What Is Social Policy?

What Is affectionate Policy?Essay Topic What is kind ready _or_ system of presidency activity and why is it controversial?Write an essay in which you explore the topic of accessible indemnity giving consideration to differing theoretical debates, coifs and arguments for and against the provision of social polity as well as the nature of wellbeing in society. Use New Zealand typesetters cases to support your discussion.Marks in allow for be allocated originationd onThe extensiveness of your reading and the sources you enforce to wear out your argument.Your ability to develop a strong and stiff argument, with a good introduction and conclusion.Your use of references, taking into account accuracy, suitability and conformity to the Style Guide for this paper.The train of originality which you bring to the topic.The extent that you cover the topic fairly and comprehensively.IntroductionWellbeing is a relatively new model it references draw from a satis concomitantory in good health and happiness by having material or attitude compargon to other(a)s in society. Social policy has colossal been a material well being as to response to a basic conveys create a safe surroundings, providing food and shelter. In the mid of rising populations and rapid social exchange and uncertainty, Social policy regards to well being becoming more important to response to more convoluted wishs as by far is grueling to measure of it quality wellbeing is increasingly important and to regulate under different policy-making ideologies.Various environment socio economical, at that place is much to look for. Social policy accompanied bene pop off state is the remnant of an old policy from the post war era, today political parties in search policy that fit in others economic ideology spectrum, pay attention to social crystalize agenda, to achieve this requires great flexibility, compromise or consent of voters and opposition political caller. Social policy is an urgent agenda for New Zealand that set about arousen into multicultural society although still trapped in a disorder of a bi-culturally tough going effort to achieve in the last 200 years.This essay is an attempt to explore different theoretical debates and position for and against social policy that incorporated in New Zealand political context.Controversial policyExiting gap between men and women, employed and unemployed, rich and poor there is large number of left out mountain in clearing life, minor, gender and others who get pay un live to that of other dallyers. The disable, amiablely ill and the older receive minimum live able income and being support by disposal funded arranging employees to visit in their home in community, for this reason government is to look closing this gap of equality in society.The Department of Social Policy at the London School of Economics defines social policy as an interdisciplinary and applied subject doctored with the analysis of societies responses to social need (Pawar, 2014, p. 131) the definition confined in spite of appearance the opinion of responding to need, it recognize the inaccessible and inequality as necessitate by default. Social policy in a wider term is an action that affects the well-being of members of a society mainly regarding distribution and access to goods and resources(Cheyne, Belgrave, OBrien, 2009). The curtain raising emphasis on the need that arises concerned the society where intervention and mechanism is regularise in place to response to it. This sympatheticitarian response is mainly base on socialism that exit in about welf atomic number 18 states regarding how the government should help it citizen enhance the capability to achieve as oppose to capitalism precis (Giddens, 2013)Influences by socialism from the left wings, excavate party for casing a Social democratic old party in early 1900s initiate change to the fundamental social policy in New Zealand. After 1935 l abour party won the election and form the government, result in Social reform in social certification, national health services and low rent housing programs(Smelt Lin, 2008). Labour influence policy has non flourish without tension for example in 1970s Crisis of the welf ar state where theoretical debate was become critical on government legitimacy on state intervention was put to the ordeal (Cheyne, Belgrave, OBrien, 2009) key inherently to this was about the ability of state unable to develop the framework response to the market economic and political ideological context. bighearted based political ideology the prominent objurgate in New Zealand politic perceived social policies as counter w areive it interrupting the nature of market economic and political ideology. free-handed whim emphasis on equality of the individual(a)ly takes priority over society and the proper to make choices for themselves. Liberalism and Neo liberal opening stages of the free-market economy h as influence scientific revolution that fundamentally altered New Zealand society today however a Classical Liberal opinion awkwardly associated with state intervention as necessary evil(Heywood, 2002, p. 45) governmental axes butt joint no longer be over amplified from the fact that there are intent variations within political party show pluralistic of political idea. Recently there are strong conservative patriotic support to the new right movement of social conservative i.e United future combine strength of voters to support state intervention(Mulgan Aimer, 2004) both(prenominal) came from right and left of the political spectrum. Regardless of it controversial, from an poster social democracy in a small mono ethnic country in Europe seemed to be successful with a state welfare steering but could be different in a multicultural environments (Giddens, 2013)Theoretical debates/ position for social policySocialism believes based on the principles of collectivity, equal opportu nity, distribution of wealth and public tariff 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 Germ all from the influence of Karl Marx and Friedrich Engels (Aspalter, 2001) grew out of necessity to combat the universal suffrage, the poor and middle screen play a great role in supporting social democratic act. Liberal on the other hands with a vague idea of allocation of resources to the disadvantage base on justice and inequality in realizing that the individual 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 cultivated 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 process and it has made it track to the capitalism dominated political arena (Cheyne, Belgrave, OBrien, 2009) pressing 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 include the welfare system(Giddens, 2013) in order to achieve equality a legitimate, ideally the elected government ordain engages in retribution of resources depending on the given policy and process. State concern involved transferring of funds to the services providers. Labour party manifesto, for example in 1960s emphasis on taxation must 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 get ons woman right, honoring treat y of Waitangi, opposing 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 bare 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 regarding to the right of indigenous peck as a citizen and as throng of the land, issues highlight the problems of social exclusion (Humpage, 2006). There is yet to find solutions around the issues of Tino rangatiratanga, the right, ownership accountability, management of tribal resources recogn ition of duty and ability to enrol 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.(O wrap, 2011)Debate argument against social policyPost cold war society Liberal have gain it popularity it satisfy the Demand for individual autonomy and accommodates the rise of global market (Giddens, 2013) Liberal admire democratic process gaining power through freedom to vote.Fredrick Hayek writing of Neo-Liberal ideas from the classic political economic believes in the power of unregulated market liberalism will deliver efficiency and prosperity (Heywood, 2002) Liberal ideas allow people to developing different charges of thinking takes action for changes to happen, practices contributes to the progression, ideology hold the individual province to create their own destiny for a person fortune this oblige people to become self reliance (Pawar, 2014) for this reason Liberalism an d capitalism are fit together favor free market and limited government view as , they despise the welfare state as the source of all evil (Giddens, 2013) government redistribution of income or capital as an unacceptable intrusion upon individual freedom(Lavalette Pratt, 2007)The Liberal model remained market dominance and private provision, the state only recognized s screwtness and provide minimum support to the basic inevitably 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 wizard Liberal ideology for example.ConservativeNational maintain it conservative regarless of liberal favor among young people.(Mulgan Aimer, 2004)Argument welfare state lost it quality representing the collective interest.(Sejersted Adams)nz example explain references 3National party al slipway oppose to socialism (Cheyne, Belgrave, OBrien, 2009) National the second oldest political party emerges from an old Liberal and Reform party to counter the balance(Miller, 2005) Labour and National currently exist as the two main rival parties.National party favored the the idea of liberal and conservatives. Having been form against Labour national have strong policy again collectivism unionist and welfare(Miller, 2005).In early 1990s National actively promote the one country one law, new minister 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 satisfaction and, as such, is inherently quality of life.in concept to be well is to be non unwell for this reasonwell comes to be defined by the absence of crisis episodes. In this sense identifying the sufferers, and natural human reactions can lead to a meliorate picture of it.Enable people to experience freedom and realize their potentialMaterial well beingpsychological well beingdevelo pment and long termproductivity in life cycle as social investment. conclusion number of key events including the elections of.help turn the tide national showed aim of ideology flexibility and pracmatic.. = National and Labour represent an opposing 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 fully independent life and the education and breeding of individuals to a level that enables them fully 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 establish well being.ReferencesAspalter, C. (2001). Importance of Christian and Social Democratic Movements in Welfare Politics With Special Reference to Ge rmany, 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). governmental Ideologies politics (2 ed.). Basingstoke, Hampshire PalgraveHill, R. Maori and the State CrownMaori relations in New Zealand/Aotearoa, 1950 2000 Victoria University Press.Humpage, L. (2006). An Inclusive Society A leap forward for Maori in New Zealand Auckland University Press.Lavalette, M., Pratt, A. (2007). Social Policy Theories, Concepts and Issues SAGE 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 Community Development Practic e 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. military man Resource Management Strategies Tesco Case StudyHuman Resource Management Strategies Tesco Case StudyAs Tesco has grown, so has the wideness of E rattling Little Helps. Over time, theyve gone from simply addressing groceries to providing anything from loans to mobile phones. By setting out in all 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. missionary post descriptionTescos mission statement is Creating value for customers to earn their lifetime loyalty.The OrganisationStructure and cultureStructureThe structure of Tesco i s simple one apart from the fact that it has huge labour force under its belt.The company have found more efficient ways of completing a task or strain activity.Tesco has advancement in technology to minimize human error e.g. stock ordering, delivery schedules, etc.The company is giving general provide more responsibility when part or serving a customer.The animal trainers within all(prenominal) store have now been given a much broader span of control with their manpower. This instrument that each manager will have more employees to communicate with, but each employee has been trained to a set step, which allows the manager to trust them to get on with the clientele with little guidance from him or her. All of the key decisions are made by the board of directors based in Chesnutt, which makes the company centralized in its diction making.Culture is made up of the values, beliefs, underlying assumptions, attitudes, and behaviour shared by a group of people. Culture is the b ehaviour that results when a group arrives at a set of generally unspoken and unwritten rules for working together (humanresource.about.com).Organizational culture is the workplace environment formulated from the interaction of the employees in the workplace (portal.brint.com). It can be analysed through the observations of the companys behaves, including routines, rituals, stories, structures and systems. Tesco has a very friendly and supporting approach in the routine ways that staff at Tesco behaves towards each other, and towards those international the company. The control systems and measurements are constantly under the management review 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. lead stylesPreviously, Tesco was following John Adairs Action Centred Leadership (ACL) model of leadership. The ACL model is represented by three interlock ing circles encompassing the followingAchieving the task construct and maintaining the teamDeveloping the individual (Thomas 2005).Action-Centred Leadership tends to focus on the hierarchical 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 Officer, Tesco led into a series of organizational changes. Leahy is considered as a visionary leader who aimed for the company to become more customer-focused and to develop its workforce. According to him, there are four things that a leader must provide to his workers and followers to satisfy and motivate them. These areA argument that is evoke to doA chance to get on in lifeTo be treated with respectA boss who is some help and not their biggest problemLeahy adapted a participative style of leadership wherein the employees are given voice in the decision-making process. The organizational structure became more flat where the r oles and responsibilities of everyone are all the way stated. Leahy delegates leadership roles to individuals in the organization in order to fancy that the company, with more than 300,000 employees, operates usefully. 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 flatter organizational structure.Corporate Social responsibilityCSR is defined as the commitment of business to contribute to sustainable economic development, working with employees, their families, the local community and society at large to reform their quality of life.Approach to CSR in TescoEnvironmentTesco promote environmental issues through procreation package in order to create enough awareness on the issue of environment and to allow the company to maximize its operational potence initiatives e.g. recyclable bagsCommunityIn several attempt to give back to the soc iety Tesco create special support for children, community based projects and education programmes in order to create a peaceful environment to operate e.g. Tesco Charity Trust.Suppliers ethical tradingIn order to maintain high ethical standard in business practices, Tesco is encouraging long term trade congenership 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 promotes the health of the customers through the management of customers choices. This can be confirmed by the statement that Tesco will continue to appeal to a broad range of customers and that the company will offer something for everyone through an extensive product range, offering worth and product choice, in food and non-food products.People/workersEmployees are given opportunities of carrier development through Training and development programme with utile communication to facilitate staff feedback. Rewards and benefits are used to motivate workers, based on performances on the job, pension scheme, save as you earn and family friendly working through flexible hours of work to accommodate mother education.Ethical PracticesAll employees contribute to TESCOs reputation therefore, it is important that all employees adhere to ethical guidelines. Always follow these principlesCompliance with LawsTESCO business, whether domestic or international, must be conducted in compliance with all applicable laws and regulations.Honesty and IntegrityAll 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, entertainment, or benefit you provide to a business associate must be underage in scope and value. Never provide a gift, entertainment or benefit that contravenes any applicable law.Consultant Fe es, 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 similar 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 discourage the participation of employees in political and related activities. Employees cannot do on behalf of Tescos either directly or indirectly, without the prior written blessing 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 approaches which are likely to be enforced by Tesco.McGregors Theory 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.Theory 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 approach to leadership and are very strict and controlling with their subordinates. Organisational goals already established and workers are pushed in a certain direction so that these goals can be fully achieved.Theory 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 rewa rded 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 guess X approach in running their organisation. Due to the enormity of the number of subordinates a manager is likely to be in supervision of, it would be almost impossible 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 mostly to an Authoritarian management style (also cognize as gain or perish style), which has a high concern for production and efficiency and concentrates less on people. They take a task oriente d 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 amount of lower-skilled employees.Herzberg Two Factor TheoryFincham and Rhodes (2005) stated that Herzbergs two factor theory involved, firstly the motivators and secondly the hygiene factors. hygiene factors involved supervision, salary, work environment, company policies 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 negative for a firm like Tesco because a de-motivated workforce is obviously more unproductive then a motivated workforce . Taking this into thought, it is vital for managers to tackle motivational issues of the workforce and see that the hygiene factors of employees are met, making it an effective approach to adopt.Development of workforceWorkforce development links staff learning and development to other human resource and business activities. It includes strategic planning, workforce planning, performance management and life development.Strategic planningTesco has a systematic planning process involving a number of steps that identify the current status of the association, including its mission, vision for the future, operating values, needs (strengths, weaknesses, opportunities, and threats), 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 t o 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 responsiblefor 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 talent planning. This encourages people to work their way through and up the organisation. Through an annual apprai sal 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 technological 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 throughout 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 centralised in its diction making.As the company is run centrally it allows Tesco to minimise the court of having big finance, general office 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 th ree 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 stop 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 bec oming 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 appropriate in every situation. To be effective, managers must learn to adapt their leadership style to the circumstances and in response to the employees they manage. This is known as situational or contingency leadership.In an article published in the Harvard Business Review in 2000, Daniel Goleman identified vi leadership styles coercive, authoritative, affiliative, democratic, pacesetting and coaching. Goleman linked these six leadership styles to managers able to choose the style best suited to the situation.Coercive and AuthoritativeManagers with a coercive leadership style exert tight control over employees and rely on the threat of negative consequences to ensure compliance. This style of management can be succ essful in crisis situations. However, coercive leadership is not effective in the long term because it can create a negative atmosphere by demotivating capable 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 dysfunctional 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 capable 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 apprehensive about delegating. A pacesetter can overwhelm his team with demands for unachievable 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 individuals capability 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 period of temporary extendd family commitments.Benefits of flexible working practices to organisationRetention of trained and precious staff.Increased productivity.Decreased absence.Individuals who have jobs tailored to meet thei r 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 improving 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 variety of ways. need level impacts the organization on many levels. Low levels of job satisfaction lead to low motivation, decreased productivity and increased disturbance. Dishonest 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 D issonance TheoryCognitive dissonance theory is a great deal used to explain the loss 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 th e top 10 ways to motivate the workforce through CSR.Let employees participate in all the social activities done outside the company.Let employees lead volunteer and charity efforts in the local areas.Recognize attitude of the employees towards their job to countermand the commitment and motivation levelEncourage employee referrals to help retain and recruit talent.Bring CSR inside the company to develop employees inside the company through training and tuitionConvert sick days to rewards by creating a rewards program for unused sick days.Make executive team visible by handclasp 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 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, exci tement, and enthusiasm 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 workers need to be closely supervised and comprehensive systems of controls developed. A hierarchical structure is required 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 p ossess 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 Taylor (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 paid according to the number of items they produce in a set period of time- piece-rate pay. As a result workers are encou raged 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 School of thought, which focused on managers taking more of an interest in the workers, treating them as people who have worthwhile opinions and realising 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 hierarchy (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 in the first place worrying about having a secure 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 turn tends to increase productivity and spur profits.More effective and efficient use of workers time as a result of higher skill levels, combined 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 emp loyee 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 unexpectedly 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 slender 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.Und erstanding 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 successiveness planning activities.Active leadership from business owners and managers through clear organizational communication, development of a team culture and effective management of organizational change. good 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-s olutions.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 external changes in the environment as well as internal information concerning this human resource.