Assess sociological explanations of the nature and extent...

Assess sociological explanations of the nature and extent of family diversity today. (24 marks) In todays society, there are various alternatives from the typical family type. The top examples of these are lone-parent, cohabitation and reconstituted. But there are also some others such as same sex couples, single parent and multi-cultural families. There has been a decrease in the number of nuclear families in the UK and an increase in various other families such as single parent families. But the raise in single parent households has to do with the increase in divorce across the UK which means that more people are left having to support their children on their own unless they become a reconstituted family. Functionalists are†¦show more content†¦An example of this is the royal family compared to a lower class family. Life stage diversity is the nest type of family diversity. This is where the family structure depends on the point at which you find yourself at any point in your life cycle. An example of this is going from single to cohabitating to married to a nuclear family. The last type of family diversity is generational diversity in society. This is where older and younger generations have different attitudes and experiences, which reflect the period of time, which they have been bought up in. An example of this is morality about divorce, cohabitation, children born outside of marriage and homosexuality may be more controversial to the older generation rather than the younger generation. I think that the best explanation for modern British society is the Rapoport. This is because there is a large variation of diversity in UK when it comes to all of the different family types, which are around today. Most family types are accepted in post-modern society and some are on their way to being fully accepted such as homosexuality. This means that Britain has a good variety of people in society which means that they are a well developed society and are more accepting of all of the different families which are onShow MoreRelatedUsing Material from Item a and Elsewhere Assess Sociological Explanations of the Nature and Extent of Family Diversity Today.1596 Words   |  7 Pagesand elsewhere assess sociological explanations of the nature and extent of family diversity today. Family diversity is the idea that there are a range of different family types, rather than a single dominant one like the nuclear family. It is associated with the post-modernists idea that in today’s society increasing choice about relationships is creating greater family diversity. Item A makes clear that different sociologists ‘are divided over both the extent of family diversity and its importance’Read MoreSociology5053 Words   |  21 Pagestraditional nuclear family in terms of an expressive role and an instrumental role. However, this traditional arrangement may have changed as families have changed, and many feminists use the term ‘dual burden’ to describe the woman’s role in the family today. Item 2B Government policies and laws include tax and benefit policies as well as legislation such as relating to divorce and marriage. Sociologists have different views on the impact of these policies and laws on families. For example, feministsRead MoreScly1 Past Papers7036 Words   |  29 PagesSCLY1 (Old Specification) Past Exam Questions Although June 2016 will be a new specification and exam structure much of the material you have learnt in families and households applies to the new exam. Below are examples of questions taken from the old exam papers that you should practice writing plans for as they are still relevant. However there are a few key differences: * The question you will answer will be worth 20 marks not 24 marks. * You will have 30 minutes to write a 20 mark answerRead MoreSociology Essay20437 Words   |  82 PagesCrown copyright  © material is reproduced under Class Licence No. CO1 W 0000195 with the permission of the Controller of HMSO and the Queen’s Printer for Scotland; Guardian News and Media Ltd for extracts from Ros Taylor, ‘Classes in non-traditional family life proposed by government’, The Guardian, 12.05.00. Copyright  © Guardian News Media Ltd 2000; Will Woodward, ‘Testing †¦ testing †¦ testing’, The Guardian 20.05.00. Copyright  © Guardian News Media Ltd 2000; ‘Adoption boost for gay couples’Read MoreFamily Diversity2087 Words   |  9 Pagesa) Explain what is meant by the neo-conventional family (2 marks) Chester describes the neo-conventional family as a dual-earner family, in which both souses go to work. It is similar to Young and Willmotts idea of the symmetrical family. b) Explain the difference between expressive and instrumental roles. (4 marks) Expressive - homemaker, usually the females role as it is more caring and nurturing and stating that they should stay at home and be a housewife and not go to work. Read MoreControl Theory15246 Words   |  61 Pages6 The Complexity of Control Travis Hirschi 1935– University of Arizona Author of Social Bond Theory Hirschi’s Two Theories and Beyond T ravis Hirschi has dominated control theory for four decades. His influence today is undiminished and likely will continue for years, if not decades, to come (see, e.g., Britt Gottfredson, 2003; Gottfredson, 2006; Kempf, 1993; Pratt Cullen, 2000). Beyond the sheer scholarly talent manifested in his writings, what accounts for Hirschi’s enduring influence onRead MoreThe Impact Of Managerial Styles On Organizational Effectiveness7129 Words   |  29 Pagestogether†. It is the philosophy or set of principles by which the manager capitalizes on the abilities of the workforce. Management style is not a procedure on how to do but it is the management framework for doing. Effective management style is the extent to which a leader continually and progressively leads and directs followers to a predetermined destination agreed upon by the whole group. It is the manner of approach to issues of the managers towards achieving the goals of their organization byRead MoreOrganisational Theory230255 Words   |  922 Pageswill give a good idea of the breadth and complexity of this important subject, and this is precisely what McAuley, Duberley and Johnson have provided. They have done some sterling service in bringing together the very diverse strands of work that today qualify as constituting the subject of organisational theory. Whilst their writing is accessible and engaging, their approach is scholarly and serious. It is so easy for students (and indeed others who should know better) to trivialize this very problematicRead MoreOrganizational Behaviour Analysis286 15 Words   |  115 PagesAFBPsS University of Birmingham November 2007  © Dr. Lesley Prince 2007. Organisational Analysis: Notes and Essays Page i Page ii Please do not attempt to eat these notes. CONTENTS Introduction to the Workshop Topics And Themes The Nature and Scope of Organisation Theory Levels of Analysis The Metaphorical Approach Organising Processes Understanding Change Conflict, Negotiation, and the Politics of Change Group and Team Working Cultures and Leaders as Cultural Agents TrustRead MoreMarriage12231 Words   |  49 Pageson which the family is built. Basically marriage is a social and legal contract. People marry great number of reasons- personal or social. Usually they have a certain preconceived notions about the kind of person they would like to marry. The large percentage of separation each year, non-marital pregnancies and premarital cohabitation have all dramatically changed the traditional family structure (Amato et.al, 2003). Millions of children are no longer being raised in nuclear families. The institution

Role of Student in Development of Our Nation - 1706 Words

Role of Student in Development of Our Nation Our national development agenda has its focus on rural development. Most of India dwells in rural areas and therefore the national development agenda rightly seeks justice for those who often live in poverty, in the state of hunger and malnutrition and deprived of clean environment, sanitation and medical facilities. Rural scenarios are generally represented by agriculture, which involves all the land-related activities, such as cropping, forestry, agroforestry, plant protection, horticulture, animal husbandry, poultry, rural-based agro-industries, and the likes. The state agricultural universities, the Indian Agricultural Research (ICAR) institutes and the rural development institutions†¦show more content†¦Rural development processes must have primacy of youth involvement. This should begin with special orientation inherent in our course curricula. Most of the subjects taught to the students at agricultural universities are not only relevant to rural areas and farming communities but also emanate from a vision of rural development evolved together by our by a galaxy of educationists, planners and statesmen. The courses are natural allies of the rural development processes. But the pedagogic mechanism is unable to stimulate amongst the students any strong emotional affinity towards Indian culture, heritage and rural elements of national development paradigm. Students, unfortunately, keep on thinking about acquiring physical amenities and fat salaries through services in urban and industrial environments and/ or in western or Europea n countries. Our public system should make sincere efforts for creating employment opportunities in rural areas. There is large number of agro-based industries which should especially be established in rural areas. These industries might range from cottage industries to the ones manufacturing finishing products of high value and low volume, such as perfumery, vegetable seed production, dairy product processing, etc. University graduates and trained post graduates if employed in theseShow MoreRelatedRole of Student to Maintain Peaceful Atmosphere at Home, School and Society1229 Words   |  5 PagesROLE OF STUDENTS HOW STUDENTS CAN BEST SERVE THEIR COUNTRY: Hints: 1. Tremendous man-power of the country is being wasted away. 2. Education must be made purposeful and practical. 3. High aims and aspirations must be set before the students. 4. Students must work to remove social evils. 5. Students must actively participate in the economic development of the country. 6. Military training is essential. 7. Students must not participate in politics and give up their indulgence in hooligismRead MoreStudent Politics in Bangladesh1275 Words   |  6 Pagesâ€Å"The Side of Student Politics in Bangladesh† Objective of this report There are some objectives of this report 1. To gain practical knowledge 2. To submit this report 3. To know About the negative side of student politics 4. To get exemplary grade 5. To gather experience for future Methodology The report information has been collected from both primary and secondary sources. 1. We take interviews of several people as our primary sources. 2. We collect our informationRead MoreDesigning A Atmosphere Of Learning826 Words   |  4 PagesAs teachers, our role is to create an atmosphere of learning in our classrooms. We accomplish this assignment by fulfilling a number of duties and functions. The main aim being, the development, and growth of our students. Our goal is to make sure that our pupils are outstanding and that they reach their full potential in what they plan to undertake. We are responsible for enabling them to develop skills that take them far beyond the classroom. This task is achieved by considering various factorsRead MoreTraditional Territories And Oral Practices Of The Blackfoot Nations Essay1598 Words   |  7 Pages We would like to acknowledge the traditional territories and oral practices of the Blackfoot Nations, which include the Siksika, the Piikani and the Kainai. We also acknowledge the Tsuut’ina and Stoney Nakoda First Nations, the Metis Nation (Region 3), and all people who make their homes in the Treaty 7 region of Southern Alberta. I begin my paper with the protocol of the Acknowledgement of the Land. It is read at all Calgary Board of Education Leadership meetings and at the beginning ofRead MoreAnalysis Of The Book Mission High 1437 Words   |  6 Pagesis one of schools located in San Francisco California and this school has significant impact to many students. One of my major goal was to understand better and develop interest in my teaching career. Reading this book have changed my opinions in different ways while understanding better in different cultures. First and foremost, the author have well experience in her book by discussing the role of school in society. The author, â€Å"Kristina Rizga† has emphasized the importance of education and herRead MoreEssay On Community Service Learning1510 Words   |  7 PagesAssembly of First Nations (AFN), located on unceded Algonquin territory in Ottawa. The mandate of the organization is to provide national-level advocacy for First Nations policy issues in Canada, as directed by the Chiefs from across the country at bi-annual assemblies. The AFN receives its mandate from resolutions passed at these assemblies, and is accountable to over 630 First Nations, as well as urban and rural First Nations peoples, through this process (Assembly of First Nations, 2017a). My placementRead MoreNo Child Left Behind ( Nclb )761 Words   |  4 Pageseducational policies in effect were â€Å"A Nation at Risk, in 1987 America 2000, and a few years later with Goals 2000† (Eisner, 2001, p.21). No Child Left Behind is a test based accountability system used in schools to measure their performance holding the districts, administrators and teachers liable and accountable for the outcomes. Supovitz (2009) States that No Child Left Behind was a major reform initiative intended to bring about widespread improvements in student performance and reduce inequitiesRead MoreImpact of Globalization on Singapore1259 Words   |  5 Pagescontinue to have a vast impact on Singapore as a Nation and on its identity and culture. In order to deal with these changes, Character and Citizenship Education (CCE) will increasingly become more important in the changing landscape of education in Singapore. Globalization is both a cultural and economic phenomenon that has been defined as â€Å"a process of interaction and integration among the people, companies, and governments of different nations, a process driven by international trade and investmentRead MoreU.s. Taxpayers Paid $ 256 Billion For Healthcare810 Words   |  4 Pagesrise in childhood obesity rates and other related and non-related chronic illnesses, the role of nurses as educators in our schools and communities has become critical to the continued success of our nation. In 2009, data were collected by the National Youth Risk Behavior Survey (YRBS) that clearly demonstrated the relationship between health risk behaviors and academic achievement in high school students. Students with higher grades were less likely to engage in health risk behaviors such as cigaretteRead MoreMy Organization s Programs Promote And Impact The Healthy Development Of Children And Youth Essay1133 Words   |  5 PagesProfessional Development Grant Please state your organization’s mission and describe how your organization’s programs directly promote and impact the healthy development of children and youth. Include the number of Indiana youth served and briefly discuss program outcomes. The mission of Kankakee Valley High School is to provide a rigorous academic training that is relevant and transferrable to students’ future learning and success. As a teacher, I am responsible for the development of students academically

Training Development a Tool of Retaining Employees Free Essays

string(97) " the size of the organization, communication is central to building and maintaining credibility\." Training Development: A tool of Retaining Employees â€Å"Abstract† NITIN GUPTA (ASST. PROF. IIMT HOTEL MANAGEMENT COLLEGE) The objective of this study is to show that training development is required for an organization to retain its employees, as Training is activity leading to skilled behavior and it realize the employees that what they want in life knowing how to reach it, where they want to go and how to get there, how high they want to rise and how to take off in the organization. We will write a custom essay sample on Training Development: a Tool of Retaining Employees or any similar topic only for you Order Now The people in your organization are your most important resource. It is not only essential to hire the very best employees but the important is that a company retains those employees. Training and re-skilling inspire loyalty. Training is seen as expensive and a way of making their employees attractive to others. The risks involved, when weighed against the benefits, often mean that retraining is overlooked in favor of recruiting externally. However, the recruitment costs of staff time before and after the hire and direct expenses compare favorably against staff development costs. Training employees reinforces their sense of value. Through training, employers help employees achieve goals and ensure they have a solid understanding of their job requirements. A mixed approach of valuing staff by developing skills, providing interesting/motivating work while recognizing their individual contribution, along side benefits and perks, will mean that you are an employer that employees don’t want to leave. TOPIC Training Development: A tool of Retaining Employees INTRODUCTION The people in any organization are most important resource. It is not only essential to hire the very best employees but the important is that a company retains those employees. Training and re-skilling inspire loyalty. Training is seen as expensive and a way of making their employees attractive to others. The risks involved, when weighed against the benefits, often mean that retraining is overlooked in favor of recruiting externally. However, the recruitment costs of staff time before and after the hire and direct expenses compare favorably against staff development costs. Employees leave organizations for many reasons; oftentimes these reasons are unknown to their employers. Employers need to listen to employees’ needs and implement retention strategies to make employees feel valued and engaged in order to keep them. These retention methods can have a significant and positive impact on an organization’s turnover rate. According to strategic planning consultant Leigh Branham, SPHR, 88% of employees leave their jobs for reasons other than pay: However, 70% of managers think employees leave mainly for pay-related reasons. Branham says there are seven main reasons why employees leave a company: 1. Employees feel the job or workplace is not what they expected. 2. There is a mismatch between the job and person. 3. There is too little coaching and feedback. 4. There are too few growth and advancement opportunities. 5. Employees feel devalued and unrecognized. 6. Employees feel stress from overwork and have a work/life imbalance. 7. There is a loss of trust and confidence in senior leaders. WHY RETAINING EMPLOYEES IS IMPORTANT? Turnover is costly. According to Right Management, a talent and career management consulting firm, it costs nearly three times an employee’s salary to replace someone, which includes recruitment, severance, lost productivity, and lost opportunities. Life Work Solutions, a provider of staff retention and consulting services, provides the following turnover facts and rates: †¢ Over 50 % of people recruited in to an organization will leave within 2 years. †¢ One in four of new hires will leave within 6 months. †¢ Nearly 70% of organizations report that staff turnover has a negative financial impact due to the cost of recruiting, hiring, and training a replacement employee and the overtime work of current employees that’s required until the organization can fill the vacant position. Nearly 70 % of organizations report having difficulties in replacing staff. †¢ Approximately 50% of organizations experience regular problems with employee retention. From these statistics it’s clear that it’s important to develop a retention plan to retain employees and keep turnover low. If an employee resigns, then good amount of time is lost in hiring a new employee and then training him/her and this goes to t he loss of the company directly which many a times goes unnoticed. And even after this no one can assure the same efficiency from the new employee (He might be better and might not be). It requires time to judge his capabilities and work nature. And above all these things, one resignation many a times triggers a chain reaction among other employees, leading to a negative effect. RETENTION METHODS Here are some effective methods employers utilize in order to keep employees happy and part of their organization instead of looking for employment opportunities elsewhere. Training: Training employees reinforces their sense of value. Through training, employers help employees achieve goals and ensure they have a solid understanding of their job requirements. It’s important for companies to give coaching to employees so that their efforts stay aligned with the goals of the company and meet expectations. During an employee’s first few weeks on the job, an employer should provide intensive feedback. Employers should also provide formal and informal feedback to employees throughout the year. Mentoring. A mentoring program integrated with a goal-oriented feedback system provides a structured mechanism for developing strong relationships within an organization and is a solid foundation for employee retention and growth. With a mentoring program, an organization pairs someone more experienced in a discipline with someone less experienced in a similar area, with the goal to develop specific competencies, provide performance feedback, and design an individualized career development plan. Instill a positive culture. A company should establish a series of values as the basis for culture such as honesty, excellence, attitude, respect, and teamwork (IOMA, 2008). A company that creates the right culture will have an advantage when it comes to attracting and keeping good employees (Main). Use communication to build credibility. No matter what the size of the organization, communication is central to building and maintaining credibility. You read "Training Development: a Tool of Retaining Employees" in category "Papers" Many employers get communication to â€Å"flow up† through a staff advisory council (or similar group) which solicits and/or receives employees’ opinions and suggestions and passes them on to upper management (IOMA). It’s also important for employees to know that the employer is really listening and responds to (or otherwise acknowledges) employee input. Show appreciation via compensation and benefits. Offering things like competitive salaries, profit sharing, bonus programs, pension and health plans, paid time off, and tuition reimbursement sends a powerful message to employees about their importance at the organization. The rewards given to employees must be meaningful in order to impact their perception of the organization and therefore have a marked influence on its retention efforts. Moreover, if an organization promises a reward, it should keep that promise. Encourage referrals and recruit from within. Having current employees offer referrals could help minimize confusion of job expectations. Current employees can realistically describe a position and the environment to the individual he/she is referring. Another way an employer can lessen the impact of turnover is to hire from within, since current employees have already discovered that they are a good fit in the organization. Provide growth opportunities. An organization should provide workshops, software, or other tools to help employees increase their understanding of themselves and what they want from their careers and enhance their goal-setting efforts. It’s important to provide employees with adequate job challenges that will expand their knowledge in their field. According to Right Management, employees are more likely to stay engaged in their jobs and committed to an organization that makes investments in them and their career development. Make employees feel valued. Employees will go the extra mile if they feel responsible for the results of their work, have a sense of worth in their jobs, believe their jobs make good use of their skills, and receive recognition for their contributions. Employees should be rewarded at a high level to motivate even higher performance. The use of cash payouts could be used for on-the-spot recognition. These rewards have terrific motivational power, especially when given as soon as possible after the achievement. It’s important for employers to say â€Å"thank you† to employees for their efforts and find different ways to recognize them. Even something as simple as a free lunch can go a long way towards making employees feel valued. Listen to employees and ask for their input as to what rewards might work best at your organization. Conduct meetings and surveys to enable employees to share their input (Branham). Most team members will work harder to carry out a decision that they’ve helped to influence. Lower stress from overworking and create work/life balance. It’s important to match work/life benefits to the needs of employees. This could be in the form of offering nontraditional work schedules (such as a compressed work week, telecommuting, and flextime) or extra holidays. When work-life balance is structured properly, both the employee and employer come out ahead. For example, the employer will experience more productivity in the workplace because employees will be less stressed, healthier, and thus, more productive (Wingfield). Encouraging employees to set work/life goals, such as spending more time with their children, communicates that you really do want them to have a life outside of work and achieve a healthy work/life balance. Foster trust and confidence in senior leaders. Develop strong relationships with employees from the start to build trust. Employees have to believe that upper management is competent and that the organization will be successful. An employer has to be able to inspire this confidence and make decisions that reinforce it. An employer cannot say one thing and do another. For example, an employer shouldn’t talk about quality and then push employees to do more work in less time. In addition, employers need to engage and inspire employees by enacting policies that show they trust them, such as getting rid of authoritarian style of management. HOW TRAINING WORKS IN RETAINING EMPLOYEES? Once skilled workers are nestled within any organizations there is a second challenge in keeping them there – and here training and education can play a crucial role. Retaining good employees is critically important to a company’s bottom line. Many companies that fail to place adequate emphasis on training make the mistake of assuming that pay is the only important motivating factor for their staff. In 1999 the Hay Group studied over 500,000 people in 300 companies to find out what promoted employee loyalty. The top three factors, mentioned by ninety percent of respondents, were; â€Å"career growth, learning and development†; â€Å"exciting work and challenge† and â€Å"meaningful work, making a difference and a contribution†. Fair pay and benefits was tenth on the list. After studying the above, following results are concluded as the output of training development of employees: †¢ Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. †¢ Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees. †¢ Productivity – Training and Development helps in increasing the productivity of the employees that helps the o rganization further to achieve its long-term goal. †¢ Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. †¢ Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. †¢ Quality – Training and Development helps in improving upon the quality of work and work-life. †¢ Healthy work environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. †¢ Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. †¢ Morale – Training and Development helps in improving the morale of the work force. †¢ Image – Training and Development helps in creating a better corporate image. †¢ Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation. †¢ Training and Development aids in organizational development i. . Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies †¢ Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. CONCLUSION Itâ⠂¬â„¢s clear that having proper retention strategies is key in order to retain employees. Productivity is maximized when employees enjoy their work. Offering opportunities to explore different options within the organization is one way of motivating the workforce. A company that is tuned into meeting employee needs should encourage movement across processes and functions. An environment that motivates and stimulates employees, managers need to incorporate motivation-building practices into their corporate culture. These practices include listening to employees and respecting their opinions, basing rewards on performance, and trained them to develop their skills being available to them for everything from listening to their ideas and concerns to assisting them with their career advancement. Rotation of functions provides a forum for constant learning and self-improvement. When employees are given a chance to grow in various functions, a positive work environment is created. Thus, employee morale and productivity are maintained at a very high level. References/ Bibliography †¢ Crosscut magazine, spring 2002 (article by Iain Macdonald, Associate Director, Centre for Advanced Wood Processing) †¢ Harvard Business Essentials: Guide to Hiring and Keeping the Best People, Harvard Business Press by Sarah K. Yazinski, University of Scranton †¢ Training as important as salaries in staff loyalty By Gareth Morgan, IT Week Tuesday, July 31, 2001 02:59 PM Handle with care: motivating and retaining your employees   By Barbara A. Glanz Recruiting, training, and retaining new employees: managing the transition †¦ By Jack J. Phillips, Sharon L. Oswald Retaining your best employees: nine case studies from the real world of training  By Patricia Pulliam Phillips Web Page: http://writer4u. com Submitted By Leslie Wood How to cite Training Development: a Tool of Retaining Employees, Papers