Welfare and unemployment Essay Example for Free

Welfare and unemployment Essay Welfare is a term used to describe a wide spectrum of parameters for human well being. These parameters include security, education, economy, housing, health and natural environment. In essence, welfare encompasses wellness of all aspects of life. Basically, welfare can be defined as wellness or well doing or wellbeing in regard to enjoyment of health and common blessings of life, free from any evil or disasters; development and happiness. Welfare can be viewed in the perspective of both an individual and community as a whole. On the other hand, unemployment refers to a situation where an individual is available to work and currently searching for work but there is no where he/she can work. The level of unemployment is measured by unemployment rate which is usually described as the percentage of the people in the labor force who have gotten employed. It is a matter of course that unemployment impacts negatively to the welfare of the people in a country. These impacts occur at individual, family and community levels. Some of the impacts of unemployment that are commonly known include: poor housing, lack of income, poor health, lack of food, insecurity, lack of education , accumulation of debts, Xenophobia, protectionism and immigration hence it is agreeable among people of different quotas that unemployment and welfare are closely related (Anderson, 2000, 67) . To begin with, one of the most important measures of welfare is health. According to WHO, health is defined as a state of complete wellness physiologically, economically, socially and emotionally and not merely the absence of a disease or disability. In this regard, economy and social factors are key determinants of human health. The welfare of the economy and social status is dependent on the availability of work that provides employment to the people. In the contemporary world, employment means work which is consistent and money can be paid for it. The need for earning money has made a paying job as a top agenda in the priorities and lives of many people. Due to this reason, job has got a significant impact on the mental, physical and social health status of the society. There is a lot of documented research and empirical evidence on the effects of lack of jobs on the health of the people. Employment to may people gives them a sense of consistency, purpose and identity, belongingness, social identity and a chance for individual’s growth and development. In some cases, some say that it provides to them self-realization and creativity. When one is unemployed, he/she is considered to have lost these vital benefits and therefore it results to adverse effects to his/her health (Earney, 1997, 102). According to numerous studies that have conducted world wide, there seems to be a pattern of increasing mortality rate during the times of negative economic growth, such as time of increasing unemployment. For example, in Scotland (1983), there was a time lag of 0 to 13 years in its population, meaning that the death rate was increased by the continuously high and rising unemployment during that time. This association of health and unemployment can be depicted well in the studies of cardiovascular diseases. From analysis of various studies, it has been proved that there is a positive relationship of unemployment and coronary heart diseases deaths. This is basically because of the stress that is related with unemployment. From these studies, it has been specifically noted that, aged employees who were retrenched and the young people who are jobless are more prone to stroke and high blood pressure disorders than the other segments of the populations. The other measure of the association between unemployment and health is number of suicides. In the studies that have been conducted so far, it has been proved that in most cases, those who attempted suicide had been unemployed or jobless. This was more so among the adolescents males. Research has also shown that high risks of injury and accidents are related to unemployment (Nelson, 1999, 33). Unemployment has also been identified as one of the cause of the many mental problems being experienced of late. It is confirmed by research that immediate job loss, long time joblessness and many mental and physical health disorders are closely related. The mental health negative effects of joblessness include consistent depression, insomnia, self-harming feelings , anxiety, dullness, pessimism , decline in self esteem and reduced ability to make decision. In one of the studies in USA, it was found that the physicians recorded the highest number of psychiatric patients during the times of economic recession which is characterized by a lot of joblessness. Also, worthy noting was the unique finding that most health facilities received the highest number of clients in the times of economic difficulties contrary to the normal assumption of the people that patients increase at the time of economic boom when there is a lot of money in circulation for seeking healthcare. Unemployment does not spare the welfare of children either. It has been noted that children are adversely affected when the parents are jobless. In such cases, the families lack finances to cater for their basic needs like seeking for health care, education, shelter and food. This results to increased infant mortality, morbidity rates and hospital admissions. In one of the studies in Britain, it was found out that unemployment doubled the risk of sickness for young children who were admitted at the health facilities. Unemployment makes the young to suffer from material deprivation, depression and other psychological problems, somatic symptoms and sicknesses, juvenile delinquency, poor performance in school and lack of attachment to the parents. It has also been observed that child abuse and neglect becomes rampant when jobless occurs (Gulluly, 1998, 23). For women, the problem of unemployment hits the hardest. It predisposes them to the practice of prostitution so as to earn income for catering for their needs and their families. Such practice has resulted to quick spread of sexually transmitted infections like HIV and others. Moreover, joblessness among women leads to increased levels of the cases of maternal mortality . This is due to lack finances for seeking maternal health services, which in most developing countries are paid for. To worsen the situation, the married women have been on the receiving end in the times of unemployment since many men divorce them or run away leaving them with a heavy burden of feeding the families. Such cases have been reported in developing countries where the men leave their wives and migrate to other areas in the name of hunting for job. The ripple effect of this kind of migration is extended to food production in that it leads to the lack of manpower in rural areas and therefore agriculture is adversely affected. When it comes to the relationship between unemployment and housing, it is evident that the low level of income which is associated with unemployment results to mushrooming of informal settlements like slums in towns and squatters in rural areas. The unemployed lack money to rent descent houses or buy land of their own thus results to deviation of the law and settling in lands owned by other people. This leads to cycle of crimes and battles between the security officers and the jobless people. In addition to this, standards of living are affected with the informal settlement dwellers lacking basic necessities like drainage systems, water and other sanitation facilities hence frequent outbreaks of diseases (Snower, 2000, 16). In other cases, chronic lack of jobs leads to xenophobic attacks that polarizes the diplomatic relation of a country with others. This occurs due to thinking that unemployment results when the available jobs are being taken by a foreigner who is regarded as non citizens. During this kind of attacks, robbery, rape, destruction of property and demonstrations become the order of the day. To evade such adverse influences of unemployment, many countries have come up with economic strategic plans that attempt to ensure there are adequate employment opportunities to absorb jobless people and graduates from both universities and other tertiary level colleges. USA has been on the fore front in endeavor. The president-elect barrack Obama has come up with policies for the country to address the low level of unemployment that had occurred during the previous government (Adam, 2003, 86). These include provision of immediate tax cut for workers and their families. This aims to make half of the tax credit be available to the workers and the jobless thus maintaining the consumer expenditure, strengthening the economy as well as rescuing many Americans who are faced with economic challenges. Another strategy which president Oboma is using is the provision of immediate supplement to social security for the low and middle income seniors. This is because the president understands that high prices are overburdening the seniors surviving on fixed incomes. He is providing to the middle and low income that are not benefiting from the tax credit, an immediate one time supplement to their social security benefit. Establishment of a kitty to assist families from foreclosure is another way which Obama is using to cushion the low income earners and the unemployed. This plan will aid people to live in their residentials and renegotiate with their lenders as well as preventing more decline in property values thus reducing the effect of a national foreclosure crisis on the state and household budgets. Lastly, he has initiated the provision of relief for local and state governments badly hit by housing crisis to protect curtailment of services like health education and infrastructure. This is because the housing crisis and sinking economy has resulted to significant decline of revenue in both state and local governments. In conclusion therefore, it is of a paramount importance for any government to ensure that the economy is properly managed to produce employment opportunities since failure to do so may result to eruption of incidences that ripple the welfare of a country. Work cited Adams Frank. Unemployment and Social Decay in Urban areas. Routledge, London, 2003, pp. 86 Anderson Ewan. An Introduction to Essentials of Economics.. Praeger Publishers, Westport CT, 2000, pp. 67 Earney Fillmore. The Global Indicators of Social Welfare. Macmillan Publishers, London, 1997, pp. 102 Gulluly James. The Principles of Economics. W. H Fremmil, 1998, pp. 23 Nelson Daniel. Unemployment Insurance: The American Experience. University of Wisconsin, 1999, NewYork, pp. 33 Snower Dennis. Unemployment Benefits: An Assessment for Reforms. Macmillan Publishers, London, 2000, pp. 16

A challenge to Materialism Essay -- essays research papers

Cartesian Dualism Challenged   Ã‚  Ã‚  Ã‚  Ã‚  In this paper, I will examine the issues of individuation and identity in Descartes’ philosophy of mind-body dualism. I will begin by addressing the framework of Cartesian dualism. Then I will examine the problems of individuation and identity as they relate to Descartes. Hopefully, after explaining Descartes’ reasoning and subsequently offering my response, I can show with some degree of confidence that the issues of individuation and identity offer a challenge to the Cartesians’ premise of mind-body dualism. Before diving into a critical examination of these two issues, it would be wise to first discuss the basis of Descartes’ philosophy. Descartes begins his discussion of mind by first disregarding everything that he can call into doubt. After this mental cleansing, Descartes is left only with the maxim that ‘I cannot doubt that I am doubting.’ From this conclusion, Descartes states that some entity must be doing this doubting, and claims that this entity is his mind. The Cartesian mind has only one property: thinking. Consequently, Descartes establishes a distinction between mind and body. The two share no characteristics, as the body does not indulge in thinking, the mind’s solitary function. Further, mind and body are independent of each other; mind can exist even in the absence of body. At the same time, Descartes does not doubt that â€Å"the mind begins to think as soon as it is implanted in the body of an infant.† Yet the mind does not need the b ody to engage in introspection, the action of thinking about thinking. Only introspection is immune from illusion, confusion, or doubt. Information about the world outside of mind is prone to these hazards. We cannot conclude with certainty that other minds exist. Thus, the Cartesian is left to what I would dub a lonely existence: â€Å"Even if [a Cartesian] prefers to believe that to other human bodies there are harnessed minds not unlike his own, he cannot claim to be able to discover their individual characteristics. Absolute solitude is on this showing the ineluctable destiny of the soul. Only our bodies can meet.† Now I will critically examine Descartes’ mind-body philosophy by addressing the issues of individuation and identity. First, I need to be clear about the issues I am addressing. In order to fully understand the problem of individuation, we nee... ...owed in my earlier example, consider bodies the same. Strawson argues that even if a Cartesian claims to be directly experiencing his mind through introspection and therefore has no need of explaining the identity of his mind, he still cannot rule out the possibility that a thousand different minds may occupy him during the next moment. As with individuation, Strawson and his fellow anti-Cartesians can correctly identify minds in the same manner that I identified myself as the same girl I was 9 years ago. Those operating under Descartes’ philosophy cannot identify the same mind over time, and consequently cannot speak â€Å"coherently† (as Strawson puts it) about mind.   Ã‚  Ã‚  Ã‚  Ã‚  Using Strawson’s analysis of Descartes as a guide, I have attempted to demonstrate how two issues—individuation and identity—threaten to dismantle Descartes’ philosophy of mind-body dualism. I have stood behind the anti-Cartesian argument that in order to associate one mind with one body—which Strawson claims is a vital principle to both Cartesians and anti-Cartesians—we must think of mind as something dependent on a person and not as something separate altogether, as Descartes would argue.

Analyse Staff Turnover, Its Cost and Effects on the Business and Develop Strategies to Improve Retention.

Analyse staff turnover, its cost and effects on the business and develop strategies to improve retention. Subject: Human Resource Management MGT 201 Student Name: Brenda Lai (YUN-CHU LAI) Student Number: 00038680T Lecturer: Alison Knight Staff turnover, or labour turnover, is a percentage of a number of employees that leave a firm in a period of time. Reasons for leaving can be voluntary, such as resignation, relocation to another company or any other personal reasons that cause the employees unable to continue the job.It may also be involuntary such as being terminated due to poor job performance, absenteeism or violation of work policies. Companies that have too low or too high turnover rate are generally inefficient and low-productive. Firms that have high turnover rate will have an overall decreasing in competency and productivity because the frequent replacement of workers as well as increasing in costs. However, it is not necessarily true that the lower the turnover rate, the b etter for the business. Businesses that have very low turnover rate could result in a tiring, inactive and demotivating work environment.As employees form the backbone of every organization, it is critical for managers to analyse the causes for high or low turnover rate, develop retention practices and maintain a steady, satisfied workforce. Turnover costs for many organizations are high and can have significant impacts on the financial performance of an organization. Turnover costs can be categorized into two kinds, direct costs and indirect costs. Direct costs include recruitment, selection and training of new employees, expense of advertising positions, and costs of temporary replacement of employees.Indirect costs, which refer to loss of efficiency and productivity, can be caused by a variety of reasons such as inefficiency and lack of experience of the newly appointed employees, breakage of tools caused by mishandling of equipment by new employees, lack of cooperation and coord ination between old and new employees, costs of increased supervision and support for the new employees, the time used for reading resumes and interviewing the candidates. The costs mentioned above are only general ideas that can be found in most businesses, however turnover costs can vary from different industries.For example, as a sales company, losing one sale could mean losing more than one important client at the same time. If the business is service-based, employers need to make sure they keep key employees. If employees leave, the company can face serious problems due to lack of professional services resulting in high staff turnover which could cost the business more than anything else. Smart companies pay attention to retaining of employees and minimize the act of turnover, which will then be discussed more in details in the following paragraphs.In a human resource perspective, for most organizations the goal is to lower staff turnover, maintain consistency in the workforce and train more skilled employees. High staff turnover can be costly to the business financially and also create problems internally. Internal problems include low employee morale, low employee royalty and stressful employees. This can then lead to decrease of productivity and efficiency. On the other hand, companies that have a low staff turnover rate are generally more productive and successful. (This is not an assumption; low voluntary turnover might sometimes be a negative for organizations.Details will be discussed at the next paragraph. ) Reasons being are that the employees trust each other, respect their leaders and feel a sense of belonging while working in the company. Employees in a positive and motivated work environment are normally more loyal and willing to dedicate their personal energy to the job. In addition, an organization that offers a better payroll system compared with others with similar jobs is likely to have lower turnover rate. Companies that offer satisfyin g bonuses and incentives tend to entice their employees to stay longer.Another reason for companies that have low turnover is that they help the employees to see the career benefits that lie ahead for them to achieve. Ultimately people search for settlement and a long-term career that helps to reach their goals. Therefore a well thought out career plan for employees is always a good way to keep them engaged. For instance, most hotels offer management training programmes for employees who have worked in the establishment over 1-2 years. It encourages employees who desire a long-term career goal to remain, and to continuously dedicate their skills to the hotel.Hotels also offer department transfer opportunities for employees who have been in the firm over 6 months or 1 year. By doing so, the hotel can keep the workers that are loyal to the company, and reducing some of the costs of training if they are transferred or promoted to or within a similar department. Overall a low staff turn over means a more productive, positive and efficient work environment and in some cases, successful business. It is important for companies to keep the staff turnover rate down, however according to Dr.John Sullivan who is an expert in recruitment management says that from his experience, voluntary turnover rate below 4% is not a good sign and should be taken into serious discussions by the company. (Dr. J. Sullivan, 8/8/2011, Final Thoughts, http://www. ere. net/2011/08/08/a-low-turnover-rate-could-mean-that-you-have-ugly-employees/). The article says that a low voluntary turnover rate could at the same time mean the employees in the firm are unskilled therefore seemed unattractive to other competitors or unambitious to seek external jobs.A very low voluntary turnover could sometimes be caused by inactive management or a lack of courage to terminate unsuitable employees. It is also crucial for companies to receive exit or a post-exit interview for feedback from departing employees. With almost no circulation in human resource, companies will find it difficult to understand its problems that could cause failure of the business. Companies that have zero or very low voluntary turnover rate is like a stagnant pool of water, with no fresh and clean water coming in, implying lack of new ideas, skills and competitive intelligence that are brought in by new employees.It is always good to recruit on a regular basis. Having skilled new employees input can make the current employees feel threatened and having to compete with them, as a result of creating a motivated and competitive environment. Eventually the lazy and unambitious employees will be forced to leave. Well-managed companies with exceptional management and retention practices generally maintain low voluntary turnover rates, but higher involuntary rates to keep development processes running and avoid talent decay.One of the key ways to prevent high employee turnover is to instill in them a sense of belonging, loyalty and commitment. The following are some ideas to accomplish this. Initially, human resources or recruitment managers want to ensure they recruit the â€Å"right people†. The right people meaning candidates who share similar values, principles and goals with the company. This ensures long-term employee loyalty and retention, because they have the commitment before they start working in the organization. Secondly, providing employees with opportunities for advancement help them to view what they will be in, in the following years.Most employees feel motivated if they have clear vision of what potential positions are available for them in the future at a higher level. To value employees’ voice and contribution and give them praise, helps to build up trust and loyalty between employers and employees. Thirdly, companies with a well-developed compensation package create a favorable environment for employees. The package should include variety of pay scale, incentives , bonuses, welfare and benefits. Additionally, leveling the workload and being flexible with working hours have become a critical issue for employers to look at.Employers should recognize the quality of work life is getting more important for employees. Most importantly, having an exit interview is always a good way to find out the reasons why employees leave and issues that should be addressed to reduce a high staff turnover. Retention practices assist organizations to keep their key employees from leaving to work for other competitors and maintain a healthy turnover rate. To develop a retention strategy, managers firstly need to understand the reasons why people leave. It can be environmental or motivational problems.Low performers tend to leave more often than high performers. However high performers could also leave due to lack of promotional opportunities, training or recognition for effective performance. By implementing exit and post-exit interviews can help managers to under stand what employees need and things they can improve on. Job satisfaction plays an important role in retaining employees. It gives employees a sense of belonging, prestige, a status or authority and power in the organization. Feeling satisfied within their position generally creates motivation.When staff are motivated, they are more likely to perform a higher quality of work. Employees who have good work performance deserve rewards. Businesses often use bonuses, commissions, compensation or employee benefits to reward staff to make sure they keep up the good work. Companies with a substantial reward system and employee welfare are more likely to retain their key employees from leaving the company and work for other competitors. For example, Google offers a list of employee benefits that is called â€Å"I-bet-you-don’t-have-that-where-you-work†.It includes flexible hours for nearly every professional employee, casual dress everyday, pets allowed to work, onsite dental care, free massage and yoga, free drinks, free meals and many other benefits that most employees desire. (HCA Online, 25/07/2006, http://www. hcamag. com/article/a-look-inside-the-google-talent-machine-112999. aspx). Retention and recruitment of key employees will be more critical in the following years as the baby boomer generation moves towards retirement, which leads to shortage of skills in the industry. Managers that recognise their staff as their greatest asset generally are more successful than others who don’t.A successful business requires several factors; one of the most important and most irreplaceable things is its competitive advantage(s). By retaining key employees, the people that create or help to maintain competitive advantages, companies are more likely to achieve its long-term goals and make desirable profits. For example, Google is well known for its special recruitment system and attractive retention strategies that every employee dreams about. One of Goo gle’s interesting programmes is called â€Å"Working with 20 per cent time†. (HCA Online, 25/07/2006, http://www. hcamag. om/article/a-look-inside-the-google-talent-machine-112999. aspx). It means that the employee works one day a week on their own to research individual selected projects that the company funds and supports. Google have crafted every position and element in the workplace so that all employees are working on projects that interest them, continuously learning and being challenged positively to do more. This programme makes the work itself become an attraction and retention force, a driver of motivation and innovation, and a feeling that the employees themselves are adding value to the company.What Google have done is not only make their employees want to remain and work for them but also continually create and develop skilled people. With Google’s perfect retention strategies, they are confident to retain valuable employees and create a positive c ycle. In conclusion, it is essential for organizations to understand staff turnover rates and analyze the cause and effects of turnover, in order to maintain it in a healthy and favorable level. This paper has discussed the costs, causes and effects for high staff turnover, and also the negative impacts on businesses with a very low turnover rate.It has also mentioned a diverse range of ideas on how to prevent a high staff turnover, as well as develop a thorough retention strategy that encourages key employees to remain within an organization. Some successful real life examples have been provided from the company ‘Google’ have been mentioned and referenced. Overall recruitment and retention are substantial factors for a successful business. Reference List: â€Å"A Look Inside the Google Talent Machine†, â€Å"HCA Online†, , assessed date: 28/03/2013 Dr. J.Sullivan, 8/8/2011, â€Å"A Low Turnover Rate Could Mean That You Have Ugly Employees†, â€Å" RER. net†, < http://www. ere. net/2011/08/08/a-low-turnover-rate-could-mean-that-you-have-ugly-employees/>, Assessed date: 27/03/2013 F. John Reh, â€Å"The High Cost Of High Employee Turnover†, â€Å"About. com Management†, < http://management. about. com/od/money/a/The-High-Cost-Of-High-Employee-Turnover. htm> Assessed date: 27/03/2013 K. May, â€Å"Causes & Effects of High & Low Staff Turnover†, â€Å"Demand Media†, â€Å"Chrone†, < http://smallbusiness. chron. com/causes-effects-high-low-staff-turnover-33939. h

Dimmesdale Is The Worst Sinner In The Scarlet Letter

The Scarlet Letter by Nathaniel Hawthorne, it is about a young woman named Hester Prynne, who has committed adultery and gave birth to a daughter named Pearl. As a punishment, Hester has to wear a cloth with a scarlet letter ‘A’ on her chest that stands for ‘Adulteress’ for all her lifetime. Meanwhile, Hester’s husband, Roger Chillingworth, who has been missing for two years come back and decides to take a revenge on Hester’s lover. Throughout the novel, Chillingworth has discovered that a young minister named Dimmesdale is a Hester’s lover. Dimmesdale is the worst sinner than Chillingworth because Dimmesdale doesn’t have moral, he is a coward that decides to keep his secret, and he doesn’t have responsibility. The first example†¦show more content†¦There is a time Hester asks him for help when the old minister tries to take Pearl away from her, she says â€Å"Thou wast my pastor, and hadst charge of my soul, and knows me better than these men can. I will not lose my child! Speak for me! Thou knows,—for thou hast sympathies which these men lack!—thou knows what is in my heart, and what are a mother’s rights, and how much the stronger there are when that mother has but her child and the scarlet letter! Look thou to it! I will not lose the child! Look to it!† (105). At that time there’s an opportunity that he could tell everyone the truth and stand up for them, but he chooses to hide it instead to admit what he has done and allow everyone to learn from his imperfection. He is the worst sinner because he is a coward that he decides not to confess to everyone even though he has so many opportunities. The third example of Dimmesdale is the worst sinner than Chillingworth is because he doesn’t have responsibility for what he has done. After Hester is out of prison, she is punished and she takes all the blame and their shared sin while Dimmesdale chooses to hide behind her. Dimmesdale let Hester and Pearl go through hash criticizing, disparaging, and insulting from everyone in the towns. People disparaging Hester by saying â€Å"This woman has brought shame upon us all, and ought to die. Is there not lawShow MoreRelatedThe Worst Sinner in the Scarlet Letter1444 Words   |  6 PagesThe Worst Sinner in The Scarlet Letter In The Scarlet Letter there are three main sinners presented to the reader. Hester Prynne, Arthur Dimmesdale and Roger Chillingworth are all written with their own forms of sin, and each has a unique coping mechanism for their sins and guilt. Sin, at this time, was a hugely important part of daily life, and punishment for one’s sins was universally seen as not only a positive thing, but a necessary action to keep the people of the colony pure. Both HesterRead MoreDimmesdale Is The Worst Sinner964 Words   |  4 Pages The worst sinner The Scarlet Letter by Nathaniel Hawthorne, it is about a young woman named Hester Prynne, who has committed adultery and gave birth to a daughter named Pearl. As a punishment, Hester has to wear a cloth with a scarlet letter ‘A’ on her chest that stands for ‘Adulteress’ for all her lifetime. Meanwhile, Hester’s husband, Roger Chillingworth, who has been missing for two years come back and knows about his wife cheating on him. He tells Hester to keep his true identityRead MoreDimmesdale Is The Worst Sinner914 Words   |  4 PagesThe worst sinner In the novel The Scarlet letter by Nathaniel Hawthorne, it is about a young woman named Hester Prynne, who has committed adultery and gave birth to a daughter named Pearl. As a punishment, Hester has to wear a cloth with a scarlet letter ‘A’ on her chest that stands for ‘Adulteress’ for all her lifetime. 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