Praising And Providing Honest Appraisal English Language Essay

Praising And Providing Honest Appraisal English Language Essay According to Collins English Gem Dictionary, a criticism is a skilled in, or finding fault act whereas praising is an act that expresses approval, admiration of, glorifying and giving commendation. For example, live shows such as American Idol and Americans got talent, where the participants will be judged and evaluated by the judges. The comments may be fair or biased and hurtful. Criticizing someone does not necessarily have to be viewed as something negative because a criticism is given in order to help others to improve themselves or whatever they are lack of. These are positive criticisms that will lead to positive outcomes. However, there are also negative criticisms. These are the kinds of criticisms that are detrimental to an individuals self-esteem. People who are always giving negative criticisms to others should be avoided. Appraisal on the other hand is used in the same sense as the word praise, which means an action that expresses warm approbation of, commend the merits of, glorify and extol the attributes of something or someone (The Concise Oxford Dictionary Of Current English, 1951). We give praises to someone when we agree or enjoy the persons actions. For example, we praise someone when he or she has given an inspiring and awesome speech which has succeeded to move the hearts of others. We praise others when we like them or look up to them due to the qualities that we admire. However, the praises expressed are not always sincere and honest. The praises that are given by others may be false and are actually in the form of sarcasms, ironically. For example, if someone says You have the shape of a pear, he or she might be praising you for the sexy body shape that you have, but it might be also a kind of sarcasm as well which refers to the fat of your body. Providing honest appraisal is quite similar to the act of praising, but it is definitely an honest appraisal. Providing honest appraisal is healthy because it comes straight from the thoughts and feelings. We provide honest appraisal when we sincerely wish to give someone appraisal because we think they deserve our honest appraisal. Our honest appraisal will help to boost the confidence of others and help us not to be biased toward others. 2. Meanings are in people, not in words. Explain this statement. According to Brian Paltridge in his book Discourse Analysis, people do things or perform communication acts in order to achieve their communication goals. Usually people meant what they say, not semantically, literally and not only on surface but every words uttered have its own meaning depends on the situation that they are in and to whom they referred to. For instant, a person who is a driver will understand if someone gives him direction by saying Take 12 oclock after you reach the roundabout. However, other people might get the message wrong if they are in a different situation or they dont know what those words meant. They will assume that Take 12 oclock as the time on the clock or watch. This shows that meaning is in people and not in words. It is also depends on the situation and people who are involve in the context. It is the same when you talk, share information, or story with someone. If your friend tells you about his or her problem, that person will aspect you to listen, paying attention, understand, and show support. During this time, it is important for you to try and get what your friend is saying and try to understand what he or she meant by what the person said. If you have any doubt or seek confirmation, you should rephrase and ask question for confirmation and clarification. Indirectly, you will help your friend understands the problem better and come out with solution by himself. Other than that, words can be very powerful and change peoples life. For example, the words I love you can create a strange and wonderful feeling in your heart toward somebody who feel that you are special in his or her life. It also can change your life in a split second. We should pay attention with the interaction that we make with people around us especially those who are important in our life. It urges us to learn to understand the deeper message relies beneath those words, appreciate it, and how it becomes meaningful to their users. 3. Say what you understand by sexist language and racist language. Why are these forms of speech practice considered offensive in each case? How can we avoid these barriers to effective speech? Sexist language is using language in a way that excludes either men or women when discussing a topic when actually that is meant to include people from both sexes. For instance, the statement Each student chose his own topic for his term paper, leads the reader to assume that all the students in the class were male, despite the probability that half of them were female. Therefore, sexist language is gender bias in using languages. It can occur either consciously or unconsciously. When unconscious, the gender bias in language can be considered to be the product of society: the repetition of sexist behavior and terms used by other people in their speech practice causes the speaker unconsciously produces his or her own sexist language where men are the norm and women the other. Sexist language offends people when they find themselves excluded. If you are using language that is offensive to half of your audience, you will not get your message across. People will not be receptive to your arguments if they are aggrieved by your use of exclusively masculine pronouns. Moreover, sexist language encourages discrimination and can discourage people from pursuing their dreams. In order to avoid these barriers, some strategies have to be taken to achieve effective speech. Firstly, the generic man in common terms includes man, mankind, and caveman are the most commonly used gendered nouns, so avoiding the confusion they bring by using humanity or the human race when you are referring to all people or use person instead of man when referring of a single hypothetical individual. Secondly, avoid gendered pronouns and possessive adjectives like generic he and his by making them plural and use plural pronoun they. Thirdly, sex role stereotypes should be avoided by using genderless titles whenever possible, such as flight attendant instead of stewardess, fire-fighter instead of fireman, and homemaker instead of housewife and avoid adding gender markers to genderless titles, such as male nurse; use the genderless title alone (i.e., nurse). It goes the same for racist language which most of the time are used to hurt other people who are different, in terms of their races. It may cause a lot of negative effects in every single way of its application no matter in what context it is been used. Taking Malaysia as an example, unity is one of the factors why all of us can live peacefully in a country which consist of many different races and not to mention being proud of it. Malaysia once faced racist issue and the last time it happened, thousands of people died in the tragedy and it shows how dangerous it can be when were dealing with racist issue. The point is, there is no particular race is better than the others, as long we are willing to work hard, and everyone could achieve the same success. Whether they (racist and sexist languages) are used on purpose or blindly, it is a form of abuse or bullying and I think we can all do well to watch what words escape our lips, just in case we are repeating things weve always repeated without even knowing that they may be hurting someone. On the other hand, one way to avoid these kinds of languages is always remember than we are not better than anyone else and everybody should be treated equally. By this way, we wont have any prejudice among other races or the opposite gender and of course we will make the world to better place to live.

Employee Resourcing and Development Essay

Employee resourcing and development is essential to all organisations and highly contributes towards the organisations success. Employee resourcing is ‘the part of human resource management which focuses on the recruitment and release of individuals from organisation’ and ‘the management of their performance and potential while employed by the organisation’ (Pilbeam & Corbridge, 2010). Employee development is ‘the process & facilitation of learning and knowledge that support business goals, develop individual potential and respect and build on diversity’ (Harrison, R., 2009). Employee resourcing and development can significantly add value to an organisation and help to cement the HR business partnership, and this essay will critically analyse the extent to which resourcing and development activities do so. Absence Management Employee absence levels can have substantial negative impacts on organisations; and therefore it is becoming increasingly common to see organisations introducing new, or revising existing, absence management programmes. A study from CIPD found that the ‘annual median cost of absence per employee was  £595’ (CIPD, 2013); costing the UK economy  £17 billion per year (ACAS, 2010). If an employee is absent from work it is highly likely that the organisation will be faced with both direct and indirect costs. Direct costs being those associated with the hiring of, and paying for, temporary staff while the particular employee(s) are absent (ACAS, 2010); Statutory Sick Pay if the employee is absent for 4 or more days in a row; occupational sick pay, if it is part of the particular organisations terms and conditions (GOV.UK, 2013). Secondly, indirect costs are those related to low morale amongst remaining colleagues, who may be expected to take on extra responsibilities as a result of the absence; decreased customer satisfaction, if temporary members of staff are not adequately knowledgeable in particular areas of customer interest; reduced reputation with both customers and potential employees, potentially affecting future business; decreased performance and productivity, as a result of demotivation of remaining colleagues and lack of staff in relation to workload. All of which can significantly impact upon organisational efficiency and effectiveness  (Pilbeam & Corbridge, 2009). Efficient absence management can reduce the detrimental effects that employee absence can have on an organisation, and can also be seen to contribute towards added value. The study carried out by CIPD found that ‘return-to-work interviews and trigger mechanisms†¦ are ranked among the most effective approaches for managing short-term absence’ (CIPD, 2013). A return-to-work interview is a crucial part of an absence management programme – welcoming empl oyees back to work following their absence and checking that the employee is well enough to return to work (ACAS, 2010). If an employee returns to work before being fully recovered there is the chance that the employee will take longer to return to full health, reducing productivity and potentially resulting in them being absent again in the near future, and possibly for a longer period. There is also the risk that they could pass on their illness to other colleagues resulting in further absences (Robson, 2006) and further impacts on productivity. Read more: Essay on Developing and Assessing Employees The return-to-work interview also allows organisations to identify the cause of the employee’s absence and to assess whether their absence was work-related (ACAS, 2010). This then enables the organisation to take steps to prevent the same employee, or other employees, being absent for similar reasons in the future; this may include training updates in health and safety for example. The cost of such changes will be potentially outweighed by the benefits, by reducing employee absence levels in the long-term. A return-to-work interview may also outline the underlying reasons for absence, such as the employee having to take care of an elderly relative (ACAS, 2010). In these circumstances an organisation may decide to develop different working arrangements with that particular employee, for example flexible working. Flexible working allows the organisation to fit around the employee’s schedule, potentially reducing the number of days that the employee needs to take off work unexpectedly as a result of their circumstances; thus reducing the negative impact that unexpected absences can have on productivity and associated costs. It also enables organisations to plan ahead – if they know that a particular employee is going to be off work then they can recruit temporary/part-time staff to fill in on these days; reducing the impact that the extra workload could have on colleagues stress levels and allows the organisation to maintain levels of productivity. The effectiveness of flexible working and the extent to which  it adds value, however, relies heavily on whether or not it is valued by the employees themselves (Hodge, 2009); therefore this should be investigated prior to it being implemented. As previously mentioned trigger mechanisms, such as the Bradford Factor is also found to have an ‘overwhelmingly positive impact on absence’ (CIPD, 2013, p. 31). The Bradford Factor is a ‘mechanism for weighting frequency of sickness absence’ (Pilbeam & Corbridge, 2009 p. 340). Such management techniques of monitoring absence increase productivity and reduce levels of absenteeism; which in the long-term will reduce organisational costs, resulting in increased profit. A study looking into the impact of positive intervention in absence management found that trigger mechanisms reduced absenteeism, especially if sick pay was withdrawn or there was the threat of disciplinary action (Baker-McClearn, et al., 2010). However , this was also found to ‘contribute to low morale, lack of commitment to work, stress and anxiety’ (Baker-McClearn, et al., 2010), all of which could potentially lead to reduced productivity resulting in increased costs. There was also a close link found between the use of trigger mechanisms and increasing levels of presenteeism (Baker-McClearn, D. et al., 2010). Presenteeism can be used to describe people ‘who, despite†¦ ill health†¦ are still turning up at their job’ (Unison. 1999, as cited in Baker-McClearn, et al., p. 311). For example, employees would come into work feeling unwell as, one, they couldn’t afford to remain absent if not receiving sick pay and two, they were frightened of the consequences disciplinary action would bring. This has severe impacts upon productivity, with findings showing that ‘productivity drops from 75% on ‘normal days’ to 55% on ‘sick days’’ (Newcombe, T., 2013). Ther efore, although the Bradford Factor is effective in reducing absenteeism, it is questionable whether the benefits of this outweigh the negative impacts on the employee and the impacts that presenteeism can have on the organisation. As previously mentioned, HR aims to improve employee productivity through absence management. This consequently improves employee performance, which contributes towards organisational objectives, such as improving performance – potentially leading to increased profit margins. Therefore the alignment of the HR practitioner’s objectives with the business manager’s objectives helps to reinforce the business partnership; with both partners working together to  achieve organisational objectives. Employee Well-Being Employee well-being has been defined by CIPD as ‘creating an environment to promote a state of contentment which allow employees to flourish and achieve their full potential for the benefit of themselves and their organisation’ (Pilbeam & Corbridge, 2009, p. 416). It is becoming increasingly common to see organisations adopting measures designed to promote employee health and well-being; as organisational researchers have found that dysfunctional employee well-being can have widespread costs for the organisation (Wright & Chuang, 2012). For instance, employee well-being strategies aim to create a healthier workforce which consequently leads to reduced absence levels. Therefore, as a result, this then leads to a reduction in the significant financials costs related to employee absence (Bevan, S., 2010). Employee well-being also aims to target long-term absence related to depression and anxiety; both of which prove to be ‘more complex and costly to manage, and have m ore significant consequences for employers’ (Bevan, S., 2010, p. 11). Therefore, it is likely that the costs of implementing such well-being policies will be outweighed by the significant savings and increased added value that will be seen as a result. These measures have not only been found to positively influence an employee’s health and well-being, but also to add value to an organisation through improved employee productivity and commitment (Bevan, S., 2010). As previously mentioned, well-being can have a positive impact on absence levels which as a result improves employee productivity. Macdonald (2005) also suggested that well-being strategies contributed towards employee morale, increased levels of productivity and employee retention (Pilbeam, & Corbridge, 2009). Research has also gone onto to find that there is a significant link between employee well-being and job performance, workplace accidents, customer engagement, quality defects and profitability. Job per formance has been found to be highly correlated with employee well-being in a number of organisational studies (Thomas, et al, 2012). Absence management is one way in which performance can be improved within all organisations, particularly within the domiciliary care sector. With government cut backs and managements time being constrained, absence management schemes can often be overlooked, resulting in high levels of absenteeism. As previously mentioned, the Bradford factor has been found to  have an ‘overwhelmingly positive impact on absence’ (CIPD, 2013, p. 31) and is one way that domiciliary care businesses could monitor absence effectively and efficiently, without taking up too much of management’s time and without incurring substantial costs. Return-to-work interviews will also enable management to identify the key reasons behind the absence, allowing management to take steps to potentially prevent absence of the same reason occurring again. Both techniques will in theory reduce absenteeism as employees will be aware that their absence is being monitored, and so they will be less likely to be absent from work as frequently; therefore overall increasing organisational performance. Recruitment and Selection Recruitment is ‘the process of generating a pool of capable people to apply for employment to an organisation’ and selection is ‘the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s)’ (Braton and Gold, 2007, as cited by French & Rumbles, 2010). The recruitment and selection process is ‘fundamental to the functioning of an organisation’ (Pilbeam & Corbridge, 2006, p. 155), and it is also said that ‘the success of an organisation depends on having the right number of staff, with the right skills and abilities’ (ACAS, 2010, p. 3). Therefore, the right recruitment and selection procedures are crucial to an organisation finding the best candidate for the job. Recruitment The recruitment process is extremely important when it comes to adding value to an organisation in the long-term. Poor recruitment processes – which result in the wrong candidate being selected for the job – can be very expensive for an organisation in terms of employee turnover, organisational costs and employee morale (ACAS, 2010). Good recruitment can ‘significantly contribute to effective organisational performance, to good employee relations, and to a positive public image’ (Pilbeam & Corbridge, 2010, p. 156). The first step in the recruitment process is to create an effective job description and job specification. It is vital that the skills and competencies outlined within the person specification are accurate in  relation to the needs of the job. If this is not the case then there is the chance that an individual will be employed with false expectations, potentially resulting in them not performing as well as was originally intended (ACAS, 2010). In worse cases, the employee may lose faith in the organisation and leave to work for potential competitors, taking with them the training they have received. Not only is this is a waste of an organisations time, money and resources – all of which can be potentially avoided if an organisation has an effective recruitment procedure in place – but it can also have an impact on existing employees morale. For example, it can be demotivating for existing employees to see new employees coming and going within a short space of time. The process of recruiting and training new employees can also be lengthy, in which time colleagues will potentially be expected to take on extra responsibilities; possibly impacting upon employee productivity and overall organisational performance. Over recent years online recruitment has become increasingly popular. Online recruitment shortens the recruitment cycle (Pilbeam & Corbridge, 2010), which can be of great benefit to some organisations w ho find that their lengthy recruitment process can result in them losing potential candidates (CIPD, 2013). A survey carried out by Chapman and Webster (2003) also found that most organisations (within the USA) that used technology based recruitment and selection techniques, did so because they found that they added value in terms of improved efficiency, reduced costs and increased the number of potential candidates. This improved efficiency and reduced costs will potentially allow organisations to increase their profit margins, and by widening the applicant pool the organisation has a greater chance of finding the ‘right’ candidate for the job. However, although this method of recruitment generates a high volume of candidates, it does not necessarily mean that these candidates possess the relevant skills or attitudes required for the job. It is also particularly important that the recruitment and selection process is fair. The employer must recognise that it has a lega l obligation to make sure that they do not unlawfully discriminate against potential candidates during the recruitment and selection process (ACAS, 2010). In ensuring this, an organisation reduces its risk of facing legal costs that may be incurred if it were to be seen to demonstrate unlawful recruitment and selection procedures; improving the organisations reputation  and therefore adding value. For example, if an organisation is seen to operate ethically and value equality then it is likely that the organisation will see an increase in their customer base and also in the number of candidates wanting to work for the organisation – increasing the likelihood of the organisation finding the right person for the job. Selection ‘Inappropriate selection decisions reduce organisational effectiveness, invalidate reward and development strategies, are frequently unfair on the individual recruit and can be and can be distressing for managers who have to deal with unsuitable employees’ (Pilbeam & Corbridge, 2010, p. 155). Therefore, it is important that the selection process is carried out effectively, ensuring the ‘best’ candidate is chosen for the job. The selection process not only produces a shortlist of applicants for the interviewing stage, but it also provides the organisation with feedback in regards to their job advertising and the application form. This will help improve the organisations future recruitment and selection procedures, making the process of finding the ‘right’ candidate more effective; therefore saving organisational time and reducing any potential costs associated with ineffective selection procedures. It is essential that the selection process gains the commitment of managers and supervisors, by involving them in the process of selecting a candidate (ACAS, 2010). The managers and supervisors will have first-hand knowledge and experience and therefore will know what it is they need in future employees, making the process of selecting the ‘best’ person for the job more effective. This again will add value to the organisation, as if the right person is selected for the organisation then it is highly likely that they will perform well, potentially improving organisational performance overall. The involvement of the managers and supervisors will also help settle the new employee into the organisation, making them feel comfortable within their new role; potentially reducing employee turnover levels and the costs associated with this. The involvement between HR and business managers throughout recruitment and selection also helps to reinforce the business partnership. This involvement ensures that recruitment and selecti on is carried out in line with the organisations strategy – ensuring that the candidate selected  contributes to organisational objectives. Recruitment and selection can be an issue within a lot of organisations, in particular those within the domiciliary care sector. Domiciliary care tends to involve very demanding work, and due to ineffective selection techniques the wrong candidates are selected for the jobs; therefore resulting in high levels of employee turnover. Psychometric testing is one selection technique that would allow domiciliary care businesses to assess the personalities of potential candidates; improving decision-making and allowing managers to ‘develop more informed and accurate perceptions about the ability and potential of individuals’ (CIPD, 2009, as cited in Pilbeam & Corbridge, 2010, p. 202). This will help ensure the ‘right’ candidate is chosen; reducing employee turnover and any associated costs, and improving employee mora le and productivity – therefore enhancing overall organisational performance within this sector. Talent Management Talent management is ‘the systematic attraction, identification, development, engagement, retention and deployment of those individuals who are of particular value to an organisation.’ These individuals ‘make a difference to organisational performance either through their immediate contribution or, in the longer-term, by demonstrating the highest levels of potential’ (CIPD, 2013). Talent management has become an increasingly common practice within a lot of organisations, due to a weakening economic climate which has put pressure on organisations to cut costs and increase efficiency and productivity (CIPD, 2013). In the current climate ‘having a rigorous, cyclical, ongoing process around Talent Management [can] be a key differentiator between success and failure’ (Couch, 2012). Talent has been seen to add value to organisations, particularly as talent management has become ‘integral in engaging employees in the organisation’, if prac ticed effectively (Morton, 2005, p. 11, as cited in Hughes & Rog, 2008, p. 746). Engaged employees are committed to the organisation and therefore will be less likely to leave; this as a result minimises employee turnover and any associated costs. Towers Perrin (2003) supports this idea, as he found that 66 percent of highly engaged employees plan to stay with their current employers, compared to only 12 percent of disengaged employees. It is also  more likely to see higher levels of performance from engaged employees; potentially improving customer service and productivity, as well as increasing sales and profits (Hughes, J. C. & Rog, E., 2008). Effective talent management also ensures organisations can successfully attract and retain talent, reducing the risk of talent leaving the organisation or being employed by a competitor – thus allowing organisations to gain a competitive advantage. Organisations that focus on retaining talented individuals are also able to add value through reduced recruitment and training costs as a result of not having to recruit talent externally, or develop talent internally. Retention of talent also reduces the negative impact employee turnover can have on organisational productivity and employee morale; which in turn can potentially have a consequential effect on profit margins (Chitakasem, N., 2011). There is evidence, however, to suggest that talent management doesn’t always add value to organisations. Lewis and Heckman (2006) argued that ‘improvements in bottom line results [prove] to be temporary, despite an ongoing commitment to talent in the organisation’ (as ci ted in Hughes & Rog, 2008, p. 745). Therefore, it is important organisations evaluate the effectiveness of their talent management scheme as this can contribute highly to its success, enabling them to maximise their return on investment (CIPD, 2009). Also, a focus on external recruitment and retention of â€Å"high talent† employees could: increase competition amongst internal candidates, consequently discouraging teamwork; lead to existing employees feeling undervalued, resulting in increased turnover; redirect training and development from those employees who may be struggling to those who are capable, reduce performance of those who don’t receive training; and ignore fixing cultural or other systematic issues which hinder employee performance (Hughes & Rog, 2008). Whelan & Carcary (2001) also say that those employees who are not seen to be ‘key talent’ can become demotivated as a result of them feeling unappreciated within the organisation; leading to f alls in productivity and potentially negatively affecting profit margins. Therefore, in some cases, talent management may not always add value; the extent to which talent management adds value can depend on how well the organisation manages those employees who are not seen to be ‘key talent’. Organisations implementing talent  management programmes may also experience resistance from some employees; as talent management makes their performance more visible to employers and creates a direct link between future career opportunities within the organisation and rewards (Little, B. 2010). Resistance from employees will likely have a knock on effect on productivity, resulting in profit margins being affected; again affecting the extent to which talent management can add value to an organisation. Overall, talent management, if managed effectively, can significantly add value to an organisation. Maximising employee performance and productivity, improving employee retention, a nd increasing the flexibility of employees etc. all contribute towards an organisations success. However, the business partnership plays a significant role in the extent to which talent management can add value within an organisation. A survey carried out by the Corporate Executive Board’s Corporate Leadership Council (CLC) discovered that ‘HR must effectively partner with business line management to drive talent outcomes’ (Martin, 2010). It is important that line manager’s work with HR practitioners so as to ensure that talent management is directed in the right areas of the organisation and that it is aligned with strategic goals. The HR practitioner must also be knowledgeable of the organisations objectives so as to implement talent management programmes that will contribute towards achieving these goals. As a result, this will potentially help to reinforce the business partnership, encouraging HR to work in partnership with the business leaders to improve its performance and future success. Talent management can be beneficial for many organisations in terms of developing and retaining talented employees so as to improve organisational performance. The domiciliary care, as previously mentioned, has problems with employee retention and therefore talent management could be one way of addressing this issue. Appraisals could be used to assess employees’ performance, and allow managers to identify talent within the organisation, and the training needs (Pilbeam & Corbridge, 2010). Managers can then support and mentor talented employees through further training programmes (CIPD, 2013), such as National Vocational Qualifications (NVQ’s). This support will contribute towards employees feeling valued within the organisation, and this along with the increased knowledge and motivation will help to improve employee performance; which as a result will  potentially improve employee retention and the overall performance of the organisation. In conclusion, absence management, recruitment and selection, and talent management, if effectively managed and implemented, can improve organisational performance. Absence management was found to reduce the negative costs associated with absenteeism, and improve employee morale and productivity. Effective recruitment and selection was found to improve the chances of finding the ‘right’ person for the job; therefore increasing employee performance and reducing employee turnover. Finally, talent management was found to increase employee engagement and motivation through mentoring, and improve employee performance and retention through development. Therefore all three resourcing and development activities contribute towards improving organisational performance, consequently adding value to the organisation. Finally, the aim of human resources to achieve organisational goals through these resourcing and development activities helps to contribute towards cementing the busine ss partnership. References GOV.UK. (2013). Statutory Sick Pay (SSP). Accessed 17th November 2013 https://www.gov.uk/statutory-sick-pay Newcombe, T. (23 May 2013). Stress and presenteeism â€Å"sapping UK productivity†, says research. HR Magazine. Retrieved from http://www.hrmagazine.co.uk/hro/news/1077290/stress-presenteeism-sapping-uk-productivity-research Baker-McClearn, D. et al. (2010). Absence management and presenteeism: the pressures on employees to attend work and the impact of attendance on performance. Human Resource Management Journal. 20 (3), 311–328. doi: 10.1111/j.1748-8583.2009.00118.x Robson, F. (2006). How to†¦ manage absence effectively. CIPD. Retrieved from http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2006/08/88/howtomanageabsence-2006-08.aspx Hemsley, S. (2011). Absence: How does it affect the workplace and what can employers do about it? HR Magazine. Retrieved from http://www.hrmagazine.co.uk/hr/features/1019816/absence-how-affect-workplace-employers Howart h, J. (2005). Absence management. Strategic Direction, 21

The American Civil War - 1364 Words

In 1861, a horrific war began. Nobody had any idea that this war would become the deadliest war in American history. It wasn’t a regular war, it was a civil war opposing the Union in the North and the Confederate States in the South.. The Civil War cost many people’s lives on the battlefield and beyond. In addition it cost an extreme amount of money for the nation which possibly could have been avoided if the war had turned to happen a little differently. To start with, The Civil War lasted from 1861 until 1865 and became the deadliest war in United States’s history. This war was one composed of an enormous amount of battles fought all over the United States. The majority of the battles were fought in the Confederate States in the South. The most famous battles of the Civil War were the battles of Antietam, Vicksburg, Bull Run and Gettysburg. All the battles of the Civil war caused roughly 620,000 soldiers to die and 644,000 soldiers have died in all other conflicts of the nation. Therefore, the Civil War is by far the deadliest war in U.S. history. Secondly, during the war which lasted 4 years, 3 weeks and 6 days many men died but these deaths weren’t only caused by fighting on the battlefield. During the war, â€Å"2% of the U.S. population died. This is equivalent to 6 million men today. While rifles were the deadliest weapons during the war, disease killed more men. Camps became breeding groun ds for measles, chickenpox, andShow MoreRelatedAmerican War And The American Civil War1551 Words   |  7 Pageswhich then caused the Southern states of America to decide to leave the American Union and create their own Southern Confederacy. This tore our nation apart. The American Civil War had begun and the very people that were once neighbors had each other’s blood on their hands. Many American lives had been lost. The American lives lost in the Civil War even exceeded the number of American lives lost during World War I and World War II. We were divided. The North wanted to reunite with the southern statesRead MoreThe War Of The American Civil War1376 Words   |  6 PagesThe American Civil War was arguably the most important war in the history of the country. The War of Independence may have allowed American to become its’ own country, but the Civil War resulted in something even more important than that, the end of slavery in the southern states. All of the iss ues that caused the Civil war were based around slavery, such as states’ rights that involved how slavery would be handled in each state, and trying to preserve the Union since the south seceded from the northRead MoreThe American Civil War1296 Words   |  6 Pages The American Civil War, also known as the State’s War, was a conflict that arose mostly from the issue of slavery, but deep down was due to economic differences between the North and the South. The South seceded from the North and created their own self-government due to their belief in the lack of state’s rights versus the federal government and what they saw as a weakness in the Articles of Confederation. While the Confederacy of the United States depended on slave labor for their economy in regardsRead MoreThe War Of The American Civil War1618 Words   |  7 Pages A Civil War is a battle between the same citizens in a country. The American Civil War was fought from 1861 to 1865 to determine th e independence for the Confederacy or the survival of the Union. By the time Abraham Lincoln was elected president in 1861, in the mist of 34 states, the constant disagreement caused seven Southern slave states to their independence from the United States and formed the Confederate States of America. The Confederacy, generally known as the South, grew to include elevenRead MoreThe American Civil War1418 Words   |  6 PagesGuns fired, smoke lingering in the air, people dying. The American Civil War had a huge impact on the United States. Two compromises took place before the start of the Civil War. These compromises include the Missouri Compromise and the Compromise of 1850. The Missouri Compromise dealt with the crisis in 1819 over Missouri entering the Union as a slave state. The compromise was â€Å"the first major crisis over slavery, and it shattered a tacit agreement between the two regions that had been in placeRead MoreThe War Of The American Civil War1324 Words   |   6 PagesThere were many events that led to the cause of one of America’s most devastating war, the American Civil War. The American Civil War was an unfortunate war that cost more than the lives of six hundred thousand people. Events such as the Missouri Compromise, Kansas Nebraska Act, Dred Scott Decision, and the Election of Abraham Lincoln resulted in the four yearlong battles between the Northern and Southern states due to social and economic differences on the idea of slavery. In the 19th century,Read MoreThe War Of The American Civil War Essay1472 Words   |  6 PagesThe American Civil War lasted from April 12, 1861 to May 9, 1865. It was the bloodiest war in American history, killing approximately 620,000 soldiers in total. The War was fought and won by the North, ensuring that all the United States would stay united and slavery would be illegal in The United States. However, history is one of the most complicated things in the world. It’s also one of the most important things in the world because history is what made the present possible. Historians have debatedRead MoreThe War Of The American Civil War960 Words   |  4 Pagesslavery even if it meant war caused peace in this nation. Slavery was the vital cause of the American Civil War. The north and the south both had their differences on how to run the country. People in the North believed in unity and that slavery should not exist because â€Å"all men are created equally.† On the o ther hand, the South believed in continuing slavery. People tried to talk it out and come to a middle ground after both sides compromising, however that didn’t work and caused war. Ideological differencesRead MoreThe War Of The American Civil War856 Words   |  4 PagesSlavery may have been established as the catalyst of the American Civil War, but the beginning of the dispute began in the time of the Revolution with a weak decentralized government under the Articles of Confederation. Later gained momentum as territorial expansion set Americans against each other on debating whether the new states should be slave states or free states, it questioned the power of the Federal government regarding state rights, and brought about instability in the unity of the UnitedRead MoreThe War Of The American Civil War1439 Words   |  6 PagesWhen the American Civil War began in the spring of 1861, those flocking to enlistment stations in states both north and south chiefly defined the ir cause as one of preservation. From Maine to Minnesota, young men joined up to preserve the Union. From Virginia to Texas, their future foes on the battlefield enlisted to preserve a social order, a social order at its core built on the institution of slavery and racial superiority . Secession had not been framed by prominent Southerners like Robert Toombs

Parenthood Can Bring Stress On The Job Of Raising Children

Parenthood can bring stress to the job of raising children, but being a single mother is one of the most difficult things a woman can be. In today’s society, being a single mother is getting to become more common in the United States. Most of the time it is due to teenagers having unprotected sex at a young age or if you are an older single mother, it could be because of death, divorce, etc. It can be challenging being a single mother because you’re doing what was designed to be a two-person job. I know this from experience because my mom is a single mother who raised four children. Most likely single mothers have to get two jobs just to support herself and her children especially if they do not have a high school or college degree. In addition, single mothers have less alone time because they have to be with their children at all times. Also being a single mother leads to being overloaded with too many tasks which leads to feeling overwhelmed. I think single mothers a re the most multi tasked people in the world. It is difficult for a single mother to have one minimum wage job and raise a kid because that one job will not be able to pay all the bills and put food on the table, so single mothers have to get two jobs just to make ends meet. I remember seeing my mom getting ready for her first job at four in the morning. I can tell that it took a toll on her body because she would have bags under her eyes from not getting a complete eight hours of sleep. Sometimes she wouldShow MoreRelatedThe New Nuclear Family: Problems Benefits in Single Parenthood804 Words   |  4 PagesFamilies supported by single parenthood are no longer viewed as nontraditional. Becoming apart of the social norm, 27% of the families in the United States are headed by only one single parent. As more single-parent families begin to emerge in North America, the public brings concern to examine the outcomes of these households for the wellbeing of children. Overall, financial d ifficulties and possible negative effects for children are two main issues of single-parenthood. However, a number positiveRead MoreThe Birth Of Older Women Essay1720 Words   |  7 Pagesmother, babies can make them feel and appear younger. In the early to mid-twenties is when a woman will have the most energy but are much less likely than a woman over 35 to be financially stable, be established in their work life and have the resources to look after and care for a baby. Older women will also have more life experience and maturity to draw on in rearing a child and looking after a baby. Younger mothers are known to sometimes feel resentful at having to postpone their jobs to look afterRead MoreLegalizing Lgbt Families : How The Law Shapes Parenthood2200 Words   |  9 PagesLegalizing LGBT Families: How The Law Shapes Parenthood is a book that portrays what it’s like to be an LGBT parent in the United States of America. This book showcases the livelihood of what some LGBT c itizens face when wanting to start a family. This book does an excellent job of presenting LGBT parents and what they go through to fight for equal rights when it comes to raising a family. This book includes over 100 in-depth interviews with LGBT citizens that demonstrate how the law plays a significantRead MoreIs Abortion A Bad Thing? Essay1488 Words   |  6 PagesAbortion, a strong word that has multiple meanings. In a room full of people when this word is mentioned it quickly brings attention to the speaker. Different opinions and different beliefs is something that will always be a problem when it comes to this topic. Although many people believe abortion is a bad thing, there will always be the other half of the people that believe abortion isn’t good, but it might be the safest way to go. In addition more than 750,000 teenagers become pregnant every yearRead MoreParenthood Is The Story Of The Buckman Family1556 Words   |  7 PagesParenthood is the story of the Buc kman family and their friends and how they attempt to bring up their children. They suffer and enjoy all the different aspects of life including estranged relatives, the black sheep of the family, the eccentrics, the skeletons in the closet, and the rebellious teenagers. The Buckman family is a typical midwestern family dealing with the basic tribulations of their lives, relatives, raising children, pressures of the job, and learning to be a good parent and spouseRead MoreSocial Media and Single Parenting Essay1662 Words   |  7 PagesParenting is hard! Being responsible for the development, protection, growth, health, and care for a child is all consuming and at times overwhelming. From sun up until well past sun down, day after day, year after year, the raising of a child is the full time job that never offers a break. Rewarding, of course, difficult, hell yes it is. Single parents face all of the challenges and difficulties of any parent but have to face them without the benefi t of partner, a co-parent to help carry some ofRead MoreWilliam Blake Man of the Industrial Revolution1680 Words   |  5 PagesDuring the 18th and 19th centuries, the Industrial Revolution was born in England. With this new growth in industry and capitalism, businessmen recognized the advantage of cheap labor. Children were among the most abused work force in that country s history. William Blake saw this increase of social injustice and was overwhelmed, so he began to write about this hypocrisy of social values that he felt was being carefully hidden from the mainstream. While most considered this unavoidable, child laborRead MoreThe Negative Effects Of Parenting1928 Words   |  8 Pagesand raise their children to be strong and confident individuals. What some do not realize is the amount one person’s actions can affect another’s life. Whether good or bad, a parent can significantly impact a child’s life. Independence is one important aspect of life for chi ldren to learn in childhood. How do people know if their parenting style is on track to foster these important aspects? There are multiple parenting methods. However, over-protective or helicopter parenting can have negative effectsRead More The Changes in Womens Roles Essay2776 Words   |  12 Pagesto take care of family matters such as cooking, cleaning, and children. Now in more modern times womens roles have expanded to working outside the home to take control of their families, and to work and take care of the children. Along with the increase of women in the work place the business of working at home and entreprenuership has become a valuable resource for women. Mothers in the work force must face their jobs, children, and husbands everyday. Many bosses are willing to sympathizeRead MoreThe Prevention Of Teenage Pregnancy2414 Words   |  10 PagesPrevention of Teenage Pregnancy Becoming a parent can be a challenging situation even for the most prepared. However, if you are a teenager, it can be the biggest challenge of young adolescent life. Teen pregnancy can affect one physically, emotionally, as well as financially. The stress and pressure that comes with finding out your pregnant can be devastating. From finding the right words to tell your parents to finding ways to pay for the cost of having your baby and the ultimate pressure figuring