Taisho period Essay Example | Topics and Well Written Essays - 1750 words

Taisho period - Essay Example (Minichiello S. (1998) Japan's Competing Modernities: Issues In Culture and Democracy, 1900-1930, p.3) It is also marked by serious pollution problems, resulting from Meiji industrial policy. Except for these tendencies, the health of a new emperor was weak and this fact led to the shift in political power from oligarchic clique to the parliament and democratic parties. It is customary to call this shift and the related events the Taisho democracy. (Minichiello S. (1998)) Large, Stephen S. (1983) states that at the beginning of the century a growing mass consciousness represented a main tendency in social life. Due to increasing taxation, people wished to play more significant role in social life, thus increasing a number of voting people. One of the most remarkable demonstrations of popular unrest was Hibiya Riot that occurred because oligarchs didn't inform people about the events of war. In the period between 1905 and 1918 economy of Japan changed from agricultural to industrial, while Japan was looking for export market for the new commodities. One of the most remarkable facts of social life during Taisho period was the growth of the population. The agricultural pattern remained the same, but industrial cities grew. This growth may be either a result of the migration from countryside to the cities or a natural growth of the urban population.( Minichiello S. (1998) Japan's Competing Modernities: Issues In Culture and Democracy, 1900-1930, p.7) The researches distinguish between agricultural and non-agricultural economy in prewar Japan. They point out the following reasons for this differentiation: the agriculture reached the top of its output, for greater income it should have changed to larger-scale agriculture but this process could conflict with the social structure; the economic consequences of imperialism, when colonies produced food, depressing agricultural prices in Japan; the power of landlords remained the same so the tenancy problem wasn't resolved. (Minichiello S. (1998) Japan's Competing Modernities: Issues In Culture and Democracy, 1900-1930, p.7) Large, Stephen S. (1983) writes that after the 1st World War the exports failed, and inflation grew. These circumstances aroused economic opposition to governing classes; a number of mass demonstrations grew, as well as the popular demand for participating in social life. In December 1912 collapse in the Cabinet of Saionji Kimmochi seemed to become a factor promoting the ideas of democracy, bringing broad political rights through universal suffrage and true parliamentarism. Yoshino Sakuzo was one of the representative thinkers (1878-1933), who invented the notion of minponshugi (people-centrism). Yoshino's idea of minponshugi enjoyed great publicity from 1916, and still is regarded as the ultimate liberal idea of prewar Japan. Yoshino's notion of minponshugi called for the redistribution of power and wealth in Japanese society by institutionalizing the political system of popular representation; and, by employing various social programs to protect the weak and poor. A new society - Shinjinkai appeared in December 1918. It based upon the dual platform - liberation of mankind and rationalistic reform of present day Japan. This organization was influenced firstly by English social democracy, and then it experienced the

Recording, Analysing & Using HR & L&D information Essay Example for Free

Recording, Analysing Using HR LD information Essay There are several reasons why an organisation needs to collect HR data and are no different. During my review I have discovered the following reasons we are collecting this information and examples of information that we are collecting: †¢Legal requirements- This has covered working time regulations, tribunals, accident at work reports †¢To be able to contact family or individuals- This allows us easy access to personal details in case of accidents, sickness or emergency contacts †¢To allow for decision making- Information stored allows us to consider promotions, planning training associated costs, work force planning Types of information: †¢Sickness records- Allows HR to track staff sickness and provides evidence for use of the staff sickness policy. †¢Staff appraisals- these allow HR to track the progress of staff, reward high standards and address offer support for staff who any areas to work on. These also allow the HR department to plan future training requirements as agreed through appraisals. †¢Staff contracts- by storing these it allows HR to maintain their records and consult with the documents if any queries occur for entitlements, holidays, sickness, retirements, pay, etc. †¢Training records- these are essential records that allow the HR department to track and maintain the workforce’s level of competency and training as identified through the individual’s appraisals, CPD and job descriptions which are vital for client audits. It also helps to build the training plan and associated budget requirements. During my review I discovered that had 2 methods on holding these types of information. A manual filing system, where documents are stored in filing cabinets and in their computerised system, , where documents are created, stored and scanned into the company computer system. The benefits of these two methods are: Manual System †¢Less costs involved for storage †¢Original hard copies that are easy to access †¢System can’t go down like a computer system †¢No need for technical support or technical training Computerised system- †¢Documents can be viewed anywhere in the company †¢Easy to access Send information †¢Takes up less space †¢Environmentally friendly †¢Easy to update Backup documents Due to the personal information that handles, there is a number of legal obligations that they must abide by to protect that information under the Data Protection Act 1998. As such we must comply with the 8 data protection principles in that personal Data shall: 1)Be fairly and lawfully processed 2)Processed for limited purposes 3)Adequate, relevant and not excessive 4)Accurate and up to date 5)Not kept longer than is necessary 6)Processed in line with your rights 7)Secure 8)Not transferred to other countries without adequate protection. Another legislation that governs this is the freedom of information Act. This provides the public access to information held by public authorities. It does this in two ways: †¢Public authorities are obliged to publish certain information about their activities; and †¢Members of the public are entitled to request information from public authorities. For the public to gain this information they must provide a written request with their: †¢Name †¢Address †¢Description of information And can be liable to a cost for providing this information, but will be entitled to a notice stating reasons if request is refused. Word count 542 Activity 2 Training department The training department currently consists of the Training and competency manager and a training co-ordinator. Their role has been to support the projects, offer advice on training and competency requirements whilst organising any training that is required. Training I have analysed the training that has been completed since June 2013, looking at the qualitative data consisting of the different types of training and analysing the quantitative data including the total of over 600 candidates and shown this in data base and a Bar Graph (appendix 1) To allow us to accommodate this essential amount of training, we have had to utilise different training providers ranging from within our own group, , local providers HITs, Sureclean and STS and even gaining cooperation from providers based in London, workplace Law. By utilising these training providers, we have been able to provide a trained workforce as required for our projects but at a substantial cost to our business and with different standards of delivery. Since June, Training department have been responsible for arranging the following courses that we could easily facilitate given the correct investment: 24 Confined Space sessions at a cost of 1 1st Aid Course at a cost 5 Helper Training at a cost 3 IOSH managing safely at a Cost of As this clearly demonstrates, a substantial volume of capital constantly has to be allocated to training our project workforce to bring them up to the required competence standard for each project. Unfortunately as they are not on permanent contracts these new skill sets and level of competence can and does disappear with the employees when they leave the project and as such means that we will require continued training to maintain this level and as such incur continuous costs. I Believe that by investing in our own Training facility and dedicated team, it would allow to provide a significant cost effective and fit for purpose training to meet national standards and project requirements to our workforce. An example of the benefits of having our own team and facility is the fact of the costing’s for delivery of our supervisory training on IOSH managing safely courses. preferred supplier for this training at present has been. I have negotiated their cost down from approximately ? 8000 to the following: IOSH MANAGING SAFELY Figures based on 15 delegates over 3 days Cost per delegate @ ? 650. 00 per delegate? 3000 Mileage for Trainer @ 45p per mile? 108. 00 Room Hire @ ? 100 per day? 300. 00 Food/Refreshments @ ? 209 per day? 627. 90 Total cost? 3,927. 90 Using our own trainer Projected Costs: Per course Managing Safely ? 50 Delegate Workbooks ? 1815? 270 ?20 per certificate x15? 300 Food/Refreshments @ ? 209 per day? 627. 90 Trainer x 3 days? 345 Total cost? 1592. 90 It is very clear from this quantitative data that a significant saving by having our own trainer and training facility as we do not have any of the extra costs involved for having the trainer traveling, staying in hotels and booking of suitable training rooms.

The Job Satisfaction Definition Psychology Essay

The Job Satisfaction Definition Psychology Essay Job satisfaction, insimple words is an individuals emotional reaction to the job itself. It is a set of favorable or unfavorable feelings with which the employees view their work. When a person says that he has high job satisfaction, it means that he really like his job feels good about it and values his job highly. According to E.A. Locke, job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of ones job or job experience. Job satisfaction is the amount of pleasure or contentment associated with a job -if you like your job intensely you will experience job dissatisfaction.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Andrew Bin Job satisfaction is the set of favourable or unfavourable feelings  with employees view their work.  Ã‚  Ã‚  Ã‚  Ã‚  Keith Davis and Newstrom According to Fieldman and Arnold, Job satisfaction will be defined as the amount of the overall positive effort or (feelings) that individuals have towards their job Job satisfaction is the mental feeling of favorableness which an individual has about his job. So it is one of the important factors which have drawn attention of managers in the organization. Benefits of job satisfaction study Job satisfaction study can produce positive, neutral and negative results. The importance of the study is explained below. (1) The study informs the management about the level of satisfaction of the employees in the various services offered to them by the organization. (2)Job satisfaction study is a useful for identifying related problems, for assessing the response of the employees to various alternatives and also for encouraging managers to modify their original plans approximately. (3) Job satisfaction study is a useful way to determine certain training needs. (4) The study is tangible expression of managements interest in employee welfare which gives employees a reason to feel better towards management. EFFECT OF LOW JOB SATISFACTION Job satisfaction has a variety of effects these effects are. High turnover of employees. High absenteeism. Tardiness. Low employee performance. High turnover of employees Low satisfaction is associated with high employee turnover. Employee turnover means the proportion of employees leaving an organization. Most satisfied employees are less likely to think about quitting and searching for a new job or announce their intention to quit and thus one more likely to stay with their employer longer. Employee turnover has several negative consequences especially if the turnover rate is high. Difficult to replace derived employees. Direct and indirect costs to the organization since replacing workers are expensive. The feeling of demoralization because of the loss of valued Co-workers. Both work and social patterns may be disrupted until replacements are found. The organizations reputation in the community may suffer. High absenteeism Absenteeism refers to the frequency of absence of a job holder from the workplace either unexcused absence due to some avoidable reasons or long absence due to some unavoidable reasons. Tardiness The impact of low job satisfaction is tardiness. A tardy employee is one who arrives at work late. Tardiness is a type of short period absenteeism ranging from a few minutes to several hours for each event and it is another way in which employees. Withdraw from active involvement in the organization. it may impede the timely completion of work and disrupt productive relationship with Co-workers. A pattern of tardiness is often a symptom of negative attitude requiring managerial attention. Low employee performance If the rewards are seen as fair and equitable the improved satisfaction develops because employees feel that they are receiving rewards in proportion to higher performance. On the other hand if rewards are seen as inadequate for ones level of satisfaction leads to either great or lesser commitment which affects efforts and eventually the performance. Article: 1 WORK TEAMS AND JOB SATIFACTION Authors Laura Newmark, Management Consultant, Boone, NC, USA Jerry W. Koehler, University of South Florida, Tampa, FL, USA Thomas W. Philippe, St. Petersburg College, St Petersburg FL, USA Source: INTERNATIONAL JOURNAL OF BUSINESS RESEARCH, Volume 8, Number 2, 2008 One of the most significant changes in modern organizations over the past few decades has been the increased use of work teams. Many organizations have embraced beliefs that people are untapped resources, that people who do the work are in the best position to improve the organizational processes, and the most effective method to utilize human resources is to form work teams. Even though many organizations have adopted the team approach, it still remains to be seen whether or not work teams positively affect organization members. Although there is Ample evidence that organizations have improved their quality and productivity by utilizing work teams, the overall affects teams have on the organization and organization members is still uncertain. There has not been sufficient research on the positive or negative affects of work teams. The definition of work teams accommodates the use of many labels. It includes autonomous work teams, semiautonomous work teams, self managed teams, process-improvement teams, self-determining teams, cross-functional teams, quality circles, etc. There are five themes that emerge from qualitative analysis they are (1)commitment, attitude, and willingness within team; (2)Knowledge, skills, abilities, and experience of team members; (3) team work and ability to work as a team; (4) internal team leadership (5) communication and trust within the team. In fact, the affect was just the opposite; people who did not work in a team had significantly higher job satisfaction than team members. The results indicate that working on teams may not have a positive affect on team member job satisfaction. This was a significant finding since job satisfaction has long been a significant variable for determining organizational effectiveness. Since many organizations are moving to team based organizations, the data indicates that this movement may cause organizations to experience significant problems in implementing teams, particularly in the area of job satisfaction. Article: 2 JOB SATISFACTION AND RETENTION STRATEGIES Author Safdar Rehman Director (HR), Super Solutions Consultancy, Canada Source: Global Business and Management Research: An International Journal (2012) à ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦. Vol. 4, No. 1 Phillips, (1998) and Meglino, Ravlin, De Nisi, (2000) studied that precise and pragmatic job information during the recruitment and selection process was linked with positive work outcomes like job satisfaction, low turnover and enhanced job performance. Applicants who felt a better fit between their knowledge, skills and abilities (KSA) and their job requirements were likely to accept a job offer. Campion (1991) found that inescapable turnover was characteristically viewed as critical to an organization. The notion that turnover decreases organizational performance was supported by the most of researchers. Mobley (1982) suggested That, turnover might interrupt job performance when an employee who intended to leave became less efficient and effective. Shaw, Gupta, Delery, 2002 found empirically that voluntary turnover was associated with the inferior organizational performance. Other researchers suggested that turnover could improve performance. One probable advantage of turnover was the exclusion of poor performing employees. Furthermore, Staw et al; (1986) proposed that turnover might enhance performance if most of the turnover was by employees with longer or very short tenure. Article: 3 JOB SATISFACTION AND WORK LIFE BALANCE Author Millicent F. Nelson, Middle Tennessee State University Richard J. Tarpey, Middle Tennessee State University Source: Academy of Health Care Management Journal, Volume 6, Number 1, 2010 Work-family conflict studies have also indicated that there is a difference in levels of work-family conflict perception between males and females. Several of these studies have also indicated that the majority of pressure females experience comes from family demands rather than work demands especially when the family has children. One possible explanation is that a larger portion of family role tasks that are time constrained typically falls on the female of the family. While males usually assume responsibility for tasks such as home maintenance, females normally are responsible for tasks that must be done on a regular basis regardless of the quantity or pressures of work demands. Therefore, while many generally male dominated family tasks can be put off if work demands increase, the same is not true for the female dominated tasks such as laundry, cooking, or direct child care. Therefore, the propensity for females to experience work-family conflict is high due to irregular, inflexible or long work hours, potential limited choice in work schedules, and personal or family demands. Additionally, with families can experience more demanding family role tasks in addition to their potentially high demand work role tasks causing a further perception of a lack of balance. The implications of the work schedule on an individuals ability to achieve a work-family balance are clear and demonstrated in previous studies. An employees negative perception of a work schedule should increase the potential for the existence of work-family conflict through the perception of the scheduled hours as too excessive, irregular, or inflexible. THEORIES OF JOB SATISFACTION The main theoretical approaches to job satisfaction are given below: 1. Need Fulfillment Theory According to this theory a person is satisfied when he gets from his job what he wants. In other words, job satisfaction will vary directly with the extend to which those needs of an individual which can be satisfied actually. Thus, job satisfaction is positively related to the degree to which ones needs are fulfilled. 2. Equity Theory Under this theory, it is believed that a persons job satisfaction depends upon his perceived equity as determined by his input -output balance in comparison with the input -output balance of others. Every individual compares his rewards with those of a reference group. If he feels his rewards are equitable in comparison with others doing similar work, he feels satisfied. Job satisfaction is thus a function of the degree to which job characteristics meet the desires of the reference group. Equity theory takes into account not only the needs of an individual but also the opinion of the reference group to which the individual looks for guidance. 3. Two-factor theory (motivator-hygiene theory) Frederick Herzbergs Two-factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors motivation and hygiene factors, respectively. An employees motivation to work is continually related to job satisfaction of a subordinate. Motivation can be seen as an inner force that drives individuals to attain personal and organizational goals (Hoskinson, Porter, Wrench, p.  133). Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities. These motivating factors are considered to be intrinsic to the job, or the work carried out. Hygiene factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions. While Hertzbergs model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman Oldham suggesting that Hertzbergs original formulation of the model may have been a methodological artefact. Furthermore, the theory does not consider individual differences, conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors. Finally, the model has been criticized in that it does not specify how motivating/hygiene factors are to be measured. 4. Discrepancy theory The concept of discrepancy theory explains the ultimate source of anxiety and dejection. An individual, who has not fulfilled his responsibility feels the sense of anxiety and regret for not performing well, they will also feel dejection due to not being able to achieve their hopes and aspirations. According to this theory, all individuals will learn what their obligations and responsibilities for a particular function, over a time period, and if they fail to fulfil those obligations then they are punished. Over time, these duties and obligations consolidate to form an abstracted set of principles, designated as a self-guide. Agitation and anxiety are the main responses when an individual fails to achieve the obligation or responsibility This theory also explains that if achievement of the obligations is obtained then the reward can be praise, approval, or love. These achievements and aspirations also form an abstracted set of principles, referred to as the ideal self guide. When the individual fails to obtain these rewards, they begin to have feelings of dejection, disappointment, or even depression 5.Equity Discrepancy Theory This is a combination ofequity and discrepancy theories. Under this theory, satisfaction is defined as the difference between the outcomes that one perceives he actually received and outcomes that one feels he should receive in comparison with others. When the individual feels that what he actually received is equal to what he perceives he should receive, there is satisfaction. This model reveals that a persons perception of what he should receive is influenced by the input and output of others. 6. Opponent process theory According to opponent process theory,  emotional events, such as criticisms or rewards, elicits two sets of processes. Primary processes give way to emotions that are steady with the event in question. Events that seem negative in manner will give rise to the feelings of stress or anxiety. Events that are positive give rise to the feeling of content or relaxation. The other process is the opponent process, which induces feelings that contradict the feelings in the primary processes. Events that are negative give rise to feelings of relaxation while events that are positive give rise to feelings of anxiety. A variety of explanations have been suggested to explain the uniformity of mood or satisfaction. This theory shows that if you try to enhance the mood of individual it will more likely fail in doing so. The opponent process theory was formulated to explain these patterns of observations. 7.Social Reference group theory Reference group defined the way an individual look at the world. According to this theory job satisfaction occurs when job meets   the interest, desire and requirements of a persons reference group .in   other word, job satisfaction is a function   of the degree to which the job meets the approval of the group to which the individual looks for guidance in evaluating the world and defining social reality. The social reference group theory is similar to the need fulfilment theory  except that it takes into account not the desires need and interest of the given individual but rather the point of view and opinion of the group to whom the individual looks for guidance. This theory an incomplete explanation to the extent some people are independent of group opinions and group pressure.

Bible :: essays research papers

Childcare Management Business people love to create new opportunities, ideas, and products to make a profit. When America’s businesses added women to their workforce and with the rise of single-parent households, the need for childcare arose, which is a wonderful business opportunity for those people who see the need for affordable quality childcare and are able to envision innovative ways to provide this service. The adequacy or lack of quality childcare affects society as well as the businesses employing those who use childcare services. I picked the topic of childcare management because in the future I want to be an entrepreneur in the childcare industry. I want to research the childcare field as much as possible to learn about the unique opportunities and challenges I will face as a new business owner in the childcare industry. The business of childcare is a national problem. There are several reasons for the lack of good, affordable childcare in most communities. The lack of childcare affects the success or failure of businesses and their employees with children younger than schoolage. Some workplaces offer childcare but at such a price or with such bad service that the workers don’t want to leave their children. Some parents are forced, due to the lack of a suitable childcare facility, to leave their children unattended. Others make the decision to quit the workforce to care for their children. Another reason for the need of good of childcare facilities is the lack of adequate teachers and employee turnover in the childcare industry. This is due to lower pay, usually minimum wage, and the challenges of keeping the worker/child ratio at or greater than the law requires with the business remaining profitable. Many of the workers leave the industry in order to find better paying or less stressful jobs.   Ã‚  Ã‚  Ã‚  Ã‚   Regardless of the reasons childcare is needed. It is needed. We need the support of the government, corporate America, and the children’s families to produce positive results for the communities. With the advancement of both single and second income parents into the workplace, there is a growing need for quality childcare. This could be seen as not just nine to five childcare but, childcare that could be needed day or night since corporate America runs twenty four hours a day, seven days a week. Some parents would rather work in their chosen careers and enroll their children in daycare rather than lose the income and care for the children themselves.

Animal Farm †Man Farm Essay

What if we were all animals instead of humans? The Animal Farm by George Orwell is about animals overthrowing humans so they can live a better life. On the farm the pigs are the smartest. They teach the other animals how to read and write. The pigs also came up with ways to make the animals’ jobs easier. Since the pigs were the smartest they decided to be in charge. Over time the pigs start to adapt to human life. They start wearing clothes and have conversations with humans. Once the farmer is gone the animals have to adapt to human society. To survive the pigs have to adapt to a more human life. The pigs are smart. â€Å"They explained that by their studies of the past three months the pigs had succeeded in reducing the principles of animalism into seven commandments.† (p. 24 Orwell) just like the animals humans have the Ten Commandments. These commandments lead to law and order for the land. Further more they have their own national anthem. â€Å"It is called Beast Of England.† (p. 12 Orwell) The Star Spangled Banner is the national anthem for the humans. The animals are able to come up with many things that are thought of as human things. There are more common ground between animals and humans. Besides written things the animals have also come up with new inventions. They want to make a windmill to save energy. â€Å"Snowball’s plans for the windmill were fully worked out. The mechanical details came from mostly three books which had belonged to Mr. Jones.† (p. 49 Orwell) The pigs could read very well that how they got so many crazy ideas like the windmill. They got into many â€Å"battles† with the other farmer, hence their new system of awards. â€Å"’Animal Hero, First Class,’ which was conferred there and then to Snowball and Boxer. It consisted of a brass medal† (p. 44 Orwell) Award ceremonies like these are like ceremonies for the people who serve in the army. Just when you think there are not any more similarities there are more. The pigs began looking through Mr. Jone’s house and they found some of his old stuff. â€Å"have the privilege of wearing green ribbons on their tails on Sundays.† (p. 114 Orwell) The pigs are breaking on of the commandments. They are never to wear clothes. They didn’t just break one rule; they broke many. â€Å"And the news leaked out that every pig was receiving a ration of a pint of beer daily,† (p. 115 Orwell) The animals aren’t suppose to drink beer, but Napolean has been changing the rules himself. Napolean changes the rules every time he breaks them. The Animal Farm is a fable. It is a satirical allegory of Soviet totalitarianism. The animals chase away the farmer because they want a better life. Later, they realize that life ruled by the pigs is worse. They pigs start to treat the other animals like slaves.

Borges in spanish essays

Borges in spanish essays La Esperanza se trata de un hombre que se aloja en un hotel abajo del nombre de su enemigo, Villari. Allà ­ toma muchas precauciones para asegurarse que nadie lo ve. Pocas veces salà ­a e iba al cine, y allà ­ tambin se escondà ­a sentndose atrs y se iba antes del fin de la pelà ­cula. Solo una vez se encontr con una persona, y fue porque se atropello con alguien. Villari se hizo como si no conociera el hombre y se volvi al hotel. Durante el tiempo que se queda en hotel tenia pesadillas de ladrones entrando a su habitacin y siempre se despertaba cuando lo iban a disparar con una pistola. Cuando se despertaba siempre se encontraba adentro del mismo pesadilla que se despertaba de en la misma cama. Despus de varias semanas, alguien llega a su puerta. Villari se encuentra con su asesino y sus asistentes. El se queda en su cama como si estaba so Este cuento de Borges describe a un hombre que sabe a un punto que su enemigo va venir y asesinarlo. Por consecuencia el espera para el dà ­a que llegue. Esto es en efecto lo que todos encontramos en nuestra vida, todo mundo sabe que un dia llegara su muerte, pero nunca saben cuando. Alejandro Villari, el enemigo del personaje principal, representa la muerte, si Villari estuviera muerte entonces no tendrà ­a un fin a su pesadillas. El personaje principal entonces se da cuenta de su mortalidad y se encuentra satisfecho con las cosas simples de la vida. La Esperanza no es como otro cuentos de Borges porque la final es obvio. Tambien la tema del laberinto no esta realmente presente. Se puede decir que el personaje estaba en un laberinto entre la realidad y su sue "Emma Zunz". Borges cuenta la historia de una chica judà ­a que ...