Why Men Have Become More Involved Through The Lives Of...

Introduction My research aims to understand whether men have become more involved in the lives of children. It has been shown through many researches that father’s involvement has increased in the recent years as the amount of time fathers have spent with their children has increased from 1924. Traditionally, this was ascribed to women who took charge of the caring role, however through anti-feminism movements, fathers became expected to contribute equal amount of hours into raising children as a sign of equality between both genders. However, although involvement has increased significantly, it is shown through research that father’s engagement with their children was the third of the mother, which reinforces that mothers still typically spend more time in provide the daily care for children (Day Lamb 2004, p.299). Types of care-work The last three decades have seen the emergence of a fuller and more subtle appreciation of different t ypes of involvement of fathers with their children (Pleck Masciadrelli 2004). Research has provided greater understanding of factors influ- encing the degree of father involvement (Belsky 1984; Lamb 2004), and mounting evidence of the positive impact of father involvement on a child’s emotional, educational and social development (Flouri 2005). Socioeconomic, relationship and personality factors combine and interact to influence parents’ involvement in child care. For example, in a large US study of low-incomeShow MoreRelatedThe War Of The Civil War921 Words   |  4 Pageswar can have a negative impact on the individuals involved. There are countless stories of the soldiers’ experiences in the war, and how it affected their lives, families, and attitudes. 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Post-Traumatic-Stress-Disorder Research Paper - 757 Words

Post-traumatic-stress-disorder (PTSD) is part of many veteran’s lives in the U.S. today. PTSD is a serious mental and emotional disorder that people often don’t understand or don’t know about. It’s defined as a mental illness that develops after a person has lived through a traumatizing event, such as sexual assault, physical abuse, threat of death, or serious injury. Most people who experience a distressing event don’t develop PTSD, but for those who do, it’s extremely terrifying to go through. Many U.S. veterans have to deal with serious emotional and mental trauma after their time of fighting is over. There aren’t any statistics that show exactly how many people and veterans in the U.S. have PTSD, because most veterans don’t know they have a mental disorder. They don’t seek help; therefore statistics aren’t certain. Studies have shown that at least 70% of adults have gone through a traumatic event, and 20% of th ose people develop PTSD. That’s approximately 31.3 million people. Further investigation confirms that women are more likely to develop the illness than men are; approximately 1 out of 10 women will or have had PTSD. Combat veterans are even more likely to be diagnosed with PTSD after returning from the military, and an estimated study says that one out of every five veterans have or will develop the disorder. The military consists of 17% women, and 71% of those women develop PTSD from sexual assault within the ranks. These are studies and estimatesShow MoreRelatedPost-Traumatic Stress Disorder Research Paper6725 Words   |  27 PagesAbstract Posttraumatic stress disorder (PTSD) is a widespread disorder that affects certain individuals psychologically, behaviorally, and emotionally following the experience of a traumatic event (Lee et al., 2005, p. 135). 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Children of the Poor Essay Example For Students

Children of the Poor Essay Oliver Twist is set in Victorian England at a time when the industrial revolution was happening. Businesses were getting bigger and factories were being built by machines. Poor people from the countryside moved into the cities to get jobs for money. However, the people who owned the factories didnt care about the welfare of their workers, as long as they turned up to work. They paid them hardly any money because they wanted money for themselves. This made a lot of people go into poverty. The Poor Law of 1834 was a piece of government legislation that said that poor people could only get help if they went into work houses, where they had to work for extremely long hours for no money and had hardly any food. There was no heating and many people died of diseases and being unhealthy. The authorities made the workhouses like this because they based them on the principle that the people were only poor because they were lazy, and the conditions would teach them a lesson and make them get out of poverty. However, because of the Industrial Revolution this was often impossible, and the workhouses offered no assistance for social or economic betterment. Oliver Twist was born into a workhouse after his mother was found on the street and brought in. He was delivered by the parish surgeon who had to do it by contract and a drunken woman. He was badged and ticketed, and fell into his place at once- a parish child- the orphan of a workhouse (p3). He isnt given any care. The parish surgeon just treats him as the next thing to do, and doesnt care about his welfare, and the woman helping him is drunk. They dont help him when he is struggling to breathe. The surgeon leaves soon after the birth and doesnt want anything else to do with it You neednt mind sending up to me if the child cries, nurse. (p2) When Olivers mother asked to hold the baby, he deposited in her arms (p2), like an object. Oliver was very lucky to survive after his birth because he was having difficulty breathing and received no help from either the parish surgeon or the nurse. He lay gasping on a little flock mattress, rather unequally poised between this world and the next: the balances being decidedly in favour of the latter (p1). He was more likely to die than live. However, the fact that he did live suggests that he is a fighter and he wont give up. This is also suggested in his name: Oliver Twist, which represents personal qualities about him. Even though it was given to him by chance, it refers to the huge reversals of fortune he will have. Mrs. Mann is in charge of the branch workhouse where Oliver lives with twenty or thirty other boys. She is supposed to look after them, but doesnt feed them of clothe them properly. He should be despatched to a branch workhouse some three miles out, [ ], without the inconvenience of too much food or too much clothing. (p4). It was also very cold and they were neglected and mistreated. for at the very moment when a child had contrived to exist upon the smallest portion of the weakest possible food, it did perversely happen in eight and a half cases out of ten, either that it sickened from want and cold, or fell into the fire from neglect, or got half-smothered by accident; in any one of which cases, the miserable little being was usually summoned into another world. (p4).

Employees Commitment and Turnover Intent

Question: Discuss about the Employees Commitment and Turnover Intent. Answer: Introduction The HRM practices and strategies in the organizational performance is an imperative subject in industrial relations, organizational psychology, and human resource in general and have appeared as an essential query of research in several ways. However, Altarawneh (2016) denotes that it makes a distinction in few organizations since despite the fact that human resource is considered a priceless asset in a firm. It is often more complicated to be replicated by other competitors hence remaining an asset to the organization according to Wheeler, Harris, and Harvey (2010, p. 183). This project research focuses on investigating the impact of the HRM policies on the employees commitment and turnover intent with a focus on banking financial institutions. It will investigate the practices regarding human resource management in banking, the training effect on the turnover and commitment intentions of employees as well assesses the impact of career planning, performance appraisal, and compensati on on the employees commitment and turnover. Overview of human resource strategies In his study, Caillier (2016) points out that the nature and welfare of the employees in the organization is its key potency in figuring out how the profitability of the organization can be continued. For instance, incompetent and imperative administration of employees can result in very low efficiency hence lowering the turnover rate of the workforce. In other words, it indicates that the human resource strategies and policies adopted within the organization can have a drastic impact on the general behavior of the employees. Other realistic impacts are the financial strategy and endurance as well as the superiority and production of the work life within the organization. Therefore, the method of their supervision can have a noteworthy influence on the accomplishment of the firm as well as its competitive market positioning. The study will present practical results after sampling 100 employees who work in organizations where all the human resource management areas are practiced while involving variables that are purely related to the human resources. The variables selected will be those that play an essential role in performance improvement of the organization. The human resource managementstrategies that can have an impact include career planning, training, performance appraisal, compensation, and employees participation according to Sikora, Ferris, and Van (2015, p. 1909). By understanding the human resource management practices influencing the commitment as well as the turnover intern of the employees, they can be positively adopted with the goal of achieving higher performance of employees. The resulting impact will be a cut in the cost of hiring ultimately leading to better commitment and employee retention within the organization. Background and problem definition Ansari (2011) points out that when suitably configured, human resource strategies and policies have a great impact on the performance of the organization as well as the credibility of the workforce. More effectual human resource management system practices obtaining different prospective improvement synergies and complementarities among such practices while making simple the competitive strategies of the firm constitute its competitive advantage. For these reasons, Li et al. (2016) denote that employees turnover and commitment towards the duties, goal, and objectives of the organization remain among the most exclusive subjects of investigation in matters concerning organizational psychoanalysis. However, there remain a lot of uncertainties in understanding the exact features can cause the employees to remain or leave an organization. Among these aspects are institutional factors, outside factors, employees reaction to the characteristics of workers personnel. Aim and objectives The primary objective of this research will be the assessment of the human resource management practices that are practiced in the financial institutions such as banks. It also aims at evaluating the impact the practices have on the commitment level and attention of staying in the organization by the employees. In achieving the above primary objectives, the following sub-objectives will be addressed; To investigate the practices regarding human resource management in banking To evaluate training effect on the turnover and commitment intentions of employees To assesses the impact of career planning, performance appraisal, and compensation on the employees commitment and turnover. Human resource practices have a relationship with the commitment of employees Human resource practices have no relationship with the turnover and commitment of employees Commitment of employees According to Yamamoto (2013), the strength of an individual commitment to an organization is very subjective to the rewards he receives from the management system of the organization as well as the variety of experiences he has to undertake to be rewarded. It is the know-how, procedures, and outcomes of being associated or devoted and has become a primary requirement for a change in the information society of the 21st century. Organizational commitment of employees can be normative, effective, and continuance (Kanwar, Singh, Kodwani 2012, p. 27). A relationship study conducted by many researchers between the organizational commitment and HR practices show eminent optimistic relationships with the organizational commitment. In his recent review of organizational identification and employees commitment identified several facets the same, Kim (2012) denotes some impacting results that are essential for effective performance of both the employees and the organization. Such include job involvement and satisfaction, a feeling of felt responsibility, consistency of career goals, confidence and tenure towards the need of achievement, and social and occupational involvement. However, Dhiman and Mohanty (2010) point out that the commitment to the organization varies depending on the strength of an individual belief towards the basic value system adopted by the HR management in the organization. Therefore, it means that career studies not only to focus on specific persons but the occupational or organizational setting as well. For instance, a risky situation in an organization may increase the level of commitment and willingness of employees to enable the organization survives through the challenges. On the other hand, the risk can stimulate the threat as the employees can view the organization to have uncertain future and not a suitable place for investing once future. It hence calls for the need of understanding the impacts the practices adopted by the HR have towards the commitment of employees within the organization. According to Roebuck (2016), many scholars have focused their studies on the factors affecting the employees turnover intent in the organizational management. Uncontrolled and controlled turnover of the workforce involves training and recruitment, job hunt, and cost of disjoining for both the employees and the firm. Holmvall (2016) denotes that the using the turnover theory as a management research shown that turnover intention is the best way of predicting whether an employee will live or stay in the organization. An organization hence needs to comprehend the relationship between the employees turnover and the human resource management practices in case it is willing to keep its motivated and capable employees. For instance, the turnover of an employee will negatively affect performance as the employees with the intention of departing becomes less proficient, when an employee departs, or time is lost in the effort of securing and alternative to fill the position according to Wheeler, Harris, and Harvey (2010, p. 183). However, Guchait and Seonghee (2010) assert that the theoretical dissimilarity depends on the proposed objective, work unit, similar/different job, or the HRM practices adopted by the organization. These factors are the primary determinant of the intent intensity needed in shifting within or leaving the work association. The human resource management practices that can have an impact include career planning, training, performance appraisal, compensation, and employees participation. Data collection and analysis approach The study will adopt several sampling designs for data collection and analysis procedures. For instance, random sampling design will be used in selecting 100 employees in World Bank. The observational design will as well be used in evaluating the understanding of the employees, their attitude and response to the authorities and responsibilities within the organization. Interview method will be adopted by the 100 selected employees on a one-on-one discussion so as to evaluate their attitude towards authority. Additionally, questionnaires will be formulated based on the various human resource management policies in comparison to the global standards of HRM operation. Microsoft Excel will be used in consolidating and segmenting the collected data. It will as well be used in the calculation of the percentage analysis of the identified impacts and their level of effect towards the employees commitment and turnover. SPSS will as well be used in further analysis of the data using various fr equency distributions and CHI-Square tests. Milestones and schedule Parameter Dec Jan Feb March April May June July Aug Sept Pre-visit Collection of Data Analysis of Data Reports Completion Conclusion The result of this study will provide an understanding on how the commitment of employees and as well as their turnover intent is affected by the human resource practices that an organization adopts. I will also be published as part of research whose results can be used in decision-making for organizations. In this manner, the organization can be sure of long-term positive working relationship with organizations while positively meeting their professional needs as well as those of the organization. List of references Altarawneh, II 2016, 'Strategic Human Resources Management and its Impact on Performance: The Case from Saudi Arabia',International Journal Of Business Management Economic Research, 7, 1, pp. 486-503, Business Source Premier, EBSCOhost, viewed 18 December 2016. Ansari, NG 2011, 'Employee Perception of HRM Practices: Impact on Commitment to the Organization',South Asian Journal Of Management, 18, 3, pp. 122-149, Business Source Premier, EBSCOhost, viewed 18 December 2016. Caillier, JG 2016, 'Does Satisfaction With Family-Friendly Programs Reduce Turnover? A Panel Study Conducted in U.S. Federal Agencies',Public Personnel Management, 45, 3, pp. 284-307, Business Source Premier, EBSCOhost, viewed 18 December 2016. 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Holmvall, C 2016, 'Examining the relationships between the justice facets and turnover intent: The mediating roles of overall justice and psychological strain',Military Psychology, 28, 4, pp. 251-270, PsycARTICLES, EBSCOhost, viewed 18 December 2016. Juhdi, N, Pa'wan, F, Hansaram, R 2013, 'HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia',International Journal Of Human Resource Management, 24, 15, pp. 3002-3019, Business Source Premier, EBSCOhost, viewed 18 December 2016. Kanwar, Y, Singh, A, Kodwani, A 2012, 'A Study of Job Satisfaction, Organizational Commitment and Turnover Intent among the IT and ITES Sector Employees',Vision (09722629), 16, 1, pp. 27-35, Business Source Premier, EBSCOhost, viewed 18 December 2016. Kim, S 2012, 'The Impact of Human Resource Management on State Government IT Employee Turnover Intentions',Public Personnel Management, 41, 2, pp. 257-279, Business Source Premier, EBSCOhost, viewed 18 December 2016. Li, J, Lee, T, Mitchell, T, Hom, P, Griffeth, R 2016, 'The effects of proximal withdrawal states on job attitudes, job searching, intent to leave, and employee turnover',Journal Of Applied Psychology, 101, 10, pp. 1436-1456, PsycARTICLES, EBSCOhost, viewed 18 December 2016. Raina, R, Chauhan, R 2016, 'Organizational Socialization Work Related Attitudes in India's Uncertainty Culture',Indian Journal Of Industrial Relations, 52, 2, pp. 279-292, Business Source Premier, EBSCOhost, viewed 18 December 2016. Roebuck, D 2016, 'Exploring Cultural Influence on Managerial Communication in Relationship to Job Satisfaction, Organizational Commitment, and the Employees' Propensity to Leave in the Insurance Sector of India',International Journal Of Business Communication, 53, 1, pp. 97-130, Communication Mass Media Complete, EBSCOhost, viewed 18 December 2016. Sikora, D, Ferris, G, Van, C 2015, 'Line manager implementation perceptions as a mediator of relations between high-performance work practices and employee outcomes',Journal Of Applied Psychology, 100, 6, pp. 1908-1918, PsycARTICLES, EBSCOhost, viewed 18 December 2016. Wheeler, A, Harris, K, Harvey, P 2010, 'Moderating and Mediating the HRM Effectiveness -- Intent to Turnover Relationship: The Roles of Supervisors and Job Embeddedness',Journal Of Managerial Issues, 22, 2, pp. 182-196, Business Source Premier, EBSCOhost, viewed 18 December 2016. Yamamoto, H 2013, 'The relationship between employees' perceptions of human resource management and their retention: from the viewpoint of attitudes toward job-specialties',International Journal Of Human Resource Management, 24, 4, pp. 747-767, Business Source Premier, EBSCOhost, viewed 18 December 2016.