The Roaring 20 s Era Of Growth And Reform - 1309 Words

The era of the 1920s, also known as the Roaring 20’s, was a revolutionary time in which radical changes struck the American nation, drastically increasing advances in society and economy. New and different forms of dance, music, clothing, behavior, and lifestyle were developed nationwide. The Antebellum Period in the late 1700s increased rebellion, similar to the Roaring 20’s era of growth and reform. As this time period brought profound changes, conflict, cultural excitement, and experimentation, the population of America was experiencing an alteration in social values. The American pride, similar to the pride we had when separating from the British, was still alive as independence and freedom was strongly rebelled for. The Roaring 20’s depicted the growing independence of the American public as the promised result of cultural excitement with the usage of alcohol, experimentation with labor strikes, conflict over ones rights, and change in the prosperity of the nation, was much linked to and differed from the Temperance movement, Labor movement, Suffrage movement, and the Industrial Revolution. As lavish parties with flapper girls, jazz music, suited-up men, cigars, and alcohol were thrown during the era, cultural excitement was at its peak. The 1920’s was a highlighted era in which drinking was a social trend. Both, men and women drank in parties as they danced the night away. Liquor was handed out often and was the center of excitement. There were numerous clubs and partyShow MoreRelatedAre The Rich Taxed Enough?1264 Words   |  6 Pages201 they are taxed at the max of $119,996.25 plus the 39% for every cent after that. 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Compare and contrast the advantages and disadvantages of the British and the colonists, respectively, as the American Revolutionary War began? (20 points) 4. To what extent did â€Å"No taxation without representation† become a major source of controversy between the colonists and Parliament? (Hint: refer to the Stamp Act riots-1765, â€Å"virtual representation) 10 points Vocabulary: John Hancock Read MoreUnions Labor Unions And The Future Of The Union5772 Words   |  24 Pagesincreasingly frequent claims by publicists of the day that the new economic conditions were simply due to abstract and neutral economic laws, which of course became a familiar refrain for employers and all those social scientists who think that it s all about free markets and not at all about power (Lambert 2005). 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They were white, English spea king Protestants. 8) Child Labor Laws: These laws were a Progressive Reform. They tried to curb child labor and promote children getting an education instead of working. Established the Federal Children’s Bureau. 9) Jane Addams: She founded the first settlement house in Chicago called the Hull House in 1889. A settlement

The Importance of Marriage Free Essays

Running head: MARRIAGE AS AN INSTITUTION The Importance of Marriage Ana Vertz PS301 Mrs. Kathy Erickson August 30, 2009 The Importance of Marriage From Colonial times to present marriage has been an integral part of American culture. The importance is has been evident in that it is one of the few institutions that started with the country and is still very popular. We will write a custom essay sample on The Importance of Marriage or any similar topic only for you Order Now What makes marriage an important institution? This paper will discuss the perceptions of the importance of marriage for men and women, children’s influence in the marriage relationship, the links between psychological distress and martial conflict, attitude towards same sex marriages and the effects of cohabitation and marriage commitment. The first section of this paper examines the importance of marriage from male and female perspectives. Research from the National Survey of Families and Households suggested the following trends: Men and women both feel that marriage is more important to men; women view marriage as optional for both men and women for having a satisfying life; women are more likely to think that men cannot have a satisfying life without marriage; youthful and more educated individuals are less likely to put emphasis on marriage; religious individuals and those married who have children predominantly more inclined to think that men nor women can have fulfilling lives without the institution of marriage. Research from the National Survey listed above also suggests that men get a greater benefit from marriage than do women as stated below from a study conducted on whether or not men need a spouse and the importance of marriage. In the article entitled â€Å"Do Men â€Å"Need† a Spouse more than Women? : Perceptions of The Importance of Marriage for Men and Women† the authors state: â€Å"As Nock (1998:3) states, â€Å"Men reap greater gains than women for virtually every outcome affected by marriage. Research results showing the greater benefit of marriage for men than for women on many dimensions, particularly physical and mental health (Bernard 1972; Grove 1973; Waite and Gallagher 2000), together with research has shown that women provide â€Å"kin-keeping† benefits to men by strengthening their relationships with their children and other relatives (Cooney and Uhlenberg 1990; Rossi and Rossi 1990), have led many to argue that it is men who â€Å"need† marriage more than women. This view is particularly prevalent among theorists of family who focus on its economic dimensions. By implication, they posit marriage to be a â€Å"normal good† for men but an â€Å"inferior good† for women when they argue that increased earnings lead men to â€Å"buy onto† family roles (Becker 1991; Cherlin 1992) while women use theirs to â€Å"buy out† of marriage (Espenshade 1985; Westoff 1986). † In many ways this research supports the fact that marriage meets the need of a man better than that of a woman. Next we will look at research conducted from the female perspective. An excerpt from the same article states: â€Å"The growth of female labor force participation that accelerated in the 1960’s (Goldin 1990), however, appeared to many observers to undermine what were by then conventional reasons for women to marry (Westoff 1986). As a result, women were thought to be questioning the desirability of a domestic life (Friedan 1962) and coming to believe that â€Å"women’s marriage† was less desirable than â€Å"men’s marriage† (Bernard 1972). Feminist theory has reinforced the notion that women and men face very different experiences in the family life and hence have different experiences in family life and hence have different interest’s vis-a-vis family roles, which are said to favor men (Ferree 1990). The benefits of simply â€Å"trading† housework for men’s wages (the basis for the economic argument) have declined, given the longer-term costs in terms of career development and the higher risks imposed by the increase in divorce (Thomson and Walker 1995), and the fact that wives’ expected role has added employment to their traditional household tasks (Hochschild 1989; DeVault 1990). Hence, modern women may have had more reason than men to reevaluate what they might gain from marriage. These speculations are at least partially reinforced by some research that does suggest men expect to benefit more from marriage than do women. The analyses of shifting attitudes make it plausible that men place more importance on marriage than women. While most people believe that the married are happier than those who are not married, this belief is more likely to be held by men than women (Axinn nd Thornton 2000). Indeed, women are more likely to disagree than men that it is better to be married than single (Thornton and Young-DeMArco 2001). These gender differences suggest that women, at least, are less sure that marriage is important, and they are likely to be thinking more about their own situation as women than about men’s. Therefore, we expect that in the 1990’s, men and women will see marriage as more necessary for men than women. These considerations, together with the paucity of research that addresses the question of who needs to be married more, men or women, motivate our research (Kaufman and Goldscheider, 2007). The above referenced article shows evidence that the more learned put off marriage, have less children and view family roles as less important. (This is based in relation to expectations to themselves and their children living in early adulthood). Spiritual or religious associations have also been connected across a vast array of family domains with grater support for the family. These religious cultures encourage marriage, martial stability, especially non-approval of non-martial child bearing, and encouragement for traditional descriptions of marriage. In looking at the importance of marriage from the viewpoint of male and female research conducted for this paper suggest that men and women view marriage as more important to men than women. (Kaufman and Goldscheider, 2007) Children’s Influence in the Marriage Relationship In the article â€Å"Children’s Influence in the Marriage Relationship† the research shows that there are reciprocal effects between children and marriage. The emotional security theory suggests that exposure to martial conflicts improves children’s negative emotions, resulting in emotional insecurity. This emotional insecurity promotes children’s impulses to go between, run away from or in other forms lessens the occurrence of martial discord. (Schermerhorn, Cummings, Mark, DeCarlo, Davies, Patrick, 2007) The article goes on to state: â€Å"Attempts to reduce exposure to discord indicate that the goal of preserving emotional security us activated, serving as a mechanism by which children maintain or achieve emotional security. The first two aims of the present article are to investigate reciprocity between the child and the martial system, including examination of both the influence of martial conflict on the child and child behavioral responses that influence martial functioning. † (Schermerhorn, Cummings, Mark, DeCarlo, Davies, Patrick, 2007) From the research we can see that children are more likely to be negatively impacted by martial discord. Many times the child resorts to mediation to help fix the problems. Overall the findings of my research showed that children engage in behaviors to by some means reduce discord between parents. This in return reduces the child’s exposure family threats. Another behavioral response is Behavioral dysregulation (i. e. , acts of verbal or physical aggression, misbehavior, or hurting oneself). Clinic literature indicates that discord in marriages corresponds to children’s behavior problems including aggressive behavior. Some have suggested that this behavior may show a taking on of the marriages problem to them self in demonstrating agentic behavior. This, from the child’s perspective, would distract parents from marital difficulties giving the child’s negative behavior a purpose to reduce martial discord over time. Schermerhorn, Cummings, Mark, DeCarlo, Davies, Patrick, 2007) The study also showed the effects on psychological adjustment. An excerpt from the article states: â€Å"The third aim of this study is to examine relations between children’s behavioral responses to martial discord and their adjustment. In one of the few studies examini ng this link, Patenaude (2000) found that for girls who believed they could control interparental conflict by engaging in parent-protecting behaviors, higher martial conflict was associated with better adjustment. In contrast, for boys believing in a parentified role in the martial relationship, higher martial conflict was associated with more internalized sysmptoms, albeit non-significantly. † (Schermerhorn, Cummings, Mark, DeCarlo, Davies, Patrick, 2007) The research I conducted on children next suggests that when children react in a proactive nature to interparental discord by attempting to mediate, conflict in fact decrease over time. Even though negative behavior is a form of insecurity concerning the marriage relationship, the present study suggests that children’s usage of negative attitudes and behavior as a constructive coping strategy can actually provide help towards reducing marital discord. In contrast to proactive behavior, children’s negative behavior was linked with more destructive interparental relations over a period of time. It is likely that these behaviors by children don’t take their parents attention away from the marital discord but actually contribute to it by increasing conflict. However the method of the child’s associates is unsure. The outcome of a child’s behavior may be best understood by looking at each situation. For example, parents who are able to see that the child is trying to help may be more inclined to decrease conflict. It’s not that the child solves the parent’s dilemma, but that the child’s actions allow the parent to see the child’s suffering and discomfort. This may guide parent’s ability to solve problems than the child’s ability to constructively cope with the situation. It is not suggested that children should become actively engaged in marital discord because there are findings that show children’s helping behavior can contribute to children’s depression. (Schermerhorn, Cummings, Mark, DeCarlo, Davies, Patrick, 2007) We will next discuss psychological distress and martial conflict in the home. References Avery, A. , Chase, J. , Johansson, L. (2007). America’s changing attitudes towards homosexuality, civil unions, and same-gender marriage: 1977-2004. Social Work, 52(1), 71-79. Fowers, B. , Lyons, E. , Montel, K. , Shaked, N. (2001, March). Positive illusions about marriage among married and single individuals. Journal of Family Psychology, 15(1), 95-109. Retrieved September 01, 2009, doi:10. 1037/0893-3200. 15. 1. 95 Kaufman, G. , Goldscheider, F. (2007). Do men ‘need’ a spouse more than women? : Perceptions of the importance of marriage for men and women. Sociological Quarterly, 48(1), 29-46. Papp, L. M. , Goeke-Morey, M. C. , Cummings, M. E. (2007). Linkages between spouses’ psychological distress and marital conflict in the home. Journal of Family Psychology, 21(3), 533-537. Rhoades, G. K. , Stanley, S. M. , Markman, H. J. (2006). Pre-engagement Cohabitation and Gender Asymmetry in Marital Commitment. Journal of Family Psychology, 20(4), 553-560. Schermerhorn, A. C. , Cummings, M. E. , DeCarlo, C. A. (2007). Children’s influence in the marital relationship. Journal of Family Psychology, 21(2), 259-269. Stolz, L. (1941, October). Review of Family BehaviorModern Marriage, and Modern Marriage. The Journal of Abnormal and Social Psychology, 36(4), 608-610. Retrieved September 01, 2009, doi:10. 1037/h0052788 Neubeck, G. (1959, Sum). Review of Why Marriages Go Wrong. Journal of Counseling Psychology, 6(2), 168-169. Retrieved September 01, 2009, doi:10. 1037/h0039159 How to cite The Importance of Marriage, Papers

Personnel Management at Datapool Pte Ltd

Question: Discuss about thePersonnel Management at Datapool Pte Ltd. Answer: Introduction DP Information Group is a company that managing business and credit information bureau. Datapool (S) Pte Ltd is part of DP Information Group, which is expertise in the field credit management and debt collection (dpgroup.com). Datapool has abundant experience of recover corporate and consumer debts and manage account receivable for financial institutions, telecommunication service providers and many others industry. Datapool provide the arrangement of cash management and consultancy services like overseas debt collection, legal consultancy, field visit and collection expertise, and also negative list posting to DP SME Commercial Credit Bureau. This paper presents a job analysis, recruitment and selection plan for the company for the post of credit collection officer. Job Analysis HR manager is responsible for ensuring that proper human resource demand and supply is managed within organization, without any oversupply or under supply for workforce. Job analysis is the first step to evaluate job requirements, this process involves analysis of various responsibilities, skills, and task required to complete assigned job. According to Cultural Human Resource Council (2009) job analysis is a strategic tool used by personnel manager to gather, synthesize and implement the information available regarding the workforce in the concern (Cultural Human Resource Council, 2009). Job analysis facilitate HR manager in understanding crucial activities and contributions required from the position, help in deciding organizational structure, autonomy, evaluating employee performance and career planning. Two primary outcome of job analysis include job description and job specification(Collingsa Sculliona, 2009). Job Description As stated by Collingsa Sculliona, (2009) job description can be defined as descriptive factual statement that includes contents of the job including duties and responsibilities associated with it. This document facilitate in establishing relation between employee, subordinates and supervisors to monitor their work performances (Collingsa Sculliona, 2009). Below is the job description for debt collection officer in Datapool Pte Ltd. Task To collect debt from various debtors To call for negotiation Managing records Duties Making payment plans Collecting payment Organizing customer files Chasing debtors, negotiating Recording payment received Responsibilities A debt collection officer will be responsible for all debt collection activities Responsible for managing activity through for call, home visits etc. Responsible for coordinating, negotiating, managing, administrating, and monitoring the entire debt recovery process Debt collection officer also need to drive the corporate activity to achieve debt collection target Responsible for documenting and recording information regarding amount collection in IT system immediately for all the collection activity undertaken everyday Will be responsible for resolving conflicts, negotiating, managing complaints, resolving disputes, grievances etc. How JA will be done Job analysis interview is a method that helps in collecting information from incumbents at the position to describe the task, duties and responsibilities of the position planned. To understand the requirements for job analysis interview technique will be used. Interview from top level manager and one person from the same post will be taken. Top management will be able to help in understanding their job expectations from the decided job positing, further person at the same post will help in understanding duties that one needs to execute at the specified job designation. Interview technique help in collecting detailed information regarding duties and responsibilities, whereas observation and other techniques are based on judgment but this technique helps in getting hands on true information regarding job expectations. Job Specification It can be defined as detailed analysis on qualities required performing the task successfully. It includes information on personal, physical, mental, psychological, social characteristics(Ivancevich, 2007). This information helps in conducting preliminary screening during employee selection process. Job specification for selected job category is discussed below; In terms of qualification candidate must possess at least a GCE N level Need to have good interpersonal and communication skill to deal with debtors with persistence Ability to communicate in English / mandarin / Malay languages Job skills required candidate to have strong listening skills to deal with people in dent and collection process; it also require effective negotiation skills to resolve disputes and payment settlement. Need to have strong computer skills and knowledge Employees at this post need to possess skills such as self-motivated, pro-active, enthusiastic, initiative, mature and target driven Job Design Job design is the process used to integrate job requirements, employee skills, rewards and organizational goal in a specific job. It facilitate in understanding key elements associated with job success. There are three style of job design, it includes scientific method, that involve time, motion and fatigue study, aims to standardize task to ensure maximum output in minimum time and cost (Schuler Jackson, 2008). Second is motivational job design that help in enhancing difficulty, reducing standardization by adding skill variety, task identity and significance to the job that help in enhancing psychological satisfaction from the job. Third is mechanism job design that is planned according to task complexity and number. Job design helps in better employee motivation, productivity and retention (Buller McEvoy, 2012). Design for Efficiency It aims to increase task simplification, enrichment and enlargement to ensure high productivity in less time without making employee fatigue. It aims to include industrial engineering principles to structure work in simplest manner to maximize efficiency. For this position, credit control officer is provided full autonomy and power to execute the process of data collection, power to take decisions and make strategies will help in fast data collection process. Design for Motivation Different techniques used for designing motivation among employees include job enrichment, job enlargement, flexi working hours and team work. For this job profile job enlargement is done by adding wide range of job activities to be done by credit collection officer. Employee at this position will be responsible for call debtors, negotiating, planning, visiting for debt collection, recording details, coordinating with supervisor. This task includes a complete process to be done by collection officer. Apart from this, five factors that impact motivational level among employee include skill variety, this job require different skills for accomplishing different tasks; there is presence of complete task identity, huge significance is made by credit collection officer by settling dues to both company and society; there is high degree of autonomy and decision making power given at this position. This job includes coordination with subordinates and other team members(Armstrong, 2008). Design for Mental Capital Different strategies that can be used to simplify total demand for mental capabilities include limiting the amount of information that needs to memorize by adding proper software and IT system that store all data; providing adequate lighting facility. Proper training will be given to employees to understand the job completely, use of computers; data management softwares to filter the information received (Choo Bowley, 2007). Recruitment After deciding on the job demand in the organization, the HR department is responsible for attracting potential candidates for the position. Recruitment is the process that involves various strategies, activities undertaken by organization to attract applications from potential employees for the job. According to Raymond J. Stone (2005) recruitment involves seeking and attracting pool of applicants from candidates who are potential to get selected by the organization for their vacancy. It aims to search potential talent and stimulate them to apply for the job to ensure that organization hire best available talent in the market (Stone, 2005). Various factors impact recruitment process, it includes external and internal factors. Labor market have strong impact on employee availability, in case of high unemployment, there is abundance of labor supply and easy to recruit candidates, where as in Singapore unemployment is very low, therefore organization have to advertise extensively to attract talent pool. Internal factor include organizational policy, availability of internal talent to fill position, its attractiveness. Datapool is a renowned organization in Singapore, it is a subsidiary of the most prominent credit rating company, and therefore strong brand image helps in attracting talent. First step is recruitment planning that involve demand analysis by analyzing number of positions need to be fill and type of applicant required through job analysis. Second step is strategy development that includes different decisions regarding technological sophistication, geographical reach, sources of recruitment etc. Third step is searching through source activation or selling(Brown, 2011). Applications can be attracted using various strategies, internal methods such as selecting from present employee, employee referral, previous applications; it is a cot effective method. External recruitment process include using trade associations for attracting application, advertisements on newspaper, company website, social media, job sites etc. campus recruitment, walk-ins, hiring through third party, consultant, contractors, employee exchange programs etc. Recruitment strategies that will be used for hiring credit control officer in Datapool are as follow; Internal Referral Present employees of the company can really aid the recruitment process by recommending suitable candidates for the position. According to research, internal referral candidates are of high quality as internal employee generally doesnt recommend candidates who cannot perform well. HR can also reward employees for helping company in hiring efficient workforce. In this process, present employees act as an introducer of the company to potential candidate, inform them about job and organizational advantages and requirements (Ivancevich, 2007). Job Vacancy Post on Jobstreet / Jobsdb E-recruitment strategy is a widely use method as it facilitates in recruiting from global market, various geographies in less time and cost. Job portals help in attracting potential talent through advertisements; they also offer additional services of job screening. External recruitment strategy used by Datapool is to advertise their job vacancy on two renowned job searching websites, Jobstreet.com and jobsdb.com; these two online job portals are among largest online employment companies, with huge data. These sites help in attracting talent from different geographical markets such as Malaysia, Singapore, Philippines, Indonesia and Vietnam. Selection Selection is the process of selecting right candidate for the job vacancy from pool of applicants received by the company. It can be defined as the process used to differentiate between various candidates to select the best suitable candidate with highest possibility of success in the job role. Selection process starts with preliminary interview and end with agreement of employment(Nankervis, Compton, Baird, 2008). Stages of Selection Screening Prior to selection screening is conducted by organizations, screening involves segregation of various applications received and dividing them according to minimum criteria required to appear in the interview. These criteria might include minimum education level, work experience, or any other knowledge or skill(Nankervis, Compton, Baird, 2008). Selection process Preliminary Interview First step of selection process is to verify the information provided by applicants, it is done over the phone. Over a telephonic conversation, crucial information regarding candidate qualification, work experiences are collected, reviewed and evaluated. Here a brief information about the company is also provided, it help in eliminating the misfit candidates, which help in saving interview time and cost to the company. Selection Test Different types of tests are designed by the organization to evaluate technical, theoretical, skills and psychological potential of candidate. It facilitate in understanding their ability, aptitude and personality. It can also be defined as a standardized method used to evaluate all candidates on common ground. These test help in selecting candidates who fit to the job requirements, possess key skills required to execute the task (Mathis Jackson, 2002). Personality tests which help in measuring employee motivation in given working environment, different test include the Thematic Apperception Test, California Psychological Inventory etc.; however personality test needs to be combine with other ability test to get valid results. This job also require aptitude test as it helps in gauging technical knowledge of the candidate, it will evaluate accounting knowledge, debt management system etc. by candidates. Different tools that can be used for result analysis include predictive validity, ranking, average test score etc. Interview After clearing the test, candidates are called for interview. It involves formal in-depth conversation between the interviewer and interviewee. It can be of various types such as one to one interview, panel interview, situational interview, structured interview, stress interview etc. This strategy help in collecting in-depth information regarding candidate, collecting additional information, it help in providing detail analysis on any factor that company would like to stress upon while employee selection. However, there are drawbacks also associated with this strategy, results are based on general opinion of the interviewer, generally it happens that different interviewer give different score to candidates (Millmore, Lewis, Saunders, Thornhill, Morrow, 2007). Reference and Background Check After selecting candidate referral check is conducted to get an insight about the applicant from people who have previous experience with them. After this selection decision is taken, to accept or reject the applicant. If selected, candidates generally need to undergo basic medical test and paper formalities. Job offer Final step is to give letter of appointment to selected candidates, it include information on date of joining, followed by singing of contract of employment. Conclusion Above stated job analysis, recruitment and selection plan will help the company in hiring best talent and assigning right job to the right candidate. Such action might take some more time at initial stage but it will ensure long term employee retention, higher productivity, efficiency, motivation to employee and finally a better return on investment. These strategies will ensure that company design an effective work plan, recruit employees in cost effective manner and conduct selection process that evaluates all required knowledge and skill among candidates. Instead of quickly hiring a candidate, it is better to analyze, evaluate and select the best. Bibliography Armstrong, M. (2008). A handbook of human resource management practice. Great Britain: Kogan Page. Brown, J. N. (2011). The Complete Guide to Recruitment: A Step-by-step Approach to Selecting Assessing and Hiring the Right People. London: Kogan Page Publishers,. Buller, P., McEvoy, G. (2012). Strategy, human resource management and performance: Sharpening line of sight. Human Resource Management Review, 22, 43-56. Choo, S., Bowley, C. (2007). Using training and development to affect job satisfaction within franchising. Journal of Small Business and Enterprise Development, 14(2), 339 - 352. Collingsa, D. G., Sculliona, H. (2009). Global staffing: a review and thematic research agenda. The International Journal of Human Resource Management, 20(2). Cultural Human Resource Council. (2009). Human Resource Management . Canada: Cultural Human Resource Council. dpgroup.com. (t.thn.). About Dp. Dipetik September 23, 2016, dari 2015: https://www.dpgroup.com.sg/ Grundy, T., Brown, L. (2003). Value Based Human Resource Strategy. Burlington: Elsevier Butterworth Heinamann publishing. Ivancevich. (2007). Human Resource Management 10E . New York: Tata McGraw-Hill Education. Lundy, O., Cowling, A. (1996). Strategic human resource management. USA: Routledge. Mathis, R. L., Jackson, J. H. (2002). Human Resource Management. Mason: Cengage Learning. Millmore, M., Lewis, P., Saunders, M., Thornhill, A., Morrow, T. (2007). Strategic human resource management. Dalam M. Millmore, Strategic human resource management contemprory issues (hal. 186). Harlow: Prentice hall. Nankervis, A., Compton, R., Baird, M. (2008). Human Resource Management: Strategies and (6th ed.). Sydney: Thomson. Saari, L. M., A., J. T. (2004). Employee Attitudes and Job Satisfaction. Human Resource Management, 43(4), 395-407. Schuler, R. S., Jackson, S. E. (2008). Strategic human resource management. London : Wiley-Blackwell. Stone, R. J. (2005). Human Resource Management. London: Wiley.