The Face of the Terrorist Essay Example for Free

The Face of the Terrorist EssayA faceless enemy. It has been eights years after the September 11 attack in the United States of America. Several people died and it was also the same time when the Unites States of America government contemplate on how the terrorists look like. Terrorists had been faceless for all we know and we do not even have any idea about them until Osama bin Laden was identified by scouring.The knowledge about terrorism and terrorists has been very extra scarce in some occasions and in present, the internet was able to give face to the faceless enemy and as soon as Bush gave bin Ladens soma, it was the start of identifying more faces of the enemy. In this paper, the author ought to explain terrorism and the face of terrorists wherein images from online sources and references atomic number 18 presented by the author to justify what she was pertaining to in line with terrorists face. Using Racialist, Sexism and Fascism ways, the author explained her argu ment and gave a face to the nameless enemy.At the same time, it was not the face of the enemies alone that was tackled in this paper but also the different faces of terror which was marked when Al Qaeda, the name given to Osama bin Ladens organization as western and media name attacked United States of America. Considering the primitive years wherein pictures are not yet existing, identification of someone, probably a suspect or a colleague is hard to do and the mind was the only one who does the job of recognizing culprits and acquaintances.In present generation, mug shots are used to identify criminals and soon after to relate them with one some other to solve a certain crime. Offerings several incidents and examples, the author named and identified when a terror becomes and terror and how those who were victims became the terrorists. As she presented two faces of people, the victim and the terrorist, it seems that these two can slew places and with sacrifice and revenge present , it is not impossible to have another kind of terror from a different kind of terrorists.Stereotyping was of course an unfair act and yet, we cannot assistant but guard ourselves from people who have turbans on their heads and all bearded like Santa Claus, only that they were not the good ones. America might be alike cautious to a person who has a diaper on their head and a fan belt in it and decide to pull them off (Engle, 2009) but we can never blame them, after all, the leader of Al Qaeda looks like that and although there are heroes presented, they should also be cautious about what they were doing because flaw is much easier than being really the good ones. CritiqueKaren Engles analysis of the faces of terrors and the terrorists allow us to understand the distinction and the stereotypes made by the people, especially those in the government to identify them as crime promoters and culprits. An analysis that gives light to the unknowns in present and the many questions arisin g from the attacks, both previous and recent ones, this article was informational enough to be endorsed to people of any age, except to those who were still too young to understand that in this world, safe is not safe until we are sure of the people we are dealing with.While we can consider the victims as real victims, looking on the other side of the story, we will understand that they are not victims until the end. As long as there are revenge and sacrifice, it will be easy to understand that people, terrorist or not are capable of doing anything that can terrorize people around them. This paper had served as a lesson to be learned that allows the readers to be open minded and to stop stereotyping people. List of References Engle, Karen. The Face of a Terrorist. able Publications. Online Version from http//csc. sagepub. com/cgi/reprint/7/4/397

Poetry Response Essay Example for Free

Poe canvass Response EssayI really love this poem by Wendy Copes because of the meaning that it tells me. For some reason there are those people who wish to pull someone down. Sometimes it is because of jealousy, envy and pride. In reality, no matter how hard you try to be good and to appreciate everyone, you really can non please anybody. There will always be those who are against you. The poem tells me that I should not allow anyone step in with what I am doing or to let anyone block my way to greater heights. That I should always do my best and show everyone what I can do, what I am able to do, my talents and abilities. allone has his or her own finishing in life and we must focus on that goal, not looking to anyone but on that goal alone. We should not get our attention off our goal and let someone mess with that. We should always remain focused in achieving that goal or else we may not be able to achieve it.It is true that no one can live alone and that we need others to be able to live and be happy. Still we should not let those who dislike us or envy us to be the reason for our failure, if we do so, we will certainly achieve nothing. all time that an opportunity for us to be recognized is given grab it.We should not favor or look onto anyone who wants the same opportunity like us. Every opportunity is a stepping stone in achieving our goal, our desire, and our future. The world is a place wherein the strongest is given greater opportunity over the weak, the talented above those that are not, and the refreshing over the fools. We should let our light shine, and our talents to be revealed in order to be acknowledged both by man and society.Also, the poem tells us that we should not be move or hindered by anyone. We should not be ashamed in showing our talents and as well as emotions. We must be true to ourselves and not compromising to anyone. If we are glad let it show in our own way. Dance or jump or shout if you want to. We should not let an yone to be reason for our sadness and downfall.Works CitedThe British Council. No date. Wendy Cope. November 19, 2007 http//www.contemporarywriters.com/authors/?p=auth174

The Leadership Theories Of Machiavelli

The Leadership Theories Of MachiavelliMachiavelli, born on the 3rd day of may 1469, acquired his university education in the University of Florence. He wrote a famous book entitled the Prince. This book is famous for its break down on the issue of attributes of attractership and as such has become a guideline for attractors. He wrote the book based on his earlier experiences, addressing how a prince (leader) should rule.Although the book gained a lot of popularity, his views on the attributes of ingenuous leadership had a lot of flaws. In The Prince he advocates mean rule instead of liberalism. He talks of the benefits of world a dictator or physical exertion the autocratic movement of leadership. There are a lot of leaders who have and are following the Machiavellian style of leadership as he had described in The Prince. Examples of such leaders who exercised or exhibited this type of leadership style were Muammar Abu Minyar al-Gaddafi of Libya and Idi Amin of Uganda.Muammar Gaddafi being a Machiavellian according to his leadership style has been the leader of Libya since he staged a military coup on the 1st of September 1969.2With the strict fellowship he has in the Machiavellian style of leadership, he has sought to maintain the power he has had ever since. In a recent article Gaddafi made a bowment saying, I will shinny to the last man and the last bullet3This goes a long way to emphasize on one of the shortf all in alls of Machiavelli when he talked about the fact that a leader has to gain power and should be able to maintain it by any fashion possible. In the same way, Gaddafi promises to maintain his power even if it means he has to kill. This action is affecting Libya in a negative manner since the world is pushing for democracy and finding all means to eradicate autocratic arranging of governance and as such it is affecting the economy of the state due to the current instability the country is facing now. As such, most investors would not be willing to invest in a country where peace does not prevail. Also, with growing rate of civilization, killing just to maintain power is barbaric and this would then(prenominal) send the state to a state of regression.Idi Amin was an autocratic leader who sought to exercise his power through military means. In his era, he created the situation whereby he was the only one who had the final say and no one could interpretive program out their values in any way he or she deemed fit. He created and environment which had and still has a traumatizing effect on the people of Uganda now. During his reign as military dictator, there were issues of the abuse of ethnic affiliations, cases of the abuse of human rights and herculean radical control, Asians faced expulsion from Uganda and killed outside normal legal proceedings.4Ugandans have still not devised the means of changing their government through undisturbed measures. hysteria has become an option for which their voices could be hear d.Again, Machiavelli talked about the situation whereby the prince did not have to possess any thoughts apart from that of war. He describes meanness as an attribute of a good leader. He says liberality would lead a prince or leader to be despised and hated whiles meanness would lead to reproach without hatred hence, being mean is the answer to greater leadership.5Moreover, Machiavelli allowed the hatred he had in him to take the greater side of him when he was imprisoned because of suspicion of his involvement in a conspiracy where he lost the trust he had in humans. A typical example of such a leader who exhibited Machiavellian traits in his style of leadership was Ghanas former president, Flt. Lt. Jerry John Rawlings. Just as it is of human nature to seek revenge for every pain inflicted upon him, Rawlings came into power through military means to seek revenge for all the pain inflicted upon him in the past. He knew gaining power would be the only way to show his hatred and have his revenge outflank served.6This is because having the power he needs, all he has to do is to order for the people responsible for his pain to either be killed or assassinated. As a aftermath of this shortfall of Machiavelli which Rawlings also exhibited, most affected Ghanaians even after the change from a military government to democratic governance still cannot find it in their hearts to forgive him for his actions. It is for this reason that the National Reconciliation Commission (NRC) was set up.In addition, Machiavellis concept makes mention of the fact that the end justifies the means. He says that if the action a leader takes brings about catastrophe in an area of specialization or nationwide despair then the action taken should not be regarded as a good one.7Combining this concept to the idea of establishing fear amongst ones followers, some Machiavellian leaders tend to modify this act by protecting the citizens by any means possible so as to be loved by them. When the A mericans annexed Iraq, the Iraqis tried to resist their forces even though they were technologically more capable and outstripped them in terms of their quantity, Saddam Hussein having inculcated a great amount of fear in and hatred for Americans in his followers. He made himself an adherent of the Machiavellian style of leadership. Also, as a result of the fear the Tunisian president drum in his people, the only way they could show they were fed up with all his activities was have someone start the protest and this was done by the unemployed and frustrated young man who felt the only way his voice could be heard was to set himself on fire. Again, this action did not just end there. Egyptians under the rule of Hosni Mubarak saw this as a platform to also voice out their values. Therefore one can say that all these people were simply quiet because of the brutal fear they had for their various leaders and were thus waiting for the right moment to retaliate.Furthermore, Machiavelli in his book wrote about a leader (the prince) being feared rather than loved by his people. Here, this situation would not work in a democratic society where the people decide how long one should be a leader but in the communist society handle China, the leader could in his own discretion decide to practice the Machiavellian style of leadership and it would work perfectly for him since he has to instill fear in his followers due to the fact that it is less likely for them to revolt against the government or protest by defying authority.8In conclusion, these Machiavellian leaders mentioned above, considering the good and enceinte sides of Machiavellis thoughts on good leadership has led them to impact their nations in a negative manner. Most of the countries like Egypt, Libya, Tunisia, among others are still in a state of unrest and this posses as a threat to the surrounding nations since there is the fear that such actions could be transferred.

The Impact Of Globalisation For Children

The Impact Of Globalisation For ChildrenIntroductionThere ar varying definitions of globalisation as it spans across a wide spectrum touch on legion(predicate) aspects of our lives. For this paper, it will focus on evaluating the inferred consequences of globalisation on children and families including poverty, economic growth, political organisations, migration and displacements, inequality, climate stir and cultural influence.The challenges faced by children and families ar onerous. some(prenominal) the implications and feats, children are most vulnerable. Their lives dep extirpate on what we do for them in this age of globalisation. They are our future and how we deal with the various components of globalisation, will affect the future.PoliticalThe UN design on the Rights of the Child (UNCRC), 1989, acts as a paramount umbrella that sets minimum standards for governments to uphold childrens rights to basic needs, healthcare, education, legal and social services in their c ountries.Currently organisations such as United Nations Childrens Fund (UNICEF), World Bank, World Health Organisation (WHO) and other Non-Governmental Organisations (NGOs) support developing countries with infrastructural and financial assistance to alleviate poverty and put forward care and education to under developing children. Organisation for Economic Co-operation and Development (OECD) support developed countries in investing into building human and social cr make to increase skills and knowledge to tackle famine. magic spell governments in developed countries take a pro-active role in promoting and establishing national frameworks in Early Childhood reproduction and Care (ECEC), these services are operated by private entrepreneurs in developing countries. Equity and accessibility becomes questionable as political alliances between countries and organisations set their own agendas marginalising resource poor countries.For instance, the World Bank, with the US as its bigge st investor, works with private corporations serving the interests of rich nations by exploiting the cheap labour and resources from the developing countries. Funds could be better used to assist in raising the standard of living and improve the lives of families and children in poor and developing countries.EconomicEconomic growth is glacial to lifting population above the basic sustenance level in developing countries. But focus on economic growth alone does not shave poverty. Save The Children, 2010, argues that without a to a greater extent(prenominal) nuanced discussion on the relationship between economic growth and poverty reduction, children will not fully gain from the emf benefits of growth.Unequal distri onlyion of wealth and benefits is hampering the banishment of poverty. Policies that favour labour intensive industries such as agriculture and small enterprises have a greater effect on poverty than growth in the financial services.Money may be flooding into the cou ntry but only to a select some stand to gain. In terms of child mortality and combating under-nutrition, countries that record moderate economic growth fare the best those with poor growth had worse go outs but surprisingly, countries with outstanding rate of growth did not fare very well (Gabriele and Schettino, 2007).Recent statistics released estimated over 40% reductions in global under-five mortality rate since 1990 (IGME, 2012). further a higher indicator of life chances for children across the globe, the continual widening income gap will cause a reversal in the current benefit of mortality rate.Policies should target specific elements of pro-poor growth strategies that promote equality, redistribution and eradication of poverty. Ultimately, it is the improvement of the quality of life for the poor that matters where children are given their rightful place in education, child growth, health and opportunities to further their future.Climate ChangeClimate revision has been identified as the biggest global health threat to children in the 21st light speed (Save the Children, 2009). The Greenhouse do largely caused by human activities are now experienced by countries throughout the world. The impact made by climate change on food security, healthcare, clean water supply and livelihoods has a pro make influence on urbanisation, migration, poverty and armed conflict.Climate change affects national healthcare budgets. Less developed countries already buffeted by the disintegration of healthcare services and radical grapple with any crippling effects of climate change affecting the economy.The sum effect put children and their families at greatest risk. Children under 5 years are most vulnerable to its consequences. Poor families could be pushed into the deeper end of their troubles bringing about long term consequences on their childrens survival.Millions of children in affected areas suffer from malnutrition and babies are born malnourished and/or wit h anomalies. For example, children from the poorest 20% of households in many developing countries have up to 5 times the mortality rate of children from the richest 20% households (DHS, 2009).Migration and DisplacementGlobally, there is an increase in economic migration driven by income disparities, exploitation, and demand for labour. Mass migration leads to growing urbanisation because it is perceived to offer more stability for people who come from agricultural and natural resource-based livelihoods.It is estimated that millions of urban-dwellers in low and warmness income countries are living in poverty with lack of access to clean water and decent sanitation (UN-Habitat, 2003). Slums and overcrowding plague many cities where poorly constructed homes and densely dwell areas pose greater risks of fires, disease outbreaks and disasters endangering many children.Millions, both poor and affluent, could be displaced by the next 40 to 50 years due to climate change. While most will move within their own countries, many will also cross external borders (UNFCCC, 2008).A research by Save the Children, 2008, found that children tend to move independently or with their parents due to war, natural disasters or to support their families. Moving alone to escape from poverty, exploitation, calamities, pursuing better educational or job opportunities can pose grave dangers for children as they face the risk of exploitation and abuse.The influx of migrants, refugees and asylum seekers to any given country threatens the local infra coordinate as it leads to competitive scrambling of health, education and shelter resources which will have serious impact on child survival.Inequality and Social InjusticeThe richest 5% people in the world receive 114 times the income of the poorest 5% population (Kirby, 2006). The globalisation trend of widening income gap is altering the structures of families, economies and society. Such persistent disparity would result in dire consequenc es for families and their children in terms of security and social stability. Compared to the poor, children and families from affluent households have better access to healthcare, education, legal and social services.Gender inequality is preponderant in most patriarchal societies. If one gender is considered more economically and socially viable than another, resources would be unequally distributed. Access to services is limited for women and girls in societies where the male gender receives preferential treatment.Globalisation is creating a ballooning underclass that is struggling due to growing income gaps and lack of job opportunities. This presents an ideal environment for international criminal syndicates who are beaming cancerous crimes that exploit and victimise women and children e.g. drug trafficking, human trafficking, illegal trade.Shift in Family StructureGlobalisation has reshaped family structures into a more diverse profile. It has altered the roles of parents, wo men, family structure, and child gentility practices.Today, the traditional role of women as caregivers can be assumed by fathers, extended families, guardians and domestic helps.As more women join the workforce, demand for early childhood services increases provided they are accessible, affordable and of quality. In most patriarchal societies, expectations of child rearing remain the mainstay of women tour work, whether formal or informal, adds to their burden.The worldwide trend in increasing divorce rates is pushing the likelihood of single parenthood (usually headed by a woman) as an alternative viable lifestyle in developed and developing countries.Cultural GlobalisationMass migration further extends the perimeters of diversity in multicultural societies. Adjustment to novel cultural framework causes transitional disequilibrium from set beliefs to new influences.Culture is transient. Throughout history, the retention, evolution or desertion of personal beliefs were outcomes of exchanges, religious conversions, conquests and colonisation. Cultural beliefs and practices affect family structure and function as well as childrens sense of identity and belonging.In many Asian and sub-Saharan societies, collective mentality is the prevalent social posture placing others before self. Child rearing is viewed as a shared responsibility within the interdependent community and such notion deters individualism. Western child rearing philosophies promotes individualism. The exposure of Western influences has not threatened the existence of indigenous cultures but its assimilation may be deemed beneficial.Media and TechnologyGlobalisation facilitates cultural imperialism where the export of movies and music, specially from the West, has widespread influence in the world. The advent of the internet extends the influence to a far wider reach exposing children to a myriad range of content which can be beneficial or baneful.Consumer technology is another effect of glo balisation. Computers and mobile phones have become an integral part of our lives especially in the affluent societies. Children today are much more conversant with technology. However, over-dependence and overuse of such devices by children could compromise their interactive and inter-personal skills development.The media coupled with technology are influential in shaping values, beliefs and lifestyle. other(a) Risk FactorsAIDS today is a worldwide problem and globalisation has played no small part in the spread of this disease. Numbers are growing in Sub-Saharan Africa, Central Asia and Eastern Europe. AIDS through heterosexual transmission is prevalent in Africa. Globalisation through geographical mobility extends the spread of the HIV. Women and children with HIV in developing countries are ostracised from the community usually without or with little medical help.Wars not only destroy lives but have detrimental effects on children. Reduced food supply contributes to the lack of nutrition for children. Healthcare becomes scarce as priorities are diverted, for example, money spent on coat of arms instead of vaccinations. Education opportunities are reduced in times of war. Children are separated from their families through death and evacuation usually leading to their abandonment.ConclusionThe effects of globalisation affecting families and children are long term and far-reaching. The many issues raised merely highlights the complexities and never-ending debate as to what measures are needed and how they can be implemented for the improvement in quality of life and proper raising of children with the provision of at least the basic necessities.On the macro level, governments and international organisations with Brobdingnagian resources at their disposal, should question their commitment to help. They can certainly do more by putting aside differences, biasness and ulterior motives. Schools, service providers, parents and caregivers should continue to fulfi l their responsibilities in making the best effort in the upbringing of children regardless of cultural bias and work demands.

Employee Involvement and Participation in Service Industry

Employee Involvement and Participation in Service IndustryINTRODUCTIONThe newspaper publisher forget argue employee interlocking and situationicipation in the armed service manuf coiffeure with reference to Canary Wharf GBK. The paper starts with the objective of the research and ends with the proof and testimonial of the research.Employee exp unitaryntiation is a truly central course to utilize the implicit experience of the employees to join on cargo and per foundance with a limited damage. This paper will discuss unlike types and precedents of employees matter and their benefit and limitations. The research start with the secondary research by means of serene theories to write the literature reviews to build the base of the research.In the literature reviews, it has let offed views of different writer on employees betrothal. The literature reviews includes types of pastime, simulations of employees troth and circumspection wear for employees engagemen tFurther, this research includes a methodology where the research dodging, appeal, info entreaty and sample of the research ar outline. Research methodology is crucial, as it is giving the researcher expressive styles to subscribe to the primary research. The research is base on a case study and the data collection methods ar interviews and a measure.In the third section the researcher, outline the finding of interviews and survey. In this research, thither be trey interviews and one survey conducted by the researcher. The participants in the interviews ar the pluckrs and the respondent in the survey atomic number 18 the employees of the giving medication.Fin on the wholey, in the last section the researcher presented analysis and conclusion of the research. In the analysis, the data collected from the research has been tested with the theories of literature. The research concludes with a brief conclusion where the result of the research has discussed.In the end, th e researcher reserves recommendation and discusses the scope, limitation, and interest issue of the research.Research objectives atomic number 18Critically analyse the importance of employee contact as outlined in the literature review that includes its importance in street corneral. assess Gourmet Burger Kitchen employee appointment strategy in the light of the research finding and theoretical literature.Discuss the benefits and limitations of Employee pastime.Benchmark the GBK potentiometerary wharf case study with early(a) restaurant.Reason for choosing this topicThe pop the question of this study is to investigate the methods of effective e churnation of the employees in a high society where the researcher is work. Employees be the most valuable assets of a company. Employee link is crucial as it fecal matter result in authority and democracy in the make-up. This whitethorn result in appendd motivation to income tax return to a greater extent(prenominal) debt instrument ( say and Gennard (2005). In this current stinting viewwhen the confidence of the employees is low, EIP target activate the employees to deliver serious customer run, which ready the sack even outtually result in improved sugar efficacy. The researcher orients to look the role of employee involvement in the hospitality industry where the employees turn e very(prenominal)place is highest. The researcher is presently working at GBK and has accessto conduct interviews and surveys. Further more, the researcher is interested in overspreading a work in India that is why the researcher has chosen this topic.PART ONE LITRETURE REVIEWDefinition of employee involvementEmployees, the strongest towboat of the geological formation atomic number 18 the most valuable asset that contributes significantly to its success and prosperity. fit in to Price (2004), the involvement of employees in the systemal operation non yet motivates them but alike enables them to contribute more effectively and efficiently. Further, he explains employee involvement as a process involving amour, communication, decision devising which leads to industrial democracy and employee motivation. Further CIPD (2009) explain employee involvement as a commitment of the employees towards the values of the organisation and willingness to assistance for each one early(a)wisewise to achieve the organisational coating. The results are non only to emergence affair satisfaction, or motivation but the increasing fareance of that organisation. In short, employee involvement is creating an environment where plenty gravel a continuous violation on decisions and actions that affect their phone lines.Employee involvement Vs betrothal Understanding and defining the conceptEmployee involvement and employee involvement are like two sides of a coin. Both are supplementary to each other and existence of one depends on the other. There is not any significant deviation mingled with the two terms. Participation is an act of communion training and the gist of involvement is the day-after-day activity of the agreement. Many writers reach contributed towards the fuck offment of this thought of employee involvement or intricacy. For example Delaney (1996) had utilize the term mesh as a voice of the employee in the decision making process and to portray different types of involvement of employee in the organizations affair. But very a couple of(prenominal) writers tried to find the inconsistency among the two concepts. Kale (1999) argues that affair is any organizational arrangement under which employees have somewhat sort of look at in some verbalism of the business which is not specific types of employee involvement.Furthermore Ang (2002) has contributed towards the ontogeny of the difference between the two terms and concluded that, Employee involvement calls for exponentiation which is all about sharing information, information , joint decision making process whereas traditional participative anxietyviews participation as a part of other organizational process. marching music ton et al. (1993) have wontd employee participation in a different context and as an umbrella term covering all forms of employee influence in the organization. Employee involvement is used to describe managerially inspired initiatives aimed at winning employee commitment, as part of the practices of industrial democracy, whose aim is to increment the rights of employees to participate in counsel decisions. This not only results in compound employee morale but also retaining the potential manpower resulting in lower attrition rate.Many writers have contributed differently and each one of them has different approach to the concept and the context. Employee involvement was and is still known and referred to by different writers under such headings as participative attention, employee participation, and worker involvement.Employe e involvement and authorityThe concept of employee involvement is incomplete without it being associated with employee empowerment. consort to Cunningham and Hyman (1999) in that location cannot be a single or simple definition of empowerment as some writers see empowerment as a recent phylogeny after adjoin employee involvement. Further Apostolouain (2000) explains that empowerment is the next step of employee involvement means where the employees have the power to go decisions. Blanchard et al. (1999) has specify its scope referring it as a means for involving team members as business partners in determining company success or calamity. The real essence of which comes from let go the knowledge, experience, and motivational power that is already in hatful but is being severely underutilized. In short it can be state that employee involvement leads to empowerment of the employees in different worry decision process.Importance of Employee involvementThe increasing competit ion and technological changes in the last 20 years have demanded high accomplishments and flexibility from the employees for the organisation. Walton (1985) stated that the highly war-ridden environment needs a different strategic approach to manage the employees. He arouse along stated that in browse to achieve that the military controls needs to be broader. The jobs structure should be made with proper planning and applyation to improve the implementation unless just to maintain it. This situation leads to formation of teams, which are accountable for the functioning. Employee involvement not only maintained the standard of the operation process but gives furiousness on continuous utility and it is reflecting the requirement of the market place. Further Marchington (2001) argues that the employee involvement come into focus in the early 90s when the employer looking for a participative way to manage the work force.Judge and Gennard (2005) further outline the other impo rtant aspect of employee involvement is the ontogenys job security of the employees by offering them priority in training and retraining. The training equipped them with the skill and knowledge that the job demands. Greater employee commitment leads a growing expectancy to better job satisfaction and cognitive operation. It is difficult for the organisation in current business scenario to improve the performance without employee commitment towards the organizations mission and objective. Employee involvement allows the employee to input their views and ideas on performance and the quality of the service. This will lead the break offment where the employees want to be part of successful organisation, which provides them a good income and probability to enhance their skills for a secure employment. Grates (2009) stated that the engaged employees significantly contributes to the success of the organisation to achieve the goal and objective. He further said that employee involvement could give competitive advantage in the market. It can dish up to reduce turnover and increase the productivity.An industrial services survey conducted in 1999 on 49 organisations experiences on employee involvement over the period of 1991-1999 has reported that more then 33% quite a little consider that it enhanced employee commitment and motivation. The same number of hoi polloi believes that it is sincerely help to improve the relationship between the employee and the employer. Approximately 60% people said that the quality of the product and the services has improved. More then 50% believe that their job satisfaction had increased and the organisational put on has increased.Importance of employee involvement in recessionThe humans has seen its worst recession since 1930s and most of the world economies are fighting against it. The economic crisis forces the employers to introduce cost-cutting measure and one of them is redundancies. consort to an article HR focus (2009) most of companies in the world complete the mark offs of employees. Now the big question is how this organisation can use the most of the remaining employees. The other important question is how the company survive and can increase their performance in this difficult time. One of the measures that the organisation uses to give confidence to their employees is greater emphasis on employee involvement and participation scheme. agree to Frauenheim (2009) the importance of employee involvement is more crucial in this difficult environment of economic trouble. As it is revels by more experts that worker commitment is more important then before as the confidence of the employees are badly hit by the lay offs. Haters stated that its the employees help that improving the situation during this economic turmoil as employee involvement can give the sense of value to the employees and can increase the job security. Juile Gebauer managing airor of Towers Perrin believe that the company mu stinessiness give more attention to employee involvement to survive and performing good in recession as his organization found there is send off link between performance and involvement.Low employee satisfaction or confidence may results poor customer services and in recession where customers are very reluctant to spend, companies can not afford bad customer service. In this difficult time companies have to be more efficient to force more customers to surviveand customer service isof the tool to do that. It is found that EIP can increase employee satisfaction which can lead better performanceTypes of employee involvementEmployee involvement practices/ approachesAccording to Ang (2002) the idea of employee involvement is still developing although there is large amount of research done in the last decade still there is not any developed ways to use employee involvement as a management approach. The management approach depends how the employer wants to involve their employee in diff erent operation. According to Lawler et al (1998) the most important factor of employee involvement approaches is how it can represent comprehensively in the process of problem solving, sharing information, pay backs for performance and developing knowledge and ideas. He further says that in inn to implement these practices the organization needs a particular employee involvement program.Traditional versus current perspectiveThere is a significant difference between the current and the traditional way of employee involvement and participation. According to Gary and Sisson (1994) the traditional way is mostly confirming participation and limited direct participation. Further indirect participation includes trade union and work council and direct participation was limited to improve the quality of the work to counter turnover and absenteeism. He further explains that current employee participation is more direct as it concern with improve the performance of the organization that c an be linked with the objective of the organization like customer satisfaction. The types of jobs in the current environment is changing as more and more company recruiting part time employees and they need to adopt different strategy to involve them in the process.Representative participationAccording to Apostolou (2000) one of the main ways to achieve representative participation is joint consultation where employees pick out representative to discuss with the management on various issues which concern them. These processes give the employees an opportunity to influence the proposal before it is finally made. Further Judge and Generd (2004) explain that, joint consolation involves quest acceptable solutions to problem finished and through a genuine exchange of views and information .Employee communication is concerned with the interchange of information and ideas indoors an organization.Direct, indirect and financial participationIn 1999 Oosthuizen and du Toit classify the emp loyee involvement and participation practice as direct, indirect and financial. Direct participation is the communication between the management and the employees regarding different function of the organization like decision making process to problem solving. Whereas in indirect participation the employees are involve through their representatives who are elected leaders. monetary participation is the economic participation of the employees in the success or failure of the organization through portion possessorship, profit sharing scheme.Marchington et al (1992) talk of direct and indirect employee participation practices the direct participation consist of downward communication from management to employees which includes team briefing, workplace wide meeting ,staff newsletters and cascading of information down via the management chain. downwards Communication from Managers to EmployeesAccording to Marchington et al (1992) the downward involvement technique is used to inform em ployees of management plans. The management can use different ways to do that. Regular and continuous distribution of the company reports, journal, company publication and videos are the effective way to inform employees about the development of the company. Team briefing and standard team meeting is another ways for the top management to aware the employees about the organization news and development.Upward involvementMarchington et al (1992) explain the other way of direct communication which are upward problem solving communication practices and that includes prompting schemes, employee attitude surveys, and employee groups established to knead specific problems or discuss aspect of performance or quality and suggestion scheme. Further Taily et al (2003) outline the importance of employees attitude survey and it can be done through questionnaire to a sample of employees to find out their views about different factors of the work. He further explain that conventional processes like suggestion scheme can be put forward to find out employees presupposeing on different issues like quality improvement to enhance performance.Financial participationFinancial participation is one of the best direct and tangible forms of employee involvement. The financial participation allows the employee to be a part of the financial success and failure of the organization. This will sanction the employees to ground greater commitment and encourage them to take extra responsibility.Further, it is argued that a financial stake gives employees increased enthusiasm for the success of the organization. In its most developed form employee share ownership means that employees become significant shareholders in the business or even their own employer (Judge and Gennard, 2005).Financial employee involvement scheme can be carried out in three ways and that is profit sharing, profit related pay and share ownership. lettuce sharingAccording to Judge al (2004) profit sharing methods ca n help to build a motivated and committed workforce. Further Taily et al (2004) explains that these schemes encourage employees to work as a team instead then individual as the rewards for working together is more then working individually. Profit sharing scheme master that employees benefit from an organization that inducts profits.Profit related payTaily et al (2003) explains that profit related pay scheme where employer rewards the employees for their contribution to the business. Further he outlines that it works where a group of people get pay to the profit of the business for their work. This kind of scheme generally found in the sales business where there is subvention for achieving the target. This scheme can increase the motivation and commitment of the employees.Share ownershipJudge et al (2004) stated that latest way of financial participation of the employees is share ownership where the employees are owner of some part of the company through share. It means that the y have shareholders right. Further Apostolou (2000) stated that it produces interest among the employees about the company matters. In UK one of 5 employees have share ownership in their company .This kind of schemes seeks long term commitment from the employees and its take the employee involvement in a new stage where employees are promoting to some part of the ownership of the company. Owing share makes the employees more motivated and committed as the loss or the profit directly have an tint on them.Task based participationTask based participation is mainly to the job and an integral part of day-to-day life. It is all about perform the task in the same take or higher level, which can be managers or supervisor.Team working and self-importance managementTeamwork one of the important ways of employee involvement described by Pfeiffers (1998) as it is one of the seven key HRM practise. It allows employees to take extra responsibility for the task, without direct supervision, to ha ve discretion over work method and time, to multi skill and to recruit team members. Managerial control is at it most subversive and effective when employees take on responsibility for ally surveillance (Marchington and Wilkinson (1998Benefit of Team workingTeam meeting benefit both the employer and the employees. Through introducing team working the employer can improve productivity, customer service, cost cutting. In addition the employers can stretch out the ideas and be competitive in the market by improving the performance. Further its increase the employees motivation to extra responsibility and care for the organization. Team working is benefited for the employees as well as the outcome of team working are greater job satisfaction and motivation.Service industry characteristics and customer driven attitude or orientation is suits team working (Wilkinson et al 1998).Cully et al (1999) claim that team working participation is used in two third of the British industries.In ord er to introduce team working the organization needs skillful management and resources.Employee Involvement Model mental fetchsFirst used in 1960s the psychological turn off became very popular following the development in the world economy like globalization and economic crisis in 1990s.It is described as mutual agreements without any written start out between the employee and the employer. As it is not a written mash these obligations are informal and imprecise and are made in the requirement process or in the performance appraisal. Some obligation is seen as a squall whereas others are term as an expectation. The important part of that is the belief by the employees to be part of good relationship with the employer (CIPD, 2009).The difference between the legal cut and psychological contract can be easily distinguished. Legal contract is a paper sign contract between the employee and the employer which represent the limited universe of the employment. The nature and importa nce of that can be found in an employment tribunal. On the other hand Psychological contract is more influential than the formal contract as it is affecting the employee conduct. This contract helps the employee to encounter the requirement to represent their side and bargain and what they can expect from the job. The contract is based on mutual trust and understanding and cant be enforceable as it is not a legal one (CIPD2009).Professor David lymph gland (2002) of Kings College London outlines the importance of psychological contracts and what it can offer to the employee and the employer. The model suggests that the importance of employer to adopt people management as it is directly influence the psychological contract .The contract is based on mutual trust and fairness of the employee and the belief that the employer is respecting the deal between them. Further he explains that positive psychological contract increase employee commitment and satisfaction which results increase performance.Limitation of psychological contractThe main problem with Psychological contract arises when it is broken by management by not delivering the promises. This can leads to low job satisfaction, low morale and dispute between the employee and management. The employees are contact cheated if the promise like rewards, training is not fulfilled or negative feedback from the managers about the work. some other limitation could be emerging when the company merges or restructure and the employees concerns are not listened to, this can raise dissatisfaction among the employees.What Psychological contract is important?The nature of the jobs changed dramatically in the last 20 years and there are more temporary and part time jobs available and the people do not have a permanent future in that company, they need to build a relationship with the management to secure their future. The cost of labor is increasing and most of the organization wants to work more with less employees make s the jobs more hectic stressful. Human resources are becoming more critical to get competitive advantage by their tacit and explicit knowledge. Team work culture is increasing. Finally positive psychological can result in high efficiency. sullen box modelPeople, performance linkIn order to understand the importance or significance of employee involvement and participation it is really important to understand the people and performance link. A research team lead by Professor John Purcell (2003) at Bath University carried out an investigation on people and performance link called as black box model. In that they have carried out interviews in 18 organizations which lasted over three years. In the interview with the managers the aim is to collect the information regarding their attitudes, level commitment, views about the job, team and reporting relationship. There information had been investigating in depth the relationships between practice and performance to develop understanding o f the nature and chemical mechanism of the relationship. After analyzing the data the team develops the people and performance model famously called as black box model. These models found that the people management creates the building blocks of performance and that are ability, motivation and opportunity.As in the figure shows Purcell make four pillars to describe the people performance link. The first pillar is the human resources the second is the AMO factors which is with the help of the line management in pillar three can result in employee commitment, job satisfaction and motivation which can finally lead to discretional mien. Further he explains that ability is the willing to learn new skill and apply and recognized, motivation assume that the use of ability in an effective way and finally opportunity assume the involvement of the employees in different operation like problem solving and the decision making process.These factors like ability, motivation and opportunity are very important as they are directly related to job satisfaction and commitment of the employees. It will encourage the employee to exhibit discretionary behavior which means the way doing the job like in speed, care and innovation. These activities are the heart of the employment relationship as it is very difficult for the employer to monitor all the activities in an organization. This behavior makes the performance of the organization to a next level with greater job satisfaction and better performance. (CIPD, 2009). share of line managersAccording to Judge and Gennard (2005) the main reason of the failure of employees involvement is the attitude of the middle and lower management. The middle and lower management fail to reward the scheme as they think they will lose power to control employees Further a research done by CIPD the role of line managers are the most important to implement the employee involvement and practice. Line managers are constantly in the communication with the employees. The line managers are the best person in explaining the diversity in both job satisfaction and discretionary behavior as it one of the most important factors in order to developing commitment in the organization .The managers can encages employees towards their jobs and make them responsible for their jobs. The line managers can evaluate the performance through performance appraisal and motivates them by introducing more bonuses for better performance (CIPD, 2009).Organization cultureAccording to CIPD (2009) it is found that the practice and performance is highly influenced by the organization environment. The practice performance link depends on the origination goal mission statement which must influence by the values the organizations stands for. And want to achieve in the future. The goal or the mission is very important for employee commitment. The goals or the mission should be spread throughout the organization to embed that in the policies of the organization. These values encourage employees to achieve new height in their jobs. This will motivate them as they are feeling valued and that eventually result in better performance.Comparison between Psychological contract and black box modelBlack box model is a medium for creating the atmosphere that reinforces psychological contract through the power of line managers. While psychological contract is a state of mind that already exists between the management and the employees.Implementation of employee involvement schemesDifferent organization operates differently so it is very important to understand that the schemes good for one organization may be not appropriate for the other one. There are few factors that are really important in order to successfully implement the schemes. The factors are good employee relations, the organization culture and the top management support, monitoring and reviewing and resources.Good employee relationJudge and Gennard (2005) explains that good employee rela tion is the grassroots need in order to implement employee involvement scheme as it is very important to motivate the employees and the management to take part in the process. The management and the employees must be open in their attitude and behavior. The scheme cant be successful in a case of dispute between them. Employee involvement can gain and develop in the background of trust and motivation among the management and the employees.Commitment by the top managementThe most importance factor regarding the success of employee involvement is the support of the top management. It is the top management who can encourage employee involvement and participation. According to Lawler et al (1995) it is essential, as employee involvement needs the management support to develop and reflect implementation without any obstacle. It is the management responsibility to introduce EI through suggestion programs and problem solving teams. The management can give more training to the employees to increase their skills and when they believe that the employees are knowledgeable and more skilled they can involve them in different organization function through EIP. This can leads to introduce reward and recognition for better performance to encourage employee involvement.Further Judge et al (2005) explain that the management must be charge the momentum after the door of the scheme. This will develop trust and motivation among the employees and the employees feel the seriousness of the management about the scheme. Any inconstant management behavior in the workforce involvement can put the scheme in trouble as the employees will de motivates and questioning the management commitment about the scheme.According to Apostolou(2000) there are four important actions the management needs to take to run the scheme successfully and those are trust the employees and give them more responsibility, eer updating the training programme to train the employees about the recent change in the b usiness and technology the third action is effective communication and unfaltering feedback of the work. This is the most crucial one as its shows the management seriousness about the scheme and that can motivate the workforce. Finally introducing of rewards and recognition for good work really helps to increase the commitment of the employees. dispatch flow of information is another important aspect of employee involvement. The management must provide information about the company through different sources to their employees .But the management should be careful to provide too much or too little information as it may create wateriness among the employees.The role of leader is even more crucial in the time of recession and economic turmoil where the environment is not conducive for employee involvement because of lay offs. According to Day(2009) the roles of leader is more important then before as it is not possible for them to maintain the same employee involvement scheme if the company is not getting profit. The leadership should be aware the workforce the reason behind the lay off and must use the most remaining talent. The leadership must regain the confidence of the employee by regular informing about the company progress and make them understand about the difficult time. By giving more seriousness on employee involvement the management can help the organizatEmployee Involvement and Participation in Service IndustryEmployee Involvement and Participation in Service IndustryINTRODUCTIONThe paper will discuss employee involvement and participation in the service industry with reference to Canary Wharf GBK. The paper starts with the objective of the research and ends with the conclusion and recommendation of the research.Employee involvement is a very important programme to utilize the tacit knowledge of the employees to increase commitment and performance with a limited cost. This paper will discuss different types and models of employees involvement and t heir benefit and limitations. The research start with the secondary research through collected theories to write the literature reviews to build the base of the research.In the literature reviews, it has explained views of different writer on employees involvement. The literature reviews includes types of involvement, models of employees involvement and management support for employees involvementFurther, this research includes a methodology where the research strategy, approach, data collection and sample of the research are outline. Research methodology is crucial, as it is giving the researcher ways to conduct the primary research. The research is base on a case study and the data collection methods are interviews and a survey.In the third section the researcher, outline the finding of interviews and survey. In this research, there are three interviews and one survey conducted by the researcher. The participants in the interviews are the managers and the respondent in the survey are the employees of the organisation.Finally, in the last section the researcher presented analysis and conclusion of the research. In the analysis, the data collected from the research has been tested with the theories of literature. The research concludes with a brief conclusion where the result of the research has discussed.In the end, the researcher gives recommendation and discusses the scope, limitation, and interesting issue of the research.Research objectives areCritically analyse the importance of employee involvement as outlined in the literature review that includes its importance in recession.Evaluate Gourmet Burger Kitchen employee involvement strategy in the light of the research finding and theoretical literature.Discuss the benefits and limitations of Employee involvement.Benchmark the GBK canary wharf case study with other restaurant.Reason for choosing this topicThe purpose of this study is to investigate the methods of effective involvement of the employees in a company where the researcher is working. Employees are the most valuable assets of a company. Employee involvement is important as it can result in empowerment and democracy in the organisation. This may result in increased motivation to take more responsibility (Judge and Gennard (2005). In this current economic situationwhen the confidence of the employees is low, EIP can motivate the employees to deliver good customer services, which can eventually result in improved profitability. The researcher aims to explore the role of employee involvement in the hospitality industry where the employees turn over is highest. The researcher is presently working at GBK and has accessto conduct interviews and surveys. Furthermore, the researcher is interested in opening a business in India that is why the researcher has chosen this topic.PART ONE LITRETURE REVIEWDefinition of employee involvementEmployees, the strongest pillar of the organization are the most valuable asset that contributes sig nificantly to its success and prosperity. According to Price (2004), the involvement of employees in the organizational operation not only motivates them but also enables them to contribute more effectively and efficiently. Further, he explains employee involvement as a process involving participation, communication, decision making which leads to industrial democracy and employee motivation. Further CIPD (2009) explain employee involvement as a commitment of the employees towards the values of the organisation and willingness to help each other to achieve the organisational goal. The results are not only to increase job satisfaction, or motivation but the increasing performance of that organisation. In short, employee involvement is creating an environment where people have a continuous impact on decisions and actions that affect their jobs.Employee involvement Vs participation Understanding and defining the conceptEmployee involvement and employee participation are like two sides of a coin. Both are supplementary to each other and existence of one depends on the other. There is not any significant difference between the two terms. Participation is an act of sharing information and the meaning of involvement is the day-to-day activity of the organization. Many writers have contributed towards the development of this thought of employee involvement or participation. For example Delaney (1996) had used the term participation as a voice of the employee in the decision making process and to describe different types of involvement of employee in the organizations affair. But very few writers tried to find the difference between the two concepts. Kale (1999) argues that participation is any organizational arrangement under which employees have some sort of share in some aspect of the business which is not specific types of employee involvement.Furthermore Ang (2002) has contributed towards the development of the difference between the two terms and concluded that, Employee involvement calls for participation which is all about sharing information, training, mutual decision making process whereas traditional participative managementviews participation as a part of other organizational process. Marching ton et al. (1993) have used employee participation in a different context and as an umbrella term covering all forms of employee influence in the organization. Employee involvement is used to describe managerially inspired initiatives aimed at winning employee commitment, as part of the practices of industrial democracy, whose aim is to increase the rights of employees to participate in management decisions. This not only results in enhanced employee morale but also retaining the potential manpower resulting in lower attrition rate.Many writers have contributed differently and each one of them has different approach to the concept and the context. Employee involvement was and is still known and referred to by different writers under such heading s as participative management, employee participation, and worker involvement.Employee involvement and empowermentThe concept of employee involvement is incomplete without it being associated with employee empowerment. According to Cunningham and Hyman (1999) there cannot be a single or simple definition of empowerment as some writers see empowerment as a recent development after increase employee involvement. Further Apostolouain (2000) explains that empowerment is the next step of employee involvement means where the employees have the power to take decisions. Blanchard et al. (1999) has defined its scope referring it as a means for involving team members as business partners in determining company success or failure. The real essence of which comes from releasing the knowledge, experience, and motivational power that is already in people but is being severely underutilized. In short it can be said that employee involvement leads to empowerment of the employees in different manage ment decision process.Importance of Employee involvementThe increasing competition and technological changes in the last 20 years have demanded higher skills and flexibility from the employees for the organisation. Walton (1985) stated that the highly competitive environment needs a different strategic approach to manage the employees. He further stated that in order to achieve that the jobs needs to be broader. The jobs structure should be made with proper planning and implementation to improve the performance unless just to maintain it. This situation leads to formation of teams, which are accountable for the performance. Employee involvement not only maintained the standard of the operation process but gives emphasis on continuous improvement and it is reflecting the requirement of the market place. Further Marchington (2001) argues that the employee involvement come into focus in the early 90s when the employer looking for a participative way to manage the work force.Judge and G ennard (2005) further outline the other important aspect of employee involvement is the increases job security of the employees by offering them priority in training and retraining. The training equipped them with the skill and knowledge that the job demands. Greater employee commitment leads a growing expectancy to better job satisfaction and performance. It is difficult for the organisation in current business scenario to improve the performance without employee commitment towards the organizations mission and objective. Employee involvement allows the employee to input their views and ideas on performance and the quality of the service. This will lead the development where the employees want to be part of successful organisation, which provides them a good income and opportunity to enhance their skills for a secure employment. Grates (2009) stated that the engaged employees significantly contributes to the success of the organisation to achieve the goal and objective. He further said that employee involvement could give competitive advantage in the market. It can help to reduce turnover and increase the productivity.An industrial services survey conducted in 1999 on 49 organisations experiences on employee involvement over the period of 1991-1999 has reported that more then 33% people believe that it enhanced employee commitment and motivation. The same number of people believes that it is really help to improve the relationship between the employee and the employer. Approximately 60% people said that the quality of the product and the services has improved. More then 50% believe that their job satisfaction had increased and the organisational profit has increased.Importance of employee involvement in recessionThe world has seen its worst recession since 1930s and most of the world economies are fighting against it. The economic crisis forces the employers to introduce cost-cutting measure and one of them is redundancies. According to an article HR focus (2 009) most of companies in the world complete the lay offs of employees. Now the big question is how this organisation can use the most of the remaining employees. The other important question is how the company survive and can increase their performance in this difficult time. One of the measures that the organisation uses to give confidence to their employees is greater emphasis on employee involvement and participation scheme. According to Frauenheim (2009) the importance of employee involvement is more crucial in this difficult environment of economic trouble. As it is revels by many experts that worker commitment is more important then before as the confidence of the employees are badly hit by the lay offs. Haters stated that its the employees help that improving the situation during this economic turmoil as employee involvement can give the sense of value to the employees and can increase the job security. Juile Gebauer managing director of Towers Perrin believe that the compan y must give more attention to employee involvement to survive and performing good in recession as his organization found there is direct link between performance and involvement.Low employee satisfaction or confidence may results poor customer services and in recession where customers are very reluctant to spend, companies can not afford bad customer service. In this difficult time companies have to be more efficient to attract more customers to surviveand customer service isof the tool to do that. It is found that EIP can increase employee satisfaction which can lead better performanceTypes of employee involvementEmployee involvement practices/ approachesAccording to Ang (2002) the idea of employee involvement is still developing although there is large amount of research done in the last decade still there is not any developed ways to use employee involvement as a management approach. The management approach depends how the employer wants to involve their employee in different ope ration. According to Lawler et al (1998) the most important factor of employee involvement approaches is how it can represent comprehensively in the process of problem solving, sharing information, rewards for performance and developing knowledge and ideas. He further says that in order to implement these practices the organization needs a particular employee involvement program.Traditional versus current perspectiveThere is a significant difference between the current and the traditional way of employee involvement and participation. According to Gary and Sisson (1994) the traditional way is mostly indirect participation and limited direct participation. Further indirect participation includes trade union and work council and direct participation was limited to improve the quality of the work to counter turnover and absenteeism. He further explains that current employee participation is more direct as it concern with improve the performance of the organization that can be linked wi th the objective of the organization like customer satisfaction. The types of jobs in the current environment is changing as more and more company recruiting part time employees and they need to adopt different strategy to involve them in the process.Representative participationAccording to Apostolou (2000) one of the main ways to achieve representative participation is joint consultation where employees elected representative to discuss with the management on various issues which concern them. These processes give the employees an opportunity to influence the proposal before it is finally made. Further Judge and Generd (2004) explain that, joint consolation involves seeking acceptable solutions to problem through a genuine exchange of views and information .Employee communication is concerned with the interchange of information and ideas within an organization.Direct, indirect and financial participationIn 1999 Oosthuizen and du Toit classify the employee involvement and participat ion practice as direct, indirect and financial. Direct participation is the communication between the management and the employees regarding different function of the organization like decision making process to problem solving. Whereas in indirect participation the employees are involve through their representatives who are elected leaders. Financial participation is the economic participation of the employees in the success or failure of the organization through share ownership, profit sharing scheme.Marchington et al (1992) talk of direct and indirect employee participation practices the direct participation consist of downward communication from management to employees which includes team briefing, workplace wide meeting ,staff newsletters and cascading of information down via the management chain.Downward Communication from Managers to EmployeesAccording to Marchington et al (1992) the downward involvement technique is used to inform employees of management plans. The managemen t can use different ways to do that. Regular and continuous distribution of the company reports, journal, company publication and videos are the effective way to inform employees about the development of the company. Team briefing and regular team meeting is another ways for the top management to aware the employees about the organization news and development.Upward involvementMarchington et al (1992) explain the other way of direct communication which are upward problem solving communication practices and that includes suggestion schemes, employee attitude surveys, and employee groups established to solve specific problems or discuss aspect of performance or quality and suggestion scheme. Further Taily et al (2003) outline the importance of employees attitude survey and it can be done through questionnaire to a sample of employees to find out their views about different factors of the work. He further explain that formal processes like suggestion scheme can be put forward to find o ut employees thinking on different issues like quality improvement to enhance performance.Financial participationFinancial participation is one of the best direct and tangible forms of employee involvement. The financial participation allows the employee to be a part of the financial success and failure of the organization. This will encourage the employees to show greater commitment and encourage them to take extra responsibility.Further, it is argued that a financial stake gives employees increased enthusiasm for the success of the organization. In its most developed form employee share ownership means that employees become significant shareholders in the business or even their own employer (Judge and Gennard, 2005).Financial employee involvement scheme can be carried out in three ways and that is profit sharing, profit related pay and share ownership.Profit sharingAccording to Judge al (2004) profit sharing methods can help to build a motivated and committed workforce. Further Ta ily et al (2004) explains that these schemes encourage employees to work as a team rather then individual as the rewards for working together is more then working individually. Profit sharing scheme ensure that employees benefit from an organization that makes profits.Profit related payTaily et al (2003) explains that profit related pay scheme where employer rewards the employees for their contribution to the business. Further he outlines that it works where a group of people get pay to the profit of the business for their work. This kind of scheme generally found in the sales business where there is bonus for achieving the target. This scheme can increase the motivation and commitment of the employees.Share ownershipJudge et al (2004) stated that latest way of financial participation of the employees is share ownership where the employees are owner of some part of the company through share. It means that they have shareholders right. Further Apostolou (2000) stated that it produces interest among the employees about the company matters. In UK one of 5 employees have share ownership in their company .This kind of schemes seeks long term commitment from the employees and its take the employee involvement in a new stage where employees are promoting to some part of the ownership of the company. Owing share makes the employees more motivated and committed as the loss or the profit directly have an impact on them.Task based participationTask based participation is mainly to the job and an integral part of day-to-day life. It is all about perform the task in the same level or higher level, which can be managers or supervisor.Team working and self managementTeamwork one of the important ways of employee involvement described by Pfeiffers (1998) as it is one of the seven key HRM practise. It allows employees to take extra responsibility for the task, without direct supervision, to have discretion over work method and time, to multi skill and to recruit team members. Managerial control is at it most subversive and effective when employees take on responsibility for peer surveillance (Marchington and Wilkinson (1998Benefit of Team workingTeam meeting benefit both the employer and the employees. Through introducing team working the employer can improve productivity, customer service, cost cutting. In addition the employers can spread the ideas and be competitive in the market by improving the performance. Further its increase the employees motivation to extra responsibility and care for the organization. Team working is benefited for the employees as well as the outcome of team working are greater job satisfaction and motivation.Service industry characteristics and customer driven attitude or orientation is suits team working (Wilkinson et al 1998).Cully et al (1999) claim that team working participation is used in two third of the British industries.In order to introduce team working the organization needs skillful management and resources.Employ ee Involvement ModelPsychological contractsFirst used in 1960s the psychological contract became very popular following the development in the world economy like globalization and economic crisis in 1990s.It is described as mutual obligations without any written contract between the employee and the employer. As it is not a written contract these obligations are informal and imprecise and are made in the requirement process or in the performance appraisal. Some obligation is seen as a promise whereas others are term as an expectation. The important part of that is the belief by the employees to be part of good relationship with the employer (CIPD, 2009).The difference between the legal contract and psychological contract can be easily distinguished. Legal contract is a paper sign contract between the employee and the employer which represent the limited reality of the employment. The nature and importance of that can be found in an employment tribunal. On the other hand Psychologica l contract is more influential than the formal contract as it is affecting the employee behavior. This contract helps the employee to understand the requirement to represent their side and bargain and what they can expect from the job. The contract is based on mutual trust and understanding and cant be enforceable as it is not a legal one (CIPD2009).Professor David Guest (2002) of Kings College London outlines the importance of psychological contracts and what it can offer to the employee and the employer. The model suggests that the importance of employer to adopt people management as it is directly influence the psychological contract .The contract is based on mutual trust and fairness of the employee and the belief that the employer is respecting the deal between them. Further he explains that positive psychological contract increase employee commitment and satisfaction which results increase performance.Limitation of psychological contractThe main problem with Psychological cont ract arises when it is broken by management by not delivering the promises. This can leads to low job satisfaction, low morale and dispute between the employee and management. The employees are feeling cheated if the promise like rewards, training is not fulfilled or negative feedback from the managers about the work. Another limitation could be emerging when the company merges or restructure and the employees concerns are not listened to, this can raise dissatisfaction among the employees.What Psychological contract is important?The nature of the jobs changed dramatically in the last 20 years and there are more temporary and part time jobs available and the people do not have a permanent future in that company, they need to build a relationship with the management to secure their future. The cost of labor is increasing and most of the organization wants to work more with less employees makes the jobs more hectic stressful. Human resources are becoming more critical to get competiti ve advantage by their tacit and explicit knowledge. Team work culture is increasing. Finally positive psychological can result in high efficiency.Black box modelPeople, Performance linkIn order to understand the importance or significance of employee involvement and participation it is really important to understand the people and performance link. A research team lead by Professor John Purcell (2003) at Bath University carried out an investigation on people and performance link called as black box model. In that they have carried out interviews in 18 organizations which lasted over three years. In the interview with the managers the aim is to collect the information regarding their attitudes, level commitment, views about the job, team and reporting relationship. There information had been investigating in depth the relationships between practice and performance to develop understanding of the nature and mechanics of the relationship. After analyzing the data the team develops the people and performance model famously called as black box model. These models found that the people management creates the building blocks of performance and that are ability, motivation and opportunity.As in the figure shows Purcell make four pillars to describe the people performance link. The first pillar is the human resources the second is the AMO factors which is with the help of the line management in pillar three can result in employee commitment, job satisfaction and motivation which can finally lead to discretionary behavior. Further he explains that ability is the willing to learn new skill and apply and recognized, motivation assume that the use of ability in an effective way and finally opportunity assume the involvement of the employees in different operation like problem solving and the decision making process.These factors like ability, motivation and opportunity are very important as they are directly related to job satisfaction and commitment of the employees. It w ill encourage the employee to exhibit discretionary behavior which means the way doing the job like in speed, care and innovation. These activities are the heart of the employment relationship as it is very difficult for the employer to monitor all the activities in an organization. This behavior makes the performance of the organization to a next level with greater job satisfaction and better performance. (CIPD, 2009).Role of line managersAccording to Judge and Gennard (2005) the main reason of the failure of employees involvement is the attitude of the middle and lower management. The middle and lower management fail to support the scheme as they think they will lose power to control employees Further a research done by CIPD the role of line managers are the most important to implement the employee involvement and practice. Line managers are constantly in the communication with the employees. The line managers are the best person in explaining the variation in both job satisfactio n and discretionary behavior as it one of the most important factors in order to developing commitment in the organization .The managers can encages employees towards their jobs and make them responsible for their jobs. The line managers can evaluate the performance through performance appraisal and motivates them by introducing more bonuses for better performance (CIPD, 2009).Organization cultureAccording to CIPD (2009) it is found that the practice and performance is highly influenced by the organization environment. The practice performance link depends on the origination goal mission statement which must influence by the values the organizations stands for. And want to achieve in the future. The goal or the mission is very important for employee commitment. The goals or the mission should be spread throughout the organization to embed that in the policies of the organization. These values encourage employees to achieve new height in their jobs. This will motivate them as they ar e feeling valued and that eventually result in better performance.Comparison between Psychological contract and black box modelBlack box model is a medium for creating the atmosphere that reinforces psychological contract through the power of line managers. While psychological contract is a state of mind that already exists between the management and the employees.Implementation of employee involvement schemesDifferent organization operates differently so it is very important to understand that the schemes good for one organization may be not appropriate for the other one. There are few factors that are really important in order to successfully implement the schemes. The factors are good employee relations, the organization culture and the top management support, monitoring and reviewing and resources.Good employee relationJudge and Gennard (2005) explains that good employee relation is the basic need in order to implement employee involvement scheme as it is very important to motiv ate the employees and the management to take part in the process. The management and the employees must be open in their attitude and behavior. The scheme cant be successful in a case of dispute between them. Employee involvement can gain and develop in the background of trust and motivation among the management and the employees.Commitment by the top managementThe most importance factor regarding the success of employee involvement is the support of the top management. It is the top management who can encourage employee involvement and participation. According to Lawler et al (1995) it is essential, as employee involvement needs the management support to develop and smooth implementation without any obstacle. It is the management responsibility to introduce EI through suggestion programs and problem solving teams. The management can give more training to the employees to increase their skills and when they believe that the employees are knowledgeable and more skilled they can invol ve them in different organization function through EIP. This can leads to introduce reward and recognition for better performance to encourage employee involvement.Further Judge et al (2005) explain that the management must be keeping the momentum after the introduction of the scheme. This will develop trust and motivation among the employees and the employees feel the seriousness of the management about the scheme. Any inconstant management behavior in the workforce involvement can put the scheme in trouble as the employees will de motivates and questioning the management commitment about the scheme.According to Apostolou(2000) there are four important actions the management needs to take to run the scheme successfully and those are trust the employees and give them more responsibility, always updating the training programme to train the employees about the recent change in the business and technology the third action is effective communication and regular feedback of the work. Thi s is the most crucial one as its shows the management seriousness about the scheme and that can motivate the workforce. Finally introducing of rewards and recognition for good work really helps to increase the commitment of the employees.Free flow of information is another important aspect of employee involvement. The management must provide information about the company through different sources to their employees .But the management should be careful to provide too much or too little information as it may create confusion among the employees.The role of leader is even more crucial in the time of recession and economic turmoil where the environment is not conducive for employee involvement because of lay offs. According to Day(2009) the roles of leader is more important then before as it is not possible for them to maintain the same employee involvement scheme if the company is not getting profit. The leadership should be aware the workforce the reason behind the lay off and must u se the most remaining talent. The leadership must regain the confidence of the employee by regular informing about the company progress and make them understand about the difficult time. By giving more seriousness on employee involvement the management can help the organizat

Essay --

Taylor and AJ, both now twenty years old, have known each other since they were in first grade. They spent the majority of their time during high school in a relationship with each other. In December of 2013, a year and a half out of high school, they were planning to get married until a surprise deployment was sending AJ to Afghanistan. Because time no longer allowed for a December wedding, they chose to dupe their vows just daylights before he was sent overseas. The couple made this life-long decision together, so upon AJs return from deployment, he would be able to go deep at an apartment that Taylor has already made a home for them. Taylor has gotten a fair amount of negative feedback about her marrying a military man at a young age from individuals who know her directly or indirectly. When asked how she feels about those comments and how, if at all, they affect her, she tells me that they have no effect on her at all. She explains that she understands that she is at a differe nt level of her life than many people at her age and she just hopes that those people who are aiming negativity toward her get to one day experience the felicity that she has received from her relationship and marriage. Taylor is nothing but over joyed and happy with how her life has developed into one that she is able to share with her best supporter until death do they part.Despite some of the negative comments that Taylor has experienced, the amount of support she receives from her family and other military wives and girlfriends is tremendous. She reveals to me that her mother has raised her alone and that she has been one of the most adjunct people in this experience. The decisions she has made along the way to marry AJ was not revealed to have any negat... ... of our foreign affairs. It has been shown that families of service men or women begin to turn a loss more than in the past (Lamanna & Riedmann, 2012, p. 58). The fact that Taylor does not foresee any damages caused wi th her husbands military career results in concern for her and her familys future.The interview performed with Taylor has allowed another to see the success that young marriages and military relationships can have. Although not all relationships work out this way, it is very refreshing to see the happiness that has been brought to Taylor and AJs life. It was expressed that it is very difficult for Taylor to be away from AJ, but its all worth it because of love. One may believe that love is not always enough, but for this couple it is. They deserve all the support in the world for being so willing to be together at such(prenominal) a difficult time for our society.

Smallpox Blankets during the French Indian War :: Smallpox Disease

A different perspective on a smallpox epidemic during the French and Indian War appears in Andrew J. Blackbirds storey of the Ottawa and Chippewa Indians of Michigan. Blackbird, Chief Mack-e-te-be-nessy, was a member of a dis assguished Ottawa family from the northwest shore of the Michigan lower peninsula. He wrote his History late in life, after a long career in education, politics, and public service. Blackbirds book, like many similar autoethnographic texts, is a combination of autobiography, history, ethnography, and polemic. He opens with a conventional indite to inaccuracy in current histories. In the course of correcting the record he relates the story, preserved by elders of his nation, of a smallpox epidemic during the height of the French and Indian War, nearly 1757. Blackbirds story is unique because of the unusual disease vector. It was a notable fact that by this time 1763 the Ottawas were greatly reduced in numbers from what they were in designer ti mes, on account of the small-pox which they brought from Montreal during the French war with Great Britain. This small pox was sold to them shut up in a tin box, with the strict requirement not to open the box on their elan homeward, but only when they should reach their country and that this box contained something that would do them great good, and their populate The foolish people believed really there was something in the box supernatural, that would do them great good. Accordingly, after they reached home they opened the box but behold there was another tin box inside, smaller. They took it out and opened the second box, and behold, still there was another box inside of the second box, smaller yet. So they kept on this way till they came to a very small box, which was not more than an inch long and when they opened the last one they found nothing but stale particles in this last little box They wondered very much what it was, and a great many closely inspected to try to fin d out what it meant. But unfortunately, alas pretty soon burst out a terrible sickness among them. The great Indian doctors themselves were taken sick and died. The tradition says it was indeed awful and terrible. every(prenominal) one taken with it was sure to die.