. Froebel finally believed â€Å" the indispensable concern of the school is non so much to learn and to pass on a assortment and multiplicity of things, as it is to give prominence to the ever-living integrity that is in all things † Froebels kindergarten system and his thought of the nature of kids are rather cohesive in such ways that he allows the kid to educate themselves in the scene of the kindergarten thought usage of his gifts and allows the kid a certain freedom to research the natural universe and in bend develop their apprehension of the existence. He wanted to develop persons who were all rounded in their instruction and who had certain moral stances and who were in a manner, free minds. In decision, his overall apprehension and purpose of kindergarten was that: â€Å" Edu cation in other words, should take adult male to a clear cognition of himself, to peace with nature, to integrity with God. †

Short Story Oh My God ! Can I Touch Hair - 1611 Words

â€Å"Oh my god! Can I touch your hair? It is so cool.† This is an example of the types of questions my friend KT is asked on a regular basis. In fear of seeming rude, she always allows it without complaint even though it makes her uncomfortable. Instead of being honest, she sits, allows herself to be poked and prodded, and holds her own thoughts hostage within her mind. She wonders if the girl has really never seen hair like hers before. She wonders why the girl has such a zealous desire to touch her hair; what makes it so enchanting? Unfortunately, I was not being completely honest when I said that KT receives questions like this on a regular basis. I did not reveal a critical piece of information that follows that statement: she was not asked questions like this before attending Roger Williams University. KT did not feel any different in high school. She was well known and respected. She was the class president; she was very involved in her school and felt like she was surr ounded by a family. Unfortunately, those feelings of solace and delight towards school did not transfer over to Roger Williams University. Now, she feels that everything for her is a constant battle: â€Å"I always have to explain why I am the way I am. At this point I don’t even feel different I know I am different.† People ask her where she is from, but they do not mean from which state or which town; they mean which country. Teachers ask her the correct way to pronounce her name, but they never make anyShow MoreRelatedThe Tell Tale Heart By Edgar Allan Poe1030 Words   |  5 PagesAllan Poe, a nameless man narrates the story of how he murdered an elderly man because of his eyes. In his short story The Tell-Tale Heart, Poe shows the themes of guilt and the descent into madness through the narrator, in this gothic horror story. 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Enron A Model Of The Innovative Company - 1684 Words

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Attention Deficit Hyperactive Disorder ( Adhd ) - 1162 Words

What is ADHD? â€Å"Attention Deficit Hyperactive Disorder is one of the most common childhood disorders and can continue through adolescence and adulthood† (Attention Deficit Hyperactivity Disorder). ADHD in real terms is the inability to focus. Several people have describe people with ADHD as skirmish, talkative, and have trouble waiting. ADHD has been previously described as ADD (attention deficit disorder) but the only difference is the â€Å"H†. This â€Å"H† describes how this disorder deals with hyperactivity, while ADD can be more calm. Effects in Children Adults Symptoms that occur in children include low self-esteem, easily distracted, troubled relationships, poor accomplishments in school, unnecessary talking, trouble waiting, and others. Many of these symptoms can be outgrown; although, many kids have ADHD their whole life (Attention-deficit/hyperactivity disorder in children). If these symptoms are seen in children and have occurred many times, the child should get tested for ADHD. However, take into consideration that kids have tons of energy and get moody when tired so if these symptoms have been seen only a few times wait for more instances. More importantly, it is not just in little children because it can also be recognised in teens. If there is a suspicion that a teen has ADHD more attention should be put on them for â€Å"teens with ADHD may also have more problems when they are driving cars. They get more speeding tickets and have serious car accidents more often† (ADDShow MoreRelatedAttention Deficit Hyperactive Disorder ( Adhd )1145 Words   |  5 Pages Attention Deficit Disorder and Attention Deficit Hyperactive Disorder To Medicate or Not to Medicate with Adderall? Meghan L. Gonzales National University Attention Deficit Disorder and Attention Deficit Hyperactive Disorder To Medicate or Not to Medicate with Adderall? 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The effect of performance management systems on employee engagement Free Essays

Introduction Background Prior research has established the positive effects of employee engagement in the workplace, not only for the organisation in its entirety but also for the wellbeing and productivity of individual employees (Kahn, 1990). It is therefore of paramount importance that research correctly identifies the factors which give rise to increased employee engagement and investment in their job. Rich, Lepine and Crawford (2010) found in a study of 245 fire fighters that engagement, conceptualised as the investment of one’s complete self into a job role (the degree to which a job role is integrated into a personal construct) was a significant mediator in the relationship between value congruence, perceived organisational support, core self-evaluations and the dependent variable: job performance dimensions. We will write a custom essay sample on The effect of performance management systems on employee engagement or any similar topic only for you Order Now Aside from the obvious benefits, including increased productivity and employee initiative, this also suggests that there are psychological perks for employees with higher rates of engagement. Increased self-efficacy, job satisfaction, self-esteem and morale have been found to be direct consequences of higher rates of employee engagement (Bakker and Schaufeli, 2008; Harter, Schmidt and Hayes, 2002). Employee wellbeing in the workplace is known to correlate with positive business outcomes (Harter, Schmidt and Keyes, 2003). Overall, engaged employees are more likely to view their job as meaningful, their management and leadership as above average, have better perceptions of their own ability to perform their duties and are more likely to be satisfied with their jobs, leading to a greater work ethic and better performance (May, Gilson and Harter, 2004). The research question The research problem we are facing is to determine the antecedents of employee engagement in the workplace. The questions that will be used to investigate this will query the relationship between management policy and employee engagement. The objective of this study will be to determine whether performance management strategies used by companies affects in any capacity the tendency of employees to fully engage themselves in the workplace. The experimental hypothesis will be that increased use of performance management strategies in the workplace increases rates of employee engagement. Performance management is the independent variable and employee engagement will be the dependent variable. This will establish whether one significant facet of management policy affects employee engagement; an important factor in predicting effectiveness in the workplace. However there are other factors which could potentially influence the dependent variable (employee engagement) which are beyond the scope of this study. There may be many aspects of the individual and their chosen career which affect how engaged they are regardless of management policy. In addition, Saks (2006) found that multiple facets of how an organisation handles employees’ work ethic determines how engaged they are in the workplace, including how much training is provided and perceived effectiveness of procedural justice at work. Isolating performance management will be one step in building a framework to more fully predict employee engagement. If the anticipated effects are discovered, this would be valuable information for businesses wishing to enhance employee productivity and satisfaction using the medium of employee engagement. By establishing the antecedents of employee engagement it will be possible to fill in another gap in the overall model presented by research to predict positive business outcomes. It has been vehemently established that employee engagement can indirectly affect this outcome, but the influences resulting in greater engagement have received relatively little attention. Performance management in particular was chosen since it encapsulates something that is under the direct control of businesses, and will therefore potentially offer an immediate and practical means for businesses to affect employee engagement. Literature review This section will incorporate definitions of the variables involved and the theoretical context of employee engagement and its antecedents. It will also cover some of the research into other factors besides the independent variable for this study which could reasonably affect the independent variable. Employee engagement The definition of employee engagement is surprisingly ambiguous in the literature, which led Macey and Schneider (2008) to gather and categorise the various definitions found in research. They found that authors generally referred to engagement in one of three broad domains; psychological state engagement, behavioural engagement and trait engagement. The effect of management, leadership, company policy and any performance management strategies employed by the business are of course effective only at the behavioural and psychological state level; trait level engagement is innate and relatively constant in each individual, and arises from various psychometric variables. The conceptualisation we shall settle on for this study will therefore involve only the psychological state and behavioural levels, since the primary independent variables of interest involve factors the business can influence to increase employee engagement. Theoretical context for employee engagement Within a theoretical context, employee engagement fits well into the explanatory remit of self-determination theory (Deci and Ryan, 1985). This theory postulates that different forms of motivation exist; autonomous regulation refers to all volition which originates from genuine internal desires, as opposed to controlled regulation in which the source of the impetus to act is external. In terms of engagement at work, autonomous regulation is desirable, as it results in greater initiative and productivity at a task. According to Meyer and Gagne (2008), who explored the underlying psychological mechanisms of autonomous regulation in the workplace, the key lies in satisfying basic psychological needs for competency, autonomy and relatedness. Performance management systems are likely to be a part of building the work environment which successfully cultivates these feelings in employees; giving them a sense that their needs have been met. Although of course there is certainly more involved in determining the extent to which employees are personally involved in their work than need satisfaction. Intervening factors are likely to include employee personal circumstances and the current economic climate. Performance management For the purposes of this study, the definition of performance management shall be the degree to which intervention by the business occurs to ensure recognition of above average performance, and involvement with offering incentives for increased productivity and work ethic. All other variables listed above which have been identified as causal antecedents of engagement will be considered as confounding variables in this study, and will be controlled for as far as possible. According to Roberts (2001), performance management involves the setting of objectives, the use of appraisal systems, reward strategies, training and feedback. This is a definition that can be more easily operationalized as the components are clearly divided which will make development of measurement scales for each subset simpler. Therefore these are the components that shall be measured as the independent variable in this study to make up performance management. Theoretical context for performance management Performance management affects employee perceptions and attitudes, which subsequently affect performance (Hartog, Boselie and Paauwe, 2004). This fits in with the theoretical framework which places employee engagement as reflecting attitudes and the meaning ascribed to job roles. It is therefore logical to expect that higher levels of implementation of performance management strategies would be significantly related to employee engagement. Although this theoretical framework does not leave much room for the inclusion of the position individual employees ascribe to their jobs in their lives. It is relatively simplistic in terms of modelling the expected effects, and there are likely to be confounding variables. Intervening variables Research has uncovered some general factors which contribute in various magnitudes to the level of employee engagement. Job characteristics (van der Broeck, Vansteenkiste, de Witte and Lens, 2008) perceived organisational support (including leadership), procedural justice, learning and training opportunities and performance management strategies (including rewards and recognition management) are all important in predicting the level of engagement an employee is likely to exhibit (Saks, 2006). This study will address one aspect of the bigger research question then; the explanatory power of performance management over employee engagement will be established. The issue will require further research to account for other possible influences on engagement, and potential interaction effects between independent variables. The originality of this study then lies in the examination of a relatively newly recognised concept (employee engagement) and shedding light on the specific relationship it has with performance management strategies, independent of other influences. Methodology This section will describe the proposed method of examining the experimental hypothesis, including how data will be gathered, what will be measured, and how the data will be analysed. Design and procedure Since the sample is limited to one business many confounding variables such as differing job demands and organisational structure can be eliminated. The samples will be taken from historical data, from employees working within a business with relatively low levels of performance management compared to similar organisations. The business under study will have to be one which has at some point implemented a new, more involved performance management strategy; this is how the independent variable will be manipulated. Both levels of employee engagement and performance management will be measured before the implementation of the new performance management strategy to serve as the control data. After the new strategy has been imposed and levels of performance management have increased in the business, the independent and dependent variable will be measured again, and this data will serve as the experimental condition. To establish the persistence over time of any significant differences in the dependent variable found to result from the change in performance management strategy, three samples will be taken at six month intervals after the implementation of the new strategy. If there is any initial difference in employee engagement between the samples immediately before and after the new strategy comes into for ce, the subsequent samples taken after the strategy has been present for some time will tell us about the long term effects of increasing performance management, otherwise the possibility remains that any effects are merely short term and fade when employees become accustomed to the new system. This will therefore be a repeated measures design. The rates of employee engagement will be compared between temporally differing samples, which will determine if changing levels of performance management alone were sufficient to affect a change in engagement, and how any effects persist, weaken, or strengthen with time. Participants Data will be gathered from secondary sources extant in the literature. The ratings of employee engagement and performance management strategies will be gathered from employees and managers working within the same business. Model specification The model we have to test (based on prior research in the area) places employee engagement as dependent in part on performance management. An a priori power analysis will be conducted on previous studies examining employee engagement to determine the expected effect size. Operationalisation of variables Performance management will be defined as the number of rewards and punishments handed out by senior management, the amount of time employees spend in training, and how often employees are appraised. Employee engagement will be measured with subjective rating scales and peer ratings. Analysis Statistical analysis of this data would include one-way analysis of variance. First performance management would be measured in each group to ensure that in reality there was a change due to the implementation of the new strategy. Then the degree of variability in engagement can be examined between conditions. The relative impact of increasing performance management can be examined in the short and long term, which could help in our theoretical understanding of the psychological underpinnings of any effects observed; if the effects change over time, this will provide clues for future research to investigate, and give use evidence to speculate further on why the change took place. This method of statistical analysis will allow for simple comparisons between control and experimental groups, and for different levels of the experimental condition, in this case the amount of time elapsed after the implementation of the new strategy. Limitations Since the data will all be gathered from the same business, many confounding variables will remain constant between groups, however this means the findings may be less applicable to other business contexts. There is also the fact that a substantial time will have passed between conditions, meaning there may have been other changes other than the independent variable under study, which could confound the results. All other pertinent factors will be investigated and accounted for in the final report to ensure they remain as consistent as possible. It is also essential to recognise the fact that different individuals harbouring different internal traits and psychological dispositions will be motivated to engage in their workplace by different factors which are meaningful to them personally. This is especially true between individuals with radically differing job characteristics and duties since they are likely to have different expectations of their job, and view their relationship to their job role differently. However the influences on engagement cited here have been shown to be generally applicable despite differing job roles. Psychological factors of unique individuals may also play a role in shaping how well specific employees fit into their job role. May, Gilson and Harter (2004) found that perceived meaningfulness of job role, perceived safety at work (including co-worker relations and perceived job security) and availability of psychological resources relevant to job demands are all positively correlated with employee engagement. Such factors may be positively influenced directly by effective performance management but are otherwise outside the scope of this study. The fact that different employees are likely to have been used between conditions (due to the time elapsed) could also pose a problem due to their potential to have very different opinions, experiences and traits relevant to their work life which could influence employee engagement. Limitations include the fact that not all influences on the outcome variable have possibly been considered in the analysis, although there are good theoretical grounds for including the variables that are present. There is likely a myriad of intervening factors affecting how much employees engage at work, but focusing on ones that are immediately under the control of the business administrators and relatively logistically sound to implement makes the most sense as a starting point for this line of research. References Bakker, A. B., Schaufeli, W. B. (2008) Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29(2), 147-154 Den Hartog, D. N., Boselie, P. and Paauwe, J. (2004) Performance management: a model and research agenda. Applied psychology, 53(4), 556-569 Harter, J. K., Schmidt, F. L. and Hayes, T. L. (2002) Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis. Journal of applied psychology, 87(2), 268 Harter, J. K., Schmidt, F. L. and Keyes, C. L. (2003) Well-being in the workplace and its relationship to business outcomes: A review of the Gallup studies. Flourishing: Positive psychology and the life well-lived, 2, 205-224 Kahn, W. A. (1990) Psychological conditions of personal engagement and disengagement at work. Academy of management journal, 33(4), 692-724 Macey, W. H. and Schneider, B. (2008) The meaning of employee engagement. Industrial and Organisational Psychology, 1, 3-30 May, D. R., Gilson, R. L. and Harter, L. M. (2004) The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11-37 Meyer, J. P. and Gagne, M. (2008) Employee engagement from a self-determination theory perspective. Industrial and Organizational Psychology, 1(1), 60-62 Rich, B. L., Lepine, J. A. and Crawford, E. R. (2010) Job engagement: Antecedents and effects on job performance. Academic Management Journal, 53(3), 617-635 Roberts, I. (2001) Reward and performance management. Human resource management: A contemporary approach, 3, 506-558 Saks, A. M. (2006) Antecedents and consequences of employee engagement.Journal of Managerial Psychology, 21(7), 600-619 Van den Broeck, A., Vansteenkiste, M., De Witte, H. and Lens, W. (2008) Explaining the relationships between job characteristics, burnout, and engagement: The role of basic psychological need satisfaction. Work Stress,22(3), 277-294 How to cite The effect of performance management systems on employee engagement, Essay examples

Pedro P�ramo and The House of the Spirits Essay Example For Students

Pedro Pà ¯Ã‚ ¿Ã‚ ½ramo and The House of the Spirits Essay How the novels Pedro Pà ¯Ã‚ ¿Ã‚ ½ramo by Juan Rulfo and The House of the Spirits by Isabel Allende expose the systems of control embedded in Catholicism Pedro Pà ¯Ã‚ ¿Ã‚ ½ramo and The House of the Spirits both contain many references to Christianity, and make many statements about the systems of control instituted by Catholicism. By using a towns priest as a symbol of religious control and leadership, Juan Rulfo and Isabel Allende have both exposed the ways that religion seeks to control its believers. One of the many ways religion seeks to control its followers is by instituting the idea of an afterlife which is only obtainable if during ones current life you follow the religions edicts to the letter. Also, monetary requirements as well as simply confessing your most guarded secrets to the Church further place the institution at the center of ones life. Both authors use the priests in conjunction with religious practices as ways to expose how Catholicism controls its adherents. In The House of the Spirits by Isabel Allende, Father Restrepo, was blessed with a long, incriminating finger (2) which he used to point out those who has transgressed against the church. Since being singled out is a cause of public humiliation, to avoid this, one will do anything to appease Father Restrepo and thus, the Church. Furthermore, Nivea de Valle who was an ardent modernist wished for women to have the right to vote, but was chastised by her priests words of, putting women on an equal footing with men- this is in open defiance to the law of G-d (3). Catholicism uses tradition to justify its treatment and to control its believers. Though many believed that marshal punishment is cruel, under the masquerade of religion it is tolerable, he himself was a firm believer in the value of a good thrashing to vanquish the weaknesses of the soul (2). Christianity uses religious tradition and the word of G-d in addition to implementing physical abuse as systems of control to those who w orship under its belief system. Apart from controlling actions, Catholicism seeks to control time itself. The day is referred to as, Holy Thursday (1) a link to Christian events which are times when religious adherents flock to their place of worship to do as the Church officials have previously dictated. Even to those who have no religious beliefs what so ever, such as Severo del Valle, the church is needed to accomplish aims in life, such as his desire to gain political office. Severo del Valle was an atheist and a Mason, but he had political ambitions and could not allow himself the luxury of missing the most heavily attended mass on Sundays and feast days when everyone would have a chance to see him (3). While Catholicism directly controls some through decrees and tradition, others are controlled indirectly by religious ideals. Ferula sacrificed the freedom of life to be a religious devotee and to care for the less fortunate. She took pleasure in humiliation and in menial tasks, and since she believed that she would get into heaven by suffering terrible injustice, she was content to clean (42). Ferulas whole youth and freedom was controlled by religious ideals of the meek inheriting the earth and the promise of a better afterlife. The Catholic Church attempts to be present in all aspects of daily life by controlling the passage of time as well as what believers are allowed to do. Catholicism uses many traditional, in addition to social institutions to control society. Death is a large part of Pedro Pà ¯Ã‚ ¿Ã‚ ½ramo by Juan Rulfo, since much of the novel deals with how you can leave purgatory and enter heaven. Comala is purgatory as well as hell in this novel, up- and downhill we went, but always descending. We had left the hot wind behind and were sinking into a pure, airless heat (5). The setting shows that this town is the embodiment of what occurs if one does not obey the churchs decrees. Juan Rulfo crafted a world plagued with the results of being controlled by the Catholic way of life in Pedro Pà ¯Ã‚ ¿Ã‚ ½ramo. Even in death, if one was deemed unworthy to enter heaven by the church, no amount of prayer can possibly lead to their salvation, No, I wont give my blessing. G-d will not smile on me if I intercede for him (25). Religious rights which can only be given by the priest must be purchased at great cost since the Church as a governing and religious institution needs money to survive. If one sins or even conversely leads a perfectly moral life they are still restricted by monetary means in their access to the kingdom of heaven. Furthermore, one must confess their sins to the church in order to be spiritually pure, though this practice does more to give the Church and ear in everyones personal life then to give the confessor spiritual cleanliness. .u4fa2babf392786107562edf272a2bb9e , .u4fa2babf392786107562edf272a2bb9e .postImageUrl , .u4fa2babf392786107562edf272a2bb9e .centered-text-area { min-height: 80px; position: relative; } .u4fa2babf392786107562edf272a2bb9e , .u4fa2babf392786107562edf272a2bb9e:hover , .u4fa2babf392786107562edf272a2bb9e:visited , .u4fa2babf392786107562edf272a2bb9e:active { border:0!important; } .u4fa2babf392786107562edf272a2bb9e .clearfix:after { content: ""; display: table; clear: both; } .u4fa2babf392786107562edf272a2bb9e { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u4fa2babf392786107562edf272a2bb9e:active , .u4fa2babf392786107562edf272a2bb9e:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u4fa2babf392786107562edf272a2bb9e .centered-text-area { width: 100%; position: relative ; } .u4fa2babf392786107562edf272a2bb9e .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u4fa2babf392786107562edf272a2bb9e .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u4fa2babf392786107562edf272a2bb9e .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u4fa2babf392786107562edf272a2bb9e:hover .ctaButton { background-color: #34495E!important; } .u4fa2babf392786107562edf272a2bb9e .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u4fa2babf392786107562edf272a2bb9e .u4fa2babf392786107562edf272a2bb9e-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u4fa2babf392786107562edf272a2bb9e:after { content: ""; display: block; clear: both; } READ: A Sirens comparison of Homer?s ?Odyessy? and Marga EssayWhat do you think I should do with you, Dorotea? You be the judge. Can you pardon what you have done? I cant, padre. But you can. That is why Im here (74). Father Renteria recognizes that by saying she is forgiven nothing is really accomplished which is why he asks is she can forgive herself. This practice simply lets the Church know what is going on and is another way to control since knowledge is power. The Priest acknowledges his inability to show or even grant her the ability to enter heaven and escape purgatory, Well, you wont go to heaven now. May G-d forgive you (74). Since the members of this town were never g ranted absolution because they were unable to meet the churchs demands, including how one should live their life or how much you should pay the church, they were all left to suffer eternally in Comala. The rich were cruel and the poor were saints in Juan Rulfos novel, but no one was able to satisfy the insatiable hunger for human lives that the church possesses. Even in death, the church sought to control Christians by letting their story repeat for eternity. Since everyone in Comala was sentenced to spend eternity in purgatory, no one was able to save the others. Being that no single person could follow the churchs expectations to the letter, no one was able to reach the promised reward of heaven in the novel. The Church only was able to control the lives of its adherents and was unable to fulfill its promise of granting an afterlife in heaven. The House of the Spirits as well as Pedro Pà ¯Ã‚ ¿Ã‚ ½ramo illustrate worlds where Catholicism dictates the pace and activities of life. In The House of the Spirits, nonbelievers and believers alike are drawn to the church to either fulfill spiritual obligations or to simply not be ostracized by the community. The church was the controller of time itself as well as how people interacted because if you fell on Father Restrepos bad will, you would be excommunicated and be a social outcast. Similarly in Pedro Pà ¯Ã‚ ¿Ã‚ ½ramo, the supposed result of not adhering to the principles of Catholicism was an eternity in purgatory. If you were rich but cruel you could not fulfill the commandments of being righteous, but if you are poor and law abiding, you would then be unable to afford the cost of church rites. Since it was impossible to obey every rule the Church would decree, you were at its mercy hoping you would be afforded salvation. Ones existence is wrapped up in pleasing the church a nd bending to its will hoping you would be given the chance to enter heaven. The priests, who served as the religious proxies of the church, expose how both novels illustrate the systems of control embedded in and perpetuated by Catholicism.