Invisible Man by Ralph Ellison | Analysis

Invisible Man by Ralph Ellison | Analysis The main protagonist of Ralph Ellison invisible man is not the only one who remains unseen as the novel unfolds. Another element also cloaked in invisibility follows our unknown character throughout the novel, changing both beat and tempo as the novel develops. Rather like the invisible man, the ongoing musical beat that runs through out the invisible man’ may not be visible yet it is very clearly felt and heard. It is the distinct incorporation of the inflowing musical beat that allows for an interloping of ideas based upon the visible, the invisible and the creative with the novel. The main theme within the ‘invisible man’ is that of the more obvious theme of invisibility. Ellison explores through the use of music such as in the form of jazz the moments or experiences where invisibility takes control. Such breaks in visibility signify a chance for the protagonist to escape and break the mould of the what can be called ‘constitutional visibility’ allowing for the exploration of ones own identity and individuality. An individuality and identity that is not in any way restricted to what is generally accepted as visible. Such breaks that allow for such explorations to take place within the novel can be seen from the very beginning where in the prologue the protagonist recalls a certain incident: Once I saw a prize-fighter boxing a yokel. The fighter was swift and amazingly scientific. His body was one violent flow of rapid rhythmic action. He hit the yokel a hundred times while the yokel held up his arms in stunned surprise. But suddenly the yokel struck one blow . The smart money hit the canvas. The long shot got the nod. The yokel had simply stepped inside of the opponent’s sense of time. Through such a passage the reader is able to see that there is an alternative to the scientific approach. The yokel uses time and space in order to overpower the violence of science allowing creativity to achieve success. The restriction imposed by science is overcome through the ability to analyze and interpret a situation differently. In the instance it was the yokel’s ability to step into the time frame of the prize-fighter and thus provide for a different strategy towards victory. One that was able to unite creativity and originality. Rather like the same way the ‘invisible man’ uses the music of Louis Armstrong with the combination of the reefer to discover a rather unconventional way of listening to Armstrong’s music, thus in that way offering new ways of interpretation. Through the work of Victor Zuckerkandl, critic Nathaniel Mackey creates a rather interesting argument. Mackey states that ‘because music exists the tangible and visible can not be the whole of the given world. The intangible and invisible is itself a part of the world, something which we encounter, something to which we respond’ this statement can be seen running throughout the ‘invisible man’. It is visible where the protagonist describes the dream like images evoked by the Louis Armstrong’s music. These images run throughout the novel as seen at the very beginning by the incorporation of the prize-fighter and the yokel. These cuts and breaks in the narrative are essential to grounding this feeling and theme of invisibility whilst at the same time allowing Ellison to create improvisation through the use of language. Such technique is central to the very framework of the novel. The novel itself flows like a piece of music, with one incident happening right after the other. Each incident offers a break, a certain point in which the protagonist is given a certain moment in which his identity and individuality are either challenged or asserted. Even so Ellison does not rely on merely the invisible man to convey the W.Bell calls the portrayal of ‘the historical quest of black American for identity in a society whose traditions simultaneously inspire and inhibit their impulse toward freedom and self-realization’.Characters like Trueblood immerge. Although he has committed the sin of incest, trueblood does not allow his guilt to bind him. He turns towards the blues for guidance and repentance. One can even say that trueblood turns inward, looking to himself and to what defines him as an individual. W.Bell says that ‘the courage and discipline that Trueblood discovers in the blues are essential values that the hero must learn by acknowledging his folk heritage’. The character of the junkman that the hero meets later in New York is also a reinforcement of the idea of the blues as being part of the cultural heritage of the black community. The idea of jazz and the blues and the power that they were able to distribute lies in their ability to parallel the then black life. Writing in ‘Living with music’ Ellison is quoted as saying ‘life could be harsh, loud and wrong if it wished, but they lived it fully and when they expressed their attitude toward the world it was with a fluid style that reduced the chaos of living to form’ This idea is reinforced through the meeting of the invisible man with the junkman who unlike Trueblood is not ultimately dismissed by the protagonist, ‘he had me grinning despite myself. I liked his words through I didn’t know the answer. Id known the stuff from childhood, but had forgotten it; had learned it back of school.’.Where as the tainted past of Trueblood causes the invisible man to cast him aside the quizzical performance of the junkman allows for him to grasp at his own heritage. A notion reinforced through the simple act of buying a baked yam from the street vendor soon afterwards.’ I yam what I am ’. It is these grasps at heritage and the acceptance of his own peoples strive for freedom that the invisible man must realise is the essential makeup of his quest for personal individuality and freedom. For they are, part of the make-up of who he is. What must also be noted is that throughout the novel and these incidents, the invisible man seems to have a certain type of plan that each time he strives to achieve. Yet as the novel progresses the plan changes. It is transformed from the mere wish of wanting to graduate and become as highly respected by the white community as Bledsoe. To wanting to work hard and be able to return to his school, to wanting assert himself within the brotherhood. To finally whilst in his hole, wanting only to assert his own humanity. In Ralph Ellison ‘The collected essays of Ralph Ellison. Ellison argues that it was the American dream that drove all Americans, ranging from different European nationalities to come to states and establish a better way of life. Even so, this was not the case for the then African slaves. Once freed these former slaves were now forced into finding a way of life that would enable them to be able to live within this European mix even though they were distinctively non-European. This, Ellison argues, resulted into an even more complex and thorough mix, eventually resulting in to the true beginnings of the American culture. Having no past in the art of Europe, they could use its elements and their inherited sense of style to improvise forms through which they could express their own unique sense of American experience. To Ellison this clearly was parallel to Jazz as it was the one form of art that could both explain and identify the American experience. Just like jazz uses improvisation, to piece together different instruments playing their own spontaneous versions of the chords that create a song, so did the many different cultures and cultural traditions come together to piece the American tradition. This piecing of the American culture and tradition is seen throughout the novel as the protagonists comes face to face with a variety of individuals, raging from different backgrounds that have all come together to form what is termed as ‘American’. Ellison comments in his ‘Shadow and Act’ that: ‘The Blues is an impulse to keep the painful details and episodes of a brutal experience alive in ones acting consciousness, to finger its jagged edge and to transcend it, not by consolation of philosophy but by squeezing from it a near-tragic, near comic lyricism. As a form the blues is an autobiographical chronicle of personal catastrophe expressed lyrically†¦Ã¢â‚¬â„¢ In other words what Ellison is stating is that the blues offer another medium through which the philosophy of life is brought out. A philosophy as such that revolves through and around the complexities of improvisation. The crude or white-washed walls of science are completely disregarded by Ellison for a far more natural or artistic sense of being. Where ones path is life is defined by the tragedies and experiences he or she goes through, so that we are able to emerge triumphant in the end, whilst temporarily relying on the comforts of the present. This according to Ellison is the true essence of ones freedom of identity. Albert Murray further expands on this in ‘The hero and the blues’ stating that the blues present us with a near ancient tragedy sort of existence where the hero is able to persist through life and through whatever ugliness that life presents to him through what Murray calls ‘a device for making the best of a bad situation’. Such a philosophy can be partly seen through the grandfather’s words that the protagonist hears echoing through out the novel. His, the grandfathers, was a philosophy of yes-sing them. Such a philosophy may be on the surface regarded as a show of submission by the black man to the white mans dominance. Yet to the grandfather it was a way of survival. A way of like Murray says making the best out of a bad situation. In a world where the black community was regarded as lowly and inferior to the white community it is hard to see how a full on offensive would have helped in determine equality. In fact a full on offensive by the black man towards the white man would have left the black man poor, helpless and hungry. This show of submission is part of the grandfathers departing wisdom. A wisdom that urges our protagonist to fight in a defensive rather than offensive mode as this would be the fruitful result. This would be achieved by: ‘‘Live with your head in the lions mouth, I want you to overcome ‘em with yess, undermine’em with grins, agree’em to death and destruction, let ‘em swoller you till they vomit or bust open’’ Although not completely understood by the main protagonist the grandfather had imparted a rather sphinx like riddle of an advice that although appeared to be that of subjection was actually a means of survival. By urging his grandson to say yes he in not urging him to bow down to the white man but rather assert himself. He is saying ‘yes’ knowing that he has the power to say ‘no’. His ‘yes’ is a show of dignity, a statement stating that he is agreeing as a free man, not as a slave, and that that ‘yes’ is a means of survival. The grandfather is not the only one to have picked up on this idea of having to say ‘yes’ in order to survive. Bledsoe is another character who aims to ‘yeses’’ the entire white race to death. Yet the difference between Bledsoe and the grandfather is that Bledsoe does it through complete selfishness. This is the danger that as Bernard W.Bell says Ellison is ultimately implying. à ¢â‚¬Ëœ..the danger of compulsive individualism in a laissez-faire social system based on the conflicting principles of egalitarianism and racism.’ The hero’s grandfather’s words are elusive and open to a wide scope of interpretation, yet for Ellison this was the exact embodiment of the meaning of jazz. Jazz as seen in Ellison’s essay ‘The Charlie Christian Story’ was regarded by Ellison as an art of individual assertion within and against the group. Each true jazz moment springs from a contest in which each artist challenges all the rest; each solo flight or improvisation, represents a definition of his identity: as individual, as member of the collectivity and as a link in the chain of tradition. Thus because jazz finds its very life in an endless improvisation upon traditional materials, the jazzman must lose his identity even as he finds it. Ellison last words echo the very theme of the ‘the invisible man’ and the final act of the hero within the book. For in order to become visible Ellison’s hero has had to become invisible. And although our invisible man seems to have only become invisible by the end of the novel, what is conveyed through the hero himself is that he has been in fact invisible from the very beginning. This invisibility was a direct product of the white man, invisibility evoke through the hero’s blind faith in the white mans word. Although the novels hero does as his grandfather says ‘agree’em’, he does not ‘agree’em to death’. His ‘yeses’’ are ones that do not recognise his own individuality. The individuality of a black man who knows that although by agreeing the issue may not be confronted at least it is put out there. Another character in this novel that has the ability to say yes without being submissive is Mary. You have to take care of yourself, son. Don’t let this Harlem git you. I’m in New York, but New York ain’t in me, understand what I mean? Don’t git corrupted. Mary has chosen to agree in order to survive. Yet her agreement does not stretch as far as corruption ‘I’m in New York, but New York ain’t in me, understand what I mean? Don’t git corrupted’. Mary has created an ideology which allows for her survival, whilst at the same time ensuring her own honesty by not contradicting her own morals. These are the punches the yokel was able to find in order to outwit the prize fighter. These are the parallel examples to ‘the smart money hit the canvas. The long shot got the nod’. The anonymous letter received by the protagonist later on in the novel is the first time the protagonist says ‘yes’ without being submissive. This time his ‘yes’ is accompanied by resentment and fear. Tarps actions of giving his chain link to the invisible man and his words ‘don’t think of it in terms of but two words, yes and no; but it signifies a heap more’, offer another insight into the invisible mans grandfathers words. To be able to find the true meaning behind his grandfather’s word the invisible man chooses invisibility. This invisibility although offers a cloak of protection from the worlds corruption it, is unable to provide an escape from the workings of his own mind In going underground, I whipped it all except the mind, the mind. And the mind that has conceived a plan of living must never lose sight of the chaos against which that pattern was conceived. It is through the workings of the protagonists mind that the reader is told about his experiences and life. It is also through the workings of the same mind that allow the invisible man to come to conclusion. A conclusion which causes him to realise, that although he believed himself truly free he was never free from the workings of his mind. These processes or thoughts are the forces which lead him to realise that Gin, jazz and dreams were not enough. Books were not enough.† .By the end of the novel the invisible man has come to realise his grandfather words as part of his own social responsibility. It is at this point that the role of improvisation has diminished. The invisible man has come to relish his own social responsibility. A responsibility that embodies the individual yet at the same time re establishes the value of the community. A jazz player may improvise in a solo bringing out his own identity yet he must also work together with the rest of the group to bring out the larger part of the song. It is this larger part of the song, the bigger picture that allows for the protagonist to accept his social responsibilities. A bigger picture resulting not through, merely an understanding of improvisation but rather through the simple of act of forgiveness and love. It’s ’winner take nothing’ that is the great truth of our country or of any country. Life is to be lived, not controlled; and humanity is won by continuing to play in the face of certain defeat. Our fate is to become one, and yet many.

Cognitive View of Depressive Disorders

Cognitive View of Depressive Disorders Compare and contrast the psychoanalytic explanation with the cognitive view of depressive disorders. Freud debated that people whose requirements weren’t met during the uttered stage of psychosexual occurrence are exposed to emerging melancholy in maturity because this causes low self-respect and extreme reliance.Persons who are exceptionally reliant on another people are notably expected to arise recession after such a demise. Resentment at the death is vicarious onto the self, which influences self-respect and affects the person to re discover damage that appeared in nonage. Has frontage authority, Early harm does not constantly foretell dejection and the main flaw of Freud’s theory is the lacking firsthand support and so is neither provable nor falsifiable. As stated in this approach, gloominess is caused because of maladaptive education. The mores of operant conditioning have been realistic to clarify misery with the help of boosting and mistreatment. Lack of positive support or too much rough treatment leads towards depression. As stated by Lewinsohn (1974,) that sadness is because of decline in positive backup as a outcome of certain type of damage, e.g. redundancy, relationship breakdown. Moreover, once depressed, the person may get encouraging vibes such as kindness and devotion. In 1974 Hiroto run down three clusters of human members: such as wide open to a booming noise they couldn’t break; exposed to a rowdy noise they could stay by pressing a button; and was unable to hear a loud pitch. All candidates were then positioned in face of a rectangular pack with a knob on it and exposed to loud pitch. Unidentified to the candidates, the pitch could be switched off by affecting the grip from one side to another. The participants previously exposed to a loud pitch they couldn’t end showed experienced helplessness by failing to move the handle. Reductionist Environmentally deterministic Ignores nature Extrapolation Face validity Ecological validity Population validity Cognitive dysfunction in attribution way (attribution model of Abramson et al.’s ) and theory of self, the universe, and the expectations (Beck’s cognitive triad) have been interconnected to the growth of depression. Negative schemas develop at some stage in childhood as a result of serious interpersonal outcomes, and are started when the entity facing the same situations in upcoming life. Abramson, Seligman, and Teasdale (1978) established Seligman’s effort with the model, which visualizes how people react to failure. Abramson again with Metalsky, and Alloy (1989) presented the actual theory because they linked few significance to the focused attributions and more significance to the concept that depressed person present a general logic of hopelessness. Evans et al. (2005) also presented a prospective theory and found that females with the highest ranking for negative self-beliefs at the time of pregnancy were 60% more possible to become depressed consequently t han those at the bottom side. An upper number of stressful life events mainly precede depression. During the survey, Interviews of depressed women resulted that 61% of affected women had badly faced at least one very stressful event in her life as compared to 19% of a non-depressed normal women. Social and family support was recognized as an entity that protected from depression, only 10% of women having a close and true friend faced depression compared to 37% of the women without an warm and dear friend (Brown Harris, 1978). According to socio-cultural theorists the frequency of key depressive disorder is inclined strongly by demographic factors. Marital rank is one more important social and demographic factor. Blazer et al. (1994) noticed that individuals with divorce were high depressed than those who are married or had never been into any relation. Culture has an impact on the natural world of the symptoms experienced because people in non-Western countries state mostly physical symptoms (e.g. sleep, fatigue and disturbances), on the other hand self-blame and guilt are more common symptoms in Western countries. Throughout the whole discussion it can be observed that Freud’s’ ideas are very explicit in making a clear direction about the components to make up a human personality in different stages of life (Lanea). According to Sigmund Freud’s theory, there are two basic components of the conscious and unconscious mind. These parts contribute in identification of the self-personality by the human. Every personality has different states of mind as conscious and unconscious mind together makes interaction to develop human personality. His ideas also helped in revealing the elements dividing the human personality like id, ego and superego. The fundamental structure of human mind is actually the primary base of the human behaviors and personality in different life stages. Bibliography Lanea, Christopher. Philosophy of the unconscious: Vacillating on the scene of writing in Freuds project. Prose Studies: History, Theory, Criticism (1994): 98-129. Brown Harris, Vulnerability Factors, 1978. Blazer et al, Lifetime risk of Depression, 1994. Abramson, Metalsky, and Alloy, Hopelessness Depression, 1989. Why is the concept of disease not suitable when discussing personality disorder? Sigmund Freud is a prominent figure in psychology known as a creator of psychoanalysis i.e. analysis of the mind. He was the one who presented a complete set of theories and ideas about the personality and ultimately made composition of an interchange between the psychic structures and events within psychosexual stages of development (Gallinek). Despite his theories and ideas faced high level of criticism in terms of their circularity and gender specificity, a relative fact cannot be undermined that reflects his theories and ideas can be used to make identification of person’s personality in different life stages (Vivas). Both the Abraham Maslow and Dostoevsky have showed and given their perceptions and descriptions about concept of disease not suitable when discussing personality disorder and the needs of an individual in life and their priorities in their individual statements. However, Abraham Maslow’s idea looks more practical and realistic as the major population in the world first seeks for the necessity like food (Caldwell and Mou). It can be noted here that how the person is capable of doing anything in his life even searching for his identity or the purpose in his life, in the absence of the physical energy provided by him in the form of food. Some needs of the people hold priorities over others. The Maslows hierarchy of need place fundamental emphasis upon the need for the satisfaction of the hunger. Order of prioritization can be deemed as a basic element of the disagreement between two statements (Frankl). In order to understand how Freud’s theories and ideas are helpful for the identification of the personality in different life stages, it is necessary to understand the new way introduced by him in making analysis of the human behavior. According to him, metal energy is the basic source of devising a human behavior (Ahmed). These energies are produced by the libido, which is a part of Id and creates the energy through survival and sexual instincts. A worth noting point about his theories and ideas is that these revolves around the unconscious mind as according to him unconscious mind play a vital role in developing human behaviors and ultimately his personality (Harvard Womens Health Watch). On the other hand, when we consider the statement written by the novelist, Fyodor Dosteovsky, he gave the priority to self-actualization needs of an individual, which means search for the personal identity (Ndimunkum). His individual believes can be proved from the verses of Bible as the book gave the same idea in the place of different references representing that man does not survive only on the bread alone, but also all those things that are made available by the God for him (Coleman). The individuals accepting the teachings of Bible would be capable of reacting and sensing in the same way (Green). The another example supporting the statement of the Dostoevsky is the act of fasting that is experienced by the humans in their life, sacrificing their need of love for the sake of accomplishment of the purpose. Additionally there are number of individuals suffering from the different types of mental confusions and disorders, and in this situation, they do not give any importance to the food or diet simply because of the depression, anxiety and insecurity practiced by them (Frankl). However, both the statements can be implemented with respect to certain situations and even with the mutual integration. It can be depicted that though the priorities of the two psychologists are different, yet there are numerous activities that are used to satisfy the human needs can at the same time respond to both the priorities including food and hunger. Farming, planting and transportation activities on the one hand can provide the platform for earning money to get food for the satisfaction of hunger as well as also become an edge for the searching of the individual purpose to lead the live (Green). It is true that no man can survive without food and give reference to it over love and self-esteem, yet without a clear purpose and identification, individual would soon be bored with the life he is leading, even though he has enough food to eat. Conclusively, these needs cannot be studied in isolation as they have great significance on the quality of life of a man and upon the psychological satisfaction of him. Nothing is less important as each element in the life possess its individual place (Hessong and Weeks; Journal of human behavior) Bibliography Hessong, Robert F. and Thomas Harold Weeks. Introduction to education. Macmillan, 1987. Green, Christopher D. A Theory of Human Motivation. 2000. Classics in the History of Psychology. 20 July 2012 http://psychclassics.yorku.ca/Maslow/motivation.htm>. Frankl, Viktor. Mans Search for Meaning. Beacon Press,, 2006. Coleman, James Kaii. Living by Bread Alone: Mans Quest for the Good Life. iUniverse, 2008. Ndimunkum, Mike Tangunu. The Greatness of America. AuthorHouse, 2009. Harvard Womens Health Watch. Psychoanalysis: Theory and treatment. Harvard Womens Health Watch (2006): 4-5. Ahmed, Sofe. Sigmund Freud’s psychoanalytic theory Oedipus complex: A critical study with reference to D. H. Lawrence’s â€Å"Sons and Lovers†. Internal journal of English and literature (2012): 60-70. Frankl, Viktor. Mans Search for Meaning. Beacon Press,, 2006. Caldwell, Linda and Shela Mou. Integrating Social Science Ecosystem Management: A National Challenge. DIANE Publishing, 1997. Vivas, Eliseo. THE LEGACY OF SIGMUND FREUD. Kenyon Review (1989): 110-118. Gallinek, M.D. Alfred. The Life and Work of Sigmund Freud. (1964): 87-91. Explain the difference between positive and negative symptoms. How do these symptoms affect the functional outcomes and quality of life for individuals with schizophrenia? The conceptualization of stress and schizophrenia along with their impact on mental and physical health of patients has gained significant importance. It is obvious that the organisms are subjected to evolutionary pressures from the environment. The ability to respond to environmental threats along with stressors has enhanced survival along with the physiological responses. Alzheimer’s disease responses to stressful situations can be the part of adaptive responses because the risks inherent in the situation (Harrell). Therefore, the paper is discussing the conceptualization of stress and immunity regarding the stress and immunity on health of patients. These aspects are discussed in the context of the counseling while discussing the consequent impacts on normal functioning abilities of patients. There are different studies contributing to the conceptualizing of Alzheimer’s disease as situations that can be considered as stressful. The taxonomy can be adopted to characterize the stressors, which has the advantage of differentiating the stressors on important dimensions namely duration and course. It further includes five categories of stressors. Acute time limited stressors involve laboratory related challenges such as public speaking (Cervantes and Castro). The brief naturalistic stressors involve a person confronting a real life challenge for short term period. In stressful event sequences, a focal event causes the emergence of a related sequential events and challenges. It is found that affected people do not know when these challenges will subside but they are aware of the fact that the challenges will subside in future. It can be said that the situation in which a body perceives a threat, series of chemical and physical responses occur. The major response is the activation of the autonomic nervous system involving a part of the nervous system that is abnormally under control. The sympathetic branch of the autonomic nervous system regulates the stress response while the relaxation response is controlled by parasympathetic nervous system (Hwang and Ting). The body secretes catecholamines helping in preparation of the person to fight or turn from the threat and run. The release of such hormones triggers the fight or flight response in patients. The increase in the chronic stress can affect the human body negatively as it can increase the risk for developing heart disease, asthma, arthritis, hypertension, migraine, and ulcers (Cervantes and Castro). According to experts panel report of Experimental biology 2004, it is identified that mechanisms as well as pathways through which the hormonal response to situations of schizophrenia influence functions of person social responses. These changes represent to have effects on susceptibility, onset and exacerbation of different mental as well as health diseases such as atherosclerotic, depression, multiple sclerosis and others. It is observed that stress makes interface in between endocrine hormonal and the immune system active. However, if the perception of stress represents to lie for short-term basis hormonal alterations ultimately fade away (Eisenman, Bergner and Cohen). In reference to the cases when the stressful sensory input continues it initiates dysregulation of immune system, at the same time it tends to influence the production of distinctive soluble aspects that refers to have impacts on brain. Specifically these intense responses of clients preferably linked with enhanced vulnerability in order to create a clinically considerable depression in between chronic immune stimulation. There are number of stressful situations of patients that ultimately influence immune system of client such as divorce that preferably generate chronic stress. It is observe that stress immediately affects immune system as grabbling with swirl of different negatively influencing thoughts and emotions, as there is not a surprise if immune system of patient takes a abrupt nosedive. Disease generates profound impacts on biological functions of individual, it is due to the reason that central nervous system of human body is directly associated with brain, spinal cord as well as closely functions with endocrine system that is responsible for hormonal distribution. In the similar way, stress also enhances chances of heart disease, causes blood pressure, chest pain and other heart related problems. In conclusion, there are also some other stress related issues other than heart disease that most of the depression patients represent these involves asthma, obesity, anxiety, diabetes, gastrointestinal issues, accelerated aging and most obvious is premature death. While conducting analysis it is identified that the death rate it almost 63% of patients with persistent stress in comparison with normal (Berk). However, there are number of studies that denote that there are number of ways through which people can fight against stress such as deep breathing or reframing the situation can generate higher positive responses. In the similar way, stress also make patients crave for fats and carbohydrates that cause weight gain and rises risk of diabetes. Bibliography: Berk, Jay H. Trauma and resilience during war: A look at the children and humanitarian aid workers of Bosnia. Psychoanalytic Review 85.4 (1998): 639-65. David P,Eisenman and Sharone Bergner and Ilene Cohen. A model victim: idealizing trauma wounds causes traumatic stress in person rights workers. Person Rights 4 Review (2000): 106-114. Cervantes, Richard C. and Felipe G. Castro. Stress, Coping, and Mexican American Mental Health: A Systematic Review. Hispanic Journal of Behavioral Sciences 7.1 (2003): 1-73. Hwang, Wei-Chin and Julia Y. Ting. Disaggregating the effects of acculturation and acculturative stress on the mental health of Asian Americans. Cultural Diversity and Ethnic Minority Psychology 14.2 (2008): 147-154. Harrell, Shelly P. A Multidimensional Conceptualization of Racism-Related Stress: Implications for the Well-Being of People of Color. American Journal of Orthopsychiatry 70.1 (2000): 42–57.

The Development of Ancient Medicine & Influences Essay -- essays resea

Many different cultures have tried different methods as to find out about the causes of disease and how to treat different kinds of diseases. Various countries have come up with alternate cures and treatments for various diseases. These ancient societies compromise of China, Greece, Egypt and South America. They practiced a wide range of cures for their patients, and they specialize in different fields. For example, meditation and acupuncture were practices in China. Dissection, operations and drug therapy were also performed. But how did theses societies – who did not have as much technology as today – found out about the different illnesses and their cures? The western medicines usually compromise the use of folk remedies and prayers. They now believed that sickness was not a result of punishments sent from gods, but something ‘natural’. Dissection was performed and thus, they knew more about the internal organs of animals – although they were not allowed to dissect humans yet. Plants were also used as medicines. These were known as herbal medicines. In the eastern countries, there seem to be more on religious treatments, and healing the entire body – not just the deformed part. They believed that the whole body is to be treated to maintain a healthy body and prevent disease. Various kinds of treatments were discovered throughout the ancient societies. These cures includes trepanning, surgery, herbal medicines, religious or agricultural remedies, and sacrifices. These were the forms of treatments undertaken by the patients. One interesting fact includes the operated remains, especially the trepanning of the skull. A number of these patients survived the treatment, as some of the wounds have signs of healing. Therefore, they... ...se include the use of a doctor’s observance to decide whether a person needs treatment or not. Another type of cure that has survived to today, are surgery and herbal medicines. Operations are an important part in medicine to keep on healthy. When cures are needed, the body is sometimes operated to take out the diseased part. Herbal medicines – especially Chinese medicine – are still available for use in the modern world. Although most of the world now relies on western medicine, some diseases may not be effective with western medicine, but works with Chinese medicine. Overall, medicine is always changing, but the useful areas of medicine never stop. The development of medicine will continue to improve, hoping that the best and effective medicines are delivered to patients. However, many medicines still follow the ancient ideas, and some treatments even go on.

Alcohol :: essays research papers

Should alcohol production, sale, and consumption be prohibited? I think not. For hundreds of years, man has had choices – choices pertaining their food intake, their living quarters, and their life mates. Whether or not to consume alcohol has been a choice that man has had through recent history and is a choice which I believe should remain just that – a choice.   Ã‚  Ã‚  Ã‚  Ã‚  There has been only one period of history where alcohol purchase and consumption was limited. During the 1920’s, specifically 1920 to 1933 (and 1917 to 1919 in Canada) beverages such as beer, gin, rum, whiskey, and wine were forbidden to manufacture, sell, or transport. Supporters of prohibition believed alcoholic beverages â€Å"endangered mental and physical health† (World Book Encyclopedia). Results of the Volstead Act, passed by Congress that enforced prohibition, were disastrous. Underworld gangs controlled the sale of alcohol in communities. Was this a sign of good â€Å"mental or physical health†? During prohibition, the cost of this illegal alcohol skyrocketed costing people hundreds of dollars. I know what causes unsatisfactory mental health for me and that is having less money in my pocket. If this was such a good idea, why did Congress reverse it?   Ã‚  Ã‚  Ã‚  Ã‚  Sure there will always be irresponsible people. And absolutely the irresponsible use of alcohol has produced disastrous results. But look at me. I’m a responsible person. When I drink I always make sure that I have a designated driver. Why should I be punished by the few who can’t handle that responsibility? How about my grandparents? They believe in having a glass of wine with their dinner. Its an old family custom which has maintained by my generation. Should I be told what I can and can’t drink?   Ã‚  Ã‚  Ã‚  Ã‚  I was reading Time Magazine recently and a recent study has been released which states that a glass of wine a day has been shown to improve liver function, lower cholesterol and lessen the chance of heart disease (Time – June 1999). Now if alcohol sale or production was abolished, how could have that study been done. Especially in this decade when heart problems are at an all-time high due to the high availability of high cholesterol foods, I say you do anything you can do to help. Alcohol :: essays research papers Should alcohol production, sale, and consumption be prohibited? I think not. For hundreds of years, man has had choices – choices pertaining their food intake, their living quarters, and their life mates. Whether or not to consume alcohol has been a choice that man has had through recent history and is a choice which I believe should remain just that – a choice.   Ã‚  Ã‚  Ã‚  Ã‚  There has been only one period of history where alcohol purchase and consumption was limited. During the 1920’s, specifically 1920 to 1933 (and 1917 to 1919 in Canada) beverages such as beer, gin, rum, whiskey, and wine were forbidden to manufacture, sell, or transport. Supporters of prohibition believed alcoholic beverages â€Å"endangered mental and physical health† (World Book Encyclopedia). Results of the Volstead Act, passed by Congress that enforced prohibition, were disastrous. Underworld gangs controlled the sale of alcohol in communities. Was this a sign of good â€Å"mental or physical health†? During prohibition, the cost of this illegal alcohol skyrocketed costing people hundreds of dollars. I know what causes unsatisfactory mental health for me and that is having less money in my pocket. If this was such a good idea, why did Congress reverse it?   Ã‚  Ã‚  Ã‚  Ã‚  Sure there will always be irresponsible people. And absolutely the irresponsible use of alcohol has produced disastrous results. But look at me. I’m a responsible person. When I drink I always make sure that I have a designated driver. Why should I be punished by the few who can’t handle that responsibility? How about my grandparents? They believe in having a glass of wine with their dinner. Its an old family custom which has maintained by my generation. Should I be told what I can and can’t drink?   Ã‚  Ã‚  Ã‚  Ã‚  I was reading Time Magazine recently and a recent study has been released which states that a glass of wine a day has been shown to improve liver function, lower cholesterol and lessen the chance of heart disease (Time – June 1999). Now if alcohol sale or production was abolished, how could have that study been done. Especially in this decade when heart problems are at an all-time high due to the high availability of high cholesterol foods, I say you do anything you can do to help.

Employee Relations

PREFACE It is a matter of honour for me to present my findings on Employee Relations. This report is an honest earnest effort to study Employee Relations as an important tool of Human Resource Management. I got an opportunity to work at GPI for my summers which instigated initiated the idea of the project. I started with reading HRM by Ashwathapa which gave me a foundation to HUMAN RESOURCES as a function. Later I surfed the net for more specific information and browsed through a variety of HR policies of companies. It gave me a brief knowledge about Employee Relations and I formed a questionnaire for the companies I was going to research on. Some articles that caught my attention while doing research are included in my observations. To add spice to this dish, I have also scaled the practices of Employee Relations in other countries. Since I was working at GPI, gathering information was easier compared to others. I have found some interesting insights regarding Employee Relations which are mentioned in the report. So, with due respect to my patient readers, I welcome you to the unremitting process of Employee Relations. STUDY OF EMPLOYEE RELATIONS |Sr. no. |TOPIC |PAGE NO. | |I |Executive summary |3 | |1 |Human Resources Management |5 | |2 |EMPLOYEE RELATIONS |8 | |2. |Introduction |8 | |2. 2 |Overview |9 | |3 |Employee Relations in brief |11 | |3. 1 |Downward Relation (employer to employees) |11 | |3. 1. 1 |Training and induction |11 | |3. . 2 |Benefits |12 | | |Incentives and allowance | | | |Monetary benefits | | | |Medical facilities to staff | | |3. . 3 |Safety | | |3. 1. 4 |Career Development |13 | |3. 1. 5 |Recreation facilities and stress management |13 | |3. 1. 6 |Collective problem solving. bargaining) |13 | |3. 1. 7 |Involvement and engagement |14 | |3. 1. 8 | Rewards and recognition |15 | |3. 2 |Upward communication (employee to employer) |15 | |3. . 1 |Feedback |15 | |3. 2. 2 |Performance appraisal |15 | |3. 3 |Horizontal Relation (amongst Employees) |16 | |3. 3. |Annual events and magazines |16 | |3. 3. 2 |Welfare activities |16 | |4 |Advantages of maintaining Good Employe e Relations |17 | |5 |Role and scope of Human resources. 19 | |6 |GODFREY PHILLIPS INDIA LTD |20 | |7 |PARLE INDIA LIMITED |31 | |8 |TAJ LANDS END |39 | |9 |Comparative study |47 | |10 |Worldwide Employee Relations |51 | |11 |Personal observation. |58 | |12 |Conclusion |61 | I. Executive summary The objective of the report is to have an overview of HRM and Employee Relations at GODFREY PHILLIPS INDIA LTD. (Andheri), TAJ LANDS END (Bandra) and at PARLE PRODUCTS PRIVATE LTD. (Vile Parle). The objective was to analyze Employee Relations at a plant factory and in the service sector. The Human Resources Management (HRM) function includes a variety of activities, and key among them is maintaining amicable relations with the workforce. Both the sectors are such where employees become the crux of all operations. For the plant (factory), it is the employee who works on the machine. Even at PARLE, where most of the operations are automated, workers need to operate the machines. At the hospitality sector, it is the employee who communicates with the guest. The behaviour of the employee gives inkling about the company. Thus it is very important to maintain cordial relations with the workforce. The goal of Employee Relations is to end up with a productive and motivated employee that will help effectiveness. Following the introduction to Employee Relations is a brief overview of how Employee Relations has evolved as an activity. Following that in chapter 6 are the advantages of maintaining good employee relations. The importance of HR department, HR mission and the activities of the department for Employee Relations are detailed. According to me, HR department gets concerned in 3 types of relations. First the employer to the employee, second employees to employer and third is amongst the employees. There is comprehensive information on all 3 and how it benefits the company. The report gives a brief introduction about the companies. It has knowledge about the history of the company, vision, core values and the Corporate Social Responsibility activities initiated by the company. Following this is the organization structure. In addition, I have also studied the practices at other countries like Japan, UK and USA for Employee Relations. This includes the different procedures for Employee Relations, their trade unions and the laws regulating the same. The report ends with my personal observations about each company and some articles that caught my attention while research. Conclusion about employee relations ends my report In order to achieve the above mentioned objective and finish the study to perfection, the methodology used was a balance of primary and secondary sources. Primary sources were the personal visits to the companies and secondary was the information collected from websites. To facilitate this, I started with reading a few books on Employee Relations and human resources to understand the basic concept of Employee Relations. I also browsed the net to find more detailed information on specific topics. I practically saw the HR department at GPI work and Later, I formed a questionnaire on various practices to understand the functioning of HR department at other companies. A sample of these companies was chosen on the basis of their scale of operations, reputation and quick accessibility. 1. HUMAN RESOURCES MANAGEMENT Human Resource Management is an integral part of management. It helps the management in taking a strategic view of a very important resource i. e. Human Resource. It helps management in identifying key skill sets, knowledge, values required in the employee and the rewards that are needed to be given to the employees so that the organisation goals are fulfilled. Also like other management functions, it has to ensure that these resources are available at an optimal cost. It has to look into various training and development activities to ensure this. This is a key area for Human Resource Management as it shows their contribution in terms of money. The money here would be the opportunity cost incurred due to appointing of new employees instead of developing current employees for the task in hand. Functions From recruiting to orienting new employees, from writing job descriptions to tracking vacation and sick leave, and from instituting and monitoring policies to monitoring benefits, there has been a need for an HR generalist to assist senior management in both establishing a â€Å"structure† to holding down costs of administration. HRM is a function that helps manager’s recruit, select, train, and develop employees for an organization. 1. Human Resource Planning: is understood as the process of forecasting an organizations future demand for, and supply of, the right type of people in the right number. 2. Job Analysis: is the process of studying and collecting information relating to the operations and responsibilities of a specific job. The immediate products of this analysis are job descriptions and job specification. 3. Recruitment: is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. 4. Selection: is the process of differentiating between applicants in order to identify (and hire) those with greater likelihood of success in a job. 5. Placement: is understood as the allocation of people to jobs. It is the assignment or re-assignment of an employee to a new or different job. 6. Training and development: It is an attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitude or increasing his or her skills and knowledge. The need for training and development is determined by employee’s performance deficiency, computed as follows: Training and development need = Standard performance – Actual performance 7. Remuneration: is the compensation an employee receives in return for his or her contribution to the organization. 8. Motivation: is a process that starts with a psychological or physiological deficiency or need that activates behavior or a drive that is aimed at a goal or an incentive. 9. Participative management: Workers participation may broadly be taken to cover all terms of association of workers and their representatives with the decision making process, ranging from exchange of information, consultations, decisions and negotiations to more institutionalized forms such as the presence of workers members on management or supervisory boards or even management by workers themselves as practiced in Yugoslavia. ((ILO) 10. Communication: may be understood as the process of exchanging information, and understanding among people. 11. Safety and health: Safety means freedom from the occurrence or risk of injury or loss. In order to ensure the continuing good health of their employees, the HRM focuses on the need for healthy workers and health services. 12. Welfare: as defined by ILO at its Asian Regional Conference, defined labour welfare as a term which is understood to include such services, facilities, and amenities as may be established in or in the vicinity of undertakings to enable the person employed in them to perform their work in healthy, congenial surroundings and to provide them with amenities conducive to good health and high morale. 13. Transfer: involves a change in the job (accompanied by a change in the place of the job) of an employee without a change in the responsibilities or remuneration. 14. Separations: Lay-offs, resignations and dismissals separate employees from the employers. 15. Employee Relations: is concerned with the systems, rules and procedures used by unions and employers to determine the reward for effort and other conditions of employment, to protect the interests of the employed and their employers, and to regulate the ways in which employers treat their employees. 16. Disputes and their settlement: Industrial disputes mean any dispute or difference between employers and employers, or between employers and workmen, or between workmen and workmen, which is connected with the employment or non-employment or terms of employment or with the conditions of labour of any person. 2. EMPLOYEE RELATIONS 2. 1 Introduction People in organisations interact with each other during work, formally and officially as well as socially and informally. During the course of interaction, relationships develop, which are invisible connecting links, coloured by emotions of love, hate, repulsion, respect, fear, anxiety and so on. These are usually mutual but not necessarily reciprocal. If A hates B, it does not follow that B hates A. It is possible that B loves A and even sympathizes with his thoughts. Relationships imply feelings for each other. They may be positive (friendly, wanting to be close) or negative (unfriendly, wanting to be distant). Relationships always exist between interacting persons. There is no neutral point. Indifference is not neutral. Indifference tends to be negative. Relationships influence behaviours at work. Expectations of each other, perceptions of the intentions of either, distributions of assignments, readiness to conform or to rebel, enthusiasm to contribute, etc. , are to some extent outcomes of these relationships. Attitudes and motivations influence, and are influenced by, the nature of these relationships. Employees are among an organization's most important audiences with the potential to be its most effective ambassadors. Employee Relations are practices or initiatives for ensuring that Employees are happy and are productive. Employee Relations offers assistance in a variety of ways including employee recognition, policy development and interpretation, and all types of problem solving and dispute resolution. Once there was a time when â€Å"Employee Relations† meant labor relations everywhere around the world. Negotiate. Orchestrate. Dictate. HR professionals helped negotiate collective bargaining agreements. The provisions of that contract defined the relationship between management, unions, and workers. Today, Employee Relations is a much broader concept. It involves maintaining a work environment that satisfies the needs of individual employees and management. Improving employee morale, building company culture, conveying expectations 2. 2 Overview An effective employee relation involves creating and cultivating a motivated and productive workforce. People are generally motivated from within, but what can you do to help foster the type of environment where employees thrive, enabling your company to outperform the competition â€Å"Employee Relations† starts with determining the type of workplace the company wants. It starts by considering what the company wants its employees to say about working for the company. In a competitive market, it is important to that employees don’t feel that they might be treated more fairly elsewhere. After all retention is one of the major functions of HRM. By considering what the company wants employees to say about working for it gives shape to the company’s culture. The company culture conveys organization's core values to its employees, customers, vendors, and community. In addition to the workplace climate, the company also considers the types of processes or systems it wants to employ within the workplace to support the company culture and enhance the working relationship that exists between the company and its workforce. Such systems could include communications, policies, training, and development. Also, an essential step in building effective Employee Relations is to evaluate the human, financial and other resources available that reinforce the values and guiding principles the company wants echoed throughout the organization. For example, what type of supervisors and managers does it believe can bring out the best in people and projects? The company should also make certain from the start that employees are not in counter productive work environments where work is more arduous than it needs to be. Is the workplace compliant with employment law? A major source of frustration for employees is the feeling that they were treated unfairly. Good liability management tools are necessary to ensure that the company avoids unnecessary confrontations, time wasters and costly legal battles Traditionally Employee Relations programs were centered around labor union relations. Today, Employee Relations does not necessarily involve unions. However, it does involve cultivating the leadership style and workplace practices that help make union organizing activities a less attractive option for employees. Establishing workplace and management principles set the stage for fostering a successful work climate and establishing your company's culture. Effective Employee Relations is about establishing processes that address and nurture that culture. Employees in such organisations develop attitudes very different from those in another organisation that does not make any such distinction and is more secular in its policies. These different attitudes will be reflected in their behaviours outside the organisation and will either strengthen or weaken the social fabric. An organisation in which authority is highly centralised and does not allow its people enough discretion, will develop among its people tendencies for dependency and inability to take responsibility. These tendencies are handicaps in their roles as parents or citizens. The extent of concern shown for the effect of working conditions on employees’ health has an impact on the society, not merely in terms of general health and costs on medical care, but also in terms of the kind of activities that the members of the society participate in. When an organisation is sensitive to its impact on society, and responds to the society’s concerns, it is said to be socially responsive. On the contrary, if it is concerned only with its own purposes and ignores the impact that it has on society, it is said to be socially not responsive Relationships also contribute to stress and conflicts at work, which in turn, affect quality of work life of individuals as well as the quality of organizational outputs, measured in terms of customer satisfaction, competitive advantage, innovation, and so on. 3. EMPLOYEE RELATIONS IN BRIEF According to me, Employee Relations can be classified in 3 types, with HRM intervening. First is the downward communication flowing from employer to the employees Second is upward flowing from employees to employer and Third is horizontal communication amongst the employees. 1. Downward communication (employer to employees) 3. 1. 1. Training and Induction Every new employee needs a company orientation, but most supervisors forget that employees also need to be orientated to the company's VISION in addition to learning their coworkers' names, company policies, and what not to eat in the cafeteria. The company's vision statement tells the employee where the company is going, what their role will be, and how success and achievement will be measured. Achieving great performance in the company is a journey, not a destination. For any business to succeed one must first recognize that the people are the greatest asset, and service is your most valuable product. Continuous improvement by training and developing employees is critical for business survival. Recent U. S. orkforce demographics provided by the Bureau of Labor Statistics make a compelling case for businesses of all sizes to begin planning for ongoing training of employees. Experts project that 60% of new jobs in the early 21st century will require skills possessed by only 20% of to day’s workforce. Technology is raising the skill level requirements for the best and fastest growing jobs, but schools and adult learning programs are not keeping pace. The likely result is that demand for highly skilled workers will outstrip the supply of qualified workers in the coming years. These statistics would seem to move training and employee development to the list of services in high demand. 2. Benefits Benefits often have a higher impact on employee recruitment and retention than compensation. Employees who know their needs are met are also more likely to contribute to a positive morale. Besides the customary Allowance like †¢ For Workers Attendance bonus, Over Time Allowance which is double the Basic, House Rent Allowance, Education Allowance, Conveyance Allowance which is fixed as per 6 scales of the workers, and Leave Travel Allowance amongst others. †¢ For Staff (Basic)TA/DA, Attendance Bonus, Production Incentive, Over Time Allowance which is equal to one and half times, House Rent Allowance, Education, Leave Travel Allowance, and Annual Bonus amongst others. ( Sodexho Meal Vouchers, medical reimbursement ) Companies also provide Monetary Benefits, ( Insurance) and Medical Facilities to the workforce. 3. Safety Health and safety risks may arise from physically dangerous work, such as work with hazardous machinery or relate to less immediately visible factors such as exposure to pollution. Accidents and ill health may ruin or seriously impair the lives of employees and their dependents. An employer must encompass necessary safety measures for the trust from the employee. 4. Career Development and job opportunities Career Paths are constructed in order to determine the optimum movement and utilization of people in the organisation. Therefore, due care should be given to various elements of the position – including job analysis and the competency requirements at each stage. 5. Stress management and Recreation facilities Working Hours and Holidays need to reflect an adequate balance of the quality of work life of all employees. It is recognized that for certain categories of employees business related work may transcend the routine office timings; whilst for other categories business may be purely confined to the work hours and timings. The quotation â€Å"all work and no play can make jack a dull boy† is apt for the company to understand the importance of recreation facilities. 6. Collective problem solving It is the duty of the HR to find ways of resolving issues between employees on one hand and employees and Management on the other. As long as there are human beings at the work place there would always be need for arbitration amongst them. It is at this time that HR should use the â€Å"grape vine channel† to its advantage and call officers to a round table for reconciliation and if it is between workers and Management should ways of brokering peace. Although the trade unions are expected to only deal with matters concerning workers, it can be argued that everything that happens within a company, including product development and business strategies, affect workers one way or other and trade unions have gradually sought to extend their areas of concerns. The management’s attempts to contest such expansions on the ground of â€Å"management prerogative† have by and large not succeeded. These activities involve a number of skills crucial to human resource managers. HR specialists are also involved in issues which are considerably legislated and touch on home life and health as well as more familiar workplace topics such as discipline and conflict. 7. Involvement and Engagement Participation of employees has been a subject of discussion since the 1930s when Elton Mayo’s experiments led to the development of the human relations school. Participation can be and has been provided in the structure of the organisations. Participative management involves associating employees at every level in the decision making process. Participation may be at the board level, collective bargaining, job enlargement, job enrichment, suggestion schemes, quality circles, and empowered teams. Participative management is also called Employee involvement. The Industrial Disputes Act provided for participation in the management of the shop floor. Representatives of the workers would be appointed to various committees to decide upon matters affecting the worker at the shop floor. The rationale behind the concept of involving workers in bodies that decide on matters concerning them is that the principle of democracy The lesson is that the advantages from the practice of participation cannot be derived from creating appropriate structures alone. The nature of the processes within the structures, are important. At the basic level, calling for suggestions is participation. In terms of Hertzberg’s motivation-hygiene theory, participation in decision making is a powerful motivator, because in that process, there is recognition and achievement, a sense of being wanted, of being important. Employees may also reduce turnover and absences when they begin to feel that working conditions are satisfactory and that they are becoming more successful in their jobs. They identify themselves with the work and this leads to an improved performance. 3. 1. 8Rewards and Recognition The purpose of an employee recognition and reward program is to express the employer’s appreciation for a job well done. Employee recognition and rewards can take many forms, from a simple thank you note to cash to an extravagant awards ceremony, just to name a few. Generally, recognition and rewards can be distinguished in two categories. At all these companies, recognition is distinguished as a pat on the back or a word of praise, growth prospects and competent supervision amongst others. Alternative monetary rewards include incentives, bonuses, and commissions. In addition, employees put a great value on benefits such as life insurance, disability insurance, health and/or retirement benefits, and perks. Top performing companies have begun documenting â€Å"best practices† which show a direct relationship between employee morale and productivity, profitability, turnover and retention, thus measuring the value of human resources. 1. Upward relation (employee to employer) 1. Feedback It is the job of the supervisor to guide the employee into understanding which of their ideas for change will be helpful in meeting the company's goals. A good supervisor also guides each of their employees differently because similar to Pokemon, each employee offers unique talents and will evolve into different forms of advanced employees 2. PERFORMANCE APPRAISAL Most managers say they want to pay for performance, but few sit down and conduct a performance review with an employee. Raises, Career paths, training plans, and departmental productivity are impacted by an employee’s performance. In addition, a well-designed, effectively implemented appraisal system can provide solid documentation of performance accomplishments or problems that the supervisor can use to justify or defend a wide range of personnel actions or decisions. 3. Horizontal Relation (amongst Employees) 1. Annual events and magazines Annual events are a way of getting to know the employee on a personal level. It is also a team building exercise and is common in all companies Inhouse magazines too are common. They tell the employee about the company and employee participation is encouraged by articles. 3. 3. 2 Welfare activities The objective of providing welfare facilities is to ensure that employee attention is not diverted from work to maintenance activities. It also aims to provide a caring environment that enhances the satisfaction of the employee with working conditions 4 ADVANTAGES OF MAINTAINING GOOD EMPLOYEE RELATIONS. The Gallup Organization published research proved that a more engaged employee is also a more productive employee. The research also proved, that a more engaged employee is also a more profitable employee, a more customer-focused employee, a safer employee, and an employee who is more likely to withstand temptations to jump ship and in turn it is also true that the longer employees stay with an organization, the less engaged they become. Following are the advantages of maintaining good relations with the employees. 1. Reduced Absenteeism One reason, outside of illness, that employees are absent is stress, and the number one reason employees are stressed has to do with their relationship with their manager/supervisor. Management styles that are too authoritarian tend to promote high levels of absenteeism among employees also increase turnover, job burnout, and employee health problems such as backaches and headaches. Employees may also reduce turnover and absences when they begin to feel that working conditions are satisfactory and that they are becoming more successful in their jobs Absenteeism rate at GPI is around 13-14 % on an average but a little high during summer holidays. ( Does it include approved leaves?.. why elaborate/justify.. ) Absenteeism at TAJ is under control as per the norms. The absenteeism rate at PARLE is 8 % and increases by 3 % reaching to 11 % during the summer holidays. In addition, these programs help reduce turnover thereby reducing your training, recruiting, and administrative human resource expenses. 2. Improved Morale & Motivation. The secret of creating a motivating employee review lies in the relationship between accuracy and money( not a correct expression†¦ xpectations of the employee & the C) The right combination provides with a highly motivated employee. Maintaining good Employee Relations creates an environment of trust and increases morale. This improv es the motivation of the employee. A motivated employee is contagious and is beneficial for the growth of the company 3. Harmony in the organisation Increase in the level of job satisfaction has a direct relation with the smooth workflow. There will be lesser arguments and more discussions. Employees will be ready to share information and help each other out. A good relation with the employee also inculcates discipline. Thus harmony is maintained. 4. Lesser attrition – reduced cost on training, less cost of retention A reduced attrition rate will reduce the cost of training and induction. No new employees will need to start afresh. The company can save on getting to know new employees. GPI spends around Rs. 5 Lakhs( isn’t it less?.. ) on training every year with the attrition rate being less than 2 %. For TAJ, There is a bloodbath in Mumbai today, with seven hotels cheek-by-jowl near the airport. Retention of talent is the chief challenge. Staff is routinely poached by not just industry competitors but also banks, call centers and others. On the upside, they are the biggest and the most profitable chain and apparently enjoy an attrition rate which is lowest in the industry. They are most in the news, too. They must be doing something right( What are they doing?.. ) At PARLE, it seems the employees are not interested in leaving at all. The attrition rate is a minimal at 2-3% for staff, and between 1-2% for its workers. ( Please re-check the figures!! It can’t be!! Last one year it should be around 15%.. which Parle location is this?.. ) 5. Attract good talent Attracting the most qualified employees and matching them to the jobs for which they are best suited is important for the success of any organization. A good company with good Employee Relations will be talked about. There is a brand image created in the mind of the employees which attracts them to the company like a drop of honey. Like for example there are companies like TATA, HLL, Birlas, or Infosys where people would be glad to work. TAJ wants to create an image where, if 10 employees are interviewed and 1 gets selected, then the rest should feel sorry, not for being unemployed (selected) but for losing getting an wonderful opportunity to work for an interview with for TAJ Knowledge about satisfying work places with comfortable working conditions and friendly work culture and transparency in the organisation are always passed through the grapevine and thus attract employees. Later it’s the job of the recruitment cell to hire employees as per the requirements. 6. Responsible for increase in productivity. As the saying goes, a happy worker is a productive worker. Thus a satisfied worker will take lesser breaks, spend lesser time in the canteen gossiping and more time working for the company. There will be Greater commitment which means quality output. There will be loyalty and less wastage of company resources. The employee will seek for opportunities for intensifying the business and look out for new chances of expanding the company. They identify themselves with the work and this leads to an improved performance. Finally, the act of participation in itself establishes better communication, as people mutually discuss work problems. 7. Open to organizational / hierarchical changes (flexibility) The workers’ self-esteem, job satisfaction, and cooperative with the management is improved. The results often are reduced conflict and stress, more commitment to goals, and better acceptance of a change. 8. Shared learning and Continuous improvement. A satisfied employee will look for ways of continuous improvement. They will participate in programs such as kaizen and try for the better of the company. Employees in a good employee relation management will share their new learning’s and wisdom with his colleagues. 5. ROLE and scope of Human resources The key process that defines the HR strategy is ensuring an effective and efficient organisation through appropriate people-job-organisation fit Each and every HR plans thus focuses on: †¢ Productivity †¢ Performance †¢ Satisfaction, to further the business objectives of the organisation through the optimal utilization of the human resources. 6. GODFREY PHILLIPS INDIA LTD. (ANDHERI) Vision â€Å"To be the best quality cigarette manufacturing in the country, producing at optimum cost with total employee involvement and maintaining clean and safe environment inside and outside the factory premises. † INTRODUCTION GPI, the second largest player in the Indian cigarette industry with an annual turnover of over US$ 265 million is a joint venture between Modi group and global cigarette major Phillip Morris. Some of the leading brands in GPI’s portfolio are Jaisalmer, Cavenders, Four Square, Red & White and Originals. The company has a value market share of 11. 4% and a volume share of 12. 4% in the cigarette industry in 2004-2005. Godfrey Phillips has the strong backing of over 15,000 shareholders in the Country. The manufacturing of cigarettes is done in the Andheri factory in Mumbai and in Guldhar (Ghaziabad) called the ITC factory (International Tobacco Company). These constitute the manufacturing operations of the CIGARETTE DIVISION in the company. Core values Core Values are those values, which are enduring tenets of the organisation and are timeless guiding principles. Core values help the organisation to achieve its vision. Core values are those values, which are not compromised, even though they become a competitive disadvantage under certain situations. The Andheri Factory, has articulated the following Core Values. †¢ Provide Environment For Development †¢ Urge to change for Improvement †¢ Focus on Quality. The Andheri Management Team with its commitment to achieve excellence in Quality shall ensure compliance to this policy and economic competitiveness in the implementation. Nothing represents the true spirit of Godfrey Phillips more aptly than the many initiatives it has taken to be a socially responsible corporate citizen. The commitment has always been to enrich and energize the community within which it operates. †¢ Red and White Bravery Awards Started in 1990-91, the purpose of these awards is to instill in people the culture of selfless action. The awards bring into limelight extraordinary, yet little known acts of bravery and social acts of courage by the common man. †¢ Farmer Program Godfrey Phillips helped create awareness amongst the farming community about the benefits of adopting approved agricultural practices. It imparts training and knowledge to farmers in tobacco producing areas †¢ AIDS Prevention Program GPI’s participates in AIDS Prevention Programme, rehabilitation of the Gujarat Earthquake victims and Blood donation camps. However, since charity starts at home, they insist upon and ensure safe environmental practices within our factories and offices Realizing the importance of human factor in producing good quantity and quality, GPI signed an agreement with Japan Tobacco Company (an acknowledged world leader in the management of people and machines) for the improvement of its Andheri factory. The Andheri plant went 100% filter manufacturing in 1991. The modernization of the primary line at a cost of RS. 11 Crore's was done in 1990-91. Organization structure GPI believes in a flexible, business-oriented organisation structure. It follows a flat organisation structure with decentralized management. There are around 5 levels in the organisation structure making it a decently flat structure comprising of 407 employees comprising of 69 staff members, 289 workers and 47 managers. ( Hey give an organization structure as an annexure) The organizational business is built around a structure that comprises various jobs carried out by individual in the organisation Role and scope of HR at GPI Mission To facilitate the processes which create an environment where each member of GPI family is able to contribute their best. Aim: To be amongst top 10 employers in India. †¢ All HR processes are linked to Core Competency Model which was launched for GPI, 2003. Assessment Centers are launched for promoting staff into management cadre. †¢ HRIS (Human Resource Information System) launched to empower employees of Godfrey Phillips. †¢ Six-Sigma project is undertaken to create a robust performance management system. †¢ Annual training calendar is introduced which is based on the G PI competency model. †¢ Internal Recruitment is encouraged to fill vacant positions. †¢ Each management staff is entitled to training and development intervention of at least 8 days. †¢ 360-degree feedback is initiated. †¢ Variable income plan was launched in 2004 to attract the organization to raise their performance bar. GPI believes in Total Employee Involvement. This is done through small group activity including all employees in teams, whereby identified problems are resolved and presented to management. The HR department is the central point which initiates, monitors and follows up on the processes. It coordinates the task force activities of the factory. There are at present 11 task forces in the factory There is a micro site that has been created called ELIVE to generate the awareness among the employees about the concept and its benefits. Each manager should therefore evolve his or her people strategy aligned to the business strategy of the organisation DOWNWARD RELATION TRAINING AND INDUCTION An employee at GPI is placed on the job after induction. The basic induction training is a seven-day program; additional training is imparted as required. Technical personnel are given induction training in various technical departments for one month before being placed on their actual jobs. GPI at its HO follows a mentoring program for the employees. It will be implemented at the Andheri factory from July 2005. Training for the same will be conducted by the HO. Mentoring at GPI was launched on the 5th September, 2004 which is celebrated as the International Mentoring Day world wide. GPI believes that the best investment that it can make towards its people is in increasing their knowledge, skills etc. This can be done by periodically identifying the training needs, imparting training and measuring the effectiveness of the training programs thereby assessing how effective the training programs are and their contribution to the bottom line of the business. GPI places a great emphasis on training Training and Development systems focus on aspects such as continuous learning, on-the-job learning, easy access to training programs, self-managed programs. Training is controlled and monitored through a budget of around Rs. 5 Lakhs A Training Directory is created by each unit. The Directory identifies both training needs as well as training delivery in respect of all employees. The training programs include both job related technical training as well as behavioral training. Training needs of employees are decided once in a year. The factory manager identifies training needs of HOD’s. In line with the Training Activities in the Factory, Quality System Procedures of Personnel Department are documented, scope of which includes Training Need Identification, Training Plan, Training Calendar, Training Evaluation and Training Records. GPI provides the following BENEFITS: †¢ Canteen Facility – The Company has a subsidized canteen for its employees, which provides food at highly subsidized rates in all shifts. The employees working in the night shift get refreshments. Everyday in the morning, the food is tasted by the responsible person from the Personnel Department and accordingly the taste is approved or is changed if necessary. Every week, the menu is approved by the Personnel Department. Lunch is made available at 50 paisa, refreshments for 20 paisa and tea for 10 p Uniform – The Company provides free uniforms to certain categories of employees once in every year around the month of Feb-March. The washing of the uniforms is taken care by the company itself once a week. Winter and monsoon wear is also provided to selected employees. †¢ Housing facility – is provided to the security guards and workers at key position. They are highly subsidized accommodation at a pay of Rs. 7. 50 per month. †¢ Holiday Home Scheme – Each individual management staff is entitled to a stay up to one week at any of the properties available during the course of a calendar year †¢ Marriage Gift Scheme – The Company provides a gift to all its managers on the occasion of the wedding of the employees as well as their children. On all such occasions the employees shall have the option to purchase a gift of their choice at a value not exceeding an amount of Rs. 5000/- per wedding Monetary benefits GPI employees can avail Retirement Services/benefits GPI has a credit society which provides the following benefits. It was established in 1953 and membership is open to all employees working in the various establishments of GPI. It is registered under the Societies Registration Act. Its meetings are held once a month. It offers 2 savings schemes to its members †¢ Cumulative Deposit Scheme †¢ Monthly Contributory Deposit Scheme. A member can also avail of loan schemes immediately on acquiring membership in the credit society. Short term loans – for a period of 1 year, monthly installments, which are deducted from the member's salary †¢ Long term loans: for a period of 5 years and is recovered through 60 monthly installments deducted from the salary. MEDICAL FACILITY. In GPI, there are two pane ls of doctors. The company has 50 trained first-aiders which are required if any accident takes place. Every department has a first aid kit which is replenished and audited every month. The Personnel Department includes a Nurse and an Ambulance room who maintains a medical kit as well. The company carries out medical examination of all the employees once in every three years. SAFETY GPI believes that companies are responsible for ensuring the health and safety of the employees. Every employee follows operating procedures and practices are designed to protect people and equipment from risk of injury or damage to property. GPI has a Safety Department which aims â€Å"To create at all levels in the organisation a Safety Consciousness and to develop and maintain safety at work place. † HR department has to see to it that an acceptable safety standard is kept in the workplace-safety gears are provided, Fire extinguishers are placed at the right places, multiple entrances and exits are provided and possible fire/safety drills are conducted once in a while. The safety squad conducts a safety drill in the first week of March on safety day and once in two months. GPI also pursues ERP which is run by the emergency squad. The EMERGENCY RESPONSE PLAN is responsible to deal with various types of emergencies that could occur at the facility with the response organization structure being deployed in the shortest time possible during an emergency. Thus when an emergency occurs, the initial indication is by raising the alarm by the person who first notices a problem. The respective Managers is immediately notified who then assesses the severity of the condition, classifies it appropriately and directs the response actions of the facility personnel to mitigate the condition. Upon analyzing the emergency situation, if situation is beyond his control he informs the Security Main Gate who activates the ERP. GPI also has a Medical Attendant (Nurse) who during an emergency is to provide first-aid to victims of the accident, and to ensure their prompt transportation to a treatment installation such as a hospital, when required the Medical Function is responsible for the establishment of a first-aid station for the immediate treatment of possible victims, which shall be appropriately equipped with medical supplies, oxygen, resuscitators, and other supplies and the emergency response personnel are familiar with first aid administration There hasn’t been a case of sexual harassment or drug abuse. GPI is short of a policy against it, but any individual found guilty will not be allowed on the premises and will be dismissed if it continues. CAREER DEVELOPMENT OPPORTUNITIES The emphasis at GPI will be to focus on career paths rather than on career per se. GPI focuses on generic career paths as well as specific career paths for identified individual. There are 8 basic Job Bands. All grades are structured around these levels. Jobs are placed in appropriate bands, corresponding to the responsibility levels. Job bands are used for specific HR action such as promotions, career development etc. GPI recognizes that in a dynamic, fast-changing environment jobs will also be flexible Job Rotation Programs (JRP) can not only reduce turnover but they also increase learning, and provide added bench strength. At GPI, the technicians are rotated in the whole department. This helps the technicians become Almighty operators. Knowing a variety of jobs improves the worker’s self-image, provides personal growth and makes the worker more valuable to the organization. It also helps them become a trainer and fill the vacant places if some employee turns out absent. Job rotation is a way to overcome boredom and monotony. Periodic job changing can also improve interdepartmental co-operation, employees become more understanding of each other’s problems. Job enrichment too is used at GPI. It seeks to improve both task efficiency and human satisfaction by building into people’s jobs, quite specifically, greater scope for personal achievement and recognition, more challenging and responsible work, and more opportunity for individual advancement and growth. Operators become Technicians who then become supervisors who in turn become managers RECREATION AND STRESS The employees at GPI work for 8 hours with a lunch break for half an hour. The leaves allotted are different for workers and different for staff. For Workers: Workers receive Annual leave of 21 days, Casual leave of 14 days & Sick leave of 21 days. FOR STAFF: The staff members are entitled to get Annual leave of 30 days, Casual leave of 14 days & Sick leave of 20 days. GPI proudly holds interdepartmental cricket matches annually. Steps are taken by each department to send their best players and employee participation is encouraged to the fullest Various stress management programs are held by external faculty for the welfare of the employees COLLECTIVE BARGAINING The trade union at GPI is KAMGAR UTKARSH SABHA is registered under commissioner of labor and recognized under All India Trade Union Congress. Employee Relations as an activity extends through negotiation and bargaining, discipline and employee involvement. When GPI is concerned, there hasn’t been a strike ever. All are part of this union for the past 15 years. The procedure for grievance solving at GPI is followed as per hierarchy, the employee goes to the department head and the grievance is presented. If the department head is not in the condition to solve the grievance, the personnel department is informed. If the employee is still not satisfied, the grievance is then forwarded to the FM. INVOLVEMENT AND ENGAGEMENT GPI follows the technique of Quality Circle, originating from Japan and introduced in many establishments in India. In this, employees voluntarily become members of quality circles, which study various situations and problems at the work place, suggest and implement solutions. There is thus much involvement of the worker, in what happens at his work place. The participation is not of representatives. All of them could get involved. GPI follows a Suggestions scheme called Kaizen Teian. Employee can give suggestion in the field of Operation, Safety, Quality, Workplace Environment, Waste Elimination ,5 ‘S’, Energy Saving ,Cost Saving. There are department committees consisting of Dept Head, Dept Level Managers and Supervisors, who motivate employees and evaluate the suggestions and reward the employees. The factory committee meets once in a fortnight. It is involved in planning and implementing for increasing the participation and number of suggestions of the employees. It also reviews the reward at regular intervals. GPI (as per rules of KT) has star, super star and pole star. Star is felicitated with a silver medal of approximately Rs. 225. Super star is awarded with 30 Gms of silver medal of approximately Rs. 450. The pole star who must have 3 implemented Kaizens per month for 6 continuous months is awarded with Sodexho coupons worth Rs. 350. At GPI, mostly the department heads go at the employee’s workplace and congratulate them and gift them their reward. Best suggestion of the month and kaizenee of the month are recognised by displaying their photo at the canteen and at main gate entrance. And also gets a free lunch with family in a restaurant. The company has a tradition of felicitating those employees who have completed 20 years of service with the company by offering them a gift and a certificate. UPWARD COMMUNICATION FEEDBACK GPI has started taking an EMPLOYEE SATISFACTION SURVEY annually from the last two years. It is conducted, monitored and evaluated by the HR department. PERFORMANCE APPRAISAL At GPI, managers have an online Performance Appraisal. For the staff, an informal procedure is followed, the employees are monitored regularly by their immediate boss and regular feedback is given to the employees as and when required. This forms the basis for identification of training needs with respect to HOD's and management staff. ( what kind of system of PA is followed?.. ) HORIZONTAL RELATION ANNUAL EVENTS GPI holds the following: Picnics – GPI has a four squares club which carries out picnics and other excursions for the staff to nearby places like Khopoli and Virar. †¢ Dassehra Puja – The workers org anize Dassehra Puja every year with the aid of contributions collected from the employees of the company. Every department celebrates this auspicious day by carrying out pujas in their respective departments. The company distributes sweets to all the employees. †¢ House Magazine – GPI publishes a quarterly house magazine known as ‘SAMVAD’; highlighting the various events at GPI. It was started in the year 1986. This helps to encourage people for active participation in writing pros, poems, drawings. The magazine also gives information about the Kaizens given by the employees and the Kaizenee. The promotional activities, suggestions regarding Safety, Pollution Control are also included in the house magazine. The achievements of the employees and their family members are published in the magazine WELFARE ACTIVITIES GPI gives the welfare facilities as mentioned in THE FACTORIES ACT, 1948. Various incentives, cash benefits, rewards for good performance etc. are offered at GPI as a part of the commitment towards the well being of employees. In addition to these, the company has initiated several other programmes to achieve the goal of employee welfare. The Godfrey Phillips Employees' Welfare Society: It was constituted and registered under the Mumbai Trusts' Act, 1950 in 1971. The membership of the society is open to the employees of GPI. A few of the programmes organized by the society are listed below: †¢ Annual Prize Distribution: This programme is organized every year. The employees’ children who excel in academics are awarded so as to encourage them to perform better. In addition to the prizes, each awarded also gets a Textbook Gift Coupon. †¢ Note Book Distribution: Every year, before the beginning of the academic session the employees of GPI are given notebooks at concessional rates. Each employee can purchase a maximum of 4 dozen-note books from the welfare society. †¢ S. S. C. Vyakhyanamala: An expert hired by the society gives the children of employees appearing for the S. S. C. exhaustive guidance in all the aspects of these exams. If the number is inadequate, the society sends them to counseling agencies at its own expense. †¢ Career Counseling: Children of employees in the 9th and 10th standards and Jr. College are given guidance as to which career they should choose based on the results of a 5 hour test administered to them by the Maharashtra Vyavsaya Margdarshan Kendra. The society has several other activities in the pipeline such as a talk on the Union Budget, a rangoli competition, establishment of Adarsh Kamgar Puraskar, a pulse polio vaccination scheme etc. 7. INTRODUCTION TO PARLE VISION â€Å"With the unfolding of the InfoTech age, and the emergence of a borderless world, we have a quest to become the most admired group to all our stakeholders, alike customers, employees, contract manufacturers, wholesalers, C&F agents, suppliers and society. Our customer being the king we will try to exceed their expectations by pursuing world class standards in our people, products, process & performance encouraging innovation & nurturing intellectual capital. We will follow ethical & fair business practices maintaining respect for all the fellow human beings. † INTRODUCTION Mr. Mohanlal Dalal came to Mumbai in the 1880’s from pardi village. He did some work here and there to earn his living. Soon PARLE biscuits were formed in a 60 ft long and 40 ft wide tin shed with an initial investment of 1,50,000 with the help of 12 men. In the year 1929 the market was dominated by famous international brands that were imported freely. Despite the odds and unequal competition, this company called PARLE Products, survived and succeeded, by adhering to high quality and improvising from time to time. Over the years, PARLE has grown to become a multi-million US Dollar company. Many of the PARLE products – biscuits or confectionaries, are market leaders in their category and have won acclaim at the Monde Selection, since 1971. Today, PARLE enjoys a 40% share of the total biscuit market and a 15% share of the total confectionary market, in India. ORGANISATION STRUCTURE PARLE on the other hand has an organisation structure of 7-8 levels. Starting with the Factory Manager and then the Deputy Manager, but it is more on paper than for operational purpose. It has a total of 742 workers, 30 staff members and 150 managers and officers. Role and scope of HR at PARLE The HR mission at PARLE is to develop the employee behaviour, identify their training needs and help them grow in the future. They don’t have a HR Department per se, but the personnel department handles the functions of the HR. Their Personnel department handles 742 workers, 30 staff members and 150 managers and officers. Though no special steps are taken to increase employee involvement at PARLE, they have had no disputes and work goes on smoothly because of the team spirit in the e employees. The Personnel department handles all the activities amongst the employees and believes that no disputes and smooth flow of work is a live testimony of credibility to HR department. DOWNWARD COMMUNICATION TRAINING AND INDUCTION At PARLE, the nature of recruitment is purely internal. Thus training needs may be more as compared to hiring trained individuals. Here, the department Heads identify the training needs as and when required. These training needs are then sent to the Personnel department. The Personnel department checks its external brochures and the training is conducted There is internal training for the workers for KAIZEN, 5S, and other Japanese systems which are recently implemented by the company. External training is not given for workers unless critical or really required. The staff and the managers are given external training for behaviour and management. There is follow-up done after the training with the help of feedback forms. These feedbacks are submitted to the Personnel department who looks after them and implements the changes if possible. There is religious feedback taken after training and the form is evaluated by the Personnel department. PARLE doesn’t have an induction program for its workers in place. Workers are recruited and put on job, whereas the managers and staff have to go through a 15 day induction program. The employees learn about the functioning of each department. PARLE has the following BENEFITS †¢ Apart from the regular allowances, PARLE provides Production Incentive and festival allowance. †¢ Canteen facility – It too has subsidized food for all its employees. Lunch is for Rs. 2 and tea and refreshments are served at 20p. The canteen is run by contractors. †¢ Housing facility – PARLE doesn’t provide housing facilities to its employees but a few important ones like the technicians and engineers stay on the compound of the factory. †¢ Uniforms – Like in GPI, the workers wear uniforms, some also receive monsoon wear and winter wear. The uniforms are washed on a weekly basis on contract. PARLE also gives various MONETARY BENEFITS. It has an ECS (employee credit society) which offers loans short term and long term loans like GPI. MEDICAL BENEFITS There are 2 in-house doctors who conduct free medical check ups on half yearly basis at PARLE. There is a well equipped ambulance room with 3 full time nurses. Employees at PARLE also receive reimbursement of medical expenses. Compensation is also given on death of the employee SAFTEY PARLE endeavors to adequately train all employees, suitably equip them and instruct them to perform their duties in a safe and effective way. PARLE trains all its employees against safety and first aid and Fire fighting. Apart from this there is a Guard for all the machines who prevents the accident from occurring. PARLE is a non tobacco zone. Thus there is no smoking allowed in the premises or the working area. They are also strict about alcohol or drugs. Though there is no policy, but an employee is not allowed to enter the gates if he is drunk or is caught with drugs. There has never been a case of sexual harassment either. PARLE also conducts safety day competitions on safety week during March. Colourful posters and illustrations of the harms of not wearing a helmet and other such warnings are pinned on the entire lobby and the passage area all over PARLE. CAREER DEVELOPMENT PARLE doesn’t follow Job rotation, thus an employee does gains specialization. PARLE believes Moving from one job to another also gets irritating because the normal routine of an employee is disturbed and also time is wasted in adjusting to the new job. PARLE too believes that enriched job will have more responsibility and autonomy (vertical enrichment), more variety of tasks (horizontal enrichment), and more growth opportunities. Thus after receiving considerable knowledge at packing, a worker is soon promoted to charge-hand. RECREATION AND STRESS Employees at PARLE receive an annual leave of 16 days, sick leave of 10 days and CL of 7 days. The management decides the paid holidays after discussion with the Union and the list of holidays is posted on the notice board. In all, there are 14 paid holidays. Although there have been talks about health clubs and gyms. Employees at PARLE receive an annual leave of 16 days, sick leave of 10 days and CL of 7 days. And refreshment breaks of 15 minutes at PARLE. They are sanctified with a play ground. They have regular tournaments of volley ball, cricket and tennis. Employees also have the facility to play carromen, table tennis in their rest rooms. There is an annual sports day held by the ECS where employees are encouraged to participate. COLLECTIVE BARGAINING The trade union at GPI & PARLE is the same; KAMGAR UTKARSHA SABHA. There has been a strike at PARLE due to conflict of interest which lasted for 40 days, in the year 2000. The procedure for grievance solving at PARLE goes as per hierarchy too, first the employee goes to the department head and the grievance is presented. If the department head is not in the condition to solve the grievance, the personnel department is informed. If the employee is still not satisfied, the grievance is then forwarded to the FM. The grievance is further sent for conciliation. ( If you can†¦study the documents of negotiations between the two & analyse how the final draft was arrived at †¦) INVOLVEMEMNT AND ENGAGEMENT PARLE has a suggestion box which comes under the plant services manager. These suggestions are received on a weekly basis. PARLE like GPI follows the technique of Quality Circle, originating from Japan and introduced in many establishments in India. In this, employees voluntarily become members of quality circles, which study various situations and problems at the work place, suggest and implement solutions. There is thus much involvement of the worker, in what happens at his work place. PARLE has also implemented KAIZEN recently. Here, employees are expected to submit at least 6 suggestions per month. If the suggestion is creative and implemented, the employee earns 2 points. These 2 points entitle him to a gift. There is a considerable rise in the self-esteem. This helps in terms of interpersonal relationships which directly affect Employee Relations. Finally, the act of participation in itself establishes better communication, as people mutually discuss work problems. Rewards at PARLE are as per KAIZEN. No other rewards or gifts are given to the workers for making suggestions. There is a Best worker of the month who is called as the PARLE – G anmol. His picture is displayed on the notice board and he receives a small gift too. The bottom line is to increase employee productivity which contributes to making a company more profitable. UPWARD RELATION FEEDBACK PARLE doesn’t follow job satisfaction survey or any other kind of feedback for its workers or staff PERFORMANCE APPRAISAL PARLE doesn’t hold any performance appraisals for its workers, though the management and staff follows a 90 degree performance appraisals system. HORIZONTAL RELATION ANNUAL EVENTS PARLE holds the following functions for the employees †¢ PARLE does not hold picnics for its employees. †¢ PARLE has a Sports day arranged by the ECS annually. It has activities like football and volley ball and cricket

The School to Works Program in America

In writing her article â€Å"An Avenue to High Academic Standards,† Lynn Olson confronts the tempestuous side of the education system: a recently added component of the curriculum. Olson claims that this new argument would further enhance the quality and practicality of the educational system. The school to works program was introduced in state and federal law in 1994 but its validity and utility is still being disputed over by various concerned parties. Being the senior editor of the national newspaper â€Å"Education Week,† Olson would seem to be well qualified to provide her readers with a persuasive and realistic analysis to an issue that is being widely debated. Olson†s article gives one the impression that this scheme would be a highly beneficial one to our high school students. However, though Olson†s article deals with most of the issues relevant to this scheme, a few areas have not been covered by her. On the whole, it would seem that this scheme should be brought into vogue as soon as possible as suggested by her. Olson has written a very sound article in which she persuades her reader through the means of sound logic well substantiated with real life examples to further strengthen her claims. She makes use of a simple and well-organized diction to enable her wide readership to understand the article. Also Olson†s sources seem to be well founded and used in a logical manner. Olson has written a convincing article because she substantiates her claims with real life examples of different school to work programs. She embarks on this path by giving the examples of a young high school student and that student†s positive and enriching experience with the school to work program. In this particular case, Olson writes that the school to work program helps this rudderless student to find her vocation in life and thus make a valuable contribution to society. She further adds that this student†s experience is not an isolated one and that numerous students have benefited from this program Olson also writes â€Å"Studies suggest that school-to-work programs can help address one of the greatest problems in education: motivation†. However, she writes that this program solves this problem and she substantiates this by giving the example of the 1994 evaluation of Pro-Tech, a Boston school- to work program. In this evaluation it was found that students who participated in these programs decided to take more rigorous math and physics courses than their peers. Thus, she proves that this scheme gives the students a clear indication about the direct link that exists between a good quality education and a good job. Therefore, these examples in her article enable her to provide her readers with a logical and realistic argument that seems to make sense. However, by providing real life examples to prove her point, Olson is justified in writing that the school to work program provides a self-explanatory answer to the question â€Å"Why do I have to learn this? † Olson further strengthens her case by elaborating some valid reasons that make this program a beneficial one to the students. Olson writes that the school-to-work program â€Å"engage students in active, hands-on-learning rather than teaching solely from textbooks†. She states that the primary aim of this program is to inculcate theoretical knowledge with practical knowledge, thus enabling the student to practice the theory learned in school in daily life. However, Olson does admit that there is still a slight confusion on whether this scheme actually encourages students to pursue higher degrees after they have graduated from high school. She counterbalances this by stating that it does help students who intend to go to college on deciding which major they would want to pursue in college. Furthermore, she also writes that these schemes provide students with the added incentive of acquiring extra credit hours. Olson also pads her argument by stating that this program provides society with an educated and skilled workforce urgently required by firms. The argument put forth by Phyllis Schlafly, in her article â€Å"School to Work will train, not Educate†, that these programs are the cause of economic requirements of society and are not due to educational upliftment is oversimplistic and lacks in logical coherency. Schlafly may have some substance in her theme that these programs would â€Å"cause a person or animal to be efficient in the performance of tasks by responding to discipline, instruction and repeated practice†. However, her entire article uses negative emotion to pursuade her readers to follow her line of thinking. Furthermore, her argument that this program will deprive a child of a sound education is countermanded by Olson†s claim that this program will motivate students to get a better education. Also George Willett†s statement in his e-mail message that â€Å"greater learning occurred where the practical was aligned with the academic†. However, one of the legitimate shortcomings of Olson†s article is that it does not provide her readers with all the information relevant to this topic. Her article has used only the positive sources that strengthen her case but overlooks all negative aspects that could have been assessed and resolved by her. Thus, as pointed out by Schlafly, one of the realistic drawbacks of the scheme is that it may be made a compulsory program with the students having no choice in the matter. In that case, the system would lose all the advantages of encouraging students to learn and would just evolve into modern child slavery, where the student may be forced to work whether or not he or she may want to. Also, she has not looked into the fact that the students would not be able choose their own programs. It would be allotted to them based on their grades and other factors by an appointed body called â€Å"The Workforce Development Board†, which is a very disturbing thought, placing the very ideals of a democracy at risk. This is one of the realistic fears put forth in Schlafly†s article. Also, as pointed out by Brian Faranell in his e-mail message that â€Å"asking a freshman in high school to declare his major is way to early†. This too is a legitimate fear that Schlafly has not confronted in her article. Therefore, it is recommended that the school to work program be an optional program wherein the only requirement is motivated students. Thus, no student should be forced to enroll in this program, as this would be counterproductive to the child†s welfare and make the very reason for its creation obsolete. Also, there should be sufficient choice in the different types of school to work programs, so as to enable students to choose among the various programs, so that they might be able to choose something that corresponds to their courses and which will help them in the future. Presently, there are certain countries that have already inculcated this scheme to their education system. Thus, it would be judicious to study their system for a period of time before going head long into one of our own. This would help in looking at all the shortcomings in their system and avoid them in our own. However, we must keep in mind that our basic society and education system may be different and that what works in those countries may not necessarily work in ours. It may also be a good idea to schedule a convention of teachers and professors and other educators to use their ideas. It should be always remembered that they are an integral part of the system, and the government should always take their opinion into account before enacting any bill. Thus, if all these shortfalls are removed the school to work program seems to be a viable addition to our educative system. Olson has covered none of these areas, in her article, which leads one to believe that she may not have researched the topic well enough or else she may not want to provide any negative aspects to her argument. Though her not confronting these issues may show that these are really serious problems that have no real short term solutions. Hence, her argument might have actually been strengthened if she had confronted these areas and tried to provide some sort of solution to them. However, on the whole her article seems to be well written. She has based her ideas on sound logic, which enables her to provide a coherent and well-organized thesis. She has well developed and organized her use of sources and has analyzed them well. Therefore, it would seem that her article would merit a good reception from the public. Therefore, it would seem that Olson succeeds in her purpose of providing a strong argument for the implementation of this program. However, as said earlier it would have been stronger if it had been comprehensive: tackling the harder issues as well.