Delicate transactions Essay Example | Topics and Well Written Essays - 500 words

Delicate transactions - Essay Example In the present world scenario utmost importance is given to human rights. Under United Nations resolution human rights to every citizen of every country should be considered as an important factor. It's every country's responsibility to protect its citizen's basic human rights. Human rights violation should be considered as a serious offence, legal and appropriate action should be taken against those who violate these rights. In 1948 some states signed Universal Declaration of Human Rights. According to this men and women have equal rights but ironically none of the states that signed haven't provided any equal rights to women. Racial abuse is a serious offence and should be dealt with serious punishments.In US the Hispanics are the largest immigrants. They migrated from the neighboring country Mexico And other Latin countries. Since these countries were not as developed as US and their socio-economic structure was on decline, many of the citizens were forced to migrate to US. In US, Hispanic immigrants have less education and less skill set, even among Hispanic women also. Apart from other groups these Hispanics have less human capital, so they have very less employers in their group and it is indirectly affecting their economic status and social environment also.Gender inequality was always prevailed among the Hispanics. Since they were not the major community and further more they were immigrants, they had to face the brunt of racial abuse. One of the reasons of racial abuse was, fear among the US citizens was losing the jobs to these immigrants.

The Impact of Performance Management Research Paper

The Impact of Performance Management - Research Paper Example Performance management also refers to a sequence of steps through which businesses align their employees, resources and systems with organizational priorities, strategic goals and objectives. Essentially, performance management is the complex science, which guarantees the management of behaviors and results, which are principal elements of performance. Organizations initiate performance management through supposed strategic tactics directed at enhancing organizational effectiveness via the enhancement of managers’ and employees’ performances. This is through the enhancement of the capabilities of both teams and individuals. This paper will study the issue of performance management, discussing its negative effects. The appreciation of the adverse effects of performance management encourages organizations to learn from its experiences, enhance them and sustain employees’ interests in the reviews. Performance management exposes employees and managers to undue pressu re, which ultimately results in poor levels of performance and dwindling organizational successfulness. Traditional points of view consider performance management on account of performance assessment systems having immense, positive effects on business performance. However, there is relatively little evidence to defend this hypothesis. There is a growing appreciation for the adverse consequences of performance management to both organizations and employees (Godener & Soderquist, 2004). One of the most prominent negative effects of performance management is the bureaucracy associated with the compilation of reports for regular assessments. The preparation of such reports takes at least two days, which is the normal quantity of time, invested from middle and senior managers for performance management purposes, in a month. The complexity of performance management is also a significant hurdle since it disconnects employees from the entire process of performance management. Measures such as composite measures and performance indexes, which managers use in performance management, may not be universally ideal. The negative impacts of performance management also include decreased departmental and organizational performance. The implementation of performance management has an adverse effect on the organization’s immediate performance, particularly with regard to employees’ performance. This situation emerges as a result of lack of proper training of employees and managers, especially in terms of formal change management. In addition, performance management results in diminished organizational performance when the review process fails to address the changes in the organization’s culture. Performance management demoralizes employees. This is because employees consider performance reviews as management-based tools used to get back at them, thereby, subjecting the employees to extreme levels of subjectivity. Performance management produces particularly adverse effects when the process fails to address employees’ fears and clarify the essence of the process and its benefits to employees. Furthermore, performance management results in low productivity due to inadequate management commitment to the process and a notable lack of consistency regarding performance management in different organizational departments. In addition, performance management, which is a two-way communication process, could degrade communication. When managers fail to appreciate