Domestic Violence Generalist Social Work

Domestic Violence Generalist Social Work Domestic Violence Generalist Social Work Generalist social work practice is the knowledge, skills, and value ethics to enhance human well-being and promotes social and economic justice. Dealing with domestic violence as a social worker you much network, gathering up all the information you would need to help the victim or the perpetrators. Social workers provide services to victims and perpetrators. Direct services to victims of domestic violence include counseling and support through shelter programs, individual counseling through private setting, and social justice community organizing effort to prevent domestic violence from occurring. Social workers provide services to victims of domestic violence through shelter; the services provided empowerment and advocacy. Victim population Domestic violence is a pattern of behavior which involves violence or abuse by the person against another in a domestic context such as marriage of cohabitation. Domestic violence is use to gain or maintain power or control over their partner. Domestic violence can happen to anyone regardless of age, education, race, religious, gender, or sexual orientation; the problems of domestic violence is often overlooked, excused, or denied. One of the earliest conceptualizations of domestic violence was based on a cyclical conflict model known as Cycle of Violence, Cycle of Violence is a pattern often experienced in abuse relationship. Domestic violence is the leading cause of injury to women. Studies suggest that Domestic Violence Jones 4 up to 10 million children witness some form of domestic violence according to (Social Work and Family Violence page 36). Boys who witnessed their parents domestic violence when they grow older are twice as likely to abuse their spouse or significant other as those that did not witness domestic violence. Most domestic violence incident are never reported. According to Albert R. Roberts more than 60% of domestic violence incident happen at home. Types of Domestic Violence The types of domestic violence are physical, emotional, financial, identity, and sexual abuse which can turn into martial rape. Domestic violence often occurs when the culprit believes that abuse is justified and acceptable. Physical abuse is an act of another party involving contact intended to cause feelings of physical pain, injury, or other physical suffering or bodily harm. Examples are hitting, chocking, and biting, shoveling, arm twisting, slapping, kicking, and burning. Physical abuse also consent of holding your partner down preventing them from leaving, also smashing, damage, stealing, or selling their possession. I think everyone at some point of their relationship has been emotional abuse. Emotional abuse can be verbal or nonverbal. Emotional abuse is undermining an individual sense of self-worth; any use of words, voice, action, or lack action use to control, hurt,or demean another person. Some examples of emotional abuse include name calling, humiliation, screaming, controlling where the victim goes and what they do, and harassing. Another type of abuse is financial abuse. Financial abuse is any type of behavior that maintains power and control over finances. Examples of financial abuse are Domestic Violence Jones 5 controlling financial assets and effectively putting them on an allowance, damaging their partner credit score, preventing the victim from working, and taking credit cards, checks and money. Identity abuse is using personal characteristic to demean, manipulate, and control their partner. Examples are ridiculing partners physical challenges or exploring them, stating that their partner will never have another relationship because they are fat or ugly, and using stereotype and negativity. The last type is sexual abuse. Sexual abuse is any type any forced or coerced sexual act or behavior motivated to acquire power and control but also demeans or embrace your victim. Some example of sexual abuse is unwanted touching, forcing sex or sexual actions on your partner withoutconsent using force or roughness that is not consensual, forced sex which is also rape. Rape with an object, refusing to comply with the partners request for safe sex, treating their partner as a sex object, or withholding sex as a punishment. Victim The victim is a 29 year old black female with no job, her religion is Baptist, she has no handicap conditions, and she is a high school graduate. Her socioeconomic status is poor. The victim is married with four children. The victim stays in a 3 bedroom and 1 bathroom house. She describes her neighborhood as being okay. She is a homemaker and her husband is the financial provider. Her husband makes all final decision. Growing up her father occupation was a preacher and the mother was forces to quit her job. Her father is in jail and her mother is dead. She has two sisters. As a child the victims family stayed in an apartment complex. Before the crisis the victim describe Domestic Violence Jones 6 her family as being normal. She stated â€Å"We had the typical family my family was normal.† The victim revisited the time when they had a Halloween party. They did not go out for candy but her mom dressed up in a costume. They made popcorn balls and ate candy until their dad made it home. After that they watched a family movie then went to bed, that night they all slept in one room. The victims family is considered close knit. Her two sisters stay in apartments in bad neighborhoods. One of her sister has 4 children, she does not work, and she is engaged. The other sister has 3 children and is expecting one; she works at a fast food restaurant, and is engaged. The victim and her sisters were raised by their mom. Later that year in 1996 they moved in with their grandparents. All of the pain started when the victims father started using drugs. The victim father was on drugs very bad. She witnessed her father physical and verbal abusing her mother. He threw glass plates, slapped her in the face, threw her against the wall, and called her bitches and whores. At the age of 10 the victim started getting raped by her father. The first time he did it her mom was not a home they were there alone; she was watching TV. She stated â€Å"He grabbed me from the front room and said youare in big trouble.† She did not know what she did that was wrong. He took her into her mothers bedroom pulled her pants off and her underwear off and raped her. She saidâ€Å"The only thing she remembers is screaming and hollering.† She did not tell her mom. She told her best friend and made her promise not to tell anyone. The victim got pregnant at the age of 11. After her mom gained knowledge about the rape, she left only to find out she was pregnant by her father. The victims mother moved out of the state of Mississippi for two weeks. While she was Domestic ViolenceJones 7 out of the state her mother took her to have an abortion. They moved back to Mississippi and moved in with her parents. Two weeks after movingback her husband was coming to his in laws house begging her to come back making promises that he was not going to do drugs, he was not going to physical abuse her, or ever touch his daughter again. Shortly after that they all moved back in with their father. After a week of moving back in the father came home in a rage. Her parents begin arguing and during the argument he grabbed his shot gun. He left the room they was arguing in and went to the daughter’s bedroom, grabbed his oldest daughter from the bed by her ponytail and begin dragging her to the back room of their apartment. The sister ran out of the apartment once he grabbed the sister and dragged her to the back. Her mother begged and pleaded, crying â€Å"Please let her go, I’ll do anything.† The mother gained access of the daughter and they headed for the window. When the first gunshot went off she was pushing the screen out of the window, the second gunshot went off she push her daughter out of the window, the third gunshot went off when her mom was out of the window. They fell from a two story building. Her mothers last words were â€Å"Is my daughter okay. The victim was unconscious with a broken leg and a broke back. After the tragic accident her father fled the scene and went to his moms house. When the police arrested him he said, â€Å"The drugs made me do it.† The victim says â€Å"Not a day go by that she don’t think about her mom, she also stated that her mom birthdays and Mothers Day is the hardest day of the year for her.† One of the victim sisters did not remember much from that night; she remembers her dad coming in the room with a gun screaming. After she took her sister Domestic Violence Jones 8 out the room, her and the baby sister ran out the apartment andran down stairs and hid behind some bushes. The victim was unable to make her moms funeral because the condition that was inflicted on her; they recorded the funeral for her. Her father got life for the crimes he committed. The victim father committed plenty of the domestic violence crimes. Ethical Issues Ethical issue is a problem or situation that requires a person or organization to choose between alternatives that must evaluated as ethical or unethical. As a social worker many of the people we work with will be victims; most males will have battered their partners. Social workers find themselves being challenge by difficult ethical decision. Ethical perplexity comes about in situations when you have to choose between two or more relevant but contradictory ethical value. Personal ethics is ethics that a person identifies with respect so people and situations that they deal with in everyday life. Professional ethics refers to the ethics that a person must adhere to in respect of the interaction and business dealing in their professional life. Domestic violence perpetration would say if I can’t have you no one will; as a social worker that will be a threat. You will have to break confidentiality and protect a life. You can not influence your views of clients and affect the willingness to take action on the professions value base. When you become a social worker your personal values should be put aside for professional ones. The degree of conflict we experience will vary with the degree of personal commitment Domestic Violence Jones 9 and the deeper the commitment to personal value, the greater the possibility of conflict with professional value. (Grooch and Olsen, 1994 page 6) You have to remember that someone else may believe and something else. Social workers are expected to embrace a diversity of value and people. Policies The FVPSA (Family Violence Prevention and Service Act) is a bill is the only funding source dedicated to helping victims of domestic violence; they funds emergency shelter and related services and programs for domestic violence. The bill creates grant funding for states, tribes, and domestic violence coalitions. The bill support the needs of children exposed to violence it also addressprevention of children from victimization. Laws in Mississippi Mississippi have two domestic violence crimes simple domestic violence and aggravated domestic. A person is guilty of simple domestic violence if he or she commits a simple assault against a current or former spouse, child of a current or formal spouse, person with whom the offender lives or formerly lived as a spouse or as a child of that person, family member who lives or previously lived with the offender, person with whom the offender has a child. A person commies a simple assault if he or she attempts to physically injure another person, intentionally or recklessly cause physical injury to another, negligently causes bodily injury to another with a deadly weapon, or threatens another person, causing that person to feel afraid that he or she is about to suffer serious physical injury. (Mississippi Code 97-3-7) A reckless act is one that is committed, not Domestic Violence Jones 10 necessarily with intent to harm another, but without regard for the outcome. Pushing someone out of the way in a crowd so that you can get through, without intending to injury the person, could be an assault if the person falls and is injuries. A negligent act is one which is not intentional but which occurs because the actor fails to excise reasonable care. An accidental shooting can be a negligent assault if it results from a person not being careful enough when handling or firing a gun. Aggravated domestic violence is guilty of aggravated of domestic violence if he commits an aggravated assault against a spouse, family member, or romantic partner. A person commits aggravate assault if he or she attempt to cause serious bodily injury to another person. Intention or reckless cause’sserious bodily injury to another while acting with extreme indifferent to human life. Attempts or causes bodily injury to another person with a deadly weapon or by other means likely to cause death or seriously bodily injury, or causes injury to a child who is in the process of boarding or exiting a school bus if the offender has failed to stop for the bus according to traffic laws. (Mississippi Code 97-3-7) To act reckless is to act with extreme indifference to the value of human life, the actor does not need tointend to injure to the victim. He or she may attend to shot a person other than the victim but take no precautions to avoid hurting others. He or she may shoot a gun into a crowd appear menacing but without regard for whether he or she actually injuries someone in the crowd. To be reckless or to act with extreme indifference to human life is to act with extreme carelessness. Micro, Mezzo, and Macro Social work is divided into three practice micro, mezzo, and macro. Micro the smallest Domestic Violence Jones 11 group; the individual the victim. Mezzo deals with the neighborhoods, institution. Macro is the large group, the whole group deals with the communities. Intervention that might alleviate domestic violence should be applied at all three levels micro, mezzo, and macro. The micro level focuses on personal interaction with the victims on individual levels. Micro level could embrace a school social work counseling on an abuse student. As a social worker at the micro level you can help by empowering the person that you are helping with domestic violence. You should also build up their confidence find out what they are really good at. The mezzo level change people by ringing them together who are not as intimate as a couple, but can build and benefit from social network. The best thing to do as a social worker on the mezzo for domestic violence is group therapy. The macro level focuses on the general issues. Macro level is policy changing. Looking at domestic violence from the macro level is recognizing that the issue is recognizing that the issue of males control over women is throughout society. Macro deals with policy changes with law enforcement, protective order, prosecution, the churches, and the oppression of women. Domestic violence may occur at the micro level, but it is also a macro problem. Social workers are involved with violent families, but also must be working at a community level and on policies that will be less tolerate to domestic violence. Assessment is the evaluation or estimation of the nature, quality, or ability of someone or something. Domestic Violence Jones 12 Assessment Assess the immediate safety needs of the victim are you in danger Assess the pattern and history of the abuse How long has the violence been going on Asses the connection between domestic violence and the patents health issue What is the degree of the partners control Asses the victims current access to advocacy and support groups What resource you used or tried Assess victims safety; Is the future risk or death or significant injury or harm due to domestic violence Make sure the victim is safe Intervention Inventions Intervention is the action of process of intervening; interference by a country in anothers affair. Goals for effectively responding to domestic violence victims Increase victim safety Domestic Violence Jones 13 Listen to the patient and provide validating messages You dont deserve this Provide information about domestic violence to the patient Listen and respond the safety issues Show the patient a brochure about safety Make referrals to local resources Explain any advocacy and support systems Follow up steps for health care practitioners Keep contact with the patient Domestic Violence Jones 2 Abstract Domestic violence is one of the most unreported crimes due to fear of retaliation. Fear and promise for changes are what keep the victim in the relationship so long. Most victims think that if they leave their partner will harm them. This paper is about domestic violence and the social worker views of domestic violence. References Dr. Joan McClennan Social work and Family Violence 2010 Roberts R. Albert Handbook of Domestic Violence 2012 Rosenberg Jessica Working in Social Work 2009 Grooch and Olsen 1994

Biome Broadcast :: essays research papers

Biome Broadcast   Ã‚  Ã‚  Ã‚  Ã‚  LANCASTER / PENNSYLVANIA This morning Darian, Danny, Laura, and I were bored so we decided that we would all go on a hike at Blue Ridge Mountain. All of us went home, got our hiking equipment, and packed a lunch. We then met at my house. I drove all of us up to Blue Ridge Mountain. We got there in a half hour it was around 10:30 AM.   Ã‚  Ã‚  Ã‚  Ã‚  It was probably one of the most beautiful days we had all year, it was around seventy to seventy five degrees and there was barely any humidity. Even though we have all four seasons and varied amounts of precipitation throughout the year it felt like it was either a scorching humid summer day or it was a freezing snowy winter day. It felt like we only had two seasons all year either summer or winter.   Ã‚  Ã‚  Ã‚  Ã‚  When we stepped out of the car we could see and hear birds singing. We could also smell, hear, and see the beautiful trees swaying in the gentle breeze. Pictures of a robin and a cardinal that we saw while stepping out of the car. We all got our gear out of the car and walked over to the trails. We had to decide what trail to take. We had three choices the first trail was half a mile long, the second trail was two miles long, and the third trail was four miles long. Since it was such a beautiful day we all decided to take the third trail that was four miles long.   Ã‚  Ã‚  Ã‚  Ã‚  We started hiking around 11:00 AM. While we were hiking we heard wings flapping, we all turned and saw a robin fly towards the ground, pick up a worm, and feed it to her babies. Everyone thought that it was cute. After, we watched the robin for a while we continued hiking until 12:30 PM.   Ã‚  Ã‚  Ã‚  Ã‚  Everyone was hungry so we decided to find a spot to eat our lunches. We found a perfect spot, it had a great view, a patch of beautiful dandelions, and a big beautiful maple tree to sit under. A picture of the great view we had during lunch. A picture of one of the many dandelions that were in the patch that we were sitting next to during lunch. A picture of the maple tree we sat under while eating lunch. We all sat down on the big blanket that we had brought along and ate our lunches. Laura went over and picked a dandelion and smelled it. We talked for a while and admired how big and beautiful the Blue Ridge Mountain was.

Personal Ethics vs Professional Ethics

My Perception of Personal Ethics and Professional Ethics: Ethics plays a vital role in shaping moral health of a person, a society, a government, or a corporate. Laws, and legislation however much necessary, will never fashion the attitude and character of a person, but ethics will. The sense of accountability to all stake holders, fair treatment to all in interpersonal relationships, integrity, and honesty are the parameters that characterize ethical behavior. Business sustainability demands ethical conduct; otherwise, it will fail. Famous Satyam scandal in 2009 is a shining example of, how business fails due to unethical business practices – Satyam's accounts had been overstated to the tune of 7000 crore rupees or 1. 5 Billion US Dollars over several years. According to Jamsetji Tata, business must operate in a way that respects the rights of all its stakeholders and creates an overall benefit for society – this is ethical business conduct. Yet, the standards of conduct in personal and professional life can be different for some people. A person who gives respect to his acquaintances may not give respect to his peers at work place; however, it is an irrational behavior, which is not desired. To normalize the differences among individuals’ behavior in business, to make ethical behavior measurable, and to take corrective actions accordingly, institutions usually have an Ethics committee to evaluate and maintain their professional code of conduct. When a business decision provokes a conflict between personal ethics and professional ethics, one can refer the standards, and various caselets available for ready reference, and take an appropriate decision. My Personal Ethics Vs Professional Ethics: My work-life spans across two organizations, MindTree and Accenture. There have been no instance where my personal ethics was in conflict with my professional ethics till now. To me there is no difference between personal and professional ethics. I believe that the standards of conduct in personal life does not differ from the standards of conduct in professional life. I respect individuals: be it my family members or my colleagues at work place. I care for my companions; irrespective of organization, I work for and place, I stay.

Anti Semitism And The Nazi Party - 1862 Words

Section A: Plan of Investigation The purpose of this investigation is to evaluate the extent to which anti-Semitism throughout Germany contributed to Hitler’s rise to power. The main body of the investigation will focus on the tactics which were used within the Nazi party to gain support towards Hitler’s political beliefs. The formation of the Nazi party and the use of anti-Semitic propaganda will also be analyzed. Sources will be assessed in order to formulate reasoning behind the effectiveness of Hitler’s influence over the Nazi party. Journal articles and speeches from this time period will be examined according to their origin, value, purpose and limitations. These documents as well as a summary of evidence will be used to properly evaluate the investigation. Section B: Summary of Evidence Hitler’s Anti-Semitic background †¢ In 1908 Hitler made Vienna, a place with widespread Anti-Semitism, his home. According to Hitler, his time spent in Vienna shaped his beliefs, particularly his perception of them.(Smelser) †¢ While in Vienna prior to World War I (1914–1918), Hitler developed anti-Semitic views, most likely created by his resentment of wealthy Jewish citizens during his years of extreme poverty and impoverishment.(Altman 28) Hitler’s beliefs †¢ Within Hitler’s beliefs, the Jews were a cause of danger to Germany and to humanity as a whole.(Smelser) †¢ Hitler believed the Aryan race was inferior to others. The Aryan race was the strongest and therefore should beShow MoreRelatedAnti Semitism And The Jewish State Essay1389 Words   |  6 Pages#1. Anti-Semitism is the discrimination against Jewish people as individuals and as a group. (A Brief History of Anti-Semitism) People may think that anti-Semitism began with Adolf Hitler but they are mistaken. There is so much evidence of anti-Semitism as far back as the ancient world. (History.com, n.d.) There are three examples of anti-Semitism in Europe prior to World War One that I will discuss. The first example of anti-Semitism in Europe prior to World War One is when a new anti-Judaism evolvedRead MoreAnti Semitism During World War I1024 Words   |  5 Pages Throughout the history of political parties and factions, none has been so infamous as that of the Nazi party. They were the world’s enemies for a decade in the early twentieth century, and still continue to stir up controversy throughout the world. Understanding what the Nazis believed in, how anti semitism contributed to Nazi beliefs, and if Nazis still exist today helps to conclude why they did certain actions. After World War I occurred, many Germans were still upset. Germany was burdened withRead MoreThe Holocaust During World War II1356 Words   |  6 Pageswere targeted and methodically murdered because of Hitler’s views of his Utopian society made up of an Aryan a race. 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The Never-ending Story Sexual Orientation and Genetics...

The Never-ending Story: Sexual Orientation and Genetics It is my observation that the average person gains insight into the nature vs. nurture debate when some particular human trait that is politically or socially volatile at the time is announced as having a specific genetic origin. This observation was confirmed when, in surfing the web, I came across an article entitled, Female Inner Ear Comes Out of the Closet (1). While reporting on a study published by a UT psychology professor who found that homosexual women exhibit tones in the inner ear similar to those of male test subjects, the Daily Texan journalist, with no explanation or sources, effortlessly mixes and confuses the social construction with the science of sexual†¦show more content†¦In fact, all that any study can definitively say is that scientific suggestions, that homosexuality and heterosexuality (bisexuality is far-less explored, or often placed within the former categories) can be partially determined by genetics exist; the essential contradiction of these sug gestions and the definitive ideal that the public identifies with science is inherent within these studies. It was this perplexing contradiction that caused me to ask, what is the point of these studies, and do they really benefit us as a society? The means by which studies themselves are carried out could play a part in the opposing conclusions of nearly identical studies that, by definition, should produce concurrent conclusions. It seems that the most common method for obtaining a sample population for relevant studies is to advertise in gay-identified magazines and newspapers, seeking volunteers to self-identify their sexual orientation, and if necessary, that of their siblings, etc.; information verification, if it is possible, is not always attempted (3). It is very probable that difficulty in obtaining an unbiased and random study sample has a large influence on a studys outcome. Also, when dealing with a politically charged issue, one must be aware of bias on the part of the researcher (3). The fact that certain groups can and will use studies toShow MoreRelatedThe Nature vs. Nurture Debate in Learning More about Alcoholism2588 Words   |  11 Pages From the early days that alcoholism was discovered to be a problem there has been a long-standing debate as to how one becomes an alcoholic? There are two sides of the story†¦that being that people inherit the trait and the other that it is learned. I will discuss the social aspect of the disease and then move to the genetic factors that may attribute to the problem. SOCIAL: Abraham Maslow describes a security need that is believed to exist in every person. 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Some students receive a survey with a cover page that states that they must write their names on the survey so that their responses can be sent to

The Purpose of the Organisational Behaviour Assignment

Essays on The Purpose of the Organisational Behaviour Assignment The paper "The Purpose of the Organisational Behaviour" is a wonderful example of an assignment on management. Organizational behaviors involve the way people i.e. individuals and groups apply their knowledge in solving the problems and even taking up the opportunities that underlie on the way. The purpose of the behavior is mainly to improve organizational performance and extend the organizational competitiveness in the market. These have a major effect on the success of the business. In the case study, both the managers of the omega and acme had the same opportunity for success, but it depended on the behaviors and notions that both the top management would implement in the organization. In the acme organization, the president retained the organizational structure, which ensured that the behaviors and motives of the workers did not change, which could have an effect on the organization. In contrast in omega, everything was changed affecting the behaviors in the organization, and th is was directly impacted by the profitability of the organization.Individual differences play a major role in the effectiveness of company performance. Taking into consideration the individual strength and areas of specialization works perfectly in the success of the company. This includes dividing the work into partition according to the individual area of specialization. This ensures that the individual performs better than when subjected to work without specifications. In this case, acme divided its employees into different ranks according to specific jobs and capability, for example, mechanical engineer electrical engineer, and even industrial engineering. This had a major aspect in the full performance of the company and the profit margin of the organization. They were also later able to minimize their cost of production as a result of proper coordination among various groups, therefore, streamlining the activities. This is unlike in Omega Company where the president was also p erforming various activities, which were even out of his specialization e.g., he once operated in the shipping company and even working with some mechanical engineers. This behavior creates confusion in the organization at large developing an effect on the overall performance of the business. This also can be looked at the individual emotions, which may have an impact on the activities undertaken by the company. The above aspect of behavior should, therefore, be used in selecting the individuals to undertake a certain role in the organization as some are more challenging than the others. Individuals have perceptions and decision-making capabilities. As a result, the top management has to have ample knowledge of this as it would help in a grouping of individuals into various partitions according to their capabilities. This was the tactic with omega that gathered their specialists together and worked as a team.

Benefits of Compensation-Free-Samples for Students-Myassignment

Question: Discuss about the Importance and Benefits of Compensation. Answer: Introduction: An organization can only remain strong if the members of that organization participate in their role behavior effectively and necessarily. To motivate the members to contribute effectively, an organization have to provide them with inducements. This transaction process is the heart of the employee-employer relationship. From the perspective of cost management, managing the compensation effectively is often a critical process for the managers (Edmans 2012). Compensation can be referred to all the benefits, financial return and the services an employee receives from the management of the organization as a part of the employee-management relationship (Flood 2017). They might receive pay directly as cash wages and incentives, or they by indirect benefit from the services such as pensions, health insurance and paid time off. There are many programs, which distribute the compensation to the employees and one employer can use more than one program. Compensation can be regarded as one of the most complex disciplines in the talent management field or human resources. The manager who handles the compensation issues requires the knowledge of employment trends, job valuation and the adaptability of the job in various financial conditions (Bryant and Allen 2013). In this critical analysis of the need of benefits and compensation for the development and growth of company and the employee both is going to be discussed. The aim of the report is to focus about the issues the mangers of any organization faces regarding the compensation of the employees. The discussion will include the role of managers to control and motivate the employees for their development and the efficiency of different wages will be discussed. further, the type of compensations and benefits provided to the employees in the context of the Singapore will be discussed in details. Discussion: Efficiency wages of the employees: Pay level can be described as the average compensation paid by any firm, which is similar with their competitors. When an organization sets its pay level, the organization sets its cost to produce a certain level of output. There are many companies who pays their employees efficiency wages. There are four levels of mechanism by which the companies pays their employees the efficiency wages, namely, sorting, turnover, shrinking and gift exchange (Weiss 2014). Sorting is whenever a company pays higher rates to some higher ability employees. Turnover and shrinking are two identical processes, which say that the productivity of a worker is difficult to measure as it permits workers to shrink. The expected effect of shrinking is that, a worker would not risk losing the premium wage. Gift exchange is a process, which contrasts with shrinking. Some organization pays their workers excess wages and in return they expects their workers will give them more effort (Keynes 2016). Importance of compensation and benefits for both employers and employees Compensating employees is an important part of work ethics as valuable and hardworking employees are assets of any company. However, the decision of compensation and benefits are important to attract and retain the right person for right place. The company should offer proper compensation to the employees as per the industry standards and similar to their co-workers. Otherwise, the employees feel neglected and starts looking for other options available in other companies. This situation is not preferable for any good employer wanted to grow their turnover (Sengupta et al. 2012). Nowadays, In Singapore, there are different array of trends for the compensation and benefits proposed for the employees. They are offered with free food, transport, healthcare, gym are among the common trends. However, the important one is offering senior employees company share, so that they can feel connected to the organization. Offering talented and hardworking employees with flexible working hour are on e of the biggest trend in the workplace nowadays. On the other hand, if the company fails to provide the hardworking, loyal and key workers with the compensation they demand for their contribution in the company, they start looking for jobs in the market. However, if their needs are met and they are values for being a part of the company, their job satisfaction increases and loyalty to the company grows as well. It increases their drive to work. Not only the monetary package, but the overall benefit package also enhances the caliber of the employee and through him/her that of the company as well (Odunlade 2012). Role of the managers: The managers are there to see that the systems are in such a way that no money of the organization is being wasted and the money is being used to secure the highest level of productivity. The ideal compensation management system pays the employees enough to keep them motivated, which will make them stay with the organization (Cherian and Jacob 2013). There are many psychological theories that say that good pay influences the behavior of the employees. The pay satisfaction is related to behaviors such as absenteeism, union activity and turnover. From the organizations perspective, the organizational procedure cannot have the effect they desire unless the compensation system of that organization is good. The design of the compensation system affects the employee motivation and can be used to improve safety, creativity and quality of other outcomes, which are critical for the success of the organization. Either the compensation system would increase the payroll costs to raise the salari es of every one of the employees or the same level of money can be distributed amongst the employees in a variety of ways. All the employees can be paid with compensations based on skill, competency, seniority and so on (Shields et al. 2015). The new talents can be drawn to the organizations based on the compensation. The managers of the company have to know how to attract good employees. The companies will also have to maintain a good benefits package to retain the employees (Mishra, Boynton and Mishra, 2014). To hire a new employee and to retain the good employee, the costs must be used to create a quality work environment. To be a good manager to the organization, the manager would have to listen to the employees in order to know about their motivation. This would further help the manager to modify and create the offer and benefits. To attract the quality applicants, the HR managers of the company have to be able to evaluate the companys ability to offer the new applicants attractive wages and benefits, such as health benefits. The base amount of the wage mostly attracts the job seekers. The reputation of the company is also a determinant about whether the company would be the first choice of the jobseekers. The HR man agers have to quote a fair wage while posting an advertisement for the job. The HR managers have to analysis the wages offered by the competitors, market trend and the employment level before posting for a job (Juhdi, Pa'wan and Hansaram 2013). It is evident that compensation matters to every employee. There are many stories about the issues and benefits the companies give. This makes the compensation system more interesting. The managers have to learn to evaluate the pronouncements about the incentives, which generally come down from the high. The managers often faces problem while evaluating the pronouncements, as they have to report the higher authority about that. The managers often work as a link between the common workers and the authority. It is often their job to interview the workers and to know what actually keeps them motivated. It is also a managers job to evaluate if the compensation given by the organization is enough for the workers (Alfes et al. 2013). Many companies offer incentive pay and annual bonuses based on the performance of the employees and the performance of that particular organization. The bonus and incentive offered by the company is very hard to budget far ahead if the company is new. The common type of compensation plans the companies offer for the employees: There are several types of compensation plans, which are used for the employees like pay for the working time, integrated benefit plans like medical care for the employees, which includes temporary disability benefit, survivor benefit, partial and permanent disability benefit, rehabilitation survivor benefit. Other benefits should include retirement plans and, nonretirement plans (Chung, Steenburgh and Sudhir 2013). Medical care: Providing the employees with a good medical care option always helps them to remain attracted for the employees. The offered medical care should includes those plans which would really help the employees such as care for work related injuries, permanent and partial benefit, survivor benefit and rehabilitation. Offering a good, healthcare option always lures new employees to stick to the job (Baxter et al. 2014). The state law covers these types of compensation plans. These laws are compulsory in 47 states and elective in three states. One of the laws, which cover the benefits of the common employees, is self-insurance coverage. This law is applicable in all 48 states and is compulsory for all the industrial employees, farm labors, housekeepers and casual employees. It is also compulsory for every public sector employees as well. Another law covers the occupational diseases the employees suffer from. This law covers only those diseases, which can arise out of the course of employment. This law does not cover the ordinary diseases such as influenza (Noe et al. 2014). Retirement plans: The employee stock ownership plans (ESOP) mainly transfer a part of company stock to a trust account for the benefit of the employees who are retiring. When an employee is retiring from his or her position from that organization, the company is bound to pay the employees the current value of the entire company stock purchased by the retiring employee during his or her tenure in that company. The organization also gives the employees the benefits of using the other retirement plans and profit sharing plans (Sonnega et al. 2014). The HR managers of the company are there to help the retiring employees to choose the type of the retirement plan, which might be better for them. To do this, the managers should have a detailed knowledge about all the retirement plans and the laws regarding financial laws and regulation. One tough problem the managers follow regarding this is they have to assess the allover performance of that employee in the organization and report it to the authority. Over this assessment, the company implies the retirement plan of the employee. Generally, this issue puts the managers into dilemma (Wiatrowski 2012). Non-Retirement plans: The employee stock option plans (ESO) helps the current employees of one organization to buy the stocks of the company for a limited number of years, per say 5 years or 10 years. This also a type of the compensation plan offered by the company for a limited number of years as the employee would be gaining from the whole program after the end of the mentioned number of years. The company generally allows the employees to buy their stock at discount and give the employees an immediate ownership rights (Bova, Dou and Hope 2015). The managers should have a detailed knowledge about ESO, and ESPP (employee stock purchase plan) options as they can help the employees to choose the right form of the plan. The managers should let the employees to know about the benefits of these plans, as it would provide the employees to have a large amount of money after a limited number of years (Spalt 2013). The ethical issues faced by the managers regarding compensation: The managers are responsible for the behaviors of the employee in that organization, be it ethical or unethical. The managers also have to make sure that, the staffs they hire are also ethical people who would contribute in the ethical workforce of that company. The managers will also have to ensure that, the people working there also receive training to be ethical. The ethics of an employee also depends on the manager as the manager trains the people to have ethical work culture. The good performance of an employee makes the company to motivate him or her to perform better. This leads the company to give the employee a good compensation as a reward (Berman et al. 2012). Sometimes a manager does not conduct the appraisal process fairly. Some research shows that, sometimes the managers does not appraise those employees with whom they does not get along or wants them to leave the firm. These managers ignore the accuracy of the compensation system and are dishonest. This is important for a manager to set up a fair standard in order to compensate the employees. A manager is also responsible for evaluating the performance of an employee and it is their task to reward the employee according to their performance. It is also the job of a manager to penalize the employees, who are conducting some unethical practices within the organization (Deresky 2017). It is also a job for a manager to determine the pay rates of the employee working in the organization. Generally, the company pays an employee either directly (through wages, incentives and benefits) or indirectly (through vacations and insurance). The direct wages are for every employees and the company exclusively rewards an employee through the indirect pay. It is the job of the managers to evaluate which employee is eligible for the pay or not. An honest and unbiased view of the managers is necessary for an unbiased evaluation. Generally, the employees like to have a combination of timely pay and incentives (Johnson 2017). The equity issues regarding compensation, which are faced by the managers: There are many theories of equity, which are applicable in the compensation system of any organization. One of those theories is motivational theory of equity, which states that the people are like to stay motivated in order to do good work. The equity theory explains that, when somebody does not have equity, he tries to perceive it. In order to perceive the equity he deserves, he becomes motivated, eliminates the drive, and perceives equity. Four types of equity issues generally face the managers (McEvoy and Buller 2013). External: This is regarding the equivalency of the pay rate in relation to the competitor organizations. Internal: The equivalency of pay rates in relation to the earnings of the co-workers of the same company. Individual: The equivalency of the pay rate to the other jobs of many competitor companies. Procedural: It relates to the fairness of processes needed to make decisions related to the compensations. The managers have to face all these issues regarding compensation and pay role. They can solve the issues by many different ways. Such as, the managers should monitor the salary structures of the other competitor companies in the market. The evaluation and analysis of the job techniques are the best way to maintain equity. The managers should follow the performance appraisal system to maintain the internal equity of the organization. The managers can ensure that the people working in the organization is ethical by taking to them and by conducting frequent surveys in the market which reflects the mindset of the employees about the pay plan. The managers need to find out about how satisfied the employees are with the pay plan by those surveys (Bell and Martin 2012). Fig: A fishtail flow chart showing the relation of the employee compensation with the four issues faced by a manager ( Liu 2016) Other issues faced by the managers: Evaluation of the dysfunctional behavior of the employees: The main issue about the motivational theory is that if this theory really changes the behavior. According to this theory, the compensation system is powerful in motivating the desired behavior. Some of the studies shows that good incentives and compensation system alters the desired behavior for the employees (Leary et al. 2013). There is an argument, which shows that the incentive and compensation system sometimes is not effective. The position proposes that when money and the desired behavior of the employee is related, the employees sometimes behaves dysfunctionally in order to obtain the desired money. A paper described an incident of a school in Atlanta, which states that, in order to get the desired incentives, the teachers, and the principal of that school tried to improvise the performance of the student like erasing the incorrect answer in the page and then putting the correct answer, in order to get the incentives. A paper offered a framework, which explains that the compensation system, which are given to enhance the performance of the employees, gives rise to a serious problem of workplace bullying (Boddy 2014). This leads to an important issue that the managers have to follow, which is to evaluate the dysfunctional behavior of the employees within the workplace. The managers of the organization have to follow the behavior of the employees closely in order to identify any dis-functionality. The manager should also talk to the employees in the grass root level in order to see if any of the employees are being bullied from the other employees. It is the work of the manager to understand the issues around the whole compensation system (Greaves, Zibarras and Stride 2013). Supporting the emotional stability of the employees: The performance of any of the company is dependent on the emotional stability of the employees. Providing the employees with the wages and salaries are not enough for the employees in todays world. It is amongst the task of the managers to see that if the people are satisfied with the wage or if they need anything else apart from the compensation to maintain their emotional stability (Kaplan et al. 2014). The managers are also has to be able to be the communication system between the employees and the management authority. The management of any company needs loyalty, cooperation, profits and commitments from the employees. The employees also need healthy work environment, career development, safety, security, and compensation from the management. The managers needs to balance between both the systems in order to see if the work environment is maintained and whether the management have been showering compensation and efficiency wages to the right employee (Albrecht et al. 2015). Conclusion: When a company hires an employee, they are interested in that job offer as per the pay. They also do market research to see if their pay is below the company standards. If they find out their normal pay-level is far below the company standards, they would feel discriminated. The managers are there to see if the company is providing the workers with enough wages. As well as the human resource team of the company are been hired to monitor human rights for employees are being followed or not. Therefore, the compensation and benefits of employee is the responsibility of the company and failing to protect it, the employees are forced to leave the company and look for better market options available. This process is not only harmful for the employee, but the company also lost its reputation as the word of mouth is against them. Hence, the company should focus on the monetary compensation as well as benefits such as med claims, References: Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee engagement, human resource management practices and competitive advantage: An integrated approach.Journal of Organizational Effectiveness: People and Performance,2(1), pp.7-35. Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), pp.330-351. Baxter, S., Sanderson, K., Venn, A.J., Blizzard, C.L. and Palmer, A.J., 2014. The relationship between return on investment and quality of study methodology in workplace health promotion programs.American Journal of Health Promotion,28(6), pp.347-363. Bell, R.L. and Martin, J.S., 2012. The relevance of scientific management and equity theory in everyday managerial communication situations. Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012.Human resource management in public service: Paradoxes, processes, and problems. Sage. Boddy, C.R., 2014. Corporate psychopaths, conflict, employee affective well-being and counterproductive work behaviour.Journal of Business Ethics,121(1), pp.107-121. Bova, F., Dou, Y. and Hope, O.K., 2015. Employee ownership and firm disclosure.Contemporary Accounting Research,32(2), pp.639-673. Bryant, P.C. and Allen, D.G., 2013. Compensation, benefits and employee turnover: HR strategies for retaining top talent.Compensation Benefits Review,45(3), pp.171-175. Cherian, J. and Jacob, J., 2013. Impact of self efficacy on motivation and performance of employees.International Journal of Business and Management,8(14), p.80. Chung, D.J., Steenburgh, T. and Sudhir, K., 2013. Do bonuses enhance sales productivity? A dynamic structural analysis of bonus-based compensation plans.Marketing Science,33(2), pp.165-187. Deresky, H., 2017.International management: Managing across borders and cultures. Pearson Education India. https://books.google.co.in/books?hl=enlr=id=52odL0y_OCcCoi=fndpg=PR13dq=The+ethical+issues+faced+by+the+managers+regarding+compensation:ots=z79nlLo1oEsig=YFE-Vwp7DEPWyRNTeu3YGlh8TWs#v=onepageq=The%20ethical%20issues%20faced%20by%20the%20managers%20regarding%20compensation%3Af=false Edmans, A., 2012. The link between job satisfaction and firm value, with implications for corporate social responsibility.The Academy of Management Perspectives,26(4), pp.1-19. 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HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia.The International Journal of Human Resource Management,24(15), pp.3002-3019. Kaplan, S., Cortina, J., Ruark, G., LaPort, K. and Nicolaides, V., 2014. The role of organizational leaders in employee emotion management: A theoretical model.The Leadership Quarterly,25(3), pp.563-580. Keynes, J.M., 2016.General theory of employment, interest and money. Atlantic Publishers Dist. https://books.google.co.in/books?hl=enlr=id=xpw-96rynOcCoi=fndpg=PR5dq=wages+according+to+the+efficiency+of+the+employeesots=WYigttmGFHsig=A0yRLzNQj3qqqpsh3fzM7QIsmKs#v=onepageq=wages%20according%20to%20the%20efficiency%20of%20the%20employeesf=false Leary, T.G., Green, R., Denson, K., Schoenfeld, G., Henley, T. and Langford, H., 2013. The relationship among dysfunctional leadership dispositions, employee engagement, job satisfaction, and burnout.The Psychologist-Manager Journal,16(2), p.112. Liu, W., 2016. The International Mobility of Chinese Students: A Cultural Perspective.The Canadian Journal of Higher Education,46(4), p.41. McEvoy, G.M. and Buller, P.F., 2013. Research for practice: The management of expatriates.Thunderbird International Business Review,55(2), pp.213-226. Mishra, K., Boynton, L. and Mishra, A., 2014. Driving employee engagement: The expanded role of internal communications.International Journal of Business Communication,51(2), pp.183-202. Noe, R.A., Wilk, S.L., Mullen, E.J. and Wanek, J.E., 2014. Employee Development: Issues in Construct Definition and Investigation ofAntecedents.Improving Training Effectiveness in WorkOrganizations, ed. JK Ford, SWJ Kozlowski, K. Kraiger, E. Salas, and MS Teachout (Mahwah, NJ: Lawrence Erlbaum, 1997), pp.153-189. Odunlade, R.O., 2012. 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Probability weighting and employee stock options.Journal of Financial and Quantitative analysis,48(4), pp.1085-1118. Weiss, A., 2014.Efficiency wages: Models of unemployment, layoffs, and wage dispersion. Princeton University Press. https://books.google.co.in/books?hl=enlr=id=7CoABAAAQBAJoi=fndpg=PP1dq=wages+according+to+the+efficiency+of+the+employeesots=eccmo3HAhGsig=bN9rHmxSJj5gMZcylpzZk9yt8lI#v=onepageq=wages%20according%20to%20the%20efficiency%20of%20the%20employeesf=false Wiatrowski, W.J., 2012. The last private industry pension plans: A visual essay.Monthly Lab. Rev.,135, p.3. Xavier, B., 2014. Shaping the future research agenda for compensation and benefits management: Some thoughts based on a stakeholder inquiry.Human resource management review,24(1), pp.31-40.