The Effectiveness Of The Implementation Of Performance Management

Purpose – The intent of this paper is to supply an overview of the manner the public presentation direction system is being implemented for Educators in State Secondary Schools in Mauritius, to measure its effectivity as a tool to better public presentation in secondary instruction in the populace sector and to do recommendations to policy shapers on countries necessitating betterment. Design/methodology/approach – Datas were obtained from studies of secondary school Educators in educational zone 3 of Mauritius ( n=245 ) . The research workers used chi-square trial, Pearson correlativity and factor analysis in order to measure whether the new system was carry throughing its intent and to associate apprehension of Performance Management System ( PMS ) to its effectivity in secondary schools. Findingss – The findings indicate that pedagogues in Education Zone 3 believe in the importance of the PMS to better quality of instruction. They agree that it is a good planned procedure up to the concluding assessment phase. There is a weak relationship between the sentiment of Educators on effectivity of the PMS and its really taking to school betterment. Career development programs did non organize portion of the PMS. They view the PMS as undependable to mensurate public presentation, drawn-out and clip devouring with no follow up on public presentation spreads and for developing demands of the appraised. PMS is implemented merely as another bureaucratic tool. Originality/Value – Bing the first research of its sort in the secondary instruction sector in Maurtius, this research might be of value to the Ministry of Education, every bit good as to Managers of Private Secondary Schools who wish to utilize the public presentation direction system as a tool to measure and better the public presentation of pedagogues and thereby take at ‘quality of instruction for all ‘ . Limitation – As merely secondary schools of zone 3 are in their 2nd twelvemonth of PMS, our sample was restricted to that zone merely. Cardinal words: Educators, Performance Management, Performance direction system, public presentation steps, State Secondary Schools, Mauritius.IntroductionGlobalization together with a competitory universe environment and developments in engineering have made it imperative for all sectors in the economic system to supply better services to their clients and secondary schools are no exclusion. The Government of Mauritius realized that human capital is an of import resource with which Mauritius has been endowed, and that optimal usage demands to be made of this resource in all sectors and the instruction sector was no exclusion. Being cognizant that public officers working in schools ( both primary and secondary ) need to be dynamic, proactive, vivacious, frontward looking, advanced, effectual, executing and consequences oriented, it became imperative to set in topographic point a system which would let non merely to measure the public presentation of Educators working in these schools but besides to analyse their preparation demands. In 1976, the authorities introduced free secondary instruction for one and all and in 2005, made instruction compulsory for all kids up to the age of 16 old ages. Since so, it has become the duty of the Educators working in secondary schools to bring forth citizens with the needed accomplishments and competences needed by the economic system. Bearing in head that the one-year budget for Performance Management for secondary instruction is Rs.1.2 million, it becomes imperative that authorities ensures that public financess are being decently used in order to run into the outlooks of the citizens. The vision of the Ministry of Education is ‘to provide Quality Education to All ‘ . To accomplish this vision it is of import that those who deliver the service in the instruction system execute to the best of their ability. Thus it becomes necessary non merely to measure the forces working in our secondary schools, but besides to look into their preparation demands. The PMS can let to function this double intent which was non being achieved through the present Performance Appraisal system i.e. the Confidential Reporting System in the Civil Service in Mauritius which dates back to colonial times. Confidential Reporting has been in topographic point since 1963 and amended twice since so in 1973 and 1979. However, as ment ioned above it is no longer functioning its intent due to its legion failings viz. , it is a cosmopolitan one tantrum system for all public officers, there is no engagement of the appraised and he is non made aware of his strengths and failings, therefore doing the system unjust and inconsistent, it has no yardstick to mensurate the grade of public presentation of assorted facets of the occupation as there are no fit professional criterions, all standards are assigned the same evaluation, thereby doing no difference between most of import and least of import standards, subjectiveness, prejudice and bias are ineluctable in this system of describing as it does non follow a scientific attack and the system is used merely for publicity and does non place the preparation demands of the officers in the visible radiation of ascertained public presentation. The restrictions of the Confidential Reporting System gave rise to the demand for better system whereby both valuator and appraisee would be taken on board. An effort was made to present a new public presentation assessment strategy in the mid-1990s but it failed likely due to its bad selling, which led to resistance from both Trade Unions and Public officers. Against this background, a Task Force on Performance Management was set up which created a Framework for all Departments/Ministries to follow corporate strategic planning and step accomplishment of organisational aims and divisional work marks against established public presentation indexs. The Draft Performance Management Framework stipulated that the assessment of employees should get down with a public presentation understanding based on a preset work program, continued with regular reappraisals and completed with a general reappraisal of public presentation, appraisal of development demands and acknowledgment of public presentation. In line with the recommendations of the Task Force on Performance Management, the Pay Research Bureau ( PRB ) study 2008 recommended inter alia that all Ministries/Departments should measure and reexamine sporadically their public presentation in relation to established marks ; they should follow and implement a Performance Review Scheme as an built-in portion of Performance Management on a uninterrupted footing ; and the Ministry of Civil Service and Administrative Reforms should move as a coordinating Ministry, responsible to spearhead the debut of the Performance Management System and instill a Performance orientated civilization in the Public Service. Furthermore, the PRB 2008 in its study recommends that as from fiscal twelvemonth 2011-2012: ( I ) increases may be granted three months before for employees who perform beyond the acceptable criterions systematically for a period of one twelvemonth and nine months ; and ( two ) more than one increase may be granted at a spell, say two increases, for uninterrupted outstanding public presentation for three back-to-back old ages. The PMS is still in its babyhood in State Secondary Schools being introduced in the educational system merely in 2008. Mauritius is divided into four educational zones and the navigation in secondary schools was done in all schools of educational zone 3 during the twelvemonth 2009 and in this current twelvemonth they are in their 2nd PMS rhythm whereas the secondary schools of the other 3 educational zones ( 1, 2 and 4 ) are in their first PMS rhythm. It is hence of import to analyze whether all stakeholders have the necessary cognition and apprehension of the Performance Management System, the nature of the current Performance Management agreements, the Performance Management Process, the Performance Measures in order to mensurate its effectivity in State Secondary Schools in Mauritius.1.1 Knowledge and apprehension of PMSThere are legion definitions of Performance Management, from the general position, as a agency for an organisation to recognize its aspiration ( IDeA, 2001 ) to th e more specific one, aiming at single employees, directing and heightening their public presentation, therefore bettering organisational effectivity ( Williams, 2002 ) . However, the common characteristic of all definitions lies in the accomplishment of the organisations ‘s ends or aims: It is the procedure of bettering the quality and measure of work done and conveying all activity in line with an administration ‘s aims ( Bruno walters, 1995 ) . Harmonizing to the Local Government Improvement and Development, UK public presentation direction is ; taking action in response to existent public presentations to do results for users and the populace better than they would otherwise be. All these definitions merely give the intents of the Performance Management system. ( Armstrong and Baron, 2004 ) have stressed that public presentation direction is a tool to guarantee that directors manage efficaciously ; that they guarantee the people or squads they manage know and understa nd what is expected of them, have the accomplishments and ability to present on these outlooks, are supported by the organisation to develop the capacity to run into these outlooks, are given feedback on their public presentation and have the chance to discourse and lend to single and squad purposes and aims. It is besides approximately guaranting that directors themselves are cognizant of the impact of their ain behaviour on the people they manage and are encouraged to place and exhibit positive behavior. Execution of a Performance Management System will assist to obtain better consequences from persons, squads and the organisation as a whole as both valuator and appraisee understand and manage public presentation as per an agreed model for planned ends, aims, criterions and competences. This appears to be a more comprehensive definition of Performance Management as it gives all the of import phases in public presentation direction but does non speak on placing public presentation spreads and supplying the necessary professional development. ( Armstrong, 1999 ) identifies the chief extra characteristics of public presentation direction as: the engagement of all members within the organisation as spouses in the procedure, concern with inputs ( competencies and accomplishments ) every bit good as end products, based upon understandings refering answerability and duty, concern with squad public presentation every bit good as single public presentation, uninterrupted procedure and non reliant on an one-year reappraisal, personal reappraisals focus on constructive patterned advance, betterment and development, recognizes the demand for preparation and dressed ores on ‘self managed ‘ larning ‘ , feedback is every bit much spontaneous as possible and non reliant on luxuriant signifiers. ( Engelmann & A ; Roesch 1996 ) identified negative effects of ill designed and ill administered strategies as: hapless motive and ego regard because employees receive unequal feedback on their work public presentation, small o r no focussed communicating about public presentation between directors and employees ; inefficient usage of directors ‘ clip and judicial proceeding over alleged prejudiced actions.The Performance Management Procedure:Performance direction means a shared committedness to high public presentation. It helps to concentrate attending on more effectual instruction and monitoring to raise the quality of learning and to profit students, instructors and the school. It means supplying appropriate and effectual personal preparation and development to guarantee occupation satisfaction, a high degree of expertness and patterned advance of staff in their chosen profession1. Performance Management is an on-going, synergistic procedure between an employee and his/her supervisor. It involves the undermentioned phases: Pre-appraisal – Planning and holding on Performance: The valuator discusses and records precedences and aims with each of the instructors in his/her squad and discusses how advancement will be monitored through a two manner communicating between valuator and appraisee. A work program is developed and agreed upon by both parties. Mid-appraisal – Pull offing Performance: At mid term of the stage, the appraisee is called upon to transport out a self rating of the accomplishments and public presentation spreads as per the work program, following which the valuator conducts a formal interview with the appraisee to reexamine and enter advancement made on the public presentation understanding and to inform him of the countries that need betterment. Final Appraisal – Reviewing Performance. At the terminal of the one twelvemonth rhythm, the valuator reappraisal, evaluates and paperss the public presentation of the appraisee during the appraisal period. The appraisee is called upon to one time once more self evaluate his/her public presentation against the work program agreed upon during the pre-appraisal phase. The valuator carries out a concluding interview to give the appraisee specific public presentation information in respect to good public presentation and to 1. [ Online ] available at hypertext transfer protocol: //www.burford.oxon.sch.uk/policy/performancemanagementpolicy.htm [ Accessed on 13 November 2010 ] supply any pertinent suggestions for betterment, and action programs are developed in audience with both parties for lacking countries. This type of communicating and certification allows chance for an appraisede to adhere to the expected consequences for the station during the following appraisal twelvemonth.1.3 Nature of current Performance Management SystemEffective public presentation direction requires consistently determinant and pass oning what needs to be done ( purposes, aims, precedences and marks ) , a program for guaranting that it happens ( betterment, action or service programs ) , some agencies of measuring if this has been achieved ( public presentation steps ) and information making the right people at the right clip ( public presentation coverage ) so determinations are made and actions taken2. The PMS ‘s function can be classified into three chief classs: ( a ) Strategic: consist the functions of pull offing scheme execution and ambitious premises ; ( B ) Com munication: comprises the function of cheque place, following with the non negotiable parametric quantities, pass oning way, supplying feedback and benchmarking ; ( three ) Motivational: comprises the function of measuring and honoring behaviour and encouraging betterment and acquisition 1.3.1. Performance Management System in United Kingdom: Findingss of ( Andrew Brown, 2005 ) in ‘Implementing public presentation direction in England ‘s primary schools ‘ showed that considerable fluctuation exists among primary schools as to how they are implementing public presentation direction. This was due to confusion and uncertainness on the portion of all stakeholders refering the significance and intent of public presentation direction. He concludes that factors that influence the effectivity of public presentation direction in any one primary school are the extent to which: ( a ) the caput, instructors, governors and public presentation direction advisor have a common apprehension refering the significance of public presentation direction and the intents of presenting the enterprise into schools ; ( B ) all relevant stakeholder groups are suitably and sufficiently good trained to implement the enterprise ; ( degree Celsius ) the school ‘s organisational civilization is such that the determination to present a system of public presentation 2. [ Online ] available at hypertext transfer protocol: //www.idea.gov.uk/idk/core/page.do? pageId=4405770 [ Accessed on 13 November 2010 ] direction is perceived by the school ‘s caput, instructors and governors to be an appropriate and worthwhile one ; ( vitamin D ) the public presentation direction aims which the caput and instructors receive are sufficiently specific, mensurable, relevant and ambitious ; ( vitamin E ) the methods and indexs adopted to mensurate the public presentation direction aims of the caput and instructors are considered to be sufficiently varied and just ; ( degree Fahrenheit ) the construct of â€Å" overall public presentation † is sufficiently good defined, mensurable and accepted by both the valuators and appraisee ; ( g ) sufficient resources are available to implement instructors ‘ single professional development programs ; ( H ) the associated wage and wages systems are perceived to be both just and feasible. In short, England has a good established Performance system including Performance Thresholds, nevertheless, there is no consensus on whether fiscal inducements wo uld actuate instructors in advancing good instruction ( Croxson,2001 ) . 1.3.2 Performance Management System in New Zealand: Effective public presentation direction involves sharing an apprehension of what needs to be achieved and so pull offing and developing people in a manner that enables such shared aims to be achieved ( Dransfield, 2000 ) . In New Zealand, since 1997 public presentation assessment is compulsory for all instructors who are appraised against nine Professional Standards which include: professional cognition, professional development, learning techniques, pupil direction, motive of pupils, publicity of Te Reo Maori linguistic communication, effectual communicating, support for and cooperation with co-workers and part to wider school activities. These professional criterions aid to guarantee that employer and direction outlooks are clear and consistent across each school. Based on these criterions public presentation indexs are developed which require the school to place cardinal facets of public presentation ( that can be verified ) , fi nd what information is needed to measure public presentation against each of the professional criterions, make up one's mind how public presentation is to be assessed ( the appraisal method/s ) , design methods for roll uping the public presentation information. Performance indexs are reviewed from clip to clip to guarantee they are still relevant and appropriate. The public presentation assessment is carried out which focuses on the nine professional criterions and leads to a written appraisal study for treatment and audience with the instructor. This public presentation assessment includes readying of a statement of aims which are discussed and agreed upon at the beginning of the public presentation direction rhythm. Then there is an interim assessment, the intent of which is to supervise advancement against professional criterions and to foreground success and turn to any concerns. It besides provides an chance to discourse and enter any alteration to the agreed public presentati on outlooks. The reappraisal may affect observation of instruction, an interview and readying of an interim study. The following phase is the Final Appraisal whereby the valuator and appraisee meet to discourse the instructor ‘s public presentation over the twelvemonth based on professional criterions and indexs. The valuator informs the appraisee of the accomplishments and discusses what needs to be addressed in the undermentioned twelvemonth in footings of farther professional development. Teacher public presentation may besides include equal assessment, parent feedback, pupil feedback, pupils ‘ public presentation consequences and documental grounds such as lesson programs, appraisal records and resources used. Once instructors have met the appropriate degree of professional criterions they entree the 2nd tranche of salary rates ( Ozga, 2003 ) . Principals may postpone patterned advance for instructors who have non met the professional criterions at the appropriate de gree during the assessment period but so they must set in topographic point a plan for support and development to help the instructor to run into the criterions. If a instructor disagrees with the recess of the salary increase the instructor may, within 14 working yearss of being notified of the deferral seek a review3. However, ( Carol Cardno, 1999 ) states that in New Zealand the public presentation direction system has non good started and has non improved the public presentation of instructors and pupils. The New Zealand policy resembles closely our Mauritanian system, whereby the primary intent is to supply a model for bettering quality of learning. There the school board is responsible for seting in topographic point an assessment procedure with appropriate professional development orientation ( Cardno, 1999 ) . ( Rohento, 1992 ) found that instructors supported the debut of pecuniary inducements, and believed that a performance-related wage strategy would increase their attempt and have a positive consequence on student attainment. Harmonizing to some caputs, although the public presentation direction was non used to penalize hapless executing instructors, it was a utile agencies of placing and turn toing countries of failings with instructors ( Burgess et al, 2001 ) . 3.Draft National Guidelines for Performance Management in Schools, Ministry of Education, 1995.1.3.3 Performance Management System in Malaysia and CanadaMalaysia has adopted a Result-based Management Approach ( RBM ) , which focuses on systematic and structured public presentation direction, whereby, the Intergrated Performance Management Framework ( IPMF ) helps in being results-oriented in plan planning and delivery4. Canada is in its early phase on public presentation direction which has replaced the â€Å" Supporting Teaching Excellence † which was the instructor public presentation assessment policy. The policy model for pull offing people is effectual as of July 2010. It applies to the nucleus public disposal and is said to necessitate sustained leading and investing of clip and money5.1.3.4 Performance Management System in MauritiusIn the Mauritian context small research has been done as the PMS is still in its early phase. The lone research on the effectivity of Performance Management System has been carried out by ( Chittoo and Ramphul, 2006 ) in the Health Sector where they claim that Performance Management in the instance of Mauritanian infirmaries is still a implausible thought because irrespective of how good a technique it is, there is a fright to implement it due to swerve deficit of s taff who still have to fulfill the clients to the ‘extent possible ‘ . The execution of public presentation direction may do affairs worse in the present state of affairs. The failings and prejudices that can do the PMS to neglect include absence of engagement, organisation civilization, low dignity, high outlooks and inaccurate evaluations ( Lukheenarain, ( 2009 ) . Published in a imperativeness article, caput instructors and school principals are said to be kicking about an overload of paperwork. Performance Management is seen as a good thing where instructors can hold their say in their public presentation assessment, nevertheless, tonss of administrative work coming with the system, can be a hurdle6.Effectiveness and Efficiency( Anthony and Young, 1994 ) argue that efficiency and effectivity are the two key standards for judging public presentation. Effectiveness is seen as the relationship between an organisation ‘s end product and its aims ( results or conseq uences ) and efficiency as the ratio of end products to inputs ( e.g. disbursals ) , or the sum of end product per unit of input. In add-on, ‘Economy ‘ ( i.e. inputs ) is frequently added to finish what is normally referred to as the ‘Three Es ‘ of public presentation measuring ( Hyndman & A ; Anderson, 1997, Boland and Fowler, 2000 ) . To enable the rating of economic system, efficiency and effectivity, it is necessary to mensurate inputs, end products and results ( or consequences ) . However, in public sector organisations which frequently have multiple, long term non-financial aims focused on social impact, it can turn out hard to mensurate the ‘three Es ‘ and hence hard to measure public presentation ( Hyndman & A ; Anderson, 1997 ) . ( Neely, Kennerley and Martinez, 2004 ) reported that there has been much prescription sing the design of PMS but really small consideration of whether such systems really work ( Neely et all, 2004 ; France & A ; Bourne, 2003 ) . It is deserving observing that Speckbacher et Al ( 2003 ) have reported that 8 % of 174 German talking states decided non to implement a Performance Measurement System because they could non see the advantages or ‘positive impact ‘ particularly given the attempt required to implement such systems. The above literature reappraisal raises a figure of inquiries that are relevant to this survey. In peculiar whether public presentation direction in schools leads to improved public presentation or merely answerability. It is merely through a farther research on the effectivity of public presentation direction for pedagogues in State Secondary that it would be possible to convey out the strengths and failings of the system and aid to do recommendations to the governments on how to better the system so every bit to carry through the vision of the Ministry of Education of ‘Quality instruction for All ‘ and besides do it sustainable in all province secondary schools in the hereafter.HypothesisThe Performance Management System for Educators in State Secondary Schools, if decently understood and implemented will assist to better School Effectiveness in footings of both pupil and instructor public presentation.Methodology2.1 Purpose of the surveyThe research paper has assorted aims. First given the increased accent on public presentation direction in Mauritius following the defects of the Confidential Reporting system, the paper examines the extent to which both Educators and Curates have a cognition and apprehension of the Performance Management System. Second it provides an overview of how the current public presentation direction system is being implemented in secondary schools in Education Zone 3 in Mauritius. Third it looks into how assorted standards used in the measuring of single public presentation in schools are related to teacher attitudes and perceptual experiences. It probes into the strengths and weaknesses/problems and troubles being encountered both by valuator and appraisee in the execution of the system. Last it makes an attempt to measure the effectivity of the Performance Management System as it is presently implemented in province secondary schools and do an effort at explicating recommendations to policy shapers on the betterments ne eded to do this system sustainable in secondary schools in the hereafter. The usage of multiple methods in a survey secures in-depth apprehension of the phenomenon in inquiry because it adds energy, comprehensiveness and deepness to the probe ( Cresswell, 1994:174 ; Denzin & A ; Lincoln, 1998:163 ; Salomon, 1991: 10 ) . Therefore, both quantitative and qualitative informations aggregation techniques were used. Research Design: The research documented in this paper relied on informations obtained from both primary and secondary beginnings. Survey Questionnaire: The quantitative attack involved a questionnaire study, because it helps to garner informations at a peculiar clip with the purpose of depicting the nature of bing conditions ( Cohen & A ; Manion, 1995:83 ) . Questionnaires were used for both Educators and Rectors and included chiefly closed inquiries and three unfastened ended inquiries. For the closed inquiries the Likert graduated table was used. The questionnaire foremost asked for demographic informations such as age, gender, station held and old ages of experience in the station. Then respondents were asked inquiries on their cognition and apprehension of the Performance Management System. Next, respondents were asked their positions on the nature of the current Performance Management System agreements at their school, the Performance Management procedure and the standards used in the measuring of single public presentation. Open ended inquiries related to the strengths and failings of the current Performa nce Management System at their school and the betterments they would wish to see in the present system. The questionnaires were designed in a logical and specific mode to accomplish the necessary consequences. The subsequent stairss were pursued in the undermentioned order: Shaping ends and aims, planing the methodological analysis, finding feasibleness, developing the instruments, choosing a sample, carry oning a pilot trial, revising the instruments, carry oning the research, analysing the information and devising recommendations. Questions for both classs were dispensed on a pilot footing in one school and necessary amendments were made. Interviews: In add-on to questionnaires, qualitative information was collected through semi structured interviews with Curates and the Zone Director in order to acknowledge their perceptual experiences on the effectivity of the Performance Management System in Secondary Schools in Zone 3 and notes were taken. The notes consisted of statements and remarks made by the interviewees which were identified as being important and of import. Triangulation: While questionnaires and interviews were the primary methods of informations aggregation, the secondary methods of informations aggregation included survey of statistics from the Ministry of Education and other relevant paperss such as the Performance Management Guide by the Ministry of Civil Service Affairs, the Pay Research Bureau Report 2008 and the Confidential Reporting system.2.3 ParticipantsIn Mauritius, there are 3439 Educators ( appraisee ) and 63 Curates ( valuators ) in State Secondary Schools over the island. For the intent of this research the mark population consisted of 660 Educators ( appraised ) and 12 Curates ( Appraisers ) working in State Secondary Schools in Zone 3 as they are the lone secondary schools which are finishing their 2nd PMS rhythm, the first one holding been completed on a pilot footing in 2009. Zones 1, 2 and 4 have non yet completed a full Performance Management rhythm. Questionnaires were administered to 280 Educators and Curates fr om 8 province secondary schools, who formed the sample population. 245 Educators and all 8 Curates responded favorably. Semi-structured interviews were held with the 8 Curates and the Zone Director who is by and large responsible for the overall direction of different schools in this Zone.2.4 Analysis TechniquesChi square trial, Pearson correlativity and Factor analysis are carried. The consequences are used to mensurate the cognition and apprehension of both Educators and Rectors of the current Performance Management System, its procedure, the importance of its different standards in the measuring of the public presentation of persons, respondents ‘ attitudes and perceptual experiences on the public presentation steps, the strengths and failings of present Performance Management System and the betterments they deemed necessary. These findings are so related to the literature findings. They are analyzed in order to judge the efficiency of the present system so as to explicate necessary recommendations for policy shapers to do it more effectual and sustainable as a agency of mensurating public presentation of all Educators in Secondary schools in Mauritius.Datas AnalysisQuestionnaire informations were computerized utilizing SPSS package. Open ended inquiries were categorized harmonizing to the response. For the structured interviews, qualitative informations, forms and classs were identified and described. Validity was ensured through triangulation whereby study informations from pedagogues were verified with study informations from curates and farther supplemented by the interviews of the Rectors and the Zone Director.3. FindingssThe perceptual experiences of the effectivity of the execution of PMS in our State Secondary schools are discussed and linked with the literature harmonizing to the undermentioned classs: cognition and apprehension of PMS ; nature of current PMS agreements ; Performance Management Process ; public presentation steps ; and PMS from an administrative point of position. Educators who responded to the questionnaire have a average age of 36.4 ( SD=0.889 ) , an mean old ages of 8.2 ( SD=1.48 ) old ages of learning experience, 58.5 % of whom were female and 18.3 % held place of duty as caput of section. They were all appraised by their curate.3.1 Knowledge and apprehension of PMSFigure 1. Knowledge and apprehension of PMSQuestions were framed harmonizing to literatu re findings as referred to in Figure 1. The survey has revealed that more than 50 % of pedagogues believe in the importance of PMS for set uping a high public presentation civilization, concentrating on end product and procedures of accomplishing consequences and bettering the procedure of instruction and acquisition. As Walter ( 1995 ) stated, PMS is the procedure of bettering the quality and measure of work done and conveying all activity in line with an administration ‘s aims.3.2 Nature of current PMS agreementsAn analysis of the public presentation direction procedures and activities in the school provides an apprehension of the execution of PMS. 74.5 % of pedagogues believe that PMS is a good planned procedure. One of the purposes of PMS in to better public presentation of schools. Harmonizing to Jenny Ozga ( 2003 ) , the nucleus premises of public presentation direction are that public presentation degrees in the public sector can be raised, that is to do the schools on Scotland more efficient and effectual than in Finland. Reliance on mark scene and monitoring as a cardinal component of the direction of instructors rises concern about the possible distorting effects of marks on relationship between instructors and directors, and on instructors ‘ definition of their nucleus undertaking. Teachers and caputs experience under force per unit area to show good public presentation. This position was besides reflected in our survey, the sentiment of pedagogues on effectivity of PMS in their school and whether current PMS agreement leads to betterment in public presentation of school have been analysed utilizing cross tabular matter and Chi-square ( I†¡2 ) trial to happen out if there is an association between these two variables. The formulated hypothesis is H0, there is no association between sentiment on effectivity of PMS and PMS really taking the betterment in public presentation and H1, there is an association between sentiment on effectiv ity of PMS and PMS really taking the betterment in public presentation. Table 1 shows that bulk of pedagogues do non hold that PMS leads to betterment ( 33.1 % ) and are decrepit linked to school effectivity ( 40 % ) . I†¡2 50.248 with grades of freedom 8. Probability ( 0 ) is 5 % . Therefore at 5 % degree of signifigance H0 is rejected and we accept H1. Cramer ‘s V value being 0.320 shows weak relationship between the two.Table 1. PMS arrangement – betterment in school public presentation * Opinion of PMS as appraisee CrosstabulationOpinion of PMS as appraisee Entire Not effectual Reasonably uneffective Neither effectual nor uneffective Reasonably effectual really effectual Disagree Count 11 11 26 11 1 60 Expected Count 5.9 5.9 19.8 24.2 4.2 60.0 Neither agree nor disagree Count 12 12 33 44 3 104 Expected Count 10.2 10.2 34.4 42.0 7.2 104.0 Agree Count 1 1 22 44 13 81 Expected Count 7.9 7.9 26.8 32.7 5.6 81.0 Entire Count 24 24 81 99 17 245 Expected Count 24.0 24.0 81.0 99.0 17.0 245.0 In the survey on â€Å" Implementing public presentation direction in England † s primary school † , ( Brown, 2005 ) , 24 out of 30 headteachers considered the public presentation direction preparation which they have received as unsatisfactory and most of the instructors stated that there was no formal preparation in public presentation direction. Merely 20 % of curates ( 8 in all ) and 25 % of pedagogues ( 247 in all ) agree that sufficient preparation was given before execution of PMS, and they believe that the preparation was non effectual and excessively brief ( based to open ended inquiries and interview ) . Training on PMS is believed to be deficient, there has been no farther preparation or follow up and new recruits are non offered any signifier of preparation or briefing. PMS, so far, has non helped to better school effectivity or pupil public presentation. They are non confident about the success and sustainability of PMS. Once the PMS rhythm is over, there is no coverage and follow up and pedagogues are non offered developing harmonizing to their demands. The biggest job they are confronting is clip restraint, to follow single pedagogue and transport out one to one interview. Interviews carried out with curates gave farther penetrations into the execution of PMS. All curates believe that PMS is an of import tool for estimating public presentation and guaranting answerability. PMS is seen as really much adapted to the new direction paradigm, quality confidence and undertaking based budgeting ( PBB ) . It is being implemented without major jobs, all staff are join forcesing, there is no job with the work program, midterm assessment and terminal of twelvemonth assessment. Everything is being done satisfactorily and curates find PMS better than the â€Å" confidential study † . They view PMS as bettering collegiality and believe that with clip it will further better. However, it is done automatically because they all know that they have to follow.3.3 Performance Management ProcessHarmonizing the survey on ‘Teacher perceptual experience of the effectivity of instructor assessment in Botswana ‘ ( Monyatsi, 2006 ) , bulk of respondents ( 44.7 % ) agreed that assessment procedure in Botswana motivates instructors. However, in our survey on the province secondary schools in zone 3 merely 20 % of pedagogues find PMS utile and the bulk ( 66 % ) are apathetic to public presentation direction but go through the gestures. 52 % of the respondents agree that the valuator invites self-appraisal and uses congratulations to actuate pedagogues. Confidentiality and trust issues, particularly in relation to appraisal coverage and who has entree to the information was one on the participants concern, ( Cardno, 1999 ) . 57.2 % of the pedagogues responded positively when asked whether they trust PMS procedure in their school and 75 % feel that confidentiality is maintained throughout the PMS procedure. This shows that confidentiality and trust is non an issue in our schools. An analysis of discrepancy ( ANOVA ) is used to compare current PMS taking to betterment in public presentation of pedagogues to the existent assessment procedure is given in table 2 below. As the homogeneousness of discrepancy trial ( .000, .001, .019 ) is & lt ; .05, the ANOVA tabular array was constructed as shown in table 2. The significance value being & lt ; 0.05, we reject the void hypothesis and accept that there is a difference between the current PMS agreements taking to betterment in public presentation of pedagogue and the assessment mechanism carried out by the curate as promoting for pedagogues.Table 2. ANOVA to compare current PMS taking to betterment in pedagogue public presentation and the existent assessment mechanism by utilizing congratulations, discuss public presentation and non personality and encourages self-appraisal.Sum of Squares ( combined ) df Mean Square F Sig. Curates use congratulations to do motivate pedagogues 46.599 2 23.300 19.481 .000 Curates discuss public presentation non personality 35.246 2 17.623 15.834 .000 Rector invites self assessment 45.989 2 22.995 24.768 .000 Brown ( 2005 ) besides investigated how PMS would assist to better professional development of instructors. The positions of both caputs and instructors were assorted. On the positive side, some instructors felt that a formal one-year reappraisal, to reflect on assorted facets of their public presentation enabled them and their leader to jointly explicate a extremely individualized development program. However, it was reported that even though an appropriate program had been formulated, it had non been implemented due to shortage of clip and resources. One of the premier importance of PMS is staff development. Khim Ong Kelly et Al ( 2007 ) stated that there are important challenges in efficaciously measuring the aptitude of instructors for different calling paths and in measuring what constitutes good public presentation. In England primary schools, ( Brown,2005 ) , the positions of both caputs and instructors about public presentation direction assisting to better professional devel opment of instructors are assorted. The boxplot ( Figure 2 ) show a normal unskewed distribution with 32 % response as impersonal, same applies for public presentation reappraisal being a preparation program for each pedagogue. This shows that the same uncertainness applies to our system.Table 3. Rotated Component MatrixComponent 1 Problem work outing accomplishments .787 Duty .756 Versatilty .755 Leadership .739 Planing .730 Strategic thought .710 Technical cognition .703 1 Strongly disagree-15 % 2 somewhat disagree-14 % 3 neither agree nor disagree34 % 4 somewhat agree-32 % 5 strongly agree-4 %3.4 Performance stepsOne ground for replacing the confidential study is because it has no yardstick to mensurate the grade of public presentation of assorted facets of the occupation as there are no fit professional criterions. Furthermore, there is general consensus from all the research conducted that the ends of public presentation direction system or assessment are to better quality and answerability. In their survey, Chittoo and Ramphul ( 2006 ) , referred to the systems attack with the 3e ‘s – economic system, efficiency and effectivity. However, the extent to which this mark is achieved remains blurred due to restraints such as clip, fiscal resources and staff. The great bulk ( around 80 % ) of respondents agree that the standards in the measuring of single public presentation ( student focal point, competency, attending and promptness, communicating accomplishments and others ) are of import or critical. Factor analysis was carried out to happ en out which PMS measures pedagogues see to be more of import. The 26 PMS steps rated by the respondents were considered in this trial which is applicable as the determiner ( 1.11 ) is greater than 1A-10-5. Table 3 shows the revolved constituent matrix with some PMS steps in footings of precedence as seen by the pedagogues. It is interesting to observe that the first three steps are related to personality traits and accomplishments. However, 60-70 % pedagogues believe that PMS is undependable to mensurate public presentation, is drawn-out and clip consuming, with excessively much paper work and that there has non been follow up for the preparation demands identified during assessments. These findings are confirmed utilizing bivariate correlativity trial. At 1 % degree of significance ( two-tailed ) , there is a weak but negative correlativity ( Pearson Coefficient ( R ) is -0.002 ) between the standards to be assessed and the manner of appraisal in PMS.3.5 PMS from an Administrative point of positionThis survey confirms information published in local imperativeness article, that is PMS is seen as a good thing but tonss of administrative work coming with the system can be a hurdle. The Zone Director monitors the execution of PMS in the schools. She confirmed that all schools in zone 3 are implementing PMS as instructed. Curates do kick about PMS being clip devouring but they all managed to finish the procedure. However, she is non satisfied with the execution of PMS, accent is laid on measure, guaranting that PMS is implemented in all schools, but there is no quality, no clip for analysis of public presentation, rating and proper coverage. The Ministry is concerned with the completion and entry of the PMS, but there is no construction for follow up and developing. As Lukheenarain ( 2009 ) stated, certain failings and prejudices can do PMS to neglect, some of them as revealed by our survey are: no analysis, no follow up and deficiency of support from higher gove rnments, no clear guidelines of what to make after one PMS rhythm, deficiency of forces and clip restraints. The strength of PMS is that pedagogues and curates are cognizant of what that are supposed to make harmonizing to their work program, they hence make the necessary attempt to accomplish their cardinal consequence countries by executing the cardinal undertakings. The Zone Director is unable to state if some schools are making better than others because of PMS as there is no analysis done, but she believes that if done decently with an appropriate mechanism for analysis, preparation and coverage, PMS is traveling to be fruitful. The whole PMS needs reappraisal, harmonizing to her it has to be seamster made for instruction sector and should be user friendly and attractive for both valuator and appraisee. To do PMS sustainable, at the terminal of each rhythm there should be a mechanism for coverage, analysis and forming preparation Sessionss to make full in the public presentatio n spreads identified. Furthermore, some pedagogues proposed the debut of wage related public presentation in order to actuate and promote them to follow the system. We would wish to thank Mrs R. Koomar for her valuable aid and back up throughout this research paper.CONCLUSION AND RECOMMENDATIONS.The intent of this paper, as stated at the beginning, has been to look at the effectivity of the execution of public presentation direction system for pedagogues in province secondary schools of educational zone 3. All schools in Zone 3 are implementing PMS as instructed by the Ministry of Education and Human Resources. The bulk of pedagogues believe that execution of PMS can be good as it will set up a high public presentation civilization in the instruction system. However, the bulk of pedagogues in Zone 3 are apathetic to PMS but merely follow with another bureaucratic standard. Analysis has shown that execution of PMS is non linked to effectiveness in the sector. This survey shows that all those involved should possess the cognition and apprehension of its intents, procedures and step, if the whole procedure is to be effectual. There is a deficit of work force to work on public presentation direction system in schools and therefore it is seen as an extra undertaking. Curates and pedagogues likewise in Zone 3 believe that execution of public presentation direction system has resulted in more paper work instead than concrete action. There is no proper staff development follow up in topographic point and as a consequence pedagogues and curates feel PMS has non produced the coveted results. Allotment of financess and proper preparation are non in topographic point to run into the demands of pedagogues and curates likewise. Emphasis is laid on completion of the public presentation direction rhythm and the results are kept in shortss and no proper actions taken to rectify any failings or reward those who are executing to the satisfaction of the top direction. Bearing in head the benefits which the public presentation direction system can convey to bettering the effectivity of services in province secondary schools, the undermentioned steps should be looked at and set in topographic point. Curates and pedagogues should be given more appropriate preparation on public presentation direction system which is tailored to the demands of instruction. It should be related to pay ; extrinsic wages can assist to better pedagogues ‘ public presentation. Educators who are executing outstandingly should be rewarded with another increase on the wage spinal column that is the pedagogue can leap two graduated tables on the wage ladder. There should be more committedness from the top degree of disposal ; the Ministry of Education should be committed non merely to measure ( figure of schools who have completed the rhythm ) but besides to quality of the results. It will add drift and motivate staff to take public presentation direction more earnestly. The Ministry should look into geting more financess for formal and on-going preparation. Professional development of the staff should be given due consideration so that pedagogues can profit from it and happen the exercising of public presentation direction system fruitful. Protected clip should be given to the valuator and appraise likewise so that they both can give due consideration PMS. Regular update should be held at regular intervals during the twelvemonth so that all freshly recruited pedagogues and curates are acquainted with the system. PMS should be reviewed, updated at sensible periods so as to aline it with the vision of the Ministry of Education of â€Å" Quality instruction for All ‘ . Further research on the topic should be encouraged by the Mauritius Research Council, the University of Mauritius, the University of Technology, Mauritius and other third establishments through the Student Research Grant Scheme as proposed in the Budget for 2011 and recommendatio ns made should be studied and implemented where executable. Professional Standards for Educators should be worked out in coaction with this cell because it is good known in direction that if the person/s who are traveling to be affected by policy determinations are taken on board in the treatment phase, they feel a committedness to the determination and will seek to stay by them and make the ends set. Those non making the set marks should non be regarded as ‘ failures ‘ , instead they should be given in service and professional development classs to assist make full the public presentation spreads identified during the execution phase. Use of engineering can be of aid in cut downing the excess paperwork.

Advantages and Disadvantages of Only Children Essay

Introduction Research from the Australian Bureau of Statistics in 2006 suggests the fastest growing nuclear family unit has become the single-child household (Emma Sykes, 2011). According to figures released by the Office for National Statistics, the UK has about 7.7million families with dependent children, of which 3.7 million have just one child, compared to three million with two and 1.1 million with three children or more (Simon Edge, 2013). Additionally, in the United States, the percentage of women who have one child has more than doubled in the past 20 years up from 10% to 13% (U.S. Bureau of the Census, 2011). The issue of single-child households is a contemporary issue relevant to both children and parents in today’s modern society as the number of single-child households are rapidly growing throughout the 21st century. Scope There are increasing rates in single-child households. Single child households are rapidly growing in popularity making them a contemporary issue of the 21st century. There are many factors which influence parents to raise a single child. Additionally, there are many factors which effect the child due to them being raised without the influence of siblings. These aspects are going to be explored and focused on for the purposes of this investigation. The aim is to determine: â€Å"Are there more advantages or disadvantages when having an only child?† The following guide the discussion: Why do parents choose to have an only child? What are the advantages of having an only child? What are the disadvantages of having an only child? Methodology Both primary and secondary sources were used to gain information for the purposes of this investigation. Examples of secondary sources include the internet, books and other printed medias. The internet provided an assortment of sources. For example, reliable websites with statistics and informative information which related to the topic. Additionally, videos were sourced online. They were used to provide factual information and statistics relating to the topic. Due to the fact internet sites, books and printed media are secondary sources, it was noticed that they incorporated biased views as they were second hand opinions. In order to gain information  which would assist with writing a reliable investigation and conclusion, interviews and surveys were conducted. Interviewees included: E Barbaro – Mother of four and grandmother to an only child. V Haynes – A former kindergarten teacher and mother of an only child. J Stefano – An only child. The individuals interviewed all had the ability to provide strong opinions relating to the topic of only children as they were either an only child themselves, have raised an only child and/or gave opinions towards their thoughts on having siblings. Why do parents choose to have an only child? Each individual to their own has their own beliefs relating to whether or not is beneficial to raise an only child, and that includes parents. Each parent to their own also has their own beliefs towards why they wish to raise a small family. The number of families today with just one dependent child is now 47 per cent and expected to rise to more than 50 in a decade. As the ONS confirms: â€Å"It appears that families are getting smaller† (Simon Edge, 2013). Firstly, it is believed that most parents make the decision to have an only child because it makes them happier. Professor Hans-Peter Kohler of the University of Pennsylvania is one of the many to agree with this statement. He states that the only thing that a majority of parents take into consideration is their ‘wellbeing’. According to Kohler, a parents happiness peaks at one child, and â€Å"having more makes you poorer, more tired and less content† (2013). Further evidence regarding parents raising a singular child comes from Havard psychologist; Daniel Gilbert. Gilbert supports Kohler’s views regarding the parents of singular children, and agrees that they choose to have one child as part of their personal wellbeing. Gilbert claims that â€Å"mothers are at their happiest during those moments when they are not looking after their kids. They prefer shopping, watching TV, exercising and eating† (2013). Gilbert’s studies have concluded that mothers consider interacting with their child is on a par with mopping the floor (Paul Meril, 2013). Another to agree with these statements is author; Lauren Sandler who explores the topic of parents raising only children in her book: The One and Only: The Freedom of Having an Only Child and the Joy of Being One (2013). Sandler writes â€Å"they don’t like being parents (because they are selfish), or they care more about status – work, money, materialism – than their kid  (because they are selfish), or the parents waited too long (because they are selfish)†. Unlike psycologists, Sandler has her own perception of the issue as she is an only child herself, and the mother of an only child. She explains that she wanted to have an only child for the same reasons as her mother did and that is; â€Å"to have a happy kid, my mother figured she needed to be a happy mother, and to be a happy mother, she needed to be a happy person. To do that, she had to preserve her authentic self, which she could not imagine doing with a second child†. In order to test whether or not parents decide on raising a single child to benefit themselves, a survey was conducted by a group of mothers at a day care center who have chosen to raise an only child. Similar to what psychologists have suggested, 44% of the participants have agreed that they choose to have an only child as it beneficial to their personal wellbeing. Despite the overwhelming amount of parents that claim that having an only child is beneficial to them, there were some who had contradicting views by adding: â€Å"When we got married we always wanted to have a big family. This choice was taken out of our hands and we had to depend on IVF to conceive and carry our only 4 year old child† (2013). Social psychologist, Susan Newman states: â€Å"women are getting married later, which raises infertility issues. Many women continue their careers even after they have a child, which makes having more than one child more difficult. Add with the financial stress of raising a child, it’s no wonder some couples stop at one† (Kristy MacKaben, 2013). It costs a significant amount of money to raise a child; clothing, medical care, schooling and some parents may decide that they can’t afford to have lots of children (Emma Sykes, 2011). Parents feel that they can give that one child more in comparison to giving more childr en less. â€Å"It improves their quality of life† says Newman. What are the advantages of having an only child? After conducting a survey and asking a group of people who had siblings whether or not they would prefer being an only child, 83% of the participants replied with yes. When partipants were asked as to why they would prefer this, they claimed  that only children have more advantages. Some being mothers themselves claimed that that the biggest advantage of having one child is the money. With each child, these expenses are more. By not having to spend more money on additional children, your only child can have more costly items (Holly Doorman, 2010). The financial implications of being an only child are numerous. Parents only have one child’s education to pay for, to clothe, to feed, to enroll in lessons or to invest in their financial security. Multiple children require parents to work harder to achieve larger salaries to support their children (Joys of Parenting, 2013). Social psychologist, Susan Newman states: â€Å"if you have a middle income, you’re going to spend roughly $286,000 to get them from birth to 18. That’s kind of staggering†. Another major advantage of being an only child is the educational advantages. Only children are both the first born and the last born child. These children must assume both roles. These children tend to be more academically oriented, ambitious, conscientious, conforming, conservative and respectful of their parents (Holly Doorman, 2013). It turns out there is a significant difference when it comes to intelligence in only children and children from larger families. A landmark 20-year study showed that increased one-on-one parenting produces higher education levels, higher test scores and higher levels of achievement (Kristy Kackaben, 2013). Parents will have the money to spend on tutoring, tools, and the best schools. Parents also have the time to help with homework because you are not running after other children. With one child to give your attention to, it is much easier to find out if they are having problems in school (Holly Doorman, 2013). Newman agrees by stating: â€Å"they have all their parents financial resources to get them extra lessons, to get them SAT training but more critical is the one-on-one time at the dinner table.† This results in more reading time, more homework time and eventually better test scores. One mother stated that: â€Å"I think we felt as a family that we were able to give our son more attention and spend more time together and really focus on him† (2013). By having only one child, the child’s and parent’s privacy becomes easier. One of the main advantages of being the only child †that your parents pay attention only to you. You are the most important person in their lives. Parents do everything for you† (J Stefano, 2013). For example, if the child wishes for a new toy or some clothes, parents will simply buy  it to fufill the child’s wants. For mother of only child, V Haynes, she states that: †I generally purchase toys for my child in o rder to fufill their wants as they are lonely and do not have a sibling to bond with† (2013). Moreover, only children have everything to themselves. They will not have to share a room, the computer and any other things. What are the disadvantages of having an only child? In a 2013 study, data from from before and after the institution of China’s one-child policy has shown a causal link between being an only child and acquiring certain negative character traits. The study found that ‘onlies’ are â€Å"significantly less trusting, less trustworthy, more risk-averse, less competitive, more pessimistic, and less conscientious individuals† (Sandler, 2013). â€Å"The hardest part of being an only child is the stereotyping others create. Stereotypes make people assume that you are somebody that you are not† (J Stefano, 2013). The biggest disadvantage for only children is that they are generally percieved as ‘spoiled’ and/or ‘selfish’. Although disputed by scholars past and present (Polit & Falbo, 1987; 1988, Newman, 2011), the popular belief is that only children are self-centered, spoiled, in constant need of the spotlight, and socially inept (Stephen J Betchen, 2011). The most common statement made by survey participants when asked for their thoughts on only children was that: â€Å"they are used to thinking that they are the most important people so they must have everything only for themselves† (2013). These stereotypes have all been derived from the work of a 19th century psychologist who famously concluded that, â€Å"being an only child is a disease in itself† (Lauren Smelcher Sams, 2013). The old stereotype of spoilt and selfish does no one justice (Carmel Egan, 2009). Due to stereotyping, when someone becomes knowledgable that someone they meet is an only child, it is most likely that they will behave differently towards them. They are often perceived as loners and their actions may be misinterpreted.This makes it more difficult for only children to establish friendships. Single children do not learn social skills with other children in the household. Therefore, all of their social interactions must be gained in the world with other children (Joys of Parenting, 2013). When an only child is compared to a child that belongs to a large family, it is said that children from larger families are better off later in life since their  parents take care of their needs but not their wants. Children from larger families learn the difference between wants and needs. They learn to wait for what they want, or to work and earn it themselves. Thus they are spared the corruptive influence of instant gratification. They internalize the virtues of patience and honorable ambition. They grow to become self-reliant self-starters (Lots of Kids, 2010). According to Professor Ralph, whilst children from larger families learn these things, only children rely and become more dependent on the parent (Emma Sykes, 2011) A major topic regarding only children is loneliness. Many parents of only children deny their child freedom to explore the world in case something ‘bad’ were to happen to them (E Barbaro, 2013). There are â€Å"other children can go out when they please. For example , shopping with friends or going to a party. But being the only child means that parents put pressure on you. You have to still prove that you are the best. Instead you must focus on studies and have to maintain getting an a A for every test otherwise your parents will be disappointed with you† (J Stefano, 2013). Lastly, having an only child can be of a disadvantage to the family in later years. Bryan Caplan, author of Selfish Reasons To Have More Kids argues that it’s better to have more kids. He says â€Å"have the number of children that maximises average utility over your whole lifespan. When you’re 30, you might feel like two children is plenty, but once you’re 60, you are more likely to prefer 10 sons and daughters to keep you company and keep the grandkids coming† (2011). Conclusion The rate of single child families is rapidly increasing in today’s current society. As the world is constantly evolving, so is the way parents choose have a family. The 21st century is different from the past as mothers are not required to ultimately spend all of their time being a housewife looking after children and completing household chores. Women now have careers and are more concerned about status work and materilism. With this factor in mind, it is no surprise that single child households are becoming a contemporary issue of the 21st century. Only children are becoming more accepted by society as it is becoming more common. It is now less likely for only children to be placed into stereotypical categories, and being percieved as ‘selfish’ and ‘spoiled’. Despite this, only children are still  identified for having these traits. A reason for this is that majority of parents raising single children do spend their money on them, as they have no other priorities. Other disadvantages are loneliness and the lack of freedom, leading to possible issues when interacting with other children. Altough there are quite a few negatives, they still do not outweigh the positive aspects of being an only child. Only children do get great advantages. For example, parents can spend all of their time on the child. That child is the number one priority. They can have a close relationship with parents and they do not have to share with others. Despite this, it can lead to negative aspects where the child learns the ‘selfish’ traits and falls under stereotyping. The question: â€Å"Are there more advantages or disadvantages when having an only child?† cannot be fully supported. Who is to say whether or not there is a great advantage when having an only child, or whether it is a disadvantage. There is not enough information to fully support whether it is a good or bad thing. Every individual is different and the overall, the decision to raise an only child is ultimately up to the parents and whether their lifestyle fits one of a large or a small family. Less or more children for whatever personal reasons should just be accepted, as long as the children involved are happy. There is not one right or wrong answer. Bibliography Primary Surveys with mothers and employees of a daycare center, 2013, ‘Are there more advantages or disadvantages when having an only child?’, August 22 E Barbaro, Interview, 2013 V Haynes, Interview, 2013 J Stefano, Interview, 2013 Secondary Bellybelly.com.au. 1986. One Child Families: Advantages and Disadvantages of Having an Only Child. [online] Available at: http://www.bellybelly.com.au/child/one-child-families-advantages-disadvantages-of-having-one-child [Accessed: 27th Aug 2013]. Caplan, B. 2011. Selfish Reasons To Have More Kids. The Perseus Books Group, p. Paperback, 288 pages. Emma Sykes. Abc.net.au. 2011. Triple P Podcast: Single Children – ABC

The History of Cocaine Essay Example | Topics and Well Written Essays - 2500 words

The History of Cocaine - Essay Example It is an important source of nutrition and energy in a region that is lacking in other food sources and oxygen; the vitamins and protein present in the leaves, as well as the cocaine alkaloid, helps provide the energy and strength necessary for steep walks in this mountainous area and days without eating (Winger 45-47). Although the stimulant and hunger-suppressant properties of coca had been known for many centuries, the isolation of the cocaine alkaloid was not achieved until 1855. Although many scientists had attempted to isolate cocaine, no one had been successful for two reasons: the knowledge of chemistry required was insufficient at the time, and coca does not grow in Europe and is easily ruined during travel. The cocaine alkaloid was first isolated by the German chemist Friedrich Gaedcke. Gaedcke named the alkaloid "erythroxyline", and published a description in the journal Archives de Pharmacie. In 1856 Friederich Wohler asked Dr. Carl Scherzer, a scientist aboard the Novara (an Austrian frigate sent by Emperor Franz Joseph to circle the globe), to bring him a large amount of coca leaves from South America. In 1859 the ship finished its travels and Wohler received a trunk full of coca. Wohler passed on the leaves to Albert Niemann, a Ph.D. student at the University of Gottingen in Germany, who then developed an improved purification process. Niemann described every step he took to isolate cocaine in his dissertation entitled On a New Organic Base in the Coca Leaves, which was published in 1860 — it also earned him his Ph.D. and is now in the British Library. ... He wrote of the alkaloid's "colorless transparent prisms" and said that, "Its solutions have an alkaline reaction, a bitter taste, promote the flow of saliva and leave a peculiar numbness, followed by a sense of cold when applied to the tongue." Niemann named the alkaloid "cocaine" - as with other alkaloids its name carried the "-ine" suffix (from Latin -ina). In 1879 cocaine began to be used to treat morphine addiction. Cocaine was introduced into clinical use as a local anaesthetic in Germany in 1884, about the same time as Sigmund Freud published his work Uber Coca, in which he wrote that cocaine causes: ...exhilaration and lasting euphoria, which in no way differs from the normal euphoria of the healthy person...You perceive an increase of self-control and possess more vitality and capacity for work....In other words, you are simply normal, and it is soon hard to believe you are under the influence of any drug....Long intensive physical work is performed without any fatigue...This result is enjoyed without any of the unpleasant after-effects that follow exhilaration brought about by alcohol....Absolutely no craving for the further use of cocaine appears after the first, or even after repeated taking of the drug... In 1885 the U.S. manufacturer Parke-Davis sold cocaine in various forms, including cigarettes, powder, and even a cocaine mixture that could be injected directly into the user's veins with the included needle. The company promised that its cocaine products would "supply the place of food, make the coward brave, the silent eloquent and ... render the sufferer insensitive to pain." By late Victorian era cocaine use had appeared as a vice in literature, for example as the cocaine injected by Arthur Conan Doyle's fictional

B2B Marketing Essay Example | Topics and Well Written Essays - 500 words

B2B Marketing - Essay Example Thus, B2B marketing precedes what might later lead to a consumer packaged-goods marketing. These then constitutes the most fundamental differences between the two types of marketing. However, as far as the business conducting the marketing is concerned, the purpose of both is similar in that both are usually designed to support the company’s sales strategy. More such differences can be highlighted when we consider the nature of the markets, the buying processes, relationships between the buyer and seller, the marketing environment, and the overall marketing strategy. Although much of the theories principles of marketing are similar, the two contexts differ in which the theories and principles are applied. In B2B, the important characteristics to be acquainted with are business buying behaviour rather than consumer buying behaviour. Moreover, the need in B2B is to deliver a ‘value proposition’ considering the goals of the other business. Consumers or households usually only have simple such ‘goals’, but for a business, purchasing takes on a more structured and strategic objective. Therefore, extra components must be considered in B2B such as how businesses evaluate ‘value propositions’ and suppliers, employ business purchasing decision processes, assess environmental variables, and so on. Some consumers for packaged goods may exhibit a degree of similar technicality but on the whole consumer behaviour is very much different from analytical business behaviour. Besides, depending on the packaged good, consumers are unlikely to be buying the same product repeatedly or in bulk. In addition, there is a greater possibility that in B2B marketing, the two businesses could be collaborating or even have a strategic alliance. This also makes the negotiation process more personal. The other business might have specific technical or design needs, which it would seek to acquire through a close relationship with its

Energy and Environmental Security Essay Example | Topics and Well Written Essays - 2000 words

Energy and Environmental Security - Essay Example Over the years there have been rising concerns with regard to the ability of fossil fuels, which constitute the main source of energy, in ensuring energy security. In Australia for instance, high reliance on fossil fuels as the core source of energy has been noted to be increasingly unviable since it is more economically marginal. This is because of the high dependence on foreign regimes which control supply and pricing of oil and gas (Jones, 2009, pp.3). Such rising concerns have resulted to increased attention on other potential alternative energy sources. This paper argues that renewable energy sources, to a large extent, are viable alternative sources of energy, and play a critical role in ensuring energy security. The world consumes about 13 trillion watts (terawatts, TW) of energy, with 85% of this representing energy from fossil fuel such as coal, gas and oil, while 2% of this representing renewable energy forms such as wind, solar, geothermal, biomass, and hydro energy (Lewis , 2007, pp.808-809; Valentine, 2011:4573). Indeed, fossil fuels still remain the king pins in energy supply due to various advantages such as availability and high energy content that it possesses. However, fossil fuels have core disadvantages that make it a threat to both current and future energy security. Not only is it exhaustible, but it is also detrimental to the environment, and is undependable since countries have to depend on a few controlling regimes which regulate the supply of oil and gas (DiPeso, 2011, pp.97; Valentine, 2011). From historical evidence, oil and gas which currently form the major part of fossil fuel have had the tendency to fluctuate in prices with most countries’ ability to control such prices limited. This makes it in the long term unreliable, unaffordable and inadequate (Riesz and Tourneboeuf, 2011). The high dependency on fossil fuels, and the fact that such fossil fuels do not guarantee energy security to most of the world’s countries, has necessitated a look at various alternative sources that would ensure energy security. For most of the world’s countries, the response to energy risks posed by fossil fuels has been diversification of energy sources. Renewable sources of energy have been widely recognised as potential sources of energy and expected to comprise a bigger part in future energy generation portfolio to ensure energy security (Valentine, 2011). Renewable sources of energy are often indigenous to a country hence tends to reduce high dependency on energy imports (Olz, Sims, and Kircher, 2007, pp.23). Hence, can be exploited locally where by the variations in availability and capacity of such energy sources in various regions, ensures that energy security is site specific, with regions increasingly becoming self sufficient. Although renewable energy sources incur higher capital costs in terms of development , installation and per unit capacity, this high cost, to some extent, can be offset by the l ow to zero cost of fuel over the life of the installed system which make renewable more competitive (Olz, Sims, and Kircher, 2007, pp.16). Furthermore, the long cited constraints of renewable energy sources such as intermittency and availability can be resolved through energy storage technologies which make energy available when needed and stores energy when it is available (Evans, Strezov, & Evans, 2012). There are six main

Does citizenship require political participation Discuss Essay

Does citizenship require political participation Discuss - Essay Example This essay will illustrate the question: Does citizenship require political participation. Is any bona fide member of a state or community or country expected and required to participate in the politics of a state whether actively or passively? This argument has raged on for some time now. Citizenship is also a sensitive issue whose stipulations have been drafted in most country’s constitutions. For some countries, in order to become a citizen, it requires a matter of hours or minutes. To some, however, like the US and the stable western economies, acquisition of citizenship by foreigners is very tedious and extremely grueling. It also takes a longer time span for one’s documents to be analyzed and vetted. The law has further set aside rules that govern acceptance of application for citizenship in a country. The essay will try and answer the question whether Citizenship requires political participation. The paper will first exhaust the issue of citizenship. It will then further analyze the concept of political participation. In my opinion, citizenship truly requires political participation. It is, therefore, every citizen’s responsibility to ensure they take part of the political events of their place of region. Citizenship There are different approaches to the issue in different countries, but the principles of citizenship are alike. Citizenship is any form of status given to an individual either in the form of rights and privileges or in the form of duties and benefits. These forms of status are given to an individual by the state. In the US, for example, citizenship confers to a person a number of rights for example the right to living and having jobs or working in the US. The person is further accorded federal assistance and any form of government services. As a result of this, citizenship confers to an individual the right to own a US passport. This type of document identifies a person anywhere in the world as being from the country. C itizenship is a stepwise procedure. In Canada for example, about 170,000 people from many parts of the world flock to Canadian embassy offices to apply for citizenship. As a result of this, becoming a citizen of Canada requires a stepwise process so that the land can sustain the new citizens. The first process is determining whether the applicant is eligible to become a citizen. In case the individual is eligible. The individual is then allowed to apply for the citizenship. A citizenship test will then follow. This test is extremely grueling. Only persons between 18 to 54 years are allowed to take the tests, otherwise if one does not lie within the age bracket, they are not expected to prepare (Glassman 2008, p46). Just like Canada, the process of Citizenship is so grueling making many interested visitors not succeed in the exercise. Different countries have different aspects of citizenship. There are different aspects of Citizenship. Dual citizenship is an example of this aspect. I n the US, for example, a citizen of the US has the freedom to be a citizen of another country. The citizen will be accorded the benefits that are specific to the country in question. However, this is not the case in most countries especially for countries of the third world (Glassman 2008, p45). There are different ways through which one can become a citizen of a country. For example, one becomes a citizen of a country automatically through birth. If one is born within the quarters of a country, he/she

Reflection Essay Example | Topics and Well Written Essays - 1500 words

Reflection - Essay Example A conclusion to the essay will then be given which will discuss my reflection skills, acknowledge my teaching skills and show my personal and professional development. The first stage of Gibbs (1988) model of reflection requires description of events. I was placed into a group with four members. I will refer to my group members as A, B and C due to confidentiality (NMC 2004). As a group, we discussed the topics that we had chosen to teach our fellow colleagues. After discussing our options, we finally agreed as a group to teach Anorexia Nervosa. We chose this disorder as we found the subject to be challenging and we wanted to become more knowledgeable about it. At this time, it was necessary to research the topic that was selected and then section the topic into parts. Member C chose to be responsible for the ethical portion of the project. Member B wanted to work on the legal aspect of the project. Member A and I therefore investigated care management followed by a discussion concerning our group meetings. The group meetings consisted of the group discussing its plans for the teaching session, sharing ideas as well as sharing research. The group had several meetings. On many occasions, there was no progress on our group work. The teaching plans were conducted on an individual basis. After discussing teaching plans in our group meetings, we agreed to combine the teaching plans in order to create one comprehensive teaching plan. The teaching plan that we developed as a group involved member A putting the plan together. It is noteworthy to mention that Member C spent a good bit of time discussing another topic which was unrelated to the plan. It was not unusual for member C to interrupt member A. Member C would then begin work on an entirely different and unrelated project. This consistently disrupted the group and caused unnecessary hardship to the group. As a group, we had only one

The Divisive Issue of Immigration Essay Example | Topics and Well Written Essays - 750 words

The Divisive Issue of Immigration - Essay Example History seemed to repeat itself but this time the mob was not trying to expel the illegal immigrants; instead, their supporters - relatives, friends and neighbors - banded together to become a mob fighting for their right to stay in America. In the same article Karen Tumulty recorded the events of the recent months and found something that according to her most Americans were caught unaware including the Senators who were supposed to be on top of the problem: There was the scene in Apache Junction, Ariz., in which a few Hispanic students raised a Mexican flag over their high school and another group took it down and burned it. In Houston the principal at Reagan High School was reprimanded for raising a Mexican flag below the U.S. and Texas ones, in solidarity with his largely Hispanic student body. Tom Tancredo, the Republican from Colorado who has become Congress's loudest anti-immigrant voice, said his congressional offices in Colorado and Washington were swamped by more than 1,000 phone calls, nearly all from people furious about the protests in which demonstrators "were blatantly stating their illegal presence in the country and waving Mexican flags." When the author intimated that the attempt to reform the immigration law was dividing the country it is clear that it was an understatement. But looking at it from a purely social perspective is merely scratching the surface for there are more powerful forces encouraging the migrants from across the border to cross the line. Migrant workers risking life and limb to come over to the United States is simply in need of better employment. For employers the long line of workers responding to the help wanted sign means that there is a great chance of getting the best man for the job at a lower cost. And the incentive of employers to continually shield or encouraged illegal aliens t is simply a matter of exploiting a competitive labor market. Here is where differing interests begin to conflict, while two views of how a government should function comes to mind. The first view states that the federal government should function as an organism therefore each individual living in the United States is just part of the whole and therefore each person's welfare is subject to what will benefit the whole. The other view states the conver se which is that the federal government is a mechanism created by the people to serve the people. An example of the second view coming to play in this national problem was addressed by Tumulty, referring to a particular minority - some members of the Republican Party- and this is what she said, "The business interests in the party base don't want to disrupt a steady supply of cheap labor for the agriculture, construction, hotel and restaurant industries, among others." Therein lies the bone of contention. To some, the illegal migrant workers are a boon to the economy while to those struggling to get a piece of the pie, they are a threat. Welfare economics does not offer much help in solving

Individual Route - Chartered Engineer Self Assessment Essay

Individual Route - Chartered Engineer Self Assessment - Essay Example This shall be demonstrated through: Taking appropriate Engineering Council examinations until 2011 or Undertaking further qualifications approved by the EI, either in whole or in part, or Undertaking assessed work-based learning approved by the EI, or Submission of a Technical Report, or Any combination of these. Application Process Upon receipt of your application, the Membership Panel (MP) will conduct an initial review of your roles and responsibilities. You will also be required to submit the ICP information and supporting documentation for assessment by the ICP Panel (see page 2). Should the MP assessment and ICP assessment be successful you will be required to complete a Professional Development Review (PDR) Interview. A report from this interview will be made back to the MP. The MP will forward a recommendation to EI’s governing Council and you will be notified of the result. Should the MP concur, on the basis of your PDR and PDR interview, that your roles, responsibili ties and experiences satisfy those required by EI and the Engineering Council you will be elected into membership and registered with the EngC. The schematic diagram below outlines the process. Benchmark academic requirements for registration Education Formal education is the usual, though not the only, way of demonstrating the underpinning knowledge and understanding for professional competence. Underpinning knowledge and understanding The knowledge, understanding and skills to underpin performance are an essential component of competence. The requirements for Chartered Engineer registration shall be exemplified by particular educational qualifications, as follows: either an accredited Bachelors degree with honours in engineering or technology, plus either an appropriate Masters degree accredited or approved by a licensed professional engineering institution, or appropriate further learning to Masters level or an accredited integrated MEng degree. Requirements for assessment by the ICP panel When reviewing your application the ICP Panel will look at all the engineering-based qualifications that you have completed as well as your career history and training record. A profile of such qualifications is listed below to enable you to submit the appropriate information for assessment. The Professional Membership Manager will provide further information about this. In order to review your career history and qualifications against the requirements of an accredited academic programme, the ICP Panel will require: A module breakdown of your qualifications (undergraduate and postgraduate) A syllabus for the qualification(s) A copy of your final year dissertation, project or PhD etc. A completed self assessment form – please see appendix A copy of your membership application and PDR etc. Any other information you feel would support your application If you do not possess the module breakdown(s) and course syllabi for the course(s) you completed, you should obtain th em direct from your university or college. This information should be submitted to the Professional Membership Manager ideally with your application for membership of EI. Completing the self assessment form The academic learning outcomes, listed in the Annex, are taken from the Engineering Council requirements for an

Law of Succession Essay Example | Topics and Well Written Essays - 2500 words - 1

Law of Succession - Essay Example There are also those who assert that the children of an estate owner or a holder of property are deemed ‘inferior’ under the British law as compared to the children, aptly given definite rights on inheritance, in other economically advanced countries around Europe. Thus, there seems to be a prevailing concept that the existing statute is unsuccessful in protecting the interests of children of the deceased testator as the law fails to adequately bestow the aforesaid children sufficient protection under the current statute (Thomas 2006). However, in order for us to prove or disprove this contention, it is imperative that the statute itself be evaluated and current and previous cases, which invoke the particular law, be appropriately examined. First, the claim under the Inheritance (Provision for Family and Dependants) Act 1975 is a supplication of an individual to become a beneficiary or a greater beneficiary of the deceased estate holder as he failed to include the claimant in his will or his intestacy rules (Borkowski 2002). The claim under the 1975 Act can also be invoked if a petitioner believes that he should be bestowed greater benefit than is afforded for under the will. The chance of the claimant to contest what the will stipulates is one interesting innovation in the British law of inheritance. The Act provides that a child of the deceased or anybody ‘considered’ as a child of the family can petition for a claim. Moreover, the statute does not restrict its coverage only on the children of the deceased (Cretney 1997). The law grants a wide scope, which includes surviving spouses, ‘other applicants’, and mistresses of the deceased. The court then must consider ‘reasonable financial provision’ for the claimant depending on the applicant’s status. If the applicant is the spouse of the deceased, the court will determine financial provisions

Evolution of thoughts in Scientific Management Essay Example for Free

Evolution of thoughts in Scientific Management Essay At the first stage where groups of people were insignificant, management in all spheres was carried out by one person the leader of this group. Further, in process of group growth and complication of functions carried out by them, the necessity of labour division and group differentiation has appeared. But it couldnt happen at once, it required centuries. The Egyptian pyramids build in 3000 2000 B.C. are a good example not only ancient Egyptians culture, but also their administrative art. Construction of huge pyramids demanded, first of all, precise planning. While the practice of management can be traced back to 3000 B.C., it was not given serious attention until 1800 when large organisations emerged. Industrial revolution has given a push to development of theoretical researches and management practices. However, till an epoch of capitalism function of management was carried out by the owner himself and a small group of the persons approached to him. The role of the specially trained managers developed during an epoch of monocapitalism. Having been faced with a competition, changeable environment, managers developed knowledge system of how it is better to use resources. During all history of management development we distinguish two approaches: classical and modern. Classical approach allows to allocate four patterns of management thought: 1898 Scientific management 1916 Administrative management 1920 Bureaucracy 1927 Human relations SCIENTIFIC MANAGEMENT Occurrence of scientific management takes place at the beginning of 20th century and is connected to F.W.Taylors name, Henri L.Gantt, Frank and Lilian Gilbreth. Scientific management focuses on worker and machine relationship. Organisational productivity can be increased by increasing the efficiency of production process. In 1911, Frederick Taylor, known as the Father of scientific management, published Principles of Scientific Management in which he proposed to design  work methods to increase productivity. One of his famous experiments was performed at Bethlehem Steel Company in Pittsburgh. He examined the time and movements, developed a better method for performing that job and trained the worker. In addition, Taylor offered a piece rate that increased as workers produced more. Taylors studies were followed by Gibreths, a husband and a wife, who also helped to find more efficient ways for workers to produce output. Frank Gilbreth made his contribution in the field of brick lying by changing an 18 step process into 5 step that led to increased productivity by about 200 percent. The Gibreths believed that were was one best way to perform an operation. However this one best way could be replaced when a better way was introduced. Other representative of Scientific Management was Henri Gantt. He developed a Gantt chart, which is used for scheduling multiple task over a time period. He developed a pay system with a guaranteed minimum wage and bonus systems for people on fixed wages and brought in a significant contribution to the leadership theory development. ADMINISTRATIVE MANAGEMENT Unlike Scientific Management which focused its attention on productivity, Administrative Management have engaged in development of management in the organisation as a whole and was concerned about administrative part of the organisation. The ancestor of this school was Henri Fayol. He worked as a mining engineer and came to realise that managing an enterprise required a lots of skills apart from technical ones. Henri Fayol was the first to identify the four management functions: Planning Organising Leading Controlling He also developed guidelines for managers to follow. These guidelines form fourteen principles for effective management. Other contributor to Administrative Management was Mary Parker Follet. She pointed out that all managers want flexibility, and she also distinguished between the motivation of individuals and groups. BUREAUCRACY Max Weber, known as a father of Modern Sociology, concentrated on how to structure an organisation for success. Weber outlined key elements of an ideal form of structure, which he believed would develop efficiency and called it bureaucracy. The bureaucratic structure had a number of important advantages for large organisations. The division of labour increased efficiently due to the continued repetition of the task. Hierarchy allowed developing a chain of command. Format selection meant that employees were hired on knowledge and experience and no other criteria would be used. Career orientation ensured that career professionals would give the organisation a degree of continuity in operations. Rules and procedures controlled employee performance. The impersonality of the organisation ensured that rules were applied across the board without personality or other influence getting in the way. HUMAN RELATIONS During the 1920s, an emphasis on the human side of the workplace began to influence management thinking. They started to realise that people are social and self-actualising. People at work are seemed to seek satisfying social relationships, respond to group pressures, and search for personal fulfilment. The human relations movement began with the Hawthorne Studies that were conducted at the Western Electric Company in Cicero 1924 -1933. The intention of these studies was to determine the effect of working conditions on productivity. The illumination experiments tried to determine whether better lighting would lead to increased productivity. Both the control group and the experimental group of female employees produced more whether the lights were turned up or down. It was discovered that this increased productivity was a result of the attention received by the group. In the relay assembly group experiments, six female employees worked in a special, separate area. They were given breaks and had the freedom to talk and were continuously observed by a researcher who served as the supervisor. Once again researches failed to find any direct relationship between changes in physical working conditions and output. Productivity increased regardless of the changes made. Two factors were set up as having special importance. One was the group atmosphere; the workers shared pleasant social relations with one another and wanted to do a good job. The other was more participative supervision. The workers were made to feel important, were given a lot of information, and were frequently asked for their opinions. It was not the case in their regular jobs. The final Hawthorne Study was conducted in the bank wiring room and centred on the role of the work group. A surprise finding here was that people would restrict their output in order to avoid the displeasure of the group. It was recognised that group can have strong negative, as well as positive influences on individual productivity. Two writers who helped advance the human relation movement were Abraham Maslow and Douglas McGregor. In 1943, Maslow advanced a theory suggesting that people are motivated by a hierarchy of needs. Which are physiological, safety, social, esteem and self-actualisation needs. People try to satisfy the five needs in sequence. They progress step by step from the lowest up to the highest. Meanwhile Douglas McGregor represents Theory X and Theory Y. According to McGregor, managers holding Theory X believe that those who work for them generally dislike work, lack ambitions, are irresponsible and prefer to be led rather than to lead. While in the Theory Y managers believe that people willing to work are capable of self-control, are willing to accept responsibility, are imaginative and creative. CONCLUSIONS Scientific Management Analysis of the past allows a better understanding of the present to predict the future Scientific Management improved peoples productivity at work by reducing number of motions choosing one best way to perform the task. However, Scientific Management was not without its critics. Taylor assumed that people were motivated only by money and ignored social and psychological factors. Also, Scientific Management techniques often resulted in lay-offs and it led to job losses. Relationship between the organisation and environment wasnt taken to attention. Despite these criticisms, we use some of scientific techniques nowadays. For instance, on factory that produces mobile phones, the whole production mechanism is broken down to small tasks. The workers are guided by carefully calculated standards. They know how many details they should approximately produce per hour. Each movement is chosen carefully in order to reduce excess motions. I have been working in a hotel industry for three years. The scientific management techniques have been used in my department as well. To make checking in and out more efficient everyone had his or her own best way of performing the task. Administrative Management. Nowadays Faylols five main functions gained widespread recognition. Lets take a hotel, for instance. Managers have to make plans for the future, organise short-term plans, co-ordinate recourses and finances, and control plans get their goals. In the Royal Bayswater Hotel, where I worked, managers aim was to get a Service Excellence Award. They planed to increase service by: training the staff; paying more attention to internal customers because happy staff is happy customers and by trying to exceed customers expectations. During all this process managers were controlling if everything was following the plans. And as a result to everybodys effort the hotel has been awarded with Best Excellence Service Award Bureaucracy While the term Bureaucracy has a negative meaning some of its elements are still relevant. In the earlier mentioned hotel, for example, staff is selected and promoted on ability to perform the task. Workers are career orientated. In order to obtain the organisational objectives procedures are measured and performed according to the organisational rules and standards. Standards and rules applied without personal influence. Human Relations Until the late 20th human relationship hasnt been taken to serious consideration. It has only been  after Hawthorne Experiments, the improvement of relations between all levels has been accepted as a very important element in the development and improvement of any organisation . This is still have a great importance  nowadays. The job of the manager in the workplace is to get things done through employees. To do this the manager should be able to encourage, teach, control, motivate and lead people. But that easier said than done. At my place of work there were different people with different needs. While some of them were satisfied with physiological and safety needs, the others there seeking for recognition from others, self-control and actualisation. So managers couldnt expect a good performance at work if an individuals needs havent been satisfied. We also had two types of managers. 1 Those who followed Theory X assumption 2 Those who followed Theory Y assumption As for me it was more difficult to work who doesnt give you much freedom for your thoughts, and things that supervision is a necessity. On the other hand, it was a pleasure to work with someone who allows more flexibility, and thinks that control and punishment are not the only ways to make people work. As a result they got more commitment to the organisation. LIST OF REFERENCES 1 ManagementStephen P. Robbinsons, Mary Coulter, 7 edition 2 Management John R. Schermerhorn, JR. 8 edition 3 Management John R. Schermerhorn, JR. 7 edition 4Management Ricky W. Griffin 7 edition 5 Modern Management Siobhan D. Tiernan, Michael J. Morley, Edel Foley www.sfsu.edu/~erich/slides2/-5k www.ee.uwa.edu.au/~ccroft/em333/leca02.html-12k www.evolutionevent.co.uk/-2k