The various economic concepts linked with the public policies and Essay

The various economic concepts linked with the public policies and income taxes - Essay Example This paper discusses that in U.S., the usage of local property taxes in financing school education has been criticized as unconstitutional, which generates inequalities in public education expenditures across states. The reason for this is as those districts that have larger property tax bases per pupil, can generate any amount of revenue from lower tax rates as compared to those districts having smaller tax bases. Therefore, it is easier for rich jurisdictions to raise revenue for public education than the poor jurisdictions. The State of Virginia finances the public schools through a combination of federal, state and local funds. Also, there is contribution of private sector through partnerships with schools and their divisions. State’s General Assembly is responsible for apportionment of state’s funds for public education, through Appropriations Act. The sources of funds are retail sales, state lottery proceeds, tax revenues and other sources. The Constitution of Vir ginia requires the Board of Education (BOE) to prepare SOQ (Standards of Quality) for public schools. SOQ is the minimum school educational program, the divisions must provide. The General Assembly revises SOQ, determines SOQ costs and apportions these costs between localities and state. Funding on a per pupil basis is provided through the accounts of basic aid, career and technical education, special education, English as a second language, remedial summer school, fringe benefits for funded positions and sales tax of 1.125% for public education... Funding on a per pupil basis is provided through the accounts of basic aid, career and technical education, special education, English as a second language, remedial summer school, fringe benefits for funded positions and sales tax of 1.125% for public education (Virginia DOE, 2011). Answer 2: Population & Per Capita Taxes The annual average cost per police officer is $30,000 for a small town. The population of the town is 1,000. The per capita cost of employing a police officer is $30. $30,000 ? 1,000 = $30 Table 1 shows the declining per capita cost of one police officer and increasing per capita taxes. The reason of such phenomenon can be understood as the population increases (column 1) and the costs per police officer remains stable the per capita costs will decline as the same costs can be assigned to increased number of people (column 3). Also, with the increase in population, the total tax collection will increase, although the per capita taxes will remain the same (column 7) if the tax rate is constant (column 6). The assumed tax rate is 30%. The costs of police officers are assumed to be financed by the revenues from taxes. Therefore, the remaining per capita taxes have increased with declining costs of per capita costs of police officer (column 8). Figure 1 shows the graphical presentation of these results. Table 1: Per Capita Taxes & Costs of Police Officer Figure 1 Answer 3: Valuation of Land Table 2: Market Price Calculation Rent Annuity $10,000.00 Market Rate of Interest 10% Market Price of Land $100,000.00 Â   Â   Property Tax 5% Annual Tax Value $5,000.00 After-Tax Market Value of Land $50,000.00 The market price of the land is calculated as ratio of the annual rent in perpetuity and the market interest rate. The market price

The Emergence of New Consumer Culture and Its Effect During the Turn-of-the-Century Essay Example for Free

The Emergence of New Consumer Culture and Its Effect During the Turn-of-the-Century Essay The Emergence of New Consumer Culture and Its Effect during the Turn-Of-The-Century Period People living in the period from the end of the nineteenth century to the beginning of the twentieth century witnessed a huge industrial change in American society. This change led to the â€Å"opening up of huge factories, the development of electricity in the 1880s which augmented factories more than ever, the revolution in mass communication, the invention of telephone, the construction of railroads, the incredible rise of population with the rushing of immigrants into this country† (Cassuto and Eby, 2004, p. -3). More importantly, this turn-of-the-century period marked the emergence and the development of mass production and consumption, which was considered as a new kind of culture that bore fantasy to many people, especially women of all different classes, at that time. Theodore Dreiser (1871-1945), an American novelist, and Kathy Peiss, a history professor at University of Pennsylvania, are both interested in this aspect of change in the society. As a result, they both published works to depict the inner lives of Americans in response to this change. Sister Carrie and Cheap Amusements are two best representations for their works. Interestingly, through reading those two novels, readers can easily tell that both Dreiser and Peiss pay more attention to young working class women when examining the new consumer culture. Sister Carrie is a novel written by Theodore Dreiser and published in 1900. Through this novel, he told readers a story about a girl named Carrie Meeber who was born into a poor family and came to Chicago to make her American dreams come true. There, she stepped into a struggle in the society where people’s social statuses were recognized through the items they had on themselves. It can be said that consumerism developed and played an important key in each of the American life from the end of the nineteenth century to the beginning of the twentieth century. It cannot be denied that mass consumerism is a good indicator of the development of the industry of the country; however, consumerism indirectly makes the gap between the rich and the poor become much bigger. Production of goods definitely needs consumers. But not everybody can afford those goods. Consequently, just by looking at these goods, people could distinguish the poor from the rich and vice versa. In other words, social classes at that time were categorized based on material things. Coming from a small rural town and a poor family, the young girl Carrie was totally fantasized by the mass consumerism world she was entering in. There, she got the chance that she never had before to experience what the modern American culture looked like. Specifically, she got the chance to see what were called â€Å"genuine† products such as â€Å"real† shoes, â€Å"real† bags, and â€Å"real† clothes. Of course, she knew that these products were totally different from her outfit on her way to Chicago that â€Å"consisted of a small trunk, a cheap imitation alligator-skin satchel, a small lunch in a paper box, and a yellow leather snap purse† (Dreiser, 1982, p. 3). And just like any other young poor girls, Carrie could not resist the temptations coming from these â€Å"genuine† products. She felt jealous of higher class women who could afford enticing objects that she always dreamt of. Those kinds of feelings provoked her endless human desires. When Carrie first came to Chicago and looked for a job in a department store, she was mesmerized by â€Å"the dainty slippers and stockings, the delicately frilled skirts and petticoats, the laces, ribbons, haircombs, purses† (Dreiser, 1982, p. 23). And even when her life got better, her obsession with clothing did not cease. Instead, it was built up: Fine clothes to her were a vast persuasion; they spoke tenderly and Jesuitically for themselves. When she came within earshot of their pleading, desire in her bent a willing ear. The voice of the so-called inanimate! Who shall translate for us the language of the stones? My dear,† said the lace collar she secured from the Partridge’s, â€Å"I fit you beautifully; don’t give me up. † â€Å"Ah, such little feet,† said the leather of the soft new shoes; â€Å"how effectively I cover them. What a pity they should ever want my aid. † (Dreiser, 1982, p. 106) In other words, it is the consumer culture that led Carrie to ambition for a luxurious life. The more the consumer culture developed, the more ambitious Carrie got. Indeed, Carrie left her sister, the only person she knew in Chicago to move in with Drout, a stranger she talked to in the street. The reason behind is that she got so tired of the life in which all the money she made was just merely enough to pay for the rent of her sister’s house. She could not even afford a pair of shoes for herself. She was unsatisfied with the life that suppressed her from good clothes and decided to challenge her fate. But Carrie refused to work hard; instead, she chose to use Drout as a tool for her to get things she wanted in life. Later, she was disappointed when she found out that Drout was not â€Å"genuinely† rich. She then got into an affair with Hurtswood, a married manager of a saloon in Chicago. She had high hopes that this guy could bring her a wealthy and stable life because Hurtswood did not look as â€Å"fake† as Drout. Unfortunately, one day Hurtswood collapsed. Carrie recognized that Hurtswood was not a reliable source of wealth for her anymore. She left him and continued her path of chasing after luxury by becoming an actress. So it can be concluded that Carrie manipulated both Drout and Hurtswood to climb up her life ladder. Here, Dreiser attacked on the materialism, the key character of this turn-of-the-century period. According to Dreiser, materialism destroyed what is called â€Å"humanity† at that time. Through the character Carrie, Dreiser indirectly criticized the society in which the mass production and consumption took control for bringing down the values of morality and ethics. He said, â€Å"not evil, but longing for that which is better, more often directs the steps of the erring. Not evil, but goodness often allures the feeling mind unused to reason† (Dreiser, 1982, p. 256). The â€Å"coldness† of the consumer culture is also represented through other characters in Sister Carrie. The revolution in industry and technology put pressure on each of the individual so that they had no choice but lived coldly and heartlessly. In order to survive, the relationship between family members, friends, and strangers meant nothing. Carrie’s sister and her husband took away almost all of the money Carrie earned to pay for the rent of their house. They did not even care about their younger sister when she left them and lived with a stranger. Meanwhile, to Hurtswood, his wife Julia was nothing more than a means of creating the illusion of a happy marriage, which in some ways consolidated his social status in front of other people. Another key feature of the consumer culture is that clothing was considered as an indispensable confidence booster. Carrie believed that material could bring her happiness. For an instance, Carrie assumed people living happily just by material things she saw: She imagined that across these richly carved entrance-ways, where the globed and crystalled lamps shone upon paneled doors set with stained and designed panes of glass, was neither care nor unsatisfied desire. She was perfectly certain that here was happiness. (Dreiser, 1982, p. 122) It can be inferred that in Carrie’s eyes, people without good clothes were living miserable lives. This explains for the fact that Carrie did not show any reluctance when she left her sister to move in with Drout or when she got into the affair with Hurtswood. Impressed by their appearances, Carrie regarded them as her superiors. In the first chapters of the novel, Dreiser carefully portrayed Drout in the way through which readers can easily recognize the impact it would leave upon Carrie: His suit was of a striped and crossed pattern of brown wool, new at that time, but since become familiar as a business suit. The low crotch of the vest revealed a stiff bosom of white and pink stripes (Dreiser, 1982, p. 4) Without this outfit, Drout would be nothing. Apparently, human values during that period were all about material things, especially clothing. In the consumer culture, clothing is the sign for not only for happiness but also beauty and success as well. Kathy Peiss, in her book Cheap Amusements, illustrates different forms of leisure activities of young working class women in New York from the late nineteenth century to the early twentieth century. Even though clothing and department stores are not as focused in this book as in Sister Carrie, Peiss is somehow still able to express her attitudes towards the rise of mass produced clothing. She shares Dreiser’s perspective in the sense that clothing characterizes identity, â€Å"It was in leisure that women played with identity, trying on new images and roles, appropriating the cultural forms around them clothing, music, language to push at the boundaries of immigrant, working-class life† (Peiss, p. 2). Just like Carrie, young working class women in Cheap Amusements believed that expensive clothes could really change their fates, at least making them feel like they belonged to a higher class and washing off the dirt coming from their poverty. Peiss wrote, â€Å"For newly arrived immigrants, changing one’s clothes was the first step in securing a new status in America† (Peiss, p. 63). Again, Peiss emphasizes on the strong correlation between the appear ance and social status in the consumer culture. In conclusion, both Dreiser and Peiss use their words to convey their disagreements about the American society during the late nineteenth and early twentieth centuries. Consumer culture, besides speeding up the development of the society at that time, caused people a lot of sufferings from their â€Å"unceasing voice of want† which dominated their â€Å"voice of conscience† in most cases. As a result, morality and ethics became overshadowed by materialism.

The Tragedy of Macbeth | Analysis

The Tragedy of Macbeth | Analysis The tragedy of Macbeth is a play normally called Macbeth by William Shakespeare concerning the regicide and aftermath. It is the Shakespeares briefest tragedy believed to have been put down between 1603 and 1607. Shakespeares sources of tragedy are encounters of Macduff, King Macbeth of Scotland and Duncan in Holinsheds Chronicles of 1587, history for Scotland, England and Ireland similar to Shakespeare and his accountability (Coursen and Herbert 1997). The initial act of play opens in the amidst lighting and thunder when the present three witches came into decision of meeting with Macbeth in their next meeting. In the following scene, an injured captain gave description to King Duncan of Scotland regarding his generals Macbeth (Thane of Glamis) and Banquo. The report reviewed how Banquo and Thane of Glamis had defeated their enemies forces of Norway and Ireland who were led by conspirator Macdonwald. Macbeth, the kings kinsman was appraised for his fighting prowess and bravery. As the scene took another dimension, Banquo and Macbeth entered as they discussed about the weather and their victory. As they wandered onto the heath, the three witches entered as they waited to welcome them with prophecies. Although the Banquo challenges them at first, they addressed Macbeth after allà ¢Ã¢â€š ¬Ã‚ ¦ (Coursen and Herbert 1997). The first witch summoned Macbeth as Thane of Glamis, second as Thane of Cawdor while the third one proclaimed he could be the King in future. Macbeth seemed to be amazed into silence as Banquo challenged them furthermore. The witches notify Banquo that he would father the line of Kings, arrive and inform Macbeth concerning his newly bestowed title. Thus the first prophecy is fulfilled. Suddenly, Macbeth starts to harbor aspiration to become a king. Macbeth wrote to his wife concerning the witches prophecies as Duncan decides to remain in the Macbeths fortress at Inverness, while Lady Macbeth comes with a plan to kill him and protect the throne of her husband. Though Macbeth is concerned about the reignite, eventually Lady Macbeth persuaded him by challenging his manhood to convince him to follow his plans (Coursen and Herbert 1997). On the night when the King visited, Macbeth killed Duncan though the deed is not recognized by the audience. However, it leaves Macbeth so perplexed that Lady Macbeth had to take charge. Depending on his plans, she puts the Duncans resting servants for killing by inserting bloody daggers on them. Then the porter opened the gate as Macbeth led them into the kings chamber, whereby Macduff discovered Duncans corpse. In the contrived well of bitterness, Macbeth kills the guards before they would take care for their innocence. Macduff is then suspicious of Macbeth though he does not show his suspicion to people. To run for their lives, the Duncans sons leave, Donalbain to Ireland, and Malcolm to England. The correct heirs voyage calls them suppose and Macbeth takes the kingships the coming King of Scotland as Kinsman for dead King. Regardless of his victory, Macbeth remained disturbed regarding the prophecy of Banquo. This made Macbeth to invite him to majestic banquet in which he noticed Banquo and his young son could be coming on that night. He then hired two men to murder them as the third murderer emerges mysteriously at the park before the murder. As the assassins murders Banquo, Fleance takes the chance to flee. At the banquet, the Banquos ghost goes in and sits in Macbeths place and Macbeth alone sees the specter (Coursen and Herbert 1997). The rest wonder at Macbeth raging to empty chair till the distressed Lady Macbeth demands them to flee. Macbeth gets disturbed and visits the Three Witches again. They invokes the three spirits with three warnings and prophecies which commands him to beware Macduff though none of the woman born could harm Macbeth and he would never annihilate till the Great Birman Wood to greater Dunsinane Hill comes against him. Macduff is in exile in England and Macbeth assumes he is safe, and kills everybody in the Macduffs stronghold including the Macduffs wife together with their children. Lady Macbeth feels guilty of the crimes she committed together with her husband. She then sleepwalks and attempts to wipe the bloodstains imaginary from her hands while speaking of dreadful things she knew. In England, Macduff and Malcolm are informed of Ross that her castle was surprised and her babes and wives savagely slaughtered. Macbeth not considered as tyrant, views majority of his thanes conquering. Malcolm leads an army with Englishmen Siward (the elder) and Macduff, the Earl of Northumberland in opposition to Dunsinane Castle. While in Birnam Wood, the military were commanded to reduce and take the tree limbs to disguise their statistics and pleased the witches third prediction. Meanwhile, Macbeth gives the soliloquy tomorrow and tomorrow and tomorrow along learning of Lady Macbeths death (Coursen and Herbert 1997). The reason remained unrevealed and some assume she committed suicide. The battle ended in homicide of the young Macduffs and Siward altercation with Macbeth. Macbeth brags he had no reason to panic Macduff as he could not be killed by any man born by a woman. In play, the three Witches symbolize chaos, darkness and conflict while their duty is as witnesses and agents. Their presence communicates impending doom and treason.

Plath’s Daddy - Plath as a Weak Feminist :: Feminism Feminist Women Criticism

Plath as a Weak Feminist in Daddy Plath's innate emptiness and emotional constraint comes , I believe, from her lack of male encouragement and her according need for domination. This streams from the untimely death of her father at 9. In this poem Plath alludes to her relationship to her father with an emphasis on his German background and identity. In this way she comments on him in contradicting terms, firstly, as a divine figure: "..A bag full of God", towering over her in a seemingly totalitarian way. She then transforms her implication with " No God, but a swatztika" a completely ironic comment in comparison to the first as Nazism is essentially pagan in its nature. The extended reference to the confusion of her father as Hitler is shown through indications of his "Mein Kampf look" and "neat moustache." Similarly, Plath confuses herself with the role of a Jew, symbolising the insecurity which lies within her subconsciousness, and the recognition which she has of her victimisation from men. This victimisation follows on with allusions to her marriage with Hughes, and the similarities Plath associated between her father and husband: "If I've killed one man, I've killed two--- The vampire who said he was you" Hughes himself acknowledged this confusion in his poem THE SHOT: "Your real target stood behind me Your Daddy The man with the smoking gun" This quote reinforces her father's role in Plath's eventual demise as it implies that the 'smoking gun' once shot Plath's bullet of fatality. Essentially this poem signifies Plath's weakness, and threatens her iconic stature as a feminist . Reacting against this common stereotype with which she is named, her poetry indicates a lack of stability and inner faith, excluding those who are bitter and entirely negative.

Human Resources Specialist

Human Resources Manager in retaining its talents. T Company is a public utility firm which obtain 2,300 employees. The overall turnover rate In T Company is 5%; however, it is found that most of the leavers are from Customer Service Hotlist Department (â€Å"CASH†) which Its own turnover rate is 30% and 20% In 2010 and in 2009 respectively. Among the total number of leave within the hotlist department (33 employees out of 110 employees) 80% of the leavers were Generation Y.Since customer service is crucial for the success of T Company in terms of its profit and brand image, especially among the hotlist department which has a rack record in delivering trustworthy and outstanding services to the customers and distinguishing itself from its competitors, high turnover rate will definitely threatening the competitive edge of T Company. The Job responsibilities of a customer service officer is diverse and requiring lots of skills set, e. G. DOD communication and interpersonal skills , customer service skills, computer skills and product knowledge, thus it is reflected that the Job nature is generally stressful. Not only handling customer's enquiries on telephone, they have to handle complaints, help customer to register new user account and even selling reduces through phone call. More remarkably, they have to possess sufficient product knowledge and knowledge in handling of emergency cases e. G. Suspect of gas leakage, due to damage of the products. Heavy workload and stressful job nature may be one of the underlying cause of high turnover 2.Purpose of the Study The mall purpose of the study Is to examine the reason for high turnover rate In Generation Y group In the hotlist department In T Company. And base on the research findings, to advise possible solutions for the human resources manager to retain its employees, so as to uphold the service pledge in T Company for improving TTS organizational performance. 3. Importance of Problem I remover study Is regard as gallants In Don camel Ana managerial perspective. High turnover rate was detrimental in several aspects to the company e. G. Economic, staff morale, loss of intellectual asset, etc.Economically, it will increase the training and recruitment cost, while inadequate manpower brought about failure in meeting service standard, potential loss of business opportunities, which as a result decrease gross profit of the company. Besides, turnover may also bring about intangible negative impact, like, staff morale, customer service corruption, burnout/absenteeism among remaining employees, and the loss of institutional knowledge among experienced employees. (Mathis 2006) However, turnover could be beneficial to a company, which we regard it as functional turnover.For instance, when a weak performer is substituted by a more productive employee and when a senior retirement allows the promotion or acquisition of welcome ‘fresh blood' who may bring about synergies and new insights to the company. Yet, for the case of T Company, as supported by the figure of declining service standard and inadequate manpower bought by turnover, it is significant to advise Seibel retention method to the manager to tackle the problem of dysfunction turnover. Meanwhile, it is academically important, since lots of scholars had been doing research in finding out underlying causes of turnover.We may take this chance to understand and apply what we have read and learn from existing turnover model to real case. 4. Scope of the Review This research study enables the researchers to understand and analyze various reasons for turnover in the organization. This report provides enough scope to know about the characteristics of Generation Y people. It also facilitates to understand the activities and performances of the Generation Y employees in the organization. Various theories and models related to the turnover have been explained which will enhance the researcher's knowledge about the subject.T he research method has been properly designed to analyze the overall cause, outcome and steps of the organization to control it. This research study enables the researchers to gain knowledge about the research methods which may be beneficial in future research work. 5. Literature Review Researches done be scholars related to of turnover are reviewed in this part. For instance, the study of Generation Y turnover, Organizational Commitment and Job satisfaction which relate with employee turnover. I remover Introduction Turnover occurs due to the decisions of both company and the employer.The reallocation of Job is due to devastation and creation of Jobs across industries. The creation and devastation of Job rates as a directory of labor market have been used by â€Å"Organization for Economic Corporation and Development†. In a well-organized economy Job reallocation is highly important because it is related to the career of the individuals. An employee, who has been displaced a fter long term, suffers a lot from getting a Job or a permanent earning (Lane, 2000). Organization make different management decisions in setting an employment contract because there are different costs associated with hiring and firing employees.Various costs are associated with hiring process. These costs generally differ depending on the type of employee and the nature of the production processes. Turnover rate has been raised widely with the economy as the turnover is high in service sector than manufacturing sector. The attachment level of the Job is pended on various types of employees. Thus, the ‘quit level' also varies considerably. Turnover is also termed as the combined decision taken by the employee and the employer or the firm. Consequently, less educated employees who are engaged in Job have high turnover with comparatively less working experiences (Lane, 2000).The extent of turnover is determined in two ways. First is the employee based survey and the second is t he employer based survey. Employee based survey denotes the number of Jobs a employee have had within a definite time period. Employer based revere is the records of administration to examine the number of employees who has left or need to be hired. According to â€Å"Survey of Income and Program Participation† data, it has been estimated that average monthly turnover rate in 1991, in US was 7. 1%. Turnover rate varies depending on the age, sex, industry and skill.Manufacturing organization faces lower turnover rate than the service industry. A new firm may also experience high turnover due to low wages to the employees (Aerospace, 1997). According to Burblers, until 2006 over 1. 2 million cashier Jobs was available, but out of only 1 Job was available and others were turnover. On the other hand, out of 6. 5 million Jobs opening as low skilled work, only 1 million were new Jobs (Lane, 2000). Turnover varies according to the level of industry. The rate of turnover is highest i n retail and construction industry whereas lowest in manufacturing, administration, real estate along with finance.In retail and professional services out of 5 Jobs, 1 Job is available and the rest is employee based turnover. For new and small organization turnover rate is high. On the other hand, rate is low for large and older employers. Thus, differences of employers results in significant proposition for the employment of low income employees. High turnover firms have numbers of Job openings than low turnover firms (Lane, 2000). I en rate AT turnover Is comparatively enlarger In young employees tan ten 010 ones. Adult men with education only from high school changes Job frequently at a level of 40% higher than the college educated one.In 1997, Henry S. Barber stated that former mobility is a good forecaster of leaving the new Job. In 1996, one out of four employees with high school education lasted in a Job for less than a year after having Ewing compared with six numbers of col lege educated employees. The forecasted term period of Job is a vital determinant of decisions in training (Faber, 1997). Turnover Rate and Vacancy Rate of Hong Kong According to the First Quarter 2010 Survey of Manpower Statistics from Hong Kong Institute of Human Resource Management (â€Å"HOKIER), the turnover rate for the first quarter of 2010 was 2. 54%, 0. 5 percentage point higher than the fourth quarter of 2009 which was 2. 29%. Compared with the same period in 2009, it can be analyzed that the turnover rate is 0. 98 percentage point higher. Consequences of Turnover The highest turnover of Job in firm has no direct influence on the survival of the firm. When the turnover rate is high the employers are more likely feel the consequence of such a scenario. It can be examined that as the turnover rate of firm is high, there are less expectation to invest in training and human capital. There is less employees to transfer the specific knowledge of firm and offer fewer fringe bene fits.The change in Job leads to the suffering of the unskilled employees for a longer time. The less earning also makes them to suffer unemployment. The loss of work time embodied with lost skills result in unemployment. For skilled employees it leads to a reduction of skills pushing previously high-wage employees into the low-wage unskilled group. As the cause of the turnover is Job loss, employees have less chance of employment, advanced prospects of part-time work and lower earnings. These costs are higher for the least-educated employees. The earning which is lost from the dislocation is rather large and determined.After the several years of dislocation the estimation ranges from 10 to 25 percent. The results on the growth of wage along with the wage levels are of vital significance. Another outcome of higher turnover probability is reduced training, which may bring in flatter earnings. Thus, it has been observed that new Jobs have less benefit such as fringe benefits and other health insurances (Lane, 2000). The rate of high turnover is found where there is less unemployment and also in the place where people can be secured from the alternative employment.It has been found that the turnover rate is highest among service industry. The rates of turnover have lessened in the previous couple of years in demanding economic situation (CHIP, 2010). Theories and Concepts What is Motivation? Motivation is a reason for doing something and motivation is concerned with the factors that influence people to behave in certain ways (Armstrong 2007). Arnold et al (III cleat In Armstrong ) suggested tense components motivation . Nines are Direction – What a person is trying to do; Effort – how hard a person is trying; and Persistence – how long a person keeps on trying.With vast amounts of research and theories on motivation, it is often difficult to define a universally accepted definition. However, what is widely established is that motivational theo ries are concerned with he way people behave in a certain way, with a basic underlying question of â€Å"why do people do what they do? † In general terms, motivation can be described as † the direction and persistence of action† (Mulling, 2005). Intrinsic Vs. Extrinsic Herbert suggested that there are two different sets of factors affecting motivation and work, which he identified as ‘hygiene' and ‘motivator' factors.Hygiene factors included status, salary, environment, Job security and policy, and related to Job context. They are mainly concerned with Job environment and are extrinsic to the Job itself (Mullions 2005). These factors do not necessary give positive satisfaction but dissatisfaction would be predominant if they were absent. On the other hand, motivator factors – which are separate from hygiene factors – are related to the content of the work itself and these include being challenged, receiving recognition, gaining responsib ility, achievements and many other intrinsic aspects of the Job role.Mullions (2005) comments: † The strength of these factors will affect feelings of satisfaction or no satisfaction, but not dissatisfaction. † Herrings theory is more directed and applicable to the workplace and provides a better understanding of titivation factors when compared to Mascots Hierarchy of Needs Theory. However, Herrings theory has also been criticized for its application. Its critics claim that this model applies to people with largely unskilled Jobs or those with a less challenging and repetitive role, and lack of context.Also, different situations will affect one's motivational and hygiene factors. Broom 1964 Expectancy Model Expectancy theory aims to explain and predict individual behaviors in motivation. The theory explains how individuals assess the probable outcomes of behaviors and place values on these outcomes. Broom's model is based on three key variables: valence (the attractiven ess of, or preference for, a particular outcome), instrumentality (the perceived probability that behavior will lead to a reward) and expectancy (the perceived probability that effort will result in obtaining the reward) (Mullions, 2005).It is also about expectations and the possible dangers of misconception and misjudgment in anticipation for a reward that does not get delivered for the performance and effort made, which can cause dissatisfaction. Mullions (2005) also suggests that this theory goes beyond feelings of satisfaction individual gains when the task is completed buy the feeling of anticipation in gaining satisfaction. Expectancy theory further assumes that behavior is rational, and that we are conscious of our motives.This model offers to explain why people leave; if individuals feel that their effort is not awarded or reflected in some reward as they expected to receive then they will feel dissatisfied and denominated and therefore consider leaving. Subsequently, it is important for organizations to manage Analgesia's expectation Ana Tanat positive Demeanor Is acknowledge w ten n re It Is non- financial or financial. Managing expectations – Psychological Contract The psychological contract goes beyond any motivation theory and suggests a possible explanation of a more long term theory of why employee may choose to stay or leave an organization.Professor David Guest defined the psychological contract as â€Å"the perceptions of the two parties – employee and employer – of what their mutual obligations are towards each other† (CHIP, 2008) Arnold et al (2005) further identify that the psychological contract is â€Å"an individual employee's beliefs about the right and obligations of both sides in the employment relationship. † These obligations mess as promises or expectations can be vague. However, Mullions (2005) offers possible expectations that employees may have of the organization.These include providing a saf e and hygienic working environment, Job security, respect, provisions of challenging and satisfying Jobs, training and development, and rewarding all employee fairly according to their contributions and performance. These expectations are somewhat similar to Herrings two factor theory. As the psychological contract is a reciprocal â€Å"agreement†, employers will expect employees to work hard, sustain company reputation, show loyalty to the organization, be legible and be honest (CHIP 2008).Mullions (2005) further proposes that employer will expect employees to adhere to the rules, policies and procedure of the organization and maintain amicable relationship with colleagues. When the psychological contract is positive, employee commitment and satisfaction will increase thus having a positive impact on individual performance (Armstrong 2007). Similar to motivation, the psychological contract may also reveal denominating factors. When the psychological contract is breached I. E . Here employees believe that the organization have broken promises or failed to deliver on their expectations, employees will show clear signs of dissatisfaction, thus have a negative effect on Job satisfaction and commitment. It is unlikely that all expectation of the employee or of the employer will be met fully by employer must at least attempt to fulfill some expectations, otherwise employees may seek an alternative psychological contract with another organization. Organizational Commitment Theory Organizational commitment is playing a vital role in the study of organizational behavior.There is a great relationship between the organizational commitment along with behavior and attitude in the workplace of the organization. According to Bateman and Stresses, â€Å"organizational commitment is multidimensional in nature involving an employee's loyalty to the organization, willingness to exert effort on behalf of the organization, degree of goal and value congruency with the organ ization, and desire to maintain membership† (San Francisco State University, n. D. ). The empirical research study has shown that organizational commitment is an Important Interpreter AT turnover.According to Dalton, lord Ana Crankiest In 1 there were two types of turnover, which are dysfunctional turnover and functional turnover. From the viewpoint of organization, dysfunctional turnover takes place when an employee willing to quit the Job and there is positive evaluation to organization. Functional turnover occurs when an employee leaves Job on their own discretion but there is negative organization's evaluation of the employee (Blab & Bola, 1987). Price-Mueller Model, the model of voluntary and involuntary turnover has been described.Involuntary turnover generally takes place where the employee has no choice in their termination, such as long term sickness, death, or employer-initiated termination. Voluntary turnover occurs by the willingness of the employees. According to the opinion of Price, economic model also can explain the reason of turnover. The economists have proposed that the maximum sum of monetary income as a determinant has led to less turnover. Increase money may decrease turnover by increasing the Job satisfaction of the employees (Griffith & Homo, 2010). This model is illustrated along with a diagram provided below.The four exogenous variables in this model are: primary group, pay, communication and centralization. Pay is considered as a monetary income of the employees. It cannot be an important determinant unless it is valuable to the employees. The second is the participation in a primary group. Communication means transfer of information within organization. Centralization is the distribution of power within an organization (Griffith & Horn, 2010). Pay is generally important for the employees and is highly prioritize. High centralization leads to high turnover.The two variables of this model are Job satisfaction and opportunity. B oth of these variables have a different impact on turnover. Job satisfaction has positive impact towards organization. Opportunity refers to number of Jobs in the organization (Griffith & Homo, 2010). The exogenous variable can affect the Job satisfaction and dissatisfaction of employee. When the number of Jobs are increase in the market, there is an positive impact of turnover. The factor of opportunity also possess an effect on turnover. When there is plenty of Job in the market, it has positive impact in turnover intention (Griffith & Homo, 2010).High Turnover Rate of Generation Y People in workplace Generation Y is a group of individuals who have been born between the year 1982- 2000 (Cringle, n. D. ). Generation Y are different from other groups of people. Generation Y people are usually influenced by pragmatism and peers (Cringle, n. . ). This group of people desire for the relations beyond friendship and want understanding along with respectful community. This generation grou p also wants guidance in the form of a navigator (Cringle, n. D. ). This generation people work for living but they do not survive for work.Their communication style is also different from other generations of people. Generation Y people are advanced technology and are access to all the sophisticated technology (Cringle, n. D. ). I en companies nave Take tremendous generalness In order to attract Ana retain Generation Y people. This group of people has a shorter time period in the organization which lasts from 2-5 years (Sandusky & Freer-Reed, 2009). As a result companies bear losses from the huge turnover of this generation. Generation Y are fast and they enjoy challenging and they desire to have innovative style in their Job. They need quick promotion.Thus, if they get bored of the Job, they will quit the Job (Sandusky & Freer-Reed, 2009). They are not loyal to their employers, but they are loyal to their peers and managers (Sandusky & Freer-Reed, 2009). They may leave the over bu rden Job in order to maintain their personal and professional life. Generation Y people want freedom in the workplace. The latest technological equipments in the workplace can fulfill their desires. Apart from advanced technology, they are interested in the companies where can inspire them to grow and provide them with technological resources for self development (Sandusky & Freer-Reed, 2009).Before they get hired by the company they want to know their Job responsibilities and career path. According to KEY Group research team in 2008, 1020 respondents of Gene Y have provided prior preference to the health benefits provided in the organization. This benefit is followed by salary, work-life balance and rumination prospects (Sandusky & Freer-Reed, 2009). They prefer performance appraisal frequently because they want to know their work feedback and want to make correction if required. This will help them to make improvement rapidly (Sandusky & Freer-Reed, 2009).Generation Y people are f riendly in nature and provide preference to maintain relationship within the organization. They build both social and professional relationship with peers (Robert Half International, 2008). 6. Qualitative Methodology: Reasons of Choosing Qualitative Research and Data Source Qualitative research methodology is a descriptive research process. This type of research method produces in depth interview and collects broad information regarding the subject. The information includes broad understanding of the whole situation. This kind of research method helps the investigator to collect the total picture of the research.The detailed information related to the research are collected which enables the researchers to analyze the problem in detail related to the findings (Key, 1997). Qualitative research helps to build new theories and search for new research areas. This method enables the researchers to deal with valuable questions that are squired in the research process (Oklahoma State Unive rsity, 2011). Qualitative research work also prefers open-ended questions than close-ended questions as it describes the details of the questions to be asked to the respondents.The broad concept of information can be collected from the respondents. In this research work qualitative research process has catered importance as it will enable the researchers to recognize and examine the details of the problems and issues related to ten project work. I en qualitative research work provokes Drama concept and knowledge about the research topics. The sources selected for the research work are the former employees, current employees, supervisors and the Human Resources Manager of T Company. The demography details have also been collected but these are kept confidential.Besides questionnaires and interviews, data is also be collected from the organizational chart of T Company which turnover figure and number of vacancy are highlighted. From this point, turnover of employees in the Hotlist Dep artment can be analyzed. 7. Rationale Used For Selecting the Sources to Analyze For analyzing the overall causes and outcomes of high turnover rate among Generation Y employees in T Company, rationale has been selected by the company. The former employees have been chosen to analyze their reasons for leaving.The contact details of former employees are provided by the Human Resources Department. The opinions of current Generation Y employees have been taken into consideration in order to understand their expectation and the turnover intention of the employees. The main reason for turnover in this period was due to uncompetitive benefits and lack of career development opportunities. Therefore, the company is failed to meet the requirement of their employees. Supervisors are selected to understand the reason of high turnover rate among the Generation Y employees in their point of views.They are analyzed to examine the causes and outcomes of high turnover. Human Resource Manager has bee n interviewed to understand the retention strategies of T Company. 8. Data Collection Procedures Qualitative data collection procedure plays a significant role in providing information for understanding the process behind observed result. It also assesses changes in the perception of people. However, the data collection process used in the qualitative search method is time consuming and act as a constraint to the research paper (University of Wisconsin-AAU Claire, 2005).In order to collect data for high turnover rate in T Company, four rationales had been chosen from the company. Five numbers of former employees had been chosen, thirty current employees, three supervisors and one Human Resources Manager were selected as respondents. Separate questionnaire consisting of five questions had been provided to current employees. In the questionnaire, demographic information consisting of age, gender, marital status; education level and tenure were collected from each of them through e-mai l. Data collected from former employees by phone interview.While for supervisors and Human Resources Manager, the data is collected by face-to-face interview. The questionnaires are nana over to can Dormer Ana present employee, supervisors Ana Human Resources Department through e-mail. The response of the employees, supervisors and Human Resources Manager are observed properly through which various information of the company. 9. Data Analysis Qualitative data analysis is a simple process. The analysis was commenced after collecting all the data from former employees, current employees, supervisors andHuman Resources Manager. Observation The information can be collected through observing members of the company and from the organizational chart in which the annual turnover rate has been mentioned. It has been observed that the company is facing a problem of high turnover rate of Generation Y employees from the last few years. Human Resources Department is implementing various strategi es in order to retain employees. For example, training programs are conducted in order to upgrade their communication skills as well as providing growth opportunities to them.

Principles for Implementing Duty of Care

1. 1. Explain what it means to have duty of care in own work role A duty of care is a legal obligation imposed on an individual requiring that they adhere to a standard of reasonable care. It’s a requirement to exercise a reasonable degree of attention and caution to avoid negligence which could lead to harm to others. Duty of Care is the legal responsibility, to ensure the safety and well-being of others 1. 2. Explain how duty of care contributes to the safeguarding or protection of individuals. Policies and Procedures –are rules set out by your work place the procedures are there to be followed and to safeguard the individuals that we care for Conforming to Legislation-by following legislation such as Health and Social Care Act 2008 Risk Assessments-by following and review risk assessments reporting concerns and reporting potential hazards will minimize any risk Training-to ensure my training is up to date and that I am aware of any changes in legislation 2. 1. Describe Potential Conflicts or Dilemmas That May Arises between the Duty of Care an Individual’s Rights. As individuals we all have our own minds and most of us can do what we want when we want without asking permission, and as we get older our brains do not work as well as it used to . so if an individual was trying to leave the home on their own it would be my duty to try and stop them from leaving as they could put themselves in danger. The individual may not realise how dangerous it could be if she lost her way or even forgets where she lives, we would need to explain the risks if the individual did leave on their own and try and come to some sort of compromise to reduce the risk like the ndividual having an escort . 2. 2. Describe how to manage risks associated with conflicts or dilemmas between an individual`s rights and the duty of care. We would do a risk assessment on the individual and talk to them and hopefully come to compromise with them; we would also ensure all doors are alarmed to alert staff if any doors are opened . all the information will be put into the individuals care plan and all staff would be made aware 2. Explain where to get the additional support and advice about conflicts and dilemmas. Manager Senior carer District nurse Social services 3. 1. Describe how to respond to complaints If a service user or a member of family has a complaint to make I would listen to what they have to say and if I could deal with it myself I would do so if not I would report it to my manager and I would do this effectively and be professional. 3. 2 Explain the main points of agreed procedures for handing complaints. It is important that the home runs smoothly and that staff, clients and relatives work together to benefit the clients In event of complaints from either staff, clients or relatives every effort will be made to respond quickly and appropriately and procedures will be followed most complaints can be handled by care staff, but if we could not deal with it we would inform the senior carer on duty, and if they could not deal with it I would speak to my manager. Every client has the complaint procedure in there room which explains what to do.