Role Of Armed Forces During Disaster Relief

Role Of Armed Forces During Disaster Relief 1. Although the man has made extensive progress in his relatively short existence on earth, he is still virtually helpless in front of vagaries of nature. Natural disasters such as cyclones, flood and earthquakes ravage mans domain at will and cause much loss to life and property. Despite everyones concern for disasters and technological developments in the world, the response to disasters has been knee jerk and uncoordinated at international, national and state levels. The problem is more acute in developing countries rather than in developed ones. The United Nations and its specialised agencies have always had an interest in and commitment to disaster relief. Therefore, there are various disaster relief, preparedness, prevention and mitigation programmes being carried out by various United Nations Organisations  [1]  . 2. The trend of occurrence of disasters is increasing and will escalate in future. Disasters like tsunamis and earthquakes, which have been the most destructive, along with the floods and droughts that arise from extreme weather conditions, are expected to get worse due to adverse impact of climate change. In the 21st century, the 2001 Bhuj earthquake; the 2004 tsunami; the 2005 earthquake in Kashmir; heavy rainfall in Mumbai in 2006 when nearly 1 m rain fell in a single day; the 2008 Bihar Kosi disaster; the August 2010 cloud burst in Leh; and, most recently, the September 2011 Sikkim earthquake have seen the armed forces as first responders  [2]  . 3. In Indian context it is unlikely that the local civil administration will have the resources available immediately to deal with a major disaster such as the earthquake that occurred in Gujarat in 2001 or the Tsunami of 2004. Therefore, it is essential that the state governments prepare detail disaster management plans and keep the resources in terms of men and material ready for use at short notice. There is a need for civil administration at the district and state levels to organise disaster relief cells with a pool of reserve. At present due to the inability of local administration to deal with natural calamities, armed forces are invariably employed for disaster relief. 4. In spite of breakdown of communications and the absence of a major strength of troops and resources, the response of the armed forces has always been prompt and won the respect of all concerned. The mainstay and strength of the Armed forces vis-à  -vis civilian organisations has been the sense of discipline, training to respond to orders, adaptability, selfless dedication to the cause, genuine concern and focused action. These factors have always resulted in many individuals and NGOs wanting to route assistance through the Armed forces. Seeing the good work being done by the Armed forces, the government organisations, NGOs and civil agencies then join in the relief effort. This generates a spirit of cooperation. The mere presence of Armed forces troops instils a sense of security and gives solace to the affected people  [3]  . Disaster Response Activities 5. Disaster management, which involves assessment and response, can be seen in various activities. The following are various activities of emergency response. Warning. Search and Rescue. Evacuation and Migration. Response and Relief. Logistics and Supply. Communication and Information Management. Rehabilitation. Post-Disaster Assessment  [4]  . 6. Natural calamities impart lessons at a huge cost of life and property. But if these lessons do not lead us to learning, then the cost will seem even heavier. At the time recurrence of disaster, the failure to learn from the previous incidents hurts the most. The massive earthquake in Gujarat and the subsequent chaos were indicators of how important prior planning is in managing relief and rehabilitation during various disasters. The Kutchh region required massive immediate assistance , however civil administration was unprepared for such crisis. Indian armed forces were employed for the relief from the begining. This made the need for a proper disaster mitigation plan very apparent. Learning from experience is essential in building a knowledge resource which would help in being better prepared in the future. CHAPTER II METHODOLOGY 1. Hypothesis. A common thread in a countrys response to disaster situation is military support to civilian authorities. India disaster relief mechanism in the present form lacks the required synergy between civil and military organisations to facilitate a synergised response. 2. Statement of Problem. The civil administration often falls back on the armed forces for assistance in crisis situations. Efficient disaster management mechanism, therefore, should incorporate the armed forces at each stage. The formulated plans should specify the assistance likely to be required in disaster situations. The most efficient system will be to have seamless integration in operations, with an aim of core competency areas of each establishment giving its best in least time. The aim of the study is to examine the disaster relief mechanism existing in the country and analyze the interplay of various organizations in handling the disaster situation. Justification for the Study 3. Over the past few years, the Government has introduced a paradigm shift in the approach to disasters. Corner stone of this approach is the realisation that disaster management has to be multi-disciplinary and spanning across all the sectors of development. As calamities evoke extraordinary response, the civil authoritys reliance on the Armed Forces has also ever increased. Due to their quick response, Armed forces have become a mantra in the hands of the state to respond to such calamities spanning from Law and Order problems to large scale disasters. Despite our country being extremely vulnerable and prone to natural calamities, no detailed hazard and vulnerability assessments have been carried out either at the State or the National level  [5]  . 4. Is the country adequately prepared with infrastructure and strategy against various natural disasters? There are differences of opinion on this issue. According to some, there are certain limitations, but overall, the country is well equipped. Others, however point out that the country does not have detailed vulnerability assessments, forcing it to only respond to calamities and organise reconstruction  [6]  . It is in this context that this study assumes greater importance. It will analyse various facets of disaster preparedness, evaluate existing structures for disasters management and put forward its recommendations. 5. For the purpose of this study disasters related to war, civil disturbance and slow disasters (Like crop failure, famine etc) will be kept out. Natural disasters (Like floods, earthquake etc) and the response of armed forces in helping civil administration would be the focus of the study. The study is basically confined to the role of Armed forces, to include Air Force and Navy in providing assistance to the civil authorities in all natural calamities. 6. Method of Data Collection. Data and information has been collected from Military Papers, periodicals, newspapers and books. Disaster management setup of the country has been derived from NDMA 2005 Ministry of Home Affairs documents on disaster management. 7. Organisation of the Dissertation. The research paper is covered under the following Chapters :- (a) Introduction. (b) Methodology. (c) National policy on disaster management. (d) Role of armed forces. (e) International disaster relief system. (f) Current concerns and recommendations. CHAPTER III NATIONAL POLICY ON DISASTER MANAGEMENT As of now, the government has no concrete disaster management policy. Many disasters are first created by us and then crores of rupees are spent on rescue and relief operations. The government should focus more on a sustainable model of development which can avoid disasters. Sunder Lal Bhauguna 1. Evolution of Disaster Management in India. Disaster management in India has evolved from an activity-based reactive setup to a proactive institutionalized structure; from single faculty domain to a multi-stakeholder setup; and from a relief-based approach to a multi-dimensional pro-active holistic approach for reducing risk. The beginnings of an institutional structure for disaster management can be traced to the British period following the series of disasters such as famines of 1900, 1905, 1907 1943, and the Bihar-Nepal earthquake of 1937. Over the past century, the disaster management in India has undergone substantive changes in its composition, nature and policy  [7]  . 2. Emergence of Institutional Arrangement in India. A permanent and institutionalised setup began in the decade of 1990s with set up of a disaster management cell under the Ministry of Agriculture, following the declaration of the decade of1990 as the International Decade of Natural Disaster Reduction (IDNDR) by the UN General Assembly. Following series of disasters such as Latur Earthquake (1993), Malpa Landslide (1994),Orissa Super Cyclone (1999) and Bhuj Earthquake (2001), a high powered Committee under the Chairmanship of Mr. J.C. Pant, Secretary, Ministry of Agriculture was constituted for drawing up a systematic, comprehensive and holistic approach towards disasters  [8]  . There was a shift in policy from an approach of relief through financial aid to a holistic one for addressing disaster management. Consequently, the disaster management division was shifted under the Ministry of Home Affairs in 2002 and a hierarchical structure for disaster management evolved in India2. Organisation and Structure of Disaster Management 3. Disaster management division is headed by Joint Secretary in ministry of home affairs, who is assisted by three Directors, Under Secretaries, Section Officers, Technical Officer, Senior Economic Investigator consultants and other supporting staff. The upper echelon of the structure also consists of Secretary (Border Management), Home Secretary, Minister of State in charge and the Home Minister. 4. Shifting from the relief and response mode, disaster management structure in India started to address the issues of early warning systems, forecasting and monitoring setup for various weather related hazards. A structure for flow of information, in the form of warnings, alerts and updates about the oncoming hazard, also emerged in this framework. A high powered group was setup by involving representatives of different ministries and departments. Some of these ministries were also designated as nodal authorities for specific disasters3. Disaster Management Act, 2005 5. This Act provides for the effective management of disasters in the country. NDMA provides institutional mechanisms for formulating and monitoring the implementation of the disaster management. It also ensures measures by the various branches of the Government for prevention and mitigation of disasters and prompt response during any disaster situation. The Act provides for setting up of National Disaster Management Authority under Chairmanship of the Prime Minister, State Disaster Management Authorities under the Chairmanship of the Chief Ministers, District Disaster Management Authorities under the Chairmanship of Collectors/District Magistrates/Deputy Commissioners. 6. The Act further provides for the constitution of different Executive Committee at national and state levels. Under its aegis, the National Institute of Disaster Management (NIDM) for capacity building and National Disaster Response Force (NDRF) for response purpose have been set up. It also mandates the concerned Ministries and Departments to draw up their own plans in accordance with the National Plan. The Act further contains the provisions for financial mechanisms such as creation of funds for response, National Disaster Mitigation Fund and similar funds at the state and district levels for the purpose of disaster management. The Act also provides specific roles to local bodies in disaster management4. National Level Institutions 7. National Disaster Management Authority (NDMA). The National Disaster Management Authority (NDMA) was initially constituted on May 30, 2005 under the Chairmanship of Prime Minister. The NDMA has been mandated with laying down policies on disaster management and guidelines which would be followed by different ministries, departments of central government and state government in taking measures for disaster risk reduction. It has also laid down guidelines to be followed by the state government authorities in drawing up the State Plans and to take such measures for the management of disasters, Details of these responsibilities are given as under :- (a) Lay down policies on disaster management. (b) Approve the National Plan. (c) Approve plans prepared by various ministries or departments of the government of India in accordance with the National Plan for disaster management. (d) Lay down guidelines for the State Authorities in drawing up the State Plan. (e) Lay down guidelines for the different ministries or departments of the government for the purpose of integrating the measures for prevention of disasters and the mitigation of their effects in their development plans projects. (f) Coordinate the implementation of the policy and plan for disaster management within the country. (g) Recommend provision of funds for the purpose of disaster mitigation. (h) Provide support to other countries affected by disasters on the recommendation of Central Government. (j) Take other measures for the prevention of disaster, mitigation, preparedness and capacity building for dealing with the disaster situation . (k) Lay down policies and guidelines for functioning of the National Institute for Disaster Management  [9]  . 8. Composition of NDMA. Besides the nine members nominated by the Prime Minister, Chairperson of the Authority, the Organisational structure consists of a Secretary and five Joint Secretaries including one Financial Advisor. There are 10 posts of Joint Advisors and Directors, 14 Assistant Advisors, Under Secretaries and Assistant Financial Advisor and Duty Officer along with supporting staff  [10]  . 9. State Disaster Management Authority (SDMA). The Disaster Management Act, 2005 provides for constitution of SDMAs in all the states and UTs. The Act envisages establishment of State Executive Committee, to be headed by Chief Secretary of the state Government with four other Secretaries of such departments as the state Government may think fit. It has the responsibility for coordinating and monitoring the implementation of the National Policy, the National Plan and the State Plan. 10. District Disaster Management Authority (DDMA). NDMA provides for constitution of DDMA for every district of a state. The District Magistrate/ District Collector/Deputy Commissioner heads the Authority as Chairperson besides an elected representative of the local authority as Co-Chairperson. The District Authority is responsible for planning, coordination and implementation of disaster management and to take such measures for disaster management as provided in the guidelines. The District Authority also has the power to examine the construction in any area in the district to enforce the safety standards and also to arrange for relief measures and respond to the disaster at the district level. 11. National Institute of Disaster Management (NIDM). In the backdrop of the International decade of Natural Disaster Reduction (IDNDR), a National centre of disaster management has been established at the Indian Institute for Public Administration in 1995. The Centre was subsequently upgraded and designated as the National Institute of Disaster management on 16th October 2003. Disaster management act, 2005 entrusts the institute with various responsibilities, such as to develop the training modules, undertake research and documentation for disaster management, organise the training programmes, organise study courses, conferences, and seminars to promote disaster management. It is also responsible for publication of journals, research papers and books on disaster management  [11]  . 12. National Disaster Response Force. The National Disaster Response Force has been constituted under Disaster management act, 2005 by up-gradation/conversion of eight standard battalions of central para military forces i.e. two battalions each from Border Security Force, Indo-Tibetan Border Police, Central Industrial Security Force and Central Reserve Police Force to build them up as a specialist force to respond to disaster or disaster like situations. 13. The eight battalions of NDRF consist of 144 specialised teams trained in various types of natural, manmade and non-natural disasters.72 of such teams are designed to cater to the Chemical, Biological, Radiological and Nuclear(CBRN) calamities besides natural calamities. Each NDRF battalion consists of 1149 personnel organised in 18 teams comprising of 45 personnel, who are being equipped and trained for rendering effective response to any disaster situation, both natural and manmade. All these eight battalions are being trained in natural disasters while four of them are being additionally trained for handling CBRN disasters. Based on vulnerability profile of different regions of the country, these specialist battalions have been presently stationed at the following eight places:- Bhatinda. Gr. Noida. Vadodara. Pune (talegaon). Bhubaneshwar (mundali). Kolkata. Guwahati. Patna. Chennai (Arakkonam).  [12]   14. The Government of India has approved the raising of two additional battalions of National Disaster Response Force by up gradation and conversion of one battalion each of Border Security Force and Central Reserve Police Force to be located in the states of Bihar (Bihata, Patna) and Andhra Pradesh (Vijaywada) respectively. The administrative approval for raising the two battalions was issued on 13-10- 2010  [13]  . 15. State Disaster Response Force. The states/UTs have also been advised to set up their Specialist Response Force for responding to disasters on the lines of National Disaster Response Force by the Ministry of Home Affairs. The Central Government is providing assistance for training of trainers. The state governments have been also advised to utilise 10 percent of their State Disaster Response Fund and Capacity Building Grant for procuring the search and rescue equipment and for training purposes of the Response Force  [14]  . Civil Defence 16. Role of Civil Defence. During times of emergencies, the CD organisation has the vital role of mobilising the citizens and helping civil administration for saving life and property, minimising damage, and raising public morale. 225 towns have been nominated as CD towns. 17. Each town has nucleus of four Permanent Staff along with 400 CD Volunteers for a two lakh population. It is expected that each state will have one CD Training Institute with permanent strength of 36 personnel, five vehicles and other equipments. The District Magistrate is designated as a Controller for CD Towns. The present strength of CD volunteers is 5.72 lakhs, out of which 5.11 lakhs are already trained. The target strength of CD volunteers has been fixed at 13 lakhs based on the population of CD towns as per 2001 census  [15]  . National Crisis Management 18. For effective implementation of necessary relief measures in the wake of a natural disaster, the Cabinet has established a Committee. On the constitution of this committee of the cabinet, the concerned Secretary will provide all the necessary information and data to and seek directions of the cabinet committee in all the matters concerning disaster relief. In the absence of this cabinet Committee, all matters relating to disaster relief will be reported to the Cabinet Secretary. 19. National Crisis Management Committee. A National Crisis Management Committee (NCMC) has been constituted in the Cabinet Secretariat. The composition of the Committee is as under  [16]  :- (a) Cabinet Secretary Chairman. (b) Secretary to Prime Minister Member. (c) Secretary (MHA) Member. (d) Secretary (MOD) Member. (e) Director (IB) Member. (f) Secretary (RAW) Member. (g) Secretary (Agriculture) Co-opted Member. (h) An Officer of Cabinet Secretariat Convener. 20. Calamities Relief Fund. The government has earmarked two funds i.e. Calamities Relief Fund and National Fund for Calamities. The nodal agency for recommending release of these two funds is the Crisis Management Group in the Ministry of Agriculture, which is headed by Central Relief Commissioner. The allocation for the all the states under these funds is done by the Finance Commission for a duration of five years, based on the vulnerability of the states to Natural calamities and average expenditure. National Fund for Calamities is additional fund besides Calamities Relief Fund ; while 75 percent of CRF is contributed by the centre, the allocation under National Fund for Calamities is entirely by the centre and more or less discretionary  [17]  . Forecasting Warning 21. Forecasting about climate change is pre requisite for taking preparedness measure to respond to the disaster is the most important element of disaster management. The Ministry of Environment Forest , Ministry of Earth Sciences , Ministry of Science Technology, Ministry of Agriculture, Ministry of Water Resources, Ministry of Human Resource Development, Ministry of Non-conventional Energy, Defence Research Development Organization, Ministry of Defence, Ministry of Health and Family Welfare, Indian Space Research Organization and Indian Meteorological Department promote and undertake climate and climate change related research in the country  [18]  . (a) Atmosphere Watch Stations. A network of 10 Global Atmosphere Watch Stations consisting of Allahabad, Jodhpur, Kodaikanal, Minicoy, Mohanbari, Port Blair, Pune, Nagpur, Srinagar and Vishakhapatnam, is maintained by IMD as per WMO protocols and standards since 1974 to generate data and information on the exchange of trace materials between the atmosphere and the earths surface, making atmospheric turbidity and air quality measurements to quantify trends and acid rain threats. (b) Atmospheric monitoring. There are 25 types of atmospheric monitoring networks that are operated and coordinated by the IMD. This includes meteorological, climatologically, environment, air pollution and other specialized observation of atmospheric trace constituents. (c) Cyclone Warning. The IMD has established an observation network for detecting cyclones through 10 cyclone detection radars along the coasts. The detection range of these radars is 400 km. INSAT-1B satellite also monitors cyclonic movements. Ships and commercial radars are also utilized for cyclonic warnings. About 260 merchant ships have meteorological observation systems. (d) Flood Forecast. The Ministry of water resources has an effective flood forecast system with 157 flood forecasting centres covering 62 river basins. Along with IMD, they monitor rainfall water levels in the reservoirs. India has also developed radars which give accurate estimate of rainfall up to 200 km around the radar site. (e) Tsunami warning. Post tsunami dated 26th December, 2004, Ministry of Earth Sciences has established the Indian National Tsunami Warning System at Indian National Centre for Ocean Information Services (INCOIS), Hyderabad. The Tsunami Early Warning System (TEWS) was made operational on 15th Oct 2007. This agency has developed a protocol for issue for Tsunami Watch, Alert and Warnings. The Centre gives information to all responders about the origin, time, location of the epicentre, magnitude and depth of an earthquake inside the ocean and accordingly issues bulletins. (f) Avalanche Warning. DRDOs network of more than fifty laboratories is deeply engaged in developing Defence technologies. Centre for Snow and Avalanche Study Establishment (SASE) is one of the laboratories of the DRDO located at Chandigarh with its primary function to do research in the field of snow and avalanches and to provide avalanche control measures and forecasting support to Armed forces. Role of Voluntary Organisations 22. The role of voluntary organisations is to help people overcome the problems created by natural calamities by providing relief services to the people. They also works as the eyes and ears by acting as the intermediary between the masses and the government agencies to avoid duplication, ensure proper distribution of resources and organise vigilance groups for preventing of misuse of resources. 23. Some of the activities under taken by voluntary organisations are:- (a) Establishing free food distribution centres, distributing blankets, clothes and medicines to prevent epidemics. (b) Organising necessary relief camps, first aid centres, and immunisation camps. (c) Organisation relief teams and sending them to far-flung affected areas to provide relief and monitor relief programmes. (d) Organising awareness programmes about different relief activities initiated by Government and Non Government Organisations. (e) Generating employment opportunities in the affected areas. (f) Adoption of families of the affected areas. CHAPTER IV ROLE OF ARMED FORCES 1. The armed forces of any nation are probably best organised to provide support for establishing a various of public services like public works, communications, transport, medical services, search rescue, and support activities. They are able to react quickly in a self contained, self sufficient and mobile fashion. Armed forces personnel are well trained in the skills necessary to perform their professional activities and can function under an integrated / flexible management system. So there is an enormous potential inherent in them to provide enormous capability to restore emergency services. 2. During the natural calamities, when many parts of the country are affected by them and it is beyond the capability of local administration to organise the rescue and relief, armed forces may be called upon to provide / organise relief measures. Armed Forces may also be called upon to provide assistance to other friendly countries, in case this has been requested for. One such example is that of Bangladesh. In 1991, when it was hit by worst cyclone in the history of the country the US armed forces, carried out relief operations  [19]  . In addition Indian Air Force also sent six helicopters for airlifting relief material to the affected areas. 3. Each year Armed Forces are called upon on several occasions for rendering assistance to civil administration throughout the nation during monsoon season for providing rescue and relief during the floods. The role of the armed forces during relief, rescue operations after Uttarkashi earthquake, Latur earthquake in Maharashtra, Chamoli earthquake and Floods in Orissa are well known. 4. Assistance Provided by Armed Forces. The Armed Forces may be called upon to render following type of assistance during natural calamities  [20]  :- (a) Infrastructure for Command and Control. (b) Medical Aid. (c) Transportation of Relief Material. (d) Establishment of Relief Camps. (e) Construction and Repair of Roads and Bridges. (f) Maintenance of Essential Services. (g) Evacuation of People to Safer Areas. (h) Stage management of International Relief. 5. Since the civil administration remains ill equipped for undertaking quick response to major disasters, the armed forces has been the primary option. As one of the most dedicated, professional, and modern armed forces in the world, the Indian armed forces respond to any disastrous situation with all their might. It is due to their technical competence, trained manpower, and logistical capabilities that they are always ready to rapidly undertake any kind of disaster-related rescue and relief operations. 6. They are also located in most remote areas where natural calamities are frequent. For instance, when the tsunami hit the Indian coast on December 26, 2004, the Indian armed forces, co-coordinated by the Integrated Defence Staff (IDS), efficiently handled relief, rescue, and evacuation work under Operation Sea Wave, including extending aid to Sri Lanka and Maldives under Operation Rainbow and Operation Castor, respectively. 7. Whether, it was the Kashmir earthquake of 2005, the tropical cyclone in Bangladesh in, 2007, the fire at Burrabazar in Kolkata in 2008, the serial blasts at Bangalore and Ahmedabad in 2008, or the Mumbai attack of November 2008, the roles played by the armed forces are numerous. In August 2010, when Leh, was hit by flash floods which killed many people and left many other injured, the Indian Armed forcess resp

Cultural Schock

Sabrina Monforte Essay 2 Critical analysis ‘To what extend are you convinced by Tange’s (2005) position regarding cultural adaptation? ’ Regarding the topic of cultural adaptation there are many theories. This essay, essentially, will analyse in depth the opinion of a Professor in the Department of Language and Business communication – Hanne Tange – , whos major is inside the field of Intercultural communication, in opposite cultural and shock adaptation proposed by Sverre Lysgaard in 1995. At first, Tange illustrates in her article ‘In a cultural No Man’s Land – or, how long does ulture shock last? ’ the meaning of sojourn, a key word in her study, to understand that it represents a short stay in another country, usually between a couple of months and a few years, to conduct an international project or a general work in order to expanded the company’s view over the world, in order to gain a greater successful income for it. However, cultural shock has not been analysed from both sides, Tange’s and Lysgaard, because of the fact that Tange’s has been too subjective by taking in consideration this theme. So that, I can not be extended to one of those theories.Anyway, let’s introduce the argument by saying that cultural adaptation is relevant to employees to gain the maximum result from their tasks. During their stay, in the host country, so that they can acquire international competence to benefit their enterprises. According to Tange, to gain the best from a sojourn it is important that also the company should be involved in all the process of adaptation, by following the sojourn, and not to leave the employee on his own. So that the gain of high international qualified skills, can be elaborated as resources for international business.But Tangle introduces the definition of another author by saying that, ‘the process of acculturation rarely moves beyond the level of on stage culture’ (Varner and Beamer 2005: 3), which starts during the process of involvement at the beginning in their own country and it ends there. However, to support the conception of cultural adaptation beyond their own national borders, there are two quite distinct approaches: Lysgasrd’s and Tange’s model. According to Lysgard’s model which is related to the 50’s, cultural adaptation follows a U shape curve. Indeed, ‘at the beginning of the stage, adjustment is felt o be easy; than follows a ‘crisis’ in which one feels less well adjusted, somewhat lonely and unhappy; finally one begins to feel better adjusted again, becoming more integrated into the foreign community’ ( Lysgaard cited in Tange, 2005). To arrive at this explanation, one survey has been conducted by analysing Norwegians visitingThe United States of America. On the other hand, against the previous theory, we have Tange who states that cross cultural adapt ation is divided in three steps: arrival, two years crisis, intercultural stage. In this case, the finding into the research of ‘intercultural business communication benefit rom a qualitative method development in the anthropology and ethnology’ ( Tangle, 2005). Furthermore, to make this survey more reliable, she has taken seven people which they had to move from Scotland to Denmark, aged between 25 and 44 years old, and she has assessed the interviewees through an informal dialogue. Due to this reason it is hardly to think that her methodology can be thought reliable, because of the lowest number of interviewees. It is reasonable to ‘distinguish between the concept of sojourners and immigrants’ (Tangle, 2005).Tangle refers to Stella Ting-Toomey to explain that the main differences are more ased on a intercultural encounter rather then the natural experience of itself. This is due to the reason of a different point of view. Immigrants are more likely to be stressed and this lead to an expectation of a permanent residence, which can be obtained by the Government only by following some standard roules, for instance, having a permanent job, staying in the same country for a couple of years without leaving it, receiving a good income. On the other hand, sojourners are also stressed; however, they do not need to stay for all their life in the host country, ut the duration of the residence it is subject to the contract with their own company. Anyway they can feel anxious in the second stage, according to Tangle’s method, as a reaction of being far away from their country, and this is equivalent to: homesickness, and more in detail means missing – family, friends, their own culture -. In addition to that consequence, ‘they experience also mild identity dislocation, disorientation and loneliness’ ( Ting-Toomey 1999: 248). Although this is the second stage, the first one and the last one are quite similar to each oth er from the aspect of feelings.The interviewees showed an exited and relaxed attitude. It seems that the arrival stage consists of cultural assimilation, which refers to new exiting social networks, thus they feel emotionally charged up and curious about the new culture. While the third stage is blurred for the interviewees, because under this stage everything is absorbed at the subconscious level and are unlikely to show in a quantitative survey. But we can state that as they gain an inside perspective on their new culture, the frustration might be tail-off but for someone is totally erased.For example, upon their return to the home country, they might find deviation between their own natural behaviour and their behavioural patterns, and it is unlikely to settle into their old way. In outlining the result from the survey, we can highlight the fact that most of the employees have been sent home, when they had the right feeling to use their intercultural skills to benefit their enter prise. According to Tange’s, it is mainly advisable to extend sojourns over three years to strengthen the company’s position in a particular market abroad.At the opposite side, Tange suggests that Lysgaaed’s model of the culture shock is not clear and fails to account for cultural overlapping. Whereas she sustains: ‘Tangle model is based on a simplified version of reality’ (Tangle, 2005). However that may be, dare I say that even if Tangle is approaching to the topic using a qualitative method, which is useful to measure something compared to real-life situation, the weakness aspect is that the interviewees analysed are concentrated. Thereof, we can add that the way putting the article is too subjective and she did not nalyse in depth Lysgaard model. In conclusion, notwithstanding what Tangle thinks about Lysgaard strategy, it could be also valuable if analysed.By evaluating the article, the strength is the duration of the survey taken from the empl oyees settled down in the host country, and moreover it is written in an understandable way for a general audience, even if it might be written for big companies with subsidiaries branches. Tangle gained her aim by combining theories of sojourner adaptation with qualitative results but without countering her arguments. In fact, it is reasonable to imagine hat the article and the survey are clashing. Taking over that, I would suggest, HR of big companies have to invest in personnel development for a cultural overview, to prepare them and push trough the stationing overseas in a reasonable way. Thereof, it is relevant that during the training and the sojourn, all the employees are accompanied by their partners, who can help them settle into their new place and to let them facing what they are going to expect. An also, HR have to send employees in another country within their same cultural region, so that they are likely to feel more relaxed.Tangle survey could be hold in a different w ay by taking also other resources. 1200 words References Lysgaard S. , 1995. â€Å" Adjustment in a foreign society: Norwegian Fulbright Grantees Visiting The United States† in International Social Science Bulletin 7: 45-51. Tange H. , 2005, ‘In a cultural No Man’s Land – or, how long does culture shock last? ’, Journal of Intercultural Communication, issue 10. Ting-Tomey S. , 1999. Communication Across Cultures. New York: The Guliford Press. Varner, I. and L. Beamer, 2005. Intercultural Communication in the Global Workplace. 3rd ed. Boston: McGraw-Hill.

Choosing Good Essay Topics on Current Issues

Choosing Good Essay Topics on Current Issues Essentially, issue essay is all about how you perceive the given topic. In the issue essay, you will be provided a topic that's debatable. Curriculum proposal topics is a means to try. Taking into account that lots of persuasive essays concern controversial topics, before writing, you might want to sit down and think of what your opinion on the topic actually is. After all, the GRE Issue isn't a test of knowledge as much since it's a test of how you're able to use knowledge however restricted to back your position. There haven't been any considerable changes to IELTS essay topics in the past several decades. You may continue to keep your argumentative essays for your upcoming job portfolio in case they're highly graded. However you get ready for the essays, make sure you at least write a couple of each type before you take the actual GRE. Okay, now you have the fundamentals about how to select an informative essay topic, let's dig into some amazing ideas! Essay writing is a significant portion of the XAT Exam especially because it's conducted together with the major exam. At that time, you can begin writing full length practice essays. Researching the topic will permit you to find out more about what fascinates you, and should you pick something you really like, writing the essay will be more enjoyable. Firstly, you have to be aware of the appropriate format of essay writing. The first element of the essay we'll analyze is the way that it succeeds in identifying and examining the sections of the argument that are related to the undertaking. If don't have any urge to waste time on choosing the best topic and writing the entire argumentative essay from scratch, don't forget you've a loyal group of professionals by your side. Explaining how to spend less by utilizing open-source texts and internet textbook rental websites would result in an extremely informative essay. Spend a couple of hours looking at sample essays to prevent any unnecessary mistakes. Therefore, if you prefer to be different and attempt to persuade your willing audience on more current problems, then sift through the list below. Selecting an emotional topic is also an excellent idea. The list is intended to inspire ideas. Single parents shouldn't be permitted to adopt. When you are requested to choose a great topic for your argument, start with something you're acquainted with. Be aware that you're NOT being requested to present your own views about the topic. It's possible that while explaining your stand, you divert from this issue and begin discussing another problem. Notice that there's no correct or wrong answer here. The writing sample is a far lower priority than GRE prep, thus we recommend that you jump ahead to the GRE training course. So, it's advised that you maintain your essay crisp, clear and short, keeping the term limitation in your thoughts. Others, naturally, scoff at the idea since they're such excellent writers. You'll have about 15 minutes to compose your essay. When prior brainstorming is finished, you might begin drafting your essay. The more research you can do in order to secure better at your upcoming profession, the better. So all of the XAT aspirants, be ready to compose an essay on the advantages and disadvantages of GST implementation in Indian economy. Pros and disadvantages of a cashless economy. After you're prepared to produce a thesis, take a look at these Argumentative Thesis Statement Examples. The intro of the essay should be exceedingly eye-catching. You've got to compose an informative essay. A proposal essay is extremely easy to comprehend.

The Things They Carried Questions - 1139 Words

â€Å"The Things They Carried† Questions a) The main topic of this novel is burdens. O’Brien is writing about what burdens the soldiers and he had to carry throughout war, physically and emotionally. One way I know is because of the title- â€Å"The Things They Carried.† This title almost summarizes the whole book. O’Brien frequently showed and explained the burdens that were inner conflicts of his and outer conflicts too. In the chapter â€Å"The things They Carried,† O’Brien showed an emotional burden that he carries about him loving â€Å"Martha more than his men and as a consequence† his friend Lavender got killed. O’Brien described this emotional burden as â€Å"something he would have to carry like a stone in his stomach for the rest of the war.†Ã¢â‚¬ ¦show more content†¦The Vietnam War was a long, hard, and destructive war. The Vietnam War scarred O’Brien very much and he felt a way to escape from his memories and experiences were to write them down and create them into a story. I know this because the whole novel had to do with the experiences that O’Brien had gone through and at the end of the novel he saw that him writing â€Å"The Things They Carry† as â€Å"Tim trying to save Timmy’s life with a story† meaning that it was almost as though writing about his experiences brought back his innocence and happiness that he had as a child that the war had stripped him from. e) The purpose of this novel was for Tim O’Brien to try and cope with his painful memories from the war. The whole novel â€Å"The Things They Carried† was composed of different stories and memories from O’Brien’s experience in war. In all of these stories, you can sense pain, hardships and a sense of a burden on your shoulders. That is the way of knowing that O’Brien was almost venting, trying to get those painful memories and feelings out of his system and onto paper instead. He also intended for the audience to feel these pains and truly understand where his pain comes from. He wanted to give the audience a small experience from it, while trying to escape from himself and his memories. This becomes obvious in the chapter â€Å"Ambush† where his daughter asks if he had killed anyone before.Show MoreRelatedThe Things They Carried Discussion Questions1813 Words   |  8 Pages Tyler Mochizuki Mrs. Buzanis English 10 Honors, Period 2 13 January 2016 The Things They Carried Discussion Questions Chapters 1-4 1. Contrast the stone Jimmy carries in his mouth with the one in his stomach (p. 7-8, 16). The stone that he carries in his mouth and the one in his stomach contain two contrasting meanings to Lieutenant Jimmy Cross. O’Brien first introduces the stone carried by Jimmy in his mouth when he receives a letter from Martha concerning their long distance relationshipRead MoreEssay about The Things They Carried Literary Analysis764 Words   |  4 PagesLiterary Analysis of The Things They Carried: Metafiction   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Tim O’Brien brings the characters and stories to life in The Things They Carried. He uses a writing style that brings stories to life by posing questions between the relationship of reality and fiction (Calloway 249). This is called metafiction and it exposes the truth through the literary experience. Tim O’Brien uses metafiction to make the characters and stories in The Things They Carried realistically evocative of the VietnamRead More Fact Verses Fiction in OBriens The Things They Carried Essay1454 Words   |  6 PagesFact Verses Fiction in OBriens The Things They Carried The difference between fairy tales and war stories is that fairy tales begin with Once upon a time, while war stories begin with Shit, I was there! (Lomperis 41). How does one tell a good war story? Is it important to be accurate to the events that took place? Does the reader need to trust the narrator? In The Things They Carried, Tim OBrien examines what it takes to tell a good war story. He uses his own experiences inRead MoreEveryday Use By Alice Walker959 Words   |  4 PagesEveryday Use by Alice Walker, and The Things They Carried by Tim O’Brien are no different. Everyday Use tells the story between a mother and her two daughters, who are living two completely lifestyles. One who now lives a more â€Å"modern lifestyle† and the other who is still living traditionally like the mother. In The Things They Carried the author recites stories about the time he spent in the Vietnam War, he also goes on to talk about the objects people carried with them into the war, eit her physicalRead MoreThe Things They Carried By Tim O Brien1407 Words   |  6 Pages       Our introduction stated that in â€Å"The Things They Carried,† author Tim O’Brien tells us not directly of the soldiers of Vietnam, or the situations they find themselves in, but about the things they carry on their shoulders and in their pockets. These â€Å"things† identify the characters and bring them to life.   I find that to be true as the author unfolds the stories about war and the uncommon things one carries in to war both inadvertently and on purpose.  Ã‚  Ã‚  As it was noted: Stories about war –Read MoreThe Truth Behind The War933 Words   |  4 Pagesâ€Å"The Truth Behind the War† As I am reading The Things They Carried by author Tim O’Brien my heart becomes very heavy. The physical and emotional heaviness for the people who dedicate their lives for their country weighed on me. The war has always been a difficult understanding for me, in the sense of why do we need to prepare for war. I began to question if things could be handled differently in our society today. Pictures of what they go through on a daily bases filled my mind; killing people, watchingRead MoreThe Beauty Of The Beholder1198 Words   |  5 Pagesclarification. Objective truths are based on facts pertaining to the physical and material world. Primary qualities for example, are objective. The size, shape, and motion of a substance remain true whether or not there is someone present to perceive these things. On the other hand, secondary qualities are subjective. Subjectivity requires a perceiver to perceive the affects of a given substance. Sound, taste, color and smell are all secondary qualities dependent on the objectivity of a substance. NeedlessRead MoreEssay On Things They Carried722 Words   |  3 Pagesthe list of all the things the soldiers carried, what item was most surprising? Which item did you find most evocative of the war? Foot powder was most surprising to me. This also shows us how much these soldiers had to travel in the war. In what sense does Jimmy love Martha? Why does he construct this elaborate, mostly fictional, relationship with her: What does this reveal about his character? The sense Jimmy loves Martha is that she gives him perseverance. Martha is the thing that makes Jimmy getRead MoreThe Things They Carried by Tim Obrien1426 Words   |  6 PagesThe War at Home The Things They Carried, by Tim O’Brien, transports the reader into the minds of veterans of the Vietnam conflict. The Vietnam War dramatically changed Tim O’Brien and his comrades, making their return home a turbulent and difficult transition. The study, titled, The War at Home: Effects of Vietnam-Era Military Service on Post-War Household Stability, uses the draft lottery as a â€Å"natural experiment† on the general male population. The purpose of the NBER (National Bureau of EconomicRead MoreEssay The Things They Carried by Tim OBrien1509 Words   |  7 PagesThe Things They Carried Tim O’Brien This work of art is a war story, with love, tragedy and personal responsibility, giving details of what one carries, survives and ponders during events that take place out of our control. The Thing Things They Carried, by Tim O’Brien depicts human beings just like us that don’t get a choice of what happens around us but how to survive with the things we hold dear that help us make it through. It also shares with us the fear, risk and aftermath of the death

The Abolition Of The Slave System - 1915 Words

Secondly, not only was the argument that slavery disappeared when abolition clearly became the economically rational option but another partial cause to the conclusion of slavery can be grasped in the changing social system of nations during this era. Morales of those both directly and not directly involved with the slave trade were transforming. The harshness of the slave system was being proven by the many slave suicides, runaways, first hand stories, and rebellions. Rousseau spread the idea in his writings of personal liberty and equality of all men, which included the African slaves. The realization of what slavery entailed was becoming more known to society and the increasing belief of liberty for all, including slaves, was budding. Potential political benefits from the abolition of slavery were an increasingly common idea that had surfaced from the prevalent idea that slavery was immoral. Without the support from the British Parliament the Parliamentary acts that was necessary to effect change would not have occurred. Changes in moral progress, in ideas about ethics and morality, played an important part in bringing about the end of slavery. Abolition movements became the driving force of ridding economies of the process of slavery with the aid of forced coercion, through Civil war, to accepting the end of slavery in the Americas. In the early modern period of Europe the view of the people was that only non- Europeans could be enslaved and the availability ofShow MoreRelatedThe abolition of slavery in Africa and the Middle East Essay1003 Words   |  5 Pages The abolition of slavery in Africa and the Middle East can be seen from different perspectives. One of them, it is from the international pressure to abolish slavery in Africa and Middle East. The British and Foreign Anti-Slavery Society, was one of the most active institutions in looking for suppression of slavery, in India, Africa and the Middle East.2 They pushed to British government to take direct actions in abolish Indian slavery, and indirect actions on non-European regions were slavery wasRead MoreEssay on Slavery In American History1430 Words   |  6 Pagesin United States, we must mention the Abolition Movement, which began in 1930s, and ended with Emancipation Proclamation. Just like our textbook---A Short History of the American Nation,  ¡Ã‚ °No reform movement of this era was more significant, more ambiguous in character, or more provocative of later historical investigation than the drive to abolish slavery. ¡Ã‚ ± Abolition Movement was not only meaningful to itself, that is, slavery was abolished and black slaves were freed, but also meaningful to theRead MoreSlave Trade Abolition Of Britain And United States Essay1298 Words   |  6 PagesSlave Trade Abolition in Britain and United States Introduction In America, slavery began when African slaves were forcefully brought to work for the production of profitable crops like tobacco. The slavery was practiced all over the American colonies in 17th and 18th centuries. These slaves helped in building the economy of the new nation. Invention of cotton solidified the belief that more workers were needed to work in the farm and ginnery. By middle of 19th century, the Americans westward expansionRead MoreEuropean Exploration And Conquest Of Latin America1277 Words   |  6 Pagesnatural resources, greed quickly became the driving force behind most of the settler’s actions. Slavery became a tremendously important aspect of both society and economics in Spanish, English, French and Portuguese colonies through the encomienda system of forced labor. Although European settlers had nearly identical goals, slavery had distinct roles in their individual colonial economies and societies. European settlers began to travel to and colonize Latin America in the late 15th century searchingRead MoreAbolition of Slaver in the Cape1084 Words   |  5 PagesThe abolition of slave trade was passed by the British Parliament on 24 August 1833. This affected South Africa , which was a British colony at the time, as many colonists at the Cape had lots of capital invested in their slaves. Colonists were particularly annoyed because payment of the slaves was to be collected personally in England, and in many cases the cost of the trip would be more than the money received. (www.sahistory.org.za) In order to answer this key question, information relating theRead MoreCivil Slavery, By Francis Wayland Essay1180 Words   |  5 PagesIn â€Å"Domestic Slavery,† Francis Wayland makes the case for the theological prohibition, and so general abolition, of racial slavery. His particular thesis is most apparent in his conclusion, where he claims that â€Å"the Christian religion no t only forbids slavery, but that it also provides the only method in which, after it has been established, it may be abolished, and that with the entire safety and benefit to both parties† (197). Wayland’s argument therefore has two burdens: first, to show how ChristianityRead MoreThe Path to Aboliton 1312 Words   |  5 Pagessocial and political minds of Americans striving to influence the participation of the abolition movement. One of the many strategies used by American abolitionists was the use of slave narratives. This moral persuasion was a very useful tactic. The creation of these narratives helped white northerners identify with the mindset of an African American slave in the south. The narratives illustrated the experiences slaves overcame to find freedom. Another major strategy that was useful to the slavery movementRead MoreThe Age Of Revolution And The European Revolution1152 Words   |  5 Pagesthis era, radical citizens and reforming governments in Eu rope changed the existing laws and the ruling structure in a way that created the forms of the existing modern Europe states. The age was very revolutionary as it gave the introduction to new systems within Europe. The era was both an age of destruction as well as a catalyst for growth. Also, the impacts during this age changed the world socially, politically, and economically. The age even from the fact that it was centered in the Franco-BritishRead MoreEffects of Slavery on America1594 Words   |  7 Pagesreached at the Constitutional Convention of 1787 in Philadelphia in which three-fifths of states’ slaves would be counted as representation regarding distribution of taxes and apportionment of members to the House of Representatives[1]. This meant that slave owners would be taxed on the number of slaves they owned as well as states receiving representation for the allotted 3/5, or â€Å"Federal ratio,† of slaves owned. During the Continental Congress of 1783, a co mmittee was appointed to decide upon a methodRead MoreSlavery and Liberty ‚Äà ¬ Profit vs. Morality1306 Words   |  6 PagesBritish Writers Speed the Process of Freedom â€Å"By the late 18th century, over eleven million African men, women and children had been taken from Africa to be used as slaves in the West Indies and the American colonies. Great Britain was the mightiest superpower on earth and its empire was built on the backs of slaves. The slave trade was considered acceptable by all but a few. Of them even fewer were brave enough to speak it.† (Amazing Grace 2006) Discussions of slavery often focus

Motivation in Economic Downturn for Surviving Employees Free Essays

string(231) " their great inclination to leave for greener pastures in times of uncertainty, as well as those who are personally affiliated with the laid off as they tend to experience the greatest emotional toll from loss of their co-workers\." | Motivation in Economic Downturn for Surviving Employees| Awesome| Julia Gao Helen HuHannah Hung Chimeme Pan Johnson SunMandy WongYidi YuElaine Zhu| | 4/15/2013| | Motivation in Economic Downturn for Surviving Employees 1. Executive summary The global economy experiences a downturn every five to ten years nowadays. During such financial crises, organizations might have to face the issue of lay-off in order to reduce cost and survive from the downturn. We will write a custom essay sample on Motivation in Economic Downturn for Surviving Employees or any similar topic only for you Order Now Apart from the negative effects on the unemployed, those survivors also go through a hard time. This report has firstly investigated possible negative effects on remaining employees. It is found that survivor syndrome, including five major types, occurs among survivors. Besides, four relevant solutions for managers are provided to minimize the negative influence on remaining employees and to support future development of the company. Lastly, current issues and concerns with respect to motivation maintenance are also discussed for feasibility. 2. Introduction During the financial crisis, many organizations are downsizing and laying off their employees. A major factor that contributes to the failure of most organizations to achieve their objectives after downsizing is that they do not adequately and effectively address the â€Å"people factor† related to surviving employees throughout the process. In other words, most companies focus on comforting the leavers instead of concerning the negative effects on the survivors. Survivor Syndrome is a mental condition that occurs when people perceives themselves to have done wrong by surviving a traumatic event when others did not. In the field of management, it refers to the negative psychological and physical impact that originations’ layoffs bring to the remaining workers (Cascio, 1993). In this report, we identified 5 major negative effects on survived employees and provide possible solutions to the managers. 3. Major negative effects 3. 1 Psychological effects 1. Job insecurity. Survivors wonder how long they will be able to keep their jobs, and they worry that they are not prepared to find work elsewhere, or that there are no comparable outside jobs. Since survivors are at the risk of losing jobs, they no longer regard themselves as an integral organization member, as which they are responsible for the future of organization. 2. Depression, anxiety and fatigue. The process is demoralizing and stressful for the managers who must lay off employees, as well as for employees who lose friends and colleagues. After the layoffs, more work and more pressure to perform, mentally and emotionally drained after survival. 3. Reduced risk-taking and creativity. Many survivors are afraid to face challenging jobs, accept a new task, or discuss a work-related problem for fear that they expose themselves to criticism or poor performance appraisals and become the target of future layoff. As a result, they are receptive to their status quo as being â€Å"safe† instead of taking initiative. 4. Distrust and betrayal. Doubts may arise about the wisdom of the layoff choices when survivors believe that someone laid off is more capable than a remaining one. The feeling of unfairness can lead to worries about the transparency of organization operation thus causing distrust and possible job-hopping. 3. 2 Physical effect Apart from the psychological negative effects, layoffs may also influence the physical health of the survivors. Great pressure and heavy workload can have a bad impact on employees’ immune system. Under this situation, people are probably to have more physical symptoms, like stomachache, headache and cold. 4. Solutions for managers The following are four solutions provided to minimize negative effects on survivors. . 1 Open Communication Research has proposed that procedural justice, which is the perceived fairness of the process used to determine distribution of rewards, has a critical role to play in the management of employee organizational commitment, trust in the corporations and turnover intentions. Hence in times of uncertainty and fear, increasing the perception of procedural justice is the key to rebuild tr ust and confidence among the employees and hence combat the Layoff Survivor Syndrome. This could be achieved through open communication. . 1. 1 Communicate about the downsizing Managers could pursue promoting perceived fairness and transparency through openly addressing the downsizing event, explaining explicitly and honestly the rationale as well as procedure for the layoffs and illustrating how the action of downsizing will lead to future organizational success. Open-book management, a strategy that is designed to help facilitate the communication process, is widely adopted by many recognizable corporations such as the HSBC Group and Cathay Pacific during downsizing. Through disclosure of the detailed business and financial information, the practice provides employees with insights into the company’s situation and hence the rationale for layoffs. Moreover, the approach empowers employees to take ownership of their work as they are now fully aware of the implications of their actions on the company’s performance. As a result, they are motivated to take the initiative to help reduce cost. Furthermore, managers should be candid about the potential drawbacks of the policy. For instance, while downsizing inevitably leads to increased workload and prolonged working hours that create an overwhelming stress for the survivors, timely and quality communication with the employees about their new roles and responsibilities is hence imperative to help them better manage the pressure and maintain employee morale and productivity. 4. 1. 2 Communicate about the future Goal Setting Theory clearly demonstrates that working towards a goal is a major source of job motivation. Effective communication about the organization’s post-layoff goals and visions is therefore important in maintaining and strengthening employee commitment. Regular update on the organization’s long term strategies will further reinforce trust and confidence among the employees, as not only does the action assure them that the leadership is actively solving the problems, but also conveys a clear message that they are being valued and respected by the company. While open ommunication should be encouraged at all levels, special attention should be devoted to the group of employees who are highly skilled and professional in their field due to their great inclination to leave for greener pastures in times of uncertainty, as well as those who are personally affiliated with the laid off as they tend to experience the greatest emotional toll from loss of their co-workers. You read "Motivation in Economic Downturn for Surviving Employees" in category "Papers" 4. 2 Job reassignme nt Job reassignment means to redesign individual roles according to their talents and background. Job reassignment is essential in clarifying everyone’s duty in order to assure that the company can still function normally. And in another aspect, proper job reassignments may also to some extent reduce the negative effects on survivors such as job insecurity and anxiety. 4. 2. 1 Job design Here are some suggested actions for job redesign, including combining tasks, creating natural work units, establishing internal or external client relationships, expanding jobs vertically, and opening feedback channels. The actions mentioned above provide the survivors with more and better opportunities to develop their skills and to take the responsibility. Since the workload of individual survivor usually becomes heavier, what managers can do might be making the job more motivating for the survivors. They will help the survivors to experience the meaningfulness of their work, and also have higher working satisfaction. It will also be able to keep survivors from feeling passed over during the downsizing; they must be assured of their value, which will reduce their job insecurity. 4. 2. Training and supporting programs Besides job design, managers should do a lot more work in order to assure that job reassignment is being carried out successfully, in which training and supporting programs should be offered. Sometimes in the haste of layoffs, employees are shifted to new assignments without appropriate preparation such as job insecurity and lack of confidence in competency. It is found that â€Å"pe ople are uneasy because they are not sure what they are supposed to be doing, who they should be accountable to, or if they are doing a good job†(Wexley Silverman, 1993). In the wake of a downsizing, managers are suggested to sit down with each employee to help clarify his or her new role. Employees need to know what expectations have changed and how those changes may have an impact on their daily work. Research shows that most employees find great comfort in knowing exactly what they’re working toward and exactly what’s expected of them. Additionally, a large portion of anxiety is caused by lacking confidence in competency. Survivors worry that they will not be competent in their newly restructured job functions that the survivors do not ever possess. So immediately after layoffs, employees should be trained on how to handle new tasks or responsibilities. 4. 3 Pay-for-performance As the expectancy theory states motivation= expectation *instrumentality * valance, in relation to effort, performance and rewards. Therefore, we suggest the pay-for-performance scheme to work alongside this theory. The general idea is rewarding through the recognition of work done by overachievers, thus encouraging performance levels. There are, however, several takes to this approach according to Stephen O’Bryne. . 3. 1 Pay versus target pay is tied to performance Some companies believe that pay-for-performance is best reached by awarding compensation when the performance level is above a target level, thus a decrease if it is below target level. Companies such as Procter and Gamble are known to use this method. For example, in its 2010 proxy statement, PG describes pay for performance this way: â€Å"We pay above target when goals are exceeded and below target when goals are not met. † 4. 3. 2 Pay doesn’t go up when performance is poor This method defines pay for performance in terms of performance and pay changes. In its 2008 U. S. proxy voting guidelines, ISS said it would vote against compensation committee members when â€Å"the company has a pay ­for ­performance disconnect,† defined as an increase in pay coupled with a decrease in performance. 4. 3. 3 Pay versus market pay is tied to performance Adopting target pay/prior year pay as a benchmark for assessing pay-for-performance has led some companies to focus on market pay instead. Companies such as Dow Chemical and CSX agree that superior performance should lead to above market pay and poor performance should lead to below market pay. 4. 3. 4 Pay percentile equals Performance percentile If a company provides target levels of pay at or above a particular percentile but the performance does not meet the percentile of peer companies, the firm should redesign its compensation strategy to align it with the organization’s compensation. This can help the situation as it recognizes the efforts of individuals and thus boosting the general morale of the employees. Limitation in this approach lies in deciding the target levels. For example, some companies may adopt a needlessly high target pay level which may result in the rewarding of poorly behaved executives with pay levels that, albeit lower than those for well performing executives, remain above the market. 4. 4 Individualized recognition and reassurance People have social esteem needs such as recognition and belongingness. Employee recognition and reassurance is a critical issue especially when a company is dealing with downsizing, where the survivors are both physically and psychologically affected. Here are 4 detailed ways to raise employee recognition. 4. 4. 1 Offer reassurance whenever possible Recognition is the essentially positive feedback that lets employees know they are valued and appreciated by their  co-workers, supervisors and the organization. Employee recognition could be raised from daily works to formal events. Certainly, special tasks, important meetings and awards presentation are good chances for creating employees’ sense of belongings and self-actualization. Apart from those formal situations, bonuses and prizes, daily appreciation and reassurance are also important. By sending thank-you email or a handwritten note of praise, employees would feel that their hard work is being rewarded. Then, they will be more motivated and continue to work harder (Murdock, 2010). 4. 4. 2 Provide counseling for survivors for further development Counseling can take the format of buddy program in which manager acts as mentor and employee as mentee. Manager may meet with employees on an individual or small-group basis to devise a personal plan for goal achievement. By doing this, the survivors will be aware of the opportunities they still have remaining in the company. Besides, a feedback system can also be established where the employees give feedback about their progress in achieving individualized goals and managers help to evaluate and make improvement on their plan at the same time (Boyd, 2013). The program serves as a channel for mutual communication in the company. Therefore, remaining employees can release the distress brought about by downsizing. 4. 4. 3 Continue to communicate, especially one-to-one Individualized communication would be a modified way to boost morale based on different personality type of employees. By communicating with employees individually, managers are able to understand their feelings and problems and offer helps to improve the situations (jobsDB HK, 2007). Also, they could realize employees’ personalities and take them into account when designing plans for reducing negative effects from lay-off. For instance, for an employee with need for affiliation according to the Three-Needs Theory, he/she probably prefers a social event to renew his/her personal network. As a result, surviving employees could be easily motivated. 5. Conclusion This report discusses 5 negative effects on employees who have survived organization’s layoff and the corresponding solutions. Layoffs due to the financial crisis can lead to physical problems and a series of negative psychological effects including job insecurity, depression, anxiety and fatigue, reduced risk-taking and creativity, distrust and betrayal. Facing such a situation, open communication, job reassignment, pay for performance, and individualized recognition reassurance are the four corresponding solutions suggested. However, the real situation is much more complicated, where more issues should be taken into consideration. One concern is the diversity of workforce. Different employees have different values, backgrounds, making it challenging for managers to identify and satisfy their needs. Another concern is the culture difference. Most current motivation theories are based on the situation in the United States and managers cannot assume that motivational programs well fit in their own case. Therefore, it is suggested that managers should incorporate local cultural factors and personal characteristics when dealing with the downsizing negative effects. ——————————————– [ 1 ]. Cascio, W. F. (1993). Downsizing: what do we know? What have we learned. Academy of Management Executive, 7(1), 95-104. [ 2 ]. Wexley, K. N. , Silverman, S. B. (1993). Working Scared: Achieving Success in Trying Times Jossey-Bass. [ 3 ]. Murdock, K. (2010). Boosting Morale of Employees Important During Tough Times: How You Can Do It in Three Easy Steps. The Washington Post. [ 4 ]. Boyd, J. (2013). How to Motivate Employee Performance. eHow. Retrieved from http://www. ehow. com/how_5996416_motivate-employee-performance. html [ 5 ]. JobsDB HK. (2007). Boost Staff Morale. Retrieved from http://hk. jobsdb. com/HK/EN/Resources/EmployerArticle/morale? ID=500 How to cite Motivation in Economic Downturn for Surviving Employees, Papers

Contemporary Management for Talent Management Plan - myassignmenthelp

Question: Discuss about theContemporary Management for Talent Management Plan. Answer: Introduction Human resource managers and executives of a company have always focused on the basic need of talent management plan for the organization. Talent management plan includes hiring, retaining or acquiring talented employees. In order to reach the optimum level of success, organizational leaders need high performing and engaging employees. It is important to align the talent management program with the strategies of a company, its leadership criteria and functional areas (Subsorn and Limwiriyakul 2012). The report throws light on the importance of talent management plan to cultivate for the continuing growth of a well known company HSBC Australia. The company has been worried about the impact of the changes the modern business world has brought. The report consists of a talent management plan for the company to tackle the issues and challenges for the next ten years. The best talent managing plan is related to the strategic plan of any company and the overall needs of a business. Discussion Goal alignment can be considered as a powerful tool of management, which not just only clarifies the job roles of individual workers, but also discusses the ongoing values of the employees in the organization. HSBC Australia is a well known bank that offers a vast range of banking services and products to the commercial, retail, institutional and corporate sectors (Farndale et al. 2014). It provides its customers with a huge range of financial services, including commercial and retail banking. Recently, the company has been facing some issues and challenges, due to the changing modern business world. The key factors can be the knowledge economy, globalization, structural employment and skill gaps, workplace diversity, digitization, telecommunications and last but not the least; the growing expectations of the customers (Thomas 2013). Talent management plan helps in developing the companys strategies and business needs. At the time of engaging the workers into their work, it is to be kept in mind that greater ownership of employees can lead to the companys success. Through goal alignment plans, employees become more engaged and committed to the companys growth and moreover, they achieve great levels of performance. For a change, HSBC Australia needs to change their strategies to some extent, in order to satisfy the needs and demands of the consumers. The company needs to keep under consideration, several strategic planning which are discussed in this part of the report (Cain 2015). The Human Resource Management policies of HSBC Australia are highly commendable as well as appreciated. It has worked hard to provide its workers and associates with a better working life. The company must also focus on other non-monetary factors; it should give equal importance to other things, such as stabilizing both professional as well as personal life, better opportunities of improvement, good leadership and a friendly environment of working and development (Downs and Swailes 2013). Interaction with the workers has disclosed the fact that they are quite happy working with the corporation. The organizations culture as well as guiding principles and policies have a notable impact on the Human Resource policies of the enterprise, but it should also focus on manpower selection, recruitment and also planning, training, grievance redress, development, employee retention and welfare initiatives (Swailes 2013). The company has gained international popularity and acclamation. The vision and mission of the company is to offer the customers with the best banking and financial services across the globe. It has built a good image and earned great reputation, through creating a safe and healthy working environment for the employees. Moreover, they must take into account every single item and with great detail, to please the customers and check that they dont get offended with the services. The major concern must be the satisfaction of the customers as well as the employees. The company has helped in framing the modern industry banking (Elegbe 2016). However, while recruiting new employees, the company must conduct an orientation program for them, in order to make them understand the vision, mission, goals, strategies and planning of the organization. Such programs help the employees to gain an understanding regarding the company policies and procedures. Furthermore, the organization must conduct various management programs, where different types of courses must be taught to the new employees, by certified trainers, professional experts and others. The employees must be motivated and encouraged to interact as well as share their views and opinions regarding banking and financial services (Kasemsap 2016). The success of the company totally depends on how the organizational leader is treating his/her associates. It must not be taken very lightly as it has the potential to energize the employees, which can drive the company to something huge and greater. HSBC Australia must always look out for new and modern measures for recruiting, developing or training their employees. They must be provided with vast opportunities and benefits as well, in order to assist in the profitability and productivity of the organization itself (Al Ariss, Cascio and Paauwe 2014). The board members of the company are strictly responsible for supervising the organizational management as well as providing the employees with strategic directions. The Global leaders group is highly responsible for overall administration of the organization. The chairman of the company, Mr. Tung Shun Wong JP maintains a quality governance standard in the company. Mr. Antony Cripps is the Chief Executive Officer and Executive Directo r of the company, who has been successfully leading the organization, for years, to the success. Other members of the board namely, Carol Austin, Mark Johnson, Graham Bradley and others has made an exceptional change within the corporation and helped in its progress (Schuler 2015). The company has managed to earn faith and trust from their customers. However, for a better talent management plan, they must motivate as well as encourage their workers by offering them with opportunities of issues resolving, which arises at times. This assists in gaining some creative as well as innovative ideas. They should motivate the associates or employees to voice their feelings as well as share their views fearlessly. This will help HSBC to gain a clear understanding of the problems of their workers. They should also offer their workers with individual sessions of career counseling as well as mentor them for the development of their personality. A leadership approach, of this sort, is highly required in each and every company to reach the heights of appreciation (Bluen 2013). HSBC conducts its operational management in highly efficient manner. The company has worked hard in gaining a respectable market position and that is highly acclaimed. However, the company must keep on encouraging skilled and diverse workforce, which will prove beneficial for the competitive advantage of the company, on the international platform. An organization with skilled and diverse offerings of experiences such as, cultural understanding, ethnicity, languages and more, can provide better services and facilities to the customers on a global platform. It also assists in the expansion of the companys existing service range and that is advantageous for them (Mobley, Wang and Li 2012). A diverse group of workforce enables the employees freely communicate as well as provide a vast range of experiences, skills and points of view. It assists the company to meet the ever expanding needs of the customers as well as business strategies in a more proficient manner. Multinational companies that promotes diverse workforce can prove to be an inspiration for its workers and motivate them to give their best performance. The companys operations management must support the employees to effectively execute as well as implement organizational strategies, which results in profitability, return of investment and profit. The company should effectively manage its employees attitude as well as behavior and moreover, professional diversity trainings must be given, which will prove advantageous for the company (Silvanto and Ryan 2014). However, with new technologies invention, HSBC must consider reshuffling and reframing its technological factors, while implementing the new ones. In recent days competitive environment, information technologys implementation in every operational area is a very integral part for any companys success and growth. Every company looks out for modern and innovative measures for improving their strategies and developmental policies (Gelens et al. 2013). The company should upgrade their existing policies and reshuffle them, considering the leadership approach and employee behavior. They should start implementing new policies and procedures, for competing with other companies in the global platform. The implementations must be framed beforehand and strategically planned, keeping into consideration the pros and cons. Therefore, HSBC Australias management should keep these factors into mind for its further growth and improvement (James Sunday Kehinde 2012). Conclusion To conclude, HSBC Australia has successfully gained mass attention and won many peoples hearts as well as appreciation, in terms of both banking facilities as well as loyalty. The organization has achieved much popularity from their customers as well as the media. In addition to this, the company can further execute more efficient strategies as well as policies, in order to gain better benefits and mass attention. Employees must be receiving regular trainings by management group, which in turn will act as a motivator for them. Every employee should have a common goal and target during their sessions of training, which would further help in checking their efficiency. Furthermore, categorical developmental programs must be introduced amidst the employees, who are qualified enough to move to the upcoming stages. Introduction of feedback forms will help the organization gain a clear understanding of their mistakes, if any. 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