Value of Education - 1441 Words

Value of Education In his essay â€Å"Is College Worth the Money?†, Daniel S. Cheever, Jr. contends that, â€Å"The real question is whether students are getting their money’s worth† (102). He emphasizes the value of education and not only the cost. Higher education is the focus of Cheever’s essay, but I believe the same question of worth can be asked concerning elementary through high school education as well. Both public and private schools offer distinctive educational opportunities and each individual needs to resolve the question of value. There are many facets that give value to an education; however, the cost cannot be ignored. Parents make the initial choices for their children’s education. The choice is primarily based on economics,†¦show more content†¦Our school included them in the extra-curricular activities offered which provided an avenue for greater social interaction. Nevertheless, there appears to be value in the custo mized approach to education that home-schooling allows. Another aspect of valuing an education, in particular a college education, is a monetary one. The earnings potential of receiving a college degree drives many students to pursue a post-secondary education. Cheever points out that college graduates are likely to make much more money in their lifetimes than those with only a high school education (103). One thing that needs to be factored into that calculation though is the amount of debt a student will have to repay after graduating. Student loans usually have a 5% to 6% interest rate that adds up through the years. For example, one of my cousins who graduated from college in 2000 is still repaying student loans. Even though they may be earning a decent salary, in our current economy, it may make it more difficult for a college graduate to purchase a home, have a family or save for retirement when overloaded with educational debt. This issue makes a case that the cost of ed ucation may be too high for those that cannot pay the tuition without going into debt. Students and parents should be expected to pay for the largest portion of a college education; however, the costs need to be lessShow MoreRelatedThe Idea Of Learning Knowledge And Value From Education1953 Words   |  8 PagesThe idea of learning knowledge and value from education had been an important part of our modern society since our Greek ancestors began inquiring. Value is anything that we desire, that we people may benefit from it (Simmons, 1977). People from different part of the world value things differently because of cultural differences. Even though the value of education is important to most people, there are certain values of education that different societies value the most. For instance, some may thinkRead MoreMy Values : The Value Of Education And Education977 Words   |  4 PagesValues are things that are important that guide us, individually, to make decisions. Each pers on has a different set of values, morals, and ethics, which is a reason that they can handle a situation differently. It’s not something physical that can be seen or be exchange in any kind of way. It is â€Å"that† something that is deep within which develops through life experiences and how it can make an impact on our personal lives. When I first started high school, I was full of confidence and excitementRead MoreThe Value Of An Education1037 Words   |  5 PagesWhat is the value of an education really worth in today’s society? In order to clearly understand the worth of an education, one would have to understand what the word education really means. According to dictionary.com, it defines the term education as, â€Å"the act or process of imparting or acquiring general knowledge, developing the powers of reasoning and judgement, and generally of preparing oneself or others intellectually for mature life (http://dictionary.reference.com/browse/education). An educationRead MoreValue Of Education1313 Words   |  6 PagesThe value of education in a person’s life is undisputed. There are many benefits of going to college such as having a great career. Education is significant because it sets someone’s life towards their passion. However, for some, college isn’t always their first cho ice. There are many pathways a person can take which college is only one of them. In this essay, I intend that education is a great place to start off with and most of the people should attend it. In addition, I will reflect on how goingRead MoreThe Value Of Education856 Words   |  4 PagesHassan Bajwa Prof. Lesley Broder English 24 8 January 2018 The Value of Education Education has been a powerful instrument that guides the society in achieving human desires and aspirations. It is in the nature of human beings to have big dreams in life. Everyone desires to be successful and lead a prosperous lifestyle. However, a successful life is a fruit of good education. I believe in the value of education because it has the power to transform one from nothing to something. From a naà ¯ve youngRead MoreThe Value Of Education985 Words   |  4 PagesEducation should be valued to the highest extent. Education is how we obtain knowledge about our surrounding. Education gives us a perspective on issues, politics, and on life in general. Education allows us to interpret things in uniques that we didn’t imagine were possible. Most importantly, education gives us a platform to change the world. Without education, many people would be lost. Education is a delicate process that should be handled with care. Educators have the abilities to form knowledgeRead Mo reValue Of College Education837 Words   |  4 Pages In recent years, the rising costs of college education made many high school graduates question whether getting a degree is worth the price. However, there are several reasons why going to college is still a beneficial investment. A college education has value; it makes you more well-rounded, it increases your chance of success, and it makes you more prepared for adult life. A college education is a four-year bachelor’s degree received by living on a college campus. While there are other ways toRead MoreThe Value Of Liberal Education1457 Words   |  6 PagesValue of Liberal Education in Today’s Society There are many different things that we value. Someone Ã'€refers business as it sees its success, someone is trying to succeed in Ã'€olitics. Each Ã'€erson looks at things differently. But there is a grouÃ'€ that can not be severely criticized and is considered as a very imÃ'€ortant Ã'€art of our lives - it is education. Liberal education is one of the basic values of modern society and it Ã'€lays a very imÃ'€ortant role in our lives. Liberal educationRead MoreThe Value Of Culture Of Education Essay1519 Words   |  7 Pages The Value of Culture in Education All individuals are affected in one way or another by the culture, or the beliefs and traditions of our society. The various layers of culture assist in designing the future of an individual, but more importantly the educational culture affects the success of the student. Cathy Davidson, author of Project Classroom Makeover, claims that the current culture of education is negatively affecting the students by narrowing the spectrum of success. Susan Faludi, authorRead MoreThe Precious Value Of Education952 Words   |  4 Pages The precious Value of education 7:25 to 2:15. We spend 180 days a year here. We spend 900 hours here. We spend the majority of our adolescence here. School. We ,the millennial generation, are in our prime time for intellectual development, ready to forment our opinions, beliefs, and our perspectives on life. The information we process flows into our thoughts, then into our actions, then into our habits. These habits become our identity. We can not help but absorb and evaluate the flow

Human Resource Management And Human Resources Management

Human Resources Management is one of the most important aspects of any organization, whether it be non-profit, not for profit, or profit. Human Resources Management is what makes it possible for a manager to be able to focus on their work and tasks at hand and not have to deal with lots of unneeded interpersonal activities. They are in charge of correctly evaluating the candidates that the managers will have to work with for the duration of the candidate’s stay. They are responsible for making sure that the correct candidates will be hired, and also they are in charge of maintaining that the organization has enough diversity so that valuable input is gained from people of other backgrounds taking time to evaluate everything that the organization does. HRM also helps the managers of the organization develop the strategies that are required for the successful integration of the candidates that were chosen into the position. An example of this would be informing the managers how to work together with someone who is transgender/from a minority/has difficulty speaking the language that is used in the workplace/or has a disability that would need accommodations. The HRM comes up with the plan for the mangers to work together with different people so that the manager doesn’t need to spend time away from their duties figuring out how to integrate people from various backgrounds into the work-environment and can spend time focusing on managing on what they manage. HRM takesShow MoreRelatedHuman Resources Management : Human Resource Management1140 Words   |  5 Pagesa business efficiently? Human Resource Management (HRM). Human Resources is the solid foundation that practically oversees the entire organization, whether its managing employees to surveilling the progress of every single department. There are six principle functions that Human Resource take into account: employee relations, recruitment, compliance, compensation and benefits, training and development, and safety (policies/regulations). Over time Human Resource Management has taken a new role intoRead MoreHuman Resources Management : Human Resource Management835 Words   |  4 PagesHuman Resource Management â€Å"They humanize the brand and help workforce communities thrive† (Who). A human resource management position may be the job for you. Every business and enterprise has a human resource manager, including Starbucks, Disney and even Apple. This job includes planning and coordination, organization, consulting employees and to oversee the work and employees. All the schooling and stress that comes along with this occupation pays off in the end with an enjoyable job. HumanRead MoreHuman Resources Management And Human Resource Management2123 Words   |  9 PagesIntroduction The study of human resource management becomes a major topic of the science of management at the beginning of 20th century and keeps attracting researchers’ attention (Merkle, 1980). The new models of human resource management derive from the advance of management theories and the accumulation of practices and experiences. With the development of global economy, the economic situation of each country deeply affects the world and becomes closely connected. In addition, the needs of customersRead MoreHuman Resources Management : Human Resource Management2534 Words   |  11 PagesIn most cases managers look at human resource management as an expense to a company rather than a source of benefit to the company however, research has proved that human resource management practices can be of greater value. Valuable decisions such as whom to recruit, what package to offer, the training necessary for the new recruits and how to assess employee performance directly affects the employee motivation and as such do affect the ability of the employee to provide products which the consumersRead MoreHuman Resources Management : Human Resource Management1398 Words   |  6 Pages Human Resource Management Overview Tanya Phillips Dr. Andrea Scott, PhD HSA 320, Strayer University October 31, 2016 Human Resources Management Overview Human resources (HR) is the different kinds of clinical and nonclinical responsibilities for public and individual health involvement. The benefits and performance the system can deliver depends upon the knowledge, skills and motivation of those responsible for providing health services. Human resource managers don’t directlyRead MoreHuman Resources Management : Human Resource Management958 Words   |  4 PagesHuman Resource Management Overview As we all know when it comes to every business and organization that is out there, they all need help from Human Resources to continue to help the company grow. What is human resource management? Well Human Resource Management is the overall process that deals with how Human Resources manages their employees as well as different issues that can come across within the organization. Human Resource Management are in charge of different tasks including recruiting asRead MoreHuman Resources Management : Human Resource Management820 Words   |  4 PagesHuman Resources Management Proper Planning is one of the most important aspects of human resource management. Without proper execution of plans, the particular needs of an organization that are the responsibility of human resources will not be reached, and therefore, will fall short of what is necessary for meeting the goals of an organization (DeCenzo, Robbins Verhulst 2013).There are many facets a human resource manager must be familiar with in order to run an organization. The functions of humanRead MoreHuman Resource Management : Human Resources Management1264 Words   |  6 Pagesand research with my family, I decided to go into human resource management, specifically in a hospital. Many people questioned and often said â€Å"Why human resource management?† My answer, I chose human resource managers because I believe they are a vital part of a hospitals success. They make the plans, they direct the staff and they coordinate how people work together and where they need to be. Throughout this paper , I will describe human resource managers- what they do, what are the requirementsRead MoreHuman Resource Management : Human Resources Management Essay1010 Words   |  5 Pageshave chosen to study this semester is Human Resources. The position I hope to have in this field in the future is in Human Resources management. Human resources is the division of a company that focuses on activities relating to employees. Human Resources staff search for new recruits, use their knowledge and work to find the best person for the job. Human Resources management are a vital link to the overall structure of a company. Human Resources management dates back as early as the 1920’s whereRead MoreHuman Resources Management : Human Resource Management1751 Words   |  8 PagesHuman Resource management Student’s Name Institution affiliation Date Human Resource management Human resource management (HRM) is a designed function to maximize the performance of employees in an organization in service to the organizational objectives. The human resource unit is usually responsible for activities such as recruitment of employees, training, rewarding and also performance management. The department is also accountable for guaranteeing that the activities undertaken

Curriculum Strengths and Weaknesses Free Essays

The curriculum that I have chosen is the K-12 Physical Education curriculum of a school in the United States. The strengths and weaknesses of the curriculum were assessed and are explained below. Besides this, recommendations are also provided for improving the physical education curriculum of the school. We will write a custom essay sample on Curriculum Strengths and Weaknesses or any similar topic only for you Order Now Strengths and weaknesses of the school physical education program The school-community environment was examined and the quality of the environment was considered to be moderately strong. The awareness of the mission/philosophy statement of the school is strong, but the classroom instruction does not seem to be integrated with the mission/philosophy statement of the school. The curriculum should be integrated to help the â€Å"students see and make the connections between and among subjects† (ETIM, 2005). The school environment is strong. There is general concern among the staff for the welfare of the students but more should be done to strengthen the student assistance program to help students at risk right from the elementary level. Students who have motor and fitness requirements besides emotional and other special needs are considered as at-risk students. There is strong recognition of student achievements but there is lesser recognition for the achievements of teachers and administrators. There is a need for recognizing quality teaching and this is one area where there is scope for a lot of improvement. Parent involvement is very strong and there is enough opportunities for parents to be involved in the activities of their wards. But there is scope for improvement in this area too, because getting parent input on their ward’s development in a frequent and systematic manner. This is required especially in the school’s curriculum, recognition and evaluation areas. There is scope for improvement in the communication and evaluation categories. The quality of communication needs to be improved especially at the elementary, middle and high school levels. The communication between classroom teachers and the physical education instructor needs to be improved. An effective communication program that highlights the activities and achievements of the physical education program is very much needed to gain much needed support for the physical education program. The goals and objectives of the school physical education program needs to be clear and as such it should improved. A clear program and instruction objectives is necessary to organize, implement and evaluate the quality of the K-12 program. If the goals and objectives of the chool physical education program are clear then designing high-quality instructional material and its evaluation becomes much easier. Also, the reports of the evaluation can be sent to the students, parents and others who are keenly involved in the development of the physical education program. There is also a need to implement, monitor and refine the school physical education curriculum to make it consistent with the resources available within the community. This is needed to eliminate redundancy and to promote a K-12 program that supports sequential learning. The secondary physical education service for students with special needs is very strong in the school overall, but there is scope for improvement of this service at the elementary school level. The quality of physical education for special students has to be improved at the elementary school level. There is scope for improvement of the program evaluation, implementation and dissemination needs for the K-12 physical education program in the school. Staff should concentrate more on improving the physical education program in the school because â€Å" a quality physical education program focuses on physical development, while integrating emotional, social and intellectual components† (Klungseth, 2009). Classroom instruction and class management are moderately strong but it should be improved to the level that it becomes absolutely strong. Currently, classroom instruction and class management are negatively impacted by the size of the class, the bigger the class the poorer the classroom instruction and class management, this situation should change. The certification process for physical education instructors should be tightened especially for activities that are considered high-risk activities. Also, the variance in qualification should be reduced for staff members in the school and it should be effectively streamlined. Staff development programs should be improved and there should be periodic evaluation of the staff. There should be involvement of the physical education director in monitoring physical education instruction, and there should be a clear role for a physical education coordinator. Information for garnering support for the physical education program should be provided to administrators by the physical education staff. The physical education facilities need to be upgraded. Currently they appear to be outdated, over-utilized and poorly maintained. Inadequate facilities can lead to injuries and poor physical education instruction. If facilities are inadequate then larger classes would thoroughly expose this problem. Poor facilities are the cause of less funds and decreased student enrollment. Student records in the physical education planning process needs to be automated. Currently the availability of equipment for this purpose is reasonably strong along with the availability of equipment for safety and medical records categories. Safety should be a top priority issue for the school, emergency action plans have to be drawn up with emergency first aid kit, telephones and supplies being made available at each teaching station. Teachers should be provided with student health information so that students are not put at risk by the physical education regimen. There is a need to improve the safety practices at the school that reduces risk to the well-being of students. Recommendations to improve the school physical education program The safety practices at the school needs to be improved, the safety practices should â€Å"recognize the risk and safety factors associated with regular participation in physical activity† (Griffey, Housener, 2007). There should be emergency action plans, telephones and first aid kit installed at all teaching stations. The process for getting student medical and health records should be improved. Staff development programs should be put in place especially in areas where there is need to improve safety practices. Proper processes and procedures should be developed for continuous evaluation of the physical education program. The program evaluation should lead to a proper assessment of the specified objectives of the program. The physical education program has to be implemented fully at all grade levels and to this extent additional physical education teachers need to be hired. Also, the standards set by the National Association for Sport and Physical Education (NASPE) should be implemented in the school. The NASPE standards â€Å"inform the teachers of the primary outcomes to be achieved in physical education at each grade level† (Lund, Tannehill, 2010) The goals and objectives of the physical education program needs to be implemented through the design of a curriculum framework. The framework should state the goals and objectives clearly and speak about the role of a comprehensive physical education program, besides, the program content should be matched with the local resources and prioritized based on the objectives of the program and the importance of the program content. Also, the program content should be in synchronization with the K-12 curriculum. The physical education program results should be summarized and provided as feedback to all stakeholders concerned besides this, adequate funds should be obtained for creating physical education facilities and for the purchase of equipment to be used at the facilities to enable the smooth implementation of the physical education program. Committees should be formed to monitor the implementation of the physical education program and to suggest and implement improvements where ever needed in the physical education program. References ETIM, J. 2005. CURRICULUM INTEGRATION K-12 – THEORY AND PRACTICE. University Press of America, Maryland. Griffey D. C. , Housener L. D. 2007. Designing effective instructional tasks for physical education and sports. Human Kinetics. Klungseth S. 2009. A comparison between public elementary physical education programs in South Dakota and the STARS criteria for high quality physical education programs. ProQuest LLC. Eisenhower Parkway, Ann Arbor, MI. Lund J, Tannehill D. 2010. Standards-Based Physical Education Curriculum. Jones and Bartlett Publishers, LLC, MA 0 1776, USA. How to cite Curriculum Strengths and Weaknesses, Papers

Hume vs. Kant Essay Example For Students

Hume vs. Kant Essay Hume vs. KantMany different philosophers have their own way of looking at not only the world, but society as a whole. This is clearly seen with the two philosophers Kant and Hume. Though totally different styles of philosophizing and looking at an ethical theory, it is not to say that ones theory is better or more justified than the other. It is perhaps a different point of view or another opinion to take in. We must not directly rule out either Hume or Kant because both of their ethical theories have been approved by numerous philosophers and scholars alike. Do not be mistaken for you can indeed defend one more than the other, it is just an understanding that theories are what people believe and for these two philosophers their theories have a very distinct difference in morality. We will write a custom essay on Hume vs. Kant specifically for you for only $16.38 $13.9/page Order now Humes theories may be considered by some not really philosophical theories at all. It is to say that he is not searching for that philosophical life that is seen in a Plato, or Augustine. His ideas are from the foundation of America. He believes that capitalism promotes prosperity for people, and that only science and math is the realm for reason. To discuss Humes ethical theory you have to look at the central theme, which are feelings. Humes ethical theory says that moral judgments are made on feelings as oppose to reason. Humes feelings are based upon the belief that people make moral judgments because it is useful to society. He uses the examples of benevolence and justice to support this idea. Benevolence leads to happiness in society, which is the main basis for moral approval. Justice, for Hume, is regarded as good because again it is useful to society. He says that justice would not exist if everybody was not selfish, and one of its main uses is to protect private property. Ju stice for Hume is a very business oriented type of justice in which a transaction that is made must be suitable for both parties. If humans were not selfish than justice would not even come to mind in these types of situations because the transaction would be totally dominated by one individual, and that would not be justice. Humes view poses the question, which is better social peace or economic prosperity? Hume states that human beings are an animal whose life consists of worldly pleasures, and this is what leads them to a happy life. Again we see a clear contradiction to what traditional philosophers believe to be a happy life. As you can see Hume leaves out the spiritual, reasoning, and thinking part of human nature. Leaving all these factors out he comes up with his contributions to the well being of society. He believes that chastity, confidentiality, avoiding gossip, avoiding spying, being well mannered, and loyal are what can lead you to becoming prosperous. Hume looks at th is from being prosperous only from a business-orientated point of view. People do like to become prosperous and have economic growth, but is that all that matters to us as humans? For Hume these feelings are justified because he says that we naturally care about other people and if we do not suffer from something we have a natural inclination to help others out. Hume finally comes a conclusion to his ethical theory in which he states that there are only four reasons in which to do morally good: useful to society, useful to oneself, agreeable to oneself, agreeable to others. Actions that are morally good are categorized into one of these four categories. These actions must be made with sentiment or feeling over reason, for Hume states man is a creature with feelings and reason lets us figure that out. .u38ffc9e3bbb307b3df2d7150ed6e2e01 , .u38ffc9e3bbb307b3df2d7150ed6e2e01 .postImageUrl , .u38ffc9e3bbb307b3df2d7150ed6e2e01 .centered-text-area { min-height: 80px; position: relative; } .u38ffc9e3bbb307b3df2d7150ed6e2e01 , .u38ffc9e3bbb307b3df2d7150ed6e2e01:hover , .u38ffc9e3bbb307b3df2d7150ed6e2e01:visited , .u38ffc9e3bbb307b3df2d7150ed6e2e01:active { border:0!important; } .u38ffc9e3bbb307b3df2d7150ed6e2e01 .clearfix:after { content: ""; display: table; clear: both; } .u38ffc9e3bbb307b3df2d7150ed6e2e01 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u38ffc9e3bbb307b3df2d7150ed6e2e01:active , .u38ffc9e3bbb307b3df2d7150ed6e2e01:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u38ffc9e3bbb307b3df2d7150ed6e2e01 .centered-text-area { width: 100%; position: relative ; } .u38ffc9e3bbb307b3df2d7150ed6e2e01 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u38ffc9e3bbb307b3df2d7150ed6e2e01 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u38ffc9e3bbb307b3df2d7150ed6e2e01 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u38ffc9e3bbb307b3df2d7150ed6e2e01:hover .ctaButton { background-color: #34495E!important; } .u38ffc9e3bbb307b3df2d7150ed6e2e01 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u38ffc9e3bbb307b3df2d7150ed6e2e01 .u38ffc9e3bbb307b3df2d7150ed6e2e01-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u38ffc9e3bbb307b3df2d7150ed6e2e01:after { content: ""; display: block; clear: both; } READ: The San Francisco 1989 Earthquake EssayKant takes a different approach in his ethical theory and the understanding of morality and what is morally good. For Kant moral goodness is defined as goodwill, and that we as humans have a moral obligation to do what is right. He says that moral worth is seen much clearer if someone does things out of duty. Opposite of what Hume says Kant believes that feelings and inclinations are irrelevant and that feelings are not what drive moral obligations. Then how does Kant justify what is morally obliged? He has cancelled out feelings, and has left it as an obligation for people. For Kant first you must take out all feelings. Moral obligat ion must be binding for everyone. If any action cannot be approved be everyone than it is not morally obliged. The standard for moral standards has to be universal or absolute. Kants ethical theory is put into a comparison of categorical and hypothetical imperatives. Hypothetical imperatives are looked upon as recommendations, or heteronomy (others law). This is to say that it is someone else or some other thing is telling us what to do. As oppose to categorical imperatives, which are the moral oughts, or autonomy (self law). These are the moral obligations that Kant believes in, the morally obliged actions. For instance we ought to help other because you may need help some day. What makes it valuable is that it is valuable in itself. It allows us to treat ourselves and others with self respect. It is clearly seen that in Kants theory there is no feelings or emotions attached to these theories only obligations that will benefit all of society. When taking into account who is right or wrong, the type of person you are comes into play. Some individuals live their lives based off of feelings and emotions alone, and most decisions that these types of individua ls make are what is going to them happy or something that could perhaps make them sad but another group in society happy. Then there are the other groups of individuals that do things without thinking of who they will affect but only take into account what they believe they should do based on societys circumstances. Ultimately the decision on how to make moral judgments should be entirely based on you and your character and your experiences. If a person has been hurt by trying to be morally good then his feelings will come into play no matter how he made his original decision. If this person was making a decision based on obligation and he still got hurt from it in the long run then his next decision could be very feeling based. These two decisions on morality may continue to intertwine with each other. It is not fair to say that you should always react one way or another based on either Kant or Hume but rather what is best at that particular situation.

Psychology Use Of Language Essays - Communication Disorders

Psychology: Use Of Language Jennifer Mull Psychology Human speech makes possible the expression and communication of thoughts, needs, and emotions through vocalization in the form of words. It is a process whose specialized adaptations differentiate it from the mere making of sounds--a capacity humans share with most animals. In addition to the capacity for laryngeal production of sound (which some animals also possess), speech requires a resonance system for modulation and amplification of that sound and an articulation process for the shaping of that sound into the communally established word-symbols of meaning that constitute the language of a given culture. (Dean Edell) The use of language is made possible by certain cerebral functions: the formation of thoughts; the comprehension, storage, and recall of words; and the selection of words to express the thoughts and the arrangements of these words in a sequence or organization that constitutes (or attempts to constitute) intelligible communication. The speech process involves the speech centers of the brain, the respiratory center in the brain stem, the respiratory system, the chest cavity, the structures of the larynx, the pharynx, the nose and nasal cavities, and the structures and parts of the mouth and related facial muscles. There are three identified speech areas. The Supplementary motor cortex, on the very top of the left frontal lobe, involves the process of vocalization itself. Broca's area, lower down at the back of the left frontal lobe, appears to involve functions of articulation, vocabulary, inflection, and word sequence. Wernicke's area is mainly the posterior part of the left temporal lobe, with parts of the parietal area; any large destruction of this area results in the loss of the capacity for meaningful speech but not the loss of sound production. The speech process starts with an expiration of air, produced by the respiratory mechanisms of lung expansion and contraction: the downward and upward movements of the diaphragm to lengthen or shorten the chest cavity, and the elevation and depression of the ribs to increase or decrease the diameter of the chest cavity. These movements depend on the functions of the upper abdominal muscles. Overall, the muscles that elevate the chest cage are muscles of inspiration (inhalation), and those that depress the chest are muscles of expiration (exhalation). (Health Central) If forceful expiration is required, relative to body or speech needs, all abdominal muscles combined can serve as muscles of expiration. Expiration can then be passive or it can be forcefully active, depressing the cage and starting a current of air upward from the lungs. The driving energy for speech production, generated by the mechanisms of expiration, varies with individual physiology, breathing habits, and training for correction where needed. The resonance process, which is fundamentally the amplification of sound on its way to utterance, involves he pharynx, the mouth, the nose, the nasal sinuses, and the chest cavity. The quality of that resonance, which may range from stridency to virtual inaudibility, also depends on both fixed and variable factors, with regard to physical conditions and learned behaviors, and relates to the intent of the individual and his or her personality as well as his or her speech behaviors. It also relates to the force of the expiration of air and the dimensions of the chest cavity. Through all the various effects and usage of these parts of the resonance mechanisms, certain types of speech mannerisms are exhibited--such as nasality, which represents over reliance on the nasal cavities for resonance; or good sound projection, which utilizes the chest cavity as well as the other organs. The process of articulation constitutes the formation of the amplified sound into words, through movements of the lips, tongue, and soft palate of the mouth, and of the related facial muscles. Moreover, the qualities of a given language may require different forms of articulation because the linguodental zone (between the tip of the tongue and the teeth) may be used differently in one language than the way it is in another. Speech disorders, both functional and organic, at the handicap level, affect about 22 million persons in the United States, according to U.S. Public Health Service estimates. Approximately 40% are due to hearing loss, approximately 10% to neurological disease, and approximately 50% to a range of other

Human Resource Management, Wages and Salaries Research Paper Example

Human Resource Management, Wages and Salaries Research Paper Example Human Resource Management, Wages and Salaries Paper Human Resource Management, Wages and Salaries Paper Introduction Human Resource Management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. Extensive training and culture management programs, individualized reward management systems, as well as a range of employee involvement mechanisms, all operate towards achieving enhanced employee contribution. It is a whole range of notions on management theory, style and practice. Perhaps most usefully considered as a generic term that covers the entirety of work organization, working terms and conditions and representational systems, HRM can be depicted as being concerned with all those activities associated with the management of people in organizations (Boyd 2003). Businesses rely on effective human resource management (HRM) to ensure that they hire and keep good employees and that they are able to respond to conflicts between workers and management. HRM specialists initially determine the number and type of employees that a business will need over its first few years of operation. They are then responsible for recruiting new employees to replace those who leave and for filling newly created positions. A business’s HRM division also trains or arranges for the training of its staff to encourage worker productivity, efficiency, and satisfaction, and to promote the overall success of the business. Finally, human resource managers create workers’ compensation plans and benefit packages for employees. Personnel Management is the development of a set of values that regards individual employees as important productive entities; the conscious utilization of these value judgments in making decisions affecting those individuals; and the acquisition of a pattern of thinking, or rational analysis, which attempts to achieve the most effective and satisfactory utilization of human talents (Megginson 1972). Personnel Management unlike Human Resource Management is not limited to the techniques and paper work associated with routine activities of selecting, training, and compensating employees; nor does the term refer exclusively to the methods, procedures, techniques, and tools of personnel selection, training and development, direction, and other related activities. Businesses rely on effective human resource management (HRM) to ensure that they hire and keep good employees and that they are able to respond to conflicts between workers and management. HRM specialists initially determine the number and type of employees that a business will need over its first few years of operation. They are then responsible for recruiting new employees to replace those who leave and for filling newly created positions. A business’s HRM division also trains or arranges for the training of its staff to encourage worker productivity, efficiency, and satisfaction, and to promote the overall success of the business. Finally, human resource managers create workers’ compensation plans and benefit packages for employees (Gratton et al. 1999). The essay intends to consider how wages and salaries are set in organizations. If compensation is not tied directly to performance, what can and should it be tired to. The essay intends to discuss about psychological contract; turnover and the forms of turnover; training and some of its concepts; and remuneration system. Through the information that will be gathered every thought that is necessary will be put together so that a proper conclusion will be formulated. Psychological Contract The psychological contract refers to employees beliefs about the mutual obligations between the employee and his or her organization. These beliefs are based on the perception that employer promises have been made about such matters as competitive wages, promotional opportunities, and job training in exchange for certain employee obligations, such as the giving of their energy, time, and skills (De Meuse Marks 2003). Earlier reviews argue that the psychological contract is conceptually different from a formal contract in that it considers an individuals beliefs of the terms and conditions of an agreement between the individual and the employer. This concept of the relationship between an employee and the organization has been accepted and noted in many different forums, including academic journals; practitioner journals; and management textbooks (De Meuse Marks 2003). While an employees formal employment contract always is based on a written document, the types of promises contained in an employees psychological contract typically are communicated in ways that do not involve written documentation. For example, an employees understanding of the psychological contract may be influenced by oral discussions with managers, recruiters, or other organizational representatives and construed from specific organizational practices and procedures. Because of the pervasive norms of reciprocity that are part of any exchange agreement between an individual and his or her organization, an individual often expects, seeks out, and creates a psychological contract as a means for understanding and representing the employment relationship with the employer (De Meuse Marks 2003). Organizations can respond to an employees psychological contract to varying degrees, including going beyond the conditions of the contract, thereby honoring the intent rather than the letter of the contract; complying with the contract and fulfilling all of the conditions and terms; and breaching or violating the agreement between the employee and the organization. When organizations uphold their side of the psychological contract with their employees, it is more likely that employees will attempt to fulfill their own contractual obligations to the organization (De Meuse Marks 2003) Two sorts of contract can be distinguished namely transactional contracts and relational contract. Transactional contracts are fairly specific and economic in nature, and basically to do with rewards for hard work. Relational contracts are both economic and social/emotional in nature. (Herriot 2001). These are less clearly specified and to a degree open-ended. In a successful contractual relationship, it is possible that people come to trust the other party’s reliability because they regularly fulfill a transactional contract. As a result, a more relational contract develops, whereby parties are willing to go beyond the contract trusting that the other will do the same for them when the need arise (Herriot 2001). Relatively short-term and specific transactional contracts can meet the need for flexibility and reliable performance. Longer-term and open-ended relational contracts may help organizations which need loyalty and good citizenship from their employees. Specific but longer and potentially renegotiable contracts combine some of the advantages of the previous two. As organizations diversify the range of contracts which they offer, the existence and use of these alternatives becomes increasingly attractive (Herriot 2001). Relational contracts usually have a legal heart, but they also are used when the commercial reality is different. In a relational contract, the parties have expectations of each other that go beyond or perhaps far beyond the terms of the contract (Kay 1995). Employment contracts are best made as relational contracts because they suffer rather than benefit from too precise a specification of their obligations. Each party must be encouraged to respond to events. Both parties must invest in teaching and learning that is specific to the particular business environment. Actions may often have consequences that emerge only much later. Each of these factors that includes response, information, and learning tends to become more important at higher levels of seniority in the organization. A firm may hire a cleaner through a spot contract wherein the job is well defined, the performance is easily monitored but it needs a relational contract with its management. The range of jobs for which spot contracting is suitable is steadily diminishing (Kay 1995). Forms of turnover Labor turnover, like absence, is an important element of labor costs. The turnover of employees leads to direct costs for recruitment and for training new employees. It also leads to indirect costs which may be substantial, for example through disruption of work while new people are being recruited. Organizations with high levels of labor turnover may need to carry surplus labor, or hire temporary workers, in order to maintain production or levels of service. It has been suggested by industrial sociologists that greater organizational commitment contributes to greater employee identification with the goals and values of the organization and that this reduces the likelihood of voluntary job turnover . A main argument for adopting a commitment-oriented management approach has been to reduce the costs of turnover by eliciting employee commitment. (Cheng et al. 1998) A model to explain individual job turnover naturally has many similarities to the preceding models of absence and job performance. Motivation to stay, in the form of commitment to the organization, is again likely to be of interest, as are the various task and organizational characteristics which make an organization relatively attractive or unattractive. However, one might expect that economic factors loom larger in the decision to stay or leave. These would include satisfaction with present remuneration, and perceptions of how easy or difficult it will be to find an equally good job. Family and life-cycle characteristics have also often been assumed important in relation to job turnover, as in the case of young workers (Cheng et al. 998). Turnover can be done in two ways. Turnover can be voluntary and involuntary. Voluntary turnover can be caused by many things that include personal problems, better opportunities in other companies, discontentment, and migration to other countries. Employees undergo voluntary turnover due to the personal problems they have. These employees believe that such problems can affect their work performance and they should first find solutions to their problem before being in any company. Employees undergo voluntary turnover due to the discontentment in the company. These employees believe that their stay in the company has not given them any benefits and the wages and compensation they receive from the company is not enough. Employees undergo voluntary turnover due to better opportunities in other companies. These employees think that other companies might offer them better treatment, better salaries, and lesser problems. Employees undergo voluntary turnover due to migration to other countries. Employees leave the company due to instances wherein they wish to leave the country and try their luck in other countries. On the other hand involuntary turnover can be caused by many things that include poor work performance, insubordination, and negative relationship with co workers. Employees undergo involuntary turnover due to poor work performance. When employees do their job poorly the tendency is for the company to give them warnings and reminders, if nothing happens the company has no choice but to break its relationship with these workers. Employees undergo involuntary turnover due to insubordination or engaging in scuffles and disobeying high ranking officials in the company Employees undergo involuntary turnover due to negative relationship with co employees. Some employees can be always in contrast with other employees and this leads to problems between the employees thus to prevent things to grow worse the company has to remove these uncooperative employees. Training Organizations are still focusing on reinvention and reengineering as they continue to place greater emphasis upon improving customer service. This increased attention to customer service is expected despite downsizing and delaying efforts in the organization. The strength of these trends is likely to continue even if the names change from time to time, for the changes emerge from a growing realization that traditional ways of doing business and being organized prevents an organization from moving fast enough, with high enough quality, or at low enough cost to meet the growing demands and competitive pressures placed on it. The next decade will continue to witness major changes in organizations (Sims 1998). Organizations will continue to get flatter, and power will be more dispersed among employees who are knowledge workers and have the technology to make decisions previously reserved for management. If information is power, then dispersed information is dispersed power, and that dispersement is what knowledge and technology does. There will also continue to be an increased emphasis upon the use of cross-functional and multi-skilled teams, which are essential in taking advantage of advanced technologies, and these developments should free the smaller number of managers to focus on higher level strategic issues (Sims 1998). The boundaries that have traditionally defined organizations will continue to blur as a result of new organizational forms and leadership methods and demands. The lines between functions and even between organizations will continue to become less rigid in the drive to be more customer focused, to decrease response and work process cycle times, and improve competitive advantage. The distinction between types of organizations particularly large ersus small, regional versus national versus global will also begin to blur more as customers show less interest in where their products and services come from as long as they receive them when and at the standards of quality they deem acceptable (Sims 1998). People can best anticipate and respond to the need for further change in training by remembering that training historically has been looked at as a case-by-case, individual perspective, much like the way a doctor looks at a patient. You do a diagnosis of an individual, find a weakness, and then apply the training solution so that individual is stronger or better than he or she was before. What training must be in todays and tomorrows organizations is a process that is more holistic, and consistent with an organizations strategy, so that the strategy is executed better than it would be without the training. One strategy is individual, which will have no impact on an organization, and the other is corporate, which will have a mammoth impact. The important thing for training personnel to conceptually understand is that training must have an impact on the organization rather than on the individual. The point is to make the organization more whole than it was before, and training should be a major part of what causes that to happen. However, that will never happen if training personnel are doing training by picking up people and putting band-aids on cuts. It will only do it if there is a vision and a strategy, and training is part of a process of executing that vision and strategy for everyone (Sims 1998). Remuneration system Remuneration system or salary is often expressed in annual terms, usually of non-manual workers. For example, a teachers salary might be $15,000 per year. Salaried workers are most unlikely to receive overtime payments, though they may receive bonuses. Although they are contracted to work for a specific number of hours per week, they are usually expected to work the number of hours sufficient to do the job to a satisfactory standard (Skoldberg 2002). Salaries are set in organizations according to the tenure of the employee in the organization, the performance rating of the employee, the status of the company and the external problems the company has. Salaries are based on how long the employee had served the company. The longer an employee served the company the higher salary that employee gets. In relation to that an employee’s salary can be based on succession planning or the ranking of employees. In succession planning the position of an employee is being given more focus. Employees who have higher position are first given salary increases. Salaries are also based on how well or how bad the employee does his/her job. Those who perform well and bring benefits to the company are given higher salaries and additional incentives. Moreover the status of the company is used as a basis for the salaries of employees. To know the status of the company different things are put into consideration like its profitability, its expenses, market conditions and others. Once the company is not selling well and has oversupply market condition it means no increase in the salaries should be made. When a company is experiencing oversupply market condition it is not selling well and its marketing strategies are not that effective thus the company has reason not to increate the salaries. Lastly the external problem the company has is used as a basis for salaries. If the economy is having difficulty, there is unrest in the country, and the competitor has gained advantage over the company the tendency is for the company not to create increase in wages. Conclusion Businesses rely on effective human resource management (HRM) to ensure that they hire and keep good employees and that they are able to respond to conflicts between workers and management. Human Resource Management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. In HRM many things are put into consideration. This includes the hiring and training of employees, performance of the employees, how the employees are remunerated, and what instances may lead an employee to be removed from the company. Aside from the company’s strategy regarding marketing, management, and competitors, organizations’ are wary of the strategy they use in terms of giving salary to their employees. Companies have to make sure that the right person receives the right wage and that the salary they give will not cause financial problems to the company. Through the different basis of salary discussed companies make sure that salaries are distributed accordingly to rightful persons and as demanded by the situation. Through proper distribution of salary companies will not encounter financial problems like high expenditures, bankruptcy by the company, tight spending and others. Through proper distribution of salary companies will not have to face arguments and disagreements with the employees. References Boyd, C 2003, Human resource management and occupational ealth and safety, Routledge, New York. Cheng, Y, Gallie, D, Tomlinson, M White, M 1998, Restructuring the employment relationship, Clarendon Press, Oxford. De Meuse, KP Marks, ML (eds. ) 2003, Resizing the organization: managing layoffs, divestitures, and closings maximizing gain while minimizing pain, Jossey-Bass, San Francisco. Gratton, L, Hailey, VH, Stiles, P Truss, C 1999 Strategic human resource management: corporate rhetoric and human reality, Oxford University Press, O xford. Herriot, P 2001, The employment relationship: a psychological perspective, Routledge, New York. Kay, J 1995 Why firms succeed, Oxford University Press, New York. Megginson, LC 1972, Personnel: a behavioral approach to administration, Richard D. Irwin, Homewood, IL. Sims, RR 1998, Reinventing training and development, Quorum Books, Westport, CT. Skoldberg, K 2002, The poetic logic of administration: styles and changes of style in the art of organizing, Routledge, London.

Stratgic Management Accounting (case study) Essay

Stratgic Management Accounting (case study) - Essay Example Management accountants provide important financial information that facilitate strategic planning, help to formulate and review budgets of the organization and identify existing discrepancies in budgets. They also remove wastages, set cost of production and prices of products produced as well as support good corporate governance. The above roles and functions of management accountants are explained below. First, management accountants facilitate strategic planning by providing information on costs and related activities in the organization. This is because they collect and analyze important information on all the activities that organizations engage in. The information may include all production, marketing and administrative costs. They also attempt to allocate costs and revenues to all activities in the organization. The management accountants record all the activities and associated cost. Therefore, they are able to develop indicators of business performance. In addition, they make comparison of various activities and develop benchmarks that form the basis of business monitoring and evaluation system for the business organization. The information they provide, help management teams to make various investment decision. Secondly, management accountants formulate and review budgets of the business organization. Budgets are important in apportioning financial resources to various activities of the company. Financial resources are scarce and require detailed analysis and planning to ensure that all departments receive adequate amount of money to conduct their daily operations. Management accountants enable the organization to allocate money and other resources to productive areas of the company based on their detailed cost analysis. This ensures that the business spends money only on what is important and that all activities are fairly considered. The budgets include capital budgets, cash budgets and production budgets. Management accountants