Welfare Essays (2689 words) - , Term Papers

Welfare The United States or The United Welfare States - A Cost Benefit Analysis The role of welfare within our society has always been controversial. This problem emphasizes the need to understand the roles of variable factors when pertaining to the subject of welfare within our society. The proposed analysis will address the phenomenon of welfare assistance and several factors which may contribute to the increase or decrease of welfare assistance to the poor in 4 ways: (1) by defining major concepts and any other concepts about which there is likely to be misunderstanding, (2) by further examining the past history pertaining to the subject of welfare assistance within the United States, (3) by developing the formulation of a hypothesis which will provide for an explanation of welfare, and finally (4) determining whether or not the benefits of welfare assistance outweigh the cost. Ultimately, the purpose of this research analysis is to investigate variable factors that may contribute to the increase or decrease of welfare assistance. This cost benefit analysis i s an attempt to explain the tentative assumptions of others pertaining to the subject of welfare, in order to determine and explain the relationship of welfare to the economic cost and benefits. Cost-Benefit Analysis before welfare assistance can be analyzed there is a need to define the terms that will be used. Policies like welfare assistance are worthwhile only if the benefits to society are greater than the costs. When choosing among a set of policies, the policy with the greatest net benefit (benefit over cost) should be chosen. Hence, this is where the term cost-benefit analysis comes from. Cost-benefit analysis is a technique for determining the optimal level of an economic activity such as welfare. In general, an activity such as welfare assistance should be expanded as long as it leads to greater benefits than costs. In purely economic terms, does the benefit of welfare assistance justify the costs of welfare assistance? (Mishan 13) Why Use Cost-benefit Analysis? Since 1981 , government agencies have been required to perform cost-benefit analyses called Regulatory Impact Analyses (RIA's) for all major regulations within the United States. Many statutes require that cost-benefit analysis be undertaken and the results be reported to Congress (Mishan 2). Cost-benefit analysis can also be a good way to measure how effective a policy such as welfare assistance has been, or to find ways in which a program can be improved. But, regardless of how it is used, the preparation of a cost benefit analysis provides a useful framework for consideration of the possible effects of a proposed policy. Past History of Welfare Assistance: One of the first welfare programs to provide income support to the poor was a federally backed plan called the Aid to Dependent Children (ADC) program. This legislation was introduced with the establishment of the Social Security program during the Great Depression. (Rowley, and Peacock 43) The ADC program which had started nearly sixty years ago is now better known as the Aid to Families with Dependent Children (AFDC) program, which provided a federal entitlement to economic support for single parents with children younger than 18 who fell below a threshold of assets and income (Rowley, and Peacock 44). Federal guidelines allowed for each state to set its own predetermined needs standards for families of different sizes and living locations. Both the federal government and the states supplied funding for the AFDC program (Rowley, and Peacock 50). In 1996 Congress adopted the Temporary Aid to Needy Families (TANF) program by enacting the Personal R esponsibility and Work Opportunity Reconciliation Act that ultimately changed the structure of federal financial assistance to the states thereby abolishing the AFDC program. Another social welfare program was the Supplemental Security Income (SSI) program. Congress established the Supplemental Security Income program in 1972, with payments beginning in January 1974. It replaced the former Federal-State programs of Old-Age Assistance (OAA), Aid to the Blind (AB), and Aid to the Permanently and Totally Disabled (APTD)(Myles, and Pierson 9). An individual may have qualified for payments on the basis of age, blindness, or disability. Any person aged 65 or older was also eligible. President Richard Nixon enacted the Supplemental Security Income program with the signing of the Supplemental Social

My personal Workplace Observation Paper

My personal Workplace Observation Paper A great deal can be learned about an organization by analyzing and exploring the various aspects of an organizational observation. Currently I am employed at This ÂÆ'‚‚‘nÂÆ'‚‚ That, a discount retail store, which focuses on providing customers with quality products at a below market price. Organizational diversity, dress and language, and communication flow are all factors that influence my organizations culture.There are several factors that shape diversity in my workplace. Diversity can be a beneficial attribute or can cause dilemmas in the workplace. At This ÂÆ'‚‚‘nÂÆ'‚‚ That all the various factors of diversity are present, embraced and accepted. All of our staff at This ÂÆ'‚‚‘nÂÆ'‚‚ That has value for one another and are seen as equals. This allows for unproblematic diversity in our workplace. The main factors that create diversity in my workplace are age, race, and religion. My organization has employees from the age of 19 years old to the oldest of 67 years.I have yet to see that gap in age cause any conflict, if anything the age difference allows for constructive criticism and encourages growth as an organization. Race and religion allow for different view points which help form our workplace in an optimistic way. Diversity is about learning from others who are different (Schmidle, 2009). Diversity is dignity and respect for all, and about establishing settings and practices that encourage learning from others and capture the advantage of diverse perspectives.Dress and language is very critical to the perception and professionalism of the workplace. I do not feel that my workplaceÂÆ'‚‚s dress and language give off the professionalism that our organization is looking for. Our employees are permitted to wear whatever they desire. Some employees choose to wear sweat pants and shirts with sayings on them that could be offensive to some customers. I...

Briefing note performance management

Two purposes of performance management and their relationship to business objectives: Performance management drives employee behaviour to align with business goals and objectives. This alignment happens because job responsibilities and expectations are clear, resulting in increased individual and group productivity; and also better information is available to use for promotion decisions. Having a Performance management system in place will serve the following purposes; †¢Employee decision-making Appraisal information is used as a basis for pay increases, promotions, transfers etc. †¢Employee development Appraisal information is used to guide training, job experiences, mentoring and other developmental activities. Three components of performance management systems: There are several components of a successful performance management system. An effective performance management system is not a one-size-fits-all approach but will generally include the following components: Plan: Setting clear objectives and goals and establish performance standards. Monitor: Identifying key performance indicators and conducting accurate and regular performance appraisals/ reviews and rewarding performance effectively. Review: Regular and honest feedback through performance planning conversations and career development initiatives. The Relationship between motivation and performance management On a basic level people are motivated towards desired outcome such as congratulations from the manager for a job well done or to avoid an undesired outcome such as an argument with the boss about targets not been hit. ?There are extrinsic and intrinsic factors to how we as individuals channel our motivational energy. ?Getting people to ‘opt in’ as oppose to ‘opt out’ is an important part of communication in business. The ideas of Abraham Maslow have had considerable influence on management thinking since the late 1940’s. Maslow has a positive view of human nature; a belief in the individual’s potential for personal growth – what he called self-actualisation which is displayed in his pyramid of Hierarchy of Needs. Maslow suggested that needs only motivate people when they are unsatisfied. When applied to his hierarchy lower-order needs (basic physical needs, comfort, safety and security) have to be satisfied before higher order needs (self-esteem and personal growth) assert themselves. To apply these theories into the workplace you should make sure your workforce is getting its basic physical and safety needs (reasonable working conditions, job security etc. ) Applying Maslow’s model will mean employees are more likely to work towards company goals only when there is harmony with their own personal goals. MaslowHerzberg Fred Herzberg’s two factor theory is based on looking at the main factors which result in either satisfying or dissatisfying experiences at work. The assumption is that if the individual is satisfied in their work, this will mean good performance, or, at the very least a willingness to stay on the job. Factors leading to dissatisfaction were found to do with conditions of work – company policy and administration, technical supervision, salary, interpersonal relations and physical working conditions. Herzberg called these the hygiene or maintenance factors. These are necessary minimum for a healthy workplace – they make people come into work and stay there but, they don’t necessarily encourage people to be productive. It is the other factors, the ‘satisfiers’ or ‘motivators’ such as achievement, recognition, the work itself, responsibility, advancement, that encourage people to work harder. The link between motivation and performance seems to be an obvious one. If individuals are highly motivated, they will perform better. In turn better performance may well lead to a sense of achievement and result in greater motivation. Thus relationship between motivation and performance can be a mutually reinforcing one. Factors to be considered when managing different levels of performance: Many managers mistakenly spend most of their effort on trying to improve their low performing employees, believing that their high performers are low maintenance. The low maintenance belief is prolonged because high performing  employees are self-motivated individuals that need very little daily work direction. However the fact is that high performing employees do need a lot of attention to sustain their high level of performance. They need praise, recognition and collaboration. High performing employees are very skilled at working independently and will become frustrated if their manager give s them too much direction. These employees will seek guidance form their managers when they need assistance, they take ownership and pride, seek challenges and are bored quickly with mundane tasks; they need to feel valued by their manager and the company. As a manager you must make them feel like a business partner, not just an employee. Get them involved in goal setting, seek their advice from their area of expertise, give them exposure to higher management and other executives – all these things will show you value and trust them – in turn they will give you their loyalty. Plateaued Performers have the mind set of either not preparing or wanting to progress any further, they have petered out or are ready and willing to progress but are stuck in their current role due to other factors surrounding them. They are likely to be less enthusiastic, in a sales role they are likely to rely on existing relationships to drive sales, and they will appear to be ‘going through the motions’ with a sense of disengagement. Plateaued performers are experienced, valued employees who once, often recently performed at a higher level. However due to some unseen issue or closely held mind set, they are no longer reaching their potential. The likely outcome, if the problem goes untreated is that a once solid performer will find themselves plateaued stagnated in bit performance and professional development. Managing poor performance, whether related to capability or attendance, raises a number of different issues for employers and their HR professionals. Failure to perform or attend may be related to the following factors, which may or may not be connected and which may not be readily apparent such as lack of application or misconduct on behalf of the employee; lack of the required skills; and/or illness or disability. If poor performance is due to lack of application (unconnected to an underlying medical condition) or following the falsification of qualifications and  experience for the position that the employee holds or simply by a plain refusal to obey lawful orders, then it is appropriate to deal with the matter under normal disciplinary procedures for misconduct. However, the disciplinary procedure may not be appropriate when dealing with employees who are failing through no fault of their own. Where the failure to perform is due to a lack of the required skills, following say a reorganisation or where an employee has been prematurely promoted, then the employee should be assisted, wherever practicable, with further training or coaching and given a reasonable period to reach the required standard. Some employers therefore prefer to operate a gentler capability procedure referring to cautions rather than warnings and greater flexibility with regard to timescales The main purposes of reward within a performance management system are to retain, motivate key employees and to reduce turnover. It’s a known fact that people are the most important asset in the organisation. The Forum for People Performance Management and Measurement also believes that staff rewards have a valid purpose in this process. The groups Leadership and the Performance of People in Organisations: Enriching Employees and Connecting People study pointed out that many companies are using their performance management processes to encourage employees to work towards personal goals such as training and skills development. Claiming that such an approach can result in improved financial performance as well as being beneficial to the individual, the research said: Reward systems need to be adapted to reflect a leadership approach that ultimately satisfies peoples basic needs for achievement, a feeling of control over ones life and a sense of belonging.   Identify at least 3 components of a total reward scheme: The total reward system is a multitude of tools that the employer has in its hand and may be used to attract, motivate and retain employees. From the employee point of view the total rewards represent everything that he/she perceives to be of value resulting from the employment relationship. The reward conce pt covers both financial and non-financial pay. The components of a total reward system are: Compensation – is a critical component of the reward system that includes: basic pay system (annual or monthly salary rate) and variable or incentive pay systems (sales commissions, appraisal/performance-related pay, skills-base pay, etc. ) Benefits – are used to supplement the cash compensation that the employees receive and are designed to protect the employees and the family from financial risks. These can be life insurance, medical insurance, dental, retirement plan, savings scheme, uniform, gym membership, company car, breaks, company holidays, extra annual days, personal days, etc. Work life in this category is included the followings: workplace flexibility, paid and unpaid time off, health and well-being, caring for dependents, financial support, community involvement, and management involvement/culture change intervention. Performance and recognition Performance is a key component of the organisational objectives and involves the alignment of organisational, team and individual effort towards the achievement of business goals and organisational success. The recognition acknowledges and gives special attention to employee’s action, efforts, behaviour or performance. Recognition programs acknowledge the employee contribution immediately after the task has been completed. This type of recognition award can be financial or non-financial (e. g. , verbal recognition, certificates, trophies, tickets, dinners, etc. ) Development and career opportunity – includes learning opportunities (e. g. on the job learning, tuition, seminars and conferences attendance, corporate universities, self-development tools and techniques, new technology training, etc. );coaching/mentoring(e. g.  , leadership training, formal and informal mentoring programs, association memberships, exposure to resident experts, etc. ) and advancement opportunities (e. g. , internal job openings, promotions, overseas assignments, internships, succession planning, career pathways, etc. ) 2 sources of data required by individual involved in performance and reward management processes: Gathering performance information from a variety of sources increases objectivity and ensures all f actors impacting performance are considered. This information should include objective data like sales reports, call records or deadline reports. Other valuable information includes: feedback from others, results of personal observation, documentation of on-going dialogue, records of any external or environmental factors impacting performance many reviews also include an employee self-evaluation. Other documents that help define performance objectives include: past performance appraisals, current departmental and organisational objectives and documented standards related to career goals. In order to gather feedback from other employees, organisations will often use a 360 ° feedback process. Along with the completion of a self-assessment, selected peers, assistants, and managers are asked to contribute feedback around pre-identified areas. The feedback is based upon specifically identified skills or competencies and the final results are compared against the employees self-assessment this type of feedback increases self-awareness and in some cases is used to support the performance evaluation process

Describe the role that played in making politics and culture in Essay

Describe the role that played in making politics and culture in Sparta, Athens and the Roman Republic different from Sumer and Egypt - Essay Example Firstly, every community depends upon its irrigation and cultivation patterns. Talking about Greeks, it was marked that initially, there were many difficulties in undertaking harvesting and cultivation because of the poor state of the soil. It was one of the reasons that the people remains poor. Therefore, labor skills were preferred as a mean of making money. It was noted that the weather of Greek suited the population by large as they were less sick and active in their routines. Furthermore, Greek was surrounded by high ranges and mountains. It was due to this reason that Greek did not have the threat of enemies who wanted to conquer the land through the mountains. At the same time, there was a need of effective irrigation method for which support of different groups was required. Small groups played their part in such a way that the native people got adherence to the democrat way of control. Athens is considerably known for its access to the water system including rivers, seas and islands. It is due to this reason that Athenians were known for trade and exploration. It should be noted that the city-state system of Athens allowed the politics of the region relatively stronger and effective. It was because there was equal representation given to the people from each group rather than control of one individual over the masses with no suitable proficiency of governance. On the other hand, Sparta was in the south where it did not get the access to the water systems. It was due to this reason that the political connections in Sparta were based upon strict foreign policies. It was in the shape of authoritative stance on the public policies for which representation was centralized. It meant that the centralized representation had to undertake decision concerning relations with other communities or the nations. People of Sparta are well-known in the history for being extremely s trong soldiers. They provided

Reflection on Poems The Things They Carried, Dulce et Decorum Est, Essay

Reflection on Poems The Things They Carried, Dulce et Decorum Est, Facing It, War is Kind and The Red Convertible - Essay Example For example, The Things They Carried by O’Brien taught me to sympathize people, who had participated in Vietnam War. The author stresses that soldiers always carry with them the heaviest weight – thoughts and memories about cruel battles and pain. They carry this weight even when the war is over. As for Dulce et Decorum Est by Wilfred Owen, it also helps to look at wars closer than I used to. In this poem the author describes all the horrors of war in much detail. He shows soldiers’ poor life and impossibility to have a rest. It is difficult to hold back a tear while reading the lines about the soldier who cannot escape from a gas attack. In Facing It by Yusef Komunyaka the reader’s attention is focused on the theme of war and death. The speaker faces the Vietnam War Memorial and understands that he is a part of that war because he participated in it. He remembers all the people, who died during the war and wishes it had never happened in his life. The Red Convertible makes the reader face an awful situation that happens to the poem’s speaker.

How the Other Half Lives Review Essay Example for Free

How the Other Half Lives Review Essay How the other Half Lives is an informative book disusing the 1900’s. The author, Jacob A. Riis, counts people for the census. He saw many different aspects of life in New York City during this time. He shares some of the hidden relations of tenement housing. He discusses the many different ethnic groups and how they form group characteristics in distinct neighborhoods. Riis’s personal opinions of the value and power of these ethnic groups comes through in his writing. His ideas reflect some of the national ideas during this time period. Blacks rank the lowest in society at this time. Riis credits this to natural selection. They are a race on the lowest level, defenseless against the woes of the landlords. Riis does not seem to hate the blacks, but accepts the fact that they are the lowest form of a person. Riis places the Chinese right above the blacks. He discredits the popular belief that, â€Å"the Chinaman being a thousand years behind the age on his own shore†, by stating that in America, â€Å"he is distinctly abreast of it in his successful scheming to ‘to make it pay.’† Riis thinks the Chinese are repugnant people. He starts off my discrediting their â€Å"grub-worshiping† religion. The fact that Chinese practice a different religion takes many people off guard, and they begin to insult the region, saying it is unworthy compared to Christianity. Along with these insults, the dreary neighborhood and past time of gambling are also pointed out. Chinese were the most hated group of this time period. Jews are the next group. Riis shares both positive and negative traits of the Jewish people. He notes the contrast in age groups behavior with a neutral perspective and even notes how they â€Å"honestly† stay home on holidays. Riis points out that they live in the most crowed houses that he has ever seen. Riis seems mostly neutral about this group as he discusses their desire for money. Riis thinks the highest of the Irish. This group comes up many times throughout his writing and there is never any excessively negative comments made about them, unlike when Riis discuses the Chinese. This ethnic group is often compared to other groups and is the topic of a lot of his writing. He notes their short falls, but always with positive rhetoric. I think he is the most considerate to the Irish because they had been in the country so long. It is expected that they are in the country, and some are even moving out of extreme poverty. They seem to have the most power in the tenements of New York. In addition to this, Riis is very familiar with the Irish. Some of his writing comes across as sympathetic, such as when he says the Irish, â€Å"falls most readily victim to tenement influences†. Riis does mention that Germans may have a better experience in America. He tells how Germans garden, and bring their flowers with them wherever they go, but quickly flows that by saying, â€Å"not that it represents any higher principle in the man; rather perhaps the capacity for it†. Riis favors the Irish the most out of all the ethnic groups. Riis mentions many other ethnic groups that are present in America such as the Bohemians and the Italians. However his opinions of the Blacks, Chinese, Jewish, and Irish come through with the most passion in his in his writing.

Essay --

This paper analyses the causes and challenges that the South African agricultural sector faces regarding the increasing unemployment in the sector and how it has an overall affect on the total unemployment rate in South Africa. The following statistics have been taken from the South African Department of Agriculture, Forestry and Fisheries. The analysis of these statistics shows that unemployment in the agricultural sector has been increasing over the years, which has contributed to the overall unemployment rate increasing in South Africa. This research shows that there is a direct link between the overall unemployment rate increasing throughout the country and the unemployment in the agricultural sector. This is due to undeveloped rural areas and the policies directed at the agricultural sector. Introduction: The agricultural sector is made up of two sectors, being the commercial farming sector, which is mainly in the commercial areas of the country and subsistent farming, which is mainly in the rural areas. Most of the agricultural income comes from commercial farming, but due to the low amount of commercial farmers in South Africa the potential for improving the employment rate lies with the subsistent farming. The agricultural sector of South Africa plays a main role in creating a strong and stable economy. With improvements to the agricultural sector, the sector has the ability to stimulate economic growth and reduce poverty and improve the divide between the rich and poor. With improvements to the agricultural sector the come for the lower class citizen would be increased and greater employment opportunities would be created, which will in turn improve the total unemployment rate in... ...pments can play is a great one. The government started the New Growth Plan, in which they hope to create 5 million new jobs by 2020, focusing on the agricultural sector and its potential to create jobs. Conclusion: South Africa has an agricultural economy made up of two sectors, commercial farming and subsistent farming. Most of the income comes from commercial farming however the potential for most of the employment lies within the rural or subsistent farming. The agricultural sector of South Africa has an important role in creating a strong economy and creating one that is more stable. With the right handling of the sector it can provide the basis for this economic growth and help reduce poverty and the growing divide between rich and poor. Income for the lower class would be increased and greater employment opportunities created in the agricultural sector.