Islam And Western Imperialism In Islam - 998 Words

Although the Islamic world has faced many challenges throughout history, Islam’s encounter with Western imperialism during the nineteenth and twentieth centuries has had the greatest impact on contemporary Islam. These encounters with Western powers influenced and shaped the Muslim world by introducing Islam to modernity. The Islamic world’s varied reaction to these challenges of modernity affects a wide range of issues in Islam today. To understand how the Muslim world reacted to Western influence, we must understand what they were reacting to. With the fall of the Ottoman Empire, European political ideas permeated the Middle East. Muslims were forced to respond to ideas of nationhood, nationalism, democracy, and sovereignty.†¦show more content†¦Modernists claimed these institutions were not foreign to Islam and could coexist within an Islamic state. Rashid al Rida argued Islam was democratic and representative because Islamic leadership is determined th rough consensus of the community. According to Rida, an Islamic state requires Islamic legal systems, where the uluma are representatives of the people. Other Islamic modernists such as Muhammad Abduh and Muhammad Iqbal also attempted to balance Western ideologies with the Islamic faith. According to Abduh, reason and science were complementary to Islam. Iqbal also believed some Western ideas were compatible with Islam. Iqbal applied reasoning to help understand Islamic female inheritance laws. One interpretation of these laws is that a woman is worth half a man. Iqbal argued the share of female inheritance is not based on a woman’s value, but rather on social context specific to a certain period. He claimed these laws applied to a time when women had less financial responsibility than men. This type of logic and reasoning still exists in contemporary Pakistani law. Both Abduh and Iqbal believed certain aspects of Western influence could be applied to Islamic societ y, as long as those ideas did not contradict Islam. Other movements within Islam have directly challenged the Islamic modernists’ ideas on Western influence. Unlike IslamicShow MoreRelatedThe View Of The East936 Words   |  4 Pageskey issue that Muslims have faced and still continue to face in stating, â€Å"It is safe to say that no religion has such a negative image in Western eyes as Islam† (Ernst, 11). The representations of Islam by Western societies have taught non-Muslims – even those outside of the West due to imperialism – what to think of Islam. The negative imagery surrounding Islam has then created a discourse which fuels fear, hostility, and a misunderstanding of the religion and its adherents and thus fosters violenceRead MoreHow will History Judge the Events of September 11, 2001?1880 Words   |  7 Pageshistory judge the events of September 11, 2001 as acts of unwarranted terrorism, or as the retaliatory acts of Islamic patriots and freedom fighters? There has been much speculation as to the root cause of 9/11. Most Americans, and indeed much of the Western World view that these were unwarranted acts of outright terrorism that justified the â€Å"War on Terror† in response. However, to many in the rest of the world, especially those living in predominantly Muslim countries, the events leading up to and includingRead MoreEssay on Islam The Straight Path989 Words   |  4 Pages Islam The Straight Path   Ã‚  Ã‚  Ã‚  Ã‚  An evaluation of the book by John L. Esposito: Islam The Straight Path. In this book , Esposito provides a succinct, up-to-date survey of the Islamic experience, an introduction to the faith, belief, and practice of Islam from its origins to its contemporary resurgence. He traces the emergence and development of this dynamic faith and its impact on world history and politics. He discusses the formation of Islamic belief and practice (law, theology, philosophy,Read MorePolitical Islam And The Middle East1330 Words   |  6 PagesPolitical Islam is an interesting phenomenon that impacts law, policy, and international relations with the Middle East. In order to understand what Political Islam is one must first understand, as much as possible when starting from a Western Christian worldview, what Islam is. In addition to simply describing Islam a comparison to another similar or related religion, such as Christianity, is helpful. Once an understanding of Islam is established one can begin to see how it touches on every facetRead MoreIslam the Straight Path1 014 Words   |  5 PagesIslam The Straight Path An evaluation of the book by John L. Esposito: Islam The Straight Path. In this book , Esposito provides a succinct, up-to-date survey of the Islamic experience, an introduction to the faith, belief, and practice of Islam from its origins to its contemporary resurgence. He traces the emergence and development of this dynamic faith and its impact on world history and politics. He discusses the formation of Islamic belief and practice (law, theology, philosophy, and mysticism)Read MoreMuslim Nations and Their Crisis of Leadership Essay1280 Words   |  6 PagesLeadership Muslim nations face a crisis of leadership, which affects both them and their relationship with other countries. In Muslim society the leader embodies both political and moral authority. Yet even the best-known thinkers who comment on Islam, like Professor Samuel Huntington and Francis Fukuyama, have failed to identify the importance of Muslim leadership. On the surface there is a bewildering range of leadership: kings, military dictators, mullahs, democrats, and, as in the Taliban inRead MoreA Discussion Of Faith Rose Surrounding The World Trade Center1630 Words   |  7 PagesMarch 22nd, a question of faith rose surrounding the sanctity of the Islamic faith. In an article meant to expose answers to this very question John Kasich brings up a point that when people claim France is at war with Islam, they actually should be referring to radical Islam. This point pulled further controversy as those who were not Islamic began to wonder if the faith condoned suicide bombings in the name of expelling infidels and bringing the coming of the Caliphate. Another case mentionedRead MoreIslamic Fundamentalism is based on Islamic ideology. It is also seen as a group of religious800 Words   |  4 PagesIslamic Fundamentalism is based on Islamic ideology. It is also seen as a group of religious ideologies trying to return to the fundamentals of Islam. Muslim Brotherhood started in Egypt in the year of 1928. Muslim Brotherhood is an anti-colonial, transnational Sunni Islamist movement, it is attempting to integrate Islam into politics and government. Members of the brotherhood believe the Quran and Sunnah should be the basis of the government (Johnson, 2014). Muslim Brotherhood is not only foundRead MorePolitical Science : Islamic Modernism1166 Words   |  5 Pagestrade missions during earlier centuries that had propagated Western technology and modernization. There was a large shift of power due to the declining Ottoman Empire, which led to an essential subordination of Muslims because of Western technology and modernization. This subjugation by Christian empires led Muslims of the Middle East to question their own beliefs as well as their aspirations, making many wonder whether the success of Western occupation was due to the inferiority of their own IslamicRead MoreUniversal Declaration of Human Rights and Muslim W omen785 Words   |  3 Pages† It infers that the declaration is meant to represent human rights in all countries, including those that are non-Western with highly complex cultures and societies. By creating this agreement and applying it as universal it has the â€Å"contradictory effect of undermining communities’ autonomous rights to enjoy their own culture.† Additionally, in looking at historic actions of Western countries Anthropologists were concerned that the UDHR was a â€Å"series of attempts by the West to impose its values

American Imperialism And The American Civil War Essay

The history of America is one of complex changes, often shifting in both foreign and domestic affairs, where American policy seen as fickle and unsatisfactory. The United States government’s actions and relations with the American South and broken Native Americans were often very stagnate in meeting their necessities and saw the rise of unchecked oppression on a wide scale. These once threatening adversaries would now know the hand of the Federal government’s relations as result of Social Darwinism. The violent and brutal engagements in the former Confederate states which ensued, would be caused by neglectful and permissive President Andrew Johnson and by the devastation left over from the American Civil War. The defeated Native Americans would also become a largely exploited group with much of their land and territory to seek after for the ideal of American Expansionism as well as the precious resources which many desired to have a stake in. Many parties involved woul d endure failed expectations, while others would enjoy a degree of contentment. America’s industry would also see a dramatic level of development in technology, industry, and lifestyle while at a cost to several others. America’s industrialism was due to enterprising men like Rockefeller and Carnegie, who go about conquering their respective industry of choice and become very established in America’s politics and set the way of life for America’s workers. While many of these ventures could be perceived asShow MoreRelatedAmerican Imperialism And The American Civil War Essay2187 Words   |  9 Pages The history of America is one of complex change, often shifting in both foreign and domestic affairs, where American policy seen as fickle and unsatisfactory. The United States government actions and relations with the American South and broken Native Americans were often very stagnate in meeting their necessities and saw the rise of unchecked oppression on a wide scale. These once threatening adversaries would now know the hand of the Federal government relations as a result of Social DarwinismRead MoreWas Manifest Destiny, An Ideology Coined By John L. O Sullivan Essay1100 Words   |  5 PagesWas Manifest Destiny a benevolent movement or in fact was it early imperialism pursued at the expense of others? The Manifest Destiny, an ideology coined by John L. O’Sullivan, described the attitude of American’s in the 19th century in regards to the expansion of the United States. There are disagreements on whether this expansion was a benevolent movement or an act of early imperialism. Some think because the 19th century Americans saw the expansion as a task given by God that was based on goodRead MoreImperialism : A Vital Goal And Factor1695 Words   |  7 PagesImperialism appears to be a vital goal and factor in the U.S during the late 1800s. Americans yearn to gain more control and soon rise to become a world power, similar to the conduct of our forefathers. However, this philosophy is counter to the origins of our country. We believed in life, liberty, and the pursuit of happiness, yet Americans were being hypocritical of this conviction. They took the action of colonizing other countries and tyrannizing them without their consent. With this in mindRead MoreAmerican Impe rialism : America s Quest For Dominance1223 Words   |  5 Pagesnearly complete. Soon, after the civil war Americans began pushing west in the name of â€Å"manifest destiny, the belief that the United States had a ‘God-given’ right to aggressively spread the values of white civilization and expand the nation from ocean to ocean† (Roark 14). This is the start of American imperialism that lasted over a century, during the time; genocides and countless death are milestones in America’s quest for dominance. I am defining American imperialism is the policy expand one’s influenceRead MoreUnited States Government Expansion Essay752 Words   |  4 Pageslast century and a half, the United States Government has grown significantly in size, scope, and influence. There are many contributing factors to this expansion. The quest for civil rights, presidential programs and how those programs affected domestic policy, and the foreign policies that were a resul t of imperialism, nationalism, and the many conflicts that the nation became involved in were the biggest catalysts attributing to this progressive development in the government. These effects haveRead MoreThe American War Of 18981372 Words   |  6 Pagesand pushing boundaries. During the eighteenth century, Americans set out to settle the western frontier, ingrained within them the idea of manifest destiny, which stated that the United States was destined to stretch from coast to coast. Individuals began to migrate west in droves, rapidly expanding the United States until they reached the Pacific. In 1890, the Census Bureau declared that the frontier had been â€Å"officially closed.† Americans had settled the far reaches of their country, fulfillingRead MoreHist 405 Entire Course945 Words   |  4 PagesThe American Revolution HIST 405 Week 2 DQ 2 Confederation and Constitution HIST 405 Week 2 Webliography HIST 405 Week 3 DQ 1 The Market Revolution HIST 405 Week 3 DQ 2 Manifest Destiny HIST 405 Week 4 Assignment United States Constitution HIST 405 Week 4 DQ 1 The Civil War HIST 405 Week 4 DQ 2 Reconstruction HIST 405 Week 5 DQ 1 America and the Industrial Revolution HIST 405 Week 5 DQ 2 Imperialism and America HIST 405 Week 6 DQ 1 The Great Depression HIST 405 Week 6 DQ 2 World War II Read MoreHist 405 Entire Course1041 Words   |  5 Pageshttps://sellfy.com/p/LgnV/ Product Description HIST 405 Final ExamHIST 405 Quiz Week 2 HIST 405 Quiz Week 4 HIST 405 Quiz Week 6 HIST 405 Week 1 DQ 1 The Cost of Expansion HIST 405 Week 1 DQ 2 Colonial Identities HIST 405 Week 2 DQ 1 The American Revolution HIST 405 Week 2 DQ 2 Confederation and Constitution HIST 405 Week 2 Webliography HIST 405 Week 3 DQ 1 The Market Revolution HIST 405 Week 3 DQ 2 Manifest Destiny HIST 405 Week 4 Assignment United States ConstitutionHIST 405 EntireRead MoreThe Syrian Conflict On The Middle East987 Words   |  4 Pagesescalated into a civil war when Assad met peace with force. The Syrian Civil War has since transcended its internal objectives to become the arena for major international power struggles between countries, like Turkey, Iran, and the United States. On September 30, 2015, Russia entered the Syrian crisis on the side of Assad in opposition to the United States, who has been supporting the Sunni rebels. Russia’s economic gains through a jump in oil prices, paired with a history of American-Russian antagonismRead MoreImperialism is Almost Never Acceptable1629 Words   |  6 Pagesthrough imperialism or the act of conquering another country, taking over and using that country for support of the mother country for things such as natural resources, cheap labor and economic benefits such as international seaports. Imperialism was the empowerment of another country such as Great Britain over India. Imperialism was a type of social darwinism where the country that imperialized the most places was to be the strongest, fittest, and most likely to survive. Reasons for imperialism vary American Imperialism And The American Civil War Essay The history of America is one of complex change, often shifting in both foreign and domestic affairs, where American policy seen as fickle and unsatisfactory. The United States government actions and relations with the American South and broken Native Americans were often very stagnate in meeting their necessities and saw the rise of unchecked oppression on a wide scale. These once threatening adversaries would now know the hand of the Federal government relations as a result of Social Darwinism. The violent and brutal engagements in the former Confederate states which ensued, would be caused by neglectful and permissive President Andrew Johnson and by the devastation left over from the American Civil War. The defeated Native Americans would also become a largely exploited group with much of their land and territory to seek after for the ideal of American Expansionism as well as the precious resources which many desired to have a stake in. Many parties involved would endure failed e xpectations, while others would enjoy a degree of contentment. America’s industry would also see a dramatic level of development in technology, industry, and lifestyle while at a cost to several others. America’s industrialism was due to enterprising men like Rockefeller and Carnegie, who go about conquering their respective industry of choice and become very established in America’s politics and set the way of life for America’s workers. While many of these ventures could be perceived asShow MoreRelatedAmerican Imperialism And The American Civil War Essay2176 Words   |  9 PagesThe history of America is one of complex changes, often shifting in both foreign and domestic affairs, where American policy seen as fickle and unsatisfactory. The United States government’s actions and relations with the American South and broken Native Americans were often very stagnate in meeting their necessities and saw the rise of unchecked oppression on a wide sc ale. These once threatening adversaries would now know the hand of the Federal government’s relations as result of Social DarwinismRead MoreWas Manifest Destiny, An Ideology Coined By John L. O Sullivan Essay1100 Words   |  5 PagesWas Manifest Destiny a benevolent movement or in fact was it early imperialism pursued at the expense of others? The Manifest Destiny, an ideology coined by John L. O’Sullivan, described the attitude of American’s in the 19th century in regards to the expansion of the United States. There are disagreements on whether this expansion was a benevolent movement or an act of early imperialism. Some think because the 19th century Americans saw the expansion as a task given by God that was based on goodRead MoreImperialism : A Vital Goal And Factor1695 Words   |  7 PagesImperialism appears to be a vital goal and factor in the U.S during the late 1800s. Americans yearn to gain more control and soon rise to become a world power, similar to the conduct of our forefathers. However, this philosophy is counter to the origins of our country. We believed in life, liberty, and the pursuit of happiness, yet Americans were being hypocritical of this conviction. They took the action of colonizing other countries and tyrannizing them without their consent. With this in mindRead MoreAmerican Impe rialism : America s Quest For Dominance1223 Words   |  5 Pagesnearly complete. Soon, after the civil war Americans began pushing west in the name of â€Å"manifest destiny, the belief that the United States had a ‘God-given’ right to aggressively spread the values of white civilization and expand the nation from ocean to ocean† (Roark 14). This is the start of American imperialism that lasted over a century, during the time; genocides and countless death are milestones in America’s quest for dominance. I am defining American imperialism is the policy expand one’s influenceRead MoreUnited States Government Expansion Essay752 Words   |  4 Pageslast century and a half, the United States Government has grown significantly in size, scope, and influence. There are many contributing factors to this expansion. The quest for civil rights, presidential programs and how those programs affected domestic policy, and the foreign policies that were a resul t of imperialism, nationalism, and the many conflicts that the nation became involved in were the biggest catalysts attributing to this progressive development in the government. These effects haveRead MoreThe American War Of 18981372 Words   |  6 Pagesand pushing boundaries. During the eighteenth century, Americans set out to settle the western frontier, ingrained within them the idea of manifest destiny, which stated that the United States was destined to stretch from coast to coast. Individuals began to migrate west in droves, rapidly expanding the United States until they reached the Pacific. In 1890, the Census Bureau declared that the frontier had been â€Å"officially closed.† Americans had settled the far reaches of their country, fulfillingRead MoreHist 405 Entire Course945 Words   |  4 PagesThe American Revolution HIST 405 Week 2 DQ 2 Confederation and Constitution HIST 405 Week 2 Webliography HIST 405 Week 3 DQ 1 The Market Revolution HIST 405 Week 3 DQ 2 Manifest Destiny HIST 405 Week 4 Assignment United States Constitution HIST 405 Week 4 DQ 1 The Civil War HIST 405 Week 4 DQ 2 Reconstruction HIST 405 Week 5 DQ 1 America and the Industrial Revolution HIST 405 Week 5 DQ 2 Imperialism and America HIST 405 Week 6 DQ 1 The Great Depression HIST 405 Week 6 DQ 2 World War II Read MoreHist 405 Entire Course1041 Words   |  5 Pageshttps://sellfy.com/p/LgnV/ Product Description HIST 405 Final ExamHIST 405 Quiz Week 2 HIST 405 Quiz Week 4 HIST 405 Quiz Week 6 HIST 405 Week 1 DQ 1 The Cost of Expansion HIST 405 Week 1 DQ 2 Colonial Identities HIST 405 Week 2 DQ 1 The American Revolution HIST 405 Week 2 DQ 2 Confederation and Constitution HIST 405 Week 2 Webliography HIST 405 Week 3 DQ 1 The Market Revolution HIST 405 Week 3 DQ 2 Manifest Destiny HIST 405 Week 4 Assignment United States ConstitutionHIST 405 EntireRead MoreThe Syrian Conflict On The Middle East987 Words   |  4 Pagesescalated into a civil war when Assad met peace with force. The Syrian Civil War has since transcended its internal objectives to become the arena for major international power struggles between countries, like Turkey, Iran, and the United States. On September 30, 2015, Russia entered the Syrian crisis on the side of Assad in opposition to the United States, who has been supporting the Sunni rebels. Russia’s economic gains through a jump in oil prices, paired with a history of American-Russian antagonismRead MoreImperialism is Almost Never Acceptable1629 Words   |  6 Pagesthrough imperialism or the act of conquering another country, taking over and using that country for support of the mother country for things such as natural resources, cheap labor and economic benefits such as international seaports. Imperialism was the empowerment of another country such as Great Britain over India. Imperialism was a type of social darwinism where the country that imperialized the most places was to be the strongest, fittest, and most likely to survive. Reasons for imperialism vary

Counseling Case Study Free Essays

It is imperative for every school counselor to consider the diversity present in a multicultural setting of the students before the school counselors engage in their practice. In this paper, the focus would be on answering the series of questions regarding the presentation of an ideal, therapeutic, and ethical counseling session between therapist and client relationship: First, â€Å"who is the person to be consulted prior the presentation of such kind of therapeutic session? Second, What would people learn from the implementation of the cultural ethnic theories which would be beneficial for the multicultural societies in U. S. We will write a custom essay sample on Counseling Case Study or any similar topic only for you Order Now ? ; Third, what are the cultural factors that need to be taken into consideration in working or counseling with Hispanic families? ; and lastly, What are the suggestions and recommendations at hand for the school counselors in dealing with both the teachers and the families of students in the U. S.? (Corey, 2001, p. 50). Body Who is the person to consult for the presentation prior to such kind of therapeutic session? Foremost, the person who is to be consulted prior the presentation of a strategic therapeutic relationship is the client to gain from the session. The client or student should be debriefed by the school counselor in order to discuss desired goals for the therapy and counseling. Moreover, it is also required for a counselor to understand the relationship of the client in family, and in the multicultural setting where the individual belongs; it is to determine the characteristics of the culture and subcultures present, and how it plays a factor in developing the people and the institutions under it (Sue, Ivey, Pedersen, 1996). What would people learn from the implementation of the cultural ethnic theories? Clients in the counseling process would benefit from the implemented cultural ethnic theories. Internalization of such desired and acquired behaviors from the therapeutic process would be the goal of every counselor for their clients. Furthermore, the school counselors should be able to develop effective techniques on how to gain and acquire behaviors and attitudes that are similar to the desired behaviors of a specific culture (Sue Sue, 1999; Pedersen, 2000). What are the cultural factors that are necessary in working with Hispanic families? Cultural factors have to be considered in working with Hispanic families. Some of these cultural factors in the Hispanic family include the following: their ways of verbal and non-verbal communication, generalized beliefs of the Hispanic culture, family systems, political, educational, and social principles which serve as institutions and foundations that influence the intrinsic values of individuals in the Hispanic family. The challenge of being â€Å"multicultural† is posed to the counselors in order for them to gain the trust and increase their rapport in their client in the counseling process (Freedman, 1999). What are the recommendations at hand for the school counselors in dealing with both the teachers and the families of students in the U. S.? To sum it all up, school counselors must be flexible and increase one’s insight to consider cultural diversities, ethnicity, language and race in the family and educational setting of Hispanic students residing in U. S (Clemente Collison, 2000). Moreover, this calls for recommendation that there should be provision of more intensive training for school counselors to increase their awareness and avoid their own issues of stereotypes among clients who are culturally different from them. Furthermore, the case of the twin Hispanic boys maltreated by the Mexican should be put into account for the counselors to research more about their client’s cultural background so they may be careful in treating their clients to avoid misunderstanding and increase the tendency for an effective counseling process (ASCA, 2006). References American School Counselor Association. (2006). Culturally responsive school counseling for Hispanic/Latino students and families: the need for bilingual school counselors. Retrieved November 18, 2008, from http://www. thefreelibrary. com/Culturally+responsive+school+counseling+for+Hispanic%2FLatino+students†¦ -a0153359897 Clemente, R. , Collison, B. B. (2000). The relationship among counselors, ESL teachers, and students. Professional School Counseling, 3, 339-349. Corey, G. (2001). Theory and practice of counseling and psychotherapy. SG: Wadsworth. Freedman, K. F. (1999). Multicultural Counseling. Retrieved November 18, 2008, from http://www. alaska. net/~fken/Multiculture. htm Sue, D. W. , Ivey, A. E. , Pedersen, P. (1996). A theory of multicultural counseling and therapy. Pacific Grove, CA: Brooks/Cole. Sue, D. W. , Sue, D. (1999). Counseling the culturally different: Theory and practice. (3rd ed. ). New York: Wiley. Pedersen, P. (2000). A handbook for developing multicultural awareness. (3rd ed. ). Alexandria, VA: American Counseling Association. How to cite Counseling Case Study, Free Case study samples Counseling Case Study Free Essays It is imperative for every school counselor to consider the diversity present in a multicultural setting of the students before the school counselors engage in their practice. In this paper, the focus would be on answering the series of questions regarding the presentation of an ideal, therapeutic, and ethical counseling session between therapist and client relationship: First, â€Å"who is the person to be consulted prior the presentation of such kind of therapeutic session? Second, What would people learn from the implementation of the cultural ethnic theories which would be beneficial for the multicultural societies in U. S. We will write a custom essay sample on Counseling Case Study or any similar topic only for you Order Now ? Third, what are the cultural factors that need to be taken into consideration in working or counseling with Hispanic families? ; and lastly, What are the suggestions and recommendations at hand for the school counselors in dealing with both the teachers and the families of students in the U. S.? (Corey, 2001, p. 50). Body Who is the person to consult for the presentation prior to such kind of therapeutic session? Foremost, the person who is to be consulted prior the presentation of a strategic therapeutic relationship is the client to gain from the session. The client or student should be debriefed by the school counselor in order to discuss desired goals for the therapy and counseling. Moreover, it is also required for a counselor to understand the relationship of the client in family, and in the multicultural setting where the individual belongs; it is to determine the characteristics of the culture and subcultures present, and how it plays a factor in developing the people and the institutions under it (Sue, Ivey, Pedersen, 1996). What would people learn from the implementation of the cultural ethnic theories? Clients in the counseling process would benefit from the implemented cultural ethnic theories. Internalization of such desired and acquired behaviors from the therapeutic process would be the goal of every counselor for their clients. Furthermore, the school counselors should be able to develop effective techniques on how to gain and acquire behaviors and attitudes that are similar to the desired behaviors of a specific culture (Sue Sue, 1999; Pedersen, 2000). What are the cultural factors that are necessary in working with Hispanic families? Cultural factors have to be considered in working with Hispanic families. Some of these cultural factors in the Hispanic family include the following: their ways of verbal and non-verbal communication, generalized beliefs of the Hispanic culture, family systems, political, educational, and social principles which serve as institutions and foundations that influence the intrinsic values of individuals in the Hispanic family. The challenge of being â€Å"multicultural† is posed to the counselors in order for them to gain the trust and increase their rapport in their client in the counseling process (Freedman, 1999). What are the recommendations at hand for the school counselors in dealing with both the teachers and the families of students in the U. S.? To sum it all up, school counselors must be flexible and increase one’s insight to consider cultural diversities, ethnicity, language and race in the family and educational setting of Hispanic students residing in U. S (Clemente Collison, 2000). Moreover, this calls for recommendation that there should be provision of more intensive training for school counselors to increase their awareness and avoid their own issues of stereotypes among clients who are culturally different from them. Furthermore, the case of the twin Hispanic boys maltreated by the Mexican should be put into account for the counselors to research more about their client’s cultural background so they may be careful in treating their clients to avoid misunderstanding and increase the tendency for an effective counseling process (ASCA, 2006). References American School Counselor Association. (2006). Culturally responsive school counseling for Hispanic/Latino students and families: the need for bilingual school counselors. Retrieved November 18, 2008, from http://www. thefreelibrary. com/Culturally+responsive+school+counseling+for+Hispanic%2FLatino+students†¦ -a0153359897 Clemente, R. , Collison, B. B. (2000). The relationship among counselors, ESL teachers, and students. Professional School Counseling, 3, 339-349. Corey, G. (2001). Theory and practice of counseling and psychotherapy. SG: Wadsworth. Freedman, K. F. (1999). Multicultural Counseling. Retrieved November 18, 2008, from http://www. alaska. net/~fken/Multiculture. htm Sue, D. W. , Ivey, A. E. , Pedersen, P. (1996). A theory of multicultural counseling and therapy. Pacific Grove, CA: Brooks/Cole. Sue, D. W. , Sue, D. (1999). Counseling the culturally different: Theory and practice. (3rd ed. ). New York: Wiley. Pedersen, P. (2000). A handbook for developing multicultural awareness. (3rd ed. ). Alexandria, VA: American Counseling Association. How to cite Counseling Case Study, Free Case study samples Counseling Case Study Free Essays This paper is all about the discussion of prevalent child abuse occurring within the family. According to district counselors, the incident of frequent abuse among the children should be stopped by providing education and counseling session on corporal punishment and child abuse among the Hispanic and non-Hispanic parents in American societies. This paper then, focuses on the provision of proper education among the Hispanic families where corporal punishment and child abuse is increasingly rampant. We will write a custom essay sample on Counseling Case Study or any similar topic only for you Order Now The foci stresses on the things that the families have to learn regarding the avoidance of abuse and imparts some cultural factors and recommendations that has to be taken into consideration when dealing with Hispanic families. The aforementioned objectives of this paper were expected to be met by the district school counselors in every community. Counseling Case Study Introduction Corporal punishment and frequent spanking among children (which is commonly perceived to lead into child abuse) is becoming increasingly rampant in Hispanic and non-Hispanic families. For the parents especially the Hispanic parents, who wish to discipline their children, resort to such sudden negative reinforcement in order to discipline their children. However, district counselors believe that frequent spanking which is a form of corporal punishment found that it does not lead to a favorable result among children in the long run. In so doing, the counselors investigated on the matter and they came up with devising other effective ways of disciplining children and counseling the parents as an alternate solution other than the negative punishment. Body I. Child Abuse within the Family A. Consultation prior the presentation of a need to alleviate child abuse In order for me to determine whether a case of child abuse occurred in a certain family, I need to consult fellow counselors or psychology colleagues to ask for their second opinion. There has to be a consensus and a social norm that has to followed regarding the decision whether child abuse has occurred or just mere corporal punishment. Practically speaking, corporal punishment occurs only when there is no â€Å"severe and intense punishment† was executed due to present emotional state of the parent which may be out of anger. B. Things to be learned regarding corporal punishment and child abuse Corporal punishment may be in the form of symbolic gestures of slapping or knuckling in the head (Graciano, 1994). Whereas, child abuse is explicitly the mark of left (physical, psychological, and emotional) damage in the children who received the severe and intense negative punishment from the parent/s. Occasional spanking and its frequency was found by many counselors to lead into the increase of frequency and intensity of the habit. This results to the unawareness of the parents that they are actually executing child abuse among their child or children. C. Cultural factors to put into account when working with Hispanic families Cultural factors needs to be taken into consideration when working with Hispanic families. As they are known to prioritize familism, they are more likely to induce harm to impose discipline among their children. Moreover, Hispanic families are found to be more likely to abuse their children due to the repressive state they are currently experiencing from anxiety in coping and adjusting within their culturally diverse society. II. Recommendations and Suggestions I would like to recommend to the school counselors that how to work with both teachers and families is to associate household like that of a manager leading his subordinates at work. Similarly, leaders, as counterparts of parents, should not practice negative reinforcement among their employees. Most likely, leaders are expected to promote positive attitude among their subordinates to increase the employees’ likelihood to perform their best at work. Same with the family, parents should positively reinforce the positive behavior of their children rather than negatively punishing them to decrease the tendency negative behavior among their children in the future (Holtzman et. al. ) References Graciano, (Initials). (1994) (Title). Holtzman, D. , Kruger, E. J. , Srock, C. D. (year). Generational Diversity Scenarios in the For-Profit and Nonprofit Sectors. NJ: The Richard Stockton College of New Jersey. How to cite Counseling Case Study, Free Case study samples

Policing Work Effectively with Diversity Samples †MyAssignmenthelp.co

Question: Discuss about the Policing Work Effectively with Diversity. Answer: Based on the 2015-16 SAPOL Annual Report-Appendix 3, there are various attempts that SAPOL had implemented in order to enhance diversity and these include among others ensuring that they implement equal opportunity programs from people of diverse backgrounds. SAPOL does that by ensuring that it provides the funding of a maximum of 3 Indigenous Police Youth Traineeship or IPYT for the period that started on January 2016. In addition to that, SAPOL also employed one graduate and three trainees under the Jobs4Youth program in which one of the trainees was an Aboriginal while the other two trainees were actually from linguistically and culturally diverse backgrounds (South Australia Police, 2016). That apart, SAPOL also ensured that one graduate that was employed during that period came from a linguistically and culturally diverse background. Another significant attempt made by SAPOL in order to enhance diversity is that it in the year 2012, it received funding from the Department of Edu cation, Employment and Workforce Relations (DEEWR) to operate an IPEP that was developed to help both the Aboriginal Toress Strait Islanders (ATSI) to join the police force (Stenning, 2016). The fact that the program was run by relevant stakeholders in collaboration with SAPOL such as Maxima which is an Indigenous Employment Service Provider: is full evidence that it is committed to diversity (Wimmer, 2016). The aim of the Agency Specific Equal Opportunity Initiatives based on Appendix 3 of the 2015-2016 SAPOL Report is to work in collaboration with the Womens Focus Group to ensure that various issues facing women are duly addressed. It is also aimed at ensuring that women are accorded equal employment opportunities regardless of their gender. For instance, SAPOLs Women Focus Group or WFG which is sponsored by a Police Assistant Commissioner is aimed at supporting female employees and ensure that gender issues are well promoted within SAPOL (Ivkovi? Sauerman, 2016). Indeed, WFG is aimed at ensuring that there is provision of support to both sworn as well as non-sworn females and ensure there is provision of free advice and information about women education and training (South Australia Police, 2016). The announcement by SAPOL to recruit an equal number of men and women joining the Police Force in the year 2016 is a clear reminder that indeed, SAPOL is committed toward ensuring that ther e equal employment opportunities in the Police Force (Habib, 2016). In addition to that, Agency Specific Equal opportunity Initiatives was aimed at ensuring that gender balance was achieved when recruiting police officers to SAPOL. There are various equal opportunity programs that were reported by SAPOL on a yearly based on the 2015-2016 reported period. Indeed, some of these programs were aimed at ensuring that there was provision of support to Gay, Lesbian, Bisexual, Transgender, Intersex and Queer (GLBTIQ) community to make sure that they were accorded equal opportunities to services offered by SAPOL and offer support to any affected victims (Mertens, 2016.). For instance, SAPOL ensured that there is establishment of Gay and Lesbian Liaison Officers or GLLOs in order to provide support and partnership between the Gay, Lesbian, Bisexual, Transgender, Intersex and Queer (GLBTIQ) community (South Australia Police, 2016).. That apart GLLOs in November 2015 got involved in the Picnic in the Park which was an event that marked the conclusion of the Feast Festival in which both the Interstate and local members of overseas and community visitors gathered together so as they can effectively celebrate the diverse sexu al identities that they have (Gurnani et al, 2016). In the event, members of SAPOL also marched for the first time while wearing uniform in the Gay Pride March. SAPOL also made efforts to ensure that there was positive interaction between the police and GLBTQ by ensuring that there was distribution of fact sheets and other relevant promotion materials that were aimed at promotion of confidence and trust in policing services and enhance greater reporting of violence and abuse incidents. There are various initiatives that had been undertaken by SAPOL that were aimed at provision of commitment towards the Aboriginal Reconciliation. Based on Appendix 6 of the 2015-2016, it can truly be ascertained that some of the initiatives include: It has embraced the South African Statement of Reconciliation as the guiding document for the engagement with the Aboriginal and Toress Strait or ATSI individuals (Albrecht, ed., 2017). This has helped in reaffirming the commitment by SAPOL towards reconciliation as well as ensuring that there is building of unified relationships that are based on trust, respect, and a robust comprehension of both the ATSI beliefs and cultures. SAPOL put in place the South Australia Police Aboriginal Reconciliation Plan) that was aimed at supporting the South Australia Statement of Reconciliation (Mertens, 2016). This depicted the commitment of SAPOL towards corporate commitment participation in service delivery and public policy of the Aboriginal community. SAPOL has and still is a member of the Senior Officers Group on Aboriginal Affairs and indeed it has continued to give support the Chief Executives Group on Aboriginal Affairs. This has been done through development of proactive innovative service delivery mechanisms and strategies for the Aboriginal communities staying in remote, regional, and urban environment (South Australia Police, 2016). s. Based on appendices 2, 4, and 6 of the 2015-2016 SAPOL Annual Report, it is quite apparent that diversity is actually changing progressively within SAPOL. It can truly be asserted that diversity has positively progressed right from appendix 3 to six. This is attributed to the fact that in appendix 3, SAPOL was committed towards ensuring that equal opportunity was given among all individuals regardless of their gender. Indeed, SAPOL ensured that people employed in the police force actually came from different linguistic and cultural diverse backgrounds. In addition to that, SAPOL also ensured that the number of women recruited to the police Force was equal to the number of men joining SAPOL (South Australia Police, 2016). . In the fourth appendix, SAPOL ensured that there was progression in diversity through ensuring that there was implementation of disability access as well as inclusion plan. The continued development by SAPOL through the DAIP agency is a clear depiction that indeed, SAPOL is committed to diversity. Lastly, the sixth appendix indicates that SAPOL is actively involved in reconciliation of activities that are aimed for reconciliation thus depicting it is embracing diversity. Bibliography Albrecht, J.F. ed., 2017. Police Reserves and Volunteers: Enhancing Organizational Effectiveness and Public Trust. Bhattacharjee, P., Isac, S., McClarty, L.M., Mohan, H.L., Maddur, S., Jagannath, S.B., Venkataramaiah, B.K., Moses, S., Blanchard, J.F. and Gurnani, V., 2016. Strategies for reducing police arrest in the context of an HIV prevention programme for female sex workers: evidence from structural interventions in Karnataka, South India. Journal of the International AIDS Society, 19(4Suppl 3). Habib, A., 2016. Goals and means: reimagining the South African university and critically analysing the struggle for its realisation. Transformation: Critical Perspectives on Southern Africa, 90(1), pp.111-132. Ivkovi?, S.K. and Sauerman, A., 2016. Police integrity in South Africa: a tale of three police agency types. Policing: An International Journal of Police Strategies Management, 39(2), pp.268-283. Mertens, D.M., 2016. Advancing social change in South Africa through transformative research. South African Review of Sociology, 47(1), pp.5-17. South Australia Police. (2016). Annual Report 2015-2016. Government of South Australia. Stenning, P., 2016. International Police Executive Symposium (IPES). IPES conference on Police governance and human trafficking; Pattaya, Thailand, 8th13th August, 2015. Official Reporters Report. Police Practice and Research, 17(5), pp.493-503. Wimmer, A., 2016. Is diversity detrimental? Ethnic fractionalization, public goods provision, and the historical legacies of stateness. Comparative Political Studies, 49(11), pp.1407-1445.

Jamaica Essays (956 words) - Island Countries, British West Indies

Jamaica Close your eyes and picture a beautiful sunset meeting far away on the shimmering clear blue water in front of you. You feel a cool breeze and a hot sun against your skin and the feeling of the warm sand beneath your feet. You walk forward and feel the refreshing water wet your legs and you are tickled as a school of tropical fish passes you by. You spot the palm trees and wild plants off the shore. Are you in an unreal paradise? Yes I have. It is Jamaica. Geographical Location Jamaica is blessed with superb geographical location and resources that makes it a great vacation spot. It is an island country south of Cuba and north of South America. So you must fly or sail there. Its short distance from the United States makes it a short distance from here and that is great for fliers. It is probably a four -hour flight. Jamaica is only about 17 degrees above the equator so it is very warm all year round. (Grab your sunglasses and tanning oil!) Land and Resources Everyone sees the commercials for the white-sanded beaches and the clear blue water but Jamaica's terrain is mountainous except for those several tracts of lowlands that you see on TV. In fact Blue Mountain's, that is the highest mountain in Jamaica, is 7402 ft. There are many smaller mountains with many traverse spurs that extend west to the extremity of the island making a gigantic plateau. So if you plan on going to Jamaica you had better think of bringing your hiking boots. Lead and Salt deposits can be found on the island and rich soils can be found on the coastal plains. The island is also equipped with excellent natural harbors, including those at Kingston, Saint Ann's Bay, Montego Bay, and Port Maria. There is no volcanic activity in Jamaica but it is subject to severe earthquakes. Plants and Animals Jamaica is filled with luxurious and diverse vegetation. More than 200 species have been identified. The indigenous tree include such as the cedar, mahogany, rosewood, ebony, coconut palm, and pimento. Introduced varieties such as the mango, breadfruit, banana, and plantain also flourish the island. Jamaican animal life generally includes highly diverse bird life. This group includes Parrots, hummingbirds, cuckoos, and green todies. No large four-legged animals or venomous reptiles exist there. Culture Jamaica is not only blessed with great plenty of natural wonders but it's people and their culture are probably it's greatest resource, and that is what draws the people to the island. Jamaica's great dependency on Great Britain form the past 300 years shows in the language they speak and in their customs, which are combined with African influences. Bob Marley, Jimmy Cliff, made Reggae, a distinctively syncopated style of Jamaican music popular in the 20th century. It was a great influence on rock in the middle of the 80's, especially in Britain. Government The Jamaica constitution, promulgated in 1962, established a parliamentary system of government patterned after that of Great Britain. The Prime Minister is the head of the government. The British monarch is the head of the state and is represented by a governor general, who is appointed on the advice of the Prime Minister. There is an Executive branch, a Legislative branch, and a Judiciary branch. Their government is quite like ours. The Prime Minister has a lot of power, kind of like our president. Jamaica has two political parties. The People's National Party (PNP) is one. It is socialist in orientation. The other is the Jamaica Labour Group (JLP) which supports free enterprise in a mixed economy. A minor party is the Jamaica American Party, which favors U.S. statehood for Jamaica. Language and Religion In Jamaica, the principle language spoken by the people is English. It is spoken with a local dialect that includes African, Spanish, and French elements. Christianity is the main religion practiced in Jamaica. Other religious groups are Baptists, Anglicans, Seventh-day Adventists, Pentecostalists, and Roman Catholic. In addition several Jewish, Muslim, and Hindu communities exist. A number of popular groups, such as Pocomania and Rastafarianism, are significant and famous in the Jamaican religious life. History Members of the Arawak tribe were the aboriginal inhabitants of the island. They named it Xaymaca. Christopher Columbus sighted the island during his second voyage, and Xaymaca became a Spanish Colony in 1509. The Arawak quickly died out due to disease and harsh treatment. African slaves were imported to overcome the resultant labor shortage. An English naval force under Sir William Penn captured Jamaica

Category Management Essays

Category Management Essays Category Management Paper Category Management Paper Working Paper: Category Management (CM) in Indian Marketing Context M Scalem† , Divyanshu† Ã¢â‚¬   † Management Information Systems [MIS] Department, Indian Institute of Management-Calcutta (IIMC), Joka, Diamond Harbour Road, Kolkata, West Bengal State, India 700104. Email: [emailprotected] ac. in † Ã¢â‚¬   Consultant, i2 technologies India Pvt Ltd, Andheri (East), Mumbai, State of Maharashtra, India 400 096 Email: [emailprotected] com Abstract Category management has been a potent tool for transformation of retail industry worldwide, especially the US. The USP of Category management is in the fact that instead of the emphasis on brands within a single category of products thereby enhancing competition within a category, it takes a holistic view of the category and attempts to maximize profits for the whole category. By doing so, it professes to optimize profits of the individual brands within the category also. In India, the modern retail industry is in a nascent stage but with a huge potential and a rapid growth projected in near future. There is much scope for venturing into category management, given its proven applicability in the West and its feasibility in transforming Indian retail industry. This paper proposes a strategic framework for implementation of Category Management in India as also the guidelines for doing the same. Keywords Category, Category Management, Indian Retail Industry, Category Captain, Retailer-Supplier Relationship, Retailer-Consumer Relationship. 1. INTRODUCTION Category Management can be defined as a retailer-supplier process of managing categories (distinct manageable group of products) as Strategic Business Units (SBUs), producing enhanced results by focusing on delivering consumer value. Category management was developed as a strategy for retailers to successfully compete in each retail category for the shopper’s loyalty and money. Traditionally, retailers used to assign buyers to purchase brands of specific manufacturers instead of making all purchases within a particular product category. Category Management approach, on the other hand, has put orward a new method of doing business for the retail industry. It recognizes the interrelatedness of products in the category and focuses on improving performance of whole product category rather than the performance of individual brands. The traditional brand–oriented buyers are replaced with category managers who are responsible for integrating procurement, pricing and merchandis ing of all brands in a category and jointly developing and implementing category based plans with manufacturers to enhance the outcome of both parties (Pellet, 1994; Progressive Grocer, 1995 a and b; Supermarket news, 1997). A category is defined as a distinct manageable group of products that consumers perceive to be related and/or substitutable in meeting a consumer need (FMI, 1995) and the Category management insists that retailer’s categories, rather than the manufacturer’s brands, become the focus of management resources. The operating assumption of category management implies that performance in a category at the retail level will result in improvements in the suppliers’ performance whose brands are sold through the category. The category management theory posits that retailers can maximize their sales in the category through an optimal mix of brands, SKUs, and pricing that is determined from the consumer’s perspective and is based on historical sales data (Gruen, 1998). Once the retailer’s sales in maximized in the category, the equilibrium established within the category would be the best-case scenario for each individual brand. 2. CATEGORY MANAGEMENT vs. BRAND MANAGEMENT The approach discussed above runs counter to the manufacturer’s brand management paradigm that views positive result mainly when the brand managers’ SKUs gain shares in the category. Brand management approach postulates that brands require a dedicated advocate to maximize their market potential. It encourages a type of â€Å"Darwinian† environment in which the strongest brands survive. In case a brand is weakening in the market, the brand management principle says it is better to have a sister brand take its position rather than some other brand in the same category. As opposed to the holistic approach of category management, brand management encourages intensification of competition within a category. Competing brands within a category actually give rise to a lot of cannibalization problems where a lot of resources are wasted on countering each other’s competitive moves. This problem would get more severe when consumer loyalties are diminishing and hence this is both a challenge as well as a business problem. 3. INFLUENCE OF ENHANCED RETAILER POWER ON CATEGORY MANAGEMENT The greatest factor that holds category management as the paramount strategic policy of future and keeps it somewhat favorably compared to brand management is the increasing power and sophistication of the retailer. Whereas traditional retailers may have relied on the manufacturer for information and expertise, contemporary retailers are often in a position to dictate marketing policy to the manufacturer. This change has created a two–pronged effect (Zenor, 1994): a) The retailer has started taking many decisions regarding pricing, advertising, merchandising, promotion etc. traditionally associated with the brand manager. b) The strength of the retailer increases the importance of the sales force for presenting a united effort across the firm’s product line. Both these effects have led to the transfer of power away from the brand–management group and coupled with this is the rising interest of retailers in category management. In the recent past, studies have shown the increasing interest of retail chain operators into category management. In a report (Progressive Grocer, 1996), 83 % of retailers viewed category management as the most important issue facing them. In another study (Chain drug review, 1997), Category Management initiatives were shown to be the most important reason behind retailers improving their technology systems. Such trends seem to continue; with its implications on the way principles of category management are getting shaped. 4. THE STRATEGIC FRAMEWORK FOR CATEGORY MANAGEMENT A very popular report (Category Management Subcommittee et al. , 1995) presented the process of applying category management principles to practice. This report essentially contains the how-to of Category management and lays out eight critical steps that are necessary for a proper implementation of CM by a retailer. We present this framework here to facilitate the understanding of the strategic structure and process surrounding CM to evaluate the outcomes of its implementation effectively. Step 1: Category definition This step determines the products that constitute a category, sub-category and major segmentation. At this step, the retailer assigns products to the various categories based on factors such as consumer usage and packaging. The category definition should include all products that are either highly substitutable or closely replaced. So, there may be a category of soaps with a sub-category of toilet soaps; or there may be a separate category for toilet soaps altogether. Similarly, there may be a category for soft drinks and a separate one for soft drinks in cans, or the second one may be a sub–category. Step 2: Category role This step assigns the category role based on a cross-category analysis that considers the consumer, distributor, supplier, and marketplace. Designing a category role gives the retailer a perspective to allocate resources among various categories. Traditionally, four category roles have been identified and are as follows: a) Destination Categories: These are the ones in which the retailer positions itself as the store of choice to the consumers by offering better value. b) Routine Categories: These are those that the consumer purchases as matter of routine. Toothpastes, soaps etc. form part of this group. Figure 1: The Category Management Strategic process c) Convenience Categories: These are the categories that the consumer finds convenient to pick up at a neighborhood retailer rather than go to a distant retailer offering better value. Stationery products, and certain commodity items form part of this group d) Seasonal/Occasional Categories: These are purchased infrequently or seasonally. Seasonal fruits and similar food items are part of these groups. Some of the seasonal categories may become part of the destination category group in that season for the retailer. Step 3: Category Assessment This step involves gathering and analyzing historical data and relevant information and then developing insights for managing the category. At this stage, a detailed assessment of the sales, profit and return on assets opportunities is done on the basis of an analysis of categories’ components including elements such as sub–categories, brands and SKUs. Step 4: Category Scorecard This step involves establishment of performance measures to evaluate program execution. At this stage, baselines and targets are established. The category role matrix is used here along with other parameters such as GMROI (Gross Margin Return on Investment), return on inventory goals, service levels and so forth. Step 5: Category strategies This step involves the development of marketing strategies for the category. Category marketing strategies can be classified into demand-chain and supply-chain categories. The strategies regarding cash generation, traffic building, profit, transaction, image, and excitement creation come under the demand-chain strategies. The strategies regarding merchandising flow and transaction costs come under the supply chain strategies. Step 6: Category tactics This step involves the determination of optimal category pricing, promotion, assortment, and shelf management that are necessary to achieve the agreed-on-role, scorecard, and strategies. Literature (Category Management Report, 1995) proposes that pricing policies should be applied to the current prices to develop price changes and set overall price changes for the category. Promotional prices should be applied in the development of a promotional plan that includes frequency of promotions and recommended price points. Step 7: Category Plan Implementation This is the stage where the action happens by virtue of implementation. The implementation plan includes what specific tasks need to be done, when each task should be completed, and who is to accomplish each task. The implementation of the category plan is perhaps the most vital linkage in the entire chain. Step 8: Category review This step involves the regular management of the intended results of the overall plan. Reviews should be scheduled at established intervals and listed in the implementation plan. Choice and implementation of category strategies is one of the keys of category management process. Retailers practice category management with several ends in mind, but increasing profitability, increasing revenue and optimizing item mix are some of the most important strategies (AC Nielsen, 1998). With such a strategic framework, the performance of category management is dependent on the strategic and operational efficiencies of the implementation procedure. A lot of factors decide the performance of a particular category functioning under the purview of category management. 5. STRATEGIC MODEL FOR PERFORMANCE OF CATEGORY MANAGEMENT As has been discussed above, a lot of inputs have to be factored into, while devising a model that guides the performance of the category management procedure. Essentially, the performance depends upon the three basic groups involved in category management and the kind of relationships that. These three groups are: a) Consumers, b) Retailers, and c) Suppliers. Category management is provided its operational form at the retail outlet level. Thus the retail outlet, and by consequence, the retailer becomes the central figure in category management strategy formulation and implementation. The consumer is obviously the key to all decision-making and the suppliers form the third part in the sense that they have to perform most of the category management tasks. The two relationships that are keys to category management performance are: (i) Supplier – Retailer Relationship (ii) Retailer Consumer Relationship We propose a model to illustrate the overall interaction of these entities and the effect of the interrelationships as shown graphically in the adjoining figure. We present the performance model of the supplier and retailer relationship to formulate the category management strategies and their implementation. This implementation is mostly reflected at the retail outlet, which is the point of sale as well as the point where consumer choices are manifested. At the retail outlet, the consumer – retailer relationship comes into the picture and the consumer is offered enhanced value through category management. We also propose a model to illustrate the entities and effects of Retailer-Consumer relationship which leads to consumer satisfaction. Consumer satisfaction, if achieved, props up category growth to fulfill the final objective 5. 1 SUPPLIER – RETAILER RELATIONSHIP Even though category management is primarily a retail strategy, the influence of manufacturers and suppliers cannot be negated. It is the manufacturers who have developed the expertise required to determine the efficient assortment, pricing, promotions, and placement of the various brands and sizes of each SKU for the category. Such expertise, coupled with proprietary consumer data, and syndicated market data, enables the manufacturers to pitch their ability to play the role of Category Captain. The concept of Category captain, extensively employed in US, is to implement category management. The Category Captain is a supplier who forms a strategic alliance with the retailer to enable the retailer to develop consumer insights, satisfy consumers and improve performance and profit across the entire category. He is, most often, also the leading manufacturer in the category and the essential task for him is to provide solutions to the retailer that is optimal for the whole category and not only for his own brands and SKUs. Once the retailer identifies the category captain, the retailer provides its proprietary sales information at the store level for the entire category. The category captain then develops the category plan and the strategies for the whole category, including the SKUs of its own, the store brand, as well as competitor brands. Such a plan might actually result in de-listing of many SKUs including some of the captain itself. In such a scenario, the relationship between the retailer and the category captain assumes much significance. The model presented here (Gruen et al. , 20000) illustrates the effects of components of such relationship on performance of the category. Effect of Supplier–Retailer relationship on category performance Where Pi are the postulates: P1: Greater brand management / sales conflict leads to greater supplier opportunism P2: Greater the pre – planning agreement, lesser is supplier opportunism P3: Greater the pre – planning agreement, greater is the plan objectivity P4: Greater the pre – planning agreement, greater is the retailer system trust P5: Greater the pre planning agreement, greater is its implementation P6: Greater the opportunism, lesser the category plan objectivity P7: Greater the objectivity, greater is system trust P8: Greater the system trust, greater is plan implementation P9: Greater the plan implementation, greater is the category performance P10: Greater the objectivity, greater the category performance The above model has a host of processes that comprise of the supplier–retailer category implementation model. Combined with the processes are the postulates that signify the inter-linkages between the processes. We hereby present a brief description of the processes and the postulates. The processes can be categorized in three segments: a) Drivers of category performance ) Antecedents of category performance c) Relationship parameters a) Drivers of category performance These are the factors that aid in enhancement of category performance, if properly implemented. (i) Objective category planning: The chief strength of category management is its reliance on data. The plan then must fully consider the available data and syndicated market area data. A category plan is considered objectiv e when it fairly considers the store and market –level data so that the interest of the consumer is fully accounted for. The incentive to maintain a minimum objectivity of category plans is that by using actual sales data and by incorporating knowledge of the consumer’s needs and wants, the plan should deliver the assortment, placement, and pricing of the SKUs in a manner that enhances the performance of the category. (ii) Category plan implementation: Implementation refers to the actual carrying out of the category plans on the retailers’ shelves. As a mediator between plan objectivity and category performance, the role of implementation is critical. b) Antecedents of category performance i) Brand management / Sales conflict: This is determined by the extent to which the firm’s brand managers place pressure on their own firm’s sales function during the category planning process to favor their firm’s brands. Such a conflict finds its genesis in the essential policy differences between brand management principles and category management principles. (ii) Opportunism: It is the degree to which the supplier firm places its interests above the joint interests above the joint interests of the relationship with the retailer. It also connotes the category captain taking undue competitive advantage of its position in the category. The tendency towards opportunism is best described by the Agency theory. c) Relationship parameters (i) Retailer’s â€Å"System Trust†: This can be defined as the willingness of the retailer to rely on the category captain’s policies. Such trust is essential to category plan implementation and lack of such trust retards category performance. (ii) Supplier / Retailer preplanning agreement: This process involves establishing common objectives, agreeing on the approach, and gaining buy-in from all parties involved in the category management process. (iii) Supplier / CBD team resource commitment: This is the final key factor. It can be considered to be the input of resources and personnel by the partners into the category management partnership. Thus we have seen how supplier – retailer relationship affects category performance. Now we proceed to explore the other relationship in category management, which is between retailer and consumer. 5. 2 RETAILER–CONSUMER RELATIONSHIP We hereby propose a model to signify the aspects of this relationship. Consumer satisfaction has been assigned the utmost importance as the determinant of category performance. We have divided the model into two basic segments, viz. Strategies for enhancing consumer satisfaction and Benefits of consumer satisfaction. While the former deals with the strategies that the retailer should adopt to generate enhanced consumer satisfaction, the latter deals with the impact of enhanced consumer satisfaction on retailer’s macro objectives. I. Strategies for enhancing consumer satisfaction The above model takes into account two broad strategies for enhancing consumer satisfaction. These are: a) Product centric strategies: The product centric strategies at the retailer level include the strategies regarding availability of an optimal product range. The two postulates proposed here are: (i) Product mix: An optimal product mix comprising of a broad product range, optimal price range and innovative and new products enhances consumer satisfaction (ii) Supplier management: An optimal assortment of suppliers in various categories, coupled with proper inventory management policies followed by retailer/supplier enhances consumer satisfaction b) Consumer centric strategies: The consumer centric strategies are those that are devised to positively affect consumer preferences for a particular category. The two postulates proposed in this category are: (i) POS management: The point of sale is the key to the process of consumer choice. We postulate that an effective POS management, comprising of creation of brand awareness at POS, Planogram management, merchandising, and POS promotion enhances consumer satisfaction by offering him more choices. (ii) Services offered: The effectiveness of services offered, including after sales services, trade promotional programs, and relationship marketing enhances consumer satisfaction. II. Benefits of consumer satisfaction Consumer satisfaction has been postulated as the key determinant of category performance. The two key areas that are affected positively by consumer satisfaction are presented by way of our hypotheses as: a) Category growth: We postulate that greater the magnitude of consumer satisfaction with a category, greater is the category growth. Greater category growth has a direct bearing on enhanced profits of the supplier. Hence consumer satisfaction leads to enhance supplier benefits. b) Enhanced retailer assets: We postulate that enhanced consumer satisfaction causes greater purchases from the retailer outlet and hence offers competitive advantage to the retailer. This leads to enhanced retailer assets. Thus enhanced consumer satisfaction leads to greater benefits for the retailer. We iterate that although the importance of retailer consumer relationship has been tried to be mapped in the model we have provided here, the hypotheses need to be validated through market research and consumer patterns. 6. CATEGORY MANAGEMENT SCENARIO IN USA Category management as a concept has been endorsed and applied in the US in a major way. In a recent industry study (Cannondale Associates) where the current practices in category management were assessed by over 250 retailers and manufacturers, including Wal-Mart, Winn-Dixie, Publix, Kelloggs, Kraft Foods, Quaker Oats and Tropicana, it was found that the findings could be grouped as per the lines of the following: â€Å"†¦To survive in todays consolidating environment, retailers and manufacturers need to improve their collaboration with trading partners using the newest technologies, be alert to evolving views of private label and trade promotion efficiencies, and incorporate frequent shopper data analyses. According to the study, both retailers and manufacturers attributed double-digit sales growth to category management. Efficient Assortment ranked as the category management skills component of most concern to those surveyed, while Category Definition/Role, Category Strategy, Shelf Management and Pricing ranked high as well. One of the major reasons for evolution of the whole concept of category management in US is the evolution of strong retailing industry and strengthening of the power the retail chains have over manufacturers. The retail chains have grown to become huge business enterprises in themselves. Thus there has been a shift away from the brand management concept of the manufacturers.

Business Essay Example | Topics and Well Written Essays - 500 words - 5

Business - Essay Example (Keegan & Moriarty, 1998) 3. GROWTH STAGE: It is a stage of Product Development in which the product starts selling and profits are higher as compared to the initial stage. Sales starts climbing quickly and the expenses are lower because the product has been catered in the minds of the target audience and everyone is familiar with the product. It is stage where company doesn’t do any type of marketing and promotion expenses and tries to cover all the expenses that has been done in the Introduction stage. (Kotler & Armstrong, 2001) 4. MATURITY STAGE: It is a PLC stage where the product sales slows and eventually becomes zero. It is a stage where the product is matured and the consumers want some new product to be catered to them. Companies apply certain strategies to their product to cater the changing needs of consumers and try to save their product from going in the decline stage. There are three strategies that managers apply in maturity stage: (Keegan & Moriarty, 1998) i. Modifying The Market: It is a strategy in which company tries to modify its target Market by catering to different types of consumers according to their needs. The company can also reposition their product to appeal to different segments of the market. (Keegan & Moriarty, 1998) ii. Modifying The Product: It is a strategy in which the company tries to modify its product by changing their characteristics such as features, quality, packaging or changing the style of a product. By doing this can attract consumers as they will see a different picture of that product. It can also improve product performance as well as reliability. (Keegan & Moriarty, 1998) iii. Modifying The Marketing Mix: It is a strategy in which company changes one or more elements of Marketing Mix such as price, the product packaging, the place of product and etc. It can also do new marketing techniques to appeal their target

Final report Essay Example | Topics and Well Written Essays - 1750 words

Final report - Essay Example Flinn Park has all the four categories of ecological goods and services as shown in the table below Being just thirty-six meters from the sea, Flinn Park has plenty of water. The water at Flinn Park has many uses. During the dry season, the Flinn Park caretakers use water to irrigate the park and keep it. The water at Flinn Park provides visitors with an excellent opportunity to swim in nature. I argue that it is more adventurous to swim in a park than in a confined swimming pool. In addition, both the locals and visitors at Flinn Park enjoy the beauty of the large water landmass of the sea nearby the park. Locals and visitors also enjoy drinking the natural water that is free from chemical contamination at the park. The nearby large water mass of the sea provides a cool breeze during the day. The breeze from the sea is warm at night, and it reduces the effects of the warm temperatures at night. Therefore, Flinn Park is a safe destination for tourists. Tourism boosts the local economy. Local industries around Flinn Park also use the water for industrial production. The large water mass of the sea close to Flinn Park creates a microclimate around the park. Because of the local climate created by the sea, local people at Flinn Park experience frequent showers that keep the vegetation at Flinn Park green throughout the year. Visitors also enjoy sporting events like boat riding with the water at Flinn Park. The water also provides the best sceneries for photo taking. Given the fact that Flinn Park is just thirty-six meters from the sea, it is not surprising that both locals and visitors enjoy the delicacy of seafood. Seafood has plenty of proteins, minerals, and vitamins. In addition, seafood has very low quantities of sodium and cholesterol. Seafood also boasts of low calories and an addition to many meals. Many experts in postnatal care recommend seafood as a

Contemporary Art Form Essay Example | Topics and Well Written Essays - 750 words

Contemporary Art Form - Essay Example The essay "Contemporary Art Form" discovers the form of contemporary art. Our society today affects each one of us in different ways, while we can’t tackle all the problems our worlds face head on; we may use our art to defuse one problem at a time in our own introspective personal way. Used as a solution, contemporary art gives an issue the identity of the artist. On a personal level I have always had an aversion to any form of racism. With education and the spread of knowledge many great minds once thought discriminatory behavior could be diminished to a small quantity, if not ceased completely. However, this was not the case, as even in the age of information our societies continue to evolve into new avenues for hate and prejudice, and this trend will seemingly continue. What I’ve realized over the course of time studying different people is that the underlying reason for such attitudes is people’s inability to listen to another and accept differences. People seem to have this innate need to fit their lives into a neat little box where everything is categorically arranged, and when they come across people who do have ideas different than their own, their box is disturbed and ergo begins a process of problems. For any artist who has chosen to make contemporary art his own, his work will always exist on a plane of freedom which conforms to nothing but his own perception of the world at large. It’s a simple thing to tell people to open their minds and open their hearts; this piece of advice is not practical.

Roles Of Human Resource Management

Roles Of Human Resource Management In the past few years, roles for HR professionals were viewed in terms of transition from operational to strategic; qualitative to quantitative; policing to partnering; short-term to long-term; administrative to consultative; functionally oriented to business oriented; internally focused to externally and customer-focused; reactive to proactive; activity-focused to solutions-focused (Ulrich, 1997). However, these transitions have been seen as too simplistic. In fact, the roles of HR professionals are multiple, not single. In order to create value and deliver results, HR professionals must not only focus on the activities or work of HR but also define the deliverables of the work. Therefore, Ulrich (1997) came out a multiple-role model for human resource management (See Figure 2-1). The two axes represent the HR professionals focus and activities. Focus ranges from long-term/strategic to short-term/operational. HR professionals must learn to be both strategic and operational, focusing on the long term and short term. Activities rang from managing process (HR tools and systems) to managing people. These two axes delineate four principal HR roles which are: (1) Management of strategic human resources; (2) Management of firm infrastructure; (3) Management of the employee contribution; and (4) management of transformation and change (Ulrich 1997). In a short word, the roles of HR professional are strategic partner; administrative expert; employee champion and change agent. Table 2-1 summarizes the deliverables, metaphor and activities the HR professional must perform to fulfill the role. Figure 2-1 HR Roles in Building a Competitive Organization Source: Ulrich, 1997 Table 2-1 Definition of HR roles Role/Cell Deliverable/Outcome Metaphor Activity Management of Strategic Human Resources Executing strategy Strategic Partner Aligning HR and business strategy: Organizational diagnosis Management of Firm Infrastructure Building an efficient infrastructure Administrative Expert Reengineering Organization Processes: Shared service Management of Employee Contribution Increasing employee commitment and capability Employee Champion Listening and responding to Employees: Providing resources to employees Management of Transformation and Change Creating a renewed organization Change Agent Managing transformation and change: Ensuring capacity for change Source: Ulrich, 1997 Management of Strategic Human Resources-Strategic Partner As Ulrich said, HR professionals pay a strategic role when they have the ability to translate business strategy into action (Ulrich, 1997). To achieve this, the HR manager must be able to ask appropriate questions and contribute to business decisions. As a result, the HR manager must develop business acumen, a customer orientation and an awareness of the competition to be able to link business strategy to HR polices and practices. However, research suggests that only a minority of CEOs involve their HR managers in formulating business strategy (Nankervis, 2000 and Johnson, 2000). Evidence indicate that there is growing awareness of the need for HR managers to become actively involved at the strategic level, and increasingly recognize that organizations that have a CEO who recognizes the significance of HRM have a competitive advantage (Fisher and Dowling, 1999; Way, 2000). Management of Firm Infrastructure-Administrative Expert According to Ulrich, to become administrative experts, HR professionals must be able to reengineer HR activities through the use of technology, rethinking and redesigning work processes and the continues improvement of all organizational processes; see HR as creating value; and measure HR results in terms of efficiency (cost) and effectiveness (quality) (Ulrich, 1997; Blackburn and Rosen, 1995). Research also indicates that the competency levels of HR managers in high-performing firms are significantly higher than those of HR managers in low-performing firms (Yeung, 1998) Management of Employee Contribution-Employee Champion Work as employee champion requires that the HR professional must be able to and meet the needs of employees. This can achieve by being the employees voice in management discussions, by being fair and principled, by assuring employees that their concerns are being heard and by helping employees to find new resources so that enable them to successfully perform their jobs (Ulrich, 1997). Failure to be an employee champion will see HRM facing a loss of trust for losing sight of the needs, aspirations and interests of the workforce (Kochan, 2003). Ignoring employee-related outcomes may result in lower jog satisfaction, lower commitment and reduced performance, which in turn, negatively affect organizational performance (Guest, 2002). Management of Transformation and Change-Change Agent Act as change agent can be achieved by learning change in the HR function and by developing problem-solving communication and influence skills. Gloet argues that one way for HRM to reinvent itself is via the development and maintenance of learning environments, where knowledge creation, sharing and dissemination are valued (Gloet, 2003). Ulrich, D. (1997) Human resource Champions: The nest agenda for adding value and delivering results, Harvard Business School Press, USA Nankervis, A. Small packages, HR monthly, November 2000, pp.42-3 Johnson, E.K. (2000), The practice of human resource management in New Zealand: Strategic and best practice?, Asia Pacific Journal of Human Resource, vol.38, no,2, 2000, pp.69-83. Fisher,C. and Dowling, P. (1999), Support for an HR approach in Australia: the perspective of senior HR managers, Asia Pacific Journal of Human Resource, vol.37, no.1,1999,pp.2-19. Way, N. (2000), A new world of people power, Business Review Weekly, 16 June 2000, pp. 62-6. Blackburn and Rosen, Does HRM walk the TQM talk?, HR Magazine, July 1995, pp. 68-72. Yeung, A, Human Resource Competencies in Hong Kong; Research Findings and Applications Guide, HKIHRM/University of Michigan Business School, Hong Kong, 1998, p.4. Ellig, B, HR must balance demands of dual roles, HR News, July, 1996, p.9. Allen, C. and Lovell, K., The effects of high performance work systems on employees in aged care, Labour and Industry, vol.13, no.3, 2003, p.14. Kochan, T., quoted in Trinca, H,HR needs to rebuild trust, Australian Financial Review, 11 November 2003, p. 59. Guesr, D, 2002, op. cit., p.335. Gloet, M, The changing role of the HRM function in the knowledge economy; the links to quality knowledge management, paper presented at the 8th International Conferece on ISO and TQM, Montreal, April 2003, pp. 1-7. 2.2 Human Resource Management overview in China Since the late 1970s, China has been going through a transition. The economic reform in China has led to impressive growth and significant integration into the global economy. These developments have resulted in major changes in the management of industrial enterprises and hold considerable implication for HR practices in the nation with the largest workforce in the world. In China, HR practices have been shaped by a host of ideological, historical, political and economic factors. Under the economic reform programmed, although some market forces have been introduced into the HR system, the influence of the state is still considerable (Nyaw, 1995:193). In 1979, China introduced the open door policy. Since then, economic reforms have brought many changes to the business environment. The end of the iron rice bowl policy has created a new employment market. SOEs have to compete with joint ventures and privately owned enterprises. With reforms in HR practices, managers in SOEs have more a utonomy including the authority to hire and fire. There are significant differences in HR practices between firms of different ownership. MNCs and joint ventures have brought into China not only investment but also management practices. For example, labour contracts have replaced lifetime employment. A performance-based pay system is gradually replacing the seniority pay system. These practices have an important influence on domestic firms in changing their HR practices (Warner, 2001) Benson and Zhu (1999) observed that there were three major models of HRM in Chinese enterprises. The first was a traditional model that existed in large SOEs where there was surplus labour. These SOEs had close ties with the government and contributed to local development. They had traditional HR management systems. The second model was observed in foreign-owned enterprises or newly established domestic private enterprises. They had fewer constraints than SOEs. They realized that their success based either on western or Japanese systems. The third model was observed in firms that were undergoing a transition from the old to the new systems of HR management. They adopted a HR management style with Chinese characteristics. Nyaw, M.K. (1995) Human resource management in the Peoples Republic of China, in Moore, L.F. and Jennings, P.D. (eds), Human Resource Management on the Pacific Rim, Walter de Gruyter, New York, 187-216. Warner, M. (2001), Human resource management in the Peoples Republic of China, in Budhwar, P.S. and Debrah, Y.A. (eds), Human Resource Management in Developing Countries, Routledge, London and New York, 19-33. Benson, J. and Zhu, Y. (1999), Markets, firms and workers: The transformation of human resource management in Chinese state-owned enterprises, Human resource management Journal, Vol.9., No.4, 58-74. 2.3 Human Resource Management Outcomes HRM is concerned with both organizational performance and employee wellbeing which means that any evaluation of HRs contribution must incorporate both organizations and employees perspectives. The contribution of HRM to the organizational performance included aligning HR strategies with organizational strategies, managing the corporate culture to win employee commitment and being efficient in managing HR activities. On the other hand, the contribution to individual wellbeing relate to employee attitudes and behavior. High-performance HRM benefits the organization because the way employees respond to HRM initiatives is linked to their job performance and ultimately to organizational performance (Guest, 2002). Therefore, when evaluate HRM performance, following outcomes should be considered: Adaptability: that means HRM strategies and policies foster organizational and employee flexibility. The whole organization and employee ready for change and accept change. After that, innovation and creativity encouraged, knowledge is recognized as a critical asset and the organization utilize people with different background and value systems. Commitment: this concern with HRM policies enhance employee identification with and attachment to their job and the organization. High level of commitment can result in more loyalty, increase teamwork and reduced labour turnover, along with a greater sense of employee self-worth, dignity, psychological involvement and feeling of being integral to the organization. Competence: Relates to the extent that HRM polices attract, retain, motivate and develop employees with the abilities, skills, knowledge and competencies to achieve the organizations strategic objectives. Congruence: concern with HRM polices generate or sustain congruence between management and employees, different employee groups, the organization and the community, employees and their families, and within the individual. In other words, HRM strategies and policies promote the achievement of employee goals, at the same time, satisfy the organizations strategies business objectives. Lack of congruence can be costly to the organization in terms of time, money and energy, resulting low levels of trust and lack of common purpose and stress or other psychological problems will happen (Beer, Spector, Lawrence, Mills and Walton, 1984) Cost-effectiveness: the HRM strategies and polices can reduce personnel-related costs, help correctly size the organization, eliminate unnecessary work, reduce compensation and benefit costs, reduce labour turnover and absenteeism, improve employee health and safety, improve employee productivity and avoid costs from litigation and negative public relations. Job satisfaction: HRM strategies and polices can produce employees have positive attitudes and feelings about their jobs. Common employee satisfaction components include pay, promotion opportunities, fringe benefits, supervision, colleagues, job conditions, the nature of the work, communication and job security (Spector, 2000). Rose (2002) suggested that employees frustrated and bored with repetitive and standardized work have low commitment. A satisfied employee tends to be absent less often, make positive contributions, stay with the organization and radiate positive feelings towards customers (McShane and Von Glinow, 2000). Justice: HR strategies, polices and practices are powerful communicators regarding managements trustworthiness, fairness and commitment to employees. If management is perceived favourably, employees reciprocate with increased commitment to the organization (Whitener, 2001). Motivation: HRM strategies and policies stimulate employees to achieve a designated goal. Highly motivated employees work hard, come to work early and contribute more to the organizations strategic objectives. Performance: HRM contribute to employee job performance and productivity and the organizations overall profitability, growth and success. Trust: HRM promote trust between employees, management and the organization. Under trust, employees are willing to share information, genuinely cooperate with one another and not take advantage of other. Stone, R (2005) Human Resource Mangement, 5th ed, John Wiley Sons, Australia. Beer, M, Spector, B, Lawrence, P. R, Mills, D.Q, and Walton, R. E, (1984), Managing Human Assets, The Free Press, New York, p.19. Rose, E, The labour process and union commitment within a banking services call center, Journal of Industrial Relations, vol.44, no.1, 2002, p.40. McShane, S. L. and Von Glinow, M. A, (2000), Organization Behavior, McGraw-Hill, Boston. Whitener, E. M., Do high commitment human resource practices affect employee commitment A cross level analysis using hierarchical linear modeling, Journal of Management, vol. 27, no. 5, 2001, p.515. 2.3.1 Employee Job Satisfaction As mention before, one of the outcomes of HRM is job satisfaction. However, what causes employee satisfaction? The researchers Judge and Bono (2001) found that one of the primary causes is the perception of the job itself. And also job itself is the most important situational effect on job satisfaction. Other research also show that of all the major job satisfaction areas, satisfaction with the nature of the work itself which includes job challenge, autonomy, variety and scope are best predicts overall job satisfaction (Fried and Ferris, 1987; Parisi and Weiner, 1999; Weiner, 2000). Some general statements about the facets that seem to contribute the most to feelings of job satisfaction for most North American workers include mentally challenging work, high pay, promotions and friendly or helpful colleagues (Locke, 1976). For more detail, Spector (1997) concluded that the causes of job satisfaction can be classified into two major categories. First, the job environment itself and fac tors associated with the job are important influences on job satisfaction. This includes how people are treated, the nature of job tasks, relations with other people in the workplace, and rewards. Second, there are individual factors that the person brings to the job. This includes both personality and prior experiences. Both categories work together to influence employee job satisfaction. In this study, we mainly focus on the environment antecedents of job satisfaction. Following factors are the environmental causes of job satisfaction: Job Characteristics and Job Characteristics Theory Many studies have advocated job design as a means of enhancing job satisfaction by making jobs more interesting (Herzberg, 1968; Herzberg, Mausner and Snyderman, 1959). The job characteristic theory is that people can be motived by the intrinsic satisfaction they find in doing tasks. When they find their work to be enjoyable and meaningful, people will like their jobs and will be motivated to perform their jobs well (Hackman and Oldhams, 1976). The characteristics model see figure 2-2. Figure 2-2 Hackman and Oldhams (1976) Job Characteristics Model Core Characteristics Critical Outcomes Psychological States Skill Variety Task Identity Task Significance Experienced Meaningfulness Autonomy Experienced Responsibility Feedback Knowledge of Results Work Motivation Job Performance Job Satisfaction Attendance Growth Need Strength Source: Hackman and Oldhams, 1976 Organizational Constrains Conditions of the job environment that interfere with employee job performance are called organizational constraints. The constraints come from many aspects of the job, including other people and the physical work environment. As the study of Peters and OConnor (1980), organizational constraints have been shown to relate to job satisfaction. Significant relations have been found between various measures of constraints and job satisfaction (Jex and Gudanowski, 1992; Keenan and Newton, 1984; OConor et al., 1984; Spector et al., 1988). OConnor, Peters, Rudolf and Pooyan (1982) reported correlations of organizational constraints with five job satisfaction facets which are coworker, pay, promotion, supervision and work itself. Work-Family Conflict Work-family conflict has been found to correlate significant with job satisfaction. Employees who experience high levels of conflict tend to report low levels of job satisfaction (Bedeian, Burke and Moffett, 1988; Holahan and Gilbert, 1979; Lewis and Cooper, 1987; Rice, Frone and McFarlin, 1992). Organizations can adopt policies that either help people cope with or reduce work-family conflict. Thomas and Ganster (1995) studied the impact of organization policies and supervisor behavior on employee experience of work-family conflict and job satisfaction. Their research provides evidence that organizational policies such as child care and flexible work schedules can reduce work-family conflict and enhance job satisfaction. Behavior by supervisors that supports employees with family responsibilities was also found to have positive effects. Pay The correlation between level of pay and job satisfaction tends to be surprisingly small. Spector (1985) found a mean correlation between level of pay and job satisfaction. However, although pay level is not an important issue, pay fairness can be very important. Rice, Phillips and McFarlin (1990) reported a moderately large correlation between pay level and job satisfaction in a sample of mental health professionals who all had the same job. Workload Workload has been found correlated with job dissatisfaction as well as other job strains (Jex and Beehr, 1991). Jamal (1990) found significant negative correlations of workload with job satisfaction, and Karasek, Gardell and Lindell (1987) found that workload was negatively associated with job satisfaction. Control Control has been found to correlate significantly with all three categories of job strains (Jex and Beehr, 1991). Spector (1986) showed the mean correlations across studies of relations between control and job satisfaction. Spector, P.E. (2000) Industrial and Organizational Psychology, 2nd ed, John Wiley Sons, New York, p.19. Poulin, J. E., and Walter, C. A. (1992) Retention Plans and Job Satisfaction of Gerontological Social Workers, Journal of Gerontological Social Work, 19, pp. 99-114. Porter, L. W. (1962), Job attitudes in management: I. Perceived deficiencies in need fulfillment as a function of job level. Journal of Applied Psychology, 46, 375-384. Wolf, M. G. (1970), Need gratification theory: A theoretical reformulation of job satisfaction/dissatisfaction and job motivation. Journal of Applied Psychology, 54, 87-94. 2.3.2 The Consequences of Job Satisfaction and Dissatisfaction There are many positive or negative outcomes that relate to job satisfaction or dissatisfaction. These include not only work variables such as job performance and turnover but also non-work variables such as health and life satisfaction. Job Performance In fact, a large body of research shows that the relationship between satisfaction and performance is positive but usually very low and often inconsistent (Iaffaldano and Muchinsky, 1985). Why is this correlation between job attitudes and job behavior so low? Intuition suggests that we might work harder to pay back the organization for a satisfying job. However, intuition also suggests that we might be so busy enjoying our satisfying job that we have little time to be productive. For example, satisfying coworkers and a pleasant superior might lead us to devote more time to social interactions than to work. These contradictory intuitions provoke suspicion that the satisfaction causes performance might be incorrect. Iaffaldano, M.T. and Muchinsky, P.M. (1985), Jo satisfaction and job performance: A meta-analysis. Psychological Bulletin, 97, 251-273. Organizational Citizenship Behavior Organizational citizenship behavior (OCB) is behavior by an employee intended to help coworkers or the organization that contributes to organizational effectiveness (Organ, 1988; Schnake, 1991). Schnake (1991) hypothesized that OCB is caused by good treatment from the supervisor and by job satisfaction. In fact, job satisfaction and OCB have been found to intercorrelate (Becker and Billings, 1993; Farh, Podsakoff and Organ, 1990) Withdrawal Behavior Many theories hypothesize that people who dislike their jobs will avoid them, either permanently by quitting or temporarily by being absent or coming in late. Absence is a phenomenon that can reduce organizational effectiveness and efficiency by increasing labour costs. On many jobs, floaters or substitutes are required for each absent employee. The employee might continue to get paid, resulting in increased costs to pay substitutes. Where absence rates among employees is high, the costs can be quite high. Not surprisingly, organizations are concerned about absence. Theories of absence hypothesize that job satisfaction plays a critical role in an employees decision to be absent (Steers and Rhodes, 1987). People who dislike their jobs should be expected to avoid coming to work. On the other hand, most theories of turnover view turnover as the result of employee job dissatisfaction (Bluedorn, 1982; Mobley, Griffeth, Hand and Meglino, 1979). People who dislike their jobs will try to fin d alternative employment. Studies have been consistently in showing a correlation between job satisfaction and turnover (Crampton and Wagner, 1994; Hulin, Roznowski and Hachiya, 1985). Furthermore, it seems certain that this correlation is causal job dissatisfaction leads to turnover. Models of turnover place job satisfaction in the center of a complex process that involves factors both inside and outside of the employing organization. Figure 2-2 is a simplified model that shows how this process might work. Characteristics of the individual combine with characteristics of the job environment in determining level of job satisfaction. If the job satisfaction level is sufficiently low, the person will develop a behavioral intention to quit the job. That intention may lead to job search activities, which if successful will lead to turnover. Alternate employment opportunities are important because a person is not likely to quit without another job offer. Figure 2-2 Model of Employee Turnover as a Function of Job Satisfaction and Unemployment Rate Organization Factors Person Factors Job Satisfaction Intent to quit Search Behavior Turnover Availability of Alternatives Source: Spector, 1997 Burnout Burnout is a distressed emotional/psychological state experienced on the job. Where job satisfaction is an attitudinal response, burnout is more of an emotional response to the job. Burnout theory proposes that a person who is in a state of burnout experiences symptoms of emotional exhaustion and low work motivation, not unlike depression. Burnout correlates significantly with job satisfaction in that dissatisfied employees are likely to report high levels of burnout (Bacharach, Bamberger and Conley, 1991; Shirom, 1989). Physical Health and Psychological Well-Being Concerns have been raised that both physical and psychological health might be influenced by job attitudes. Individuals who dislike their jobs could experience adverse health outcomes. These outcomes include both physical symptoms and psychological problems (Spector, 1997). It has also been suggested that job dissatisfaction results in a shortened lifespan (Palmore, 1969). Many studies have been shown a link between health and job satisfaction. For example, researchers have reported significant correlations between job satisfaction and physical or psychosomatic symptoms, such as headache and upset stomach (Begley and Czajka, 1993; Fox, Dwyer and Ganster, 1993; Lee, Ashford and Bobko, 1990; O Driscoll and Beehr, 1994). Job dissatisfaction has also been found to be associated with emotional stated of anxiety (Jex and Gudanowski, 1992; Spector et al., 1988) and depression (Bluen, Barling and Burns, 1990; Schauboeck et al., 1992). Counterproductive Behavior Counterproductive behavior includes aggression against coworkers, aggression against the employer, sabotage and left (Spector, 1997). These behaviors have many causes, but often, they are associated with dissatisfaction and frustration at work. Chen and Spector (1992) found that job satisfaction correlated significantly with employee reports of engaging in aggression against others, hostility toward others, sabotage, and theft at work. Keenan and Newton (1984) found a relation between experiencing feelings of hostility at work and job satisfaction as well. Dissatisfied employees are more likely than their satisfied counterparts to engage in all of these behaviors. Life Satisfaction The research suggests that feelings in one area of life affect feelings in other areas. A person who is satisfied on the job is likely to be satisfied with life in general (Weaver, 1987). Studies consistently find that job satisfaction and life satisfaction are moderately and positively correlated (Judge and Watanabe, 1993; Lance, Lautenschlager, Sloan and Varca, 1989; Schaubroeck et al., 1992; Weaver, 1987). 2.4 Employee Satisfaction and Organizational Performance Organizational performance is a multidimensional concept. As illustrated by the list of thirty criterion measures identified by Cambell (1997). Performance is measured in terms of output (inappropriately referred to as productivity in the table) and outcome, profit, internal process and procedures, organizational structures, employee attitudes, organizational responsiveness to the environment and so on. More recently, one approach to measure organizational performance has become popular. This approach attempts to capture some of the contradictory nature of organizational performance is termed the balanced scorecard (Kaplan and Norton, 1992, 1993, 1996). This aims to measure performance in terms of four sets of indicators, each taking a different perspective (Kaplan and Norton 1996:76): Financial: to succeed financially, how should we appear to our shareholders? Customer: to achieve our vision, how should we appear to our customers? Internal business process: to satisfy our shareholders and customers, what business processes must we excel at? Learning and growth: to achieve our vision, how will we sustain our ability to change and improve? Therefore, about the relationship between employee satisfaction and organizational performance, the service-profit chain concept supported that there are direct relationships between profitability, customer loyalty, and employee satisfaction, loyalty, and productivity (Heskett et al. 1994). Moreover, a study conducted by a national retailer found that a happy employee will stick with the company, give better service to the customer and recommend company products to others (Wall Street Journal July 22, 1998). Other study of the 100 Best Companies to Work For finds that the companies with the most satisfied employees had an above-average annual return to shareholders (Fortune December 1, 1998). A Gallup study finds positive correlation between employee satisfaction and financial performance (Economist August 8, 1998). What is more, there are many studies about different industries also approved that the employee satisfaction correlated with organizational performance. Such as Kaplan an d Norton (1996) has found significant correlation between employee morale and customer satisfaction in an oil company. A survey of hospital employees finds significant correlations between nursing-staff satisfaction scores and patient loyalty (Atkins, Marshall and Javalgi 1996). Another correlational study using data collected for 298 public schools finds support for the link between satisfaction levels of teachers and school performance (Ostroff 1992). Thus, according to the previous literature, employs satisfaction is correlated to customer loyalty, financial performance, which in turn, affects the organizational performance.