Womens rights

History of women's rights See also: Legal rights of women in history and Timeline of women's rights (other than voting) China The status of women In China was low, largely due to the custom of foot binding. About 45% of Chinese women had bound feet in the 19th century. For the upper classes, it was almost 100%. In 1912, the Chinese government ordered the cessation of foot-binding. Foot-binding Involved alteration of the bone structure so that the feet were only about 4 inches long.The bound feet caused difficulty of movement, thus greatly limiting the activities of women. Due to the social custom that men and omen should not be near to one another, the women of China were reluctant to be treated by male doctors of Western Medicine. This resulted in a tremendous need for female doctors of Western Medicine in China. Thus, female medical missionary Dr. Mary H. Fulton (1854-1927)[3] was sent by the Foreign Missions Board of the Presbyterian Church (USA) to found the first medical college for women in China.Known as the Hackett Medical College for Women this College was located In Guangzhou, China, and was enabled by a large donation from Mr. Edward A. K. Hackett (1851-1916) of Indiana, USA. The College was aimed at the spreading of Christianity and modern medicine and the elevation of Chinese women's social Greece The status of women in ancient Greece varied form city state to city state. Records exist of women in ancient Delphi, Gortyn, Thessaly, Megara and Sparta owning land, the most prestigious form of private property at the tlme. [8] In ancient Athens. omen had no legal personhood and were assumed to be part of the oikos headed by the male kyrios. Until marriage, women were under the guardianship of their father or other male relative. once married the husband became a woman's kyrlos. As omen were barred from conducting legal proceedings, the kyrios would do so on their behalf. [9] Athenian women had limited right to property and therefore were not considered full citizens, as citizenship and the entitlement to civil and political rights was defined in relation to property and the means to life. 10] However, women could acquire rights over property through gifts, dowry and inheritance, though her kyrios had the right to dispose of a woman's property[11] Athenian women could enter into a contract worth less than the value of a â€Å"medimnos of barley' (a measure of grain), allowing women to engage in petty trading. 9] Slaves, like women, were not eligible for full citizenship In ancient Athens, though In rare circumstances they could become citizens if freed. The only permanent barrier to citizenship, and hence full political and civil rights, in ancient Athens was gender.No women ever acquired citizenship In ancient Athens, and therefore women were excluded In principle and practice from ancient Athenian democracy. [12] By contrast, Spartan women enjoyed a status, power, and respect that was unknown in the rest of the classical world. Although Spartan women were formally excluded from military and political life they njoyed considerable status as mothers of Spartan warriors. As men engaged in military activity, women took responsibility for running estates. Following protracted and 40% of all Spartan land and By the Hellenistic Period, some of the wealthiest Spartans were women.The unique thing about Patria Potestas was that it ad no age limits, according to Gaius a man could be consul, have a wife and children of his own and future prominence but as long as his father was alive was still under his potestas (power) and so could own nothing. Patria Potestas only ended with either the death of the father, or emancipation by him. Early in the Republic Manus Marriage ended the potestas for women, but during the middle and later Republic that form of marriage became rare, eventually disappearing completely.Marriage Under Law Rome had only two forms of marriage, and both had exactly the opposite view of legal effects. Manus Marriage was the earlier form of marriage and placed the woman under her husband's manus legally standing in the position of a daughter. Under this type of marriage women could own nothing, and had little if any legal protections. On the other hand a woman assumed the position of her husband's daughter in Manus Marriage making her agnatically instead of cognatically related to Manus, and was the opposite of Manus.Women married Sine Manu experienced no legal changes, so if her father was alive at time of marriage she continued to be his dependent and before the reign of Marcus Aurelius he could even force an end to he marriage. The lack of any legal change of status for the women meant that (provided their father had either died or emancipated them) they could own property, conduct most forms of business, and divorce her husband (without any reason needed). Legally speaking the only lack of independence a woman in Rome experienced in a marriage without Manus was from her fathe r.The only legal issue related to marriage was dowry. A dowry was not required by law, but was usually provided by a father or if a father was nonexistent it would be whatever the bride wished to come out of her own estate. It was administered by the husband, but in the vent of a divorce he was required to provide either the dowry or the equivalent of it back to his wife. In the case of adultery, husbands got to keep portions of the dowry. Politics Legally speaking women were banned from politics.As with freedmen and slaves of the Imperial Family women of the imperial family gained some benefits from the fall of the Republic, but because the nature of the Principate was to hide dictatorship such power had to be subtle and kept out of the public eye when possible. The ban on women and politics was they could not vote or run for office (sine suffragio) enlist n the army, or represent somebody else in court, women speaking their minds was not considered politics and so some women like Hortensia managed to make appearances in politics without violating the law.Inheritance Rights Everyone under the potestas of another had equal rights of inheritance under Roman Law, and wills that did otherwise ran risks of being challenged and invalidated as negligent. Stoic Influence Stoic philosophies had a strong effect on the development of law in ancient Rome. The Roman stoic thinkers Seneca and Musonius Rufus developed theories of Just elationships (not to be confused with equality in society, or even equality) arguing that nature gives men and women equal capacity for virtue and equal obligations to act virtuously (a vague concept).Therefore they argued that men and women have an equal need for philosophical education. [20] Stoic theories entered Roman law first through the Roman lawyer and senator Marcus Tullius Cicero and the influence of stoicism and philosophy increased while the status of women improved under the Empire. [21] Religious scriptures Bible See Women in the Bible â€Å"Adam named his wife Eve, because she would become the mother of all the living. (Genesis 3:20) â€Å"Now Deborah, a prophet, the wife of Lappidoth, was leading Israel at that time. † Oudges 4:4) God chose a woman, Deborah, to lead Israel.Qur'an The neutrality of this article is disputed. Relevant discussion may be found on the talk page. Please do not remove this message until the dispute is resolved. feminism, and Sex segregation and Islam The Qur'an, revealed to Muhammad over the course of 23 years, provide guidance to the Islamic community and modified existing customs in Arab society. From 610 and 661, known as the early reforms under Islam, the Qur'an introduced fundamental reforms to customary law and ntroduced rights for women in marriage, divorce and inheritance.By providing that the wife, not her family, would receive a dowry from the husband, which she could administer as her personal property, the Qur'an made women a legal party to the marriage contra ct. [citation needed] While in customary law inheritance was limited to male descendents, the Qur'an introduced rules on inheritance with certain fixed shares being distributed to designated heirs, first to the nearest female relatives and then the nearest male relatives. 22] According to Annemarie Schimmel â€Å"compared to he pre-lslamic position of women, Islamic legislation meant an enormous progress; the woman has the right, at least according to the letter of the law, to administer the wealth she has brought into the family or has earned by her own work. â€Å"[23] The general improvement of the status of Arab women included prohibition of female infanticide and recognizing women's full personhood. [24] Women were generally given greater rights than women in pre-lslamic Arabia[25][26] and medieval Europe. [27] Women were not accorded with such legal status in other cultures until centuries later. 28] According to Professor William Montgomery Watt, when seen in uch historical context, Muhammad â€Å"can be seen as a fgure who testified on behalf of women's rights. â€Å"[29] The Middle Ages According to English Common Law, which developed from the 12th century onward, all property which a wife held at the time of a marriage became a possession of her husband. Eventually English courts forbade a husband's transferring property without the consent of his wife, but he still retained the right to manage it and to receive the money which it produced.French married women suffered from restrictions on their legal capacity which were removed only in 1965. [30] In the 16th entury, the Reformation in Europe allowed more women to add their voices, including the English writers Jane Anger, Aemilia Lanyer, and the prophetess Anna Trapnell. English and American Quakers believed that men and women were equal. Many Quaker women were preachers. [31] Despite relatively greater freedom for Anglo-Saxon women, until the mid-19th century, writers largely assumed that a pat riarchal order was a natural order that had always existed. 32] This perception was not seriously challenged until the 18th century when Jesuit missionaries found matrilineality in native North American peoples. [33] 18th and 19th century Europe The Debutante (1807) by Henry Fuseli; The woman, victim of male social conventions, is tied to the wall, made to sew and guarded by governesses. The picture reflects Mary Wollstonecraft's views in A Vindication of the Rights of Woman, published in 1792. [34] Starting in the late 18th century, and throughout the 19th century, rights, as a concept and claim, gained increasing political, social and philosophical importance in Europe.Movements emerged which demanded freedom of religion, the abolition of slavery, rights for women, rights for those who did not own property and universal to political debates in both France and Britain. At the time some of the greatest thinkers of the Enlightenment, who defended democratic principles of equality and challenged notions that a privileged few should rule over the vast majority of the population, believed that these principles should be applied only to their own gender and their own race.The philosopher Jean Jacques Rousseau for example thought that it was the order of nature for woman to obey men. He wrote â€Å"Women do wrong to complain of the inequality of man-made laws† and claimed that â€Å"when she tries to usurp our rights, she is our First page of the Declaration of the Rights of Woman and the Female Citizen In 1791 he French playwright and political activist Olympe de Gouges published the Declaration of the Rights of Woman and the Female Citizen,[37] modelled on the Declaration of the Rights of Man and of the Citizen of 1789.The Declaration is ironic in formulation and exposes the failure of the French Revolution, which had been devoted to equality. It states that: â€Å"This revolution will only take effect when all women become fully aware of their deplorable condition, and of the rights they have lost in society'. The Declaration of the Rights of Woman and the Female Citizen ollows the seventeen articles of the Declaration of the Rights of Man and of the Citizen point for point and has been described by Camille Naish as â€Å"almost a parody†¦ f the original document†. The first article of the Declaration of the Rights of Man and of the Citizen proclaims that â€Å"Men are born and remain free and equal in rights. Social distinctions may be based only on common utility. † The first article of Declaration of the Rights of Woman and the Female Citizen replied: â€Å"Woman is born free and remains equal to man in rights. Social distinctions may only be based on common utility'.De Gouges expands the sixth article of the Declaration of the Rights of Man and of the Citizen, which declared the rights of citizens to take part in the formation of law, to: Australian women's rights were lampooned in this 1887 Melbourne Punch cartoon: A hypothetical female member foists her baby's care on the House Speaker â€Å"All citizens including women are equally admissible to all public dignities, offices and employments, according to their capacity, and with no other distinction than that of their virtues and talents†. De Gouges also draws attention to the fact that under French law women were fully punishable, yet denied equal rights. 8] Mary Wollstonecraft, a British writer and philosopher, published A Vindication of the Rights of Woman in 1792, arguing that it was the education and upbringing of women that created limited expectations. Women’s Rights Over the centuries, women have faced numerous difficulties in a male supremacist infested society who places gender as the main determining element of human capacity. Despite the rise of liberal, secularist ideologies that express support for women’s rights in the 08th and 19th centuries, the problem remains chronic as there remain social prejudices and blind convictions on the weaknesses and shortcomings of women as members of society. . During the 50s, the media projected women as undignified citizens who do not have the right to exercise free will. Maurice Isserman and Michael Kazin recall Seventeen Magazine to have advised their readers about the role of women in a relationship. That the woman’s role was to function as partners and not rivals, enemies, and playthings, and that the relationship between women and men should create a heaven, a home that should serve as a place of sanctuary and peace (Isserman & Kazin, 2000, 13). The 1960s proved, on the other hand, to be one of the biggest turning points of women’s rights in the United States and across the world. Apart from the emergence of the second wave of feminists, the Vietnam War provided opportunities for women to show their capabilities as members of the working class. The entrance of women to the realm of the paid labor force were led by women who at the time were over the 40-year old mark Despite such remarkable turn of events, women remained to be deemed as underrated second class citizens. Primarily, tradition norms hold that women should not be granted education and right to labor as their capabilities are not equal to those of their male counterparts. As a result, society failed to acknowledge the statistical proliferation of women in the labor sector because of traditional belief and practice. In doing so, society also failed to look at the fact that the entrance of women in the labor force meant that women as unrecognized members of society have finally broken the domestic ideal that women are supposed to show their supremacy as homemakers and housewives. For the African American woman however, the deprivation of rights were enveloped in the concepts of gender and ethnicity. While African-American women enjoyed the rights to having paid labor similar to those of their male counterparts, they were always compared to white women (Isserman & Kazin, 2000, 26). And considering the rampant racial discrimination during the 20th century, the comparisons between African-American women and Caucasian women implied negativity. Likewise, the right to purity for African American women was among the most alarming concerns as the accepted norm regarding women who take pleasure for sensual activities were only ascribed to African American women. Maurice Isserman and Michael Kazin (2000, 27) write that white American Writer Willie Morris was shocked by the fact that a woman of his own skin tone does actually enjoy sexual intercourse. Morris added more insult to injury as he denoted his personal thought that â€Å"only Negro women engaged in the act of love with white males just for fun (Isserman & Kazin, 2000, 27). † Women’s rights over the years have been hindered by male supremacists who only believed in the capabilities of their own ego. However, it has also been apparent that apart from gender, skin tone and other physical features are also factors that hinder women from proliferating and being part of a prejudice-free society. But putting all the obstacles that gender issues bring forth, such obstacles should not be the cause of disheartening but a beacon of hope that women would one day face a world free of blind prejudice and mindless conformity. Women’s Rights Women are increasingly under attack in Afghanistan as far as women’s rights are concerned. The Taliban overthrew the afghan government in 1996, and ruled from 1996-2001, and during that time; strict restrictions had been executed on women. Women and girls were not allowed to work or receive education. There was an exception to the rule if a woman was widowed, and had no other source of income, and then she could work. Women could not go outside, unless they were covered in a head to toe â€Å"burqua,† which is their traditional attire, and a male relative had to accompany them. The burqua only has a small mesh opening over the eyes allowing limited vision, and many of the women had been injured due to poor visibility. If a woman showed a bit of her ankle or had noisy shoes, she would be beaten. In addition, women had no voice, so they are were not allowed to speak in public. From puberty until death, women could only speak to men who were relatives. Once â€Å"The War on Terrorism† began, it gave the Afghan and Iraqi women hope to reform their nation and improve the social situation. The Taliban were chased from the country by U. S. military forces in 2001, and there have been some improvements in women’s rights concerning education and employment although many still suffer the hardships they did before the war. Most improvements have happened in major cites of Afghanistan such as Kabul, leaving rural areas with very much change at all. The police still enforce the wearing of the â€Å"burqua† by the women, but in Kabul, many professional women no longer wear the burqua, but many still do. According to a July 2003 Human Rights Watch report, the Southeast Afghanistan army and police practice of kidnapping, robbing and raping is so prevalent that women and girls are staying home as a means of protection. The fear of assault and political intimidation prevents the women and girls from gaining an education, employment and political influence. † (National Organization for Women, 2008) There is no abiding law and order in Afghanistan by the police o r local authorities. The NATO forces do not have enough manpower to offer protection. However, armed fathers, husbands and brothers do all they can to protect the women. Afghanistan is also known for child brides and marrying off girls as young as eleven to men in their thirties and even older. â€Å"True, women hold 27 percent of the seats in the National Assembly and one-sixth of the seats in the Upper House. But most Afghan women remain illiterate, impoverished and vulnerable to political and criminal violence. Only 15 percent of Afghan woman can read. The United Nations has described Afghan women as being â€Å"among the worst-off in the world. On average, women in Afghanistan die at least 20 years younger than women elsewhere. †(Women in Afghanistan, 2006) In Herat, which is Afghanistan’s second largest city, the government has given women and girls limited educational and employment opportunities. Women groups have been censored, and derailed from the governments’ administration. It is bad enough that the government is threatening womenâ₠¬â„¢s rights, but society has imposed other means by handing out pamphlets in communities encouraging parents not to send their daughters to school, and many of the girls schools have been firebombed and burned. Some girls have been poisoned to death for going to school. Parents that often deny education for their daughters, force their young girls into marriage. Girls are forced into marriage as young as eight years old. Other restrictions that Afghan women face as a violation of women’s rights is a ban on outside employment, strict dress code for women, very limited medical care, threats of violence if seen without a husband, father or male relative and rejection of humanitarian aid. Women are denied any share of humanitarian aid delivered to their country under the assumption that the men will take care of the women. Before the Taliban takeover in 1996, the Afghanistan women were scientist, members of parliament, cabinet members, and university professors. They led corporations, non-profit organizations and local communities. Many of these women are more than qualified to lead Afghanistan back to democracy. In November 2001, shockingly, Afghan women marched for their rights in Kabul. For the first time in more than six years, Afghan women rallied for their rights. Hillary Clinton established a campaign for women in Afghanistan and in 1999; she spoke out on their behalf about the abuse and the wearing of the burqua of the women in Afghanistan. Over the years, some schools have reopened in Afghanistan allowing boys and girls to attend. Several women have also been appointed or elected to important political roles. In the past five years, in the southern city of Kandahar at least five thousand women have graduated from special literacy courses, where they learned how to read and write and were taught skills such as dressmaking or computer knowledge. There is a woman minister of public health, a woman minister of women’s affairs and a woman heading the human rights commission. Women are also now able to travel more freely, and they have returned to work. Although progress is being made, there is still much more turmoil. â€Å"Registered cases of physical violence against women and girls in Afghanistan have increased by about 40 percent since March 2007. Some women seek escape by self-immolation, resulting in death or disfigurement. Last year, at least 30 women committed suicide in the western Farah Province alone, most of them by setting themselves on fire, according to Afghan media reports. † (Afghanistan Online, 2008) The Afghanistan government announced a plan to give nearly one third of jobs to women by 2012. I hope that this will lead to greater things, and that the women’s rights of Afghanistan will improve and that every woman will be included throughout the country, and they can move forward. Women’s Rights Womens rights History of women's rights See also: Legal rights of women in history and Timeline of women's rights (other than voting) China The status of women In China was low, largely due to the custom of foot binding. About 45% of Chinese women had bound feet in the 19th century. For the upper classes, it was almost 100%. In 1912, the Chinese government ordered the cessation of foot-binding. Foot-binding Involved alteration of the bone structure so that the feet were only about 4 inches long.The bound feet caused difficulty of movement, thus greatly limiting the activities of women. Due to the social custom that men and omen should not be near to one another, the women of China were reluctant to be treated by male doctors of Western Medicine. This resulted in a tremendous need for female doctors of Western Medicine in China. Thus, female medical missionary Dr. Mary H. Fulton (1854-1927)[3] was sent by the Foreign Missions Board of the Presbyterian Church (USA) to found the first medical college for women in China.Known as the Hackett Medical College for Women this College was located In Guangzhou, China, and was enabled by a large donation from Mr. Edward A. K. Hackett (1851-1916) of Indiana, USA. The College was aimed at the spreading of Christianity and modern medicine and the elevation of Chinese women's social Greece The status of women in ancient Greece varied form city state to city state. Records exist of women in ancient Delphi, Gortyn, Thessaly, Megara and Sparta owning land, the most prestigious form of private property at the tlme. [8] In ancient Athens. omen had no legal personhood and were assumed to be part of the oikos headed by the male kyrios. Until marriage, women were under the guardianship of their father or other male relative. once married the husband became a woman's kyrlos. As omen were barred from conducting legal proceedings, the kyrios would do so on their behalf. [9] Athenian women had limited right to property and therefore were not considered full citizens, as citizenship and the entitlement to civil and political rights was defined in relation to property and the means to life. 10] However, women could acquire rights over property through gifts, dowry and inheritance, though her kyrios had the right to dispose of a woman's property[11] Athenian women could enter into a contract worth less than the value of a â€Å"medimnos of barley' (a measure of grain), allowing women to engage in petty trading. 9] Slaves, like women, were not eligible for full citizenship In ancient Athens, though In rare circumstances they could become citizens if freed. The only permanent barrier to citizenship, and hence full political and civil rights, in ancient Athens was gender.No women ever acquired citizenship In ancient Athens, and therefore women were excluded In principle and practice from ancient Athenian democracy. [12] By contrast, Spartan women enjoyed a status, power, and respect that was unknown in the rest of the classical world. Although Spartan women were formally excluded from military and political life they njoyed considerable status as mothers of Spartan warriors. As men engaged in military activity, women took responsibility for running estates. Following protracted and 40% of all Spartan land and By the Hellenistic Period, some of the wealthiest Spartans were women.The unique thing about Patria Potestas was that it ad no age limits, according to Gaius a man could be consul, have a wife and children of his own and future prominence but as long as his father was alive was still under his potestas (power) and so could own nothing. Patria Potestas only ended with either the death of the father, or emancipation by him. Early in the Republic Manus Marriage ended the potestas for women, but during the middle and later Republic that form of marriage became rare, eventually disappearing completely.Marriage Under Law Rome had only two forms of marriage, and both had exactly the opposite view of legal effects. Manus Marriage was the earlier form of marriage and placed the woman under her husband's manus legally standing in the position of a daughter. Under this type of marriage women could own nothing, and had little if any legal protections. On the other hand a woman assumed the position of her husband's daughter in Manus Marriage making her agnatically instead of cognatically related to Manus, and was the opposite of Manus.Women married Sine Manu experienced no legal changes, so if her father was alive at time of marriage she continued to be his dependent and before the reign of Marcus Aurelius he could even force an end to he marriage. The lack of any legal change of status for the women meant that (provided their father had either died or emancipated them) they could own property, conduct most forms of business, and divorce her husband (without any reason needed). Legally speaking the only lack of independence a woman in Rome experienced in a marriage without Manus was from her fathe r.The only legal issue related to marriage was dowry. A dowry was not required by law, but was usually provided by a father or if a father was nonexistent it would be whatever the bride wished to come out of her own estate. It was administered by the husband, but in the vent of a divorce he was required to provide either the dowry or the equivalent of it back to his wife. In the case of adultery, husbands got to keep portions of the dowry. Politics Legally speaking women were banned from politics.As with freedmen and slaves of the Imperial Family women of the imperial family gained some benefits from the fall of the Republic, but because the nature of the Principate was to hide dictatorship such power had to be subtle and kept out of the public eye when possible. The ban on women and politics was they could not vote or run for office (sine suffragio) enlist n the army, or represent somebody else in court, women speaking their minds was not considered politics and so some women like Hortensia managed to make appearances in politics without violating the law.Inheritance Rights Everyone under the potestas of another had equal rights of inheritance under Roman Law, and wills that did otherwise ran risks of being challenged and invalidated as negligent. Stoic Influence Stoic philosophies had a strong effect on the development of law in ancient Rome. The Roman stoic thinkers Seneca and Musonius Rufus developed theories of Just elationships (not to be confused with equality in society, or even equality) arguing that nature gives men and women equal capacity for virtue and equal obligations to act virtuously (a vague concept).Therefore they argued that men and women have an equal need for philosophical education. [20] Stoic theories entered Roman law first through the Roman lawyer and senator Marcus Tullius Cicero and the influence of stoicism and philosophy increased while the status of women improved under the Empire. [21] Religious scriptures Bible See Women in the Bible â€Å"Adam named his wife Eve, because she would become the mother of all the living. (Genesis 3:20) â€Å"Now Deborah, a prophet, the wife of Lappidoth, was leading Israel at that time. † Oudges 4:4) God chose a woman, Deborah, to lead Israel.Qur'an The neutrality of this article is disputed. Relevant discussion may be found on the talk page. Please do not remove this message until the dispute is resolved. feminism, and Sex segregation and Islam The Qur'an, revealed to Muhammad over the course of 23 years, provide guidance to the Islamic community and modified existing customs in Arab society. From 610 and 661, known as the early reforms under Islam, the Qur'an introduced fundamental reforms to customary law and ntroduced rights for women in marriage, divorce and inheritance.By providing that the wife, not her family, would receive a dowry from the husband, which she could administer as her personal property, the Qur'an made women a legal party to the marriage contra ct. [citation needed] While in customary law inheritance was limited to male descendents, the Qur'an introduced rules on inheritance with certain fixed shares being distributed to designated heirs, first to the nearest female relatives and then the nearest male relatives. 22] According to Annemarie Schimmel â€Å"compared to he pre-lslamic position of women, Islamic legislation meant an enormous progress; the woman has the right, at least according to the letter of the law, to administer the wealth she has brought into the family or has earned by her own work. â€Å"[23] The general improvement of the status of Arab women included prohibition of female infanticide and recognizing women's full personhood. [24] Women were generally given greater rights than women in pre-lslamic Arabia[25][26] and medieval Europe. [27] Women were not accorded with such legal status in other cultures until centuries later. 28] According to Professor William Montgomery Watt, when seen in uch historical context, Muhammad â€Å"can be seen as a fgure who testified on behalf of women's rights. â€Å"[29] The Middle Ages According to English Common Law, which developed from the 12th century onward, all property which a wife held at the time of a marriage became a possession of her husband. Eventually English courts forbade a husband's transferring property without the consent of his wife, but he still retained the right to manage it and to receive the money which it produced.French married women suffered from restrictions on their legal capacity which were removed only in 1965. [30] In the 16th entury, the Reformation in Europe allowed more women to add their voices, including the English writers Jane Anger, Aemilia Lanyer, and the prophetess Anna Trapnell. English and American Quakers believed that men and women were equal. Many Quaker women were preachers. [31] Despite relatively greater freedom for Anglo-Saxon women, until the mid-19th century, writers largely assumed that a pat riarchal order was a natural order that had always existed. 32] This perception was not seriously challenged until the 18th century when Jesuit missionaries found matrilineality in native North American peoples. [33] 18th and 19th century Europe The Debutante (1807) by Henry Fuseli; The woman, victim of male social conventions, is tied to the wall, made to sew and guarded by governesses. The picture reflects Mary Wollstonecraft's views in A Vindication of the Rights of Woman, published in 1792. [34] Starting in the late 18th century, and throughout the 19th century, rights, as a concept and claim, gained increasing political, social and philosophical importance in Europe.Movements emerged which demanded freedom of religion, the abolition of slavery, rights for women, rights for those who did not own property and universal to political debates in both France and Britain. At the time some of the greatest thinkers of the Enlightenment, who defended democratic principles of equality and challenged notions that a privileged few should rule over the vast majority of the population, believed that these principles should be applied only to their own gender and their own race.The philosopher Jean Jacques Rousseau for example thought that it was the order of nature for woman to obey men. He wrote â€Å"Women do wrong to complain of the inequality of man-made laws† and claimed that â€Å"when she tries to usurp our rights, she is our First page of the Declaration of the Rights of Woman and the Female Citizen In 1791 he French playwright and political activist Olympe de Gouges published the Declaration of the Rights of Woman and the Female Citizen,[37] modelled on the Declaration of the Rights of Man and of the Citizen of 1789.The Declaration is ironic in formulation and exposes the failure of the French Revolution, which had been devoted to equality. It states that: â€Å"This revolution will only take effect when all women become fully aware of their deplorable condition, and of the rights they have lost in society'. The Declaration of the Rights of Woman and the Female Citizen ollows the seventeen articles of the Declaration of the Rights of Man and of the Citizen point for point and has been described by Camille Naish as â€Å"almost a parody†¦ f the original document†. The first article of the Declaration of the Rights of Man and of the Citizen proclaims that â€Å"Men are born and remain free and equal in rights. Social distinctions may be based only on common utility. † The first article of Declaration of the Rights of Woman and the Female Citizen replied: â€Å"Woman is born free and remains equal to man in rights. Social distinctions may only be based on common utility'.De Gouges expands the sixth article of the Declaration of the Rights of Man and of the Citizen, which declared the rights of citizens to take part in the formation of law, to: Australian women's rights were lampooned in this 1887 Melbourne Punch cartoon: A hypothetical female member foists her baby's care on the House Speaker â€Å"All citizens including women are equally admissible to all public dignities, offices and employments, according to their capacity, and with no other distinction than that of their virtues and talents†. De Gouges also draws attention to the fact that under French law women were fully punishable, yet denied equal rights. 8] Mary Wollstonecraft, a British writer and philosopher, published A Vindication of the Rights of Woman in 1792, arguing that it was the education and upbringing of women that created limited expectations.

Internal and External Equity Comparisons Essay

Organizations that has the drive to flourish in a market that is very competitive must have a compensation plan that is well designed and inspires its employees, has benefit programs, guarantees equity, and handles compensation costs. These plans should mirror the culture of its employees. Organizations have numerous of options when designing a compensation plan comes into play, and must consider how the options they have chosen will be suitable for their strategy for engaging and keeping their employees. This paper will identify a total compensation plan for an organization, identify the internal and external equity advantages and disadvantages, and provide and explanation on how each plan supports the total compensation objective and the relationship to its financial situation. Total Compensation Plan Focused in Internal and External Equity Some organizations decisions are based off of the market. They begin by looking at salary surveys to observe what the other competitors are pay ing their employees (known as external equity). Soon as they have access to the market data that is needed, the organization have their option to either establish their salaries and wages equal, below or above the market depending on the financial situation of that organization. For instance, an organization may decide to raise the pay for certain employees pertaining to certain positions in order interest and then keep very valuable employees. Let’s say General Motors (GM) has just opened up a new plant in a city where Ford is well known. They are short on senior creative program designer positions who’s salary ranges from 99,000-125,000 a year. What GM would do is access the salary surveys that are on the market to see how much Ford is actually paying them. From there GM would make the decision to either set the wage for that positon the same, lower, or higher than what Ford is offering. If that position is needed and they want the best employee then the wages would be set higher, maybe starting off at 105,000 a ye ar with the opportunity to advance to making 130,000 max. This would not only gain the attention of the best program designer but also may retrieve the best from Ford. Conversely GM should also deliberate on internal equity, which is whether their compensation plan imitates how much they value certain positions in relation to other positions throughout the organization. In order to guarantee both internal and external equity, GM would have to institute an operative compensation  management program that conducts job analysis (to systematically evaluate and describe each job within the organization), job evaluations (regulating what jobs have a better value to GM), and job pricing (form rate ranges, the minimum, midpoint, and maximum dollar values for each job). Bottom line is that some organizations compensation plans are meant to meet compliance requirements. While GM would be to attract skilled employees, motivate them, and retain them so that the goals of the organization could be achieved. Advantages and Disadvantages of Internal and External Equity Internal equity deals with the perceived worth of a job relative to other jobs in the organization (â€Å"Cite Hr†, 2014). Generally, they consider skill, effort, responsibility and working conditions in this comparison in order to determine the value of their jobs relative to other jobs (â€Å"Cite Hr†, 2014). This structure is made to show employees that they are being treated fairly based on their place or job within the organization. External equity deals with the issues of market rates for jobs (â€Å"Cite Hr†, 2014). This is where an organization looks within the market to see what’s the going pay rate for certain jobs, then they would determine how they are going to pay within their organization so they could seek and retain qualified employees. This system will require a base pay program the pays competitively. There are a few advantages and disadvantages of internal and external equity. The advantages of external equity is that it allows organizations to keep up with the competition within the marketplace (on salary and wages), it allows organizations to raise an employee pay (if they ask for one basically negotiating), the last benefit is that it forces organizations to always be on top of the market. The advantages of internal equity are that it gives the employees the perception of fairness, it decreases the opportunity for discrimination to arise, and it provides consistent standards because when one is paying an employee fairly an organization limits their ability to claim unfair treatment therefor have a lack of motivation and bad performance. The disadvantages of external is that it could lead to overestimated wages, and employee dissatisfaction. This disadvantages of internal equity is that an organization could risk the loss of employees to higher paying competition, and could lose the employees motivation once they realize they are being paid in the internal equity system. Explanation on how each Plan Supports the Organization’s Compensation Objective GM’s much  improved financial structure and our $23.2 billion in EBIT-adjusted since the beginning of 2010 are allowing us to reinvest in the business at a consistently high level, despite the fact that most European economies are in distress and U.S. sales remained below pre-recession levels in 2012.US automaker General Motors gave one of its highest profit-sharing payouts ever (â€Å"Gm†, 2014). Forty-five thousand employees received $189 million in a profit-sharing bonus, which equaled about $4,200 per person (â€Å"Gm†, 2014).. The external plan works great for this because it allows for employees to make even more money when the production of the company rises. The internal plan also works great because it shows that everyone is being paid fairly but at the same time have that option of buying into stock to make more money. In conclusion having a compensation plan can be beneficial for both an employee and organization. Once an organization choose which direction they are wanting to take whether it’s an internal or external approach is on them. An internal approach is more of a peaceful one for the employees, it shows that they are being paid fairly. While the external approach reaches of for the best employees by having the opportunity to pay them more. Either way an organization will have to pick the type of plan that fits them within the market. References Cite HR. (2014). Retrieved from http://www.citehr.com/601-compensation-plans-overview-base-pay.html GM. (2014). Retrieved from http://www.gm.com/content/dam/gmcom/COMPANY/Investors/Stockholder_Information/PDFs/2012_GM_Annual_Report.pdf

Tips in Casino Games

How would you like to win at blackjack? Keep reading if you are interested in gaining some valuable advice from a retired dealer, if not turn to the home gardening page. Blackjack is one of the most popular games played at the casino because it is a game where the player can have an edge over the house. Basically, the object of the game is to beat the dealer. Having a hand with a value higher than the dealer or having a legal hand while the dealer busts does this. The player must know some basic strategies and procedures in order to have an edge over the house. The process starts before entering the casino; however, the principal procedures are carried out while at the table. Some strategies and procedures include money management, picking the right table and counting cards. Money management is as important as playing strategies. This process starts at home and finishes when the night is over. Firstly, a player should determine how much money to bring to the casino. A good rule is to multiply the average bet by 25; this allows for at least 25 hands. This is important because blackjack is a game that fluctuates with highs and lows, but in the long run, with good strategies, the edge is in the favor of the player. Also a loss limit can be set beforehand. The loss limit is the amount of money that a player will lose before quitting the game. Usually the loss limit is set to the initial amount, but should never be set at more than that. When at the table, money management is also important. There are two simple rules: leave if the money doubles and leave if the money is lost. Try to double the initial amount and if this is done, leave. It has been a good night. However if the initial amount is lost or the loss limit is reached, leave. Never get more money to play with because this generally leads to more losing and more emotional distress. Management over emotions and money will lead to success at the table. Picking the right table may determine whether winning or losing occurs. When arriving at the casino, do not play right away. Study the tables, the players and the dealers. Study all the anchors; that are the players who receive the last hand. More skilled players usual play this position. Having a good anchorman is invaluable because his/her moves determine the dealer†s hand. A good anchorman will save the table regardless of his/her own hand. Also study the other players at the table. Ignorant players can affect the shoe by making a bad move or decision. Lastly the dealer should be examined. Observe the speed at which the dealer deals the cards. Slower dealers will allow card counting, which will be explained in the next section, to be done more easily. Picking the right table can help increase the odds of winning at blackjack. More advanced players count cards to win at blackjack. Card counting is basically keeping track of the cards that have been dealt. This procedure is executed while playing at the table that has been chosen. This is the strategy used by Dustin Hoffman†s character while playing blackjack in the movie The Rain Man. His character uses card counting to his advantage to help a friend win a considerable amount of money. Advanced card counting is difficult to explain and difficult to employ; however, less advanced card counting is more straightforward and still useful. At the start of the shoe, count the number of face cards and aces, which have been dealt. There are 64 face cards and 16 aces in a shoe with four decks. By counting the card, the player has a better idea of what the next card will be. If a large proportion of face cards and aces are dealt at the beginning, the rest of the shoe is unfavorable. As a result lower the bet. If there are more face cards and aces towards the end of the shoe, then the upcoming hands are more favorable and this in turn increases the bet. Card counting is simple to learn with practice yet it is extremely powerful. Money management, picking the right table and counting cards are strategies that can help the player win at blackjack. Independent, each procedure can help improve the chance of winning but collectively, these strategies can give the player the winning edge. Following these easy to learn tips I present, you are on the road to winning at the game of blackjack, but remember this advice I give to you sincerely, do not forget to tip the dealers!

History question Coursework Example | Topics and Well Written Essays - 250 words

History question - Coursework Example He wanted to restore law and order in the country which ensures people stays harmoniously and also championed for what was perceived as morally right in Vietnam traditions was among his achievements. This made him popular hence could go to achieve a lot more. There was constitutional crisis in the region which Nixon worked hard to restore. Presidential elections had been marred by corruption and rigging, which Nixon ensured no more of that when the then South Dakota senator George McGovern was elected as the president democratically. In 1964, Nixon was more popular than even the president as he had 60.7% votes except Massachusetts where he came second. Democrats also required good representations in their states which were to gather for women and youths in their states. Grass root conservative movement emergence was brought by a number of issues. Lyndon Jonson victory in 1964 election results significantly mastermind rise of conservative movements as people didn’t believe there was transparency. There were also grassroots movements unions which were growing which had enabled Barry Goldwater win nominations. These unions comprises middle class men and women from south and west, college students and young Americans who were fighting for freedom as they believe justice were not done during election. Some states were dominated by white people, who were highly skilled; strong economically with high security had angered the minority which took it as discrimination as they were not given same opportunities. Women changing roles were also his concern as he aligned himself with those who were against the idea. Nixon main area of concern was at racial discrimination, poverty and equality among the citizens. This made his famous among the middle and law class who were feeling the pressure as he fought for their rights. Through this, he manages to come out stronger which later became the base of his political

Handling the Different Creative Thinking Obstacles in Life Personal Statement

Handling the Different Creative Thinking Obstacles in Life Successfully - Personal Statement Example I realized this particular matter when I joined several group activities that required me to utilize creative thinking as a major skill that would display the fact that I am indeed learning from all the lessons that I receive from school. Being in an educational group, the author of this paper particularly felt the need to be a major contributor to the progress of the major discussions of the class as well as to the success of every activity that is being managed by the educator. It could be observed that through this grouping, the author learns how to improve the way that he listens, how he observes and how he interacts as well as participate within the group discussions. It could be noted that it is through this that the author learns how to establish camaraderie with his group mates and thus be able to be of good use and contributor to the progress of the entire class. Learning has been a great part of this particular progress on the part of the author. It is undeniable that being a part of this group made the author a more reliable individual in terms of group project implementations. Aside from this, it is undeniable that the author too has understood the importance of team work. Humans are significantly made with personal and innate characteristics in them that are completely different and apart from the others. This idea is mainly because of the certain fact that human beings have their own characteristics of uniqueness and individuality. Thus, human beings become existent in their own personal sense with their own identity differing them from others at some point in their innate qualities. In same manner, cultures and social values are also created and develop with likeness to the concept of individuality and uniqueness since they are created by human beings themselves. Social groups of relative similarities functioned and develop them own system of values and accordance making them united in their own concept and apart from the other social groups. Thus with this concept, cultural diversity has predominantly existed as how society themselves strive and develop to the point of their current state. However, this innate and basically natural concept in the society has been always a massive hindrance for the establishment of social unity and uniformity especially on the principal level of a team. Since the team-building concept's main agenda is the establishment of a uniting factor and bond among its members, their own personal and cultural diversity has always been a challenge for the said aim. Common problems and challenges such as uniqueness in the dominant language, dissimilarities with social norms and acceptable principles, differences concerning perception and opinions, and others often become a problem in the team-building aspect. In general, diversity produces stratification and division thus unification is being hindered. Indeed, cultural diversity in the aspect of team building is one of its main weaknesses. However, cultural diversity in a certain team can also serves as its potential strength producing advantages apart from its common

Part b Assignment Example | Topics and Well Written Essays - 1000 words

Part b - Assignment Example ntition, decreased appetite, decreased taste sensation, and presence of chronic illness, older adults are more likely to be nutritionally deficient, which put them at risk for hypoglycemic episodes (Roach, 2001, p. 321). Likewise, older adults frequently live alone and the non-recognition of the symptoms of hypoglycemia may lead to incidences of injury (Surrena, 2009, p. 387). Mr. Adams Douglas, 51 year-old male, was admitted to the hospital due to confusion. Assessment revealed a blood sugar of 2.1 mmol/L, a marked hypoglycemia. In addition, Mr. Douglas is receiving medication for diabetes and hypertension and stated that he administered full dose (26 units) of insulin in the morning although Mr. Douglas had not eaten anything prior to administration of insulin. Further assessment also revealed that Mr. Douglas smokes 1 pack of cigarette/day and has been living alone in a single bed unit. Upon admission to the hospital, Mr. Douglas’ current conditions include slurred speech, inability to remain still in the bed, feeling of weakness and lack of energy, and Glasgow Coma Scale of 13/15. Initial medical interventions were implemented in order to rule out hypoglycemic episodes. The first nursing diagnosis is the Risk for Injury related to decreased blood sugar level, secondary to insulin therapy. After two hours of nursing intervention, Mr. Douglas’ will be free from any form of injury by maintaining blood glucose levels between 2.7-3.3 mmol/L and identifying signs and symptoms of hypoglycemia. Nursing interventions include the following: assessment of serum glucose levels at bedside before administering oral hypoglycemic agents, before meals, and before going to sleep because serum glucose levels are more accurate parameters than urine glucose, which is affected by renal threshold and function of aging (Moyet, 2008, p. 856); assessment of signs and symptoms of hypoglycemia such as irritability, confusion, fatigue, weakness, sweating, shakiness, palpitation,

The dissapointment by behn's Essay Example | Topics and Well Written Essays - 500 words

The dissapointment by behn's - Essay Example The writer had approached the 17th century contemporary literary as well as socio-political aspects that were predominant in the restoration world of art and literature. Behn’s treatment of the 17th century discourse of sexuality and morality In the poem Behn took up the topic of the battle of the sexes that was one of the most prevalent topics in restoration literature. Her poem began with the typical act of the male pursuing the female in the game of love. She apparently glorified masculine strength over feminine coyness as the power that initiated the act of love. By describing Lysander as one who made sexual advances to a lady because he was â€Å"By an impatient passion swayed† (I.1), Behn not only pointed out the vain male ego but the crudity of the situation. As a contrast to Lysander’s rakish character Behn created Cloris as the conventional figure of ‘virgin innocence’ who was apparently trying to ward off his charms. But her resistance to L ysander’s approaches as she â€Å"Permits his force, yet gently strove† (II.14) indicated Cloris’ indulgence.

Primary Motivation for non-managerial employees Literature review

Primary Motivation for non-managerial employees - Literature review Example It is, therefore, very important for the managers to find out the factors that motivate the non-managerial employees of the organization. The reason for this investigation is to find the primary motivation of the non-managerial employees that drives them to meet the business goals of the organization (Verweire and   Berghe, 2004, p.47). Literature Review The review of literature would provide us with deep insights on the primary motivational factors for the non-managerial employees working in the organization. It has been observed over the years that the non-managerial employees are not held responsible for the business outputs and the effectiveness of the decision taken in following certain business models for improving the productivity (Goold and  Luchs, 1996, p.95). ... The Theory X identifies set of non-managerial employees who are lazy and lacks motivation in carrying out their daily work. These employees lack sense of ownership and do not have the self motivation to drive the business processes. They are only concerned with the monetary benefits (Cunningham and  Harney, 2012, p.46). According to the Theory X, the managers often hold the non-managerial employees responsible for not meeting their work targets. The Theory X identifies a work environment where the employees exhibit a laid back attitude and the entire business output depends on the driving force of the managers. The managers blame the employees for not carrying out the assigned work. In order to resolve the issue, the managers under Theory X have often resorted to the optimal compensation package to be offered to the non-managerial employees which includes fixation of appropriate remunerations, offering stock options, bonuses, etc. By getting the desired remuneration for their work, the non-managerial employees have found the required energy and the effort to be put for producing the required output as instructed by their managers (Marr and  Gray, 2012, p.62). The Theory Y as described by McGregor identifies another set of employees. These set of employees form the productive part of the workforce. The managers under the Theory Y have viewed their workforce as self-motivated. These set of employees have taken necessary initiative to follow the instructions of the managers and meet the targets set by the business. The employees and the managers who have followed this theoretical framework have developed a relationship of mutual trust which has worked to the advantage of the

Writing homework Essay Example | Topics and Well Written Essays - 750 words

Writing homework - Essay Example It is not as if progress cannot happen in a state controlled protectionist system, and be competitive with a free market system. However, the author’s assertions that free trade is superior to protectionism generally is a convincing argument overall. To move from national politics to a more global perspective, it is also important to understand the role of labor in other countries in contrast to its role in the US, and Roberts concentrates mostly on a global workforce. For example, the role of labor unions in Europe is more totalized than it is in the United States. In the U.S., unions represent exact and specific parts of industries and call for more benefits and worker’s rights to be brokered with individual companies. In Europe, unions represent the entire industry because their groups are put together and are more powerful. They call for less specific issues, since they are representing an entire industry in Europe, though. More sweeping changes are possible this way, but the changes are less specifically geared to the immediate concerns of workers in a certain segment of the industry. In terms of labor participation in management, this was unheard-of many years ago, but is becoming more common both in the U.S. and in ternationally. Employees are more frequently being included in the decision-making process and communication is growing between employees and managers, despite political setbacks and setbacks in the US involving union membership and union density. â€Å"The real choice is between a dynamic world and a static world---a world of encouraging people to dream and acquire the skills to make those dreams come true and a world of encouraging people to be content with what they have and to dream less† (Roberts, 2000). The argument for and against international economics is basically a reflection of bigger argument about theoretical issues of protectionism and free trade, which was mentioned above. In this international argument,

In the light of these( moshirian& long-staff) and other relevant Essay

In the light of these( moshirian& long-staff) and other relevant articles, critically evaluate the reasons for the recent global - Essay Example The third one includes the multiple misunderstood innovations in financial engineering, which, in turn, include sub-prime mortgages, credit default swaps, new forms of securitization, and lack of responsibility in large private financial institutions, which operate globally. Many analysts conclude that the crisis was because of poor financial engineering innovations and failures in the financial sector regulations and supervision (Moshirian 2011, 502; Casu et al. 2006, 58). Fiscal policy in the United States led to low saving rate and monetary policy, which was persistently simple (Casu et al. 2006, 58). Other countries affected by monetary policy problems include several countries in Asia, the United Kingdom, Switzerland and some countries within the Euro zone, which had issues with the real interest rates. Many countries, like Korea, had policies that led to large amounts of foreign exchange reserves. The policies also led to global imbalances and distortion of international adjust ment process. These reserves put pressure on the macro-economic policies of many countries including the U.S. global imbalances phenomenon. This, however, was not a main cause of the recent economic and financial crisis. The imbalances and the crisis happened simultaneously as a result of faults in design and implementation of macro-economic policies in the world. This led to increase in global credit. It also led to housing booms in the U.S. and other places accompanied by a rise in equity prices and other factors that cause inflation. Financial sector regulation and supervision also caused the crisis, but the errors were not necessarily committed during that period (Moshirian 2011, 504). Bad financial conditions lead to too much lending and credit standards. Financial sector supervision could have reduced the excesses, but this was not the case anywhere in the world. Innovations in financial engineering have become partly blamed, but they existed even in the past (Moshirian 2011, 504). In most cases, the innovations were not clearly understood, thus leaving the risks involved unnoticed, which is important in financial risk management (Moshirian 2011, 34). Financial innovations did not cause the crisis, but they intensified through market dynamics and distorted the incentives for financial institutions (Moshirian 2011, 505). As such, large private financial that operated globally had an upper hand in this because they played a significant role in exacerbating the crises. The failure of these institutions was not due to lack of national supervisors, but because they absconded their responsibility. Furthermore, their global scope was not the cause of failure, but their large size and complexity. Cases were unique, but the institutions were extremely large. Managers of these institutions became deceived that unfavorable economic and financial crisis would persist indefinitely or until they complete their tasks. However, most of them were wrong (Guerrera and Thal -Larsen 2008, 65). A key element in the existing confusion was as a result of liquidity risks, which culminated into the disintegration of Bear Stearns and Northern Rock (Longstaff 2010, 45). These two made it clear that the risks involved with the reduction of liquidity had previously gone unnoticed since they had enough capital resources back then. The context of deregulation has greatly contributed towards development of these financial products for the last few decades. For example, the different

Proposal on A Qualitative Study of primary care practitioners views of Essay

Proposal on A Qualitative Study of primary care practitioners views of treating childhood obesity in Saudi Arabia - Essay Example ho are just a little overweight leads to a consistent increase in obesity amongst them causing them to gain weight excessively overtime thus leading towards prolonged suffering for themselves as well as their families (WHO, 2006). Further to this is the fact that the overall costs for health care systems has risen alarmingly high causing even more strain for governments to meet these needs (WHO, 2006). More than 43 million children worldwide, below the age of five were diagnosed as overweight in 2010 (World Health Organization, 2011) Obesity which was once merely limited to the high income countries is now on the rise even in the middle class as well as the low income countries, particularly in urban settings (WHO, 2011). Today, more than 35 million children belonging to the developing countries are overweight and approximately 8 million children in developed countries belong to the group of obesity. Moreover, forty three million children under the age of five are overrweight (WHO, 2011). Obesity amongst infants and youth is related to a concurrent boost in rises associated with chronic diseases (Abalkhail, 2002). This glut of weight is also one of the key contributors of paediatric hypertension. Children who are obese are at a much more elevated risk for developing enduring chronic conditions including type 2 onset diabetes mellitus, orthopaedic disorders, coronary heart ailments and respiratory diseases (Abalkhail, 2002). Additionally childhood obesity can also lead to an increase in consequent morbidity regardless of the fact if obesity persists in adulthood or not (Abalkhail, 2002). Obesity and overweight have both become quite dominant in Saudi Arabia over the past few years. This is not only common amongst the adults but is equally widespread amongst the children as well. Based on recent statistics, approximately 6% of the people in Saudi Arabia are obese, with 50% of these being children and adolescents (King Saud University Obesity Chair, 2011).What’s

Group Dynamics Paper Essay Example for Free

Group Dynamics Paper Essay A group is the interaction of two or more independent people, usually working together to achieve a goal. This group consists of 12 angry men, put together as a jury. Their goal to decide if the defendant is guilty or not guilty. Since these men did not choose to be put together, and had no prior association with one another before placement into this selected group, various contrasting personalities that both support and clash are working toward this goal of finding the defendant unanimously guilty or not guilty as a final verdict for the court. Such contrasts of personality creates a conflicting atmosphere in the courtroom. Such dynamic interactions are what makes the group development interesting. Group Development Problems Throughout the movie a group development occurs where jurors question their vote due to the persuasion of other group members as new ways of looking at the facts or emotions of the case are analyzed amongst the group or by inner, silent thinking of the individual jurors. Group development is the changes that occur in the group from first meeting to coming up with an unanimous verdict (the conclusion). Much emotion and development of thinking occurs as time proceeds and the jurors individual thinking is challenged. This is the development of what will create a final, more thought out decision of the group. Character Roles Roles are the titles that distinguish members of a group from one another. All members of this group are jury members. Although each jury member has an equal role not all jury members are created equal. This inequality is based on characters perceptions and attraction(likes and dislikes) for other each other due to the other characters personality. An example is that the meek, quiet guy is disliked because he seems nervous, lacking the assertiveness the group sees as a norm of how jury members should be. So jury members see him as an insignificant jury member due to his personality. Roles come into the film such as the designated foreman (jury member 1) specifically. Based on characterization, you can label personalities such as the meek, the old man, the baseball fanatic, etc. This gives a name to who the individual is. This description is apart from the goals of the group, but should be considered because these personalities are influential to how characters choose to vote. The meek man is easily persuaded. The old man is calm and logical and the baseball fanatic wants to just get out of there because there is a baseball game. Further than we can expand on the personalities of characters by dividing similar groups into the blue collar jurors vs. white color jurors. The white collar group tend to be more analytic about their decisions; whereas, the blue collar workers tend to be more argumentative with a lack of analysis on the subject matter. These characters we see have motives and backgrounds that will influence their arguments for the vote of guilty or not guilty and in turn act as a role of a persuader to other jury members of contrasting or similar personalities. Depending upon the perceiver and their character they will be persuaded or not persuaded. Socio-emotional vs. Task vs. Individual Roles Roles can also be divided into three types of interactions based on the communicating style of the individual group member. Socio-emotional roles are those in which the person is consider with the emotions of other group members and mediating them to achieve favorable or peaceful interactions in the group. I did not see a juror that was concerned with emotions to the extent this role would require to mediate other jurors emotions and thus keep the group cohesively working together. The meek man seems emotionally but he is not assertive enough to speak strongly and bind together the rest of the jurors into caring about other jurors emotions. Since the movie lacks a juror that clearly or even somewhat takes the task of the socio-emotional role, this may be why the group has a lot of conflict in reaching their unanimous, group decision. Task roles are those in which in the person is concerned with the task at hand and how it will be executed (and not emotions of individuals). Their job is to get the job done efficiently and well done. The foreman, juror 1, who sits at the front of the table, taking votes and mediating the procedures would be considered the juror most concerned with the task orientation of the group. For the most part, he speaks without emotion toward wither side and typically talks about proceeding with votes, and does not typically get into the emotion aspect of the trail. Socio-emotional roles and task roles are important for the group to achieve getting the job done and keeping individual members happy. Another role exists independently called the Individual role. This role may or may not occur in a group. The Individual role is the person who does not really care about other s but rather only themselves in the group. The baseball fan should be considered the person who follows the individual role. He does not seems to care about listening to facts about the defendant. He sees it the jury process as a waste of time when he could be doing something he enjoys, watching baseball. Group Norms Expectations Group norms are expectations or standards of activities and behaviors that should or should not occur in the group. The group expects to deliver an unanimous vote of guilty or not guilty to the defendant. Time of debate is a problem for this group. Some members expect an immediate decision, such as the baseball player who wants to get to his game, and others expect a more thought out decision. Since a sentencing of guilty would send the defendant to the electric chair, some jurors feel that a longer than immediate debate should be pursued. So, varying individual expectations of group norms creates a conflict of expectations for the group as to how it will proceed with finding the goal of the verdict. Every individual cannot be pleased as to how the proceedings will go, how long they will take, etc. We see this when jurors that want to get out of there, the court become frustrated because what they expect (leaving) is not quickly what they get (staying longer to discuss the case). Sociometry the Sociogram Sociometry is a measurement technique that summarizes graphically and mathematically patterns of intermeber relations. An example is the attraction or liking principle in groups. The sociogram is the graphical representation of the patterns of intermember relations created through sociometry. An example of this is a graphical representation of who likes whom within the jury in 12 Angry Men. It shows who is least liked to who is most liked. Also, cliches may occur, which are a group that likes each other the most and are more similar or share more homophily than the overall large group. The cliches are the blue collars as one cliche and the white collars as another cliche. They share a similarity of a working class bracket that is more similar in lifestyle to each other that helps them relate to one another which is considered homophily, than as a whole as jurors, to which they are more different from each other. Below is a depiction of what can be analyzed of a sociogram of this jury group: SOCIOGRAM Blue Collars like. Blue Collars White Collars.. like.. White Collars Reject. Meek Man(he is not liked by anyone and thus not listened to not influential) Most Respected (so maybe most liked). the old man. (some blue and some white collars like him) Social Influence: conformity Social influence is interpersonal processes that change the thoughts, feelings, or behaviors of another person. In the movie, 12 Angry Men, the jurors who think the defendant is guilty are trying to persuade or change the feelings of the jurors who think he is not guilty. They are using social influence to try and change their minds. To be more specific, we consider different types of social influence. These types include concepts about conformity, majority influence, and minority influence. Conformity is a change in behavior or belief as a result of real or imagined group pressure. The first preliminary vote by the jury yields an 11 to 1 vote in favor of guilty. Why was this? Was this because most of the jury members thought he was guilty from the beginning, and people who were undecided felt they should vote guilty because of imagined group pressure? Most of the jurors when asked why they voted the way they did said; they were just sure he was guilty, or because the evidence points right to him. This may be true for some of the jurors, but most, perhaps unconsciously, felt pressure to conform to what others were saying. Juror number 8 is the one and only juror that voted not guilty. Henry Fonda plays juror number 8 in the movie. He is in his middle 30s, average size, short dark hair, and is an architect. Juror number 8 felt all the other jurors voted guilty without even thinking about their decisions, juror #8 suggested that they talk about it before jumping to conclusions. Even when some of the other jurors got mad and started yelling at him, he stayed calm and tried to work things out in a mature fashion. When asked if he thought the boy was guilty or not guilty, he said, I dont know. This shows that he had not decided one way or the other. When asked why he voted this way, he replied, Its not easy for me to raise my hand and send a boy off to die without talking about it first. This shows that he wanted to talk things over with the other jurors before he makes a decision. He wasnt going to conform to the group so easy. Social Influence: minority influence This is a case of a minority influence going up against the majority influence. Juror number 8 was not sure the boy was guilty, so he decided to go against the majority opinion, and thus not conform to group pressures. Juror number 8 is a minority among the jury. He wanted to go over the murder and all the evidence again before changing his vote. Most of the jurors said they just felt he was guilty based on the fact the a woman across the street said she saw the murder and the old man, who lived above the apartment that the murder took place, said he made it to the door just in time to see the murderer running down the stairs. Both witnesses identified the defendant as the murderer. Juror #8 brought up possible flaws in each of these as they were stated. For example, he questioned whether the woman could really see the murderer through a passing train in the middle of the night. Juror #8 didnt deny that the woman might have seen the murder and murderer, but thought it might be good to go back over the evidence and make sure they were sending the right man to death. Once the jury went around the table, juror #8 said he would change his vote to guilty if no one changed their vote to not guilty. There was one juror that changed his vote. Juror #9 changed his vote giving Juror #8 more time to talk about the case. Juror #9 said, He gambled for support and I gave it to him. I want to hear more. By convincing one person to change their vote, it forced everybody to listen to more arguments, and possibly change their thinking on the case. There means now there is some social support for juror #8. Social support is defined as emotional support, advice, guidance, and tangible assistance given to others when they experience stress, daily hassles, and more significant life crises. Obviously this was stressful situation and if he had no one back him up, juror #8 would probably fail in his attempt to influence the majority. Its a lot easier to try and influence a majority when you are not alone in the fight, there needs to be social support. Now that there is some social support, juror number 8 feels a little less pressure and is now able to continue with his argument. Juror #8 re-enacted scenes from the night of the murder in order to prove his points. The first time Juror #8 re-enacted a scene was when he proves that the old man could not have walked from his bedroom to the hallway in fifteen seconds. He did this by measuring how far his bedroom was from he hallway, and then walking it himself. It took him thirty-one seconds, making it impossible for the old man to have made it in fifteen, like he testified. By doing this re-enactment, he changed the minds of several other jurors. The minority influence had finally started to have success. Tactics for a successful minority To have success as a minority, as juror #8 appeared to have, a number of tactics must be used in order to influence a majority. These tactics include challenging the majority norm, having consistency, being patient, have rigidity, and bring about divergent thinking. First and foremost, the minority must challenge the majority opinion. If you dont stand up and challenge the majority you will never be heard. When juror #8 votes not guilty he has challenged the majority. The second step is to have a consistent message. In this case juror #8 says he is uncertain the defendant is guilty and wants to go over the evidence again, and hes not changing his vote until they do so. He wants the majority to convince him the defendants guilty. With consistency comes patience. The minority must give it time for their message to be heard and for any influence to occur. Juror #8 is going to stay and talk about the evidence as long as it takes. He is going to stay until the majority changes his mind, or until the minority changes their mind. The minority wants to be consistent and patient, but they want to avoid being rigid. You want to be firm, but you dont want to just say no to everything and be stubborn. You dont want to make yourself look like a jerk, because if you were perceived that way you probably wont have much influence. You want people to like you; this helps you persuade the majority. Juror #8 does an excellent job of not getting mad and staying calm even when the majority is yelling at him. He is a very likable, patient, and mature man and this really helps him influence the majority. Convergent thinking occurs when a person gathers facts, evidence, or experiences from a variety of sources to solve a problem. The result is one answer that hopefully is correct. Majorities seem to possess this kind of thinking, as is the case with 12 Angry Men. The majority members in the jury focused only on the testimony given by the witnesses. They did not consider any possible other alternatives. When it came to the witnesses, their testimonies were undoubtedly right and there was no reason to consider anything else about it. Divergent thinking occurs when we start with a problem and rather than look for one answer, we instead generate many ideas or possible solutions. The minority influence grew in support as the movie went on because members of the jury started to use divergent thinking when considering the trial. Instead of being focused on only one solution, they were considering other possibilities that could have explained what happened the night of the murder. When the jury considers the woman across the street that says she saw the boy kill his father, convergent thinkers assume everything is accurate in her testimony, because there is no other solution in their minds. What juror number 8 does is help the jury see another side to the story. Could the woman see the murder through a moving train at night when she was in bed? Convergent thinkers would say absolutely, while divergent thinkers would consider other possible scenarios. Juror #8 just wanted everyone to think about any other possibilities. In this case, the divergent thinkers noticed that she wore eyeglasses by the indentations on the sides of her nose. They then think about the fact that most people dont go to sleep with their glasses on. So they wonder how the woman could have accurately seen the murder and murderer. Maybe she did see the murder perfectly, but now there is some reasonable doubt.

HR Manual for Tata Power Community Development

HR Manual for Tata Power Community Development Tata Power Company (TPC), a pioneer in the power sector, has historically been committed to environment enrichment and community services. TPC has been undertaking corporate social responsibility (CSR) activities for decades. Tata Power Community Development Trust (TPCDT) is a CSR function deployment organization of TPC. With more and more power generation projects coming into existence, activities related to CSR have increased. TPCDT now required a set of policies and guidelines in order to have smooth governance and operational efficiency in terms of human resource management. Creating a well defined set of rules and policies in organizations manuals could help to avert problematic situations. Hence, the objective of this project is to frame a Human Resources (HR) Policy Manual for TPCDT. The project also aimed at studying various aspects of Human Resources in this organization, analyzing and incorporating HR Policies. Methodology for the project included examining the areas of operation of organization and assimilating information about its operational aspects. After gathering data, the policies that need be incorporated in Human Resource Manual of TPCDT were identified and an in-depth analysis of their applicability to the organization was carried out. The next step included study of various employee and labour related acts as a part of identification of compliance and necessary requirements. HR Manuals of similar organizations and trusts were also referred to understand overall content and flow of the HR Manual for TPCDT. Major observations were noticed in terms of organization structure and internal management systems. The whole structure of TPCDT was to be redesigned. Various grades and designations were identified in accordance with those of Tata Power Company Ltd. A whole new performance appraisal system was designed to suit the hierarchy of the organization. Further for smooth function within the organization an efficient grievance handling mechanism was also established. For all the above major observations certain policies and strategies were recommended by me. Majority of my proposals and recommendations were accepted viz. TPCDTs Organization Structure, Grades and Designations for TPCDT, Three Tier Performance Appraisal System, Looped Grievance Handling Mechanism, Recruitment Flowchart, Forms and Templates, etc. Various activities that were of assistance in formulating the HR Manual included literature review, discussions with HR personnel and higher management of the organization, organizational analysis of TPCDT, referring other organizations manual, academic study material and continuous guidance from company guide and faculty guide. Finally as an outcome of my summer internship project, an HR Manual has been drafted catering to the needs and requirements of TPCDT. This manual was accepted for implementation by the management of TPCDT. Introduction Tata Power Community Development Trust (TPCDT) is a registered trust under Bombay Public Trust Act-1950, dated 13th April, 2009, with its objects as relief of poor, advancement and propagation of education learning, for providing medical aid and relief and advancement of any object to general public utility without any profit. In the subsequent years after its registration, TPCDT started extending its area of operations with its objectives as follows: Relief of poor including the help from establishment and support of institutions, educational fund for the relief in poverty including relief of any distress Providing scholarships, prize and fellowships in any branch of science art or commerce, or in assisting students to study whether in India or aboard either by payment of lump sum or by payment of periodical sums or by giving interest free loans or at nominal interest Providing medical aid and relief, including for establishments, maintenance and support for hospitals, dispensaries, convalescent homes, rest-houses, recreation centers and institutions or funds for medical aid and relief for promotion of health and hygiene Providing aid to any charitable institutions Establishing, support, maintaining and for grant aid to goushalas and other institutions working for the protection and preservation of animals and birds. As the scope of operations increased, TPCDT required a set of policies and guidelines to have smooth governance and maintain its operational efficiency. In order to maintain quality of services rendered by TPCDT, it required hiring of personnel and various other personnel policies. There were some issues coming from various operational locations of TPCDT in context of organizations HR policies and guidelines. Issues like defining a link in between Tata Power and TPCDT in terms of management hierarchy were coming into picture. Other queries included: What can be the maximum permissible benefits and allowances can be granted for TPCDT employees? How the recruitment and selection policy will work? What will be the grievance handling procedure? What should be the procedure for performance appraisal? Solutions to such queries were required in form of written guidelines and policies clearly defining organizations human resource policies. For this vary purpose, TPCDT required an HR Manual to have all sets of policies and procedures compiled in a handbook format for smooth personnel management. Each employee should be able to use this manual as a guidebook when he or she needs to apply organization policy in a given situation. Every employee should feel free to consult this manual to assist in the interpretation of Human Resources policies. 1.1 About HR Manual: The Human Resources Policy Manual is Organizations Human Resources policies written into a usable guidebook for all employees. This manual not only outlines an organizations policy toward the various phases of the employer-employee relationship, but it also indicates how policy is to be administered. Consequently, each employee should be able to use this manual as a guidebook when he or she needs to apply organization policy in a given situation. Every employee should feel free to consult this manual to assist in the interpretation of Human Resources policies. Research and experience has shown that written policies promote consistency, continuity, and better understanding within an organization. When policies are put into writing in the form of a manual, they add a visual effect to their overall purpose. Moreover, written policies help management by eliminating the need for time-consuming and expensive memos, bulletins, and announcements. Written policies also aid supervisors and managers in consistently achieving fair and equitable interpretations of policy that require action on a regular, recurring basis. Moreover, fellow employees feel a deeper understanding of their role in the organization when they realize that policies are written and thereby uniformly administered. Employees feel more secure, confident, and more at one with the organization when policies are made clear for them. Policies promote a movement toward responsibility and accountability. Furthermore, the ever-present tendency to pass-the-buck is reduced to a great extent. Specifically speaking, this Policy Manual is designed to provide management with the following advantages. Understanding Written policy is one of the best antidotes in the Human Resources medicine chest for avoiding troubles an organizational grapevine may cause. Even though everything is subject to interpretation, the odds overwhelmingly favour the written word compared with the oral. Line of Authority Top management cannot make all the decisions that need to be made within the organizations community. Often at times they feel the need to because they are afraid to release that authority to subordinates. Naturally, it signifies that if top management felt that subordinates could make decisions like top management would, the reluctance would be reduced. The Policy Manual achieves this desired relationship. It thus results in a solid delineation of authority. Consistency Consistent application of organizations policies is constructive because it means employees will be treated equally. It prevents, to a great extent, the seepage of prejudice and bias in the decisions of supervision. The achievement of this one virtue takes a colossal step toward the maintenance of satisfactory employer-employee harmony. The need for a Policy Manual is very essential. In short, no organization is invulnerable to the fallacies of human nature. These written policies should increase understanding of organization-wide policy guidelines. Authority and Distribution- Every employee of organization has access to this Policy Manual in handbook format. This Policy Manual is up-to-date and contains the complete and accurate policies of organization as of the published date. Supplements to the Policy Manual- The policies, practices and guidelines in this Policy Manual will remain in effect until changes are considered necessary as a result of internal growth, competitive forces, or as a result of general economic conditions pertaining to higher education communities. However, any such change to be made on any Human Resources policy or practice will be made only after consideration is given to the mutual advantages, benefits, and responsibilities of such changes on supervisors or managers and on other employees of the organization. Management Rights- This manual describes general Human Resources policies and procedures for the organization. This manual should not be construed as, and does not constitute an offer of employment for any specific duration, nor is it intended to state any terms of employment. Organization reserves the right to change, modify, suspend, interpret or cancel its policies and practices at its sole discretion and without advance notice. This right extends to both published and unpublished policies. 1.2 Company Profile: Tata Power Company Limited Tata Power Company is a pioneer in the power sector has historically been committed to environment enrichment and community services. The company reaffirms commitment to the conservation of ecological systems and sustainable development through afforestation, water conservation, nurturing and developing of local species of flora and fauna in our areas of operation. As Indias largest private power utility, Tata Power has set the momentum of growth. In the quest to deliver sustainable energy, Tata Power is spreading its footprint nationwide, creating new benchmarks in operational efficiencies, investing in global resources and redefining paradigms. Tata Powers strength lies in fulfilling their commitments and their ability to manage well in the changing environment. Company takes pride in building lasting and trusting relationship with its customers along with a legacy of caring for communities in and around its areas of operations. Tata Power strives to lead the reform process for sustainable power with an aim to redefine the contours of Indian Power Sector. Tata Power Company and Tata Power Community Development Trust (TPCDT) TPC had undertaken the CSR activities for decades, reflecting the companys commitment towards sustainable energy generation without undue compromise to human and environmental development. These activities were undertaken as a voluntary initiative by the employees of TPC, and there was no separate CSR department. However, with large scale expansion, the need to have CSR as a separate entity was felt. The dilemma for the decision manager was whether to create a separate CSR department or continue with the existing set up. Other related issues needed to be addressed strategically as well as tactically to maintain a balance between shareholders interest and other stakeholders. Tata Power Companys CSR deployment bodies are: Project Description This project deals with preparing HR Manual for Tata Power Community Development Trust (TPCDT) and drafting various forms and templates for administrative purpose of TPCDT. 2.1 Methodology of Project Understanding Organization (Organizational Analysis) Identification of suitable policies for Tata Power Community Development Trust (TPCDT) Identification of related acts and regulatory framework Drafting HR Manual and designing forms and templates Review and feedbacks; incorporating corrections (if any) Step 1 Step 2 Step 3 Step 4 Step 5 Areas of operations Existing organizational structure Existing work mechanisms Through management discussions, analysis of other HR Manuals, etc Concluding policies for manual Identification of regulatory framework and compliance in terms of identified HR policies To compile policies in HR Manual and designing relevant forms and templates To make necessary changes as suggested by management Step 1 Understanding Organization (Organizational Analysis): Organizational analysis aims to generate an understanding of the organizational structure and culture of the system the project is looking at. This can help in understanding the ease or difficulty with which new strategies can be adopted. Organizational analysis is about organizations and people. This covers issues of structure and formality. But it also encompasses issues of process and, in a very fundamental way, change. The subject matter can be very abstract, and is drawn from literatures concerned with organizations in general rather than any specific sector. It also covers underlying change and organizational dynamics, which are common, to a great degree, to all organizations whatever sector they occupy. The project was started by referring literature on Corporate Social Responsibility (CSR) and operational activities of TPCDT. It comprised of data related to TPCDTs legal documents, field of operations and activities of TPCDT, about linkage between TPCDT and TPC, etc. The first and foremost task was to understand the organizational structure and its operational aspect. For this the TPCDTs Trust Deed was read by me in order to understand the purpose of incorporation of the trust. The next part included understanding the current organizational structure. Initially the structure of TPCDT was as follows: Some issues were identified in the existing organizational structure. These issues included: There were no clearly defined set of rules or regulations in terms of management, reporting and authority. A number of personnel from Tata Power were performing the roles of TPCDT personnel at some locations. There was no clear distinction as to differentiate the employment roles of the individual between TPCDT and TPC. In the absence of a HR Policy Manual, the management and decisions pressure was directed towards Head Office. Grades and designations were not defined. The link in between who is eligible for which designation from TPC to TPCDT was also missing. Guidelines for recruitment and other administrative procedures were also lacking to some extent. In order to understand the whole system properly, the current structure of company was examined again. On the basis of observations, a few organizational structures for TPCDT were proposed by me. The proposed structures were as follows: TPCDTs Organization Structure: Proposed Structure-1 TPCDTs Organization Structure: Proposed Structure-2 TPCDTs Organization Structure: Proposed Structure -3 TPCDTs Organization Structure: Proposed Structure-4 TPCDT CEO at Head Office (Support Departments: HR, Accounts, Operations, and Consultants.) Regional Head Assistant Regional Head Program Head Project Head Assistant Program Head Project Coordinator Assistant Project Coordinator Senior Field Worker Field Worker From the above proposed structures, the (proposed organizational structure -4) was finalized with some inputs from proposed structure 1, 2 and 3. The next important aspect in order to proceed towards framing policies and guidelines for TPCDT was Grades and Designations Structure. TPCDT required a clear structure in terms of designation on which a personnel is hired and also a framework for a TPC employee to join TPCDT and for which designation he is placed in TPCDT. After analyzing the organization and conducting necessary research, the following grades and designations table was proposed by me. The designations were identified in line with Tata Power Companys grades and designations. In the following a clear distinction is given between Tata Power Company and TPCDT. This also describes if a person moves from TPC to TPCDT, he will be placed on which designation. The table also highlights the linkage between Tata Powers employees and TPCDT employees Grade in TPCL Designations TPCL Designation TPCDT Grade in TPCDT Sub Grade/ Designation Sub Grades A General Manager CEO A/I ÂÂ   ÂÂ   B1 Deputy General Manager B2 Assistant General Manager C1 Chief Manager Chief Program Head B/II Regional Head B1/II A C2 Senior Manager Assistant Regional Head B2II B D1 Manager Program Head C/III Program Head C1/III A D2 Assistant Manager Project Head C2/III B Assistant Program Head C3/III C D3 Executive Project Coordinator D/IV Project Coordinator D1/IV A D4 Officer Assistant Project Coordinator D2/ IV B E1 Worker Field Worker E/V Senior Field Worker E1/V A ÂÂ   ÂÂ   ÂÂ   ÂÂ   Junior Field Worker E2/V B Note: This table was also accepted later on in grades and designation part. The grades were taken as I, II, III, IV and V. Step 2 Identification of suitable policies for Tata Power Community Development Trust (TPCDT) In this phase the key areas suitable for TPCDT were to be identified. Various discussions were made with Col Prakash Tewari (Retd) who is the Deputy General Manager of CSR and Rehabilitation Resettlement Department in Tata Power and Mr. Inam Mukkhadam who is accounts head for TPCDT. A few questions that came up in the early phases of the project were: What all will be the contents of the HR Manual that will be suitable with the area of operation of TPCDT? What can be the maximum permissible benefits and allowances can be granted considering the fact that TPCDT is a nonprofit organization? How to understand the working conditions of people in their work areas? How to distinguish between the working conditions of personnel among various areas of operations? In this phase of the project various secondary data sources were searched and data was collected. Most of the data was related to companies and profit making organizations. But as this organization is a nonprofit organization, financial freedom is limited as compared to a profit making entity. In the initial phase the following policies that could have been a part of manual were identified by me. A copy of the document first presented to management is attached in Attachment2. After a series of discussions and suggestions the content of HR Manual for TPCDT were finalized. The content comprised of the following: Introduction: It included a brief introduction and background of the organization. This is further continued by briefly describing organizations HR philosophy i.e. vision, mission, objectives and values of the organization and purpose of this HR manual. The literature for this part was identified from the trust deed of TPCDT and management guidelines. Employment: This consists of employment policy of TPCDT and policy of TPCDT to transfer or promote well performing and capable employees to fill vacancies so that employees are provided with opportunities to widen their exposure and further their career development within TPCDT. The next important aspect of employment block in a manual is describing the organization structure and hierarchy. Then is the categorization of employees and associates. It also describes the type and nature of employment in the organization. They were identified as the following in context with TPCDT: Probationer: An employee who has been hired for a permanent position and is put through a probation period Trainee: A person who is freshly qualified or new to the sector may be appointed Interns: Students undergoing practical training with the organization, as a part of their academic Curriculum for a period ranging from 1 to 6 months Fixed Term Employees: A person who has been hired on a Fixed Term Contract Employment based on an identified project, the duration of which may or may not last its specified tenure. Permanent Employee: A person who has successfully completed his/her probation period whose service has been confirmed in writing, by the Organization. Associates: These are experts from various fields having specialized knowledge and expertise Contract Staff: Employees belonging to contractors deployed in the Organizations premises by the Contractor Overseas Interns: Students from overseas universities who undertake practical training with the organizations. Recruitment and Selection End Job Analysis, Employee Qualification/ Specification Posting of Advertisement on Internet/ Newspaper, etc Confirmation Appointment, Induction, Training and Development Staffing: Tests/ Interviews Receiving and short listing of CVs Requirement at Location/Head Office CV s Selected Rejected No YesThis section was identified as one of the most important part of internal human resource management. In context of work areas and requirements a chart was proposed by me, which was finalized later with some minor adjustments in terminology for the purpose of recruitment and selection flowchart. The final chart is as follows: Following activities were of assistance in formulating this flowchart: Literature review Discussions with HR personnel and higher management of the organization Organizational analysis of TPCDT Code of conduct: This part of manual was designed on the lines of Tata Powers code of conduct. All Tata Group of Companies have their internal policy on code of conduct. In order to distinguish between Tata Power and TPCDT separate code of conduct was drafted in lines with Tata Code of Conduct which was having few elements from Tata Code of Conduct and other elements form the observations out of organizational analysis from Step 1 i.e. Organizational Analysis. Performance appraisal: The purpose of performance appraisal is for a supervisor and an employee to have a candid discussion about performance expectations and actual performance. The employees actual level of performance is compared to the expected level of performance using standards that were developed by the supervisor with input from the employee. The benefits to be gained from conducting performance appraisals include: Recognizing accomplishments Identifying newly acquired competencies Preparing employee development plans Planning improvement where deficiencies are found Goal-setting Communication between supervisors and employees A new performance appraisal system was identified for TPCDT. A new Three Tier Performance Appraisal System for TPCDT was suggested by me. In most of the Tata Group of Companies Performance Management System is followed. But after few discussions with higher management officials, it was accepted in the proposal phase itself. This system works as follows: The first phase will comprise of Self Performance Review. Employee will fill the form in 5 days of time. This has to be filled in by the candidate himself. He will be judging himself on parameters stating how the employee judges himself/herself. The employee should fill in the KRAs / Goals in the beginning of the year. HR dept will then provide employee a Subordinate Performance Appraisal Form. This form will deal with a critical evaluation of the employee by its other fellow employees or subordinates. This form is also on the same grounds measuring various parameters stating how employees subordinates judge him/her. The next and most vital part in the three phased appraisal system is IO-RO-SRO Performance Appraisal. This appraisal will have remarks from the immediate superior of the candidate who is known as IO and then it will be forwarded to the next superior RO of the candidate. Their remarks will be recorded in a form and along with all the three forms; the file is given to SRO for finalization of the result. (IO- Initiating Officer, RO- Reviewing Officer, SRO- Senior Reviewing Officer) [Note: An Initiating Officer (IO) is the immediate superior of an employee. A Reviewing Officer is the superior to Initiating Officer and a Senior Reviewing Officer (SRO) is the immediate superior to Reviewing Officer (RO)]. The evaluation aspect and flow will be as follows in all the performance appraisal forms with an exception to a final remark column in IO-RO-SRO Performance Appraisal Form by SRO Suppose there are 20 attributes on which self/subordinate/IO-RO have to give point out of five. Here five is the highest and one being the lowest. Based on the result employee will be rewarded. Based on this report, salary increments and/or shifting to next level or fresh contracts in the same/ higher grade are made. Promotion: For the purpose of promotion it was collectively decided by management to give on merit. It was decided that it can either be based on the report generated from Three Tier Performance Appraisal System or direct promotion from the Managing Trustee of the Organization. However, special consideration will be required for promotion over and above the post of Program Head. Promotion will be approved after approval from Managing Trustee. Salary payment: It was decided by management that the Managing Trustee of the trust must approve salary of all employees. Additionally, salaries above a threshold set by the Board of Trustees must be approved by the Compensation Committee of the Board of Trustees if required. It was decided that salary changes, including certain types of supplementary compensation and salary during a leave of absence, require the same authorization and review process. Employee recognition and awards: According to studies, employees work better if they are given incentives for good performance. People naturally love to be recognized so it is important that companies and organizations set up an awards giving system to keep its people inspired. In addition to my inputs in HR Manual for TPCDT, a new policy on having employee recognition and awards was proposed by me. This part of manual would define the procedures and guidelines related to Employee Recognition and Awards. This has also been accepted after a few discussions and awards like Karmyogi Award, Spot Awards, Best team Award, Best TPCDT Performer Award, and etc were introduced. Every individual will be evaluated by his/her Initiating Officer (IO) and Reviewing Officer (RO). This will be further reviewed by Senior Reviewing Officer (SRO). One of the differentiating fact about these awards is they are not single awards. As many competent employees can be nominated and given these awards. This decision was taken to increase team effort and motivate individuals. Job rotation: Job rotation is rotation from one function to another, in same location or different. Rotation is in the same function as well as different function but may be at various locations. It was collectively decided that the minimum period after which an employee may undergo job rotation should be 2yeras. Following activities were of assistance in determining the policy on job rotation: Management discussions Literature review Discussion with current employees of TPCDT Grievances redress mechanism: For any organization, a proper grievance handling mechanism is considered to be very important. For this purpose a new multi-loop grievances redress mechanism was proposed by me. It was designed considering the fact of small loops. Each loop is having a specific decision related to grievance handling outcome. This mechanism was also accepted by management as official grievance redress mechanism for TPCDT. This is in a flowchart structure and has different loops for different situations and grievance handling. Receipt of a Grievance in TPCDT (Within any department or area) Assessment of the Grievance by Grievance Officer (One at each location) Grievance sent to Head Office For review by (Chief Grievance Officer) Discussions within Board and Managing Trustee Grievance Resolved Sent to Chief Executive Officer Solution Sent to Origin Site Yes No Grievance Resolved Yes No Employment separation: This policy was drafted as per management directions. It included procedures related to job separation and types of job separation. The main focus while drafting this policy was on providing clear guidelines to employees about various policies, guidelines and formalities necessary at the time of job separation. Various types of job separation areas that were identified are as follows: Termination: Termination of employment is an inevitable part of personnel activity within any Organization. Resignation: An employee resignation policy is an organizations official instruction for initiating and processing the voluntary separation of an employee.ÂÂ  An organizations employee resignation policy officially compels staff to follow the procedures. Resignation procedures protect the employees rights and the organizations interest. Official forms confirm and document that the resignation adhered to policy. It was decided that an employee resignation may be submitted in writing to the Chairman/CEO 3 month prior to the final working date. Earned but un-used vacation time (pro-rated to the last day of employment) will be paid. Sick leaves left unused will not be paid. In order to have a smooth flow of instructions, a resignation process flowchart was proposed by me for TPCDT. The chart is as follows: Resignation Process Flowchart Initiating Officer Returns Resignation Letter to Officer Division inform HO regarding date of release Resignation Acceptance Letter Handed to Employee Approving Authority Approves Resignation END Reviewing Officer (RO) Returns Resignation to Officer Resignation Letter is handed back to Officer START Officer Submitting Resignation Letter Officer Reverses Decision Forward to HR at HO for further proceedings Reporting and Discussion with Initiating Officer Discussions Take Place Forward to CEO at HO for Further D