What Is Social Policy?

What Is healthy-disposed indemnity?Essay Topic What is amicable constitution and why is it contr all oversial?Write an essay in which you research the topic of societal polity self-aggrandizing consideration to differing theoretical debates, positions and argu handsts for and against the provision of sociable constitution as good as the nature of offbeat in parliamentary law. Use bleak Zealand physical exercises to defy your discussion.Marks ordain be all(a)(a)ocated base onThe largeness of your reading and the descents you purpose to civilize your argument.Your ability to develop a beardown(prenominal) and good argument, with a thoroughly introduction and conclusion.Your use of references, taking into business kin accuracy, suitability and conformity to the Style Guide for this paper.The level of originality which you bring to the topic.The terminal figureinus that you cover the topic fairly and comprehensively.IntroductionWellbeing is a comparatively rising concept it references draw from a satis concomitantory in good health and happiness through having material or position equivalence to round others in society. Social insurance has massive been a material thoroughly being as to response to a basic wishings construct a safe environs, providing food and shelter. In the mid of rising populations and speedy cordial change and uncertainty, Social policy regards to tumefy being seemly more central to response to more complex postulate as by far is toilsome to measure of it quality wellbeing is increasingly important and to regulate under diverse brassal ideologies.Various environment socio economic, at that place is oftentimes to matter for. Social policy accompanied welf be defer is the remnant of an adepttime(a) policy from the post war era, today governmental discussion sectionies in search policy that fit in others economic political orientation spectrum, remunerate attention to social reform sche dule, to strive this brings ample flexibility, compromise or consent of voters and opposition companionship. Social policy is an urgent agenda for bleak Zealand that gift grown into multicultural society although slake pin down in a dis parade of a bi-culturally tough going essay to arrive at in the last 200 years.This essay is an attempt to explore different theoretical debates and position for and against social policy that in somaticd in sassy Zealand political context.Controversial policyExiting gap between men and women, employed and unemployed, rich and poor in that location is large number of left(a) field divulge community in throwing life, minor, gender and others who loaf pay unequal to that of other builders. The disable, mentally ill and the elderly chance b rangeline live able income and being financing by government funded governing employees to visit in their home in familiarity, for this condition government is to look closing this gap of equ ality in society.The Department of Social Policy at the London inform of Economics defines social policy as an interdisciplinary and applied subject touch on with the analysis of societies responses to social need (Pawar, 2014, p. 131) the definition confined inside the bringing close together of responding to need, it recognize the inaccessible and divergence as necessitate by default. Social policy in a broadr term is an action that rivals the well-being of members of a society mainly regarding scattering and access to goods and resources(Cheyne, Belgrave, OBrien, 2009). The world-class ferocity on the need that arises concerned the society where preventive and mechanism is put in place to response to it. This add-on response is mainly base on socialism that exit in close welf argon alleges regarding how the government should military service it citizen enhance the capability to achieve as oppose to capitalism scheme (Giddens, 2013)Influences by socialism from the left wings, repulse party for physical exercise a Social democratic old party in early 1900s initiate change to the fundamental social policy in refreshing Zealand. After 1935 labour party won the election and form the government, result in Social reform in social security, guinea pig health services and low rent living accommodations programs(Smelt Lin, 2008). Labour influence policy has non flourish without tension for use in 1970s Crisis of the welf be state where theoretical debate was commence critical on government legitimacy on state incumbrance was put to the ordeal (Cheyne, Belgrave, OBrien, 2009) discover inherently to this was about the ability of state unable to develop the frame motion response to the chequeret economic and political ideological context. heavy(a) ground political ideology the prominent in effect(p) in New Zealand politic perceived social policies as counter intersection pointive it interrupting the nature of market economic and politic al ideology. Liberal imagination emphasis on equality of the single(a)ly takes priority over society and the make up to make selections for themselves. Liberalism and Neo liberal opening stages of the free-market economy has influence scientific revolution that fundamentally altered New Zealand society today only a Classical Liberal opinion awkwardly associated with state intervention as necessary evil(Heywood, 2002, p. 45) semipolitical axes savetocks no thirster be over amplified from the fact that in that respect be flavor variations deep down political party show pluralistic of political idea. Recently there are strong conservative patriotic support to the new located movement of social conservative i.e United forthcoming combine distinctiveness of voters to support state intervention(Mulgan Aimer, 2004) both came from right and left of the political spectrum. unheeding of it controversial, from an observation social democracy in a small mononucleosis ethnic cou ntry in Europe seemed to be successful with a state welfare precaution scarcely could be different in a multicultural environments (Giddens, 2013)Theoretical debates/ position for social policy socialism believes based on the principles of collectivity, equal luck, distribution of wealth and public function for those who are able to help themselves these emphasis on the applied policy involving a welfare state within the framework of a capitalist economy (Sejersted Adams).Originated in 19th century Ger more from the influence of Karl Marx and Friedrich Engels (Aspalter, 2001) grew out of emergency to combat the universal suffrage, the poor and middle class play a great role in load-bearing(a) social democratic touch on. Liberal on the other hands with a vague idea of parceling of resources to the dis expediency base on justice and inequality in realizing that the soulfulness freedom need some form of guarantee (Cheyne, Belgrave, OBrien, 2009) and safeguard individual for social evil(Heywood, 2002).Liberal showed need for states to sustained and decided what matter for individual(Lister). This argument has been genteel by Socialist resulting in assimilations and made an alliance. Social democratic party in a post war New Zealand it has morphed into hybrid, the mix between Socialism and Liberal ideology. Socialism has been favor in democratic sour and it has made it way to the capitalism dominated political arena (Cheyne, Belgrave, OBrien, 2009) press it influences in to capitalism market economic.Policy model largely based on the principle of eligibility, government granting access to benefits and services based on citizenship, socialist regime in practice implicate the welfare system(Giddens, 2013) in order to achieve equality a legitimate, ideally the elected government travel engages in retribution of resources depending on the tending(p) policy and process. earth perplexity involved transferring of funds to the services providers. Labo ur party manifesto, for congresswoman in 1960s emphasis on taxation mustiness be use to achieve major wealth and income for disadvantages routing distributions to education, social security and healthcare(Lavalette Pratt, 2007). Labour adopted social liberal promotes woman right, honoring treaty of Waitangi, fence nuclear weapons and a sport apartheid in South Africa (Mulgan Aimer, 2004).New Zealand has been a bi-cultural country follows the treaty of Waitangi.(SooHoo Nevin) treaty regulates the co-exit between westerners, newcomers and the Maori indigenous population this has causes more grieve than pleased chiefly to the indigenous populations. Subjected to a colonization process that strip Maori of their land for resources, the country then route immaturely into a global market capitalism (Cheyne, Belgrave, OBrien, 2009) resulting from lost of land, cultural and identity, Maori community relied on political partys policy draw heavily on the socialism collective practice re garding to the right of indigenous lot as a citizen and as people of the land, issues highlight the problems of social exclusion (Humpage, 2006). at that place is yet to find solutions around the issues of Tino rangatiratanga, the right, ownership right, forethought of tribal resources science of duty and ability to participate the concern of tribal issues this become part of the Labour policy in 1957 and recently Maori custody right to the foreshore and seabed the space for mussel farming.(Orange, 2011)Debate argument against social policyPost stone-cold war society Liberal do gain it popularity it satisfy the select for individual autonomy and accommodates the rise of global market (Giddens, 2013) Liberal esteem democratic process gaining power through freedom to vote.Fredrick Hayek writing of Neo-Liberal ideas from the unblemished political economic believes in the power of unregulated market liberalism will deliver efficiency and prosperity (Heywood, 2002) Liberal ide as allow people to develop different ways of thinking takes action for changes to happen, practices contributes to the progression, ideology hold the individual responsibility to hire their own destiny for a person circle this oblige people to become self reliance (Pawar, 2014) for this reason Liberalism and capitalism are fit together favor free market and particular(a) government control , they despise the welfare state as the source of all evil (Giddens, 2013) government redistribution of income or capital as an unaccepted intrusion upon individual freedom(Lavalette Pratt, 2007)The Liberal model remained market dominance and close provision, the state only recognized poverty and provide minimum support to the basic needs but still limited to it terms of agenda hence the poor need to keep up the speed or be the economic victim of the rich.There are numbers of New Zealand political party that base one Liberal ideology for example.Conservativetheme maintain it conservative regarless(prenominal) of liberal favor among infantile people.(Mulgan Aimer, 2004)Argument welfare state lost it quality representing the collective interest.(Sejersted Adams)nz example explain references 3National party always oppose to socialism (Cheyne, Belgrave, OBrien, 2009) National the second oldest political party emerges from an old Liberal and unsnarl party to counter the eternal rest(Miller, 2005) Labour and National contemporaryly exist as the two main rival parties.National party favored the the idea of liberal and conservatives. Having been form against Labour national imbibe strong policy again collectivism unionist and welfare(Miller, 2005).In early 1990s National actively promote the one country one law, new subgenus Pastor elected uphore the inherent Labour policy seeing favor Maori is socially devisive(Hill).Nature of well being in societyThe discourse of wellbeing is underpinned by an individual enjoyment and, as such, is inherently quality of life.in co ncept to be well is to be non unwell for this reasonwell comes to be defined by the absence of crisis episodes. In this understanding identifying the sufferers, and natural compassionate reactions enkindle lead to a better picture of it.Enable people to experience freedom and realize their potential square well being mental well being culture and long termproductivity in life cycle as social investment. conclusion number of signalize events including the elections of.help frolic the tide national showed level of ideology flexibility and pracmatic.. = National and Labour represent an oppose view for the same agenda to the ultimate goal of policy for the well being of all.social policy reported one sided account mark the growing self confident well being can not be express in monetary unit, the promotion of health and treatment of the sick, the care and support of those unable to live a to the full independent life and the education and training of individuals to a level tha t enables them richly to participate in their society.Social policy out theredifferent theoreticalsocial policy according to 2 rival ideas in the western worldB.social democraticstate duty to guarantee to wee well being.ReferencesAspalter, C. (2001). Importance of Christian and Social participatory Movements in welfare Politics With Special Reference to Germany, Austria, and Sweden Nova Science Publishers.Cheyne, C., Belgrave, M., OBrien, M. (2009). Social Policy in Aotearoa New Zealand Oxford University Press.Giddens, A. (2013). The Third Way The Renewal of Social Democracy Wiley.Heywood, A. (2002). Political Ideologies politics (2 ed.). Basingstoke, Hampshire PalgraveHill, R. Maori and the State CrownMaori Relations in New Zealand/Aotearoa, 1950 2000 capital of Seychelles University Press.Humpage, L. (2006). An Inclusive Society A leap preliminary for Maori in New Zealand Auckland University Press.Lavalette, M., Pratt, A. (2007). Social Policy Theories, Concepts and Issues able Publications.Lister, R. Understanding theories and concepts in social policy Policy Press.Miller, R. (2005). Party Politics in New Zealand Oxford University Press.Mulgan, R. G., Aimer, P. (2004). Politics in New Zealand Auckland University Press.Orange, C. (2011). The Treaty of Waitangi Bridget Williams Books.Pawar, M. (2014). Social and association Development Practice SAGE Publications.Sejersted, F., Adams, M. B. The Age of Social Democracy Norway and Sweden in the Twentieth Century Princeton University Press.Smelt, R., Lin, Y. J. (2008). New Zealand Marshall Cavendish Benchmark.SooHoo, S., Nevin, A. Culturally Responsive Methodologies Emerald Group Publishing Limited.Human pick charge Strategies Tesco subject field StudyHuman Resource Management Strategies Tesco Case StudyAs Tesco has grown, so has the richness of all(prenominal) Little Helps. oer time, theyve gone from simply selling groceries to providing anything from loans to mobile phones. By setting out in al l these new directions they ran the risk of losing our way. So, they have relied on Every Little Helps more and more over the years, to act as a common philosophy to bind us all together.Mission statementTescos mission statement is Creating honor for customers to pee their lifetime loyalty.The Organisation coordinate and kitchen-gardeningStructureThe structure of Tesco is simple one apart from the fact that it has huge labour force under its belt.The attach to have effectuate more efficient ways of completing a task or business activity.Tesco has advancement in technology to minimize human wrongful conduct e.g. stock ordering, delivery schedules, etc.The confederation is giving general rung more responsibility when service or serving a customer.The buss within to apiece one store have now been given a much broader span of control with their manpower. This convey that to each one film director will have more employees to communicate with, but each employee has been trained to a set quantity, which allows the passenger car to trust them to get on with the vocation with little pleader from him or her. All of the key decisions are made by the wit of directors based in Chesnutt, which makes the troupe centralized in its diction making. finale is made up of the values, beliefs, underlying assumptions, attitudes, and behaviour shared by a group of people. Culture is the behaviour that results when a group arrives at a set of generally unspoken and unwritten rules for operative together (humanresource.about.com). constitutional culture is the work environment formulated from the interaction of the employees in the body of work (portal.brint.com). It can be analysed through the observations of the participations behaves, including routines, rituals, stories, structures and systems. Tesco has a very friendly and supporting improvement in the routine ways that stave at Tesco behaves towards each other, and towards those international the c ompany. The control systems and measurements are constantly under the management inspection to monitor the efficiency of the staff and managers decisions. The rituals of the companys life are the special events, corporate gatherings, which Tesco emphasizes are very important. leadership demeanorsPreviously, Tesco was following John Adairs Action Centred leading (ACL) model of leadership. The ACL model is represented by three interlocking circles encompassing the followingAchieving the taskBuilding and maintaining the teamDeveloping the individual (Thomas 2005).Action-Centred Leadership tends to focus on the ranked structure of the organization. It is applicable in organizations that are highly authoritarian.But later, with the appointment of Terry Leahy as the Chief executive director director Officer, Tesco led into a series of organisational changes. Leahy is considered as a oracle leader who aimed for the company to become more customer-focused and to develop its manpowe r. According to him, there are four things that a leader must provide to his histrions and fol tear downs to satisfy and spark them. These areA gambol that is interesting to doA chance to get on in lifeTo be treated with respectA boss who is some help and not their biggest problemLeahy fited a participative style of leadership wherein the employees are given voice in the decision-making process. The organisational structure became more flat where the roles and responsibilities of everyone are clearly stated. Leahy delegates leadership roles to individuals in the organization in order to attend that the company, with more than 300,000 employees, operates effectively. The leadership style that is manifested by Terry Leahy and is imitated by the leaders in the company has changed the structure of the company. The company has adapted an organic, a simpler and blandish organizational structure.Corporate Social responsibilityCSR is defined as the lading of business to contribute t o sustainable economic development, working with employees, their families, the local community and society at large to improve their quality of life.Approach to CSR in TescoEnvironmentTesco promote environmental issues through training package in order to create enough awareness on the issue of environment and to allow the company to maximize its operational effectiveness initiatives e.g. recyclable bagsCommunityIn several attempt to give back to the society Tesco create special support for children, community based projects and education computer programs in order to create a peaceful environment to operate e.g. Tesco Charity Trust.Suppliers respectable tradingIn order to maintain high respectable standard in business practices, Tesco is encouraging long term trade notificationship with supplier with a centralized distribution system with transparency and accountability to promote good quality of rang products and services at competitive pricing.Customers choice and healthIt p romotes the health of the customers through the management of customers choices. This can be affirm by the statement that Tesco will continue to appeal to a broad range of customers and that the company will adjure something for everyone through an extensive product range, offering price and product choice, in food and non-food products.People/workersEmployees are given opportunities of carrier development through Training and development programme with effective communication to facilitate staff feedback. Rewards and benefits are used to motivate workers, based on performances on the bloodline, pension scheme, save as you earn and family friendly working through conciliative hours of work to accommodate set out education.Ethical PracticesAll employees contribute to TESCOs reputation therefrom, it is important that all employees stay put to ethical guidelines. Always follow these principles compliancy with LawsTESCO business, whether domestic or international, must be conduct ed in compliance with all applicable laws and regulations.Honesty and halenessAll employees must be honest and honourable in all dealings with other employees, the public, the business community, shareholders, customers, suppliers, competitors, and government authorities.Entertainment and GiftsAny gift, enjoyment, or benefit you provide to a business associate must be modest in scope and value. neer provide a gift, entertainment or benefit that contravenes any applicable law.Consultant Fees, Commissions and Other PaymentsNever give or receive any payment that falls outside the normal conduct of business. If staff is found engaged in giving or accepting kickbacks, bribes, payoffs or other illegal or mistakable transactions, will be subject to immediate discipline, up to and including dismissal in accordance with TESCOs policy on employee discipline.Political ContributionsTESCO does not wish to deter the participation of employees in political and related activities. Employees ca nnot do on behalf of Tescos either directly or indirectly, without the prior written approval of TESCOs Executive Management.Compliance with Accounting Controls and ProceduresEmployees must always comply with the Companys accounting procedures and controls, and all applicable laws. They should properly record all financial data and transactions.Leadership stylesTesco PLC is one of the leading retailers in the United Kingdom and one of the largest food retailers in the world. The management and leadership styles analysed below, are cominges which are likely to be employ by Tesco.McGregors possible action X and YAccording to Douglas McGregor (1960) in developing theories X and Y, managers took two different views of their subordinates and conducted practices that would best suit their assumption of the workers. guess X managers, think that people dislike work, which is a necessity for survival. They perceive workers to be lazy who avoid responsibility, who lack ambition and prefer to be directed, rather than use initiative to take roles of responsibility. These managers use directive mount to leadership and are very strict and controlling with their subordinates. Organisational goals already formal and workers are pushed in a certain direction so that these goals can be fully achieved. speculation Y managers believe that if workers are in the right conditions, they will work hard their own will, helping the organization achieve the set out goals, and in return, being rewarded for this hard work and effort. In this scenario, managers will work together with subordinates, deciding work objectives and by developing strategies designed to achieve these goals. They will encourage team working and also delegate decision making when and where possible.In relation to Tesco, the management are likely to take a theory X approach in running their organic law. Due to the enormity of the number of subordinates a manager is likely to be in surveillance of, it would be al about undoable to use the latter approach.Blake and Moutons Management GridThe management grid identifies a range of management behaviours based on various ways that task-oriented and employee-orientated styles can interact with each other.In relation to Tesco, the management would identify themselves in general to an Authoritarian management style (also cognize as produce or perish style), which has a high concern for turnout and efficiency and concentrates less on people. They take a task oriented approach which takes in hand the needs of the task rather than the wants of subordinates. This is again, similar again to the Theory X approach stated approach, and is effective to Tesco where there is a larger derive of lower-skilled employees.Herzberg Two Factor TheoryFincham and Rhodes (2005) stated that Herzbergs two actor theory involved, firstly the motivators and secondly the hygiene factors.Hygiene factors involved supervision, salary, work environment, company policie s and relationship with colleagues. The absences of these were seen as dissatisfying aspects of a job which can affect the morale of workers.Motivators stated by Herzberg include responsibility, achievement, promotion and recognition.In relation to Tesco, subordinates of the managers such as shop floor employees are unlikely to achieve the motivators stated by Herzberg. This can be very minus for a firm like Tesco because a de- cause workforce is obviously more fruitless then a motivated workforce. Taking this into thought, it is vital for managers to tackle motivatingal issues of the workforce and see that the hygiene factors of employees are met, making it an effective approach to adopt.Development of workforce men development links staff schooling and development to other human resource and business activities. It includes strategic planning, workforce planning, performance management and travel development.Strategic planningTesco has a taxonomical planning process involvin g a number of steps that identify the current status of the association, including its mission, vision for the time to come, operating values, needs (strengths, weaknesses, opportunities, and nemesiss), goals, prioritized actions and strategies, action plans, and monitoring plans.Workforce planningWorkforce planning is the process of analysing an organisation includesIdentifying current and future numbers of employees required to deliver new and improved services.Analysing the present workforce in relation to these needs.Comparing the present workforce and the desired future workforce to highlight shortages, surpluses and competency gaps.Analysing the diversity profile at all levels against that of the local population.Recruitment and selection process.Risk of deployment.Performance managementAn important element in workforce development is to have clear job descriptions and person specifications. A job description sets outthe title of the jobto whom the job holder is responsiblefo r whom the job holder is responsiblea simple description of roles and responsibilitiesIf employees will know their job well, their performance will automatically be beneficial for organisation.Career developmentTesco seeks to fill many vacancies from within the company. It recognises the importance of motivating its staff to progress their careers with the company. Tesco practises what it calls natural endowment planning. This encourages people to work their way through and up the organisation. Through an annual estimation scheme, individuals can apply for bigger jobs. Employees identify roles in which they would like to develop their careers with Tesco. Their manager sets out the technical skills, competencies and behaviours necessary for these roles, what training this will require and how long it will take the person to be ready to do the job.ReportOrganisational structure and its impact on people in TescoTesco is a company that has also delayered the amount of employees used t hroughout the company. Reasons for Tesco delayering areThe company have found more efficient ways of completing a task or business activity.The advancement in technology has allowed the company to take some of the more demanding tasks away from employees to minimise human error E.G stock ordering, delivery schedules etc.The company giving general staff more responsibility within stores and allowing them to use their own initiative when helping or serving a customer.The managers within each store have now been given a much broader span of control with their workforce. This means that each manager will have more employees to communicate with, but each employee has been trained to a set standard, which allows the manager to trust them to get on with the job with little guidance from him or her.Looking at the Tesco Company the report can see that all of the key decisions for each region of the country are made by the board of directors based in Cheshunt, which makes the company centrali sed in its diction making.As the company is run centrally it allows Tesco to minimise the cost of having big finance, general mathematical function departments in each of its stores as well as minimise the amount of work each store has and allows them to concentrate on selling the businesses products to the customers.Organisational culture and its impact on workforceIn Tesco today the company is still recognised by the motto of pile it high and sell it cheap, but the company has introduced quality into its products by offering three different key areas of products.The first area consists of very high quality products such as organic and these products are usually the most expensive. The middle group of products are usually a collection of Tesco and company branded products and covers a wide price bracket. The third group of products are Tescos value range, which consists of the cheapest products such as toilet rolls, bin liners and ready meals. These types of products are all about value for money and are not priced by the level of quality.As well as offer their customers more choice, in the way of groceries, Tesco now offer their customers the opportunity to purchase clothes, electrical goods, DVDs CDs etc.By offering their customers these other products Tesco are changing their culture into becoming a one hobble shop, which offers customers the chance to purchase almost anything they need at the same time.A danger for Tesco is the threat of ASDA overtaking them in affordability along with viability and becoming the new store that piles it high and sells it cheap.Leadership stylesA managers leadership style creates the climate within which employees work and influences the attitude and performance of his team. A manager will have a preferred style, but this will not be leave in every situation. To be effective, managers must constitute to adapt their leadership style to the circumstances and in response to the employees they manage. This is known as situ ational or contingency leadership.In an article published in the Harvard Business Review in 2000, Daniel Goleman identified six leadership styles coercive, authoritative, affiliative, democratic, pacesetting and coaching. Goleman tie in these six leadership styles to managers able to choose the style best meet to the situation.Coercive and AuthoritativeManagers with a coercive leadership style practice tight control over employees and rely on the threat of negative consequences to ensure compliance. This style of management can be successful in crisis situations. However, coercive leadership is not effective in the long term because it can create a negative atmosphere by demotivating up to(p) employees and damaging morale. This style engages employees and results in the most positive work environment.Affiliative and DemocraticAn affiliative style emphasizes harmonious interactions and can be useful if a manager needs to encourage a group to work together or heal rifts in a dysfu nctional team. However, it is not effective if a manager needs to deal with inadequate performance or crisis situations that require clear direction and control. Democratic managers involve their employees in decision-making and encourage them to collaborate. This motivates commensurate employees because it encourages them to apply their skills and expertise. A democratic style is unlikely to be effective with employees who lack competence or require close supervision.Pacesetting and CoachingManagers who lead by example have a pacesetting style, which can work well when an organization has to adapt and move quickly. Pacesetters set high standards and are discreet about delegating. A pacesetter can overwhelm his team with demands for impossible excellence, resulting in a drop in morale. A manager adopting a coaching style of leadership helps employees identify their strengths and weaknesses. He encourages employees to set and attain goals, providing regular feedback to assist them to improve their performance.Benefits of flexible working practices to individualsAbility to balance work and home commitments more readily.Increased quality of life.Reduced stress.greater levels of job satisfaction.Ability to continue to work.Ability to maintain career development and personal growth during a fulfilment of temporary adjoind family commitments.Benefits of flexible working practices to organisationRetention of trained and valuable staff.Increased productivity. lessen absence.Individuals who have jobs tailored to meet their individual needs may be more motivated.The company is seen to support its diversity values.Access to a talent pool which might otherwise be unavailable thus up(a) recruitment.Ability to allow employees to continue to develop and grow in their career and to match the natural cycle of family commitments that everyone experiences.http//www.hirescores.com/flexible-working-corner.phpImpact of ethical practices on motivation level of staffThe ethical climate of an organization can have both positive and negative impacts on employee job satisfaction. Unethical workplace behaviours create chaos and impact the organization in a novelty of ways.Motivation level impacts the organization on many levels. Low levels of job satisfaction lead to low motivation, decreased productivity and increased employee turnover. bribable management practices lead workers to be suspicious of their leaders. The most successful organizations include high ethical standards at all levels of the organization.Cognitive Dissonance TheoryCognitive dissonance theory is often used to explain the passing game of motivation and job satisfaction that generally results from unethical organizational practices. This psychological theory, first developed by social psychologist Leon Festinger in 1956, holds that, there is a tendency for individuals to seek consistency among their cognitions (i.e., beliefs, opinions). When there is an inconsistency between attitudes or behaviours (dissonance,) something must change to eliminate the dissonance. As this dissonance continues in the workplace, the worker feels increasingly dissatisfied with their positions when they there is no support or rewards for exhibiting ethical behaviours.http//www.ehow.com/info_7753033_job-satisfaction-organizational-ethics.htmlUse of CSR to motivate employeesEmployees are motivated by corporate social responsibility (CSR). The integration of social, environmental, and economic improvement through CSR makes workplaces sounder. Below are the top 10 ways to motivate the workforce through CSR. allow employees participate in all the social activities done outside the company. allow employees lead volunteer and charity efforts in the local areas.Recognize attitude of the employees towards their job to raise the commitment and motivation levelEncourage employee referrals to help retain and recruit talent.Bring CSR inside the company to develop employees inside the company throug h training and tuitionConvert sick eld to rewards by creating a rewards program for unused sick days.Make executive team visible by handshake and personal thanks.Encourage initiative taken by employees to increase employee engagement.Create a competitive advantage by true and defining differentiation from competitors which can be felt up by employees, suppliers, partners, and customers.Be loud when you have done a great job with CSR, share it through social media, newsletters, media coverage, and face-to-face interactions to increase the energy, excitement, and fanaticism of employees.Management styles to deal with difference in behaviourTheory X and Theory Y have to do with the perceptions managers hold on their employees, not the way they generally behave. It is attitude not attributes.Theory XIn this theory, management assumes employees are inherently lazy and will avoid work if they can and that they inherently dislike work. As a result of this, management believes that worke rs need to be closely supervised and comprehensive systems of controls developed. A hierarchical structure is needed with narrow span of control at each and every level. Theory X managers rely heavily on threat and coercion to gain their employees compliance. Beliefs of this theory lead to mistrust, highly restrictive supervision, and a punitive atmosphere.Theory YIn this theory, management assumes employees may be ambitious and self-motivated and exercise self-control. It is believed that employees enjoy their mental and physical work duties. They make the ability for creative problem solving, but their talents are underused in most organizations. Theory Y manager believes that, given the right conditions, most people will want to do well at work. They believe that the satisfaction of doing a good job is a strong motivation.Motivation theoriesThe most commonly held views or theories are discussed below and have been developed over the last 100 years or so.TaylorFrederick Winslow T aylor (1856 1917) put forward the idea that workers are motivated mainly by pay. His Theory of Scientific Management argued the followingWorkers do not naturally enjoy work and so need close supervision and control. Therefore managers should break down production into a series of small tasks. Workers should then be given appropriate training and tools so they can work as efficiently as possible on one set task. Workers are then give according to the number of items they produce in a set period of time- piece-rate pay. As a result workers are encouraged to work hard and maximise their productivity.MayoElton Mayo (1880 1949) believed that workers are not just concerned with money but could be better motivated by having their social needs met whilst at work (something that Taylor ignored). He introduced the Human Relation give instruction of thought, which focused on managers taking more of an interest in the workers, treating them as people who have worthwhile opinions and realisi ng that workers enjoy interacting together.MaslowAbraham Maslow (1908 1970) along with Frederick Herzberg (1923-) introduced the Neo-Human Relations School in the 1950s, which focused on the psychological needs of employees. Maslow put forward a theory that there are five levels of human needs which employees need to have fulfilled at work.All of the needs are structured into a pecking order (see below) and only once a lower level of need has been fully met, would a worker be motivated by the opportunity of having the next need up in the hierarchy satisfied. For example a person who is dying of hunger will be motivated to achieve a basic wage in order to buy food before worrying about having a stiff job contract or the respect of others.Benefits of training and development to individuals and organisationIncreased job satisfaction and morale among employees. This has an added benefit of making your company more attractive to prospective employees.More motivated workers, which in t urn tends to increase productivity and spur profits.More effective and efficient use of workers time as a result of higher skill levels, unite with a better understanding of the job function.Employees who know they are competent, and therefore feel more confident. Self-assured, well-trained employees are important in the debt collection function.An increase from employees in the number of ideas, recommendations and suggestions for improving performance, or processes and procedures.Lower overall employee turnover and less absenteeism.Investing in employee training enhances the company image asa good place to worka company that offers its employees the opportunity to grow and meet their individual goals and aspirationsa company that values employeesa company that nurtures its employeesCreating a pool of cross-trained employees can bridge gaps when someone out of the blue leaves the company or if they accept a transfer or a promotion.Doing so tends to create more efficient employees that require less supervision and who need less detailed instructions. This frees managements time for higher value added activities.Employees that receive in houses training tend to be better equipped to adapt to changes and challenges facing the credit department in particular, and the company as a whole.http//www.coveringcredit.com/business_credit_articles/Credit_Management/art204.shtmlPeople management strategies used in organisationsHere are some key strategic factors on the management of people to reinforce the importance of them to businesses.Understanding the competitive advantage they can gain from employing good people and including workforce planning in their business strategies.Developing people management strategies, structures and practices that align with the overall business strategy and customer-driven business processes.Attracting, training and retaining key people through effective recruitment processes, training and development, employee engagement and eon plann ing activities.Active leadership from business owners and managers through clear organizational communication, development of a team culture and effective management of organizational change.Effective recognition and reward systems, including performance reviews and feedback, rewards for good performance and support for individual development plans.Essential human resource systems to meet legislative requirements regarding employing people to ensure the business will avoid expensive litigation and employment problems.http//www.harris-management-solutions.com/managing-people.htmlConclusionIn conclusion we can argue that the human resource aspect of any organisation can be seen as the greatest asset for an organisation. However neither the knowledge of this resource or knowledge about this resource should be seen as static, instead for organisational strategies to be effective they must be dynamic and adapt to be remote changes in the environment as well as internal information conc erning this human resource.