A Comparison of the Functionalist View with the Marxist...

A Comparison of the Functionalist View with the Marxist View Sociologists may disagree in their interpretation of how society works. Some have focused on what keeps society together; others have focused on what divides society. Over the years the two major paradigms have dominated sociology these are functionalism and the conflict theory better know as Marxism. Both the Marxism view and the functionalist view have their own totally different point of view. Haralambos points out that ‘although functionalists emphasize the importance of value in society they do recognize that conflict can occur†. However functionalists consider such conflict as being the result of temporary disturbances in the†¦show more content†¦They believe that a social system is a functional unity whereby all the parts of the system work together. ‘Co-ordination and co-operation’. On the contrary Marxism could not be more strongly marked. Marxism stresses that the motive force for society and social change is conflict. Marx stresses that the links which bind sectors of society are economic and linked to the modes of production. Social conflict is created by the differing interests of competing social groupings, known as classes. A writer in the Marxist tradition would emphasize that the links between groupings within society are very weak and marked by very diverse interests of each particular group. Marxists argue that the functionalist view is an illusion- to think of modern society as one which is in a continuous state of harmony. On the contrary, every society is characterized by continuous conflict. There exists a struggle between the various groups and classes of society. The struggle for power, prestigue and economics goods gives rise to competition between the various sectors of society. Therefore, what we consider as society is the outcome of this continuous social conflict. Functionalists as opposed to Marxists dispute that social equilibrium is achieved, most importantly, through the socialization of members of the society into the basic valuesShow MoreRelatedEssay about A Comparison of Marxist and Functionalist Views on Society541 Words   |  3 PagesA Comparison of Marxist and Functionalist Views on Society There is a division between functionalists and Marxists over the functions of the society. Marxism was founded by Karl Marx. Marx saw society as divided into two major parts, the economic base otherwise known as the infrastructure and the super-structure. Functionalists see society as a set of parts which work together to form a whole. Functionalism is also called a consensus theory. 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Ensr International - 931 Words

ENSR International Which of the proposed solutions do you favour and why?†¨ Of the 3 options provided, I would choose to implement Anderson’s key account program for several reasons: 1. It will help align employee compensation with overall corporate profit objectives. CSC managers are currently compensated based on their CSCs profit performance. This gives managers the incentives to employ their own CSC consultants on projects from the region, regardless if there are better-suited ENSR consultants working under different CSCs. Depending on the specific needs of a prospective client in the manager’s region, the CSC may or may not contain the necessary expertise to win a project. Implementing a key account program will allow the†¦show more content†¦Therefore, ENSR might lose out on several clients because the BDOs aren’t able to provide clients with the right knowledge and expertise. 4. In some RFPs, the bid requires the consultant to outline the scientific approach that they would take in resolving the conflict presented. This i s a section of the RFP that drives cost and time required to complete the RFP. By implementing a key account program, consultants will be put on projects where they have expertise, and this should allow this process to be as resource efficient as possible. 5. In the case, it states that it is common for some companies to begin discussions with consultants well in advance of actually drafting and distributing an RFP. These discussions helped the company to conceptualize more clearly the nature of the project and the specific consulting needs. Having a key account team will guarantee that the client is getting the right type of expertise, and will increase ENSR’s chance of including its own insights into the drafting of the RFP. What is the ideal client for ENSR? The ideal Client for ENSR is clients who have strong relationships with ENSR consultants. ENSR gains from having repeat customers, notably customers willing to partner with ENSR for a sole source contract. Having strong relationships reduces the amount of expended company resources (consultant time and money). Consultants will then be able to spend less time prospecting clients and building relationships,Show MoreRelatedLaying Pipe : It Is An Interesting Place That We Find Ourselves?1839 Words   |  8 Pagesuse today. Additionally, the original Keystone XL Project was later divided into two portions, The Gulf Coast Pipeline Project, and The Keystone XL Pipeline Project, with only the latter requiring US Presidential approval due to its crossing of international borders (Walker ES-3). Furthermore, the Gulf Coast Pipeline from Cushing, Oklahoma, to the Gulf Coast area became operational as of 22 January 2014 (TransCanada 1). The congressional research study meant to inform our electe d lawmakers states,Read MoreLimitations for Sme Internationalisation5917 Words   |  24 Pagesexporting can offer many benefits  to  smaller  manufacturers, a large number  of  these  firms  refrain from  export  operations as a result  of  insufficient stimulation. This paper seeks  to  critically analyse and creatively formulize the  reasons why SME’s go international. The review revealed that export stimulation stems from a variety of factors such as time, spatial and industry context. Also this article contains general information about SMEs. Next article - Investigating Barriers to SME Growth and DevelopmentRead MoreBusiness Opportunities14520 Words   |  59 Pagesdischarge clauses which free the debtor from his debt within a certain time frame. Other rescue possibilities include the postponement of debts and restructuring. In practice, the temporary debt moratorium is more frequently used than reorganization (EIM/ENSR, 1997). Deregulation According to Storey (1999), deregulation has two aspects. First, it lifts administrative and legislative burdens that take time, energy and resources away from fundamental entrepreneurial activity. Second, it stimulates freeRead MoreInventory Management Systems9739 Words   |  39 PagesJÃâ€"NKÃâ€"PING INTERNATIONAL BUSINESS SCHOOL JÃâ€"NKÃâ€"PING UNIVE RSITY IMP ROV ING INV E NTO RY M ANAGEME NT IN SM A LL BU S INESS A CA SE ST UDY Master Project in International Logistics and Supply Chain Management Authors: Lining Bai Ying Zhong Tutor: Jà ¶nkà ¶ping Jens Hultman 2008-01 Master Thesis in International Logistics and Supply Chain Management Title: Authors: Tutor: Date: Subject terms: Improving Inventory Management in Small Business: A Case Study Lining Bai and Ying Zhong Jens Hultman 2008-01

Management of Performance

Question: Discuss about the Management of Performance. Answer: Introduction The training and development of the employees is believed to be one of the main factors in a company that drives to the success of the business as well as its competitiveness. Performance management is the core reason for offering training and development in a company as it is a process where the goals of the performance are established, interventions are designed and programs arranged to develop the employees and improve their performance. It is a process that signals the employees on what is important to the organization ensuring accountability for actions and outcomes to help improve on the performance. Management of performance is never a single entity but a comprehensive ongoing and continuous process with activities and programs to develop and improve the performance of the employees. In this paper, the main theme of action is the human resource management training techniques and practice. 1. Diagnosing performance issues Performance Management The figure above is a simple illustration of the performance management process noting that it is a process associated with many components closely related to each other. Setting of goals in the first step in the process where the managers are top meet with the employees to discuss the expectations of the performance and agree on the performance goals. The goals are usually originating from the organizational and departmental goals and objectives. It is in handy with ensuring that the goals of the employees are conforming to the goals of the department and those of the organization. On agreeing on the goals, the employees are to receive ongoing feedback to know whether or not they are accomplishing their goals (Luecke and Brian, 49). Aside from the informal network of feedback, another formal process of performance management is the evaluation of the employees. In this process, there is the application of the standard rating where the managers and the employees are manages the employees performance on various dimensions reviewing the extent to which the employees accomplished their goals. A critical component of the performance management is the development of the employee and the criterion for the development plan. It is associated with the programs and activities designed to assist the workers in achieving their goals and improve their performances. Each of the components of performance management indicted in the figure above provides certain information on the developmental requirements of the employees. it is, however, noted that although the evaluation performance is a critical need of the management of performance, there still needs to be a critical component of the process; employee development that needs an effective training and development programs (Cokins, 54). 2. Barriers to Effective Performance The clothing stores appear to have followed the primary requirements with regards to their attainment of effective performance. There is the part of the employee recruitment and retention where the training and development appears to be an effective tool for attracting and retaining the top talented employees. Henry Risen is seen to have been well equipped to fighting the possible barriers to attaining their success through effective performance. Companies use the case of training to increase the attractiveness to their prospective employees and retaining current workers. Most of the companies today use training as their priority retention tool. The failure of a company to give their employees the necessary training chances is disadvantageous to the attraction of new workers and retention of the already employed. It has been proven that the business entities spending more on their employees training and development have low voluntary and involuntary turnover rates. Most of the compan ies are offering an extensive training and development opportunities to retain their employees (Saks et al., 38). Companies are said to be at higher chances of becoming a success through the training and coaching that is offered to the employees arming them with the knowledge and skills to influence the attaining of the goals and objectives of the organization. By linking the training to the strategic plans of the company, the training turns out to be s strategic activity operating according to the organizations programs and activities to achieve their strategic business objectives. Once an employee is trained, they are prone to doing better work where they make a few errors and they need minimal supervision with positive attitudes. The trained employees are as well known to be more productive and highly performing 3: Recommendations from Mager and Pipes Performance Flowchart In some other cases, the leaders might be forced to find the solution to their problems following processes and procedures that can require delicate and complex skills. In the Mager and pipe flow chart, there are a series of questions asked dwelling more into the problems prior to the development of a solution. According to their chart, problems could be solved in a systematic manner. it also addresses the issues as to whether the pursue of the solution is needed. It includes the cost effective analysis to protect the potential procedures. In cases where the problem is identified correctly, and there is a need to fix it, there should be an instant fix. It is a recommendation according to the chart by pipe and Mager. Two, it is also recommended that you ensure that the problem is not dependent to a system that is prone to rewarding wrong activities. In their theory, they give questions and solutions and great systematic approaches to the identification of a problem as well as their solutions. In other instances, Mager and pipe are also found to recommend that there should be a consideration of whether the situation should be solved or that there should be more emphasis on the details. 4: Recommendations to Improve the Performance Training and Development is one of the significant techniques that can be used to boost the performance in an organization. The training is known to usually consist of focus on the acquisition of the skills needed for a persons job. Such training may be experienced especially in cases when a company decides to send an employee to a workshop to study a software package and learn on how to serve customers. The main goal of the training is to assist the employee to learn how to do their job better (Anderson, 122). Development is a process that is initiated to allow the employees gain the necessary tools for the performance of future responsibilities and long-term achievement of the goals and organizational developments. The goal is meant to prepare the employees for the promotions and future responsibilities. In the process, extensive programs might be used to make the employees ready for the future responsibilities and for the managerial careers. The training and development is known t o be a part of the human resource development involving the systematic and planned activities designed by the company. As such, the employees will be allowed an opportunity to learn the required skills to meet the current demands and the future job demands (Cartwright, 30). The human resource development is meant to run the training and development programs, organization development and career development career development. The human resource development take the main core of the three aspects mentioned to be learning. Generally, the creation of a conducive working environment is the immediate step towards the process of managing the performance management system. The entire system is concerned with the improvement of the effectiveness of the organization through the improvement of the human resource development. The main achievements of the goal are the training and development (Krausert, 72). The companies seen to invest on the training and development techniques for their employees are associated with a number of benefits. Employees and the society is also seen to invest in training and development that everyone believes that it plays a significant role in the success of the organization, the society and the individuals. 5: Implementing a Learning Organization The implementation of a learning organization is known to involve changing of resistance. The executive officers are the people responsible for driving the change. It is a persons vision that compels to the members to trying to become one. Visionary leaders taking the responsibility to set up a learning organization have make amendments to their agenda for the companies that are not prepared. The steps to building a learning organization involves; Building a vision and awareness where people are being notified of the necessity of learning at all the organizational levels. Henry Risen could use the process of organizational learning through the mentioned step to create a learning organization to its employees. The awareness is not only to be created to the management team but to the entire organizational levels and influence all the members to buy in the new vision. Two, one should build a facilitative organizational structure that is expected to be flexible and flatter. The structure should as well be able to remove silos and boundaries from the company. The leaders should be encouraging to help their staffs and the entire company to embrace the learning and secure the resources they gain from the management. There should also be step taken encouraging and the participation of the workers at all levels where the new philosophy should be openness, reflectivity and acceptance of errors. There should also be actions for building the learning cultures to allow the employees free time and training in terms of brainstorming and problem solving. With this, the decision of the members would be questioned without fear as recognition and rewards will be established. Conclusion The training and development of the employees is believed to be one of the main factors in a company that drives to the success of the business as well as its competitiveness. Management of performance is never a single entity but a comprehensive ongoing and continuous process with activities and programs to develop and improve the performance of the employees. A critical component of the performance management is the development of the employee and the criterion for the development plan. The human resource development is meant to run the training and development programs, organization development and career development career development. The companies engaging in these practices are said to benefit in multiple ways that assist them in gaining a lot more competitive advantages. Training and development is believed to be able to facilitate the strategies of a company and increase its effectiveness improving the recruitment and retention of the employees. It has been proven that the b usiness entities spending more on their employees training and development have low voluntary and involuntary turnover rates. Most of the companies are offering an extensive training and development opportunities to retain their employees Works Cited Aguinis, Herman.Performance Management. Pearson, 2014. Print. Anderson, Valerie.Research Methods in Human Resource Management. London: Chartered Institute of Personnel and Development, 2004. Print. Armstrong, Michael.A Handbook of Human Resource Management Practice. London [u.a.:Kogan Page, 2007. Print. Bacal, Robert.Manager's Guide to Performance Management. New York: McGraw-Hill, 2012. Print. Biech, Elaine, and Tony Bingham.Training and Development for Dummies. , 2015. Print Cartwright, Roger.Training and Development Express. Chichester: John Wiley Sons, 2003.Internet resource. Cokins, Gary.Performance Management: Integrating Strategy Execution, Methodologies, Risk,and Analytics. Hoboken, N.J: Wiley, 2013. Internet resource. Krausert, Achim.Performance Management for Different Employee Groups: A Contribution to Employment Systems Theory. Berlin: Physica-Verlag, 2009. Internet resource. Luecke, Richard, and Brian J. Hall.Performance Management: Measure and Improve the efectiveness of Your Employees. Boston, Mass: Harvard Business School Press, 2006.Print. Mello, Jeffrey A, and Jeffrey A. Mello.Strategic Human Resource Management. , 2014. Print. Moynihan, Donald P.The Dynamics of Performance Management: Constructing Information and Reform. Washington, D.C: Georgetown University Press, 2008. Internet resource. Saks, Alan M, Robert R. Haccoun, Monica Belcourt, and Monica Belcourt.Managing performance Through Training and Development.Toronto: Nelson Education, 2010.Print. Shipton, Helen, Pawan S. Budhwar, Paul Sparrow, and Alan Brown.Human Resource Management, Innovation and Performance. , 2015. Internet resource. Wilson, John P.Human Resource Development: Learning Training for Individuals Organizations. London [u.a.: Kogan Page, 2006. Print.